HomeMy WebLinkAbout0406.094AUgvst 4, 1994
THE HOtlORlUlLE CITY COUNCIL
palo Alto, California
12
C'"?'P',tiOA Plan. tor
IIploy •• ,t .'lolutiQD and
MAnagement. Confidential and Hourly
O~Jt. bendina the Contract Betyoen
~. City of '.10 Alto &Ad ~ Employ.,,' Retirement By.t em
Members of the Council:
This report. pr~scnts fOI" Counci l appt'ovill various dccuments
necessary to implement ~cmpenoat ion and benefit changes for HourI}'
Employees and Management and Conf idential Employees. Compensation
ranges for Hourly, Managerr,ent and Confidential employees will
increase by 1,75 percent. The City's Public: Employees' Retirement
System contract \oo'i 11 be aTnended to pl:"ovide "Reporting the Value of
Emplorer-Paid Member Contributions as compensation in Employees'
Final Compensation Period" [or Management and Confidential
employees. Various other benefit changes arc explained in the
report.
~_~loYi!lu
The salary ranges for 27 Hourly classifications will be increased
by 1,75 percent, effective with the pay period including July 1,
1994~ in order to bl'ing these salary ranges into line with other
compensation plans. The annual cost of this increase is $36.500
and is provided for in the 199~-9S Budget.
~n'g .. ent and Coptidant1~ Peraqnnel
The recommended compensation plan for 207 Management and
Confidential employees provides for control point increaseR to all
classificat.ions of 1.75 percent effective with the pa}' period
including July 1, 1994. 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 plan provisions based upon employee
accomplishments and performance.
t.
page Two
Additional amendments to the compensation plan including
implementation of a commute incentive voucher program, parking
location wait~lieting for employp.es hired after July 1, 1994~ and
an increase in the Excess Benefit ReJmbursernent maximum from $16$0
to $1850 per fiscal year, are preeented for approval at this time.
Part of the compenr:;ation pacKage requires additional staff .... -ork al1<1
will be presented for Council approval at a later date. These
items include Merit Rule chat~ges adding domestic partner references
in paid leave provisions and modifications in the Professional
Development Reirrbursement Progr".m.
PIAS Contract 'P'Pdmapt
The City agrees, as part of the compensation plan amendment for
Management and Confidential employees, to enter into a contract.
amendment with PERS to continue final year Employer-Paid Me;;<har
Contribution conversions on a pre-funded basis. Th~ actuarib.l
valuation for continuing this benefit, as calculated by PERS~
indicates an increase of 1.45 pet'cent in the employel' contribution
rate for Management and Confidential employees, The employer
contribution rate will increase ft"om 6.047 percent to 7,497 percent
of PERS defined payroll. The annual cost is $21J,OOO. 01.-
1.1 percent of the Management and Confidential salary and benefit
payroll.
Attached is a resolution of intention to amend the City
with PBRS and an ordinance approving the amendment,
accordance with SB 53, the financial data regarding the
will be presented again for Council consideration at
Council meeting.
agreement
Also~ in
amendment
the next
The annual cost
Compensation Plan
1994-95 Budget.
for the proposed Management and Confidential
increase is $500,000. Funding is provided in the
Rec?P!R'pd., tios
Staff recommends that Council approve the attached resolutions
adopting compensation plans for Hourly employees, and Management
and confidential personnel, effective with the pay ~riod including
July 1, 1994. Staff also recommendn approval of the Reolution of
Intention and Ordinance Amending the CClLtract Bet~"een the Cit_y of
Palo Alto and the California Public F.mployees~ Retirement Syste'il.
Respectfully submitted,
~P;>.~~
SUSAN B. RYERSON
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Page Three
Resources
Resolution Adopting a Compensation Plan for flourly
Employees
Resolution Adopting a Compensation Plan for
Management and Confidential Personnel
Resolution and Ordinance re Public Employees'
Retirement System (PERS)
RESOLUTION NO. ___ _
RBSOLUTION OF TlIB COUNCIL OF TlIB eI'l"f OP PALO ALTO
ADOPTING A COMPBNSATION N.AN FOR MANAGBMENT AND
CONFIDENTIAL PRRSONNBL AND COUNCIL APPOINTED
OFFICBRS AND RESCINDING RBSOLtrI'ION NOS. 7234,
7240, 7290, AND 7334
The Council of the City of Palo Alto does RESOLVE as
follows:
SRCTION 1. Pursuant to the provisions of Section 12 of
Article III of the Charter of the City of Palo Alto, the
Compel~tion Plan, as set forth in Exhibit "A-attached hereto and
made a part hereof by reference. is hereby adopted for management
and t:onfidential personnel and Council appointed officers effective
retroactive to July 1/ 1994.
SSC'l'XOU 2~ The Compensation Plan as adopted hereln shall
be administered by the City Manager in accordance with the Merit
System Rules and Regulations.
sRCTrON 3. The CompensaLion Plan shall continue in effect
until amended or revoked by the Council.
SBCj'IQN 4. The Director of Finance hereby is authorized t.o
~lement the Compensation Plan adopted herein in her preparation
of forthcoming payrolls. She is further authorized to make changes
in the titles of employee classifications identified in the Table
of Authorized Personnel contained in the 1994·95 budget if such
titles have baen changed in the COl'r!pensation Plan.
SUCTION 5. Resolution Nos. 7234, 7240, 7290, and 7334 are
hereby rescinded.
SECTION 6. The Council finds that this is not a project
under the california Environmental Quality Act, and, therefore, no
environmental impact assessment is necessary.
INTRODUCED ~~ PASSED:
AYES:
1I0RS:
ABSENT:
ABSTENTIONS,
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ATTKST: APPROVED:
city Clerk Mayor
APPROVB'O AS TO FORM:
Clty Man<lger
SenIor Aaet. city Attorney
DIrector of Human Resources
Director of Pinance
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CITY OF PALO ALTO
COMPENSATION PLAN
~~Q.lltiMn!;Ja 1 PersQ1lllli
and CouDcil ApPQintee~
EFFECTIVE, Pay period inclu~inq July 1, 1994
thrauqh ~une 30, 1995
COMPENSATION PLAN FOR THE ClT'! OF PALO ALTO
Managament and COnfidential Per$~
SHCTION I. COMPENSATION
This section applies to all regular management and confidential positions
excapt Council Hembers and Council-appointed officers. Notwithstandinq
this ex-ception, the council may authorize Variable Management C()2I!pensat1on
for Council-appointed officers. Each Council-appointed officer shall be
the responsible decision-ttlaker under this Plan for those employees in
departments \lnd~r his/her control,
A. Managenent ~nd Confidential compensation Policy
The city's policy for management and confidential compensation is to
establish and maintain a gen~ral structure based on marketplace norms
and internal job alignment with broad compensation grades and ranges.
structures and ranges w111 be revie ..... ed annua 1 Ly and: updated as
necessary based on rnarkotplace. surve~' data, internal relatIonships, and
City financial conditions.
rndividllal compensation adjustments will be considered by the Cotlncil
appointed officor based on (1) performance fact.ors including
achievement of predetermined objectivesj (2) pay structure adjustn:.ents;
and (3) City financial conditions.
B. Basic Plan Elements
structyre. 'I'he compensation plan includes separato multi-grade
structures for both management and confidential employees. Each qrade
will have a control point which is used for budgetary purposes. ~ll
management and confJdential positions will be as~dqned an appropr lata
pay grade based on salary survey data and internal relationshipg~ All
positions assigned to a pay grade will receive compensation Which is no
less than 25% below the control point and no more than 15\ above the
control point. Actual salary within the range is determined by
performance. The normal 'Workin9 range within which most actual
salaries viII fall will be within ± 5% of the control point.
As needed competitive marketplace studies will be made of lQ-l5
agencies similar to Palo Alto in number of employees, population and
services provided. These studies will focus on qeneral salary trends
for groups of management positions SlJch as; first line supervisors,
administrative, conf idential, professional and top management.
Periodically, studies will more specifically include position-by
position comparisons using marketplace and internal relationst'~ data,
Depending on the results of these studies, the entire pay grade
structure may be adjusted or individual positions may be reassigned to
different pay grades. Such adjustments will only affect the salary
administration framework. No individual salaries will be autcmatically
ch~nged because of structural adjustments.
Fixed and variable Compensation. Management compensation inCludes
fixed bi-weekly salary and Variable Management Compensation (VMC).
'Fixed bi-weekly salary is paid on a continuing basis. variable
COl!PE!lSATION PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCIL-APPOINTEES
Page ~
Manage~ent Compensation is a one-time cash award in an amount not to
exceed 15' of the position control point. On a fiscal year basi&, the
SWI of both compensation components must fall within pay grade limits or no less than 25% be 101\.' the control point and no more than 15% above
·thlil: control point.
Fixed salary increases may be earned in accordance with administrative
~idelines based on growth within the position and performance which
meets or exceeds position standards. In addition, employees may earn
Variable Management compensation by meeting or exceeding objectives
established. under the annual performance planninq and appraisal syste:r.l.
Vari~ble Management Compensation requaliiication is neccssar}' for each
appraisal period.
~ompeDsation Adjustme~t AuthQrizati~. Each year the City Manager will
propose for council approval a compensation adjustment authorization
incorporating the r~quests of each Council-appointed officer which will
include amt,)unts sUfficient to implement base pay increases and Variabl.c
Management Compensation. The compensation adjustment authori2ation
will be based on the following factors: competitive market, changes in
internal position relationships, and the City's ability to pay.
Performance PlaDDiD.9_AruLAlm.x: .. §. .. l.e.ll. 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. 'I'his precess includes both review of previous
performance plan and preparation of the performance plan for the next
planning period (usually the fiscal year) ~ Performance plans are
jointly prepared by the employee and supervisor with the concurrence of
the department head or Council-appointed officer. The performance
plans shall contain measurable objectives Which place special emphasis
on position description duties or specific assiqnments. Progress
toward meeting objectives shall be monitored periotHcally. At the
conclUsion of the fiscal year (or review period), supervisors shall
maXe a final determination of general performance and performance plan
achievement. such determinations and recommendations shall be
forwarded to department heads or counCil-appointed officers who will
then determine individual fixed and variable compensation adjustments
according to the 9rovisions of the compensation plan.
c. Monagement and CQnfident~ Compensation Adjustment Aythorization
1. Council-apPOinted officers are authorized to pay salaries in
accordance with this plan to non-Council-appointed management and
confidentia,l ernployees in an amount not to exceed the aggregate of
approved management and confidential positions budgeted at the
control points indicated in the attached Tables fot' fiscal year
1994-95. In addition, for fiscal year 1994-95, Council-appointed
officers in aggregate are authorized up t~ 3% of the management and
confidential salary and benefit budget for the fiscal year, plus
unused Variable Mana.gement Compensation funds from. the previous
~EHSATIOH PLAN
KANAGEHENT AND CONFIDENTIAL PERSONNEL
AND COONCIL-APP¢IHTEES
paq. J
tiscal yeu· to apply toward variable Management Compensation for
individual management and confidential employees who qualify under
the provisionS. ot this Mellnaqement and Confidential CompeJlsation
Plan.
2. Individual management and confidential fixed and variable
coapensation authori2ed by a council-appointed officer under the
Manaqeaent and confidantial compensation Plan may not be less than
25' be19v nor more than 15% above the control point for the
individual position grades authorized in Table I of this plan.
3. 'the council..-appointed officers are authorized to establish such
administrative ruJes as are necessary to implement the Management
and confidential salary Plan subjotact to the liroitatlons of the
approved c0711pensation adjustl'iHmt authorization and the approved
grade and cont-rol point structure.
4. In tho event a dO\.lnward adjustment of a position grade assignment
indicates a reduction in the established salary of an individual
e~ployee, the Council-appointed officer may, if circumstances
warrant, ~ontinue the salary for such emplo}lee in an amount in
excess of the r.evised qracte limit for a reasonable period of time.
such interim salary rates shall be defined as "'i-rates.1I
SFCTION JJ. SpECIAL COHPENSA1'IQtl
This section applies to all eligible regular management ana confidential
positions except as otherwise indicated. Eligibility shall be in
contoraance with the Merit Rules and Requlations and Administrative
oir&~tives issued by the City Manager for the purposes of clarification and
interpretation.
A. Annu~l Adjustment
Annually, each employee who holds a regular full-time appointment in
the municipal service on or before July first and continues in such
status throughout the first day of pay Period 25 (in December) shall
r.c~iveJ 1n addition to the salary prescribed herein, a salary
adjustMent equal to one percent of the elr.ployee IS current annual
salary; or at the e~ployeels option and subject to management approval,
24 hours paid leave to be used prior to the January 31 following.
Annual ~djustments shall be prorated to reflect appointment from
January 1 thro~gh July of the current year, or interrupted service
during the year.
B. QYH:.t.ime. Werking Out o(~ifi£ation, and In-I.igy Holiday Pay
Compensation for ovortime work, and scheduled work on paid holidays,
shall be in conformance with the Merit Rules and Re.gulations and
Administrative Directives. Where ~anagement employees, on a temporary
basis, are assigned to perform all significant duties of a higher
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COIIPEliSATIOH PLAH
KAHAGEKSNT AND COHFIDENTIAL PERSONNEL
MID COtINC:':L-APPOI~'TEKS
Pa9''' 4
olasa1tication, the City "anager may authorize payment within the ran98
at tho hlqher classification.
C. WIght shift pta.ium
Ki'l'bt .hift differential shall be paid At the rate of 5' to regular
tUl~-tJ. .. 4f1JIployeea who ~r8 rCq\llarly assiqned to shift work between
6.00 p .... am! 8:QO ..... Niqht shitt pre .. iu .. will not be paid for
overtime hours wor~ed or to Fir& personnel assigned to shift duty.
o. Uniform Purchase Pli:m -sworll.h_lk~_ and Fire Personrutl
lIn1 fOOlS including cleaning will be provided with replacemeflt
provistona on an ~e-'needed bAGis. in confonw,nce W'ith department policy~
E. yl:QY!Ll.n.surancQ
'fhe City shall pay all premium pay7i\cnts on behalf of employees and
dependents who are eligible for-the employee-selected publ ie
Employeas t Medical and Hospital Care Act (PEMHCA) optional plan.
a) Retiroe Medlcal Provisions
1) Monthly City-paid premium contr:ibutions for a retiree
selected PE:M>iCA optional plan will be made as provided
\.~nder the public E'mployees~ Medical and Hospital Care Act.
2. Dental £Un
The City shall p~y covered plan charges on behalf of all eligible
employees and dependents. The caximum benefits per calendar year
shall be $2 /000. In addition, the City will provide 50~ of "usual,
custoaary and reasonable" charges up to $1500 lifetime maximum for
orthodontic benefits.
3. Basic Lifa Insurance
The City shall provide a basic life and AD & 0 insurance plan in a~
a»ount equal to th& employee's annual basic compensation (rounded
to tha next highest $1,000).
4. Long Term pisability Insurance
The. City shall provide lonq terf.'l disability insurance with a
benefit of 2/3 :monthly salary to a maximum of $6,000. Premiums for
salaries between of $6,000 and $9,000 per month are paid -by the
elJ!iployee.
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COMPEN~ATION PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCII.-APPOINTEES
Page 5
5. vision Care
The City shall provide vision care coveJ.:'ag8 for el!lployee and
dGpe.ndents. Coverags is equivalent to the $2'0 deductiblIA vision
Servioes Plan A.
F. ~ Oeportment -Pera~el pevelopment pr"~4~
Pursuant to administrativ~ rules governing ~li9ib11ity and
qualification, the follo'Ning may be grantt'ld tc swot"n police personnal ..
P.O.S.T. Intermediate Certificate: 5\ above base sa14ry
P.O.S.T. Advanced certificate: .., 1/2\ above bal;;.o salary
All City staff management and confidential employees are eligible for
sections 1, 2, 3, 4 and 5 of the ManagemE:'llt 8enefit progt'arn. Cit:;,'
council Members are eligible for section 3a only. Specified amounts
under this program will be applied on a pro rata basis for e~ployoes
who are part ti~a or in a management or confidential pay status (or
less than the full fiscal year.
L Professional DQyelopment_ -Reimbyr§J~.M..Dt
Reimkl"llrsernent for authoriZed self-illlprovement activities nay be
granted each management e~ployee up to a ~3xirnum of $500 per fiscal
year, except that unused reimbursement allowance m~y ~ carried
forward from t.he previous fLscal year to a ftlaxlll:UD. allowance
(current and carryover) of $1,000 per fiscal yea~. Toe following
items as defined in Policy and Procedures No. 2-7 are eligible for
reimbursement:
a. civic and professional association memberships
b. Conference partiCipation and travel expenses
(:. Educational programs/tuition reimbursement. 'the education must
maintain or improve the employeels skills in parforl'ling his or
her job, or be necossary t.o l!leet the express requirements of
the City or the requirements of applicable law. The education
to "Which the reimbursement relates "lllust not be part of a
proqunu qUlIlifying the ~lDployees for ;lnothel" trad.e or business;
or be necessary to meet the minimum educationai requirements
for qualif ication for employment. Pertllissible educational
expenses are refresher courses, courses dealing with current
developments, academic or vocational courseS as well as th.e
travel expenses associated with the courses.
d. Professional and trade journal subscriptions
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COMPENSATION PLAN
lIANAGJ'MEN1' AND CONFIDENTIAL PERSONNEL
lIIID COUNCIL-APPOINTEES
paqe"6
e. PhysiCian-prescribed personal haalth proqI:"am as indicated under
3b of this sQction.
2. Professional DavalopmBDt LeAve
Authorized paid leaves of absence for up to one year will be
qranted in accordanoe with the followin9 requirements:
a. Eligibility is subject to a minimum City service requirement of
five years.
b~ compensation during the Professional Developm~nt Leave shall
not exceed 50\ salary and full benefits.
c. When granted a Professional Development Leave shall require an
employee comrnitmont of at least two-years I service following
return from the Leave. To the extent tile full two-yoar
commitment is not fulfilled, the employee shall re-pay the City
a pro rata amount of the salary paid during the Leave based on
the percentage of the two-year commitment not fulfilled.
d. The professional Development Leave progl'ilm shall relate to the
~mploy6els job assignment.
e. An employee's job assignMent activity shall be adequately
covered during his/her absence with emphasis on the development
ot subordinates.
f. The leave of absence period shall be adequately coordinated
with departmental priorities and workload.
g. Professional Development Leaves shall be based on internship
exchangas, 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
~ana'1ement and confidential employees and will be based on an
evaluation of each employee's performance recoru. Each paid
sabbatical leave will be limited to a maximum of one year and not
more than two employees 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.
a~ All management and confidential empJoyees will receive physical
examinations in accordance with Policy and Procedures No. 2-'.
COMPENSATION PLAN
lIAlIAGEMENT AND COllf'IDENTIAL PERSONNEL
AND COUNCIL-APPOINTEES
Paqe 7
D. Subject to Internal Revenue Service regulations and with the
written prescription of a medical doctor, an employee may be
reimbursed for a personal health program as treatment for a
diagnosed injury or illness. This activit~· will be reimbursed
under H.1(e) above.
4. EXcess Benefit Reimbursement
Reimbursement tot' approved excess benefit expenses will be granted
up to a maximum ot $1,850 per fiscal year each f(.lr management and
confidential employees and shall include the following benefit
items:
a. Life insurance premiums for City-sponsored plans, subject to
federal and state tax linitations.
b. Excess medIcal/dental expenses for employee aflrj dependents
Which are not covered by existing Cit.y-sponsored plans.
c. Excess professional development items which are otherwise
approved but exceed the reimbursement limit under H.l. above.
d. Dependent car-e expenses according to the following general
provisions:
1) The annual amount submitted for reimbursernont 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 l3 years of
age and entitled to a dependent deduction under rnternal
Revenue Code section 151(e) or a dependent who is
physically or mentally incapable of caring for himself or
herself.
3) The payments cannot be made to a child under 19 years of
age or to a person claimed as a dependent.
4) If the services are provided by a dependent carE'. center,
the center must comply with all state and loce:l laws and
must provide care for more than six individuals (other than
a resident of the facility).
5) Dependent care expenses not submitted under this section
are eligible under the City Dependent Care Assistance Plan
(DeAP). However ( the maximum amount rei"mbursed 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
fiscal year, the difference between the amount used and the maximum
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COIIPEllSATION PLAN
MANAGEKENT AND CONFIDENTIAL PERSONNEL
AND COUNctL-APPOINTEES
Paq. 8
Cor pro rate maximum) may be applied at the eroploY2e's option to
deterred eo~pensation under the city Plan(s).
5.. IN.tWape at l\onya 1 I,ea ya
At the beginning of each fiscal year regular manaqement and
confidential uployees will be cl"edited with 40 hours of annual
leave which aay be taken as paid time otf ~ added to vacation
accrual (subject to vacation accrual limitations), taKen as cash or
taken as deterred compensation. When time off is taken under this
provia:lon. lO-hour shift 'Workers 'Will receive one shift off for
each 8 hours charged; 24~hour shift wo~kers will receive one-half
shift off for each $. hours charged. Entitlement under thls
provision will 00 reduced on a prorated basis for part-time status,
or accordin9 to the number of months in paid status during the
flsc~l year. Unused balances as of the end of the fiscal year will
ba pa.id in cash unless a different opt:i.on as ind icated above is
elected by the e~ployee.
H. hutomobLle Expen~lQ~
tor those eJlployees whose duties require exclusive use of a City
automobile, the. City Manager (or in the case of Council-appointed
ot,tieers l the City council) ma~' authoriz.e payment of $300 per month in
lieu thEtreof.
I. Cosmute Incentives ~nd Parking
Eaployees 'Who qualify may voluntarily elect one ·)t the following
commute incentives:
C'ivJo Center Plrtinq. Employees assigned to Civic center and
adjacent work locations. The city \\'ill provide a Civic Center
Garage parking permit. Hew e~ployees hired after July 1, 1994 may
initially receive a. parking permit for another downtown 'lot,
subject to the aY~ilability of space at the Civic center Garage.
F'U.blic Tran8it~ The City will provide monthly Commuter Checks
\!torth the value to $20. These vouchers may be used to ..... ard the
purchase of a ~onthly transit pass.
carpool. The City will provide car-pool vouchers worth the value of
$20 per month to each eligible eroployee in a carpool with two or
!lOre people. These vouchers may be used a ciesignat.ed service
stations toward the purchase of fuel and other vehicle-ralated
expenses.
Bioyol.~ The City will provide bicycle vouchers worth the value of
$20 per month to eligible employees who ride a bicycle to work.
These vouchers may be used at designated bicycle shops for related
bicycle equipl!uant and expenses.
COIIPENSIITIOII PIJ>./.
KANAGEKENr AND CONPIDENTIAL PERSONNEL
AND COUNCIL-APPOINTEES
Paqe 9
"'.llt. The city will pl"ovide ,"'alker vouchers worth the value of $20
per month to eliqible employees whQ walk to work. These vouchers
may be used ~t desiqnated stores for uxpenses related to wal~inq
such as [ootl4ar and related accessories.
J. &xpenga Allowance
"ayor
Vice Mayor
lCeL-l'i\Y PerlOO
$69.23
$46.15
K. ~EllT FQR.&l&£lIl:l..QlL!:!itlJi.,<;J;
l'.olicy St'rr~'mt
Per Month capprOXt)
$150.00
$100.00
The city of Poal!) Alto will provicte a Basic Relocation Benefits Pad.ago
for all new ~anagemcnt er.lployees. In addit ion, upon the approval of
the city Hanag6X:' or des!(;lllated subo!:'dinato, Relocation Benofits will be
available to non-managem.ent positions. Provisions of "Optional
eenefits~ or portions thereof, are intended only for rare lnstances and
require the approval of the City Manager or designee, or for council
appointed officers, the City Council.
Procedllre
Qualifications
In order to qualify tor relocation benefits, the following conditions
must be met:
1. Actual relocation~ or contracts designed to establish a fixed
dO'lQicile, shall occur 'J.'lthln one year of the initial date of
employment.
2. Existing employees promoted to a covered position are not eligible.
3. Record-keeping requirements ~ill parallel those required for
expense reimbursement for travel, conferences and ueetings.
4. Provision of Optional 8eneL~ is contingent upon completion of a
mlnimun. of two years' City et:lployrnent unless a longer term is
specified. Provision of h~_(l--.il.i2n..a--l~~.Rf:!_location Benefits for
Council-Appointed Officers. Assi6tan~_City Manager and DepartmQDt
~ is continqent upon completion of a mlniDum of five years t
City employment. Failure to complete the ~inirnum term 'Will
require repayment of those benefits on a pro-rata basis co~puted on
the actual time of city service. Acceptance of relocation benefits
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COKPENSATION PLAN
MANAGEMENT AND CONFIDENTlAL PERSONNEL
AND COUNCIL-APPOINTEES
P8g8 10
by an employee does not constitute a commitment by the City to Any
minim~ term of ernplo~~ent.
Basic packagQ
1. Prof9ssional Relocation CQunselling -An agency designated by the
City will provide relocation infort:lation and counselling to the
elllployefil, Infonation to be provided includes Itet:llJ such a8 a
personal!ted cost-of-living analysis, home and rental locations,
transportation, weather patterns, schools, recreation, ~tc~
a. En BQU\e~peDBes -Direct common carrier transportation will be
provided in full for all fanily members. Automobile ey.penses are
limited to two vehicles at the established eity rc1.te with ~ mini~\lb
of 350 miles per day to be traveled. Per diem is a}lo .... ·ed at
established City rates for eMployee and spoul'Ie/nato and at 50
percent of the employee rate for dependents. 'rrclval days allowed
are limited -t.o the actual mileage divided by 350 niles per day.
Lodging is rei~bursed in full on an actual and reasonable basis for
all family members.
3. Household Goods ~~ -Full costs will be paid for the shipment
of all personal itells norrntlilly considered llHousehold Goods." Itells
excluded include recreational vehicles, firewood, buildin9
materials, sand, boats, airplanes, i'lnd perishabl~ ite!tl9 such as.
food or plants. Shipment of up to t~o automObiles is permitted.
Storage of household goods will be provided for 30 days.
Optional Benefits
L Sale and PUrchaSE! Cost§ -The City 'Will reimburse costs that
arise in the sale andlor purchase of residences includin9:
a~ Real estate commissions on the sale of the former residence up
to six (6) percent of the sales price.
b. The employee's portion of non-recurring closinq costs on both
sale and purchase of residences limited to the follo .... ing:
Title Insurance Policy and Escrow Fees
Loan and Assumption Fees
Private Mortgage Insurance
City and C04nty Transfer Taxes
Tax service, Nota~y and Recording Fees
Credit and Appraisal Reports
Property Survey Fees
Inspection Fees
c. "points.1I on purchase of residence are speCifically excluded~
-.,'
...
') ,
. ~ , .
COKPKNSATION PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCIL-APPOINTEES
page 1.1
2. Miscellaneou@ EXpenSE! -The City will reimburse miscellaneous
expenses associated with the relocation. 'l'he amount shall not
exceed $2,QOO.
3. Temporory 1 .. ivlng Expense -Up to thirty (30) days4 temporary living
expenses will be available under the following guidelinest
a~ Lodging -100 percent of actual and reasonable costs tor all
family member-so
b. Per Diem -100 percent of the est,ablished City rates for
employee and spouse/mate, and 50 percent of the established
City rate for dependents for the first 15 days; 50 parcent of
the established city rate for employee and spouse/mate, and 25
percent of the establis.hed city rate for dependents over the
lllist J.5 days.
c. Car Rent~l -Up to 30 days for a sjngle vehicle is available
until such time as tho employee's personal vehicle becomes
available.
4. House Hunting Ex~ -The C.ity will reimburse expensl;!s for one
house hunting trip for both employee and spouse/mate. The trip
shall be limited to a maximum of sevell days. Travel expenses are
limited to the lesser of common carrier rates or the established
City rate for automobile use. Lodging is provided on an actu31 and
reasonable basis. Per diem eKpenses are allowed according to the
established city rates. Expenses for children are not covered.
5. Expenses for Renter$. -The City may reimburse the followinq
expenses for employees moving from or into rental housing:
a. costs arising from the need to break an existing lease up to a
total paynent of three times the current monthly rental rate.
b. The first and If'..st month's rent to a maximum of $3,500 on a Palo
AltQ area rental accommodation.
Additional Relocation Benefits for council-Appointed O((i~~ssi§tant
City Manager and Department Heads
As part of an employment offer I additional relocation benefits may be
authorized by the City Council for Council-appointed officers or the City
Mana'ier, Assistant City Manaqar or tlepal'tment heads. If consideration for
additional benali ts is requested by a final candidate, the City will
provide the candidate through an agency designated by the City I a pre-hire
relocatlon assistance analysis. This analysis will include; An assessment
of the value ot the huroe in the existing location and an estimate of the
proceeds that the candidate will realize from the sale, an analYSis and
reco~endations of the new home purchase or rental, loan assistance options
and their cost to the City, and area counseling as provided for in Item 4.
,: .... '
•
COllPEllSATION PLAN
M1IliAGEIIElIT AND COIIFIDEIITIAL PERSONNEL
AND OOCNCIL-APPOINTEES
Palle 12
ot the Basic packaqe. Once this analysis is complete, the apPointing
authority will design a relocation assistance package based upon the
individual's needs and circumstances, and the recommendations from tha Pre
Hire Analysis. The program may consist of any of the elements from the
saSlie Package. and/or the Optional Benefits as well as those dCGcrJbed
~lov. All direct City loans are subject to City Counoil authorization.
L Martoting Manag@1'ilent Program -If 'Clutually agreed upon by both pert .. ,~s,
the new CAO/Assistant City Manager/departmant head may wo>:k l"ll;;h an
agsncy designated by the City to market his/her home in t~le old
location through a "Marketing Management Programl'. The puxpOSr;! of this
pr09rAm is to provide the City and the new ('.fficial with a realistic
projection of the funds that will be available for housing in the new
location and to expedite tile sale of the house in the ()ld location.
2. ltir!'!ct City LQAQ.2 -The. Cit.y may extend mortgage loans to nev
CAO/Assistant city Manager/department heads as part of 6l relocation
assistance package. Tile two loan optiong are~
a. AlSjustable Rate XortqA9'e -This lOi'Ln may be secured by a first or
second deed of trust and may be fully amortized or for interest
only. The interest rate will he s.et at 1/4 pl;!l'cent above the City's
earning rate on its investment portfolio, and will be adjusted
annually. The terT:I of the loan will be set ';:,y t,h.e city Council for
a period not to exceed 15 years, but will ba due and payable within
six months of termination of employment for whatever reason.
b. SbarelS Appreciation Loan -This loan may be secured by a first or
second deed of truBt and may be fully amortized or for interest
only. The interest rate is set at five (5) percent. Additionally,
the CAO/AsBistant city Manager/department head is required to pay
deferr~d interest equal to a portion of the future appreciation.
That portion is determined by the proportion of the original city
loan to the oriqinal house price. For eXample, if the city
provided a loan amounting to 40 percent, of the value of the home
purchased, the employee would be required to pa}' 40 percent of net
appreciation, if any, as deferred interest on the lI.)an (net
appreciation means appreciation after selling costs are deducted
from sales price). 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 emplo)'lDent for whatever
reason.
Location of Property -To qualify for a Direct City Loan j the home
being purchased must be located within a twenty-mile radius of the
Civic Center, excluding property west of Skyline Boulevard (Highway
35) •
Loan Limits -Direct City Loans cannot ex~eed four times the annual
salary of the lendee/employee.
/1
CQKPENSATIOH PLAN
·.it .. " ••••• ';;-','--.
MANAGEMENT AND CONFIOENTIAL PERSONNEL
AND COUNCIL-APPOINTEES
page 13
\
'. I
3. Short T.a-Interost Byy-Pown .. The City may pay a portion of the
inter •• t for the first three years on a loan obtained by the
CAO/As81atant City "anager/dep~rtment head from a commercial lender.
The City's portion ot this "buy-do~n" is greatest in the first year and
declines by 50 percent th$ second and third year with the lendee paying
the full 1nt~~e8t rate on the loan beginning with the fourth year. The
"buy-down" tor the first year \/ill be 2 percent, unless otherwise
dot.rained by City Council.
4. Additional fuz-ch'Oilf! C~ -For CAOjAssistant city Managerl departr:w.ent
heads only, l'pointsn on the put'"chase of a new residence are eligible
Cor inclusion in this program.
S. RMt.,al Subsis;ty -If it is determined that b~' choice, or for whatever
reason, the new CAO/Assistant City Manager/ department head will be ~
lon9-terr::!: renter, the City may provide rental subsidies up to a maximum
of $SoO/flonth fOl" 48 nonths.
RegulatioDs and Cuidelines
1. The City Manager, or designated subordinate, ~ill institute and revise
internal procedures t.o assur.e the efficient delivery of services to the
neli e;nployea anct l!'!inimize costs to the City. This will include the
determination of whecthet'" direct City payments, advance of funds or
employee reitlbursamellt is most appropriate for a given program element
or employee.
2. The City Manager. or designat.ed subordinate, will dcte~min$: the
appropri~tQness of inclusion of specific itaros tor reimbursement under
this pr"'J1"u. .
3. EXpens~s incurred by the employee during relocation which are not
covered are:
a~ Payaents to friends for assistance.
b. Auto.oblln repairs.
c. Costs incut'"red durinq the relocation but not directly relatea to
peJ:8ona.l transportation or fOlVardinq of household belongings, i.e.
uninsured losses during tt'"ansit, entertainment expenses, etc.
4. Budgeting of all relocation expenses will occur in the Human Resources
and Utilities Departments.
5. Upon approval of the city Manager, provision of benefits under the
section House Hunting E~penses and Professional Relocation Counselling
lIey be pr<wided ~fore an employee forma] ly accepts an offer of
employment with the City.
COl!PENSATION PLAN
MANAGXKENT AND CONFIDENTIAL PERSONNEL
AND coWelL-APPOINTEES
Pa\le 14
L. Retir§m§pt
.,
;.,
1. The City shall pay the mandatory seven percent (7') employee
Public Employees I Ratire!l]ent System (PERS) contribution. Such
"",ployer paid contributions shall be paid b,' the city in lieu of
amployee contributions notwithstanding the tact that such a.ployer
payment of contributions ~ay be designated fiI$ employee
contributions for purposes of PERS. This provision shall apply to
Council-appointed officers and all regular I!usnaqument and
confjdential employees r except that for sworn police and flre
management e'lllployees the city shall pay the '1:Ulmdat~,~y nine percent
(9%} Qf the employee's PERS contribution.
2. Notwithstanding subsection 1. above, upon fi11ng a notice of
retire~ent, the 7\ city-paid PERS contribution (9\ for sworn police
cmd fire managemont personnel) will be converted to a salary
adjustrngnt of equal amount on a one-ti~e irrevocable basts for the
final twelve :months iT"lJ'.lE"diately prior to retiretlcnt I pt"ovided that
all of the following conditions aLe reet:
a. The employee J:1ust have at least 20 years of PERS member set"vice
credit as of the date of retire;t\onti as an alternative
employees hired prior to August 15. 1988, may quality by
attaining the age of 55 at the date of retireDent or attaining
the PERS benefit factor of at least 75%.
b. Twelve months prior to retirement the employee u,ust give notice
to the city fo~ a retirement date certain.
c. During the ll-month conversion period, the employee shall pay
PEltS employes contributions. Pl:ovisions will be implemented as
$oon as possible to allow for these contrib~tions to be made on
a" tax-deferred basis.
d. All provisions of this subsection are ~ubject to and
conditioned ~pon compliance with IRS re9!Jlations.
3. In order to continue after ,June 30, 1994, the provisions of
paragraph 2 above, as soon as possible, the city will contract with
PERS to provide "Reporting the Value of Elllployer-f'aid Member
contributions as Compe.nsation in E'r!!ployees ' Final Compensation
PeriOd by Contract Amendmant (Government Code section 20615.5)."
M. sick I@aye Conversioo
Management employees hired on or before December I, 1983 'Who have 15 or
more years of continuous service, 600 or more hours of accut:lulated
unused sick leave and otherwise qualify under sections 604 and 609 of
the Merit System Rules and Regulations, may convert sick leave hours in
excess of 600 to cash or deferred compensation, according to the
COMPENSATION PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
~~ COUNCIL-APPOINTEES
Page 1~
fo~ula Bet forth in section 609.
conversion is $2,000 per fiscal year.
N. Mial Al19wapce
--:'
The ma)(imum amount of such
:Management employees assigned to attend night meetings are eliqible to
r~c8ive, rel~buraement for actual expenses up to the dinner rate Ii.it
established in Policy and Procedures 1-2 for out-of-town meotinqs.
This provision covers only receipted roeals actually taken.
----~-~
CITy O~ PALO ALTO ~PENSATION PLAN
~NAQ[MENT ~ERSONNEl
EFFECTIVE: Pay period including July l~ 1994
Cl.ASS GRADE CONTfl:OL APPROX APPROX APPROX
NUM nTl..E COOE !"OINT Ar.:HUAI. alwWXlY HRLY
157 ADM I-IUMA~ RES ., 4.473 53,884 2,064,80 25.11
lZ, ADM HUMAN SVCS '7 $,2:oe 62,413 2,403.20 30.04
111 ADM PUBLIC W~KS 40 4.U5 57,901 2.227.20 27.'4-
os. ADM UTILITIEs 40 f, .1l:l5 57,901 2,2.2i .:<'0 27. lot
lOA .0\1)104 ZONING 33 S,78:J. eo,13G 2.6Sg,20 3~.24
070 AOMIN SEeRE1AR¥/C~ •• 4,140 ~9 .891 1,$11.20 23.29
~;'-,~~",," "':""?"'\" ,'~:~~.v:"'I,~~,~;"':J,}'-
115 ASST SUllO orFICIAl 33 S.7S1 69.133 2,659.20 33,24
09' ASST CHI£F POLICE 25 7.05e "'.678 3.256.S0 40.71
132 ASST CHIEF POl.ICE-AD " 7,816 91 t3gS 3:,515.20 43.84
OSl "SSt C~IEF POLICE-IN 23 1.420 88,044 3:,42.t.8Q 42.U
10' ASST CITy ... TTY 2. 1,3?,:) 7G .... !! 2,9-41.60 36.77
10' ASST CITY ClEfl:K; 4, 4.250 '51,001 1,961.60 -'4,52
, I 107 ASST CITY MANAQE~ ,. 9,292 111.'50' 4.2l53.30 53.S1
;~' 14Z ASST DI~ ,U8Lle WRK~ 23 7,420 ".0"" 3,4Z4.ll:o 42,81 .',:,'-,
t" 170 ASST or~ VT/ADM SVCS 2. 7,ass 3.&.616 3,2SIS,80 "0,71 ' ~'.-'
3.691.20 .016.14
::r:.'-'
"" ASST DI~ UT/ENO/OPN 20 7,997 9S ,971
065 ASST DIP. UT/RES MGkT 20 ., ,817 ftS , 9'11 3,£91.20 46.14
073 ASS1 ~I~ANCE DIR 2. 6,373 78,4$1 2,941.80 36.77
111 ASST ~1:RE CHIEF 2. 7.0S6 84,~78 3.256.80 40.71
! •• ASST FlEET MGft 43 4,473 53.8a4 2,084.80 25.81
102 ASST MGR WQCP 3. 5,821 6)',454 2,594.40 32.43
088 ASST p~ANNrNQ OfF 33 S,7U 89,139 2,659,20 33 ,24
F
.,
10' ASST TO CITY "OR 35 5,475 65,707 2,n7.20 31. ~i
~,' ,.;
';. ~
, ______ ~,-,., n 'E9?..-
ClTY Of ~ALO A~!O COMP!NSATXON ,LAN
MANAO£M£NT PERSONHE~
HHCTlVE ?ay period ineludiu2 July 1. 1994
CL.ASS GRAD! COHTItDt. ""PftOX AI'~OX ... "II:OX .UM TITlt CIX>' ,OINT ~HHUAl. tlI ·I-'t(LY HIil:LY , .. AUDITOR ., .,043 4.,S2cJ :,880,",0 2:1.33
"' 8ATTAlION CHIEF ~J2: 5 .• 0. 70,i07 2,727.<0 3<1.09
, ' 111 CHIEf BLO orFICIAl ~7 8.711 80,Sl7 J .097 .80 38.72 , , ... CHI£F OFf-EHEP'Q OPH$ 37 5.205 6Z.483 2,403.20 30,0.&
11> CHIEr PlO ~FICIAl .. a,SA, ?I,Set 3,021 110 37.77
•• 2 CHIEf TRANSP ~F 2. ',5.8 7',S81 3,021,eO 31.77
••• CIYv TRAFFIC [HOR 31 8,011 72,737 Z,797 eo ~ •. 17
125 ClAI~S INV/PARAl£OAL •• ".140 -4D ,au 1,$111.20 23."
080 CONTfl:ACTS AOMIN 51 3.652 43'.125 1,585.80 21.07
195 COORD COMMUNICA SEltv 2' e .373 1"',481 2:.941..80 36 77
041 COORD rNVI~ON PROTte 34 5.$21 87,.S" 2: 594 40 32 43
"' COOIi:D LIB CIII;C •• :l,931i1 41.278 1,818.40 22 73
13. COORD PIJE. IoiKS PROJ 47 4.043 41 ,526 1,t66.40 2:3,33
.$1 COORD uTI~Iry PROJ 43 4.47"3 S3,634 2.064 80 25,81
,.3 COORO WGw PROJECTS ., 4,.13 53,684 2,064 ao 2=>.81 t'
071 OEPUiV CITY CL£R~ 51 3,852 43.a2S -,.eas 60 2:1,07
.15 OEpUTY OI~ PW OP~NS 27 EI.711 80.S37 3,0'>17 .60 32.72
L'" l~Z CEPUTY' 0111: UTIL 10,2$$ 123,073 4.733 60 59.17
' '~ .
10
12. OIR ARiS & CV~lURE 2~ 6,373: 78,481 2,941. 60 36.71 I'·· .. ;
0'l2 on COMM SVCS 20 7,9&07 95.971 3,691.20 :.6.14
081 DIR fINANCE ,. 11',201 98,488 3.73800 47 3S
133 DIR HUMA~ RESOuRCES 2. 7,997 95,911 3,flSl . .20 46 14
128 DIR INFO RESOURCES 21 '1,805 93.6$2 3,602 4.0 45 03
~ ,
CITY OF PALO AkTO COMP£~SATION PlAN
~NAGEM£HT ,.eIitSOHNtl.
EFF'ECnVE Pay period 1n~lu41ng July 1. 1994
CLASS: O.ADE COtfTItOl ","OX "'pPROX ",'ROX
'U~ nTU C<»( FOI"T ANNUAl. 8I-WP:1. .., HRly
131 DIR LIBkAlttEs: 2' 7.233 .e.7S11 3.3'31 40 41.73
194 Ol~ PA~KS & GOl.f CRS 27 .,.:r11 '0.'31 ~.C9(, eO "3 ... 72
". ~lR PI.AN/COMM ("VIR " ',1:0" 91 .... J."fS1I 00 4' .3;
>3$ orR PW/CITY t':NG~ 1~ I,U, 108.142 4,012: "'0 51. 03
137 DIR REC , OPEN $9C 27 ',Hl SO.S37 3.097.t:o ~I 72
121 OI~ VTILITIES 10 10.2~. 12l.0n 4,73~,t10 SIll.17
/j 0'7 eMS COORO .0 4 .• 25 57,907 ;:.227.20 27,14
12. (NOR MeR * El.ECTRIC 23 "1,420 18.0 .... 3.424 80 ".2,11
120 (NCR MG~ -WGW 24 ".233 1"'.7t11 3.J38.40 4,1.,73
138 E:W:£CU'T%'JE: ASSISTAfrl:T 43 ..... 73 53.8:1" 2.~U 10 25.11 I ,~
105 FACIl.!TI£S E~:~E£R ~1 e ,Oil ".2 ,737 .{ ,797 60 )4 fH . ' ',; . :~4:;.
0" FIN SYST ANAlYSl ). 4.$'50 5~.404 2.2A4,80 ~&. se t
0 •• fINAnCIAL A~ALYST •• 4.140 49,091 ":'.311.20 23.8S1
130 fIRE CHIEF ,-" 1.207 Sl8 ...... l,188 00 .7,35 ~' . ,
101 f:'tR:£ MARSHAL 30 $ ,222 ,. ... ,672 ;(.8)"2.00 :1$ 90
127 nEn MM('.\u~R ~. 5,342 G~,105 2.4&5.60 30 82
101 HUMAN ~ES~JRCES REP 40 ",a25 S7,90? 2,22? 2"0 27 3.
0 .. LEGAl. ASS!STANT •• 3,a"1 ~e:,092 l,772.tO 22 l:S
0'0 MANAGEM(NT ASSISTANT 51 3,852 4'l,e25 1.t8S.60 21.07
08& MANAGING A~BCRIST " 4,$93 55,120 2,!~O,OO 26 Se-
079 MGR ACCOUNTING 31 8,061 72,137 2.79".00 3~.'7
049 MOlt BUDGET ,. s. eZl &7 .4~~ ~.~94 40 32,43 ;:
'", , .. MGR COM:'! o,£~ ,. 4.0$0 5",40. 2.284 80 2I.se ~ , ,
I I,
: :;'
".'.
::;..~ , ,_.<.".-:;J,'
'-',." .
CIT', OF PALO AlTO Ca1PENSAnOH PI..AN
MANAGEMENT PERSONNEl
EFFECTIVE Pay period incl~d1ug July 1. 1994
CLASS GRAD[ CONTITOL APPRO)( APPROX AP~r(OX "U" TlTlE COO£ POINT ANNUAL BI-WllllY ~RlY
110 MO~ COMP SUPP CNT~ 31 8.081 72.731 2,797,60 34.97
19' MGR CUBBERlEY PROG 2. 6.3nt 70,481 2,941 60 36,17
141 MOR CUlTuRA4 CENTER ., ;',25-0 51,001 1 (!lH,fiO 24,$2
1-0 MOR DATA COMM & TElE ., 4.707 56,492 2172,80 27. HI
14$ MGR DATA PROCESSING 31 6,061 72.73i 2797.S0 J4 1)1"
07' MG~ DEV MN & PLij p~J " 5.781 EI',l39 2,659 ~o 33 24
063 MGR tCO~IC R£5 2. $,~4' 78,561 3,021.t;O 37 77
lOS MO~ ELECTRIC OPRNS 27 6,711 80.537 3.09".£0 ::1'.72
000 MGR EM~ 8ENEFITS 3' S,,41S 65,707 2.527.20 3). Si
04S MGR EMP REL & CMP 35 5,475 eS,707 2,5Z7.20 :ll . Sf
10' l1GR [MPlOVM(N"I" 3, ',415 65,707 2,~,::",ZO 31.5A
0.3 MO~ UN CONTROl PROO ,. ",t~O S9,404 2:.284 40 N 56
030 MaR ENvA~ C~PLtANC£ 2. 7.233 U,7U 3,3:;:t.40 1ll.1:):
1>1 MGR HUMAN RES & DEV 35 5,475 !is,707 2,~21" 20 31 $1)
151 MaR LAB SERv!Cls 3' 5,021 e7 . .l54 2,'S,4 40 32 .l I :,-,
,. 142 MaR LIB B~ANCHES <. 4,U~ 57.g0r 2,:Z27 20 27. ,.
'. ~ . i 17' MaR MAIN LI& SVCS _0 4.US S7,90" 2,227.20 27, ....
! 001 MGR POLICE COMP SyS .. 4.S'3 55,120 2,120 00 .('Cc,SO
" 09' MOR PU~ & CNT~ AOMI~ 3t S.521 lSi' ,4S" 2,Sa4 4(:1 3.2,43
I lO:: MGR ~EAL PROPERTY 31 I.au 72.7'J7 2,797 &0 34,17
! ,.0 MOR RES CONSEltv 34 S,12J 1!:7 .454 .2,594 40 :1:;:,",:)
I In ~R ~E~ !"LNG 23 7,'20 11.044 3,4~4,$C 42.11
, 160 MOil: SOL 10' W'AST£ ,. ",'~O sa,6CW 2 .2U. 10 21.S!! ,
f~
j,.
!'
" ..
CITY OF PALO ALTO COMPENSAtiON PLA~
~NAOEMENT ,ERSQHN!l
EfFECTIVE Pay per10d 1ncl~ding July l. 1994
C~ASS QRAOE CONTROL APPROX APPROX APPROX
HUH TITl,t COIlE POINT ANNUAL BI-WKlY HltLY
15. MGR UTll OP~NS WOW 30 8.222 74.672 2,372,00 3S,90
08. ~~ UTILITY RATES 32 5,90' 70,t07 2,721 zo 34.0$
.78 MGR WQC PLANT 24 1,233 aa,79a 3,33a.40 41.73
08. POLICE CAPTAIN 20 6,373 78.411 ~,941. eo 1(1.77
147 POt leE CAPTAXN-ADV .. 8,878 I:2:,S55 3.11$.20 39 6$
052 POlleE CAPTAIN-tNT 27 6.711 &0,53" 3.09760 38.72
Ot. POLICE CHIEF 20 7,997 SS,971 3,e91.20 48.14 ,.. POLICE C~IEF-ADV 17 g,825 103,500 3,980.80 411.76
050 POLICE CNIEF-INT .. 8,411 .1,00,'42 3: .832 .40 48,~3
080 P'OLICE :.,.IEUT 3' 3,415 65,"07 2,527.20 31.59 , .. POl-leE LIEUT-ADV 32 5,90! 70,907 2.727.20 34.09
053 POLICE ~I€UT-INT 33 :5,761 63,139 2,5:;~.20 33 24
0,. P~OG COORD RES CONS " 3,013 60,8$1 (: .341 60 29.27
198 RISK MANAGER 35 5.415 55.707 2,527.20 31.59
07' SAFETy OfF leER 43 4,.(73 5:;,61-4 2,064 80 25.11
117 SR ACCOU~TANT 39 4,850 :53,40" 2,284.80 28.56
!52 SR ASST ClTy ATTY Z3 1.no 89 ,044 3,'2'.80 42.81
1-30 SA: AUDIlOII: 3$ 4,950 ~9,404 2.2U.BO 21,~8 , "
193 Sit 8uYEJI: •• 4.1"0 48,801 t.911.20 23.8;
1&7 SR ENGINEE~ 31 8.081 n.737 2,?91.60 34.9" , '~$"
,'"
"g SR FINANCIAL ANlYST 3' 4,950 59,40" 2,284.~O 28,:se
". Sit POWER ENGINEER 2. 8.373 78,411 ~ .941 ,60 36.71
0 .. SR R(SOURCE PLANNER 2. 8,373 )",."11 2,941.i50 38,77
CITY OF PALO ALTO COMPEHSATIDN P~AN
MANAGEMENT PERSONNEL
£~FECTIVE Pay period including July 1. 1994
CLASS GRADE -CONTROL APflROX .t,PPROX J\PPROX NUM TITLE COO, POll'llT ANNUA,L 8I-W'!(~'r HRl'r
190 $r~FF ACCOUNTANt ., 4,043 48,5215 1,868 40 2'.3Z
ISS SUPT ANX"""L SER.VIC(S 40 4.825 57,907 2,n7.2C 2'1 84
t . :dt1~?}f~~;:~:~J III SUPT GOl~ COURSE 3. 4,950 59.404 2,2Z4 SO 28 56
172 SUPT OPEN SPCE & SCI 39 4,SfSo 59,404 2,284.30 2$,56
17, SUPT PARII;S 3. 4,Sl50 59,40.c Z,2JJ4.8D 28.Se
lOS SUPT Pw OPNS 3. 4.'50 59.404 2,284.80 2&,58
1 .. SIJPT fI:(CR[A,TION 35 ~ .... 75 fJ5.707 2,527'.20 31.59
043 SUPV ANIMAL SVCS .0 3.14S .c4.9.* 1.728.80 21.81
015 SV~v BLDG INSPECtXON ,. 4, il5a 59.404 2: ,:;::U.ao 28.58
102 SUPV e~DQ SERVICES 4' 3.841 .'.092 1.7'"2.30 22.18
097 SU~V DATA PROC 3< S.3.;Z 04.105 2.405.00 30.'2
047 ~UPV ELECT OPNS P~OO 30 4,950 59,404 2'.214.80 :o!3,56
11. SUPv ELECT SYSTEMS II 5,751 fJIJ .139 2.~59.20 33.2.
161 :iUPV FAC1L MGT 4Z 4,593 55.120 2.120.00 26.50 ",I
07'! SUPV FACI~ITY PROJ S2.332 2.012.ao \ •• •. 361 25.18 :-:1 , 04, SUPV IND WASTE 40 •. 325 57 .• 07 2,2Z7,ZO 27 84-i !!:", ,:
>i 113 SUPV INSP/SURV PW ., 4.593 55.120 2.1<0.00 26 .~O
'.,' ,., SlJPv JR MUSEUM .. 4,250 51,001 1.961.60 2 •. 52 ,
078 SuPv LIBRARIAN .. 4,250 SLOOl 1,3S1.(l0 24.S2
154 SUPV F'MIliS 4. •. 593 S5.1Z0 2.120 00 • 26.50 ,., SVPV POlICE SERvICE .. 4,250 51,00l. 1,951.60 24.52
','. , ' ..... , '.',.'.
.:.~ ~ .-174 SUPV PU8~IC WORKS .2 •. ~93 55.:.20 2,120 DO 16.50
082 SUPV RECYCLING .PROO 51 3,652 43.825 1.585 60 21.07
I" .'~
* "
CITY Of PALO ALTO COMPENSATlON PLAN
MAHAGtMtH'l' PERSONNEl.
EFFECTIVE Pay p~r1od 1n~1~d1Dg JulY 1. 1994
CLASS GRADE CONTROL A"p~CX A$I'PIIOX APP~QX NUM Tln.£ COO, POINT ANNUAL IlI·~LY WRLY
'24 SU~V REPRO & ~IL " ;J.~S.2 43.125 1.685.60 21.07 17. SUPV P.EVENUE CQLL ., 4.041 43.~Ze: 1.3"640 23,::J3 It, SVPV SHQp &fltLD WCW 37 5,201 &Z.4tJ 2.0(03 ZO 30.04-."' SUPV SY~T OPE~ SCHEO 30 '5,1U 80.1:S~ 2,659.20 33.2" 11' SUPV iHEATRE PROGMS " ",25O 51.001 1.IHi!.60 2 •. 52 .87 SUPy UiIl COMP SVCs " 5,342 64,105 Z.465 60 30.12-l79 SUPV UTIl CUS SVO c~ 4, '.04j "'.~2e: 1.86(1,40 23.33 042 SUPV uTIL HTR RD&FLO 43 4,473 S3,6U 2.064 eo 25.11 J82 SUPy WATER T~~NS 37 S.20S 62,483 2.403.20 30.04 11. SUPV WGW 37 5.201 (12."4.3 Z.40J 20 30.0" 111 SVPV ~'OC OPER 4. 4,1:<:5 5" ,907 2.227.20 27.84 lIS SOPv WTk MTRjCRS CON '3 " ... n 53.684 Z.OC4.80 2S,$l 0 .. TREA$V~Y MANAGER ,. 5,121 67 .• ~. 2,S94 40 n,4J' 164 VETERI~ARIAN n S,7t! 811.13'~ 2,65!l.20 3J,~4 • 14. WAREHOUSE SUPV SO 3,7;'$ "4 ,til., 1 , 728.80 21.61
./:
CITy OF PALO ALTO COMPENSAT:ON PLAN
CONflOENTIA~ PERSONHE~
EFFEC'l'IVE Pay p~riod 1ncludi~~ J~ly 1,
CLASS (;WADE NU. TItlE CooE
ON EXEC S€C~ETARYvCONr 2.
905 H~N RSRCE A$ST eNF 2S
903 l.EGAL S(C-CONF 11
199'
CONTROL
POINT
3.:140
2.~4I
3.504
AP'ROX APF'ROX
AHNlrAI. eI~\oIKlY
40,0'1 1,$41.50
35,360 1.3eO 00
42.057 !,l$l760
............ ~~
APPRO;X
HRLY
U,Z"
17 .00
20 . .n
,
!
t. L:·
".",&,,;,~ I
~"', rt"J It' , r~\t." ,
,.', ,
RESOLUTIOII NO. ___ _
RESOLUTION 01' TIlE COUNCIL OF THE Crl"{ OF PALO ALTO
ADOPTING A COMPENSATIOII PLAN FOR HOURLY PERSONNEL
AND RESCINDING RESOLUTION NO. 7235
The Council of the City of Palo IU.to doee ReSOLVE aa
follows:
SHerrON I, Pursuant;. to the provisions of Section 12 of
Article III of the Charter of the City of Palo Alto, the
C~nsatioD Plan, as set forth in Exhibit -AI ~ttached hereto and
made a part hereof by reference, is hereby adopted for hourly
personnel effective r.etroactive to July 1, 1994.
SECTION 2. The Ccmpensation Plan adopted herein shall be
administered by the City Manager in accordance with the lI.e-l'it
System Rules and Regulations.
~QTIQN 3, The Compensation Plan shall continue in e€tect
until amended or revoked by the Council.
SBGTIQN 4. The Director of Pinance hereby is authorized to
implement the Compeneation Plan adopted herein in her preparation
of forthcoming payrolls. She is further authorized to make changes
in the titles of employee classifications ldentified in the TaI;>le
ot Authorb:eQ Personnel conta.ined in the 199" -~5 budget if such
titles have been changed in the Compensation Plan.
SiCTIQN~. Resolution No. 1235 is hereby rescinded.
SECTION 6, The Council fin~ that this is not a project
under the California. Environmental Quality Act and, therefore. no
environmental Lmpact assessment is necessary.
INTRODUCBD AND P~qSBD!
AYBS,
NOES:
ABSBNT:
ABSTENTIONS:
1
\ ';.
ATTEST: APPROVED:
City Clerk Mayor
APPROVED AS TO FORM,
City .... .anager
Senior Asst. city Attorney
Director of H~an Resources
Director of Finance
-"',.,.", 2
Effective:
CITY OF PALO ALTO
COMPENSATION PLAN
Hourly Employees
Pay period including July 1, 1994
through June 30, 1995
".",
.',,' "," 'o;",q
COKPPlSATIOII PlJ\N FOR THE CITY OF PALO A).TO
Hourly Employees
SECTION In PEfIHITIQNS
HQ!lrly hployee: lui emploYtl8 working full time or part time on a temporary
basis, or an employee 'Working a liJaited number of hours on an ongoing
basis.
SWIOH II. $I\WX I\l!D C!.ISSIFICI\'l'IOll1i
It i. the intent ot the city of Palo Alto to compensate hourly employees at
a rate of pay similar to that of regular employees performing like work.
Hourly e~ployees are to co hired within the classification framework, as
presented In the att,,-ched pay plan, that is closest to a corresponding
regular classificAtion in both lavel of ~ork performed and rate of pay.
Should an hourly employee be requi~ed to ta~0 on added duties above the
lavel of those oriqlnally required t-.'hen first hired, the employee is to be
reclassified into a new classification and pay rate \oo'hich most adequately
cork'esponds to t.h.o new duties. Conversely, if the employee is required to
perform at a substantially lover lavel, the employee is to be reclassified
into a corresponding lo~er lev~l classification at a lower level of pay.
SECIIQN XII. SPECIAL COMPENSATION
A. Holiday P0:t
Hourly employees are el1qJble to receive holiday pay only if hours
worked during the pay period when the holiday occurs plus the holiday
(8 hou~s eAch) tot~l 80 or more hours.
B. Paid Leayes
Hourly employees are not eliq1ble for any paid leaves.
C. Oyerti.@ pay
Hourly e~ployeeB are elJqible for overtime premium pay at time and one
halt when r~quired to \.Work mere than a standard. -40 hour week (for
exa~ple: 8 hours/five day week; 9 hours/four and one-half day week or
other pre-determined and pre-approved work schedulo) or on an official
City holiday.
SECT:t;OtJ IY, TERM OF EMPLOYMENT
The e~ployment term for all hourly employees shall ~e li~ited to less than
1000 hours during any tiscal year.
COMPENSATION PLAII -Hourly Employ.os
page 2
SECTION y. REYIEH. ANp SALARY INCREASM.
A. Performance Reyiews
1. Hourly employees~ with the exception of the Recreation Oep~rtment
classifications, are to be given a performance review after 350
hours, or six months, whichevor occurs fir$t, tro~ date of hire and
annually thereafter. Continued h!prQV6111ent and et(icient and
eftective service will ~arrant a salary step increase.
2. Recrea.tion Leaders will be eligiblo for con91d~t'ation tor a pa.y
increase upon completion or a ninimum of 300 hours of work and a
satisfactory perform-ance evaluation cOnlpleted by the employee's
sup$rvlsor~ Subsequent salary reviews arc qenerally conducted
am1uallYi salary -increases are not granted autoIl'latically and will
depend upon demonstrated satisfactory job performance.
~.n9.JJ,lar.Y....ruvL.l.ncr_e-"~n.t..._APR.l:!2.'L<t.\.. All starting lave 1]. and
increl':lents Must be approved by the Director of Recreation and Open
Space~
B. ~ry Increases
1. The salary increase is basad upon a r&view and evaluation of the
employeels job pertor~ance. The e~ployee must receive at least a
satisfactory rating in order to be considered fOT Do salary
incrgase.
2. The maximum number of s~lan' increases an hourly e13ployee Ulay
receive in anyone twelve"'month .... ork1nq period is Ihslited to two
(2), rcqardl$ss of total number of hours accumulated.
C. Exceptional Leadership Ability and Job P§rformance
1. Upon w-ritten justification and departmental And Human Resources.
Department approval, an individual who de~onstrates EXCEPTIONAL
leadership ability and. job performance aay bQ given a merit raise
before meeting time reguiraments~ if he/she displays outstanding
job performance.
D. EmplQYment Records
1. Employment ~ecords 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.
. .••
•
';:.'
HOURLV CLASSIFICATION DEFINITIONS
ApMlrf):$T8ATlye, PROFESSIONAl, AND MANAGERIAL
",cage.ent Spepialist:
Profossional 1:
PrQfassional II:
Administr4t)yo Asst II:
~inotQr Aide;
CLRl\lCAL
Clerk I:,
Clerk II:
Library Page:
Hay perform work associated or equal in co.plexlty
with responsibl~ City nanagerial or staff
positions. compensation to be deterain.~
according to tasks assigned and quallflcstions
required.
Perforns work. at the llwel nona~lly associated
with that of consultants r instructors, and
research personnel 'Where a speciali~ed skill or
expert knowledqe is required.
Performs work in an assiq'nment reqlJit'inq
specialized knowledge in a protassional field of
endeavor. This level normally requires a college
education with some experience but not at the
level expected for the professional I
classification.
Performs an".lytical studio9 or undertakes a
variety of project'3 wheraby previous ""ork
experience is required. Norma lly requires a
college education and experienca in the field for
wtJich the individual is to be ytilized.
Performs work in an assignment normally associated.
with that of a college student or graduate with a
minimum of "Work. experiences; generally an entry
level position.
Pl:!rfonns work in support of proqra:ra. or facilit.y
operations. Entry level or trainln-g position "With
no previous experience required.
Performs general office work which includes tasks
that requir.a use of independent. jud<.Jlr-ent, May
coordinate actiVities, work vith public, ~ite and
type basic reports. RequireB experience in
adroinistrative/clerical areas.
Perforllls office worK of a routine nature. Hay
type from drafts j file, qreet the public, answer
telephones. Requires little prior oftice
ex-perience.
under supervision, shelves books ann performs
other related library dutie~ of a simple nature.
Requires no previous experience. 'Usually high
school students.)
HOURLY CLASSIFlCA~ION DEFINITIONS, cont'd.
!Il\IHTE!!Al!CE AND ClPliU
S)c fIled kjlbgrer:
Lobor.r I:
Laborer II:
TEcmuC6H
T§;chnician I:
TecbniciM...ll:
T@ghoical Asst I.:
Technical Asst-1j=
Performs
use of
Requires
assi9ned
maintenance tasks that usuall¥ require
automated and/or technical equipment.
prior training and experience in .area
and valid california driver1s license.
Performs laboring maintenance typically in parks
or streets, May direct work of other employees.
Requires prior maintenance experience, knowledge
of power equipment and valid California driver's
license.
Performs routine maintenance utilizing hand tools.
Requires the physical ability to perform tasks
utilizing dexterity.
Position for individual whv has had some exposure
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 work as perfo~med by advanced
draftspersons and apprentice electricians.
Classification lnay also be used for individuals
involved in conducting surveys, opinion polls, and
other data collection assignments where analysis
of d~ta may be required.
Performs l~ss advanced technical work than that ~f
tile TeChnician I class. Normally requires SO"Me
specialized skills such as drafting, electronics,
building maintenance, crafts, etc.
Performs entry level' technical skills requiring
the ability to master the use of sp9cialized tools
and techniques.
A trainee position to gain experience and exposure
in the technical function normally associated with
social Services and the Arts~
'--.. ,' ..
HOUR.t..Y CLASSIFICATION OEf'INITIOnS, cont· d.
RECRUT10lf
Regr@ation leaders
· ~ecreation Trainee: Individuals lnvolved in a department traininq
proqram.
• RecreatIon Leader I: Individuals with leBs than 500 hours of recreation
leadership experience.
R.cre .. tion Leader' II: Individuals with. more than 500 hours of leadership
experience.
Reoreation Leade~ II!: Individuals with 1000 hours leadership experience
who organize and/or instruct class-type programs.
l\wotics S~"Uli-'ll
Lifeguard:
water Safety
InstrUctor
Assistant Pool
Manager
pool Manager-
PEFINITIONS
teadersh112:
Hon-Lendorship:
POLICE RESERVES
• police Reserve I:
· police Reservu II:
Individuals with up to t .... ·o years of eX,perience
supervis'\nq swimming activities.
Individuals with more than two years ~f experience
supervising swimming activities.
Individuals who assist
organizin.g
SWimming programs.
in developj.ng and
Individuals who plan and coordinate swimming
programs.
Defined ~s work experience in a paid or voluntary
capacity, in which an individual is directly
responsible for planning, orgalliz ing, teaQhing,
leading, or conducting recreational activities in
a face-to-face relationship.
Defined
fields,
cashier
as facility attendant (Le., parks,
gyms), facility maintenance, office work,
(exception, Rinconada Pool).
Reserve officer who has received reqUisite level
of training to operate in a solo capacity.
Reserve officer who must be accompanied by a
regular sworn officer or a Police Reserve I in
performance of duties.
.-M ~ n M ~ ~ ~ ~ • M ~ • • C • • .~ N • ~ ~ a " M ~ ~ • ~ ~ • ~ ~
0 M ~ ~ ~ ~ N .. • ': ~ ~ ~ ~ ~ • " ~ ~ ~ rl ~ ~ ., ~ -.
.~ !:: ~ M :: N ~ 0 ~ ~ • ~ ~ M ~ • 0 . e • ~ .. 0 M a • " • " • ~ ~ N ,. ~ N ~ ~ ~ ~ ~ • M ~ " ~ • ~ ~ • " ~ ~ ~ ~ ~ ~ ~ ~ .. • • M • M • a -• N ~ • .. " a :: :; N
~o ~ 0 " .-N .. ~ • M N • .. .. ~ w
~ ~ e M ~ • ~ M .. ~ • ~~ rl " a ~ ~ " ~
~ " ~ ~ ~ ~ ~ rl ~ ~ ~ ~
;>; " ~ • .. ~ ~ • • M a .. N ~ .. M • " >om ~ ~ 0 a N • ~ N a .. .. a • M a ~
I'·' " ); ~ ~ ~ ~ ::: !'! w ~ ~ a • ~ ~ a ~
~ ~
" :~ -" 0 N 0 M ~ a .. -~ .. .. • N ~
~ 0 ~ " M • .. .. .. • M ~ • " N .. N
~ -,~ ~ ~ M a ~ 0 " ~ ~ a -~ ~ a ~
~ ~
z " :'\ • ~::; ~ -~ 0 N 0 ~ ~ :: .. -~ ~ .. .. N ~ ~ .. ~ ~ M .. -.. M ., .. " N • N ~ '!I :~ ::: ~ " :: a .-~ .. " • 0 .. .. .. " .. " .... ., 0 " " " • ~ " " • ~ " " ~ " ~ !i ~
~ -g
~ .. M
~ " M M ~ ~ M H • " H " ~ " « " w H • Z M W ~ ~
" >-~
~ .. .. "' ~ M .. " '" ~ .. ~ W H H .. .. >-~ .. ~ ~ " .. 11 " .. H .. .. ~ ~ '" 0-W H .. .. M H '" '" .. ~ w z a 0 " v. 0-~ ~ M H .. .. ~ ~
~ ~ H " .. .. H H M .. .. 0 >-'" '" .. .. Z H H >-" « « « u u ::! ::! ~ M W '" " H « w w w W H M
;f « w >-'" w w z z " x z .. ~ « « 1; z " z z w i it; it; H M « « « « ~ 0 " z r z z ~ ;: li ~ 8 w w ~ H '" .. .. 0 0 <.> " it; « " " ~ ~ x " .. .., I:! w w w > " ~ ~ < "' <.> 0 0 ~ ~ ~ ri ~ " >-~
~ 0 ..
~ « w " " " ~ <:I: N ~ 0 .. -~ ~ ~ :: ~ ~ * .. ~ N M ~ ~ 0 ~ ~" .. ~ .. " 0 " ~ N N N N M ~ M M U r u 0% a .. ~ a a a a a a .. a a • • a .. ~
CITY or PAlO_A~TO COMPENSATI~ PlAN
HOuRly PERSONNEL
EFFECTIVE Pay period including July I, 1994
CLASS TITl£' RANGE ""M NUMBER ~H 0 ij R l Y-_ < ~'";:~= T n.ml'J~.~
"I (BJ leJ IDJ (EI
Recreatio.. te4d~T •
••• REC~EATIOH TRAIN!E 054! !,;."l s.n &.05 e.3g 0.7e.
.<5 ~ECREATIOH LEADE~ t OS10 $.70 6.03 ¢. :)8 Il.U 7.13 ... R£C~EATIOH LEADER II 0715 7.15 7.S6 8.00 .4' • S<
•• 7 RECREATION LEAD« 1%1 09", 9.4810.02 1e.de 11.21 !L~5
AquatiC9 Spec1411stB
956 LIfEGUARD 0$15 eI.1S 8,SO 0.82 1.~" 7.6;
OS7 WATER SAFETY IHSTRCl 0723 "7 28 7.10 8.14 8.51 Si.l.O
ass: ASST POOL MANAO(~ 016;) 3,8J lL1J a.65 10.20 10.78
I OS. POOL ~NAGrft' 1011 !1J.1I 10.77 J,!..l~ 12.001 l2.;~
I ~olice Rc~crvea
"0 POLICE Sl:ESr_vr 1001 10;01 1
1 ." POLICr RCS£kYE II DUO ~,9C
::
;.:.'
".-;;-
:::\4t/;":~$:~ :
RESOLtn'ION NO, __
RESOLUTION OF INTENTION OF THE COUNCIl. OF THE CITY
OF PALO ALTO TO APPROVE AN AMENIlMENT TO CONTRACT
8ETIIBEN THE 80ARD OF ADMINISTRATION OF THE PUBLIC
EMPLOYEBS' RBTIRBMBNT SYSTEM AND T!IB CITY OF PALO
ALTO (MANAGEMENT AND CONFIDENTIAL)
WHEREAS, the Public Employees' Retirement Law perroJts the
participation of public agencies and their ~loyeeB in the P'->blic
Employees' Retir~nt System by the execution of a contract, and
sets forth the procedure by which said public agencies roay elect to
sUbject themselves and th~ir employees to amen~~nt to said Law:
and
WHEREAS, one of the steps in the procedures to amend this
contract is the adoption by the governing body of the public agency
of a resolution giving not-ice of its intention to approve an
amendment to said contract, which resolution shall contain a
summary of the change propos~d in said contract; and
change:
'h"'1fBRBAS, the following is a statement of the proposed
To provide Govel."'!UJI.ent Code section 20615.5
(Reporting the value of employer paid member
contributions as compensation during the final
compensation period) for Management and
Confidential employees of the City'S miscellaneous
members, Management a,nd confidential employees of
the City's -Local Police~ members; and Management
and Confidential ernployees of the City' S ~Local
Fire-members.
NOW, THEREFORE, the Council of the City of Palo Alto does
RESOLVE as follows:
SECTION 1. The City Council of the City of Palo Alto does
hereby give ,notice of intention to approve an amendment to the
contract bet~een the City of Palo Alto and the Board of
Admdnistration of the Public Rmployees 1 Retirement System, a copy
of said amendment being attached hereto, as an -Exhibit-and by
this reference made a part hereof.
SECTION 2. The City Council finds that this is not a
projp.ct under the California Environmental Quality Act, and
therefore, no environmental impact assessment is necessary.
INTRODUCED AND PASSED:
AYES:
NOES:
1
•
\"
ABSl!NT:
AlI.9TBNTIOJilS :
AiTIlS'J': APPROVED:
cIty Clerk Mayor
APPROVlm AS TO FORM:
City Manager
Senior ABst. CIty Attorney
Director of Finance
Director of Hunan Resources
J\MI!NDIo!BN'l' TO COIITRACT
B IITIfIlBN Tl!B
BOARD OF ADMINISTRATlON
OF THE
PUBLIC EMPLOYEBS' RETIREMENT SYSTEM
AND THE
ern COUNCIL OP TRB CITY OF PALO ALTO
-.. ~ .
I!XIIIBIT
The Board of Administration, Public Employees' Retirement System l
hereinafter referred to as -Board~ and the City council of the City
of Palo Alto, hereinafter referred to as -Public Agency~, having
ente~ed into a contract which provides tor participation of Public
Agency in said System. Board and Public Agency hereby agree as
foUo"",
A. Paragraph B of the current contract is renlL.wered paragraph C.
B~ Paragraph a is added to read aB follows:
Public Agency elects to be subject to Sect ion .20615
(Reporting the value of employer paid ll'l.ernber
contributions as compensation during the final
compensation period) for:
Percent Increase
~~eL_"~k"Y in Co.,wepS"i\t..i.QzL.
Local miscellaneous 'Jt
employees in the
Management and Conei·
dential group
-Local Police~ employees 9\
in the Management and
Confidential group
-Local Fire" employees 9\
in the Management and
Confidential group
C. This alToendment shall be effective on the _day of
1994. ----
BOARD OF ADMINISTRATION
PlffiLIC EMPLOYER'S RIlTIREMRNT SYSTKM
By: "Cl!=r"S"p-, -CO=Ii"iTRA="CT=""S'"8R=V;;I;-;C"BS=-"'D"'I""V~I"S"I"O"'N
PUBLIC EMPLOYEBS' RETIRKMBliT
SYSTEM
CITY COUNCIL OF THE
CITY OF PALO ALTO
By,
'Ma~y=o~r~-----------------
Witness Date
Attest:
Clerk
, .•. ,'
ORDINANCE NO.
ORDINANCE OF TIlE COl1NCn. OF fiis CITY OF PALO ALTO
AUTHOR IZING 11.'1 AMl!NllMl1NT TO TlIB CONTRACT BE"llIlIEN
TlIB CITY COtmCIL Or;> TlIB CITY OF PALO ALTO AND TlIB
BOARD OF lIDMINIS1"Rl\TrON OF TlIB CALIFORNIA PUBLIC
BMPLOYBl!S' !UlTIREMlllIT SYSTEM (MAl/AGEMl!NT AND
CONFIDI!NTIAL)
The Couocil of the City of Palo Alto does ORDAIN as
foU"".:
£l!ctION 1. An ameodment to the Contract between the City
Council of the City of Palo Alto and the Board of Administration of
the Public Bmployeea' Retirement system is hereby authorized A in a
form. substantially similar to ·B.xltibit A· ( attached heret.o and
incorporated herein by reference.
SECTION 2. The Maj'or of the City of Palo Alto is hereby
authorized, empowered, and directed to execute said amendment for
and on behalf of the City, and to sign a ~Certificate of
Compliance;~ in the fonn sho~ as Bxhibit ·S-, attached hereto and
incorporated herein hy re!erence.
SECTIOll 1. Adoption ot: this ordinance does not constitute
a project for the purposes of the C'alifoI"nia EnviI"onmental Quality
Act C-CEQAIf}.
~lQ.H----i. This ordinance shall be effective on the
thirty-first day after the date of ito adoption.
INTRODUCED:
PASSBD:
AY2S:
NOBS:
ABSI!NT:
ABSTBN'I"IONS :
ATT1!ST: l\PPROVBD:
cit), Clerk Mayor
APPROVED AS TO FORM:
City Manager
Senior Asst. City Attorney
Director of Fina:n~c~e~--------
Direc~or of Human Resources
'\ .',
AMllNJA'lBNT TO CONTRACT
BBTIIERN THB
BOARD OF ADMINISTRATION
OF THE
PUBLIC EMPLOYEBS' RETIR~"T SYSTEM
AND THE
CI'i'Y COUNCIL OF THl! ClTY OF PALO ALTO
JaBIBI'1" A.
The Board of Administration, Public Employees' ~etirement System,
hereinafter referred to as ~Board-and the city Council of the City
of Palo Alto, hereinafter referred to as -Public Agency", having
entered into a cont.ract which provides for participation of Public
Agency in said Syatem J Board and Public Agency hereby agree as
follows:
A. Paragraph B of the current contract ia renumbered paragraph C.
B. Paragraph B is added to read as follower
Public Agency elects to be 81lbject to Sect ion 20615
(Reporting the value of employer paid member
contr:iblJtionB as compensation during the fillal
compensation period) fol.!
Percent Increase
Member category in....~llnilllL
Local miscellaneous 7t
employees in the
Management and Confi-
dential group
nLocal Police~ employees 9'
in the Management and
Confidential group
-Local Fire ll employees 9'
in the Ma..nagement and
Confidential group
C. This amendment shall be effective aD the _day of ___ _
1994.
BOARD OF ADMINISTRATION
PUBLIC EMPLOYER'S RBTIR~' SYSTSM
BY:~~~~~~~-o.~ne~".",,~~ CHIEF, CONTRACT SERVICBS DIVISION
PUBLIC EMPLOYBBS' R8TIRBMBNT
SYSTEM
CITY COUNCIL OF THE
CITY OF PALO ALTO
By:
~Ma~y~o~r-------
;;;;-;c==-=;:-:::--~~--WitneBs Date
Attest:
Clerk
EXHIBIT B
CERTIFICATION OF COMPLIANCE
I hereby certify that:
1. In accordance with Government Code sections 7507 and 20615 (c) ,
the future annual costs as determined by PERS have been made
public at two consecutive public meetings of the City Council
of the City of Palo Alto at. least two weeks prior to the
adoption of the tinal ordinance of the contract amendmenti
2. In accordance with Governmen· ... Code section 20460, the City
Council actopted a resolution of intention to approve the
contract a..llendment, followed at least 20 days thereafter by
the adoption of a final ordinance approving the contract
amendment;
3. The laber policy or agreement is consistent and in conformity
with Government Code section 20615.5
r certify that the foregoing is true and accurate.
CITY OF PALO ALTO
Date: By:....,..,;=-______ _
MAYOR