HomeMy WebLinkAbout0362.095,
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City of Palo Alto
City Manager's Report
TO: HONORABLE CITY COUNCIL
FROM: CITY MANAGER DEPARTMENT: Homn Resources
AGENDADATE: Julyl4,I!19S CMR; 362:95
SL'BJECT: APPROVAL OF COM1'ENSA TION PLA.II/S AND RESOLUTIONS FOR
BOllRLY EMPWYEES, MANAGEMENT AND CONFIDENTIAL
PERSONNEL
REQUEST
This request is for approval of various documents necessary to implement compensation and benefit
changes ICc Management and Confidential penonnel and compensation changes lOr Hourly employees
for1he pay perlod including July l, 19951hrougb June 30, 1996.
RECOMME..'WAll0NS
This.R:JXlfI recommends Couuc~ approval of the attached =o!utions adopting compensation plans for
HOOrly employees, and Management and Confidential personnel. e~ve with 1he pay perio<!
including July I. 1995 and. """,!ution amending 1he Merit System Rales and Regulations.
POLlCY IMPLICATIONS
In addition 10 salary, s=ver.l benefit change, are proposed.
EXECtT'flYE SUMMARY
Managemenl and Confidential Employees: Effective with the pay perlod inclu<fmg July I, 1995, the
compensation pIa.:! provides for conlIol point increases 10 all Management and Confidential
classificatioos of H)'/i Under the Manageroem Compensation Plan, control point adjuslmenls an: not
automatically applri:;; to employees. Ind;'vidual salary setting is authorized by departmem heads
according to employee aoo>mpllshments and perfoonance.
Amendments 10 1he Managemenl and Confidential compensation plans include ao additional 2 5 days
of vacation accrual after 14 yea..,. of service, a.od ao additional 2.5 dilY' after 19 years of service to •
maximum vacatioo accruaJ rate of 2 S da)-s of vacation; I SI SO increas(' in the amount of excess
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DIJ!IIlliemenl benefit ."ailab!. annually; reimbursement of jo!>-re!ated computer bardw= pur<hase.
10 • ma.'<lmum of $500 annually under Professioru!l Development; control point adjustments 10 four
<:Jassifications in order 10 mointain • 10 per<etJI salary differendal from bazgaining unil cfassi1katioos
sup<rvis<d; and in tonjuncoon with authorized budget changes, the addioon of c!assi1kaOOn titl .. of
Deputy C"I!] MODIlj!C!", Public lnfoonaoon O!li= and Mmager CooIPL'I<r Operations and Applicaoons
'" the Compensarlo!! Plan.
During cpcoming moolhs, staff will implerru<n~ if feasible, an additiorutl qualified saving. plan under
Section401(a} of the Internal Revenue Code, as weD as make .".ilable additional employee-paid fife
insurance to aD Manasement and Confidenti3! employees.
Hourly Employees: The salary ranges lOc 27 Hourly cl..,sifi<ations will be increased by 2.0 pen:eo~
eflCcfu·e ..nh the pay period incIudmg July I, 1995, in order 10 maintain Ihese salary range. in relation
to other compensation plans.
nSCAL IMPACT
The annual cost lOc the propose;! Management and Confidential Compensation Plan increase is
$441,139. Funding is provided in the 1995-96 budget. Annual cost lOc the proposed Hourly
Compensation Plan increase is $38,000 and is also provid<:d in the 1995-96 budget.
ENVIRONMENTAL ASSESSIIfE.'IT
This is not • "project-lOc purposes of the California E",ironmental Quality Act.
ATIACHMENTS
Attachment A • Special Control Point Adjustments
Resolution Adopting. Compensation Plan lOc Management and Confidential Personae1
Resolution Adopting a CooIpensation !'!2 for Hour!y Employees
Resolution Am<:ndicg the Merit System Rule ... "lCl Regulations
PREPARED BY: Susan Ryerson, Manager of Employee ReJatioru. &; Compensation
DEPARTMENT HEAD REYIEW: ~ ~~ ,
JAYROlJNDS
DirectocofHuman Resources
CITYMANAGERAPPROYAL: __ ~
JU fLEMING
Cit)< .anager
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SPECIAL ADJUSTMENTS
Control Point
C!ass A.ljustmetlts
~ :00: IQ. I&.QM.:
116 BattBliOD Chief 31 32
073 Supervislr.g Librorian 43 45
166 Su~~.F<yjc.~ 43 45
117 Supervisor, Theatre I'togl-a!m 43 .5
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RESOLUT!ON NO.
RESOL!n'ION OF T)lB COOIICIL OF THli CITY OF PALO ALTO
ADOPTmG A CQNl>ENSAT;:ON PLAl'I FOR MANAGEIolBNT AND
CO.NFIDRlI'TIAL PBRSONNEL AND COOIICIL APPOINTED
OFPICERS AND RESCI1I:)ING RESOLUTION NOS. 7351.
7481, 7505, and 7520
The Council of the City 'of .Palo Al-to does RESOLVE as
fellows:
SECTION 1. Pursuant to the provisions of Section 12 of
Art.icle JII of the Charter of the City of Palo AltO., the
Compensation Plan. as set forth in EXhibit -A-attached hereto and
made a part hereof by reference., is hereby a~ed for management
and confi~tia1 personnel and Council appointed officers effective
retroactive to the pay period including July 1, 1995.
SECTION 2.. The Compensation Plan as adopted berein shall
be administered by the City Manager in accordance with the ~rit
System l1ules and ;tegulations.
SECTION 1. The C<X!peDSation Plan shall continue ia effect
until amended or revoked by -the Council.
SRCTIQN 1. The Director of Administrative Services hereby
is au·tborized to ilrplement the Compensation Plan· adop-ted herein in
her preparation -of forthcan.!ng payrolls. She is further authorized.
~o make changes in the titles of employee elassifications
identified in the Table of Authorized Personnel contained in the
1995-96 budge~.. if such titles have been changed in the
Compensation Plan.
SECTION 5.. Resolution NOs .. 7l5L 1 7481. 7505, and 7520 are
hereby rescinded.
SECTION 6. The Council finds that this is DOt a project
uDder the ca11fornia Bnvironmental Quality Act., and., therefore. no
environmental ~et assessment is necessary.
INTROOUClID AND PASSED:
AYES:
NOB$:
ABSI!NT:
ABSTENTIONS :
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A'l"l'EST:
$el1Ior Asst. City Attorney
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Mayer
City Manager
Oirecto~ of E~ Resources
Pi rector of Adminietrative
Services
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ClTY OF PALO ALTO
CO~SATION PLAN
Man6gement and Cqpfideprja1 PprSQQpel
ansi £gs'Pgil Awo~ntees
pay period including July 1, ~9S5
through June 30. 1996
UlUllT A
COMPENSA'!'ICN PLAN FOR THE: CITY OF P_>.L() ALTO
Mauagewont and Qppfidential P@rsopnel
SECTION I
This section applies to all regular management and confidential positi~Jfls
except COCPCil "'-..embers and Ct:>uncil-appointed officers. Notwithstanding
this exce~ion, tbe Council ~~y authorize Variable Management Compensation
for Council-appointed otficer8~ Each Council-appointed officer shall be
tb"! respons;ble decision-maker under this Plan for those employees in
departments under his/ber control.
A. M,apa)u:,rnent and <:9''1(1 dential Compensation POl j ex
The City's policj for management and confidential compensation is to
establish and maintain ~ general structure based on marketplace norms
8.00 internal job alignment with broad compensation gra~e9 and ranges.
Stru'Cturea and ranges vill -be reviewed annually and updat.ed as
necessary based on marketplace sur~ey data~ internal relationships~ and
City financial conditions.
Individual compensation adjustments will be considered by the Ccuncil
appolnted officer based on fU perforltiance factors including
achievemen.t of predetermined objectives; (2) pay st.ructure adjust.meDt.s~
and {J) City financial conditions~
B. Basic plan Blements
Structyre. The co.i1pensation plan includes separate !!1ulti-grade
structures for both management and confider,tial employees. Each grade
will have a control point. .... hich is used for budget.a.IY purposes. All
management and confidencial positions will be assigned an appropriate
pay grade based cn salary survey data and internal relationships. All
positions assigned to a pay grade will receive compensation which js no
less. than 2S\; belo ... the co:::ltrol po5.nt and no more than 15\ above the
\.."Ontrol point ~ Actual sala.ry within the range is determin-ed by
performance. The normal working range within whir:h most actual.
salaries viII fall will be within .J-.. 5\' of the CC>n·trol point.
As needed -.competitive marketplace studies will be made of 10-15
agencies similar to Palo Alto in number of employees. population and
services provided. These studies will focus cn general salary trends
for groups of management positions sur:h as first line supervisors ..
adil'.inistrative, confidential r professional and top management •
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eIn OF PALO ll,l:ro
w.NAGEMENT AND CONFIDEN'tIAL PERSONNEL
k~ COUNCIL-APPOINTEES
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Periodically. st'Jdies will more specifically include position-by
positi~~ comparisons using marketplace and internal relationship data.
Depending on tbe results of these studies.. the entire pay grade
structure ~~y be adjusted or individual positions may be reassigned to
different pay grades. SUch adjustments ",ill only affect the salary
administration framework. No individual salaries will be a'.ltomatically
changed because of structural adjustments.
Fixed and VAriable Cs?mPensatjon. Management compensation includes
fixed bi -weekly salary and Variable Management Cornpensat ion {VMC)_
Fixed bi-weekly salary is paid on a continuing basis~ Variable
Managemen,t Compensation is a one-time cash a"'ard in an amount not: to
exceed 15% of the position control point. On a fiscal year basis~ the
sum of both compensation components I!\l.lst fall within pay grade limits
of no less than :;!s\' below t.he control p::lint and no more than 15\ above
the control point.
Fixed salary increases may be earned in accordance with administrative
guidelines based on growth ~ithin the position and performance which
meets or exceeds position sta~dards. In addition~ employees may earn
variable .Management. Compensation by meeting or exceeding objectives
established under the annual perfonnance planning and appraisal system_
Variable Hanage~nt COmpensation requa1ification is necessary for each
appraisal period.
Compensation Adjustment Aut)-orjzijt 'igp. Each year the City Manager will
propose for Council approyal a CCTI1per.sation adjustment authorization
incorporating the requests of each Council-appointed officer which will
include amounts sufficient to implement base pay increases and variable
Management Compensation. The compensation adjustment authorization
will be based on the following factors: competitive market. changes in
internal position relationships .. and the City's ability to pay.
Performance plannips apd !oorai!':al. Performance plar.nir..g and appraisal
will be cor~ucted at least annually by the Council-appointed officers
and department beads prior to revie'aling iooivid'ual employee fixed and
variable compensation. This precess includes ~h 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 a~~ supervisor with the concurrence of
the department head or Council-appointed officer. The performance
plans shall contain measurable objectives vhich place special emphasis
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COMPENSATION PLAN
)1A.."'iAG~T AND CONPID£NTIAL PE...~SONNEL
AN}) COON'CIL-APPOINTEES
page 3
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0I'i position description duties or specific assignments~ Progress
toward meeting objectives sr..all be :nonitored periodically. At the
conclusion of the fiscal year (or review period). supervisors shall
!lake a final determination of general performance and perfc·rmance p~an
achievement. SUCh determinations and recommendations shall be
forwarded to department heads or ccuncil-appointed officers ~ho will
then determine individual fixed. and variable compensation adjustments
accordiog to the provisions of the compensation plan.
C. Management and Confidential correepsatjQn Adjustment AuthQrizatiQD
1 ~ Council-appointed officers are authorized to pay s.31aries in
accordance with this plan to non-Council-appointed ~anagement and
confidential eniployees in an amount not to exceed the aggregate of
approved management and confidential poSitions budgeted at the
control points indicated in the attached Tables for fiscal year
1995-96. In addition, for fiscal year 1995-96. Council-appointed
officers in aggregate are authorized up to 3% of the ~~nagement and
confiden,tial salary a.nd benefit budget for the fiscal year. plus
unused Variable Management Compensation funds from the previous
fiscal year to apply toward Variable Management CQIDpensation for
indiyid~al management and confidential employees who qualify under
the proviSions of this Management iilDd Confidential Compensation
Plan.
24 lndividual llIanagement and confidential fixed and varia.ble
compensation authorized by a C~~cil-appointed officer under the
Management and Confidential Compensation Plan roay not be less than
25t below nor more tha.l1 15t above the control point for the
individual position grades authorized in Table I of this plan.
3. 'l'he Couocil-appointed officers are authotized to establish such
ad~inistrative rules as are necessary to implement the Management
and Confidential Salary Plan subject to the liTP.itations of the
appro,.·ed corn.pensation adjustment authorization and the approved
9rad~ and control point struGture.
44 In the event a downward adjustment of a position grade assignment
indicates a reduction in the established salary of an individual
employee.. the Council-appointed officer may.. if circumstances
warrant.. continue the salary for such employee in an amount in
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COMPENSATION PIAN
)IANAGEMEN'I' Ao'ID CONFIDEN'I'lAL PERSOmlEL
AND COl'NCIL-APPOINTEES
Page t
excess of the revised grade limit for a reasonable period of time.
SUch interim salary rates shall be d~fioed as ·Y-rates.-
SECTION 11 SPECIAl, CQMPBN$ATIQN
This section applies to all eligible regular management and confidential
positions except as otherwise indicated~ Eligibility shall be in
conformance with the Merit Rules and Regulations and Administrative
Directives issued by the City Manager for the purposes of clarification and
interpreta t ion_
A. Annual Adjgstment
Ann·ually" each employee who holds a regular full-time appointment in
tbe municipal service on or before July f{rst and continues in such
status thrcugt~t the first day of Pay Period 25 iin December} shall
receive, in addition to the salary prescribed herein" a salary
adjustmen·t equal to one percent of the employee's current annual
salary; or at the el!lplo'.lee's option &_nd 6W::!ject. to management approval ...
24 ho.lrs paid le_~V'e to be used prior to the January 31. following ~
A..''l1lual adjustments shall be prorated to-reflect appointment from.
January 1 through July o-f the current year, or interrupt:ed service
during the year.
B~ Q{ertime Werking Out of C1assjficatjQo and t?~Lieu Holjday Pay
compensation for overtime worx 1 and scheduled work on paid holidays.
shall ~ in conformance with -the Merit Rules and Regulations and
Administrative Direct:ives. Where managemen·t employees. on a temporary
basis. are assigned to perform all significant duties of a higher
classification" the city Manager w~y acthori~e payment within the range
of the higher classification.
c. Njgbt Shjft Premiym
Night shift differential shall be paid at the rate of 5\ to regular
full-time employees who are regularly aSSigned to shift ~rk bec~een
6:0<1 p.m~ and 8:00 a.M. Night. shift premi'l.im will not. be paid for
overtime hours worked or to Fire personnel assigned to shift d.uty.
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COMPENSATION PLAJII
MANlI.GEKENT AND <X>NFIDENT IAL ~ ERSONNEL
}.NO COCNCIL-APPOIN"rEES
Page 5
I/. Un j tpA purcha6e PLam ~ SWOrn Pglice aM Fire Personnel
Unifor&B including cleaning will be provided with replacement
provisions on an as-needed basis in conformance 'With depart~nt p:-licy.
E. GrOHP Ip§urance
1. Health pliP
The City shall pay all premium payw~nts on behalf of employees and
dependents "'00 are eligible for the employee-selected Public
Employees' Medical and Hospital Care Act (PEMHCAJ optional plan.
a) Retiree Medical Provieions
1) .Monthly Cit.y-paid premium contributions for a retiree
select.ed PEMHCA optional plan will be made as provided
under the Public Employees' Medical and Hospital Care Act.
2. pental P] an
The City shall pay oo~ered plan charges on behalf of all eligible
employees and dependents. n.....e maximum benefits per calendar year
shall be $2 .. 000. 1n addition .. the City vi}l provide 5,0% of -usual ...
customary and reasonable-charges up to $lS-:lO lifetime maxirrr'..Jm for
orthodontic benefits.
3~ pasie Life Insurance
The City shall provide a basic life and AD & D insurance plan in ar~
amount equal to the employee's ~~ual basic compensation {rounded
to the next highest $1,000).
4. long Term Pisability Ipsurance
The City shall provide long term disability insurance with a
benefit of 2/3 -.r,onthly salary to a It'.aximut\l of $6.00,0. Premiu'mS for
salaries between of $6,000 and $9.0'00 per month are paid by the
employee.
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COMPENSATION PLAN
Kl\NAGEMEN'I' AND .:'ONFIDENTrAL PERSOI'NEL
AN!) COUNCI L -APPOINTEES
Page 6
5. Vision Care
The City shall pr-ovide vision care coverage for employee and
dependents. Coverage is equivalent to the $20 deductible Vision
SerY'ic::es Plan A.
F. Police Pftpartmect -Personnel peyelopment Program
Pursuant to administrative rules governing eligibility and
qualificat-iclll. the following It".ay be granted to sworn police personnel:
P~O.S.T. Inte~ediate Certificate: 5\ above base salary
P.O.S.T. Advanced Certificate: 7 1/2\ above base salary
G. Management Benefit Program
All City staff management and confidential ~mployees are eligible for
Sec;:t.ions 1 .. 2 ... 3 ... " and 5 of the Management Benefit Prog:!"al1l. City
council Members are eligible for Sect ion 3a only. Spectfied amoc.nts
under this program ~ll be applied on a p~o rata basis for employees
who a~_~ part time or in a management or confidential pay status for
less than the full fiscal year.
1. Pr0fessigoaJ Development -Rejmbllp::.eTiJeOt,
Reimbursement for authorized self-improvement activitjes may be
granted each management employee up to a maximum of $50·0 per fiscal
year .. eX9~pt that un'used reimbursement allowance may be carried
forward from the previous fiscal year t.o a maximum allowance
[curretlt and 'Carryover] o-f $L 0,00 per fiscal year. The following
items as defined in policy and Procedures No, 2-7 are eligible for
reimbursement:
a. Civic ar~ professional association memberships
b. Conference participation and travel expenses
c. Ed-ucational programs/tuition reimbursement. The education must
maintain or improve the employee's skills in performing his or
her job .. or be necessary t.o meet the express requirements of
o
COMPENSATIo!; PLAN
IIAIIAGEMEN'!' A!'I!> -CON>' I DENT I AL FSRSOt.'NEL
AND COONCIL-AFPOI~7EES
Page '1
tbe City or the requirements of applicable latot. The education
to which the reimbursel!lent relates must not be part of a
program qualifying the employee9 for a~her trade or busi~ess;
or be necessary to ~et the minimum educational requirements
for qualifV::ation for employment. Permissible edu~at.ional
expenses are refresher courees, c~r6es dealing with current
developments 6 academic or vocational courses, computer sofeware
and bardware to a maximum of $500 per fiscal year related to
such courses~ as ~ell as the travel expenses associated with
the .courses.
d. Professional and trade journal subscriptions
e. Physician-prescribed personal hea.lth program a9 indicated \l.ii.der
30 of thie section.
? Professipnal Dey~lqpm?nt leave
Aut.bol:'ized paid leaves of absence for up to one year will. be:
granted in accordar.<e with the foll~09 requirements:
a. Eligibility is subject to.a minimum City service requirement of
five years.
b. Compensation during the Profeasional Development Leave shall
not exceed 50\ salary ~~ fu1l benefits.
c. When granted a Professional Development Leave shall require an
e~~loyee commitment of at least two-years' service following
return from the Leave. To the extent the full t.wo-year
commitment is noc fulfilled .. the errployee shall re·-pay tbe City
a pro rata amoU.''lt of the saJary paid during the Leave based on
the percentage of tbe two-year colIt'llitruent not fulfilled.
d. The Professional Development Leave program shall relate to the
employee's job assignment.
e. .An ernployeeYs job assignment activity shall be ad.;quately
covered during his/her absence with emphasis on the development
of subordinates.
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CCMPENSATIO!I PIA.>q
MANAGEMEI/T AND CONFIDENTIAL PERSONNEL
AND COIJlIC IL-AFro :::NTEES
Pa.ge 8.
f. The lea.ve of absen<:e period. shall be adequately -coordinated
with departmental priorities and workload.
9. Profesaional Development Leaves shall be based on internship
'exchanges ... and/or loaned executive arrangements; scholastic
and/or-authorship programs; or educatiotlal tra.vel-study plans.
Leave of absence schedules ~ill be apportioned arrKh~g all levels of
management and confiderttial employees and viII be based on an
evaluat.ion of each employee 1 s performance record. Each paid
sabbatical leave will be lilF.ited to a maximum. of one year and r./'Ot.
more than two ernpl~fees being on leave simultaneously. Sabbatical
lEaves must be cleared in advance and approyed by a Council
appoin·ted officer for his/ber subordinates. Profe:ssional
Development Leaves granted in "excess of .3 0 days shall be noticed t.o
the Council ~
3~ Persgpal Health Program -physical Fjtn@ss
a.. All management and confi.dent.ial employees will receive physical
examinations in accordance with Policy and Procedures No_ 2-7_
b. Subject to Internal Revenue Service regulations and ~th the
written prescrip<ion of a medical doctor. an employee may be
reimbursed for a personal health program as treatment for a
diagnosed injuTY or illness. This activity ~11 be reimbursed
ur~jer G~l{e) above.
t. Excess Benefjt Reimbursement
~eimbursement for approved excess benefit expenses yill be granted
up to a maximum of $2 .. 000 per fiscal year each for management and
t:'onfidential employees and shall include the following benefit
items:
a. Life insurance premiums for City-sponsored plans, subject to
federal and state tax limitations.
b. Excess medical/dental expenses for employee and dependents
which are not covered by existing City-sponsored plans~
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CONPEJ)ls..\ T 1 ON I'LA!'
w.NAGEMEN'I' AND COloTlDENTIAL PllRSONNEL
MiD o:>uNClL-APPOINTEES
Page 9
c~ Excess professional development items .... hich are otherwise
approved. to ~he extent they are not paid or reimbursed under
L~Y other plan of the City.
d. Dependent care expenses according to the following general
provisions:
It The annual amount. submi.tt.ed for reimbursement cannot exceed
the incorr~ of the lower-paid spouge~
2) The expenses m\.lst be employment.-related expenses for the
-care of one or more dependents who are under 13 yeaz's of
age and e:ltitled to a dependent deduction ur .. d-er Internal
Revenue Code section 151 tel or a dependent who is
physically or men~ally incapable of caring for himself or
herself~
3) The paymen·ts cannot be made to a child onder 13 years of
age or to a person claimed as a dep€n~ent_
4) If the services are provide& by a dependent care center~
the cen,ter must comply with all state and local la..,s and
must provide care for more than six individuals (ocher than
a resident of the facility).
5) Dependent care expenses n~ submitted under tbis section
are eligible under the City Dependent care Assistance Plan
(DCAP}. However. the maximum amount reimbursed under DCAP
will be reduced by any amount reimbursed under the ExceES
Benefit plan.
If the full excess benefit reimbursement is not used during the
fiscal year k the difference between the amour.t uSed and th€ maxi~um
lor pro rate maxiTuumi may be appliep at the employee"'s option to
deferred compensation under the City Plar:.(s).
5. ManageWmt Armual Leaye
At the beginning of each fiscal year
confiden·tial employees will be credited
leave which may be talt-en as paid time
regular management and.
with (0 hours of annual
off. added t.o 'Vacaticn
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OJMPENSATI')N PI..r,N
MAAAGEMENT AND CONFIDENTIAL FERSOIDIEL
;.JI!> COUNCIL-APPOINTEES
Page 10
accrual (subject to vacation accl"".Jal li,r:itations} .. taken as cash.or
taken as deferred compensation. When time off i9 taken under this
provision... lO-hour shift workers will receive one shift off for
each 8 hours charged; 24-hour shift workers will receive one-half
shift off for each 8 W.Jrs charged. Ent itlement under this
provision Yill-be reduced en a prorated basis for part-tiIDe status,
or according to t.he number of I'iODt.hs in. paid status during t.he
fiscal year. Unused balances as of the end of the fiscal year ~11
be paid in cash unless a different ~ioo as indicated above is
ele~ted by the employee.
B. Autgmdhi1e Expena@ !llowaDC@
For t.hose employees whose duties require exclusive use of a City
automobile. the City Manager (Cor in the case of Coun.:::il-appointed
officers.6 the City -Council} trJay authoriz:e paym~nt of $3Q'0 per month in
lieu thereofa
t. Commute IncentiYes and farking
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Employees who qualify may voluntarily elect one of the following
commute incentives:
Civic Center Parking.. Employees assigned to Civic Center and
adjacent work locations. The City will provide a Civic Center
Garage parking permit4 New employees hired after July 1, 1994 may
initially receive a parking permit for another downtown lotI
sUbject to the availability of space at the Civic Center Garage.
Public Transit.. The City will provide monthly Commuter Checks
worth the value t.o $20.. These VO\.lche:rs may be used toward the
purchase of a monthly transit pass.
Carpool. The City will provide carpool ","ouchers worth the value of
$20 per mon,th to each eligible employee in a carpool with two or
IDOre people. These vouchers may be used a desi-::nated service
stations toward the purchase of fuel and other vehicle-related
expen.ses.
Bicycle. The City will provide bicycle vouchers worth the value of
$20 per month to eligible employees who ride a bicycle to work.
COKPENSA TI ON PLAII
MANAGllMEN'l' J\ND CONFIDENTIAl. PERSOI<l'<'EL
AND COONCI L-APPOINTEES
;page 11
These vouchers may be used at designated bicycle S~~6 for related
bicycle equipment and expenses.
Walk. The City will provide walker vouch~r6 worth the value of $AO
per month to eligible employees who walk to work. These vou~hers
may be used at designated stores for expens~s related to walking
such as footwear and related accessories.
J. Expense Allgwance
Per Pay Perjod Per Month (Apx>rQx.)
Kayor $69.23 $150.00
Vice Mayor $40.15 $100.00
Policy Statement
The City of Palo Alto will provide a Basic Relocation Benefits Package
for ali new ~anagement employees. In addition, upon the approval of
the City Manager or dc~ignated subordinate. Relocation Benefits will be
available to non-management positions. Provisions of ·Optional
Ben~fits· or portions thereof. are in~eoded only for rare instances and
re~~ire the approval of the City Manager cr designee. or for council
appoin.ted officers, the City CO\.!nciL
Procedure
Qllaljfjc;atjDoe
In order to quality for relocation benefits. the following conditions
m"Llst be met ';
1. Actual relocation.. or contracts designed to establish a fixed
domicile. shall occur within one year of the initial date of
employment.
COMPENSATION PLAN
11ANAGEMENT AND CONF IDEN"r IAL PERSONNEL
AND COCNCIL-AP!'C>nITEES
Fage 1.2
2~ Existing employees promoted to a covered position are not eligible.
3. P.ecord~keeping requirements will parallel those required
expense reimbursement fo~ travel. conferences and meetings.
for
4. Provision of 9pt;Qoa' Bepefita is contin·gent upon completion of a
minimum of two years' City employment unless a longzr term is
specified. Provision cf !d9it ional Belo<;atioo Benefits for
Council .J.ppqfnted Officers Assistant City Manager and PeJ;:!artment
Bea.da. is -contingent u'pon completion of a minimum of five years I
City employment. Failure to complete th.e minimum term ,.,dll
require repaywent of those benefits on a pro-rata basis oom.?~ted on
the actual timF.!: of <:'ity service. Accept.ance of relocation benefits
by an employee does ~ constitute a commit~ent by the City to any
minimum term of employment ..
Basic package
1. frqfeasion.al Relgcatjpp CQunaelling -An agency designated by the
City vili provide relccation information and counselling to the
employee. Infonl8tion to be provided includes items such a's a
personalized cost-of-living analysis~ borr~ and rental locations~
transportation~ ~eather pat~erns, ~noois, recreation. etc ..
2. En Smite Expenses -Oirect ~ carrier transportation will be
provided in full for all family me~~rs.. Automobile expenses are
li~ted to two vehicles at the established City rate vith a minimum
of )5-0 miles per day to be traveled. Per diem is allowed at
established City rates for employee and spouse/mate and at SO
percent of the employee rate for dependents. Travel days allowed
are lImited to the actual mileage divided by 350 miles per day~
Lodging is reimbursed in full on an actual and reasonable bas; s for
all family members.
J-. aouWQ1d <"....cods Sbipm""Dt -Full costs will be paid for the shipm6nt
of all personal items normally considered -Household Goods~-Items
excluded include recreational vehicles,. firewood, building
materials,. sand". boats,. airplanes. and perishable items such as
food or plants. Shipment of up to two automobiles is permitted.
storage of household goods yill be provided for 30 daY9.
"-
COMPENSATION !>LAN
MANAGEMENT AND CON>' WEN'!' I AL PERSONNEL
AND COfJNCIL-APl'OH1TE:ES
i'age U
Cptiona1 Benefits
1. Sale jimd pllrcJ:,aae Cost g -The City will reimburse costs that
arise in the sale and/or purchase of residences in~luding:
aa Rea: 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 closir~ costs on both
sale and purchase of residences limited to the follol,a7iog:
Title Insurance Policy and Escrow Fees
Lo~n and Assu~ion Fees
Private MOrtgage Insurance
City and County Transfer Taxes
Tax Service .. Notary and Recording Fses
Credit and Appraisal Reporcs
Property S~rvey Fees
Inapection Fees
C. ·Points· 00 purchase of residence a~e specifically excluded.
2. Misc;.eB aneouc:a. Expense -The ~i_ty_,--_¥i_l1 reif..d:YJ.rse miscellaneous
expenses associated with the relocation ~ The amount shall not.
exceed $2,00.0 ..
3. 'l'empqr;uy J.in D9 F?Xnense -Up to th i Tty (30) days t temporary 1 i ving
expenses will be available under the following guidelines:
a~ 'edging -100 percent of actual and reasonable costs for all
family mernbers~
b. Per Diem 100 percent of the established City Ta.t.es for
employee and epovse/mate, and 50 percent of the established
City rate for dependents for the first 15 days; 50 percent of
the established City rate for employee and spouse/mate, and 25
percent of the established City rate for dependents ever the
last 15 days~
COMPENSATION PLAN
Jo!A!~AGEMENT MID CONP rDEN1' IAL PEPSONNEL
ANI> COUNCIL-APf'OINTEES
Page 1.4
c. Car Rental ~ up to 30 days for a single vehicle is available
until such time as the employee's personal vel!icle becomes
available.
,. Hrnlae Hunting ExPePfig • The City will reimburse expenses for one
house hunting trip for both employee and spouse/mate. The trip
shall !:>e limited to a maximum of seven days. Tra· ... ·el expenses are
limited to the lesser of common carrier rates or the established
City rate for automobile tl'ge. Lodging is provided on an actual and
reasonable basis. Per diem expenses are allowed according to the
established City rates. Expenses for children are not covered.
5. Expenses for Rentera The City may reimburse the folloW'ing
expenses for employees moving from or into rental housing:
a. Costs arising from the need to break an existing lease up to a
total payment of three ~imes the current monthly rental rate.
b. The first and last IIOnth's rent to a maximum of $),500 on a Palo
Alto area rental acoommodation~
additjonal Re10cat top il@nefjtB for eouuci l-!FlI"X"ljnt@d officers 0-p.ssj 6tant
City Manager and Qewrtment Heads
As part of an employment offer,. additional relocation benefits may be
authorized by the City C<Y~cil for Council-appointed officers or the City
~~aser. Assistant City ~~ager or department heads. If consideration for
additiOl"..al benefits is requested by a final candidate. the City will
provide the candidate ~hrough an agency designated by the City, a pre-hire
relocation assistance analysis. This analysis ~ll include: An assess~nt
of th~ value of the home in the existing location and an estimate of the
proceeds that the candidate will realize from the sale~ an analysis and
recommendations of ~he new home purchase or rental, loan assistance optioc,s
and t.heir cost to. the Cit.y. and area eo>.IDseling as provided for in Item. ".
of the Basic Package. Once this analysis is complete, the appointing
authority will design a relocation assistance package based upon tbe
individual's needs and circurnstances,. and the recommendations from the Pre
Hire Ju~alYBis. The program ~ay consist of any of the elem.ents from the
Sasic Packaga and/or the Optional Benefits as well as those described
below. All direct City loans are subject to City Council autborization~
..
----~-~.-" '<
'~'-"
€> 0
COt'(pllNSATION PLl'.N
MANl\.GEI-!ENT AND CONFIDENTIAL PERSONNEL
AND CO'JNC rL -AFro INTEES
Page 13
1. Marketing MaCzgement Prpg;am -If mutually agreed upon by bOt.h parties ..
the ~ew CAn/AsSistant City Manager/department head may work with an
agency designated by the City to C"arket his/her hc;(r.a in th.e old
location through a -.Marketing Management f-rogram". The purpose of this
program is to provide tbe City and the ne~ official vith a realistic
projection of the funds that will be available for housing in the new
location and to expedite the sale of the ~6e in the 016 loc2tion.
:II. pirect; Ci...-y "QallB The City way extend mortgage loans to new-
CAO/As9is~a~t City ~~naqer/department beads as part of a relocation
assistance package. The t~o loan options are:
a. A4j~.t~le ~~t. Mortgage -This loan may be secured by a first or
second deed of trust and I::lay be fully alflortized or for intereet
only. The interest =ate will be set at 1/4 percent above the City~s
earning rate on its inves-~r.ent portfolio and .... ill be adjusted
annually_ The term of t.he loan will be set. by t.he Ci.t.y Council for
a period not. to :exceed 15 years, but vill be due and payable .... ·ithin
six months of termination of emplo~ect for whatever reaSOD4
b." Bbred Apprecl&tiOll ]:.oan -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 is set at fh'-e (S} percent. Additiona.lly ..
the CAe/Assistant City Manager/department head is required to ~~y
defe~~ed interest equal to a portion of the future appreciation.
That portion is determined by the proportion of the original City
loan to the. original bouse price. For example, if the City
provIded a loan amounting to 40 percent of the value of the home
purchased~ the employee would be req~ired to pay 40 percent of net
a.ppreciation. if any, as deferred interee-t on the lean {net
appreciation means appreciation after selling costs are deducted
from sales price}~ Tbe term of the loan will be set by the City
Council for a period not to exceed 1S years. but will be due and
payable within six months of terminat ion of employment for whatever
reason~
Location of Property -To q~alify for a Direct City Loan~ the t~e
being p.lrc~sed must be located within a twenty·v.ile radius of the
Civic Center. excluding property west of Skyline Boulevard (Highway
35)_
-, .
•
--'r-..:.
COMPENSATION PLM
MANAGEMENT ANI> CONFIDENTIAL PERSONNEL
AND COV~CIL-APPOINTEES
Page 16
-,",
Loan Ltait. -Direct City ~~S c~ exceed four times the annual
salary of the lendeeJemplcyee.
3.. Short Tgrm interest Ru;y-PoYp -The City ma.y pay a portion of the
interest for the first three years on & loan Obtained by the
CAO/Assietan·t. City Manager/department head from a comrnercial lender.
The City'S portion of this ·~Jr-down· is greatest in the first year and
declines by SO percent the seoocd and third year with the lendee paying
t.he full in·terest rate on the loan beginning with the fourth year. The
'buy-down' for the first year will be 2 percent. unless oc"herwise
dete~ined by City Council.
".. (!¥it ional purchase COats -For CAO/Assistan·t City Managerl department
heads OQIy. 'poi~ts' on the purchase of a new ~e8idence are eligible
for 1nc'~siOD in this program.
S. Rental $Ib§idy -If it is determined that by choice ... or fer whatever
reason ... -the new CAO/A&sistant. City Managerl depa.rtment. he.ad vill be a
loog-terIB tenter ... the City may provide rental subsidies up to a maximum
of $S!)O/montb for 48 months.
Beg"latiooe and Guidelines
~. Tbe City ~nager ... or designated subordinate. will institute and revise
internal procedures to assure the efficient delivery of s~rvices to the
new employee and minimize costs ~o the City_ This will include the
dete.rminat.ion 'Of whether direct City t:'ayments. advance of funds or
employee relmbursemen,t is most appropriate for a given program element
or employee.
2. The City Ma~..ager. or de:signated subordinate. will determine the
appropriatene:ss of inclusion of specific items for reimbursement under
thi s program.
3.. Expenses incurred by the employee during relocation which are not
covered are:
~. Payments to friends for assistance.
b~ Aut.omobile repairs.
... S, ... . .. ':' .. -
-.
® 0
COMPENSATION PLAN
MANAGEMENT Jo.ND CO~"IJ)ElITlAL PERSONNEL
AND OOQNClt.-AI'POINTEJlS
~age 11
c. ~oets incurred during the relocation but not directly relat~d to
personal tr~~9pcrtation or forwarding of household belongings. i.e~
un"insured losses during transit ... entertainment expenses .. etc.
-I. Budgeting of all relocation expenses 'ilfill occur in the Ruman Resources
~ ~ilities Departments.
5. Upon approval of the cit.y Manager .. prOVl.S10n of' benefits under the
section Bouse B~~ing Expenses and Professional Relocation Counselling
may be provided before an employee fonr,ally accepts an offer of
employmen~ with the City.
L. Fet j remcmt
1. The City shall pay the mandatory seven percent (7t) emplo)'ee
Public Employees" Retirement system. (PERS) contrib:.ltion. SUch
employer paid contribu·tions shall be paid by the City in lieu of
employee contributions notwithstanding the fact. that sucb employer
payt:aent of contributi.oos lZlay be designated as employee
cootribu·ticns for purposes of PE.RS~ This provision shall apply to
Council-appointed officers and all regu1ar management and
confidential employees.. except that for sworn police and fire
management employees the City shall pay the mandatory nine percent
(9') of the employee's PERS oootribution~
2~ Notvithsta.?Jd.ing subsection 1_ above .. upon filing a notice of
retirement) the 7\ City~paid PERS coatribution (9t for sworn police
a.nd fire management personnel) will be comrerted to a salary
adjustment of equal amount on a one-time irrevocable basis for the
final twelve months immediately prior to retirement_ Employee PERS
contributions shall be made on a tax deferred basis~ in accordance
with Section 414th) {2) of the Internal Revenue Code_
All provisions of this subsection are subject to and cocditioned
upon compliance with IRS regulations.
M. Sick Leaye CoPyerBiop
~agement empl~Iees hired on or before December 1~ 198] who have 15 or
more years of continuous service .. 60'0 or more hours of accumulated
un·used sick leave and otherwise qualify under Sections 604 and 609 of
COMPENSATION PLAN
MANAGE:MEN'l' »''1> CONFIDE!>."TIJ.L P\,;RSONh'EL
AND COUNCIL-APPOINTEES
page 18
.... , ;.o ... ~,"
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t.he Merit System ~les and Regulations, may convert sick leave hours in
excess of '60.0-to cash or deferred compensatioa. according to the
formula set forth in $ecti,?n E09. Tbe maximum amount of s'lJch
conversion is $2.0~O per fiscal year.
N. Meal ,J1ow;snce
Management employees aS91gned to attend ni"3'ht meetings are eligible to
receive reimbursement fer actual expenses up to the dinner rate limit
established in policy and Procedures 1-2 for out-af-town meetings.
This provision covers only receipted meals ~ctual1y taken.
O. Yaci'tjoo
Vacation Will be accrued when a.."1 employee i9 in pay status and ",ill be
.credited on a bi-weekly basis. Su--:h accrual and credit may not exceed
three times the annual ~ate of accrual. Each eligible employee shall
accrue vacation at the following rate for continuous service performed
ip.pay status:
(a) Less than fonT years. For employees completing less than four
years continuoug service: two calendar weeks vacation leave per
yeay.
(b) FpnT but les" than pine years. For employees completing four. but
not. more than nine years continuo'.ls service: three calendar weeks
vacation per year.
(c} Njne hut less than fqurteep years. For employees co:npleting nine ..
but not. more than fourteen years continuous service; 1EO hours
vacation per year.
(d) Fourteen hilt leaa than nineteen years~ For e:nployees com.p1etill9
fourteen, but DOC more than nineteen years continuous service; 180
hours Yacation leave per year.
{e] Nineteen pr more years. For employees completing nineteen or more
years cootinuous service; 200 hours vacation leave per year.
,
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C!fY ef PALO ALTO ~NSATION pLI.
JlCl\NAaae:1I1' nRroNNEL
EffECTIVE JUl.' J. un
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DI. POlICE 1.IEUI as 5,5'" 17~'U 2,571.10 32 ,22 ... IO(JC~ ~I[UT-AOV .. '.121 12,321 2','11 o • It.'I1 ... .POI..J-Cl UEUT-Uilt " 5.171 10,512 1.712.It.o 33.ID ... XIelIC 1 .... 1) Of' .. _.335 52,8211 .2,QOO.IO 25. II
lOt lISle MAAAGE. .. 5.S" 11.111 2.Jn.ID n.22
I,. SAfETY Of F ICEI .. ..SI! U.78' 2,lot.40 21.33
111 $I ACeO<JI/t AlIT 31 S.O ... 10,510 2.330.40 2'.13
15. $I asst ttTY AfTY " 1,581 10,133 '.U3 " 4:1.11 • .. G SII AUOHCW .. S,041 .o.sla 2,3313."0 2'.13
113 51 BIIYER U 4,!2. sO.la; 1,1t1.&O U.17
"7 sa ENGINEEI U ',112 74,11l :f,I53 .• a 35.17 ... 5. fiNANCIAl AlrLyn .1 5,(1'" .O,S.O 2.330.40 21.13
111 50 POW'E • (liriG IN( EI ZI ',5131 71.132"0 3,OOO.1D 31.51
eny Of' 'ALO ALTO ~~NSATI~ 'lAN
MANAGEMUT HIISOItNEL
[H£CTIVE J'uu 1. 111$
(:LASS Q .. "" COftTiOL APPRO. »PItO:: UPIDI .... TIRE COO< polin .. ,."UAI. 'l~'WKl' HRL'
014 SI _E$OUICE PLANX£I 28 ',501 1J.8ZQ I.Doo.n 31.U
110 SfAF' ACCOUIT~IT 47 ".115 ".504 1.'0e.OO 23.10 .. , 'UPl AK~L SERVICES •• ".112 SI,on l.t71.0D U.4Q
113 $UPT GOlF COOlS[ ~. S,OU 10.510 t,330.40 21. t3
172 SUP1 oPE. SPCE & SOl as 5,5101 '7.'17 2,517.10 n.U
In SUPI 'AltIlS 3t 5 ~C411 10,'590 2.330.40 21.13 • ... SU~l PV Of' NS 3' 5.041 IO,5C1D I,no.'" o. n
1" SUPl tEClEATJOH 3S 5.!IC 17,817 2'.517.10 >2 ..
04) Wi"t' AMIMAL sves so J.12G "5,1" 1.713 .20 .. ..
DIS su,¥ IlDQ INSP{CTl OM 31 5, Dot. 1e-.510 2',330.'0 .. .U
IU SUP.., IlOG Sf IVlceS .. ).11' 47~ODI 1.10'.00 22.10
at) SUPY"DAU 'IOc .. is.''''' 1S~"3I5 1,51$.21 3f.4A
041 SUPV Utct OPNS PlOO 30 5, au 10,5'0 2,330.40 ZiU
114 su~ ELECt SYSTEMS .. 5,'71 70,512 2.'13".(10 33.'0
10. SUP-V TAcH MaT .. .... 15 51.222 2'.lI2."0 21.93
en StlP\I' fACIliTY HOJ" .. 4~C41 53.372 z,aS2.1a n. It
.u SUPV IINS'.ISUIV 1"rI .. 4,t1S St.222 l,lIz ... a 1'."
"t SUPV .n MUSE: LIC. •• ',1135 st.Cl20 2,OOD.1O 2"5.eJ • .. , SUPV l taltAl IAI .. _,513 54,788 2,10'.41) 2 •. 3'
154 $UN 'ARKS .. ".In 51.222 2,lU.I<l U.e3
.n SUPV POlICE SErvIcE .. ",5Il '5",7111 1.1CI ... O 21.33
17. SU PV 'UBl Ie "WOft ~s .. ..115 5',222" 1.1I2.CO 2'1.13
051 SUP¥" lEe 'ROG .. 4,335 52.ln 1,000.'0 25.tl
un or IAL~ ALTO eoHl'E ... TlON Pl".
_ME01 n:"SOIII«l
EFfECnVE: JULY L un
cuss GItADE CONTitOL "'PROX ","PliO" .'tPP'ICiC .... 'In.! coo, POUlT Ar.NUAt. Il-WU HIH.'
• n SUPV IECl'CLJJCG "00 •• #,H4 u,n' 1,7l1.}!) Z,LU
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111 SUP't SHOP &FI£LD wow J1 5,511 13 .. 731 Z.45J.2:a •• ..
111 SUPV THEATRE PROGMS U .,5U 54,781 Z .10 .... 0 21.33
011 $UPY WTIt COMP svcs •• 5.Ut n.'lIilS I 515.1D 31.44 • nl SW'Y \lTlL ellS SVC CI ., •• 125 .... $04 1,104.01) 23.'0 ... SUPY lilT IL Mr. ID&F L.D OJ '.513 54.781 2,101.10 2'.33
'" SUPV 'WITE1 TR:A!'tS 51 5.311 ".731 2,nl ... 30.14
11. supv WQW" J1 ',:aUI 13,711 2.451 .2. :10. Ie
111 SUPV WQC CPU •• 4.122' SI.I72 l.nz .00 21 .• ~
1 .. SUPV VT, MTI/C1fIIS <:01 OJ t,!') sC,Ut l.ltll •• ZI.33
OS. SYSTEMS "U.L lSi •• s,o •• la,SIO .2 ,·330.40 21.13 ... fWUSUlY JWlAQE:J " 5.133 ".1011 2,US.U 33.0t
"' VUE.INAIIAN .. '5,111 n .. UI 1,7U.tlO 33 .• 0
IC. 'WU(HOlIS( SUPV SO '~na '5,"3 1,183 .213 22.D4
•
ern OF rAlo AUO eoMPtNSA TlOlll 'LAlli
eotFlDUfIAL 'USOftNIE\
UFECTl¥E JUI.1 1. un
cuss .. ,.,. ~TlOl APPIIOX ""fOX APPIOX .... rITLE CODE POUlT ANNUAL 1:r:-WLf ~RLT
Ie< UEC ~CRHAn-cCN1 20 J.0I07 '0,112 1,572.10 II."
.os MUMM _neE ASST CNF 2S 3,005 3',011 1,3117 20 17 .34
to. LEGAL. SEC-CONF .. 3 .. 514 42,11iI 1,141.'0 2'D.'2
•
•
follo.",:
llBSOW'T ION NO.
RESOLU'l'IOO OF TIlB COUNCIl. OF T!lB CITY OF PALO ALTO
lIDOP'l'ING A COMPBNSATION PLAN FOR I!OURL Y PERSONNEL
AND '-ESCINDING RESOWTION NO. 735)
The Council of the City of Palo Alto does RESOLVE as
SECTION 1~ Pursuant to the provisions of Sectioa 12 of
Article III of the Charter-of the City of Palo ~tO, the
compensation P1an~ as set forth in Exhibit WA-atcacbed hereto and
.made a part hereof by reference.. is hereby adopted for hourly
personnel effective retroactive to the pay period beginning J'une
24 ... 1995.
SECTiON 2. Th-!! C'Ompeneation Plan adopted herein st"..all be
administered by the City Y..anager in accordance with the Merit
System ~uleB and Regulations.
SECTION 3.. The Carpensation Plan shall continue in effect
until amended or revoked by the Council.
SSCTIQN t. The Direct.or (If Administ.rative Ser:"'{icea hereby
is authorized to implement the Comper~ation Plan a~ed herein in
her pceparatiOll of fortbccudng payrolls. She is further a.utoorl.zed
to make changes in the tItles of employee classifications
identified in the Table of Authorized Personnel contained in the
1995·96 budget if sudl I:itles have been changed i::l the Canpensation
Plan.
s&CtIQN 5~ Resolution No~ 7353 is bereby rescinded.
S&CTION 6. The Council finds that this is no< a projec~
under the California Environmental Quality Act and~ therefore. no
envir~tal impact assessmeDt is necessalY.
INTRODUCIID AND PASSED:
AYES:
NOES:
ABSENT,
ABSTENUONS :
I1507Ll "" 0I81lCi1
1
__ ~~_ .......... ___ ... ,, _____ .. _ --:--,~_ ... ___ ·-::--o: _~ .'._ -~. ___ "",""",';;,;
'-'.-,
•
,
ATTI!ST:
.City Clerk
APPROYIID AS '1'0 FORM:
Senior Aset. City Attorney
APPROVim:
Mayor
city Manager
Director of Human Resources
Director of Admin1strative
services
£XlfI.1T A
ClTY OF PALO }l1,'1'0
Hourly Employees
Effective, Pay period including July 1, 1995
through JUne 30, 199.
--.... .-
-.,:" -:. ... ...
.< .. "
..,. .... =-" .".
, ... .-;:-,.
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
HQurly EmPloyees
PEPUUTIQNS
HQurly Emplpyee! An e~lcy~e working full time or part time on a telI1P='rary
basis# or '!lD: employee working a limited number of hours on an ongoing
basis~
SECTION II S!'! "EX AND C['ASSTPlcAtIQNS,
It is the intent of the CitY __ ()~ ___ ~_~J'?_~to to compensa.te hourly employe~s at
a x-ate of pay similar to that of regular employees performing like work~
Hourly employees are to be hired within the classification framework# as
present.ed in the attached pay plan# that is closest to a corre-spooding
regular classification in ~h level of work performed and rate of pay_
Should an hourly emplo~ree be required to take on added dlities above the
level of t~~e originally required when first hired, tbe employee is to be
reclassified into a De'" classification and pay rate which most adequately
corresponds to the new duties~ Conversely. if the employee is re~Jired to
perform at a substantially lOWer level~ the employee is to be reclassified
into a corre~ing lower level c~~ssification at a lower level of pay~
SECTION III SpecIAl, COMPENSATION
A~ HQljday Pay
Hourly employees are eligible to receive holiday pay only if hours
worked during the pay period when the holiday occurs plus the holiday
(s hours each) total 80 or more hours.
B. Pajd [.eayes
Hourly employees are ~ eligible for any paid leavesr
C. Oyertime Pay
Hourly employees are eligible for overtime premium pay at time and one
half 'When required to work more than a standard 40 hour week i for
example:. S bourslfive day ~eeki· 9 h01.trs/fou.r and one-half day week or
~ber pre-determined and pre-a9Proved work schedule] or (h~ a.n official
@
COMPENSATION PIAN -Hourly Employees
page 1
City hoHday.
SECTION xy
>-.
-
<. "-' .. -,'--
The employment term for all hourly employees shall be limited to less than
10'00 hours du.:ring any ft..eal yea.r 4
A. Performance Reviews
1. Hourly employees, with the exception of the Recreation Department
classificatl¢ns. are to be given a performance re~iew after 350
hours, or six months, whichever occurs first, from date of hire and
annually tb~reafter. Continued improvement and efficient and:
effective service will warrant a salary step increase.
2. Recr@atiop Leaders will be eligible tor consideration for a pay
increase upon completion of a minimum of 300 ~rs of work and a
satisfactory perforll'\ance evaluation completed by \:.he employee's
supervisor. Subsequent salary reviews are generally conducted
annually; salary increases are not granted automatically and will
depend upon demonstrated satisfa.ctory job performance.
$t::artjQ9 &11 ary and Increment ltnnrova1. All starting levels and
increments must be approved by the Director of Recreation and Opeo
Space.
B. Salary Increas@s
1~ The salary increase is based upon a review and evaluation of the
employeel's job performance. The employee must rece}ve at least a
satisfactory rating in order to be considered for a salary
increase.
2'. The maximu,:m Dumber of salary increases an bourly employee may
receIve in anyone twelve-month working period is limited to two
(2). regardless of tot.al Dumber of hours accurrmlated.
c. Excep{ionaJ leadership Abjlity and,JOb Perfprmanrg
1 ~ Upon written justification and departmental and Human Resources
Department approval. an individua1. who demonstrates EXCEPTIONAL
leadership ability and job perforrr,ance may be given a merit raise
befgre meeting time remdrementft" if hefshe displays outstanding
job performance.
. -
1.,-. • -_
o
COMPENSATION PLAN -~ourly Employees
Page 3
• 1.. Employment records for hourly e:r.plcyees are audited annually on or
about January first; those who have not wor~~d during the preceding
calendar year are consid'2:red as terminated.
HOU~Y CLASSIFICATION DEFINITIONS
prgfessjpnaJ II:
Administratiye Asst I:
Admjpjatratiye Asst Jl:
Coordjnator Aide!
May perform work associat-ed or eq'.lal in co«.plexity
.,oith responsible City managerial or staff
pG'lsitions. Compensation to be cetermined
according to-tasks assigned ar.d -qualifications
required.
Performs work at the level normally associated
with that of consultants l inst:ructors, and
research pe:r:sor.nel where a specialized skill or
expert knowledge is required_
Performs work in an assigr~ent: requiring
specialized knowledge in a professional field of
endeavor. This level normally requires a college
education with Bome experience but not. at the
level expected for the Professional I
classification.
Performs analytical studies or undertakes a
variety of projects wbereby previous work
experien-::e is required. Normally requires a
college education and experience in the field for
which the individual is to be utilized.
Performs work in an assignment normally associated
~ith that of a college student or graduate with a
minimul'P of work experiences; generally an entry
level position.
Performs 'Work in support of program or facility
operations. Entry level or training ~~sition with
no previous experien~e required.
~
COMPENSATION FLAN -Hourly Employees
Rage "
AOURLY CLASSIFICATION OgFINITIONS. coot 'd.
q·fPB1C!t.
Clerk I~
Clerk IJ;
T(ibrary~:
MaurrFNANcg AND CRAFTS
$kj' 1 M r,amrer~
lemur I:
'phorer II:
TraNrer III::
TECHNIcal.
Performs general office work which inel~s ta.~.
that req--.l.ire use of independent judgment ~ May
coordinate activities. ~rk vith ~blic, write and
type basic reports. Requires experience in
adminiotrative/clerical areas 4
Performs office work of a routine
t~ fr~ drafts. filer greet the
telephones. Requires little
exper-ience 4
Onder supervision., shelves books
~her related library duties of a
Req.. .. lires no previous experience.
scilo.Jol students.)
nature. May
public. answer
prior office
and performs
simple nature.
(Usually high
Performs
use of
Requires
assigned
maintenance tasks tha.t usually require
au,tomated and/or technical equipm.ent.
prior training and experience in area
and valid California dri"\rer's license.
Performs laboring maintena~ce typically in parks
c,r streets. Jo'.ay direct work of et.her employees.
Requires prior maintenance experience. Jcnowledge
of power equipment arA valid California driver~s
license.
Performs routine maintenance utilizing hand tools.
Requires the physical ability t.o perform tasks
utilizing dexterity_
Position for individual who has had some expoeure
to outdoor maintenance. Dut.ies are of routine
nature. Individual works closely with an assign~
person (s) to gain skill. Requires sa.me prior
experience.
i>
COMPENS~TION ?LAN -~~rly Employee.
Page 5
HOURLY CLASSIFICATION DEFINITIONS. coot'd.
Technjcjan II::
Technical Agat I:
Technical !ast II::
Reczea~iQD leaders
· Recreation Trainee:
• Recreation LeadeY I:
• Reoreation Leader II:
Includes such wcrk as performed by advanced
dra.ftspersons and apprentice electricians.
Classification may also be used for individuals
invclved in conducting surveys~ opinion polls, and
other data. collection assigr ... 1'1ents where anal:rsis
of data may be req~ired.
performs less advanced technical work than that of
the Technician I class. Normally requires some
specialized skills .9 1Jch as drafting~ electronics.
bvilding maintenance, crafts, etc.
Performs entry level technical .:::;kills requiring
the ability to lI".aster the use of specialized tools
'and techniques.
A train~e position to gain experience and exposure
in the tec~~~ical function normally associated with
Social Services and the Arts.
Individuals involved in a department training
program.
Individuals ~ith les9 than SOO hours of recreation
leadership experience.
Individuals with more tha."l 5.00 hours of leadership
experience.
· Recreation Leader ill: Individuals with 1000 hours leadership experience
~ho organize and/or instruct class-type programs.
AqMa~ics SpeCialist
~ Lifeguard:
Water safety
Instructor
Individu.als .... ith up to two years of experience
supervising s~immin9 acti~ities.
rndividuals -with more than two years of experience
supervising s~mming activiti~s.
COMPENSATION PLAN
hg .. ,
Assistant PoOl
Manager
Pool Man"ger
DEfINITIONS:
l&i'!nerehip:.
Non-Teaderebip:
POLTCE PESERYFS
_ Police Reserve I:
_ Police Reserve II:
-,
. --..
o
Hourly E~loyees
Individuals who assist in developing and organizing
swimming programs.
Individuals who plan and coordinate swimning.
programs~
Defined as work experience in a paid or yoluntary
capacitYr in which an individual is direc~ly
reaponsible for planning .. o~ga.."lizing.. teaching,.
leading. or condu~ting recreati~_al activities in
a face-to-face relationship.
Defined as facility attendant (i.e_~ pa.rks ..
fields .. gyms). facility majntenance, office York ..
cashier !exception~ Rinconada pool}.
Reserve officer who has received requiSite level
of training to operate in a solo capacity.
Reserve -officer woo must be ac-companied by a
regulax sworn officer or a Police Reserve I in
performance of duties.
~lTV Of '~lO ALTO COMPE~5ATION PLAI
HOelL' 'E'~NEL
ErF'ECl[yt JUlY I, lit5
c.LASS RUM rITLE
In JU.rcAGENEU snc
.71 ItOFESSICNAl I
11Q PROfESSIONAl II
.01 ~MI. ASSISTANl l
101 ADMI_ ~SSI$TAKl 11
'0' COOAOINA TOI UDE
.11 ClEU J
III ClERK II
lIt 118RAIl '4GE
12' SKIlliD LA8OR~1
n1 UBOftER!
'2' lABOREt II
'2' tA80wEI III
U l TECHNIC (AI I
.32 TtCHNICI~ (1
133 TECKM1CAl Asst I
13. fECHNlCAt. ASS" n
ICC R(CR£ATl~ TR~INEE
'45 RECREATION lEADEI I
.e5 RtCREATIOK lEAD£1 11
"1 tEC~EATIOI LEAD. 111
158 UHGUAIID
'5' ~TEI SAFETY lNSTICl
.. -RlM"E.1 --8 C •• l ,--lA' III ~, {O, Il'
139. l~ .• ' 1C.7' lS.13 1'.53 17."
1'~ 11.50 1'.'S 11.'5 l' 51 ZQ.'3
ID"
1357
09'\2
D781
1291
0910
DIOI
11.7' 11 31 12.'3 12.72 13.45
13.51 1'.35 15.17 1'.0. ll.f'
1.'2 l~.ll 10.1' 11.31 1~.e3
'.9S 1.42 90 '.41 • ~s
12.11 U.U 1,(.52 15 35 11.2)
'.ID 1&.3' la.is 11 5. lZ.25
I.Il 1.35 1.12 1.U 7."
1157 11.51 1~.23 12.'3 1'.'1 1'.41
lQ3' 1;.3' lD.I' 11.11 1Z.2' 12."
a,3' '.3' , .• 2 11.'1 11.01 11.'3
QII) '.13 '.13 '.15 10.20 11.11
143~ 1 •. 34 IS.17 1'.~4 l'.IS 11.il
iD4S 11.'S JJ.OS '1.1' 12.35 J1.06
C9t2 '.12 1t.ll 11.J' 11.31 12.03
;S35 5.35 5.11 5.1' 1.33 '.It
0512 5.52 S.I' 1.17 1.53 1 .• 0
0512
01l~
OU?
5.12 '.1' '.51 1>1. 7.21
1.30 1.12 '.11 1.'3 1.13
'.17 10.23 10.'1 11.'3 12.08
~'21 1.21 1.13 1.11 1.Cl 1.'4
1742 1.42 1.15 '.30 '.71 1.2'
A'P.OXl~TE TOP iTE'
AI4?iIJAL )II()tITH\. 'f _ - - - --I 1. -tar I tilt. 1 ~ - - - - -{A, I" reI 10, ("
31.35'
U,UO
21,17'
!lS,27f
25.8n
.2g,U5
33,751
25."0
J5.120
30.fl1I
21,&11
2.,311
22 .... 3
3)' ,294
27.114
2"S , D2:i
13.115
U,3'52
U,142:
11.9&0
25.147
11.301
11,302
),Cl2'
3,5;5
2.3'31
2,131
2,tl1S
1.12C
2,IU
2,123
1,'01
2: ,SOl
2',241
2', en
1,110
',lD7
2.283
2', tIIS
1,15'
l,Ue
1,2&1
1.512
2'.CHilS
l,~'
I ~eo.
1111.'0 ,1'3.Z; 1.2S0.40 l'22'.4G 13,I.tO
1320,OQ ll91.0Q lC71.QQ 15IQ.'0 1ISG.'O
leO.IO .n .• o '82'.'0 1117.10 U71.00·
1015.10 1141.00 lZ13.10 lZ13.21 135'.10
le •. eo 114.40 I'~.'D 110.4D J'~
'31.10 17J.I~ 112.00 152.10 78""
1031.'~ 109'.40 1111.80 122'.00 12'1.48
"4.00 '21.'0 '7'.1~ '21"21 "o.00
4'0.10 501.00 537.10 581.00 100.10
'25.10 171.401034.'0 'ioi.C.40 1.151.10
'30.40 17'.'0 '21.'0 112.&0 IG3i."8
15Q.'D 113.10 131.21l '".211 UI.40·
'.0.'0 73Q.'0 11Z.0G '11 ao 'll.lt
1141.20 1113.10 12'3.21 1351.10 '434.41
'31.00 '14.00 134.'0 •••. 001044.1.
71t.10 114._0 '80.10 '11.&0 '82.40
'1' aD 'Sl.fO .7'.40 SOI.'O 53~.2Q
'.1.10 467.20 '.3.10 522.40 ss~
~'S.IO '12.10 S2G.IO 550.40 5'2.40
sa~.oo 117.10 15'.10 'I~.'D 130.tQ
173.50 '1'.'0 154.'0 '14.'0 "7.Z.
501.10 530.4~ 580.tO 58Z.I~ 127.20
5t3.U fll.CC "".DO 192.40 142.U
elTY OF 'ALO ALTO ~~SATION 'LAN
HOU.~I P[I&QKH[L
[FFfC:TIVE
CLASS .,.. rIlLE
:lILf I ~ U95
lANGE
NlMIEIl
1!l1 ASSl POOl. JWWH:I DIU
lSI ~ JlWiAUI 1031
In .-ot..JCf: InEiVE I 1821
.11 POLlGE IESUVE U 8704
(AI
'.11
u.U
18.21
J.OC:
AJJP~O.ll:!HAn
--8 0 I I l 1--~J\!NUAL
tIl tel (~I lEI
1.31 I. I' 10.U 11.11 22.100
11.11 11." 12".21 U.II 21 ,I~I
11.11 U.C1 12.07 U.7I .21,540
I.U 1.17 •. :J:2 1.la 11,304
r~ STE'
",*Ttoft.y -I I -V [ [ I L r---
\'1 (II tel tDI (I)
l,tOI 7D4 .• a 744.10 711.00 832.10 IIO.ID
2.:U. t3G."O 17' .• !J 12'.19 nz.oIO 11)31.40
2,211 UI.IO 113.2'8 '12.10 '1S.60 laze .. ret
1.12S SI3.2'G 51S.2"O 121.10 US.IO JM.OG •
•
USOLUTION NO.
RESOUJ'l'ION OF TH8 COUNCIL 01' 'liiECITY OF PALO ALTO
AOOING CHAPTBR. 11 TO THE MERIT SYSTEM RULES AND
REGUlATIONS
The CO'.lncil of the Ci ty of Palo Al to does RESOLVE as
follows.:
SECTION 1. Chapter 11 is hereby aMed to the Merit System
Rules and Regulations to read as fellows:
'CIlAPTD 17
COIOPDrSA'l'IOli PLM POi. IClIIIACEIODI'l' »!D COIIIJ'IPBllTrAL
PBlISOlOIBL A)!I) COOJICrL APPOOI"l'BIIS
Sections!
1.701. Compensation Plan for Management and Confidential
Personnel and Council Appointees incorporated by reference.
~ CQmpeqeAtiOO Plan for "Rnagement and Cgnfidential Peregppel
and CPlIrupil Armintees incorporated by reference That certain
COmpensation Plan ent.itled -City of Palo Alto Compensation Plan. -
Management and Confidential PersOllIlel and Council Appointees.'
effective the pay period including ,July 1. 1'>95 thrOllgh ,June ~O.
1996 ... amended July 24, 1995, hereby is incorporated into these
Merit System ~leB and Regulations by reference as though fu11y set
forth herein. Said Compensation Plan shall apply to all management
and confidential employees and cou.ncil appointees ... except where
specifically provided oeherwise herein.
In the case of conflict with this chapter and a~y other
provisions of the ~rit Syste2 Rules and Regulations.. this cha~er
will prevail over such ocher provisions as '(.0 employees in
cla~sifications covered by said Compensation Plan~·
-SECTION 2. The changes to the Merit System Rules and
Regulations rrovided ror in this resolution shall not affect any
rigbt established or accrued .. or any offense or act committed .. "=,E
any penalty of forfeituze in~rred~ or any prosecution. suit~ or
proceeding pending or any judgment rendered prior to the effective
date of this resolu~ion~
1
Ii
S&CTICK 3. The coun~il finds that this is ~ a project
under the california Environmental Quality Act and~ tberefore# no
environmental ~et assessment is necessary.
INTRODOCBD AND PASSED:
AYES:
NOBS:
ABSENT:
ABSTENTIONS:
A'lTBST: APPROVED:
City Clerk Mayor
APPROVED AS TO FOR!'!:
City MaDager
Se;Iior Met. Ci ty Attorney
Director of Human Resources
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