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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