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Home My WebLink About0470.093~. • • .if" .1';' "-. September 2, 1992 THE HONORABLE CITY COUNCIL Palo Alto l California ,/'. 2 cawpen.a\ion Plans ror lourly ~~ees, Management and conridential , • .r'opn.l Members of the council: )eport ill arief Council Approval are resolutions amending the plans for liourly emplo}-ees~ and Management and personnel. These amencments reflect proposed plan changes effective July 24, 1993 ~ Funding tor Attached for compensation Confidential compensation compensation p1an amendments is provided in the 1993-94 Budget. Hourly Baployees The salary ranges for 27 Hourly classifications will be increased by 3 percent effective July 24, 1993, in order to bring these salary ranges into line with other co~pensation plans. The annual cost or this increase is $60,000. ~n&g .. ept and Confidential _Personnel The recommended cOIt:pensation plan for 201 Management and confidential positions provides for control polnt increases to all classifications of 3 percent e.ffective July 24, 1993. Under the Management co.pe.nsation Plan, control point adjustments are not automatically applied to individual employees. Individual salary setting is authoriZed by department heads according to plan provisions based on employee accomplishment and performance. The annual cost for the proposed Management and Confidential compensation Plan inc~ease is $445.000. CMR:470:9) Paqe: TWo Recommendation Staff recommends that Council approve the attached resolutions adopting compensation plans far Hourly 2!Dployees, Management and Confidential personnel, effectiv~ July 24, 1993. ReS~:;iI ~ed' JAY C:;. -R6~s Dir~or of H l,' " . FLEMI G /ty Manager JCR:kl Attachments: CMR: 470: 93 Resolution Adopting a Compensation Plar for Hourly Employees Compensation Plan for Hourly Employees Resolution Adopting a Compensation Plan for Management and Confidential Personnel Compensation Plan for Management and Confidential Personnel RESQLUTION NO. RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO ADOPT!NG A COMPENSA7ION p~~ FOR HOURLY PBRSONNEL AND RESCINDING RESOLUTION NO. 7130 The Council of th-e City of Palo Alto does RESOLVE as follows: SECTION 1.. Pursuant t.o the provisions of Section 12 of Article III of the Charter of the City of Palo ~to, the Compenea tion Plan, as set forth in Exhibit ·A~ attached hereto and made a part her~of by reference, is hereby adopted for hourly personnel effective July 24 r 1993. SECTION 2. The Compensation Plan adopted herein shall be administered by the City Manager in accordance with the Merit System Rules and Regulations. SECTION 3. The Compensat.ion Plan shall continue in effect until amended or revoked by the Cou!1·=il. SECTION 4 _ The Directc.I' of Finance hereby is authorized to implement the Compensation Plan adopted herein in her preparation of forthcoming payro1ls. She is further authorized to make changes in the titles of employee cld8sifications identified in the Table of Authorized Personnel contained in the 1993-94 budget if such titles have been changed in the CornpensaLion Plan. ~.9~. Resolution Nc. 7130 is hereby rescinded. SgCTIOLV 6. The Council finds: that this is not a project under the California Environmental Quality Act and, therefore~ no environmental impdct assessment is necessary. INTRODUCED AND PASSED, AYES, NOES! APPRO"..rED: City Cl~rk M<lyor--- ;'P f.'R:(;VED AS TO FORM: City Manager Senior Asst. City Attorney Directcr of Human Resources Director of Finance J Effective: CITY OF PALO ALTO COMPENSATION PLAN Hcn.lrly En'.ployees Pay period includir.g July 24, 1993 through June 30, 1994 ElHl:lll A }t- COMPENSATION PLAN FOR THE CITY OF PALO ALTO ii.QYxly Employees SECTION I. PEFINITIONS HQurly Employee: An employee working full time or part time on a temporary basis, or an employee worlcing a limited nwnber of hours on an ongoinq basis. SECTION II. SALARY ANp CLASSIFICATIONS It is the intent of tha city of Palo Alto to compensate hourly employees at a rate of pay similar to that of regular employees performing liJee ""·ork. Hourly employees are to be hired within the classification frame_work, as presented in the attached pay plan, that is closest to a corresponding regular classification in both level of work performed and rate of pay~ Should an hourly employee be required to taka on addeo duties above the level of those originally required when first hired. the employee is to be reclassified into a new classification and pay rate ~hich Most adequately corresponds to the ~ew duties. converselY$ if the employee is ~equireQ to perform at a substantially lover level, the emp10yee is to be ~eclassified into a corresponding lover level cl~ssification at a lower level of pay. ~ECTIQN III. SPECIAL CO~£N...M.U.91f A. HoI iday ray Hourly employees are eliqible to receive 'holiday pay only if hours worked durinq the pay period when the holiday occurs plus the holiday (8 hours each) total 80 or more hours. B. Paid Leaves_ Hourly employees are not eligible for any paid leaves. c. Qyertil!!e p~ Hourly employees are eliqible for overtime premium pay at time ana one half ~hen required to work :more than a standard 40 hour week (£:I hours/five day week; 9 hours/four and one-half day week) or on an official City holidaY4 SECTION IV t TERM OF DJpLOYMENT The employment term for all hourly employees shall be limited to less than 1000 hours during any tisca1 year. I " , I I I I COMPENSATION p~~ -Hourly Employees Paqe 2 SECTION "{ I REVIEW AND SALARY INCREASES A. Performonce Reviews .1. Hourly employees, with thl; exception of the .aecl'"E1!tion Departrnent classifications, are to l~ given a performance revjew after 350 hours, or six months~ which..::~!er occurs first, from date of hire and annually thereafter. Continl.:l.ed improvement and efficient and effective service will warrant a salary step increase. 2. Recrjlaticn Lea~ will be eligible for consideration t'or a pay increase upon completion of a minimum of 300 hours of work and a saf"isfactory perfol1l'lance evaluation completed by the employee I 5 supervisor. Subsequent salary reviews are gener-ally conducted annually; salary increases are not granted automatically and will depend upon demonstrated satisfactory job performance. Starting Salary and Increment Approva14 All starting levels and increments _ust be approved by the Director of Recreation and Open ,c;pace. B. Salary Increases 1. The salary increase is based upon a review and evaluation of t~e employee's job performance. The employee must receive at least a satisfactory rating in order to be considered ror a salary increase. 2. The maximum numbeI'" of salary increases an hourly employee may receive in anyone twelve-month working peri~ is limited to two (2), rega~dless of total number of hours accumulated. C4 ~eeptional Leade~ship A_bil lty and Job Performance 1. Upon -~itten justification and departmental and Human Resources Department approval, an individual who demonstrates EXCEPTIONAL leadership ability and job performance may be qivgn a m~rit raise before meeting time reguir.~ments, if he/she displays outstanding job pe~formance. D~ Employment Reco~ l. Employment records for hourly employees aril: audited i!.~.n' ... olly on or about January first; those who have not worked during the preceding calendar year are considered as tenninated4 , J HOURLY CLASSIFICATION DEFINITIONS AQMINISTRATIyE. PROFESSIONAL AND MANAGERIAL ~Dagement SpeCiAlist: Professional I: Professional II! Administrati ve A$st I: Administratiye Asst II! C09rdjnator Aide: Clerk I: Clerk II: LibTary Pqge: May perform work associated or equal in complexity with responsible City manago£:rial or staff positions~ COl!Ipensation to he determined: according to tasks assigned and qualifications required. Performs 'WoZ""k at the level normally associated with that of consultants, instructors, and researoh personnel where 8i specialized skill or expert knowledge is required. Performs work in an ass!gnment requiring specialized knowledqe in a professional field of endeavor. This leveJ. no!""mally t'"equires a college ed1Jcation with some experience but not at the level expected fox the: Professional I class i f iea t ion. Performs analytical studies or undertakes a varie~y of projects .. hereby pr.;::vioQs work exper~ence is required. Normally l""equires a college education and experience 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 minimum of work experiences; generally an entry level position. Performs 'Work in support of progralfl or facil ity operations. Entry level or training position with no previous experience required. Performs general office work wtli.::h includes tasks that rer;tuire use of independent judgment. Hay coordinate activities, work with public, write and type basic reports. Requires experience in administrative/clerical a~eas. Performs office work of a routine n~tLl.rc:. May type from drafts, file, gr~et the public, answer telephones~ Requires little prioZ'" office experience. Und~r supervision, shelves books and performs other related lib~ary duties of a simple nature. Requires no previcus experience. (Usually hiyh school students.) nOURLY CLASSIFICATION DEFINITIONS, cont'd. MAINTENANCE AND CRAFl'S Skilled LAhorer: Laborer I: Laborer II: Laborer III ~ TECHNICAL Teghnician r: Technician II: Te~hnical A~: Technical Asst II: PerforlQs use of Requires assiqned maintenance tasks that us_ally require automated and/or technical equipment. prior training and experience in area an4 valid California driver'S license. Perfo~s laboring maintenance typically in parks or streets. May direct work of other employees. Requires prior maintenance experience, knowledge of power equipment and valid California drive~'s license. Performs routine maintenance utilizing hand tools. Requires the physical ability to perfotl:l task& utilizing dexterity. Position for individual who has had some exposure to outdoor maintenance. Duties are of routine nature. Individual 'WorK6 closely with an assiqned person(s) to qain skill. Requires SOlDe prior eKperience. Includes such york as performed by advanced draftspersons and apprentice electricians. Classification may also be used for individuale; involved in conductifi9 surveys, opinion polls, and other data collection assignments where analysis of data may be required. Performs less advanced technical ~'ork than that of the Technician I class. Normally requires some specialized skills such as drafting~ electronics~ building maintenance, crafts, etc. Performs entry level technical Skills requ:irinq the ability to master the use of specialized tools and techniques. A trainee position to 9~in experience and exposure in the technicid iUfi'Ctivr; .i"..v:i.-:maliy associateQ witll Social Services and the Arts. , ; .... -.. , . ,<~ ~~~r HOURLY CLASSIFICATION DEFINITIONS, cont'd~ RECREATTQN Recreation Leaders · Recreation Trainee~ rndividuals involved in a department training program. · Recreation Leader I: Individuals with less than 500 hours of re~reation leadership experience. ~ Recreation Leader II~ Individuals with more than 500 hours of' leadership experience~ · Recreation Leader Ill: Individuals ~ith 1000 hours leadership experience who organize and/or instruct class-type programs. Aquatics Specialist Lifeguard: Water Safety Instructor As:sistant Pool Manager Poo 1 Manaqer DEFINITIONS Leadership: Non Leadership: POLl CE RESERVES • ?olice Reserve !~ a Police Reserve II: Individuals with up to two years of experience supervisinq s~imming a~tivities. Individuals with more than t~o years of experic~ce supervising swimming activities. Individuals who orgi:lnizing swimming programs. assist in develcpL:lg and Individuals who plan and coordinate swi.minq progLams. Defined as work experience in a paid or voluntary capacity, in whiCh a~ individual is directly responsiblt! for planning, organizing, teaching r leading, or conducting recreational activities in a face-to-face relationship~ Defined as facility attendant (i.e., parks, fields, gyms), facility maintenance l office work~ cashier (exception, Rinconada Pe,ol} ~ Peserve officer who has received re~i5ite level of training to operate in a solo capacity~ Reserve officer who must be accompanied reqular sworn officer or a Police Reserve performance of duties. by a I in .~ ~, CITY OF PALO AlfO COMP[NSATION PLAN HOU~LV PEHSnNNEL rn ECT!VE Pay period including Jllly 24. 199) ClA$$ TITLE RAHQI; NUM NUMBER -)tOU.LY~- IAI 16. lei 10. lEI 'it1~ M""AG£HEJil SPEC ll,u to be determinlAd 971 P'OfES.$IQNAl 1 1590 1~ 90 le.,2 17.78 11.10 II,St 070 PROFESSIONAL II 1031 10 31 10.'8 il.it 12 21 1~ .8 .07 AO~IN ASSISTANT llOa 13 08 13.81 l'.~l 15 ., 1~ 33 .0. ADMIN ASSISTANT 11 01120 • Z. 9 .• 0 LO.36 10.95 11,51 .0. COORDINATOR AID~ 07118 7 •• •. 10 · " • o • • 58 '11 CLERt< t 120;1 12.51 13 t~ 13 D~ I~ 1, 15 84 U1 CLERK II 0044 •. 44 U 9' 10 55 11.16 11.90 !li4 LttJ~"It" PIIIQ[ O~1I 5. ,. • U · ., ... ., 1.3 1128 SlI;lLLEI> LABOkER 1.115 11.15 11.1' 12 '1 13.11 1J 94 ." lASO~EIt looO 10.00 10.$7 11,18 11.~2 12 50 .28 lA90IfEIt 11 0903 • 03 '.55 10.LO Lo,el 11 2' OZ, LABO~EH III O'H J1 '.7' • 2' V.ll 10.39 1 &iJl TECHNICIAN 1382 13 I~ 14.02 l' 48 lit 34 11.18 I >0' T[CHNICIAN II 1008 IO.Oe 10.04 11.25 11 90 12 sa 9ll TECHNICAL "SST 0926 9 " 9.80 10 36 1095 11 SI ,,. T£CHNIC~L ASST tl O!lllJ 5.16 5.48 5.71 8.10 • 45 ,.1 ,,' tnv fA PALO ALTO Ct:»4J'fN!'..4TIOH lilA'" HOURly PERSONNEL ((,,£CTlve. Pay I!e-riod CLASS ."" TITl£" :fncluM.ng July 24~ 1993 ~,"'w:t ~B(R ¥ -K 0 U A l Y-- 141 leI leI (01 lEI RecreatiQn Lead!!! ... "tt"tA110" T~~lhEE OS31 S.Jl 5-.&2 '" G.U tL'54 U. R~t,Rt.rtQN LEADER 1 O.uo 5 '0 $,'2 , Z. tLU 1.00 ... .Eca(~110~ LE~DER 11 0103 1.0:) , .. ,If 8:.31 . ,. 94' RtcktATION LEADM 111 093< tr.n t.'5 lQ,.~ ~j.02 11.85 .~uetics Spedalht8 .,. LIFfGUAR!> OIliQ, e ,1)'5 ~.l9 6,ft 1,lS , .. '" w~rf~ ~AF£T¥ INSf"~T 011'S 1. IS 1. 'Soft 1.00 • AS • •• ." _SST POOL MA"4G(~ OU. 1,41 ~.IJ 9.4' 10.01 JO.60 OS. f'OOL MAIiAG(1I 1001 10,Dl lO.~1 11.19 11.8J l2,Sl ~_e-R~getvea ... POLlet U'SU'IJ£ oln .t> ." POltet R£~ERvt 11 OUt t.7' , , ;,t--~' '~~', . ,'j, " ", " ,,' ,', ' ".:.... ~"~ "'.".";"0." ",,?::".-">" .. RESOLUTION NO. __ ._. RLSOWTION OF THE COUNCI" OF THE CITY OF PALO ALTO ADOPTING A COMPENS1.TION PLAN FOR MANAGEMENT AND CONPIDI!N'I'IAL PERSO,,'''EL AND COUNCIL ~POINTED OFFICERS AND RESCINDING RESOLUTION NOS. 7129, 7150, 7158, 7159 AND 7199 The Council of the City of Palo Alto does RESOLVE as follows; SECTION 1. Pursuant to the provisions of Section 12 of Arti~le III of the Charter of the City of Palo Al to, the compensation Plan, as set forth in Exhibit ·A~ attached hereto and made a part hereof by reference, is hereby adopted for management and confidential personnel and Council appointed off~cers effective July 2'{, 1993. SECTION 2. The Compensation Plan as adopted herein shall be administered by the City ~anager in accordance with the Merit System Rules and Re~ulations" SBCTION 3. The Compensation Plan shall continue in effect until amended or revoked by the Council. SECTION 4. The Director of Fina~ce hereby is aut.r.orizo::d to impl~~nt the Compensatio~ Plan adopted herein in her preparation of forthcoming payro~ls. She is further authorized to make changes in the titles of employee classificat.ions identified in the Table of Authorized FerSOIL'1el contained in t.he 19:;.3·94 budget if such titles haVf: been changed in the Compensation Plan. SECTION S. Resolution Nos. 7129, 7150, 7158, 7159 and 7199 are hereby rescinded. SBcrION ... ..§.. The Councj 1 fin:is that thi.s is not a project under the California Environmental Quality Act, and, therefore, no environmental ~act assessment is necessary. INTRODUCED k~ PASSED: AYES: "OES: ABSENT: ABSTh'NTIONS: ATTEST: APPROVED: ---------- APPROVED AS TO FORM: cItY Manager Sen~or Asst. city Attorney Director of Hu.'Tldn Resources Director of F~nance - CITY OF PALO ALT~ COMPENSATION PLAN Management.... al"'!d confidential Personnel and Cguncil Appointees EFFECTIVE: pay period including July 24, 1993 through June 30, 1994 EDtlt~r A ~--- - COMPENSAT ION PLAN FOR THE CITY OF PALO ALTO M¢nagement and Confidential Personnel SEctION 1, CQ)!pENSATION This s~-tion applies to all regul~r management and confidential positions exCtllpt Council Members and Council-appointed o.ftice-s. Notwithstandir.g this exception, the Council may authorize ~ariable Management co~pensation for Council-appointed ot~icers~ Each Council-appointed officer shall be the responsible decision-maker under this Plan for those e1!lployees in departments under his/her control~ A. Management and Confidential Compensatipn PQli~~ The City's policy for manaqement and confidential compensation is to eatablish and maintain a general structure based on marketplace norms and internal job alignment with broad compensation grades and ranges~ Structures and ranges ~ill be revieved annually an~ updated ~s necessary based 01'\ marketplace survey data, internal relationships, and City financial conditions~ Individual cOlD}>ensation adjuso.;.ents .. ill Pe considered by the Council appointed officer based on (li performance factors including achiev~nt of pred~termined cbjectives; (2) pay structure adjustments; and (3) City financial conditions. B. Basie Plan Elements Structure. The compensation plan includes separate Multi-qrade s.tructu-res for both management and confidential employees. Each grade will have B control point which is used for budgetary purposes. All management and confidential positions will be assigned an appropri~te pay grade based on salary survey data and internal relationships. All positions assiqned to a pay grade ~ill r~ceive compensation which i& no leas than 2S\ below the control point and no more than 15\ above the control point. Actual salary within the rang9 is determined by performance. The normal working range within which most actual salaries will. fall will he within ± 5\. of the control point. As needed competitive :marketplace studies viII ~ made of 10-15 agencies similar to Palo Alto in number of employee~" population and services providl£d~ These s~:.udies will focus on g;ene::al sala.t"y tre.nds .for groups ot management positions such as first J.ine supervisors, administrative. confidential, proCessional and top management. Periodically, studies will more specifically include position-by position comparisons using marketplace and internal relationship ~ata~ Depending on the re.5ults of these studies, the entire pay grade structure .ay be adjusted or individual poSitions may be reassigned to different pay grades. Such adjustments ~ill only affect the salary administration framework.. No individual salaries wi.ll be automatically chanqed because of structural adjustments. Fixed and Variable COl!mfmsation~ Manaqell:tent compensation includes fixed bi-weekly salary and Variable Manaqement compensation (VMC). Fixed bi-weekly salary is paid on a continuing basi5. Variable L l . .....J I t i , / J I ~ i • I • .-~. , , COMPENSATION PLAN IlANAGEMENT AN!) CONPIDEJr,'IAL PERSONNEL ~~ COUNCIL-APPOINTEES pqe 2 Manaqement Coropensation is a ene-time cash award in an amount not to exceed ~5t of the position control point~ On a fis~al year basis, the sum of both cocpensation components must fall within pay 9~ade limits of no less than 25\ below tbe ~o~trol point and no more than 15t above the control point. Fixed salary increases may be earnQd in accordance with administrative guidelines based on growth within the pOSition and performance which meets or exceeds position standards. In addition, employees may earn Variable Managemer.t Compensation by meeting or exceedinq objectives established under the annlJal performance planning and appraisal system. Variable Manaqell"ent Compensation requalitication is necessary for each appraisal period. COlnpensat.iQD "-djustll'lent Authorization. Each year the City Manager 'Will propose for council approval a compensation adjustment authorization incQrporating the r~quests of each Council-a?poi~ted officer which ~i\l include amounts su~~icient to implement hase pay increases and Variable Management Co-mpensation. 'the ct)lIIpensat.ion adj.ustment authorization will be based on the followIng factors: competitive market. changes in internal position relationships, and the City's ability to pay. Performance Planning and Appraisal. Performance planning and appraisal will be condUcted at least annually by the Council-appointed officers and department heads p~ior to revie~ing individual employee fixed and variable compensation4 This p~ocess includes both revie~ of previous performance plan apd preparation of the pe~fcr.mance plan for the next planning period (usually the fiscal year). Performance plans are jOintly prepared by the employee and supervisor with the concurrence of the department head or CounCil-appointed officer. The performance plans shall contain measurable objectives ~hich place special emphasis on po-sition description duties or specif1'c assignments. Progress toward Dleeting objectives shall be monitored periodically. At the conclusion of the fiscal year (or review period), supervisors shall make a final deter~ination of general performance ana performance plan aChievement. Such determjnations and recvmmendations shall be forwarded t~ depertment heads or council-appointed Officers who will then determine irldividual fixed and variable cornpen:e;ation adjustments according to the provisions of the compensation plan. C~ Management and COllfidentia 1 COll1pe!,)sation Adjustmemt,.. Authorization 1. Council-appointed officers are authorized to pay salaries in accordance ~ith this plan to non-council-appointed managem~nt ana confidential e~ployees in an amount not to exceed the aggregate of approved management and confidential positions buageted at the control points indicated in the attached Tables for fiscal year 1993-94. In adcition. for fiscal year 1993-94, counc~l-appcinted officers in aq9regat~ ~re authorized up to 3% ~f the management and con£idential salary and benefit budget for the fiscal year, plus unused Variable Manaqement Compensation funds from the rrevious / I , l t I l ... _···_t C'OI!PENSATION PLAN MAlIAGEKENT AIIO CONFlOENTIAL PERSONNEL AND COlIlICIL-APPOINTEES Page 3 ~iscal year to apply toward Variable Management Compensation for individual management and confidential employees who qualify under the provisions of this Management '3.nd Confidential Compensation Plan. 2:. Individual management and confidential fixed and variable compensation a.uthorized by a council-appointed of.ficer under the Manageaent and Confidential Compensation Plan may nQt be less than 25\ below nor ZIIore than .lst above the control point for the individual position qrades authorized in Table I of this plan. 3. The Council-appointed officers are authorizecJ to establish such ~dminietrative rules as are necessary to implement the Management and Confidential Salary Plan subject to the limitations of the approved compensation adjustment authorization and tr.:e approved grade and control point structure. 4. In the event a downward adjustment of a position grade assignment indicates a reduction in the establi~hed salary of an individual employee. the Council-appointed officer may, if circumstances warrant, continue the salary for such employee in an amount in excess of the revised grade limit for a reasonable period of time. Such interim salary rate$ shall be defined as RY-r~te$.R ~ON XI. SPECIAL CQMPEKSATION This section applies to all eligible regular management and confidential positions except as otherwise indica.ted. Eligibility shall be in conformance with the Merit Rules and Re~14tions and Admini5trative Directives issued by the city Manag~r for the purposes of clarification and interpretation~ Annually, each employeo who holds a regular full-time appointment in the .unicipal service on or before July first and continues in such status throuqhout the first day of Pay Period 25 (in December) shall receive, in addition to the salary prescribed herein, a salary adjustm--nt equal to one percent of the employee's current annual salary; or at the employee's option and subject to management approval, 24 hours paid leave to be used prior to the Janua.ry 11 folloW'in9'~ Annual adjustments s.hall be prorated to reflect appointJaent from January 1 through July of the current year, or interrupted service durinq the year. 6. overtime, Working Out Q~ Classifigation. and In-Lieu Holiday Pay compensation for overtiae work, and scheduled work on paid holidays, staall be in conformance with the-Merit pules and Regulations and Administrative Directive5~ Where managemer.· employees, on a tel':pozary basis, are assiqned to perform all signitlca:--.t duties of a higher L ~ . 1 I .~ r~ • • \ 'fi .'" --'-----'c __ ._____ - COMPENSATION PL.>.N KANAGEHENT AND CO~FIDENTIAL P&RSO~NEL AND COUNCIL-APPOINTEES Paqe " classification, the City Manager may authorize pa~ent 'Within the range of the hiqher clasSlfication. c. Court Appearanc.&§ SWorn Police Personnel appearing in court for the People shall be compensated as tollows: Period 1. Appearance on scheduled day off. 2. Any or all ~ourt time during scheduled shirt, or court time is imme diately beqinninq or following shift. 3. Appearance on scheduled work day but not during, i.mediately before or immediately after scheduled shift. D. Hight Sh i it Pr~miYm Time and one-half Straight tine during shift~ time and one half for periods before or after scheduled shift. Time and one-half Minimum 4 hQurs Noone 2 hours (2 hour minimum may not run into shift time) Hight shift differential shall be paid at the rate of 5% to re~llar full-time employees who are regularly assigned to shift work bet~een 6: 00 p.m. and 8: 00 a.::n. Night shift premium lIr'i 11 not be paid for overtime hours lIr'orkec or to Fire personnel assigned to shift duty. E. uniform purchase plan -Sworn Police an9 Fire Personnel Uniforms including cleaning will be provided with replacement provisions on an as-needed basis in conformance ~ith department policy. F. Group 11surance 1. Health Plan The City shall pay all premium payments on behalf of employees and dapendents who are eligible for the employee-selected Public EMployees' Medical and Hospital Care Act (PEHHCA) optional plan. a) Retiree Medical Provisions f"~'~',""' , ," ,-~, ,'-. -- ; " . -~? 1 -,. "" ". I • '-, i I I - , ' . COMPENSATION PLAN MANAGEMENT AND CONFID~TIAL PER~ONNEL AND COUNCIL-APPOIN'.EES Page 5 1) Monthly City-paid premium contributions for a retiree selected PEKHCA optional plan will be :made as provided under the PUblic Emplcyees r Medical and Hospital Care Act. 2. pental Plan The City shall pay covered plan charges on behalf of all ~ligible employees an~ dependents. The maximum benefits per calendar yedr shall be $2,OO()~ In addition, the City "Will pro ..... ir.e 50\ of «usual, customary and re3sonable~ ~harges up to $1500 lifetime maximum to~ o~thodontic benefits~ 3. Basic Life Insurance The City shall provide a basic life and AD & D iasurance plan in an a.ount equal to the employeets annual basic compensation (rounded to tbe next highest $1,000). 4. Long Term Disability Ins_~ The City shall pro .... ide lonq ter-m disability insurance witn a benefit of 2/3 monthly salary to a maximum of $6~0004 Premiums for salaries between of $6,000 and $9 /000 per month are paid by the employee. 50.. Vision care The City shall provide vision care coverage for employee and dependents. Coverage is equivalent to the $20 deductible Vision Ser"ices Plan A~ G4 Po] ice Department -Personnel Development P::-...2fil:iill! Pursuant to administrative r;ules governing eligibility and qualification, the followin9 may be granted to s~orn police personnel: P .. O .. S~T. Intermediate Certificate: 5% abQv~ base £alary P.O.S.T. Advanced certificate: 7 1/2\ above pase salaL'Y H4 Management Benefit Program All City staff management and confidential employees are eligible for Sections 1, 2, 3, 4 and 5 of the Management Benefit Program.. city council Members are eligible lvr Section 3a only. Specified amounts under this program will be applied on a pro rata basis for employees who are part time or in a management or confidential pay status for less than ~be full fiscal year. L , i -:1\ . I 1 I f-." I "" ... COllPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Paqe 6 1. Professional Deyelopment -Reimbu['semer;t Reimbursement for authorized self-imp:t"ovement activities may he granted each management employee up to a maxi~um o£ $500 per fiscal year, except that unused reimt;l.lrflement allowance may be carried forward from the previous fiscal year to a maximum allowance (current and carryover) ¢f $1,000 peL fiscal year. The fol1o~ing items as defined in Policy and ?rocedures No. 2-7 are eligible for reimbursement: a. Civic and profession31 association me'Tlloersh:i.ps b. Conference participation and travel expenses c. Educational pr-ograf.'ls/tuition reimbursement. The education must maintain or improve the employe~'s skills in pe~forminq his or her job, or be necessary to meet the express requirements of the City or the requirements of applicable la_. The education to which the reimbursement relates must not pe part at a proqra~ qualifying the employees for another t~ade or business; or be necessary to meet the minimum edUcational requirements for qualification for emploYll'ent. permissible educat.ional expenses are refresher courses, courses dealing with current developments, academi~ or vocational courses as well as the travel expenses associated with the courses. d. Professional .and trade journal subscriptions e. Physici.3.n-prescribeo personal health program as indic·ated under 3b of this section. 2. Profess~ana' pevelo~ent Leave Authorized paid leaves of absence for up to onE' year .. ill be granted in accordance with the following require~ents: a. Eligibility is subject to a minimum City service ~equirement of five years. b~ Compensation during the Professional Development Leave shall not exceed sot salary anG full benefits. c. When granted a professional Development Leave shall require an employee commitment of at least two-years· service follo~in9 return from the Leave. To the extent the full tvo-year commitment is not fulfilled, the e~plcyee shall re-pay the City a pro rata amount of the salary paid during the Leave based on tbe percentage of the t~o-year commitment not fulfilled. ,d ~! " I --;-:-"-.----,- • , " , COMPENSATION PLAN MANAGEMDt'"T AND cOtJPIDEN'I'rAL PERSONNEL AND COUNCIL-APPOINTEES Paqe 7 d. e. f. 'l'he p~ofessional Develop1!'.ent Leave program shall relat~ to the e~ployee's job assignment. An I!tmployee's job assiqnrr.ent activity shall be adequately cover.ed during t.is/her absence with emphasis on the development of subordinates. 'I"he leave of absence period shall be ad~guately coordinated with departmental priorities and workload. q. Profe-5isional Development Lea,ves shall be basetj on internship exchanges, and/or loaned executive arrangements; scholastic and/or authorship programs; or educational travel-study plans. Leave of absence schedules will be apportioned amonq all levels of manaqement and confidential employees and ,.-ill be based on al"l evaluation of each employee I s performance record. Each paid sabbatical laave ~ill be limited to a maximum of one year and not more than t"·\l0 employees being on leave simultaneously. Sabbatical leaves lfiUst be cleared in advance and approved by a C'ouncil appointed officer for his/her subordinates. Professional Development Leaves granted in excess of 3~ days shall be noticed to the council. 3. jersonal Health Program -Physical Fit~§§ a. All management and c~nfia'E!ntial employees will receive physical examinations in accordance with Policy and Procedures No. 2-7. b. Subject to Internal Revenue Ser~ice re~Jlations and with the written prescription of a medical doctor, ~n employee may be reimbursed fo~' a personal health pcoc}ram a.s treat1llent for a diagnosed injury or illness. This activity will be reimbursed under H.l(e} above. 4. EXceSS Benefit R§i~hurse~ent Reiabursement for approved excess beoefit expenses ~ill be qranted up to a maximum of $1,650 per fiscal year each for management ana confidential e1:\ployees and shall include the following: benefit itelAs: a. Lite insurance premiums for city-sponsored plans, subject to ~ederal and state tax li~itations_ b. Excess medical/dental expenses for emplcyee and dependents which are not cQvered by existinq City-sponsored plans. c. .Excess professional development .;.tems which al'~ otherwise approved but exceed the reimburse~ent limit uncer h.i. above. L ""l 1 .~ 1 \ t t 4 I I - COMPENSATION PLAN MANAGCKEl/T AND CONFIDENTIAL PERSONNEL AND CO~CIL-APPOINrEES page 8 d. Dependent care expenses according to the following general provisions: 1) "I'he annual amount sL'bmi tted for reimburS2ment cannot exceed the income of the lower-paid spouge. 2) The eKpenses must be e~ployment-related expenses for the care of one or more dependents who are under 13 years of age an"-er.titled to a oependent d6.C-uction under Internal Revenue Code section 151Ce) or a dependent who is physically or ment~lly incapable of caring fer hi~self or herself. 3) The payments cannot be made to a child under 19 years cf age or to a person claimed as a dependent. 4.) If the services are provided by a dependent care center. the center must comply with all state an-:J local lam; and must provide care for more than six individuals (other than a resident of the facility). 5) Dependent care expenses not suh~itted under this section are eligible under the City Dependent Care Assistance Plan (DeAP). However, the maximum amount reimbursed under DCAP will be ~educea by any amount reimbursed under ~he Exc~ss Benefit Plan. If the full excess benefit reimbursement is not used durir.9 the fiscal year, the difference between the amount used and the maximum Cor pro rate roaximum) may be applied at the employee's option to defe~red compensation under the Citi' Plan (C) ~ 5. ~.aement Annual Leaye At the beg'inninq of each fiscal year regular management and confidential employees will be credited with 40 hours ~f annual leave which may be t.aken as paid time off ~ added to vacation accrual (su~ject to vacation accrual limitations), taken as cash or taken as deterred compensation~ When time off is taken under this proviSion, lO-hour shift workers will receiVe one shift off for each 8 hours charqedi 24-hour shift Yorkers will receive one-half shift otf for each e hours charged. Entitlement under this proviSion will be reduced on ~ prorated basis fuc part-time status~ or accordinq to the nUIr'.Der of months in paid status during the fiscal year~ Unused balances ,IS of the end of the fiscal year "ill be paid in cash unless a aif :erent option as indicated a'->ove is elected by the employee. , /~ .. " ~ • I I I COI!PENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL ~D COUNCIL-APPOINTEES Pag8 9 I. AYtomohile Expense Allow3nce For those employees .. hose duties req'Uire exclusi'le use of a City automobile, the City Manaqer (or in the case of Council-appointed officers, the City council) may authorize payment of $300 per month in 1 ieu thereo f .. J. ParJdr.g.in Cl "fie Center Garage The City shall, at its option, provice employe~s either ~ree parkin9 privileges in the Civic Center Garage or equivalent value commute incentives. K. Expense Allowance Mayor Vice Kayor $69.23 $46.15 L. BEnmtJRSEMEN'r FOR RE'L9CA'rION EXPENSE Poliey statement Per MQnth {Approx.) $150.00 $100.00 The city of Palo Alto will provide a Basic Relocation Benefits Package for all new management employees. In addition, upon ~he approval of the City Manager or designated subordinate; Relocation Benefits ~~ll be available to non·-managemcnt positions. Provisions of "optional Benefits n or portions thereOf, are intended only for rare instances and require the approval of the City Manager or designee, or for Council appointed officers~ the City council. Procedure Qualifications In order to qualify for relocation benefits, the follo'Wing conditions must be }!let: 1~ The employee must q~alify for moving expense deductions as contained in the federal tax regulations for the ye~r in which the move: occurred. 2. Actual relocation, or contracts designed to establish a fixed domicile~ shall occur within one year of the initial date of employment. , ....... ~ .. , .'.c. L . '.;t-.;;o I . .......J -, " . I I I' ~ COMPENSATION PLAN IlAliAGEMENT AND CONFIDENTIAL PERSONNEl· AND COUNCIL-APPOINTEES 1'89" 10 3. Existing e~ployees promoted to a covered position are not eligible. 4. Record-keeping requirements will parallel those required for ~xpense rei~bursement for travel, conferences and meetings. 5. ProYision of optional Benefits is contingent upon completion of a m1niQ~ of two years-City employment unless a longer term is specified. Provision of Additional Relocation Benefits fo~ Council~Appoint~d Officers. Assist~nt City Manager and Oepart~nt ~ is contingent upon completion of a minimum of five years' City employment. Failure to complete the minimum term will require re~ayment of those benefits on a pro-rata basis computed on the actual time of City service. ACCEptance of relocation benefits by an employee does not constitute a commitment by the City to any uinim\m. term of employment. Basic Package 1. ~~~~ti~~~r.;~!;;~~~r;~~~~:~. -An agency designated by the C rel information and counselling to the Information to be provided includes items such as a personalized cost-of-living analY5is~ home and rental locations, transportation, weather patterns, schools, recreation, etc. 2. En Route Expenses -Direct co~mon carrier t~ansportation will be provided in tull fcr all family members. Automobile eKpen~es are limited to two vehicles at t~e established City rate with a minimum ot 350 miles per day to be traveled. Per diem is allowed at established city rates for etnploy~e and spouse/mate and at 50 percent of the employee rate for dependents. Travel days allowed are limited to the actual mileaqe ~ivided by )50 miles per day. Lodging is reimbursed in full on an actual and reasonable basis for all fa~ily members. 3. HoUSehold Goods Shipment -Full cost!3. will oe paid for the shipment of all personal it~ms normally considered "Household Goods.-Items excludeC: include recraational vehicles, firewood, building materials., sand, boats I airplanes, and perishable it.el!'.s such as food or plants. Shipment of up to two automobiles is permitted. Storage of household goods will be provided for 30 days. Optional Benefits 1-.. Sale And PUrchase Costs -The City 'Will reimburse costs that arise in the oale and/or purchase of residences including: a. Real estate commissions on the sale of the former residence up to six (6) percent of the sales price. b4 Tbe ~ployeets portion of non-recurrinq closing costs on both sale and purchase of residences liroited to the following: I • I , ., · , I r COMPENSATION PLAN MANAGEMENT AND CONFIDE~IAL PERSONNEL AND COUNCIL-APPOINTEES Page 11 Title Insurance Policy and E~crov Fees Loan and As~umption Fees Private Mortqaqe Insurance City and County Transfer Taxes Tax Service, Notary and Recording Fees Credit and Appraisal Reports Propt"!rty Survey Fees Inspection Fees c. ~Points· on purchase of residence are specifically excluded. 2. Miscellaneous Ex.....l!..ense -The City -will reimburse lnlscellanec'.ls expens.es associated with the relocation. The amount shall not exceed. $l.OOO~ 3. Temporary Living ExPEnse -up to thirty (30) days\ temporary living expenses will be available under the following gujdelines: a. Lodging -100 percent of actual and reasonable costs for all family members. b. .£er Dielll -100 percent of the established City rate;; for employee and spouse/mate, and 50 percent of the es't-ablished City rate for dependents for the first 15 days; 50 percent of the established City rate for employee and spouse/mate, and 2S percent of the established City rate for depend~nts ~ver the last 1.5 days. c~ Car Rental -Up to 30 days for a single v~hicle is available until such thtle as the employee I s personal vehicle becomes available. 4~ House Hunting Expense -The City will reimt,ur-s2 expenses for one house hunting trip for bota employee and E'pouse/mate. The trip shall be 1imited to a maximu~ of seven days. Travel expenses are limited to the lesser of common carrier rates or the established City rate for a-uto1!lobile use. Lodging is provided on an actu.al and reasonable basi~. Pe~ diem expenses are allowed according to the established City rates. Expenses for children are not covered. 5. Expenses for Renters The City may reimburse the follo .. ing expenses fo~ e~ployees moving rrom or into rental housing: 84 Costs arising from the need to break an existing lease up to a total payment ?f three times tbe current monthly rental rate 4 b. The first and last ~onth's rent to a maximum of $~~500 on a Palo Alto area rental accommodation~ • • C I I I l I t I , 'C. __ • '. , ~' .. ' ........... " t "~.-' ,;,:.~~ , .. ~:~:;r .. ~ '~f I , I I ~ t , , , , ! COMPENSATION PLAN MANAGEMENT AND CON~IDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Paqe 12 Additional Relocation Bengfits for Council-Appointed Off;C~St Assistant ~Manaqer and Department Heads As part of an employment offer, additional relocation benefits may ~ authorized by the City Council for Council-appointed officers or the city Manager, Assistant City Manager or department heads. If consideration for additional benefits is requested by a final candidate. the City will provide the ccndidate through an agency designated by the city, a pre-hire relocation assistance analysis4 This analysis will include: An assessment ot the value of the ho~e in the exi~ting location and an estimate of the proceeds that the candidate will realize from the sale, an analysis and recommendations of ~~e new home purchase or rental, loan assistance optio~s and their cost to the City, and area counseling as provided for in Item 4~ of the Basic pacl:.aqe. Once this analysis is complete, the appointing authority 'Will design a relocation assistance package based upon the individual IS needs and circumstances; and the recommendations ~rom the Pre Hire Analysis. The program may consist of any of the elements from the Basic Package and/or the Optional Benefits as well as those described bel~·. All direct city loans are subject to City Council authorization. 1. Marketing Management Program -If mutually agreed upon by both parties, the new CAO/Assistant City Manager/department head may work with an agency desiqnated. by the city to market his/her-home in the old location throuqh a "Marketing Management Program". ThE: purpos-e of this program is to provide the City and the new offiCial with a realistic projection of the funds that will be available for housing in the new location and to expedite the sale of the house in the old location~ 2. Direct city Loans The City may extend: mortgage loans to ne:w CAO/ot.ssistant city Manager/department heads as part of a relocation assistance package. T~e two loan options are: a~ Adjustable Rate Mortgage -This loan may be secured by a first or second deed of trust and may be fully amortized 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 be adjusted annually. The term of the loan will be set by the City Council for a period not to exceed 15 years, but will be due and payable within six months of termination of j~l!!ployment for 'Whatever r-eason. b. Shared AppreCiation Loan -This loan may be secured by a first or secona deed of trust and may be fully amortized or for interest only. The interest rate is set at five (5) percent. AdditionallYr the CAO/Assistant City Manager/department head is required tc pay deterred interest equal to a portion of the future appreciation. 7hat ~rtion is determined by the proportion of the original city loan to the oriqinal house price. For e)(arnple, if the city provided a loan amountinq to 40 percent of the value of the ho~e purchased, the employee would be required to pay 40 percent ot net appreCiation, if any, as deferred interest on the loan (net ~~ '\ '-". ~t'- r I ~r I I • • COI!PENSAT!ON FLAIl MANAGEMENT k~D CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 1.3 ~ppreciaticn means appreciation after selling costs are deducted from sales price,~ The term of the loan will be set by the City Council for a perioci not to exceed 15 years I but will be due and payable within six months of termination of employment for whatever reason~ Location ~f property -To qualify for a Direct City Loan, the home being purchased must be located within a twenty-mile radius of the Civic Center, excluding property yest of Skyline Boulevard {Hi9h~ay 35) • LOaD Liait8 -Direct City Loans cannot exceed fo~r times the annual salary of the lendee/employee~ 3~ Short Tern. Interest Buy-Down -The City 'may pay a port1on of the interest for the first three years on a loan obtained by the CAO/Assistant City Manager/department head from a commercial lender~ The city'S portion of ~his ~buy-downn is greatest in the first year and decline6 by 50 percent the second and third year .ith the lendee paying the full interest rate on the loan beginning ~ith the Courth year. The -buy-down-for the first year will be 2 percent, unless otherwise determined by City council. 4. Additional Purchase Costs -For CAO/Assistant city Managerl department heads only, ·points-on the purchase of a nev residence are eligible for inclusion in this program. 5. Rental Subsidy -If it is determined that by choi~e, or for whatever re~$on, the new CAO/Assistant city Manager/ department head will be a lonq-term renter, the City may provide rental subsidies up to a maximum of $500/month for 48 months. Regulations and Guidelines 1~ The City Manager, or desiqnated subordil~ate, v;ill institute and revise internal procedures to assure the efficient delivery of services to the new emplo~ee and minimize costs to the City. This will include tbe determination of whether direct city payments, advance of funds or e~loyee reimburse~ent is most ap~ropriate for 3 given program element or employee4 2. The City Manaqer, or designated subordinate, will determine the appropriateness of inclusion of specific items fer reimbursement u~der this proqrellu. 3. Expenses incurrea by the ettlployee during relocation 'Which are not covered are:. a. Payments to friends for assistance~ L - ... COMF ENSArI ON PIAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND CDUNCIL-APPOINT~ES pal'Je. 14 b. Aatomobile repairs~ 04 Costs incurred durinq the relocation but not directly related to personal transportation or forwarding of household belongings, i.e. uninsured losses during transit, entertainment expenses, etc. 4. Budgeting of all relocation expenses ~ill occur in the Human Resources ana utilities Departments. S. Upon approval of the city Manager, provision of benefits under the section House Hunting Expenses and Profession~l Relocation CQunsellinq may be pr-:Jvided before an employee formally accepts a.n offer of employment w~th the City. H. Retirement ~.. The City OEhall pay the m.andatory seven percent (7%) employee Public Employees' Retire;aent Systen (PERS) contribution. Such employer paid contributions shall be paid by the city in li~u of employee eontributions notwithstanding the fact that such employer payment of contributions may be designated as employee contributions for purposes of PERS. This provision shall apply to Coum::il-appointed officer-s and all regular management and confidential c:mployees~ except that tor sworn police and fire manaqement employees the city shall pay the mandatory nine percent (9\) of the employee'S PERS contribution. 2. NotWithstanding subsection L ('.bove, upon filing a notice of reti!"ement, the 7~ City-paid PERS contribution (9% for swo!:n :x:l:.ce and f ire management personnel) will be converted tc a salary adjustment of equ~,l dl!'Ount on ;:. one-time irrevoca:ble basis for the final t'W'e.!..ve months immediately prior t.o retir.ement, provided that all of the follouing conditions are met: a. The employee must have at least 20 years of PERS member service credit as of the date of retirement; as an 3lternative employees hired prior to August 15, 1988, may qualify by attaining the age of 55 at the date of retirement or attaining the PERS benefit iactor of ~t least 75\. b. TWelve months prior to ret~.rement the employee must give notice to the city for a retirement date certain. c. During the 12-month conversion period, the employee shall pay PERS employee con-,"ibutions. Provisions will be implemented as soon as possibla to allow for these contributions to be made on a tax-deterred basis. d. All prOVisions ~f this subsection are subject to and conditioned upon compliance with IRS regulations. • .. ~. j , I ,.;..,..;~~~ \ ""' .S- , r I ------'-t- • COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES paqe 15 N. Sick LeaV"_._AAnyersion Han4qement employees hired on or before December 11 1983 who have 15 or more years of continuous service, 600 or more hours of acc\UTl:ulated unused sick leave and otherwise qualify under sections 604 and 609 cf the Merit system Rules and Regulations ~ mdY convert sick leave hours in excess of 600 to cash or deferred compensat.ion, according to the tOr1llula set forth in Section E09. The maximum amount of such conversion is $2,000 per fiscal year. O. Meal AllO\1l'~ Man~gement employees assigned tc 3ttend night meetings are eligihle ~o receive reimbursement for actual expenses up to the dinner rate li~it established in Policy a:nd Procedures 1-2 tor out-of-town meetings. This provisicn covers only receipted meals actually taken • . -----L - -71····-······ . ~-::.,~, ~ , I r,' CITY OF PALO ALTO CQuncjl-Appointad and Elected Off.1{an I I CLASS COPE n1Lll ., ~ 001 City Counoilperson ~ 002 City Manager I' 003 City Attorney " 004 City Auditor 005 city Clerk *Payable January 4, 1993 -------~. L , k ----- APPROX. ANNUAL BI-WEEKLY. $ 4,800 $ 184.6. $120,000 $4,615.38 $ 98,957 $3,806.0' $ 78,000 $3,000.00 $ 66,580 $2,560.80 __ ow • ~'-R: ...... , ..... ":.,., ......... ~~~~ .. :.< .... _ r·_ ':.',; . : \ ( ' '. ~ . " ~" "-' , "-1 VARIABLE MAIIAGEMENT COMPENSATION $4,000< $3,000 EFFECTIVE 1~1i: January 1, 1982 Dec:. 14, 1~92 .lune 27, 1992 nay 11, 1992 J'lne 27, 1992 ( ", I I i' ! , • • . .:--- -7 j ~-'-~'---'----'-~'~-~-" , i ~ .. '''' ... ,,:-<:' j" 'e' ,~ f' _:-.'~"=""='~'_' _' ,..=.~' ~ __ ~'~'\.-~-;..~,:" .. ~'~~' _"~-~'~;"~-.'.' .' ~'~'.~.~;;;"~'~'.'.' •••••••• " ••• '-'~'."._.;~l'~';' .... ';'.'~'.'.~n.'~".""~:;~.·~' ... _ ... "'.'.'~'''''~''~' ..... ____ .. _.r.,-.a ____ ~ __ ~ ......... ...-....--~ -------,,-~, .. -~---------~ I , 't CIlf O¥ PALO AlfO COMPtNSATl~ ,LAN .' ' MANAG£MlKi PUSONML r ' r-I EFffCTIVI! Pay pedod :!.ilClud1nf Jul.y 24. 1993 :~ CUS-S OItIlDE CQlnaOL "PPRQK A'''RO';:. -.",.ox ..... l1lt"E COO. POINT ANNUAL BI"'WKL'/ HlLV 100 AUDITOR _1 3.174 n.8U 1,13'.'0 '22.93 110 8AflALIClN CHIEF 32 5,101 .a,"O 2.tIJO,OO 33,50 III tHl£f ILD O'fICIAl 21 8,5&, 19.1'" 3,0'" 00 31 0'5 112 CHIE' 'LB O'rrCIAl 21 6,0& 77,20. 2,ell eo 31.U 012 CHIEF TRANS' OfF " 8,U' J7 ,20A 2.IU 10 n.n 040 CITy TRAfFIC [NGR 31 !i ,SIn 11,&18 2,1£8,80 J. 37 t 125 C~AIMS lNV/'~RAl~QA~ _. ",aee 41.131 1.178:.40 n 48 \ ." CIJN:RACTS I,DMIH II 3,5$9 J3 ,078 1.858 .~ 20.11 " . ; , 115 CaoRb CQMMUHICA SEMV •• &.214 1S.11l 2,1191_20 36 14 j 041 cOOltD ENVIRON "OlEC 34 5.524 ",Z" 2,54S1.IO 31_17 • 18' cOOltb LIB eIRe .. 3,172 4e, .. ,7 1,187 20 22.3. J38 COORD PtlB WKS PROJ ., J,I14 U,6t4 1,134."'0 22 91 J&3 COO~D WOW PROJECTS ., 4,3' • "2,71J8 2,02& 10 25 :J7 071 DE~UTY CITY CL(RK 51 J,'51Q 43,018 1,656.'0 20 11 07' DEPUTV Oln ~ OPRN~ 27 6,59'5 ?1.1U J .OU 00 J. OS 1.92 DEPuty OIR UTll I. 10,07D tao. 952-".6':.2 00 -:'1 15 I~' OIR ARfS & CUlTUA( " l,le4 1S,H1 2,tlU.20 :.16 14 072 DIR COMoI s,vcs 2. 7,UO 94,'2' 3,628.00 45.35 0", OIR FlNANCE '" 1,06!! 96,'M 'l,llJ 20 45 54 · 133 OIR HUMAN R[SOURCES 2. 7,180 04,321 3,621 00 45 3'5 \ 121 bIll. INFO Rl$OURCES 21 7,1111 02 ,060 ',S.C,'o U 26 I , J3J 0111. LI6R~UES ,. 1.101 1\ .300 :l,2IO.80 .1 01 • i .. -DIR PAaMS , aOlF C~S 27 .,$95 l't, loU a.o ..... OQ "'" I " ,,_..-' ... , ... ~.) 'dJ" . ~ u_ _ ..... ' ,. i f", - "',.3-, .. ,' ,',' o :~.~'.: "-~;~~?:;~:?ft."U~~;(-·:t~~_44,~~;.:,~;r~~~1;"~~'{F-~-"·{'f .. ~ .• ·ti~l·i.w;;;,,,,~:r~-~~~'~\~·~'it1 2 • - I '\ ? CITy vF PALO ALTO COHPF.NSAfION PLAN ",-HAQ[MUT r'~RSO""EL C-ffrECtlV[ Pay period including Jt1ly 24. 1993 I , I ) i I CLASS NU_ 13' 135 131 121 lSa 119 12. 13' 105 ... 0'. 138 101 17 ' 10' '169 0.0 ... 019 0" \6. 11. 19' lUlE Dl~ PlAN/COMM ENVlft OIR PW/CITY ENGft OI~ Mee , OPEN s~c DIR UTILITIES [~P~O~EE b£V c~o tHGR MGk • [l€CTPlIC fNQIt MOR -wow EXECUTIVE AssrST~NT FACILITIES fNGl~££R FlN SYST ANALYSi FtNANCIAl ~"AlYSl FlU CHJ~F fIRE MARSHAL HEel "~lt~QER HUMAN RESOURCES R£p LEGAL ASS1"<qTANT MANAGE~EMT ~SSl~TA"l MAN~CING ARYORISf MQR' ACCOUNTING I'k'\R BUDGET "'l~ COMM opeR MaR COMP SUPP CNlR MGR CUB8ERlEY PROQ 1: _~ _______ . ____ , _________ _ GItADf CONfllOL COO. po,"'T 18 '.on ,e 8.802 21 '.505 I. 10,019 .. 4,397 Z3 1,292 2' 7.10e &3 '.287 31 5,1S' 3. ",US •• .iI,088 " 8,088 3. 6,115 3. 5,250 •• .. ,142 .. 3,77!. 51 3,5" '2 ~.5H 31 5,U1 3' 5,524 ,9 4.US 31 ',851 2' 13,2$4 ._-- APP"OX APpeal A"ttUAL BI~WKlV 811,803 3,723 20 10".312 4,012,00 ".144 3.0 ••. 00 120,152 4,852.00 52,788 2,020.10 ar ,505 l.t.~.~O 15,300 3,2$0 80 52.1f19 2,02* ell 71.'18 2.7'9 GO 5',315 2,2045,80 .48,113' 1.'76,40 96.801 3,72.3 2D 73,312 2,822.40 13,003 ;(',423 20 51,101 2,1Ia 10 45,302 1,742 '0 43,01' 1,158.10 54.lIt3 2,on 20 71.'" 2,740 eo ee.1U 2,"8 eo '!I,3J1!1 2,245.'&0 11,488 2,718.80 15, H1 2,lIU 20 • r, '!<:U W '" Ji",% ':.:'" "1' ":~',-~ 'I' AP'ROX Hill _8,5'( 5t',15 3t.05 !HI,J,5 15.37 'l,07 41. 01 25 31 3' 31 21 01 23.41 4' !>4 35 21 30 a 'Z1 . 3D 21.18 20 '.1. 21,tU 34 31 31 87 21.07 311,31 38,14 . , --" -.-----.-.. -----~--~--r . , 11 i i I ~ ~. ~ ~ * . '. 1 ' ".,J- • -~-. .~. ',-'. '-'I -~- ., I CITV OF PALO A~TO COHPENSAT2ON 'lAN ~.' MANAGEM(~T '£KSOKNfl rl £fI'HCTIY[ Pay period including July 24, 1993 cuss DUDE CONUOI. HUH TITLE COO, POIMl III JoIQR CUL ililtAL CnTU '5 4,177 1'0 HG~ DATA COMM & TEL£ U ',828 1.5 MGR OiotA P~OCES$!ftG 31 5.tsY f .7. MGA DEV HN & PlG PRJ 33 §.an • ". MaR ELECTRIC O'RNS 77 S,SS15 l, i 044 MGR EM~ BEHEF11S 35 5.3'2 , .'5 MGR (~P REt & CMP 35 s,an , j 10' /lGR fMPLOY"'ENT " !,JIl :~ 0" tlDR Uri CONTROL "'ROO 30 ',815 03' ~I\ [N'IRK C~'\..lANCE ,. 7,101 151 ~R HUMAN R(s & D[V 35 5,382 158 ~~ LAB SERVICES ,. 5,524 142 MaR ~lB 8kA~CHES 00 ",11!2 ". MaR MAIN lIB SVCS 00 4,742 .91 htQR POLICE COMP SVS ., 4,513 ... ~R PUK & CM1~ AOMIN 30 5,~24 103 MaR RtAL P«OPERT~ 31 S,9.U 1'0 HJR RtS CONS[fty ,. 5,52' 12' i'oM}II' RES PlNG 23 7.212 16. ~R SOLID .",.,STlt 3. .... 5 lSI MaR UTJL O~RHS WOW 3. 6,115 "I I'!GR WQC PlAtH ,. 1,10B 0" POLICE C"PTAIN ,. 8,2154 2~ t ! APPROX APr-ROK APf'ROK ANNUAL Br~'-It(lY HICLY 5D.121 1.821 00 'U., lO ".51! Z.13S.Z0 2e." 71,418 2.748.BO 34.31 1S7,t!i.3 a ,tH3 ,eo n.el 7',141 3,04-4,00 3Q,05 U,5U 2,'" 00 31 05 U.514 2,484 00 31.Q5 U.S ... 2,"4 00 31 05 51,315 2,145 60 28 07 '5,300 3,2'0 .0 41.01 U,IjU 2,414 DD 3> os 86.289 2,5"9 IJD 31. .7 58,1011 2,118 10 27.38 5IJ,QI,ll 1,181.10 27 ,~6 $4,183 ~,OI3 20 25 04 '8,289 2,5'0,60 31. 11 H,'1t 2,14' '0 34 31 ",289 2, s.t, 80 31 87 '7.50S 3,J85.00 '~,O7 ,I,3'!! 2,U5,tlo 2_ 07 73,3.12 2,122.1.9 3~ 21 85, lOa 3,210.80 41 1)1 75,17 i Z,891.l0 :16.11 ~, ---" , 1 ... ;- . " l~ ~ I I , I ! -1-- _.------~.~~.---~.-'_T _____ · __ ·_ ,-:------r-, • , .' :' . ClfY OF PALO ALTO COMP£~SATION P~A" ~"AGEM£NT PERSONNEL 1-, • [f"£CTIVf Pa, perloJ including July 24. 1~9l r' ClASS OR:~DE ¢O'4nOL ;'PP~OX APP)tOX APPRO)( M". "TlTlE COOE rOINT ANNUAL BI·Wi(L'f Hll" 147 POLlCE C~fTt\UI~;'b·1 2. 8,181 11.110 3.~20,'0 39.01 OS, POLICE: C.APTAI"RINt 27 8,595 71i, U. 3,o.U,00 31,0! 0.. POLICE: CHl£F 2. 7,110 ",3Z' 3,Ua,00 45.35 14. POLICE CHIEFRADV 11 1,471 H.I1, 712 3,91;1,00 '.,'0 I C •• POLICE CHIEFRl"T " ',218 la,2U1 3.118,00 '7.70 0 •• POlleE LiEUT 15 , .312 U,5U 2, ...... 00 31.05 u. POLleE LIEUT-ADV 32 5"oe 11,880 2,UO.00 33,~0 0>1 POLleE tlEUT-INT 3, 5,882 87,&53 2,813,10 3~,i7 .14 PROO COO«.O .us CONS 31 4,'" 51,141 2,301,'0 2117 ~. ~ .91 ItlSK ~N"'GUI .. $,101 61,110 2,010.00 31 50 l .74 SAHTV OrfICER 43 ',JI7 52,718 2,02& eo Z5 31 I 111 Sit ACCOUNTANT 30 ',In 51.3" Z ,245 80 21 07 • , '" S~ ~SST CITY ATTy 23 7.212 '7,50S JIliS ao 42 0)' ". S~ AUDITOW 38 • ,1U1~ SI,an l,lt! .10 28 07 ., 5~ BUYf~ •• ',081 •• ,131 1,lfl..CO %3 40 .11 SIt ff(o!NlU " 5,15" ., ',4111 Z,1411 eo 3. 37 Ut \~ flNAMC1Al ANLJST .. .,"5 "',ll5 2,2" eo ':1.07 '" ~~ ~. £~I~£fA 2. ',2'" l~,lH 2,lg1.~0 36 14 u. STA" A~COU"TANT ., 3,'14 _7,1114 l,U4 4O 22.93 '" ,u,r ANIMAL IfAYICES 4. 4,7'2 58,80' 2,111 80 27.38 11; SU,T GOLf eou.,[ .. ..... , " ,385 2,245 80 28 07 172 suP'r MEN S'Ct. &. SCI .. 4,'" ~II ,3iS 2.245 80 2. 07 17; SUPT P"II:KS 30 ... ,,8$ '51,le':! 2,2~!I;.60 ;Z. 07 I ------.. ,~.~----.. --.~-.-' •. .. • \; t_ " ,,-~--.-- -..,. i : ''-i .. iiA;:':'"j ·., .... ·f.f,'"!',' "~".'. ~:: .. l;<<<;lt;. : .. ," \'" f I ~, W" - I CITY 0' PALO ~,LTD COfilPUSATIOtr4 PlAN MANAGEMENT PE"SON"El r-I ("FEeT lVE Pay period includ1n~ Juty 24. 1993 CLASS GItAOE CONnaL "u. TITLE COO, POINT 18' SUPT r:rw OPNS ). 4.'0' 14_ suPt R(CUATION. ,. S,"J12 043 SUPY ANIMAL SVCS ,0 3,8U 015 $ijPV BLDO INSPECTION 3' 4,11' 182 SUPV 8UDG £[IVt~[S •• :.175 i 097 SUJlV DATA PROC ). 5,250 047 SUPV ELECT OPNS 'ROO ). '.105 .! 11_ SUPV ELECT SYSTEMS 33 5,e02 .~: 111 SUPV FAelL ...or .. 4,5.13 \ 077 SUPV FACILIty PItOJ --4,211 I 0" SUPV tHO WA,Sle: •• 4,742 113 SUPV INSP/SUAV PW A2 4,5t3 lOt su,-v J« ~USf;1JN AS 4,177 .TO $lJ'''' \.tBUUA" ., 4,t77 1S' SUPY '0411($ " 4,513 101 SUPV POLICE S[RVIC£ " 4,111 ." SUPV PU8lIC WORKS .2 4.'511 11A SuPV REP~O & MAIL 51 3,589 171 SUPV REVENUE COlL ., 3,,74- 181 su~v SHO' &'lELO ~ 31 5,111 013 SQPV SYST OP~~ SCHEO " 5,812 177 SUPV THEATR£ PROGMS AS 4,117 Ott suPV UT!L ~OMP SVCS 30 ~,250 .. !: t , f. '. l --------------------------~--------------------------------~--~~--- ",,!tOX "PPROX APPRO)t ANNuAL BI·WfliLY HItLY sa,385 Z.24~,80 2'.07 fit,'''' 2,"84.1]0 31. OS 44.11' 1 ..... 2:0 Z1,to( S',JIS 2.l';!LIO 21_07 ".,302 J..1U.40 21.71 83.003 Z.4n .•• lO,n S •• JU 2.%0.10 21 07 117.153 %,113.10 lZ.t1 54,113 2,013 2D 21.Got 51,431 j,ll'I '0 ,201 11 58,gO' Z, 11'.10 21.:i1 S.c,J.83 2.013.2:0 26 Qt 50,12' 1,121.00 14 to 50,12. 1,021 00 24.10 54,1$3 2,OU.to 28 04 50,12a 1, aza. 00 u 10 54,HI) :,013 20 28.0. 43,078 1,asa 10 2Q 71 47,e94 1,134 40 22 93 61,401 2,:lBt eo 20,52 67,1153 2,iIlll . .lJQ 32_rs1 50,128 1. 9:!8 00 24.10 eJ, COJ 2,'23 20 30 20 '.....,,,' " .,' n . - I :-, , " \ 1 I ~ , , i I ! , ~ ____________ '::~~::~~:::''' .. ~:::::':'~:'~~::~''''''''''''''''~~''~''~.'':'~' ...... ~~-;":'~'~"~ .. ~' .... ~~~ .... ~;.~~ ................. "! .. _ ........ 6 -, ., -' "' . :J ~} -" ._._--- --.~ • • I I I- "'~~}\" .',">t' ~". CITY Of PALO ~lTO COMPtNSATIO" PlA~ , ,. ~ . '~" ~HAQ(H(Nf PEWSO""El r! EFFECTIVE Pay period includin~ July 24. 1993 etASS GRADC CONTROL AIIPIOX APPAOJ( AP"~O,l( NUM TULlE COOE P01NT ANNUAL BI~WKLY HillY 110 SUPU uT1L cus sue eN ., 3,iJ,4 47,814 1,134.40 22.13 .42 SUPV UTlL MTR RD&FLD ., 4,387 52,71. 2,DU,OU U.37 112 SUPV WATE. TRANS 31 5.Ue 11,'01 2,311 eo ze.52 110 SuPv wow 31 , .1Ul 11,'01 :' ,311..,0 21 52 III SUPU WQC OPEl': 4. 4,742 51,gO' 2,111.'0 21.38 110 Supv WTA MTAlcRS CON '3 4,311 52,781 2,028 110 2!!o 31 , 0 .. TR£A~URY MANAOE~ 3' 5,524 aO,289 2.549 110 31.17 I II. VrTUINARIAH " 5,8'2 B7,153 2,113.60 32.81 14. WI\ItEHOUS[ SUPy so l,nl 44,179 1,899.20 21 21 ~; ~/ i ---------.---.----_._ ... _---- , • ';~ '~~ ... - ,-, - I (.~ '" , . / - r! • c .1:. ~ ~ I, ~ I I t i CITY 0' PALO ALTO COHPEHS_TION PlAN CON~!D(NTIAL PERSONNEl r"ECTIYE Pay period including July 24. 1993 CLASS OU,Df OONTROL .u. TITlE COO, P!]"!HT ••• EXEC S[Cft£rARV~CONF 2. 3+2~2 .. , HU~N RSKC[ ASST eN' 25 Z ,196 00' LEOAL SEC-CON" " 3,444 -------, L "PPIOx ANNUAl 3'.395 34.751 41,329 " " ,,'PItOx BI-WKlV 1,515 ~() 1,331 10 1,581 10 "P"WOX HRlV lie. H17.l 11 .• 7 ,,' '''\ ~"I." ,', -~·"'''''11'1!'~';.t9;~. , \ i I 1 ; ! I l . ."-". , ., I ',,' , " -.---<: _rw~-'- ','