R-6886
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RESOLUTION NUMBER 6BB6(CCS)
(City Council Series)
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA MONICA
AMENDING THE EXECUTIVE PAY PLAN
WHEREAS, the Executive Pay Plan adopted by Resolution No.
6753 (CCS) has been in effect for one year; and
WHEREAS, certain of its
reflect organizational changes
benefit provisions.
provisions require updating to
and to update compensation and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SANTA
MONICA DOES RESOLVE AS FOLLOWS:
SECTION 1: The City Council does hereby establish an
Executive Pay Plan which defines the wages and benefits of the
City's Department Heads and those members of the Executive Staff
of the City Manager 1 s Office who choose to represent themselves
individually under Ordinance Number 801.
SECTION 2: The elements of the Executive Pay Plan shall be
as follows:
A.
shall
be
Partic,lp~nts .
limited to the
PartiCipation in the Executive Pay Plan
Assistant City Manager, Deputy City
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Manager,
Build ing Officer,
Ci t Y Eng ineer ,
Ci ty Librarian,
Director of CIvic Auditorium, DIrector of Community and Economic
Development, Director of FInance, Director of General ServIces,
Director of Personnel, Director of PlannIng,
Director of
Recreation and Parks, Director of Transportation, Fire Chief,
POlIce
Chief,
and
MIS
DIrector
Municipal
Alrport,
of
Administrator.
In
additIon,
The
City
Manager's
Office
Administrator, Council OffIce AdmInistrator, Assistant to the
CIty Manager, PublIc InformatIon Officer, Community Liaison,
Budget Administrator and Senior AdministratIve Analysts on the
CIty Manager's staff may participate In the Executive Pay Plan if
they choose to IndIvidually represent themselves under the terms
of OrdInance No. 801.
Members of the CIty Manager's Executive Staff who choose to be
IndIvIdually represented and become participants in the Executive
Pay Plan shall have the right to stop partIcipation In the
Executi ve Pay Plan and to request representatIon by an
approprIate unlt.
Ind~viduals who exerCIse that right cannot
again become participants in the Executive Pay Plan during the
term of th~s ResolutIon.
B. July, 1, 1984 Wage Adjus~ments. Effectl.ve July 1, 1984,
the E-step salaries for the participants in the Executive Pay
Plan shall be adJusted as follows:
Assistant CIty Manager
Deputy City Manager
Building Officer
City EngIneer
City LIbrarian
DIrector of CIVIC Auditorium
Director of Community & Economic Development
9.2% (to $56l7(mo)
3%
3%
3%
3%
3%
3%
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Director of Finance
Director of General Services
Director of Personnel
Director of Planning
Director of Recreation and Parks
Director of Transportation
Fire Chief
Police Chief
Director of Municipal Airport
MIS Administrator
City Manager's Office Administrator
CouncIl Office Administrator
Assistant to the City Manager
PubliC Information Officer
Community Liaison
Budget Administrator
Senior Administrative Analyst
3%
5.2% (to $5617/mo)
3%
3%
3%
6.2% (to $5l50/mo)
3%
6.2% (to $5617/mo)
3%
3%
3$
3%
3%
3%
3%
3%
3%
C. Subsequent Annual Wage AdJustments. Effective JUly 1,
1985, the E-step salaries of Executive Pay Plan participants
shall be adjusted by the percentage increase in the Revised
Consumer Price Index (For Urban Wage Earners and Clerical
Workers, 1967=100) for Los Angeles-Long Beach-Anaheim, pUblished
by the United States Department of Labor, Bureau of Labor
Stat~stics, from April 1,1984 to March 31,1985, provided,
however, that the percentage wage adjustment shall not be less
than three percent (3%) or greater than five percent (5%).
D. .C_~ty Payment of Emp~oyee Contnbution to PERS.
Participants in the Executive Pay Plan who currently receive City
payment of the employee contribution to PERS shall continue to
receive that benefit.
E.
Hours of Work and Overtime.
Participants in the
Executive Pay Plan work during the normal bUSiness hours of the
City and, in addition, devote whatever time is necessary to
accomplish
the
work
of
their
offices
without
overtime
compensation.
Participants in the Executive Pay Plan may not
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accrue compensatory tIme. However, the CIty Manager's Office
AdmInIstrator and the Council Office Administrator may receIve
overtime pay when work performed outside the normal business
hours of the City 1S also clearly outside the scope of their
assigned Departmental responsib1lities.
F. Performance Based Compensation. The C1 ty Manager or
h1S desginee shall evaluate the performance of participants in
the ExecutIve Pay Plan annually. The evaluation shall be made no
later than 45 days following the end of any fiscal year. Said
evaluatIon shall include an assessment of general management
sk~lls and specIf1c accomplishments of each individual employee.
The C~ty Manager or hIS deSIgnee shall meet with each individual
employee to discuss the evaluation and shall establish mutually
agreed upon performance criteria upon which the follOWIng year's
evaluation shall be based. The oral evaluatio shall be followed
by written evaluatIon withIn ten (10) working days If the
employee so requests or if the City Manager or his designee deems
It advIsable.
When, in the opinIon of the CIty Manager, the capabilities and
accomplIshments of an Individual employee have been exceptIonally
merItorious a cash payment of one percent (1%) to ten percent
(10~) of that employee's annual salary on June 30 of the fiscal
year for which performance is beIng evaluated shall be made. The
bonus shall be paid no later than 30 days following the date of
the evaluatIon. Said payments shall be regarded a::; one time
bonuses and shall not become part of the employee'S base salary.
SaId payments are subject to retIrement contr1butions.
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A merit pool not to exceed 4.5% of the base salarIes of the
participants in the ExecutIve Pay Plan shall be established
annually from which any and all said payments shall be made.
Nothing hereIn shall be construed as requiring that all pooled
funds be distributed In any year.
If, in the opinIon of the City Manager, no cash payment is
warranted by an employee's performance, the employee shall have
the opportunIty to present, within ten days of notIfication that
no payment is due, additional Information that mIght alter the
CIty Manager's decIsion. The decision of the City Manager, after
consideration of any such addItional information, shall be final
and no appeal may be taken therefrom.
It is expressly understood by particIpants In the Executive Pay
Plan that the performance-based payments descrIbed in this
sectIon do not constitute a generally granted Increase under
Section 1100 of the CIty Charter and Section 2105E of the
Municipal COde, and that denIal of such payments does not
constitute a demotion.
G. DeKerred Compensatlon. PartiCIpants In the Executive
Pay Plan who partiCIpate in the CIty'S Deferred Compensation Plan
shall receive from the City an amount equal to the amount that
the employee is contributing toward the Deferred Compensation
Plan, to a maximum of $75.00 per month.
H. An~u~l Physical Exam. Participants in the ExecutIve
Pay Plan shall receive an annual phYSIcal examInation at CIty
expense.
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I. Mental Health Insurance. PartIcIpants in the Executive
Pay Plan shall receive mental health Insurance coverage at City
expense.
J. ,Lo!1~ Term p~sabil~ ty Insurance. Participants in the
ExecutIve Pay Plan shall receIve long term dIsabilIty Insurance
coverage at CIty expense. SubJect to the usual provisions and
exclusions of such Insurance plans, the coverage shall be for 60%
of salary after a 180 day elimination perIod.
K.
Heal th and Dental Insurance.
The City shall pay the
full premIum of eXIstIng fee for service or health maintenance
organization (HMO) coverage for partIcIpants ~n the ExecutIve Pay
Plan and eligible dependents. In Fiscal Year 1985-86, the CIty
may raise the fee for service deductible to a maXImum of $200 per
indiVIdual familY member and may require that the employee
contribute the difference in premIum between co-payment HMO's and
non-copayment HMO's.
1. Management Leave . Participants in the Executive Pay
Plan shall reCeIve SIX management leave days per fIscal year.
Payment at the employee'S base salary rate for any unused
management leave days shall be payable to the employee upon
termination or within thirty days from the end of the fiscal year
in WhICh the leave days were earned by unused.
M. Vacation Lea~~. Participants in the Executive Pay Plan
shall receIve vacation leave as provided in SectIon 21Q4H of the
Mun~cIpal COde, prOVIded, however, that the City Manager may
authori ze the accrual of vacation beyond the limIts of Section
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2104H in ind1v1dual caSes where the employee has been unable to
use vacation due to work demands.
N.
Sick Leave.
PartH!lpants 1n the Executive Pay Plan
shall earn sick leave as follows:
(1) Upon completlon of SlX months of service, six days.
(2) Thereafter, one day per completed month of service.
Other slck leave provisions shall be as contained 1n Section
21041 of the Mun1cipal Code except that participants in the
Executi ve Pay Plan may elect annuall y to receive a payoff at
their base salary rate for unused sick leave as follows:
Less Than 10 Years Service
Sick Leave Days
Used in Flscal
Year
o
1
2
3
4
5
6
7
8
9
Days Payable
9
8
7
6
5
4
3
2
1
o
10 Or More Years Service
Sick Leave Days
Used ~n Fiscal
Year Days Payable
0 12
1 11
2 10
3 9
4 8
5 7
6 6
7 5
8 4
9 3
10 2
11 1
12 or more 0
A maXlmum accrual limlt of one-hundred and th1rty (130) days of
sick leave is applicable to any employee who has elected payoff
at any time dur1ng his or her employment.
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O. Ho~~days. The Director of Transportat1on shall receive
those
paid
holidays
provided
for the
employees of the
Transportation Department.
The C1ty Librarian shall receive
those paid hol1days prov1ded for the L1brary Guild and L1brary
Non-Professionals. All other participants In the Executlve Pay
Plan shall rece1ve the following paid hol1days:
New Year's Day January 1
Martln Luther King's Birthday January 15
L1ncoln's Birthday February 12
Washington's B~rthday Third Monday in February
Memorial Day Last Monday 1n May
Independence Day July 4
Labor Day First Monday 1n September
Thanksgiving Day Fourth Thursday in November
The Friday following Thanksg1ving Day
The half-day immediately before Christmas Day
Christmas Day December 25
The half-day immediately before New Year's Day
One Floating Holiday
All other holidays declared by the City Council
P. Oy~rpayment ,R,emedy. Parti<npants in the Executive Pay
Plan shall re1mburse the City for any overpayment of wages or
beneflts.
Said reimbursement shall not be required until the
C1 ty not1f1es the affected employee in wr1 ting.
Reimbursement
may be accomplished by a lump sum deduction from the next payroll
warrant issued to the employee following not1fication, or by
other reasonable repayment method mutually acceptable to the
employee and the C1ty, except that lump sum deduction shall be
required If the next payroll warrant issued to the employee 15
the flnal or terminatlon warrant.
SECTIO~ 3. ThlS resolutlon shall be effectlve for the per~od
of J~ly 1, 1~S4 to June 30, 1986. Effectlve July 1, 1986, this Resolu-
tion shall be deemed repeal led and of no further force and effect.
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SECTION 4. Resolut~on Number 6753 is hereby repealled.
SECTION 5. The C~ty Clerk shall certify to the adoptlon of this
Resolut~on and thenceforth and thereafter the same shall be in full
force and effect.
APPROVED AS TO FORM:
....~
ROBERT M. MYERS
Clty Attorney
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Adopted and approved this 10th day of July, 1984.
Mayor
I hereby certify that the foregoing Resolution No. 6886(CCS)
was duly adopted by the City Council of the City of Santa Monica
at a meeting thereof held on July 10, 1984 by the following
Council vote:
Ayes:
Councilmembers: Conn, Jennings, Press, Zane
and Mayor Edwards
Noes:
Councilmembers: Epstein and Reed
Absent:
Councilmembers: None
Abstain:
Councilmembers: None
ATTEST:
~1 );oLtu:l~
City Clerk -