HomeMy WebLinkAboutReso 14-1989RESOLUTION NO. 14-89
CITY COUNCIL, CITY OF SOUTH SAN FRANCISCO, STATE OF CALIFORNIA
A RESOLUTION ESTABLISHING A COMPENSATION
PROGRAM FOR EXECUTIVE MANAGEMENT PERSONNEL
BE IT RESOLVED by the City Council of the City of South San Francisco
that:
1. An Executive Management Compensation Program, as set forth in
Attachment 1, is established for employees in executive management positions
which shall be effective July 1, 1988 for the period July 1, 1988 through
June 30, 1990 or until such time as the City Council subsequently acts to
adjust salaries, benefits, and working conditions. The City Manager shall
allocate managers to specific steps within the range established for each
position.
2. This Resolution supersedes Resolution No. 129-86.
BE IT FURTHER RESOLVED that the appropriate transfer of funds shall be
made from the nondepartmental budget to the departmental budgets in order
to fund the approved salary increases.
I hereby certify that the foregoing Resolution was regularly introduced
and adopted by the City Council of the City of South San Francisco at a
regular meeting held on the 25th day of January , 1989 , by
the following vote:
AYES:
Counciimembers Mark N. Addiego, Jack Drago, Richard A. Haffey,
Gus Nicolopulos, and Mayor Roberta Cerri Teglia
NOES: None
ABSTAIN: None
ABSENT: None
ATTACHMENT 1 TO RESOLUTION NO. 14-89
CITY OF SOUTH SAN FRANCISCO
EXECUTIVE MANAGEMENT COMPENSATION PROGRAM
THIS EXECUTIVE MANAGEMENT COMPENSATION PROGRAM sets forth those
salaries, benefits and terms and conditions of employment which shall
be in effect commencing July 1, 1988 and continuing thereafter, unless
modified by the City Council.
I. EXECUTIVE MANAGEMENT DEFINED
Executive Management shall consist of all full-time employees
employed in the following positions which are included in the exempt
service of the City of South San Francisco:
City Manager
City Attorney
Police Chief
Fire Chief
City Librarian
Director of Finance
Director of Recreation
and Community Services
Planning Director
as well as such classifications as may be added to this Group by the City
during the term of this Resolution.
1
II. SALARIES
Salaries shall be set in accordance with the provisions of Appendix A.
III. Retirement Benefits
A. Retirement Plans:
established by:
Retirement benefits for employees shall be those
1. Miscellaneous Employees: The Federal Social Security Act pro-
viding Old Age and Survivor's Insurance and the State Public Employees'
Retirement System (PERS) Miscellaneous Employees' 2% at age 60 Plan.
2. Safety Employees: The State Public Employees' Retirement
System (PERS)Local Safety Members 2% at age 50 Formula and PERS Optional
Public Agency provision for 1959 Survivor Allowance as set forth in
Article 6 of Chapter 9 of the Public Employees' Retirement Law (commencing
with Section 21380 of the Government Code). Safety employees shall be
provided One-Year Highest Compensation as authorized by Section 20024.2 of
the Government Code.
B. Employee's Contributions to Retirement Systems: The rate pre-
~ribed by the Social Security Act for employee contributions shall be
~ducted from the pay of Miscellaneous Employees by the City and forwarded
~ the system in accordance with the rules and regulations governing such
employee contributions. Except as otherwise provided in Subsection C
below, the City shall pay on behalf of Miscellaneous Employees the seven
percent (7%) of base salary currently prescribed by PERS for Miscellaneous
Employees and shall pay on behalf of Safety Employees the nine percent
(9%) of base salary currently prescribed by PERS for Safety Employees in
accordance with the rules and regulations governing such contributions.
The remainder of any rate which may be subsequently prescribed by PERS for
employee contributions shall be deducted from employee's pay by the City
and forwarded to the System in accordance with the rules and regulations
governing such contributions.
Ce
Conversion of City Payment of Employee PERS Contributions to Base
Salary
Miscellaneous and Safety Employees may elect to convert the City
payment of the employee's PERS contribution to the employee's base salary
rate. Upon so electing, the employee's base non-converted salary rate, as
established pursuant to the provisions of Appendix A, shall be converted
to the employee's base converted salary rate as follows:
Miscellaneous Employees: Base Hourly Non-Converted Salary Rate x 1.07 =
Base Hourly Converted Salary Rate
Safety Employees:
Base Hourly Non-Converted Salary Rate x 1.09 =
Base Hourly Converted Salary Rate
In establishing the actual base hourly converted salary rate, frac-
tions of one cent with a value of four (4) or less, will be discarded and
fractions of one cent with a value of five (5) or more shall increase the
base hourly converted wage rate by one cent.
1. New Employees: An employee newly hired into a position in
Executive Management, may elect to forego City payment of the employee's
PERS contribution provided in Subsection B above, and may elect to
have his or her salary rate established at the Base Hourly Converted
Salary Rate defined above. Such an employee will be allowed to elect the
City payment of the employee's PERS contributions at any subsequent time
and, should the employee so elect, the employee's salary rate shall be
lowered to the Base Hourly Non-Converted Salary Rate upon the first day of
the pay period immediately following the employee's official election.
Subsequent to each election, the provisions of C.2 below shall apply to
the employee.
2. Effect of Conversion: Upon the effective date of an employee's
conversion of the City payment of employee PERS contributions to base
salary, the City will discontinue payment of the seven percent (7%)
Miscellaneous Employee PERS contribution or the nine percent (9%) Safety
Employee PERS contribution and the employee's full contribution rate shall
be deducted from the employee's pay by the City and forwarded to PERS in
accordance with the rules and regulations governing such contributions.
Once an employee has elected to convert the City's payment of the employee
contribution to PERS to the employee's base salary, the employee shall not
be permitted to reverse the conversion at any time.
3. EfSective Date of Conversion: The conversion of the City's
payment of an employee's PERS contribution to base salary shall become
effective upon the first day of the pay period immediately following the
employee's official election to convert.
IV. PAYMENT OF COMPENSATION
Each employee shall be compensated on a bi-weekly basis. Payment will
normally be made on the Thursday immediately following the conclusion of a
City payroll period. City payroll period begins on Friday which is the
first day of the City pay period and ends on the Thursday which is the
last day of the City pay period and consists of fourteen (14) calendar
days. Employees who are on continuous paid regular service for a partial
pay period shall receive pro-rated compensation for the pay period at the
rate of 1/80th of the employee's bi-weekly salary rate for each hour of
the pay period that the employee was on continuous paid regular service.
V. INSURANCE BENEFITS
Full-time regular employees shall be eligible to receive insurance
benefits as follows:
A. Health Insurance:
1. Available Plans Subject to the terms and conditions of the
City's contracts with health insurance carriers, eligible employees shall
be permitted to select health insurance coverage for themselves and their
eligible dependents from one of the following plans:
KAISER FOUNDATION HEALTH PLAN - "S" COVERAGE
BAY PACIFIC HEALTH CARE PLAN
BLUE SHIELD OF CALIFORNIA HEALTH PLAN
PERSONAL CHOICE (ABAG) HEALTH PLAN
2. Payment of Premium Costs: The City shall pay the premium costs
for eligible employees and their dependents to the insurance carrier for
the plan selected by each employee.
3. ,Effective Dates of Coverage The effective date of coverage for
health insurance shall be the first of the month following the month of
enrollment ,of the employee and the employee's dependent(s). Coverage
shall terminate on the last day of the month in which the employee
separates from employment with the City.
4. Health Insurance for Employees Who Retire: Subject to the
terms and conditions of the City's contracts with health insurance
carriers, an employee who retires on a service or an industrial disability
or non-industrial disability retirement from the City's service shall be
provided the opportunity to continue his or her health insurance coverage
with one of the City's plans subsequent to the date of his or her
retirement. The City shall continue to pay the premium costs for the
employee only and the retiring employee shall bear the premium costs for
his or her dependent(s).
B. Life and Accidental Death and Dismemberment Insurances: Subject
to the terms and conditions of the City's contract with Standard Insurance
Company of Portland Oregon, eligible employees shall be provided the
following life and accidental death and dismemberment insurances:
Term Life Insurance with a face value equal to two times the
employee's annual base salary, rounded off to the nearest one thousand
dollars ($1,000.00).
Accidental Death and Dismemberment Insurance in an amount equal to two
times the employee's annual base salary, rounded off to the nearest one
thousand dollars ($1,000.00).
The City shall pay the premium costs for eligible employees to
Standard Insurance Company. Coverage shall become effective on the first
day of the month following enrollment and shall terminate upon the day and
employee separates from City employment.
C. Vision Insurance: Subject to the terms and conditions of the
City's Vision Insurance Plan, eligible employees and their dependents
shall be provided the following vision insurance:
Vision Insurance Plan - Plan"B" - $10.00 Deductible
The vision service plan shall be provided to employees with no premium
costs to the employees or their eligible dependents. Coverage shall
become effective on the first of the month following enrollment and shall
terminate on the last day of the month in which an employee separates from
City employment.
D. Dental Insurance: Subject to the terms and conditions of the
City's Dental Insurance Plan, eligible employees and their dependents
shall be provided the following dental insurance:
California Dental Service - Progressive Plan
The dental insurance plan shall be provided to employees with no
premium costs to the employees or their eligible dependents. Coverage
shall become effective on the first day of the month following six (6)
full months of employment with the City. Only employees hired on the
first day of any month shall be eligible for coverage six months from the
date of hire. Eligible employees must enroll in order to become eligible
for dental insurance coverage. Coverage shall terminate on the last day
of the month in which an employee separates from employment with the City.
E. Long Term Disability Insurance: Subject to the terms and condi-
tions of the City's contract with Standard Insurance Company of Portland,
Oregon, eligible employees shall be provided Long Term Disability
Insurance coverage which provides for payment of up to two-thirds (2/3rds)
of the base salary of an employee, to a maximum monthly base salary of
five thousand two hundred and fifty dollars ($5,250.00, provided the
employee qualifies for such payment or qualifies for some lesser payment
under the provisions of the plan. The Long Term Disability Insurance
shall be provided to employees with no premium costs to the employees.
Coverage shall become effective on the first day of the month following
enrollment, and shall terminate on the day an employee separates from City
employment. A disabled employee becomes eligible for Long Term Disability
payments after a waiting period of twenty (20) calendar days.
F. Discretionary Benefit Option:
1. Employees not desiring medical, dental, or vision benefits for
themselves,a spouse or dependents, may elect to have the City place the
average dollar amount which would have been paid in premiums on behalf of
the employee and dependents into the employee's deferred compensation
account.
5
Method of comDutation of average dollar amount:
The City will determine the number of employees who are members of
each of the City's medical plans. The total premium dollars will be added
and will be divided by the number of employees to get the average dollar
amount.
2. Employees wishing to exercise this option may do so by filing a
request on the appropriate City form with the Personnel Division. An
employee may change the discretionary benefit option once each year to
coincide with the open enrollment period for medical plans, or at another
time during the year provided the employee can demonstrate, to the City's
satisfaction, a bonafide need.
IV. DEFERRED COMPENSATION
Full-time regular employees are eligible, subject to the terms and
conditions thereof, to participate in the Deferred Compensation Plan made
available to City employees.
VII. ADMINISTRATIVE LEAVE
Each full-time regular employee shall be entitled to receive forty
(40) hours per fiscal year of Administrative Leave in recognition of the
--City's expectation that members of Executive Management routinely and
consistently perform the duties of their positions during times which
involve hours in excess of the normal five-day, forty-hour work week.
Said forty (40) hours shall accrue on July 1 of each fiscal year.
Administrative leave may be taken in paid time off or may be directly
compensated in pay to the employee at the employee's base salary rate at
the time an employee requests such compensation. Administrative leave may
not be carried forward from one fiscal year to the next. Immediately upon
hiring, a new employee shall be entitled to receive administrative leave
at the rate of 1.538 hours for each pay period of employment remaining in
the fiscal year during which the employee was hired.
VIII. HOLIDAYS
Full time regular employees who are on paid status the entire day
before as well as the entire day after a holiday observed by the City
shall be entitled to receive compensation for eight (8) hours of holiday
time for each full day holiday and four (4) hours of holiday time for each
one-half (1/2) day holiday, which holiday time shall be considered as
hours worked.
A. Holidays Observed: The City observes the following holidays:
January 1
Third Monday in February
Last Monday in May
July 4
First Monday in September
Second Monday in October
November 11
New Year's Day
Washington's Birthday Observed
Memorial Day Observed
Independence Day
Labor Day
Columbus Day Observed
Veterans Day
6
Fourth Thursday in November
Fourth Friday in November
December 25
Thanksgiving Day
Day following Thanksgiving
Christmas Day
In addition, the City observes the following one-half (1/2) day
holidays (1300 hours through 1700 hours per day):
December 24
December 31
Christmas Eve Day
New Year's Eve Day
In addition, the City may observe any other day of national mourning
or celebration provided that it has been proclaimed by the City Council
and provided that the City Council directs the closure of the City offices
for public service. Any such day shall be granted only to those employees
who are regularly scheduled to work on the day for which such day is
proclaimed by the Council.
B. Days of Holiday Observation: Holidays which fall on Sunday
shall be observed on the following Monday. Holidays which fall on Satur-
day shall be observed on the preceding Friday. One-half (1/2) day
holidays shall be observed on the work day immediately preceding the day
upon which Christmas Day and New Year's Day are observed.
C. Discretionary Holidays: Each full time regular employee shall
be eligible for one full day holiday in addition to the holidays observed
by the City. An employee's discretionary holiday may be taken at the
discretion of the employee. An employee must take his or her discre-
tionary holiday each calendar year on or before December 13. Any employee
who does not take this holiday by December 13, will be paid, in cash, for
the unused holiday at the salary rate in effect.
IX. VACATION LEAVE
Full time regular employees shall earn and be granted vacation time in
accordance with the following accrual rate schedule:
LENGTH OF SERVICE
ACCRUAL RATE PER
BI-WEEKLY PAY PERIOD
First through fourth year, inclusive
Fifth through fourteenth year, inclusive
Fifteenth through twenty-fourth years, inclusive
Twenty-fifth and succeeding years
4.62 hours
6.16 hours
7.69 hours
9.23 hours
A. Vacation Accumulation: An employee may accumulate up to two
times his or her annual accrual rate of vacation hours as unused vacation.
An employee may not exceed the maximum accrual amount without the express
permission of the City Manager.
B. yacation Time Compensation: An employee who retires or separates
from City employment and who has accumulated unused vacation time on
record, shall be compensated in pay at the base hourly salary rate for
which the employee otherwise qualifies for all such unused vacation hours.
X. INDUSTRIAL INJURY OR ILLNESS LEAVE
An employee who is temporarily and/or partially disabled from
performing work as a result of any injury or illness which has been
determined to be industrially caused and which injury or illness necessi-
tates his or her absence from work, shall be entitled to receive paid
industrial injury or illness leave without loss of salary or benefits as
follows:
A. Miscellaneous Employees: Miscellaneous employees shall be
eligible to receive paid industrial injury or illness leave for all time
the employee is normally scheduled to work but is unable to work during a
period of ninety (90) calendar days following the date upon which the
injury or illness caused his or her period of temporary and/or partial
disability and necessitated his or her absence from work. A Miscellaneous
Employee who is receiving paid industrial injury or illness leave shall
assign to the City all Workers' Compensation Insurance proceeds received
by the employee for all of the time for which the employee also receive
paid leave from the City.
B. Safety EmDloyees: The requirements and the amount of indus-
trial injury or illness leave to be granted to a Safety Employee shall be
_~_s prescribed in Section 4850 and related sections of the Labor Code, as
%ose sections are constituted at the time interpretations of said
~ctions are necessary.
XI. MEDICAL APPOINTMENTS LEAVE
An employee may be granted leave without loss of salary or benefits
for the purpose of going to appointments with medical doctors or dentists
in instances where the employee is reasonably unable to arrange for such
appointments to occur during non-work time.
XII. SICK LEAVE
Section 1. Non-Industrial Injury or Illness Leave - Sick Leave
A. An employee who is temporarily and/or partially disabled from
performing the full scope of the usual and customary duties of his or her
classification as the result of an injury or illness which is not
industrially caused shall be eligible to receive sick leave without loss
of salary or benefits within the limits set forth below.
B. Amount of Sick Leave:
Effective July 1, 1986, each employee will accrue
one day per month of employment for purposes of sick
leave. Such leave may be accumulated without limit.
2. In addition, on July 1, 1986, or shortly there-
after, each employee will be credited with an amount of
sick leave which would have been accrued during the
period of the 90-day sick leave plan, including the
8
deduction for any usage. Family care, bereavement
leave, and medical appointment leave will not be counted.
In the event of a disagreement as to the amount of sick
leave to be credited, the Finance Division leave records
will be controlling unless the employee can prove to the
City's satisfaction that his/her sick leave use was other
than as it appears in the Finance Division records.
3. Any employee employed at the time that this Resolution
goes into effect who has an accrued sick leave of less
than fifteen (15) days can be advanced up to a maximum
of fifteen (15) days of sick leave after exhaustion of
all sick leave for the first year that this Resolution
is in effect. This advance will not need to be repaid.
Section 2. Payment of Unused Accumulated Sick Leave Accrued After
July 1, 1986.
Upon death, separation from City employment as a result of a work-
related injury or illness as defined below, or full service retirement
after twenty (20) years of service or retirement at age fifty (50), an
employee shall be paid for one-half (1/2) of the accumulated sick leave at
the time of separation, retirement or death. Payment of unused sick leave
_kours shall be made at the em~lQyee's hourly rate. No employee shall,
owever, receive payment for any recorded hours in excess of one thousand
wo hundred (1,200) and the maximum payable hours shall be six hundred
~600). This accrual shall include the amount credited, if any, on July 1,
1986, for the period when the 90-day sick leave plan was in effect.
Separation from City Employment as a Result of a Work-Related
Injury or Illness
A separation arising out of a work-related disability which is of a
serious or life/threatening nature that prohibits the employee from
engaging in his/her usual occupation or a similar occupation, and which
severely limits the employee's mobility and ability to engage in produc-
tive and gainful employment.
Section 3. Payment of Unused Accumulated Sick Leave for Certain
Employees - Retroactive.
An employee who had accumulated an unused sick leave hours on record
as of June 27, 1975, under the discontinued sick leave accumulation plan,
shall receive payment for fifty percent (50%) of the recorded hours within
sixty (60) days from the date that this Resolution goes into effector upon
the separation of the employee from the City's employment, at the
employee's discretion, at the salary rate in effect at that time. Payment
__may be deferred from the time of separation to the first payroll period in
~he calendar year immediately following the date of separation, at the
)ption of the payee.
XIII. FAMILY CARE AND BEREAVEMENT LEAVE
An employee may be granted up to a maximum of thirty-two (32) hours
of paid leave during each calendar year for the purpose of obtaining
medical consultation or treatment or for caring for an injured or ill
spouse, child, mother, father, or another family member residing in the
employee's home. An employee may be granted up to a maximum of
twenty-four (24) hours of bereavement leave, per occurrence, or the death
or funeral of a family member within the State of California, and up to a
maximum of forty (40) hours, per occurrence, for the death or funeral of a
family member outside the State of California. A family member shall
include the employee's spouse, child, mother, father, sister, brother,
grandmother, grandfather, mother-in-law, father-in-law, sister-in-law,
brother-in-law, daughter-in-law, and son-in-law. In addition, the City
Manager may grant leave to an employee for some other person if, in the
opinion of the City Manager, there exists or existed an extraordinarily
close familial relationship between the employee and such other person.
XIV. MILITARY LEAVE
Military leave shall be granted in accordance with the provisions of
applicable state and federal laws.
XV. MATERNITY LEAVE
A. Leave for Pregnancy Disability:
Employees are entitled to use sick leave as set forth
in Section XII of this Resolution for disabilities
caused or contributed to by pregnancy, miscarriage,
childbirth,and recovery therefrom, and shall be
limited to those disabilities as set forth above.
The length of such disability leave,including the
date on which the duties are to be resumed,shall be
determined by the employee and the employee's physician.
The City may require a medical doctor's verification
and clearance to return to work.
B. Leave Without Pay for Child Bearing PreDaration
1. Leave without pay or other benefits may be granted to
an employee for the preparation of child bearing.
2. The employee shall request such leave as soon as
practicable, but under no circumstances, less than thirty
(30) days, whenever possible, prior to the date on which
the leave is to begin. Such request shall be in writing
and shall include a statement as to the dates the employee
wishes to begin and end the leave without pay.
3. The duration of such leave shall consist of no more than
nine (9) months.
10
4. The employee is not entitled to the use of any
accrued sick leave or other paid leave while such
employee is on child bearing preparation leave.
5. There shall not be a diminution of employment statutes
for child bearing preparation except that no employee
shall be entitled to compensation, increment, nor shall
the time taken on a child bearing preparation leave count
towards credit for seniority.
6. If an employee is on leave for child bearing prepara-
tion and in the event of a miscarriage or death of the
child subsequent to childbirth, the employee may request
an immediate assignment to a position. If there is a
vacancy for which an employee is qualified, the City
will assign the employee as soon as possible.
C. Leave Without Pay for Child Rearing
1. Leave without pay or other benefits shall be granted
to an employee who applies for such leave prior to
going on pregnancy disability leave, prior to adop-
tion of a newborn baby, or in the event of the
employee's spouse's death during childbirth. In all
other cases, leave without pay or other benefits may
be granted to an employee for child rearing.
2. The employee shall request such leave as soon as
practicable, which shall normally be thirty (30) days
prior to the date on which the leave is to begin.
Such request shall be in writing and shall include a
statement as to the dates the employee wishes to
begin and end the leave without pay.
3. The duration of such leave for an employee with a
newborn baby (natural and adopted) shall consist of
no more than the remainder of the current fiscal year
and may be extended for the following fiscal year.
The extension of such leave may be granted, not to
exceed an additional twelve (12) months. Child
rearing leaves may be granted, in accordance with
this section, for an employee with any child (other
than newborn or newly adopted).
4. The employee is not entitled to the use of any
accrued sick leave or other paid leave while such
employee is on leave for child rearing.
5. There shall not be a diminution of employment status
for child rearing except that no employee shall be
entitled to compensation, increment, nor shall the
time taken on child rearing count toward credit for
seniority.
6. In the event an employee is on leave for child rear-
ing and the child dies, the employee may request an
immediate assignment to a position. If there is a
vacancy for which an employee is qualified, the City
will assign the employee to a position as soon as
possible.
XVI. LONG TERM DISABILITY LEAVE
Upon an employee qualifying for Long Term Disability Insurance
benefits, in accordance with the requirements of the City's policy, the
City shall determine whether to separate the employee from his or her
position or to grant the employee a leave of absence without pay for any
period up to three hundred and sixty-five (365) calendar days, or a'
reasonable extension thereof. If the City grants an employee a leave of
absence without pay for any period and the employee is unable to resume
work prior to or at the expiration of such leave, the City may
subsequently separate the employee or grant additional leave. An employee
who has been granted a leave of absence without pay may request and
receive payment for any unused vacation time accumulated by the employee.
The City will continue to pay insurance premiums provided by this
Compensation Program for a disabled employee until the date upon which the
employee is separated from City employment.
The City will not separate an employee until he/she has been
qualified for Long Term Disability benefits for a period of at least
ninety (90) days, except in those instances where the City and the
employee agree to an earlier separation.
XVII. AUTOMOBILE ALLOWANCE
Each employee in the Executive Management of the City shall receive
a monthly automobile allowance as set forth in Appendix A. An employee
may elect to have a City owned vehicle assigned for use by the employee in
lieu of a monthly automobile allowance provided that such assignment is
approved by the City Manager and the employee agrees to such conditions as
may be established by the City Manager regarding the assignment.
XVIII. PHYSICAL FITNESS
A. Recreation Facilities and Programs: Each employee shall be
entitled to free admission to City recreation facilities. Each employee
shall be entitled to free enrollment in up to five (5) recreational
classes during a twelve (12) month period. Employees using City recrea-
tion facilities and enrolled in City recreational classes shall engage in
such activities on the employee's non-work time. Employee admission to
recreation facilities and recreation classes shall be accomplished in
conformance with the rules and regulations established by the Recreation
and Community Services Department.
B. Physical Examination. Each employee may undergo an annual
comprehensive multiphasic physical examination at City expense by a
qualified medical facility.
XIX. ADMINISTRATION OF COMPENSATION PROGRAM
A. This Executive Management Compensation Program sets forth
the full and entire compensation program for members of the Group (except
the Council-appointed City Manager and City Attorney) and any prior or
existing understanding or agreements regarding these matters, whether
formal or informal, are hereby superceded or terminated in their entirety.
In the event that the provisions of this Compensation Program are found to
be in conflict with a City rule, regulation or resolution, the provisions
of this Program shall prevail over such conflicting rule, regulation or
resolution.
B. The City Manager shall administer the Executive Management
Compensation Program and may establish such policies, rules and
regulations as are deemed appropriate to the effective administration of
the Program. Members of Executive Management shall comply with
all such policies, rules and regulations as may be established by the City
Manager. The City Manager shall be empowered to grant or to impose
administrative leave without loss of pay or benefits for members of
Executive Management for any purpose deemed by the City Manager to be
appropriate to the circumstances.
13
City of South San Francisco Appendix "A"
EXECUTIVE MANAGEMENT
MONTHLY SALARY SCHEDULE
1988 AND 1989
1988 Steps Effective 7/1/88 1989 Steps Effective 7/1/89
(4 1/2% Increase from 1987) (4% Increase from 1988)
Monthly
Automobile
Allowance
Position
City Manager
A B C D E
7500 Flat Rate Effective 9-19-88
A B C D E
7500 Flat Rate or as approved by
Council
City Attorney 5926 6222 6533 6860 7203 6163 6471 6794 7134 7491
Police Chief 5514 5790 6080 6384 6703 5735 6022 6323 6639 6971
Fire Chief 5379 5648 5930 6227 6538 5594 5874 6167 6476 6800
Dir. of Recreation 5018 5269 5532 5809 6099 5219 5480 5753 6041 6343
City Librarian 5018 5269 5532 5809 6099 5219 5480 5753 6041 6343
Finance Director 5018 5269 5532 5809 6099 5219 5480 5753 6041 6343
Planning Director 5018 5269 5532 5809 6099 5219 5480 5753 6041 6343
$ 250.0{
200.00
Vehicle
Vehicle
100.00
100.00
100.00
100.00
Automobile allowances are considered to be earned income under Federal Regulations. Managers having
converted to the employee paid PERS option may also convert their administrative leave benefit to a 2%
~salary supplement.
APPENDIX "B"
CITY OF SOUTH SAN FRANCISCO
EXECUTIVE MANAGEMENT COMPENSATION SYSTEM
1. PURPOSE OF THE COMPENSATION SYSTEM
The purpose of this system is to attract and retain the best
available Executive Management employees and to provide a reward
system that Supports and encourages high performance. This requires
a rational and equitable process of establishing pay ranges and
providing for advancement within the structure.
2. EXECUTIVE MANAGEMENT COMPENSATION POLICY
Salary recommendations are prepared each year or as needed by
the City Manager using the management performance data and guidelines
developed by the City Manager. These guidelines may vary from year
to year based on salary survey results, economic conditions, funds
allocated and salary settlements for represented employee groups.
3. COMPENSATION PLAN STRUCTURE
This structure has steps and ranges. Each Executive Management
~._position is assigned to a salary range consisting of five (5) steps
with five percent (5%) between each step and the next higher step.
Executive Management positions are placed in ranges based on two
factors:
(1) internal equity--the relationship of one class to another in
terms of duties, responsibilities and overall importance to the
organization; and (2) marketplace equity in which total compensation
is compared to similar data from other cities and adjustments are
made in salary ranges to reflect comparability.
Marketplace surveys are conducted annually or as needed of
comparable cities in terms of geographic proximity, size and
financial resources. The following cities will be used:
Daly City Redwood City San Bruno San Leandro San Mateo
This survey is conducted for informational purposes to be considered
with other factors in establishing annual cost of living adjustments
to salary ranges.
Market comparisons are based on job content and levels of
responsibility rather than job titles alone. The City's policy is to
establish salary ranges for Executive Management classes which
reflect the average total compensation for other cities. Depending
on the results of this study, the pay range may be adjusted or
positions may be reassigned to different pay ranges. Classes for
which no valid comparisons can be made will have ranges set by
internal equity.
15
Actual salaries within the range are determined by two factors:
(1) hire date and initial placement within the range and any special
conditions established at the hire date (i.e., frequency of
performance reviews); and (2) completion of the performance appraisal
process.
4. SALARY ADJUSTMENTS DETERMINATION AND FREQUENCY
Salary step increases are based on overall performance as judged
by the City Manager following the annual performance appraisal.
Decisions relating to salary adjustments as enumerated in this
document will be made by the City Council for the City Manager and
City Attorney. Decisions relating to salary adjustments for other
Executive Management positions will be made by the City Manager.
5. SALARY ADJUSTMENTS FOR INDIVIDUALS IN EXECUTIVE MANAGEMENT
Newly appointed managers will be placed at the appropriate step
of their salary ranges as determined by the City Manager. There are a
total of five (5) steps within the range.
The first salary increase review for new Executive Management
appointees will normally occur six (6) months after appointment.
After the initial increase, employees will receive performance and
salary reviews annually, and may progress to the next higher step
provided their performance is satisfactory as determined by the City
Manager.
Specific compensation recommendations for each manager must take
into consideration both positive and negative factors in each element
of the performance compensation system and how significant those
factors are in the overall rating of the manager. The reasons
underlying each manager's overall rating may differ from manager to
manager. In instances of extraordinary performance as determined by
the City Manager, an additional step increase may be awarded not to
exceed top step.
16