HomeMy WebLinkAbout0386.092september 3, 1992
THE HONORABLE CITY CO~~CIL
Palo Alto, California
4
compensatiqD Plans for Hourly Ernploy~Management and Confidential
Personnel
Members of the Council:
Report in Brief
Attached for Council Approval are resolutions amending the
compensation plans for Hourly employees, Management and Confidential
pe.rsonnel. These amendments reflp.ct proposed. compensation plan
changee:: for the. one-year term ending June :3 0, 1993. Funding for
compensation plan amendments is provided in the 1992-94 Budget.
Hourly EmplQyees
The salary ranges tor 27 Hourly classificatior:s will be increased by
3 percent beqinning with the pay period ir.cludinq July 1, 1992, in
order to bring these salary ranges into line with other compensation
plans. The annual cost of this increase is $47,195.
Management and Confide!ntial Persontlel
The recommended compensation plan tor Management and Confidential
positions provides for control point increases to all classifications
of 3 percent effective with the pay period including July 1, 1992.
Under the Management Compensation Plan, control point adjustments are
not automatically applied to individual employees. Individual salary
setting is authorized by department heads according to pl~n
provisions based on en-,ployes accolt"plisr.ment and performance.
The annual cost for the proposed
compensation Plan changes. including
increases, is $512.602. This amount
funds a~d salary contingent accounts.
CMR:3B6:92
Management and Confidential
tha 3 percent control point
has been budgeted in var iOllS
-
Page 2
RecommendAtion
staff recommends that council a.pprove the atta~hed resolutions
adoptinq a compensation plan for Hourly employees, and a
compensation plan for Manaqe~ent and Confidential personnel,
effective with the pay period including July 1, 1392.
R~~cttU1IY submitted,
i tl.r C 12-_ ~~
'C ---
JAY C. ROUND
OiT-ector of
/d~--rr
CMR: 386: 92
n Resources
Mal;)
Resolution Adopting a Comperlsation Plan for Hourly
Employees
CompensatiQn Plan tor Hourly Employees
Resolution Adopting a compensation Plan for
Manaqement and Confidenti~l Personnel
Compensation Plan for Management and
conridential Personnel
, ,
-
.R.ESOL"J"I:'IOW NO.
RESOLUTION OF ~'RB COUNCIL 01" TSII: CITY OF PALO ALTO
ADOPT:rn(l A COIo!PBNSATIOli PLAl/ POR IIOURLY PXRSONl.'EL
AND RBSCDlDDlG RBSOLll'l'ION 110. 7026
The Council of the City of Palo Alto does RE,sOL\lE as
follows:
SBCTION 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 WA· attached hereto and made a
part hereof by r~fereDce, is hereby adopted for hourly personnel
effective the beginning of the pay period includjng July 1, 1992.
SBCTION 2,. The Compensation Plan adopted hez.'ein shall be
administered by the City Manager in accordance with the Merit
System Rules and Regulations.
SBCI'TON .3. The Compensation Plan shall continue in effect
until amended or revoked by the Council.
SECTION 4. The Director of Finance hereby is authorized to
implement the Compensation ~lan adopted herein in har preparation
of forthcoming payrolls ~ She is ft...7"ther authorized to make changes
in the titles of employee classifications identified in the Table
of Authcrized Personnel contained in the 1992-S3 budget if such
titloas have been changed in ~he Compensation Plan.
SECAION 5. Resolution No. 7026 is hereby rescinded.
SE'C"7'IQN 6. Tb,e Council finds that this is not a project
under the California Environmental Quality Act and~ therefore, no
environmental impact assessment is necessary.
IN'I'ROOUCED AND PASSED:
AYES:
NOES:
ABSEN'l':
ABSTENTIONS:
ATI'EST: APPROVED:
City Clerk to'..ayor
APPROVED AS TO FORM:
Senior Asst. City Attorney
Director of HUi'Tlan Res-Ciurces
r;rreetor of Finance
9OOl31 ~ 003052\:1
01······,1 ...... ' -{,-: . '14
.-~ ~,: . . .
~ ,
t
i
I
~ ; 1
~ 1
~, j
~
I ,
: 1
j ,
I
1 :
I
I
1
I
i ,
-'-,,~ ..
/
) ""'
CrTY 0," PALO ALTO
COMPENSATrON PI..1\N
Hour!y Emp:cyees
Effective: Pay periOd incluQing July 1, 1992
throuqh Sune 30, 1993
COMPENs~TION PLAN FOR THE CITY OF PI~ ALTO
H:::llJrly EmplQyees
~N It PEFltaT.LQN2
H-ourly EmP~: An p:mployee working full time or part time on a tempor'ary
basis l or an employee .... orking a limited number of hours en an ongoing
lJasis ..
SECTION II. SALARY AND CLASSIFICATIONS
It is the intent of the City of Palo Alto to compensate hourly employees 3t
a rate of pay similar to that of regular employees performing like work.
Hourly employees are to be hi-red 'Wi thir. the classification frameworK, as
presp,r.ted in the attached p;ay plan, that is closest to a corresponaing
regular classification in both level of work performed and rate of pay ..
Should an hourly employee be required to take on added duties above the
level of those originally required when first hired, the employeQ is to be
reclassified in~o a new classification and pay ra~e which most adequately
~orresponds to the new duties~ conver~ely, if the employee is required to
perform at a substantially lower level, the employee is to be reclassified
into a corresponding lower level classification at a lower level of pay ..
SECTION III, SPECIAL COMPENSATIo.l!
A. H2liday Pay
Hourly employees are eligible to receive holiday pay only if hours
worked durinq the pay period when the holiday occurs plus the holiday
(8 hours each) total 60 or more hours.
B. Pa: id Leaves
Hourly employees are not eligible for any paid leaves.
C. Overti!l'le pay
Hourly employees are eligible for overtitr,e premium pay at time and one
half · ... hen required to work more than a standard 40 hour week (B
hours/five day week; 9 hours/four and one-half day week) or on an
Official city holiday.
S:EC'tION IV. TERM OF EMPI;JYMEN.T
The employment term for all hourly employees shall be limited to less than
1000 hours during any fiscal year.
-
I~f~,:
OJ"· ~~c-,<-:
I
I
l
<:~:~;.~~i;·
COMPENSP..'I'~ON PI..).N -Hourly Elnployee:!?
page 2
gCTION V. REVIEW AND SALARY INCREASES
A. ~~ance Revip~s
1. Hourly employees, with the exception of the Recreation Department
classifications, are to be given a perfonlli!nce review after 350
hvurs, or six months i ... ·hichever occurs first, .from date of hire and
annually thereafter. Continued improvement and effici~nt and
effective aervice will .arrant a salary s~ep increase.
4. Recreation Leaders will be eligible for consideration for a pay
increase u~n ccmpletion of a minimum of 300 ~ours of work and a
satisfactory performance evaluation co:mpleted by the employee I s
supervisor. Subsequent salary reviE!1o's are generally conducted
ann~ally; salary increases are not granted automatically and will
depend upon demonstrated satisfactory job performar.ce.
Starting salary and Incremen~roval. All starting levels and
increments must be approved by the Director of Recreation and Open
Space.
B. Salary Increases
1. The salary increase is based upon a revie~ and evaluation of the
employee's job performance. The employee must receive at least a
satisfactory rating in order to be considered for a salary
increase.
2, The maximum number of salary increases an hourly employee may
receive in anyone twelve-month wor~ing period is limited tc two
(2), regardless of total .number of hours accu:mulat€d.
C. Exceptiopal Leacership Abili~ Job Perjormance
1. Upon written justification and departmental and Human Resources
Department approval, an individual who demonstrates EXCEPTIONAL
leadership ability and job performance may be given a merit raise
before meeting time r~_gyjrements. if he/she displays outstanding
job performance.
D. Employment Records
-
1. Employ:nent rEcords for hourly employees are. audited annually on or
about January first; those 'Who have not worked during the preceding
calendar year are considered as terminated.
•
HOUP.LY CLASSIFICATION DEFINITIONS
ADMINISTRATIVE. PBOFESSION'AL AND MANAGERIAL
han.agement Specialist:
Professional I:
Professional II:
Administrative Asst I:
~istrative Asst II:
Coordinator Aide:
~erk To::
Library P~M:
May perform ~ork associated or equal in complexity
with responsible City manaqerial or $taff
posi tions. compensation to be determir.ed
acccrding to tasks assigned and qualifications
required.
Performs · ... ork at the level normally associ.lted
'With that of consultants, instructors, and
research persor.nel where a speciallzs.d ski 11 or
expert knowledge is required.
Pe~fo~s work in an assignment requirin;
specialized knowledge in a professional field of
endeavor. This level normally requires a college
education ~ith some experience but not at the
level expectS!d for the Professional I
classification.
Performs analytical studies or undertakes a
varie~y of projects ",hereby previous 'Work
experlence is required. Normally requires a
college education and experier.ce in the field fOI
which th~ individual is to be utilize~.
Performs work in an assignment ncrmally associated
~ith that of a college student or graQuate with a
minimWl! of work e.).'"Periences; generally an entry
level position.
Performs work in suppert. of program or facilit~~
operatlons. Entry l~vel or training position ~ith
no previous expedence required.
Pezfor~s general office work Which includes tasks
that require use of independent jud9lIlent. May
coordinate activities, work with public, write and
type basic reports. Re~~ires experience in
administrative/clerical areas.
Performs office work of a routine nature.
type from drafts, rile, greet the public,
telephones. Requires little prior
experie::1ce.
May
answer
office
Under supervjsion, shelves books and performs
other related lib.!'ary duti!ls of a simple nature.
P.eguires no previous experience. (Usua lly hiy-h
school students.)
•
HOURLY CLASSIFICATION D£FI~I'rIONS I ecrJt I d.
MAINTENANCE AND CRAFTS
Skilled l.oborer:
Laborer II:
Labo[O=r III:
TECHNICAL
l:gcbnician I:
Technician II:
Technical Asst I:
Ter:h.nical Asst II:
-
Performs
use of
R~ires
assigned
maintenance tasks that usually require
automated and/or technical equipment.
prior training a:;}d experie!'lce in area
and v~lid California driv~r's license.
Performs laboring maintenance typically in parks
or streets. May direct work of other employe€s.
Re~~i ~s prior maintenance experience, knowlecge
of p, !I' equipment ~nQ valid California driver's
licerl ... e.
Performs routine maintenance utilizinq hand tools.
Requires the physical ability to perform tasks
utilizinq dexterity.
Position for individual who has had some e~~osure
to outdoor maintenance. Duties are of routine
nature~ Individual works closely with an assigned
person (s) to gain skill. Requires some prior
experience.
Includes such ~ork as performed by advanced
draftspersons and apprentice electricians.
Classification may also be used for individuals
involved in conductinq surv@YSr opinion polls, and
other data collection assignments where analysis
of data may he required.
Performs less advanced technical ~ork than that of
the Technician 1 class. Normally requires some
specialized skills such as drafting, electronics,
building maintenance r crafts, etc,
Performs entry level technical ski lIs requiring
the ability to master the use of specialized tools
and techniques.
A trai~ee position to gain experience ana exposure
in the technical function no~ally associated with
So~ial Services and the Arts.
HOURLY CLASSIFICATION DEFINITIONS I cor-t'd.
Recreation L~ade~
· Recreation Tratnee:
· Recreaticn Leader 1:
• Recreation Leader II:
Individuals involved in a departm~nt traininq
program.
Individuals ~ith less than 500 hours of r~creation
leadership experience.
Individuals with more than 500 hours of leader~hip
experience.
• Recreation Leader III: lndividuale 'With 1000 hours leadership experience
~ho organize and/or instruct class-type programs,
~ua~iC6 specialist
Lifequard:
water Safety
Instructor
Assistant Pool
Manage.r
Pool Manager
DEFINITIONS
Leadership:
}lon-Leadership:
f'Qhl.>:E RES EEVES
· Police Reserve I:
· Foli~e Reserve 11:
Individuals ~i th up to two yea::-s of experience
supervising swimming activities.
Individuals with more than two years of experience
supervising swimminq activltie5~
Individuals ",ho
orqanizing
swimming programs,
a.ssist in developing and
Individuals ~ho plan and coordinate swimming
pr ogr a_!!!.S.
Definer:) as work experience in a p3id or voluntary
capaCity, in Which an individual is directly
responsible for planning, organizing, teaching,
leading l or conducting recreational activities in
a face-to-face relationship.
Defined
fields,
cashier
as. facility attendant (i.e., parks.
gyms), facility maintenance, office work,
(exceptiofl, Rinconada Pool).
Reserve officer who has received requisite level
of training to operate in a $010 capacity.
Reserve officer who ~ust be acccmpaniec
regular sworn officer or a Police Reserve
performance of d~ties.
by •
I in
/'.
CITY OF fJ~LO ALTO COMPENSATION PLAN
HOURLY P(~S:ONNEL
c:rHCTIVE P~y per Iod incliid I n~ ,hd.y 1, 1992 ,,) CLASS TITLE ftANGE NU. NUMBER --H 0 U If L Y--
lA' 18, lei 10' '" '" MANAilEHENT SPEC 1309 to be det{'cmlned
971 PROFESSIONAL l!1u ~S •• J~,3l 11 26 11.25 19 30
9'10 PAOFUSIOHAl II 100f! 1006 1064 11.25 11.90 12 S$
!l01 ADMIN ASS!STANT 10:131 12 67 13.40 14.17 14.98 1~.'4 ! 9O. ADMIN ASSISTANT II [i8Q1I ... 9.~O 10.04 10.82 11 2J I.
A09 COORDINATOR AIDE 0144 1,44 7 B7 . 32 •• fL30 I .11 CLER", 1214 12.14 12.14 13.58 14 3fl 15.18
'12 CLlRI': II O~11 p .11 9 69 10.1.5 10 84 11.46 I
914 Ll811ARY "AOE 0'561 " 5 93 6.:a 8.63 .01 r
92. SI':ILlED lhflOR[R 10112 lQ 82 11 d4 11 10 12.80 1] 5] !
'> ! 921 LABORER I 0971 9 71 lO 27 10.86 11.48 12,l~ f • ". lABo!lER II 0877 S 77 9 .27 9 80 10.17 10,96 I
929 LABORER I JJ 0807 07 " 9 02 9.54 10 09 I ,
93 i HCttNICI/I/II 1342 13,42 14.19 15.01 IS.S7 16,7~
." n:Ol'lICJM II 09'16 9,10 10 J2 10.91 11 54 12.20
9JJ TECliNlCAl AS'lT 08911 8.98 9.50 10.04 10 ftZ 11.23
"
'" nCHNICAl A~sr 11 0501 , 01 '5.30 S.60 !I,n 6.28
"I.' '
:,:iti-'i. , .. , ._, '
<1 ~ 'I' ':""!\~~t"
CITY Of PALO ALTO COMPENSATION PLAN
HOURLY PERSONNEL
EfFECTIVE PIIY periud iln.' ludlng July I, 1992
CLASS TlTLE «"NO£ NUM NUMBffi -H 0 U R l Y .. -
I .. IB, lei 10, IE)
~t''-'.-r:.e_~.!!.I_!~~_e~1!
." R~CR[ATION TAAtN~E 05111 5.18 5.46 '!J.71 " .10 . " 0
'" R£CR[ATION LEADER 05~4 5.44 5.75 8.011 6 .• n 6.10
'" RfCRtATION LEADER {I Oe82 1J.82 .22 r.e:} .01 . 'J
9117 RECRtATION lEADft III 0905 I.O!> 9.5710.1210.10 JJ.Jl
~!..l~?pecJ.a.];}8t9
'" LIHGtJARD 0581 § . 81 6.21 8.51 6.94 .34
95' ~~!ER SAfETY INSTRCl ()694 8.94 1 J4 1.78 .11 8.88
95 R ASST POOL ~ANAG[R OB23 .73 7. 9_20 9.73 1U.29
!I,)9 POOL MANAGf.~ 0972 9.12 1028 10 81 11 4Y 12.15
0
I'pllt~.~ /teRl'[Vt'!l
-------------.-'-
.. 0 POLICE ~ESEflVE 0954 1iI.54
"I POlICF RESfRvE II Otl58 • 58
,.
1.':;· ;\~;.~<:,
•
"
~'
"i
:~
j
1
I
~ ...... '
"--:: .. --~,. ~::~"7.7 ,
--.;,'",::.~:~:,,; :;
---~----"-"':"~"'~-
'~~~~ , ;'} '. c' .,-;x-
~ ".'.. ,-;.:-... . _.-,.-_.--,---~'", :..~!-. - -
yftr.··
-
----.;~ .. ""~-... ""'~, ... ".." ~.~
USOLOTION 110.
RBSOLOTIOH OF rRII Coom:IL OF rRII CITY OF PALO ALTO
lUlOPTDIG A COHPBllSATIOII PLAN POR KAHAClZlCil:ll"l.' All!)
COHP IDl!NTIAL PBRS ONNEL AND COll!lCIL '-PPOnrrElJ
OFFICERS All!) RBSCnmIHG RBSOL'JTIOII IIOS. 7~25.
7037. 708S AND 7107
The Council of the City of Palo Alto doe:s RESOLVE as
follolA's:
SECTION 1. Pursuant to the provision.s of Section 12 of
Article tIl of the Charter of the City of Palo Alto, the Co~e~sa
tion Plan, as set farth in Exhibit 'A· attached hereto and ~de a
part hereof by reference. is hereby adopted for management and
conf~dential personnel aLd Council appointed officers effective the
beginning of the pay period including July 1. 199~.
SECTION 2~ The Compensation Plan as adopted herein 9t~11
be administered by the City Manager in accordance with the Merit
System Rules and Regulations~
~RCTIQN 3. The Compensation Plan shall cuntinue in effect
until amended or revoked by the Council.
SECTION S. The Director of Finance herehy is authorized to
implement the Compensation Plan adopted herein in her preparation
of forthcoming payrolls. She is further authori2ed to maka changes
in the titles of employee Classifications identified in the Table
of Authorized Personnel contained in the 1392~93 budget if such
titles have been changed in the Compensation Plan.
£BellON S. Resolutioil NOB. 7025, 7037, 7095 and 71D7 are
hereby rescinded~
SECTION 6~ The Council finds that this is not a project
under ehe california Environmental Qualit}' Act. and, therefore. no
environmental impact assessment is necessary.
INTRODUCED A."ID PASSED,
AYES:
NOES,
ABSENT,
ABSTENTIONS,
ATl'EST,
C1ty Clerk
APPROVED AS TO FORM,
senior Asst. C~ty Attorney
APPROVED:
Mayor
CJ.ty Manager
Dl.rector of Human Resources
D~rectar cf Fl.nance
I
L
L
CITY OF PALO ALTO
COl'lPENSATION PLAN
Hanag~ent and Confidential Personnel
and Council Appointges
EFFECTIVE: Pay period including July 1, 1992
through June 30, 1993
• \
I
'i
I
I
I
I
-
COMPENSATION PLAN FOR ">'HE CITY OF PALo ALl'')
Management and ~ential person.n .. ti
SECTION I. COMPllNS~
This section applies to all regular m~nagament and confidential positions
except Council Members and council-appointed officers. notwithstanding
this exception, the Council may authorize variable Management Compensation
for council-appointed officers. Each Council-appointed officer shall be
the responsible decislon-JDaker under this Plan for those employees in
departments under his (her control.
~4nagement and Cgnfidential Compensation Policy
The Cityrs policy for management and confidential compensation is to
establish and maintain a g~neral structure based on marketplace norms
antS internal job ali9hlllent .. ith broad compe:lsati.on grades and ranges.
Structures and ranqes ~jll be revie~ed annually and update~ as
necessary basad on marketplace survey data, internal relationships, and
city financial conditions~
Individual compensation adjustments will be considered by the COllncil
appointed officer based on (1) performance factors including
achievement of predetel~ined objectives; (2) pay structure adjustments;
and (3) City financial conditions.
B~ Basig Plan Elements
~ructure. The compensation plan includes separate multi-grad~
structures for both manage~ent and confidential employees. Each grade
will have a control point which is used for budgetary purposes. All
~anaqement and confidential positions will be assigned an app~opriate
pay grade based on salary survey data and internal relationships. All
positions assigned to a pay grade 'Wi 11 receive compen.sation .. hich is no
le~s than 25% below the control point and no more than 15% above the
control point. Actual salary within the range is det,el'1!'.ined by
performance. Tne normal working range 'iiithin 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
agencies similar to Palo Alto in number of employees, population and
services provided. These studies will focus on general salary trends
for groups of m.anagement positions such as first line supervisors.
administr-ative, confidential, professional and top management.
Feriodically, studies -will l:\ore specifically include position-by
po~ition comparisons ~sing marketplace and internal relationship data.
Depending on the results 'Of these studies I the entire pay grade
structu~e may be adjusted or individual positions may be rea~siq~ed to
different pay 9rades. Such adjustments "Will cmly affect the salary
administration framew·ork. No individual salaries will be automatically
changed because of structural adjustments~
Fixed and Variable Compen§~..t.i2n. Managelr.ent compensation includes
fixed bi-weekly sald.ry and variable Management Compensation (VMC).
Fixed bi-weekly salary is paid on a continuing basis. Variable
..J
• \
L
COMPENSATION PL.V!
M1.J~AGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNC1L-~PPO!NTEES
Page 2
Manage~nt Compensation is a one-time cash award in an amount not to
exceed 15t of the position control point~ On a fiscal year basis, the
SU3 of both compensation components must fall within pay grade limits
of no less than 25% beloW' the control point and no more than 15% aboye
the centrol point~
Fixed salary increases may he earned in accordance with administrative
guidelines based on growth within the position and performance which
m~ets or exceeds position standards. In addition, employees may earn
Variable Management CO:!IIpensetion by meeting or exceeding objectives
established undp.r the annual performance planning and appraisal system.
Variable Management Compensation rp.qualification is necessary for each
appraisal period~
Compensation Adjustment Aut~ation. Each year the City Manager will
propoee tor council approval a compensation adjustment authorization
incorporatin9 the tequests of each coun.cil-appoint.ed officer 'Which viII
include amounts sufficient to implement base pay increases and Va~iab12
Management Compensation. The compensation adjustment authorization
~ill be based on the following factors: competitive market, changes in
internal position relationships, and the City's ability to pay.
Performance <lanning and App!:~isal,. Performance planning and appraisal
will be conducted at least annually by the Council-appointed officers
and department heads prior to reviewing individual employee fixed and
variable compensation. This process includes both review of previous
performance plan and preparation of the performance plan tor the next
planning period (usually the fiscal year). Performance plans are
jointly prepared by the employe3 and supervisor with the concurrence of
the department head or Council-appointed officer. The performance
plans shall contain measurable objectives ~~jch place special emphasis
on position description duties or specific assignments. Progress
toward meeting objectives shall be monitored periodically. At the
conclusion of the fiscal year (or review period) ~ supervisors shall
make a final determination of general performance and performance plan
ac~ievement. Such determinations and recommendations shall be
forwarded to department heads or cocncil-appointed officers who will
then determine individual fixed and variable compensation adjustments
accordinq to the provisions of the compensation plan.
c. Management alld Confid~ntj. __ ~l Compensation Adiust!Jlent Authcriza.tioJ}
1. Council-appointed officers are authorized to pay salaries il'.
accordance with this plan to non~Council-appointed management and
confidential employees in an amount not to exceed the aggregate of
approved lfianagement and confidential positions budgeted at the
c~ntrol points indicat~d in the attached Tables for fiscal year
1992-93. In addition~ for fiscal year 1992-93, Council-appointed
officers in aggregate are authorized up to 3\ of the management and
confidential salary and benefit budget for the fiscal year, plus
unused Variable Management Compensation funds from the previous
L ..J , ,
,
~
,--,
COMP.E:oISATION PLAN
MANAGDIENT AND CONFIDEN'l'I1..L PERSONHEL
AND COUNCIL-.~POINTEES
Paqe 3:
fiscal year to apply toward Variable Management compensation tor
individual manaqament and confiQential employees ~ho quality unQer
the provisions of this Management and ConfIdential Compensation
Plan.
2. Individual :management and confidential fixed and var-iable
compensation authorized by a Council-appointed 'Officer under t.he
~an3qement and Confidential Compensation Plan may not be less th~n
251: below ncr more than 1St abov'e the control point for the
individual position gra1es al.lthorized in Table I of this plan.
3. The Council-appointed. officers ar-e authorized to establish such
administrative ~les as a~e necessary to i~plement the Management
and confidential Salary Plan subje-ct to the limitations of the
approved compensation adjl.:.stm~nt authorization and the approved
grade and control point structure.
4. In th~ event a downward adjustment of 4 position grade assignment
indicates a reduction i~ the e6tablish~cl salary of an individual
employee, the Council-appointed offi~eL may, if circumstances
warrant, continue the salary for such employee in an amount in
excess of the revised grade limit for a reasonable period of time4
Such interim s~lary r-ates shall be d~fined as uY-rates.~
SECTION' II. SPECIAL COMPENSATION
This section applies to all eligible regular management and confidential
positions except as otherwise indicated. Eligibility shall bE in
con!ormanC2 with the Merit Rules and Regulations and AQministrativ~
Directives issued by the City Manager for the purposes of clarification and
interpretation.
~. Annual Adjustment
Annually, each employee who holes a re~lar full-tima appointment in
the municipal service on o~ before July first and continues in such
status throughout 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 '5 current annual
salary; or at the employee's option and subject to management approval,
24 hours pa i j leave to be used prior to the January 31 follo'Wing.
Annual adjustments shall be prorated to reflect appointment from
January 1 through July of the current year, or interrupted service
during the year~
B. Overtime, Working out of Classification, and In-Lieu Holiday Pay
compensation for ov~rtime work/ and scheQuled ~ork on paid holidays,
shall be in conformance with the Merit Rules and RegUlations and
Administrative Directives. Where management emp!oy~es, on a temporary
basis, are assigned to perform all significant duties of a higher
1_
~l
,
\
L
COMPENSATION PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
ANC COUNCIL-APPOINTEES
page 4
cla$sific~tion~ the City Manager ~ay author.ize payment ~ithin the range
of the hi9h~r classification.
C. court Appear"r~
Sworn police P~rsonnel appearing in court for the People shall be
compensatea as fo110.a:
Period
~. Appear3nce on scheduled
day oft.
2. Any O'!, all court time
durinq scheduled shift,
or court time is i~e
diately beqinninq or
following shift.
3. Appear~nce on scheauled
work day but not during,
immediately before or
i.-ediately atter
scheduled shift.
O. Night Shift premium
Time and one-half
Straigh~ time during
shift, tim@ and one
h~lf for periods
before or after
scheduled shift.
Time and or.e-half
Minjm um
... hours
None
:2 hours
(2 hour
minimum
DlZ:l¥ not run
into shift
time)
tliqht shift differential shalJ. be paid at the rate of 5% to regular
full-ti~e employees who are regularly assigned to shift ~ork bet~een
6;00 p.m. and 8:00 a~m. Night shift pre;-,iu:n .-ill .not be paid for
ov£rti~e ho~s ~orked or to Fire personnel assigned to shift duty.
£4 UnifOrm PUrchase Plan -Sworn Police and Fire Pe~sonnel
Uniforms including cleaning !.o'ill be provided with replacement
provisions on an ~s-needed basis in conformance with departmert policy.
F.. Group Insurance
1. Health Plan
The city sha.ll pay all preJ'I'.i\Ul\ paYThents en benalf of employees ","ho
are eligible for coverage under the health plans as described in
Sub-sections fa), (b), or (c). Any pre:mit:lIl rate increases Q'll'ing
the term of this compensation plan shall be paid by the City. The
following options will exist:
a. Employee and dependent cover;]ge under the existing Kaiser
Health Pliln 5 contract, including the Drug Plan III option.
L
,
i
I
I
I ,
r
I
COMPENSATION PLAN
MANAGF.KENT AND CONF'IOEltT!AL PERSONNEL
AND COUNCIL-APPOINTEES
Page 5
L
b. Employee and dependent coverage under the existing City of Palo
Alto Employees' Self-Insured Health Plan with cost containment
pr'.;)visions as descrit.ed in Para.graphs 1-4 belo'.... The City of
palo Alto Employees' Health Plan shall be further modified to
include the p~ovisions in paragraphs 5-8 to become effective as
soon as possible ~~t not befvre Ja~uary 1, 1992:
c)
d)
1J Second surqioal opinion to be r~quired for all non
emergency elective surgery.
21 Pre-admission certification and continued hospit.al stay
review for all non-elllergency in-patient admission to an
acute care hospital.
3) Hospital bill audit for all bills in excess of $5,000.
4) Psychiatric coverage :maximum of $50,000 on in"patient
visits with annual reinstat~ment of maxiMum up to $2,500~
5) Increase the annual ded~ctible to $100 per individual or
$300 per fa-mily.
6) Add the CCN managed care net\.iork o.f preferred provider
hospit~ls with benefits at 100\ of eligible hospital
charges within the managed care networK, and reduction to
SO\: VCR outside the network. For hospitals outside the
state of California or for treatment in the case of an
emergency, reimbursement of eligible hospital charges will
be at l.OO\ UCR.
7} Technical non-substantive lanquage changes to clarify
definitions, cove'-=ed items and excl\lsiens.
8) For the ActiVe Employee Plan, eliminate the $250,000 maj~r
medical benefit znaximwa and substitute a comprehensive
lifetime benefit maximum of $1)000,000 per person~
As an alternative to (a) and (b) of this section, th~ City may
~lect to contract with the California Public Employees'
Retirement System (PERS} for partiCipation under the public
Employees' Medical and Hospital Care Act.
Retiree MeQical provisions
1) The city Shall, upon SUbmittal of evidence of payment,
reimbu~se up to $423 per quarter of medical plan premiums
on behalf of management and confidential elllployees 'Who
retire from the City under service or disability
retirements. The retiree may select any medical plan. The
plan !Day cover eligible dependents as defined under the
City Employees' Health Plan. No reimbursement Itfill be made
L
• \
1
\
,j
1-~
il
'1 .::
I
"-
r
COllPENSATIOi'i PLAN
IO.NAClDlEl/T AND CONFIDElITIAI PERSO!WEL
AND COUNCrL-~FO:NTESS
Paq. 6
for plans providinq bene~its othe~ than medical and health
benefits~
2) Effective as soon as. pc.ssible,. the City will offer a Kaiser
Group Retire~ Health Plan. Eligibility in the Group Pl~n
is open to retiring employees whc hav~ ~en membErs of the
Kaise~ Grcup Plan for a minimum of three years immediately
prior to retirement,. or if employ~d with the City for less
than three years. have been enrolled in Kaiser continuously
since the date of hire,
Those employees who elect the Kaiser Group Retire~ Health
Plan and subsequently move out of the Kaiser service area
will be given the opportunity on a one-time basis to enroll
in the City Retired Employees I Health Plan~ Premium
reimburgement for the Kaiser Group Retiree Health Plan is
available under paragraph <1} of this sUbsection.
2. pental Plan
\
I '~
I ,'.
The City shall pay cove~ed plan char~e5 on behalf of employees and f
un-:1e.:.~ the existing City Dental Plan4 The maximum benefits per
dependents of employees ~ho are eligible tor coverage and enrolled I
calendar year shall be $2.000 effective beginning with 1988.
Effective September 1,. 198'9. the City 'Will pro .... ide a sot of
reasonable charges, $1500 lifetime maximum orthodontic bEnefit for
manaqament and confidential employees and their d~pendents.
3. Basic Life Insurance
The city shall ~ontinue the basic lite insura~ce plan as currently
in effect for the term of this compensation plan.
4. Long Term DIsability Insurance
The city shall provide the long term disability insurance Plan C
with a benefit of $4 1 000 or 2/3 o~ ~onthly salary to a maxi~um of
$6,000. Premiums for eligible management and confidential
employees are paid b}' the City on the first $6,OCO of lIlonthly
salary; premiums for salaries in excess of $6 1 000 per month are
paid by the employee.
5. Vision Care
Effective beginning October 1, 1958. the City will offer vision
care coverage for employee and dependents. Coverage is equivalent
to $20 Deductil:lle Plan A under Vision Service Plan 'With monthly
pre~iums paid by the employer.
L
I
-l
• ,
I
COMPENSATION PLAN
MANAGEMENT M1l CONFIDENTIAL PERSONN~L
AND COUNCIL-APPOINTEES
Page ..,
G. Police Department -Personnel Development Program
~~ouant to administrative rules 90v9rning eligibility and
qualification, the fclloyinq may be granted to svorn police personnel:
P,O.S.T. Intermediate Certi~icate: 5\ above base salary
P .. O.S.To Advanced certificat,e: 7 1/2' above base salary
n. ~nagement Ben~fit Program
All city sta£f management and confidential employees are eligible for
S.ctions 1, 2:, '3, 4 and 5 of the Management Benef it program. City
Council Members are eligible for section Ja only. Speciried amounts
under this prog~ac will be applied en a pro rata basis for e~ployees
who are part time or in ~ management or confidential pay statu6 for
less than the full fiscal year.
1. Professional Development -ReimQursement
Reimbursement 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
for1tfard from t.~e previous fiscal year to a maximum allowance
(current and carrycver) of $1,000 per fiscal ye.ar. The. following
items as defined in policy and Procedures No. 2-7 are eligible for
reimburseUl:ent:-
a. Civic ar~ professional association memberships
b. Conference participation and travel expenses
c. Educational programs/tuition reimbursement. The educat.ion ::must
maintain or improve the employee's skills in performing his or
her job, or be necessary to me~t the express req~irements of
the City or the requirements of applica~le law. The education
to which the reil!i.bursement relates 1ilust not be part of a
proqram qualifying the employees for another trade or business;
or ~ necessary to meet the mini~um educational requirements
for qualification for employment. Permissible educational
expenses are refresher co~~ses, courses oealing with current
developments, academic or vocational courses as well as the
travel expenses associated with the course3.
d. Professional and trade journal subscriptions
e. Physician-prescribed persc!':al he,alth program as indicated under
3b of this section.
L , ,
I
\
i
j
1
I
1
CQKPENSATION PLAN
MANAGEKUiT AND CONFIDENTIAL PERSONNEL
AND COUNCIL-kPPOINTE£S
Page 8
2~ Prgfessional Deyelopment Lea~
Autho:rized paid leaves of absence for up to one year-will be
granted in accordance with the folloYin9 requirements:
a~ Eligibility is subject to a minimum City service requirement of
five years.
b. Comp2nsation during the Profeszional Development Leave shall
not exceed SO% salary and full be~etits.
c. When granted a Professional Development Leave shall require an
employee commitment of at !east two-years' ~ervice followinq
re'turn :from the Leave. To the extent the full two-year
commitment is not fulfilled, the employee shall re-pay the city
a pro rata amount of the sal~ry paid during the Leave bas~d on
the percentaqe of the two-year commitment nct fulfilled.
d. The Professional Develop:ment Leave program shall re_late to the
employeets job a$si~ent~
e. An el2ployee's job assignme.nt activity shall be adequately
covered during his/her absence with emphasis on the ~evelopment
of &ubordinates~
f ~ The leave ot absence period shall be adequately coordinated
with departmental priorities and workload.
q. professional Development Lea ..... es shall be basE.d on interns~ip
exchangee, a.nd/or loaned executive arrangements; 9cholastic
and/or authorship programs; or educational travel-st~dy plans.
Leave of absence s~hedules will be apportion~Q among all levels of
management and conf"idential employees and will be based on an
evaluation of each en'Iployee's performance re-cord. 'Each paid
sabbatical leave will be limited to a maximum of one year and not
more than two e~ployees being on leave simultaneously. Sabbatical
leaves must be cleared in advance and approved by a Council
appointed officer for his/her subordinates. Professional
Development Leaves granted in excess of 30 days shall be noticed to
the Council.
3. ~sona] Health program -Physical Fitness
a. All management and confidential employees 'Will receive physical
exa~ina~icns in accordance ~ith Peliey and Prc~edures No. 2-7.
b. Subject to Internal Revenue Se1'"Yice regulations and with the
written prescript.ion of a medical doc.-tor, an employee may be
reimbursed tor a personal health program as treatment for a
L
"I
I
'.
\
i .,
,
I
I
1
'.
COMPENSATION PLAH
]{ANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCIL-APPOINTEES
Paqe 9
diagnosed injury Qr illness4 This ~ctivity will be rei~ursed
under H.l(eJ 4bove~
4~ Excess Benefit Reimbursem~
Reimbursement for approved excess benefit expenses will be grantod
up to a maxilDum: of $1,650 per fiscal year aach for lIlanagement and
confidential employees and ~hal1 include the fol.lowinq benefit
items:
a. Life insurance premiums for City-sponsored plans, subject to
federal and state tax: limitations.
be Excess medical/dental expenses for employee anI:! dependents
which are not covered by existing city-sponsored plans.
c. Excess professional development items which are otherwise
approved but exceed the reimbursement limit under H.l. aboVe.
d. Dependent care expenses according to the follOlw"inq general
provisiol":!s:
~) The annual amount submitted for reimbUrsement cannot exceed
the income of the lower-paid spouse.
2) The expenses must be employment-related expenses for the
care of one or more dependents who are under 13 years of
age and entitled to a dependent aeduction under Internal
Revenue Code section 151(~) or a dependent who is
p~ysically or mentally incapable of caring for himselt or
herself.
3) The payments cannot be ~ade to a child under 19 year~ of
age or to a person claimed as a dependent.
4) If the services are provided by a dependent care center,
the center must comply vith all state and local laws and
must provide care tor mOore than six individuals (other th.an
a resident of the facility).
5) Dependent care expenses not subIrlitted under this section
are eligible under the City Dependent Care Assistance Plan
(DeAP) 4 However t the maximum amount reimbursed under DeAP
will be reduced by any amount reimbursed under the Excess
Benefit Plan.
If the full excess benefit reimbursement is not used during the
fi~cal year, the difference between the amount used and the maxim~m
(or pro rate maximum) may be applied at the employee's option to
deterred compensation under the City Plan(s}~
L
• •
COMPENSATION plJ\N
MANAGEH£N'I' AND CONFIDENTIAl. PERSOk"NEL
AND COONCIL-APPOINTEES
Paqe 10
5. ~~t AnnuAl Leaye
At the beginning of each fiscal year-regula.r management and
confld~ntial employees will be credited with 40 hOl.lrs of annual
leave which may be taken as paid time off, added to vacat ion
4ccru.al (s.ubject to vacation accrual limitations), taken as ca!:u or
taken as deferred compensation. When time ~ff is taken under this
provision# lO-hour shift workers will receive one shift off for
each 9 hours charged; 24-hour shift workers will receive one-half
shift. off for each 8 hours charqed. Entitlement under this
provision will be reduced on a prorated basis tor part-time status~
or according to the nU1:1ber of months in paid status during the
fiscal year. Unused balances as ot the end of the fiscal y~ar ~ill
be paid in cash unless a different option as indicated above is
elected by the employee~
I. Aut2mo~ile EKPense Allowance
For thOSE'. employees whos.e duties require exclusive use of a ci.ty
automol:lile, the City Manager (or i!"l the case of council-apPointed
officers, the City Council) may authorize payment of $300 per month in
lit!u thereof.
J~ Parking in Civic Center Garage
The city shall, at its option, provide employees either free parking
privileges in the Civic Center Garage or equivalent value commute
incentives~
K. Expense Allowance
Mayor $150.00
Vice Kayor $46.15 $100.00
L. REIMBURSEKENT FOR RELOCATION EXPENSE
Policy statemept
The City of Palo Alto will provide a basic ~elocation Benefits Package
for all new management employees, In addition, upon the approval of
the City Manager or designated subordinate, Relocation Benefits will be
available to non-management positions. p~cvisions of ftOptional
Benefits n or portions thereof, are intended only for rare instances and
require the approval of the City Manager or desiqnee, or for Council
appointed officers I the City council.
L
• \
~
I
I
1
COMPENSA'rIOli PLAN
MANAGEltEN'l' AND CONFrDENTI>.L PEP,SONNEL
AND COUNCIL-APPOINTEES
Paqe 11
L
Quali fi'rtatjons
In order to qualify fo~ relocation ~nefits, the following condition£
must be met:
1. The employee must qualify
contained in the federal tax
move occurred.
for moving expense aeductions as
regulations for the year-in which t.he
2. Actual relocation, or contracts designed: to establish a fixed
domicile, shall occur within one year of the initial date of
employment.
Ja Existing employees promoted to a covered position are not eligible.
4. ~ecord-keepinq re~~irement6 will parallel those required for
expense reimbursemen~ for travel, conferences and ~eetings.
5. Provision of Optignal B~Defits is continqent upon co~pletion of a
minimum of two years' City employment unless a longer term is
specified. Provisicn of Additional Relocation Benefits fOT
Counoil-Appointed Officers. Assistant City Manager and pepartment
~ is continger1t upon completicn of a minimUlZl. of five years I
City e.mployment~ Failure to complete the minimum term will
require repayment of those benefits on a pro-rata basis computed on
the actual time of City service. Acceptance ot relc,.cation benefits
by an employee does not constitute a cO~litment by the city to any
minim~ term of employment.
Bas:ic package
~. Professional Relocation Counselling -An agency designated by the
City will provide relocation information and counselling to the
employee~ Information to be provided includes items such a.s a
personalized cost-of-living analysis J home ana rental locations,
transportation, weather patterns, schools, recreation, etc.
2. En Route Expenses .. Direct co~on carrier transportation will be
provided in full fo~ all family members. Automobile expenses ar~
limited to two vehicles at the established city rate with a minimum
of 350 miles per day to be traveled. Per dieJll is allowed at
established City rates for employee and spouse/mate and at 50
percent of the employee rate for dependents. Travel days allowed
are limited to the actual mileage divided by 350 miles per day~
Lodging is reimbursed in full en an actual and reasonable basis for
all family members.
3, Household Goods Shipment .. FUll costs will be paid for the shipment
of all personal items normally considered "Household GOoOs."' Items
L , •
1
!
:r.
l .~ :~
"I '. i~i ,
";'
I -
COMPENSATION PLAN
KAl1AGEIIENT AND COllFlDDlTIAL PERSONNEL
AND COUNCIL-APPOINTEES
Paqe 12
axcluded include recr-eational vehicles, firewood, building
m'5.terials., sand, boats, airplanes, and perishable items such as
food or plants. Shipment of up to two automobiles is permitted~
Storeqe of household qoods will be provided for 30 days.
optional Benefits
1. a-ale ond Purchas§ co:ets -The City will reiml:lurse costs that
arise ~n the sale and/or purchase of residences including:
a. Real estate commissions on ~~e sale of the former residence up
to six '6} percent or the s~les price.
D~ The employee's portion of ncn-recurrinq closing costs on both
sale and purchase of residences limited to the rollowing:
Title Insurance pelicy and Escrow Fees
Loan and Assumption Fees
Private Mortqaqe Insurance I
City and county Transfer Taxes
Tax service, Notary and Recording Fees
Credit and Appraisal Reports
Property Survey Fe~s
I.nspection Fees
c. ·Points· on purchase of residence are" specifically excluded.
2. Miscellaneous ExPense -The city will reimburse miscellaneous
expenses associated 'With the relocation. The amount fihall not
e.xceed $2 /000.
3. Temporary Liyjng Expense -Up to thirty (30) days' temporary living
expenses will be available under the follo'Wing quidelines:
a. Lodging -100 percent of actual and reasonable costs for a~l
family members.
b.. Per Diem -100 percent of the established City rates for
employee an~ &pouse/~ate, and 50 percent of the establish~d
city rate for dependents for the first 1S days; 50 percent of
the established City rate for employee and spouse/~ate, and 25
percent of the established City rate for dependents over the
last .15 days.
c. Car Renta~ -Up to 30 days for a Single vehicle is available
until such time as the employee I s personal vehicle becomes
available.
4. House Hunting Expense -The City will reimburse expenses for one
hOLlse hunting trip for both em.ployee and spouse/mate. The trip
shall be limited to a maximum of seven days. Travel expenses are
L
I
,
\
COMPENSATION PLAN
MANAGEl'IElIT .. .NO CONFIDElITIAL PERSONNE;'
AND COUNCIL-APPO!NTEBS
Page 13
limited to the lesser of co~on carrier rates or the established
city rate for auto~obile use. Lodging is provided on an actual and
reasonabl~ basis. Per diem expenses are allowed according to the
establisned City rates. E~nses for children are not covere.d.
S. Sxpgnses fo: Renters The City may reimburse th-e follc'Jing
expenses for employees moving froll1 or into rental housing!
a. Costs arising from the need to break an existinq lease up to ~
total p&yment of three times tha current monthly rental rate.
b. The first and last mo"nth's re-r:t to a !CaximulJ.; of $~,500 on a Palo
Alto area rental accommodation.
Additional Relocation Benefits for council-Appointed Officers. Assistant
city ~anager and D§partment Heads
~a part of an employment of'fer, additional relocation benefits may be
authorized by the City Cou.ncil for Council-apPointed officers or the city
Manager t Assistant City Manager or department heads. If consideration for
additional benefits is requested t>y a final candidate, the City will
provide the canaidate through an agency deSignated by the City. a pre-hire
relocation assistar.ce analysis~ This analysis will include: An assessment
of the value of the home in the existing location and an estimate of the
proceeds that the candidate will realize from the sale, an analysis and
recommen~ations of the new home purchase or rental, loan assistance options
and their cost to the City, and area counseling as p~ovided for in Item 4.
of the Basic Package. Once this analysis is complete, the .I!Ippointing
authority will design a relocation assistance pacyage based upon the
individua1 1 $ needs an~ circumstances, and th~ reconmendations from t~e Pre
Hire Analysis. The program may consist of any of the elements £roM the
Basic Packaqe and/or the Optional Benefits as -well as those dF!:scribed
belov. All direct City loans are subject to Cit)' council authoriZation ..
L Marketing Manage1ilent Program -If mutually agreed upon by both parties,
the new CAO/Assistant City Manager/department head may work with an
agency designated by the City to -market his/he.r home. in the ol.tj
location thI"ough a "Marketing Management Program n ~ The purpose of th.is
progra~ is to provide the City and the ne~ cfficial with a realistic
projection of the funds that will be available for housing in th~ new
location and to expedite the sale of the house in the old location.
2. Direct City Loans
CAO/Assistant City
assistance package.
The city lnay extend -mortgage loans to new
Manager/depart..--nent heads as part of a relocation
The two loan options are:
a. AdjustAble R4te Hortq4qe -This loan may De secured by a first or
second deed of trust and mi".y be f'.llly amorti zed or for interest
only. The interest rate will be set at 1/4 percent above the City's
earning rate on its investment portfolio and will pe adjusted
annually~ The term of the loan ~ill be set by th~ City Council for
L
-,
!
• \
I
I'
~
I
1 •
I
COMPENSATION PLAN
MANAGEMENT AND CONFIDEh~IAL PERSONNEL
AND COUNCIL-APPOr~~EES
Paqe 14
a period not to exceeQ 15 years. but will be due and payable within
six months of terminati~n of e~ploymen~ for whatever reason.
b.. &ba.re4 Appreciation Loan -Ttli.s loan may be secured by a fi.rst cor
second deed of trust and may be fully amortized or for int.er·:
only. The interest r-ate is set at five (5) percent. Additiona1.
the CAO/Assistant City Hanagerjdepartl:.snt head is r&q'...lired to p.:-.:
deferred interest equ31 to a portion of the tuture appreciation.
That portion is determined \:)y the proportion of the oriqinal City
loan to the oriqinal house price. For example, if the City
provided a loan aillountinq to 40 percent of t.l)e value: of tl,e home
purchased, the employee would be required 't.o pay 40 percent of net
appreciation, if Any, as deferred interest on the loan (net
appreciation means. appreciation after s~llinq costs are deducted
from sales p:I:"ice). '!'he term of the loan will be set by the City
Council for a period not to exceed 15 years 1 but will be due and
payable within six roonths of termination of employment for ~hatever
reason ..
Loca~ion of prop.~tJ -To qualify for a Direct City Loan, the homa
being purcbaaed must be located within a twenty-mile radius of the
Civic Center, axcluc:Unq property ... est of Skyline Bo\.lleva!"d (Highway
35) •
LOan Liaita -Direct City Loans cannot exceed four ti~es the a~~ual
salary of the lendee/employee.
3. Short Term Interest Buy-POW -The City may pay a portion of the
interest for the first three years on a loan obtained by the
CAOfAssistant City Manager/department head troc a commercial lender.
The City's portion of this "buy-down" is greatest in the first year and
declines by 50 percent the second and third year with the lendee paying
ttle full interast rate on the loan beginning with the fourth ye.ar. 'l'he
"ruy-down lll for the first year .... ill be 2 percent, unless otherwise
determin~d by City Council.
4. Additional purchase Costs -For CAC/Assistant City Manager/ department
heads only, ·points· on the purchase of a new residence are eligible
for inclusion in this program.
5. Rental Subsidy -If it is determined that by choice I or for whatever
reason, the new CAO/Assistant citr Manager! department head will be a
long-term renter, the City may provide rental SUbsidies up to a maximum
of $500{month for 48 months.
Regulations and Guidelines
1. The Citr Manager, or desiqroated subordinate, .. ill institute and revise
internal procedures to assure the efficient delivery of services to the
new employee and minimize costs to the City. This will inClude the
L
!
I
I
I
I
I
I
I
~
• ,
,
1
I
I
I
COMPENSATION PLAN
MANAGEMENT AND CoNFIDENTIAL PERSONNEL
ANP COUNCIL-APPOIN'rEES
Pa.ge 15
2.
determination of whether direct City payments, advance of tU:1ds or
employee reimbursement is most app~opriate for a given program elam~nt
or employee.
The city M.ar~ager, 0:-designated subordinate, "-'i 11 determine the
appropriateness of inclusion of specific items for reimbursement under
this proqram.
J. .'>:xpense.s incurred by the employee during relocation llhich are not
..: o'Vered are:
a. Pa~~ents to friends for assi~tance.
b. Automobile repairs.
c. Costs incurr~d during the relocation but not directly related to
personal transportation or forwarding of household belongings, i. e.
uninsured losses durinq transit, entertainment expenses I etc.
4. Budgeting of all relocation e~enses will occur i~ the H~an Resources
and Utilities Departments.
5. upon approval of the City Manager, provision of ]:>eneflts under the
section House Huntinq Expenses and Professional ~elocation Counselling
may be provided. betc,re an employee formally accepts an o.ffer of
employment with the City.
M. Retirement
L
1. The City shall pay the mandatory seven percent (7tl employee
~blic Employees' Retirement System (PERS) contribution. Su.ch
e~ployer paid contributions sh~ll be paid by the Ci~y in lieu of
employee contributions not~it~standing the tact that such employer
payment of contributions may be designated as employee
contributions for purposes of PERS. This provision shall apply to
COl.mcil-appoini:E!d officers and all reqular manageUlent and
confidential employees, except th3t for S'iiorn police and fire
manaqemer.t employees the city shall pay the mandatory nine percent
(9*) of the employee's PERS contribution .
.2. Notwithstanding subsection 1. above, upon filing a notice ot
retirement, the 7% City-paid PERS contribution (9' for sworn police
and fire management personnel) 'Will be converted to a salary
adjustment of equal amount on a one-time irrevocable basis for the
final twelve months imm~diately prior to retirement, provided that
all of the following conQitions are met:
a. The employee must have at least 20 years of PERS member service
credit as of the date of retirement; as an altet'1'lative
employees hired prior to August 15. 1988, may qU;(!Ilify by
L
• •
I
COMPENSATION PLAN
K~AGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCIL-J\PPOI!lTEES
Paqe 16
attaining the age of 55 at the date of retirement or attaining
~ PERS benefit tactor of at lea6t 75\.
b. Twelve months prior to retirement the employee must give notice
to the City for a retirement date certain~
c. Durinq the ~2-month conversion period, the e~ployee chall pay
PE'RS e:mplr.(yee contri:butions~ Provisions will be ilzl;plemented as
soon ~B possible to allow for these contributions to be made on
a tax-deferred basis~
c. All previsions of this subsection are subject to and
c~nditionQd upon ~ompliance with IRS regulations.
N. sick leave ConyerBion
Xanaqement employees hired on or before December 1, 198) who have 15 or
more years of continuous service, 600 or more hours of accumulated.
unused sick leave and. otherwise qualify u:1der Sections 604 and €09 of
the Herit syst .. Rules and Regulations, may convert sick leave hours in
excess of 600 to cash or deferred compensation, according to the
fOrll"..lla !let forth in Sectio.'l 609~ The lllaximum amount of such
conversion is $2,000 per fiscal year.
o. Meal All?WJDce
Management e.ployees assiqned to attend night meetinqs are eligi~le to
r~eive reimbursement for actual expenses up to the dinner rate limit
established in Policy and Procedures 1-2 for out-of-town meetings.
This prOVision covers only receipted meals actually taken~
L
L
• ,
.. "-''''",,"
) ,1
CITY OF PALO ALTO
Council-Appointed and Elected Officers
VARIABLE ) APPROX. MAlfAGEI!BNT EFFECTIVE CLASS CQ],1Jl :rIlLE AIill.IW. ~~ .cQIIf.llNSbTIOlf IlAU
001 City C"uncl1porson $ 4~800 $ 184.62 Jahuary 1, 1982
002 city Mana.ger $116,953 $4,498.40 $),000 June 29, 1991
00) City AttorMY $ 96,075 $],695.20 $),000 June 29, 1991
00. City Auditor $ 7B,000 $3,000.00 May 11, 1992
005 City Clerk $ 64,646 $2 /486.40 $2,000 ,June 29, 1991
)
~,
L
"fli, " ,if,' '~-~'.f t!r.
:'-/;'" ' . ""'~~~r-;< "~
L • 'I
,,--_.-.... ------, ~~------------------------~-------~~----------~ -
~T--4 .... ~",'i "'2J\):,~ r.'\!\'M"~R!,.t~i,;l"~f~~
:~; !-~
r
'I
~
_J
I
L
L ,.
CHY OF PALO Ano COMI"E~SAnON PlA"
MAN~GEMENf PERSONNEL
HHCTlIIE
CLASS
JUl'f 1, l't92
NUM TITLE
157
'" 171
0"
10'
07.
115
0",
132
.51
10'
10'
101
'43
170
192
11.
159
07'
111
158
102
0"
ADN HU!'o!AN ~ES
ADM I"IUMAN SVCs
ADM PlIBl.Ie WORKS
ADM UTIlITIES
A.\)~ l.ooma
ADMIN SECRETARy/eM
AS~T ButlD OffICIAL
ASST CHHr POLICE
"',,'.1T CHIH POLICE -AI)
ASST CHI~F POLICE-IN
AS~T CITY ,nn
ASST C:r;TV ClER~
ASST CITY ~A~AGER
~SST Dr~ PUBLIC WR~S
ASST DIR UT/ADM SVCS
AssT DIR OT/RS/Pl/AD
"''lST DIR UTll/ENG
ASST DIM UTll/OPNS
Ass'r r:[NA.NC,;E DUI
ASS! FIR[ CHIEF'
flSsr fUEl MGR
ASST MQR: WQCP Ol"U:
AS~T PLANNING OFF
(lQAD£
COOi: .,
3T
10
40
OJ
" :J:J
,OJ
" l3
" " 14
23
2S
20
2.
2. ,.
" .,
"
3J
CONtROl
PQJHT
0\ .let
I.,U7
",,80]
4,603
5,'98
.1,9'5l
5,'U
£1,132
., ,;Ul6
7,nn
6,081
',050
I,ut
T,011
tI,7J2
1,631
1,e:ll
'1 ,~3}
8,082
fI,132
4,289
~.382
5,491
ApPROX
A~HUAL
'1,230
59,$1.2
55,loU
55.2 ....
eli ,917
47 .... 2.
85.un
80,18Y
8'1,193
U,~47
12.981
.11 ,612
lOti ,Ill
U.R47
BO.781
'1,5'1
91,!l82
91.!'82
12 .eu
80,787
51,230
81,355
'5,877
ApPROX
81~WKLV
1.970 40
2,2rll.81)
2,124 80
2,124 ao
2,537.flO
1,81400
2,!iJ7.130
3,;'01.21)
3,:,H,3.1J0
3',~"7 20
2, '07 20
1,872 00
4,09l.'0
3,2'17 '0
3,107.20
3,512,10
3,!tZZ,"O
',n:!' lin
1.,~(\7,2Q
:?,l01 10
l.B70."O
2,47520
i ,5JLeo
APPRO}/,
HillY
2483
28 88
28 5f!
26.56
:.u .12
22,80
1t,12
38,84
'1. D2
AI),1I4
35.09
23.40
51 18
"0.8.
38."
.U OJ
"4 03
44 OJ
'35 09
38.'"
Z4 dJ
;:10 U
3i...12
" --~~'-'-~~" ----~--~-
'-'~ ·i:·t ~; ~--.IJ ' . " .' "1;·-_,_1
)
)
"
-~
-,'. . -'.-r-" w
I
I
.J
~
-~
-----~---~------~.-~ ..... ~--~---.. _-------, .... -#,ma~;;;tl. oo-r ~,-. r --
CITy or PALO ALTO cc.tP[NSAnON PLAn
MANAQ[M£Hr PERSONNEL
I
HfEcrrVE JULY I, 1992 I CLt,SS alll'A[)[ CONTROL APPROX A".OX J\PPROX
NUM TITl£ COD' POINT ANNUAL BIRWKlY HR\.V
10, ASST ro CITY MG. ~!i 5,72' 82.712 2.412.00 lO.!!.
loa I\UOliOfl: " 3,15' U,300 1,710.'0 12 .2!
116 SA TT~1I0N CHIEf 32 !t,ne 11,1A1 2,801.80 )2'.52
liB CHIEf BlD OfFICIAL " 8,402 11, tl~ 2,9!.~.20 :rB.14
112 CHIEf PLG OffICIAL 20 6,248 '.,AU 2,813.20 )111.04 ) a12 CHIEF TR~NS~ OfF 2' 6.246 14 ,983 2,881.~O J8.04
0'0 ClT" TRAfFIC f.NQR 31 ~,1U 69,409 2',8".80 33 'J7
125 CLAIMS INVjPARAL(CiAl .. 3,952 47,42. 1,tH,oO 22 ,so
0"' CONTR"eT~ ADMIN 51 3, •• $ .at,8211 1,801,10 21] 11
m COORD cOMMUNICA ~[RV " 6,Ot2 12,981 2,801.20 3S Oll
04' I::OORD f.MVIRDN PROTf.C 14 5.362 U,JS5 2,415 20 30 94
18' COORD LIB CIRe " ] ,1':.9 AS, us 1,1:15.20 21. 89
D' COORD PUB W~5 PROJ AT :l,R51 A8,300 1,780 aa 22.26
"3 COORD WGW P~OJfCTS " .,269 , 1,230 1,17040 H 63
"1) DEPUTY CITY ClER~ " 3 •• '5 "',UR 1,601 80 20.11
075 DEPUT~ DIR PW OP~Ns 21 6,&02 11),135 2,955 20 36 A4
126 DII! MTS & CUl TlIU " 8,012 f2,UT 2,101.20 J'; 0;
on DJR COMM S\le~ 2D 1,031 81,582 3,522 AO ... 03 )
001 011\ FlNANC[ 10 1,831 13,". 3,eu 40 A~.l1
1)) OIR ~UMAN ~{sou~e£s 20 7,8'11 lIl,saz 3,522 40 '4 OJ
Jlt OIR INFO RESOURCES 21 7,&~' n,~77 l,4:l1 eO 42.!u
131 DtR llBRAIUES Z4 !i,902 Bi,S2') J,In 811 JQ . 8.2
194 DIR PARKS & QOlF CAS " ~ .• o2 ,,,,,35 2,fSS 10 :HI U
-----... ---.~-~.-..
L -.J
L .,-." ~ i,
~--
..... -~""-"··-~ .. '''---r~· \;;! ..
f ..
CITY OF ,'ALa ALTO COlofPENSATION PLAN :t
{
MANAGEMrNT PERSONNEL
EffH',TlV[ JULY 1, 1992 I I CLASS GRADE CONTROL APPRO. APVROX .-PPROX NUM TIllE COO, POINT ANNUAL 81 ·'.W:I. Y Hltlv
". VIR PlAN/COMM ENVIN 19 1.811 U.D7" 3,8U,10 AIj .11
'" D!R PW/CI1~ ENn~ " S ,439 101,215 3,8n.20 .u 119
lJ7 DtR REC , OPEN SPC 21 e,4Q2 1~,'3S ~,g!., 20 38 OJ
121 DIR UTfutn.:s '0 9,18~ H7,""t!I (,'S16 10 56 .6
", EMPLOYEE DEV COORD " (,2119 !!il.2'O 1,9110 40 24.U
1;09 E~OR MGR -ELECTRIC " 7,01' ",9-47 j,287 20 'G.'.
L22 £NG~ MaR -~ES PlHG " 7,01* ea,U7 3,21'17 20 '0 SA
120 ENG" MaR -wow ,. 8,902 n,IJ2S J,ltS flO :19 12
'" EXECUTIve ASSISTANT '3 4.269 M.,23D 1.910,10 2'.83
,OS fACILItIES (NOIHE~R )l S,784 119,409 2, US. eo n.l7
0 .. fIH SYST A~ALYST J. 4,123 Stl,680 2,18000 27 15
0 .. fIN~"CIAl AHA~~~T •• J,Gt!i2 41 . .11" l.124 00 22.80
'" fIRE CHIEF ,. 7,8:\1 D3,974 ),814 40 45.18
191 fIRE MMSHAl 30 5,936 7! ,:':40 1:.740 00 3.( 2S
111 fun MANA(J[R J8 5,091 U,H"l 2.352.8Q 79 41
la, HUMAN R[SOURC~S R[P 40 4,603 55,;:44 2,124.110 28 '58
()69 LEQAL ASS-IS-iA.N' •• 3,11366 43,U2 1, 1!I02 00 n.pi
0'0 MANAGEMENT ASS]STANT 51 3,.uS U,821 1,608.80 20 U )
086 M~NAG[NO A~eO~JST '2 4, J81 5l,512 2,Gt2 40 2S lIJ
019 MGR ACCOVPH]Nij 3.\ 5,78'4 69,409 2,eu IBO 3l.11
0" MOR BUDGET 3. ~,J8:l 84,]!l5 2,415 20 30 9A ,S. MaR COI+\ OP[R " 4,723 58,880 :t,180 00 27 25
110 MGR COMP SUPP CNrR II S,H. &1\,'09 2,889 aD ;13 31
"i
". .j,'; >' ~ ~:;.: ·lJll! »'.' .-
.. A,." r;:~
, "~. f:~ '\'
L
r'" ~
L , ,. ..J
~-~. ------
CITY OF PALO ALTO COM~ENSATION PL."
MANAGEMENT P~RSONNEL
EHEClIV't: JULY 1, 1992
I CLASS GRADE COH'HtOl APPRO)! A'P"Ox APPROX NUM TITLE COOE POtNT A~"UAl 9l-WKl't HltlY
"6 ~R CU8B~RlEY PROO 2" 8,082 72,087 2.807 20 35.0Q
141 ~R CUlTu~Al C£NTE~ 45 4,OSti .',to12 1,812.00 23 .• 0
140 ~OR DATA COMM , T£LE Ai A,41JJ 53,192 l,On.SO 25,U
145 MaR DATA P~OCEsSINa 11 5,7304 U,40D 2,0(11 eo 3'3.37
016 MG~ ~[V MN & PlG ~RJ " 5,'98 15,977 ;/',537 '(1 31.72
m ~aR ELECTRIC OPRNS 2T 8,110: 78, ,35 2,;55 20 ~8 g ..
044 MaR EMP BENEFITS :5 5,228 62.712 2,412.00 30 l~
045 MGR EMP REL ~ eMP " 5,;128 11.712 2, .112.00 =lO.15
~~1 Mil" f.M?lO'tMENT 35 5,228 82,H2 2,.t12.00 lO.15
093 MaR ENV CONt~oL PROQ >. 4,721 51,l1li0 2,UO.(lO 27 25
OJO MaR ENVRN COMPLIANCE 2. li,aa2 12.8~5 3,11$.'0 19.11
"1 ""OR H'JMAN R€S & DEV " S,228 82,712 2,412.00 30.15
1!,1 MO~ LAB SEA-VICES ,. S,38% U,3S5 2,'75.20 3D If
Ill;! MO~ LIB BRANCHES .a 4,80, Sl,244 2,124 10 28.58
175 MG~ MAIN lIB SVCS •• ",e03 55.,~44 :1.,124 II') 28.56
(191 MQ~ POLICE C(JfIfP S'I'S 42 ",381 52, Mil 2,022 40 Z~.21
a.5 MO~ PUP & CNl~ ADMIN 34 5,382 U,lS5 2,.15 20 30 g(
10) MGR REAL PROPE'l~ 31 5,7U 1I9, .09 2,868.80 JJ 31
150 MG~ RES CONS~RV 34 S,l61 U,J!i'!j 2,1115 20 30 U
1'0 fIotJR SOtID WASTE ,. .4,72' 58,UO 2, UO 00 27 25
'" MO~ urIL OPRNS WGW '0 ".936 7l,Z40 2,7.0.00 34 25. U, MGR WQC PlANT " B.lI02 82,825 3.lIIS.liO 39.12
.9Z f'OllGf CAPTAIN ,. &,082 12,917 2,107.20 3S o.
----------...... --.... ----~ ~~., ....... ----.................. "" ........ ----.. ..
L
L #
-~~---~---
.. _~ __ ~ . ...-~_---------I_"':"'-_____ '-_~tII'.y..,.' G.~~UWA""?,fII'c~_,.
J
I
"I
)
)
'I"jj .... ~,
;;;;1,.',( ~,;~.
,",:h fl'
,;" ~
,,' .J
....-. -
CITY Or ~~LO ALTO COMPENSATION PLAN
~NAG£MENT PERSONNEL ,I £f'rECTtvl JUlV 1, lU2
CtASS (JRA~~
MUM TITlE CODE
147 POLICE CAPTAIN~AOY Z<
052 POLICE CAPTAIN~INT .,
0," flOLICE CHIft 20
'" POLICE CHIEr-AOY " 0'0 POLICE CHI[r~INT "
0'0 POllet; L I£Ur J,
14. POLICr LTEUT-ADV 32
053 POLICE UEUT-INT II
0 .. PROQ COO~D ~[S CONS 38
198 RISK MANAGER 37.
014 SAfETY OHICrR .,
117 SR ACCOUNTANf " 15, SR ASST CITY ATTY " no SR AUOlTOR ),
193 SR BUYER ..
181 S~ F;NOINHR 31
199 SR FJ~ANCIAL ANlVST JQ
'" 'SR I'(]WFR E~Q1NHR " 190 STAff ACCOUNTAl'ff AT
1S> SUPY ANIMA!. S[!WrCES '0
181 SllPT GOlf C.OURS( J9
'" SUfI OPEN SPC~ & SCI JQ
173 ~IJ~T PARI\$ JQ
L
L_ I
COJltTROl APPItOX .... P~II.Ol( M'PftOK
'POll'tl ANHUAL al *WKLY HRLY
6,~e. 11,789 3,029.80 :l7 ,87
6,402 78,135 2,055.20 38.U
1,63J 91. ~12 3,~t22 .• 0 44.03
11,229 91.7St 3,718,40 47. dIS
8,027 96,32" 3.701;.10 '45.31
s,zZe lI2.112 2 ... .tZ.OO 30,15
5,63" e7,Ul 2,801.eO 32,!iZ
5,.U l!t .'in 2,537 60 31,1Z
... Ul SI,O" 2.23 ..... 0 1-1.93
5 .IIJ/J 8-,,641 2,801.60 3z.!'2
4,269 :51,2'10 1,970_40 24.53
4,121 !i6,nO 2,180.00 27 .2!!
1,016 8. ,941 3, liP, 20 40.04
4,123 5$,6110 2,18000 Z7 .25
:),9'52 41,4.':4 J,82'4.1:'0 ZZ .110
5.784 89,4Q9 Z,l!.t9.&O 33.37
'.723 '511,680 2,110.00 '17 25
6,012 72,987 2,1107.20 l!i .09
3,851 4£-,3013 1,780.80 22.26
4,603 55,244 "l,124 80 2 !'I ,:16
4,723 56,680 2,180.00 21 ~5
4,723 58,680 2,111000 n.2!i
-4,113 ~fJ.611.O 2,lIO.OO 27.;l:'$
-i..~
Ii,'" ,-llI
;,-y ~J r~~',:I' .i' ,.<._f"
""---------"-,-------~"; .... ~'-rec\lf r '", .... ,~
~(
)'
-l
)
\
1
--'
~
.. _-------_.-~--------
I
I
L
L .,
Cr1v OF r4l0 ALTu COMPE~SATION PLAN
M~NAGf.M~Nf PERSONNEL
EfFECTIVE
CLASS
JULV J, 1&\12
NUl'! TIllE
165 SUPr PW OPNS
t4\ SU~l ~£CR~AlION
043 5UPV AH1~~ SVCS
085
If):'
097
041
114
161
017
0"
1"
1"
0,"
1"4
"" ".
".
"" 107
0"
111
097
SVPV BlbO INSPECTION
SUPV 81.DO SERVICH
SUPY [lATA PROC
SUPV ElECl OPNS PROG
SUPI! fUC;T SVST£;.4S,
SUPV fAC]l MGT
SuPV FAC~LITV PROJ
SUPV INO WASTE
SUP~ ~~~P/SURV ~
SUP..,. JR M.USEU,",
Sl/PII lIBRARIAN
SUPV PARKS
stJPV POLICE SERVICE
SUPv PUB~IC ~o~~s
SUflV R~PRO " MAll
SUPV REVENUE COlL
sUPV SHOP &FIELO WGw
~UPV SYSi QP(R SCHCn
SU~\I "ktt\T~£ 'ROOMS
SUPV UTIl COMP SVCs
aRo\Oe cao,
30
35
50
30
••
J8
39
13 .,
••
'0
42
" " .,
4S .,
"
47
" " " ,.
CONTlhJL
POINT
4,723
5.228
3,~14
4,11.3
3,868
5,OU7
.t,123
5,4"
4,391
4,tlJi
4,603
4.34J.
• ,058
4,OSe.
",311
4,O~6
',1111
J,4IS
:.t,8$8
4,987
S,in
4,o'5'i
5,O~-'
AP'~O)(
ANNUAL
SI,UO
81,712
42,119
~u,nu
43,a92
III ,172
56,680
8S ,Q77
'i2,!'>12
'9,040
55,2 ....
52,512
41,tl72
",6;'2
52.S&l
41,672
52,5'2
41,121
4t!.300
S9,812
115,977
48,672
tl,l71
I.P'RDX
BI-WKlY
2,UO.00
2.412.00
l,eu.eo
z,!IIe 00
1,88200
2,152.10
2,180.00
l,S:J7.8D
2,0:2 40
1,"20 10
~,124 80
2,OU _0
l,"T2 OI'J
1, In ('to
2,022.40
1,1172 ,0o
2,022 40
1,608,80
1,180 10
l,282.tO
~,537 80
1,872.00
7,352_10
APPJlOI(
~ItLY
2725
30 15
20 82
21 .25
H,l~
21l.41
1.7 25
31.72
Z!i.2'
24 01
26.56
25 is
23 40
21,"0
25.21
2;J 40
'5 U
20,11
2Z 28
211.ef!l
31.12
23 40
29 41
--------------------------_. __ .--------.------.---. ;.ltJ.
~;,~~/
"'TIN?"'?;W ,w'r'"'I-"'-' Z"'''' ~ .L .•. _.__ I
I
)
)
I
---'
, ~
~. -.------
CITY Of P~lO ALTO COMP€N$~TIO" PLAN
MANAGEMENT PERSONNEL
rrFECT1V£ .fULV 1. 1992
I CLASS Q~AOE CONTItOL """ TITlE COOt POINT
110 SUPV UTn ellS SVC C" ., l,858 . ., su~v UfIL MT~ R~&fLO " ",289
1152 SUPV WATER TkANS 37 A, &91
'" SUPV WGW " 4,961
181 SUPV WQC oPE-It •• "te~3
U. SUPV wTR ~l~/CRS CON 43 4,2eg
O~9 TREASIJkv ~ANAGER J4 5,362
,84 IIET£'Rr~"'nAfoi " ~,.49Q
1" WAREHOUSE SUPV SO 3,51'.
L
L
APP"O;( APr-ItOx Arpfl'O)( ANNUAL BI~WKU' HRLY
.a,lOO 1,110.10 22.2 •
51,130 1,970.-40 2 •. 83
5',812 2.292.10 ie.S8
~9,fl12 2,292 111'1 zl.n
~!i,2" 2,124 110 26 58
51,230 1,17040 24 63
tI4,35!S 2,.75 20 ]0 94
11'5,971 2,537 6(1 31. 12
.2,1I!19 1,649 GO :to 62
'"
""If'!' .,'(,' t ,; ...
"'7' . ~.
)
)
~ '~"jl'WI=_ ) ,N. 'f -, ,
I
~
.J ----'-"'-'-
CITY or PALO ALTO COMPENSATION PLAN
CONfIDENTIAL PERSONNEL
[Ff'ECTIvE JULY J, 1992 Ii ClJ\SS GRADE CONTROL ,.ll"'l TITlE CODE rOINT
90J LEGAL SEC-CONF 18 3,343
'0' EXEC S[CRETARY-CCNF ,0 3,187
'0' HUMAN RSflC£ ASST eNF " 2,111
L
l_ •
A"'ROX APPRO;': APPROK ANNUAL RI-Wl(l't ~oHy
"0,12,'1 1,54' 20 U 2Q
311,251 1,471 20 11 39
33,731 1,2&1 60 16 22
-j/
,.,'.'_,Ji'~· '~'~'>/ ~:1'}A~ ,~;; .~;? '.' ';'
,.
F
UiQiW.j/!Mir:~
-1
)
)
~
.-J