R-6742
!
~
e
.
RESOLUTION NUMBER 6742(CCS)
(City Council Series)
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA MONICA
ESTABLISHING AN EXECUTIVE PAY PLAN
WHEREAS, it is the mutual desire of the City of Santa
Monica, the City's Department Heads and certain members of the
Executive Staff of the City Manager's Office to establish an
Executive Pay Plan; and
WHEREAS, an Executive Pay Plan will establish the wages
and benefits of the City's Department Heads and those members
I
of the Executive Staff of the City Manager's Office who choose
to exercise their right under Ordinance Number aol VCCS) to
represent themselves individually in their employment ~e1at!ons
with the City,
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's OfEice who choose to represen~
themselves individually under Ordinance Number 801.
1
~
e
e
SECTION 2: The elements of the Executive Pay Plan shall
be as follOWs:
A. Participants. Participation in the Executive Pay Plan
shall be limited to the Assistant City Manager, Deputy City
Manager, Building Off1cer, City Engineer, City 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, and Police Chief. In addition, the City Manager's Office
Administrator,
Administrative
"Administrative
Council
Office
Administrator,
Seniol:"
Analysts on the
Analysts on the
City Manager's
City Manager's
Staff
staff
and
may
~articipate in the Executive Pay Plan if they choose to
individually represent themselves under the terms of Ordinance
Number 801.
-- Members of the City Manager's Ex~cutive Staff who choose to be
individually
represented
and become participants in the
Executive Pay Plan shall have the right to stop participation
in the Executive Pay Plan and to request representation by an
appropriate unit. Individuals who exercise that right cannot
again become participants in the Executive Pay Plan during the
term of this Resolution.
2
~
e
e
B. July 1, 1983 Wage Adjustments. Effective July 1,
1983, 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
Director of Finance
Director of General Services
Director of Personnel
Director of Planning
Director of Purchasing
Director of Recreakbon.nd ~arks
Director of Transportation
Fire Chief
Police Chief
City Manager's Offic€ Administrator
July 1983
Council Office Administrator
July 1983
Senior Administrative Analyst
Administrative Analyst
6%
4%
4%
4%
4%
4%
4%
4%
6%
4%
4%
4%
4%
4%
4%
6%
4% in lieu of
STA adJustment
4% in lieu of
STA adjustment
2%
2%
For the purposes ~f applying the above noted percentage
increase, the E-step of the Senior Administrative Analyst who
serves as assistant to the City Manager shall be $2906/month.
c. Subsequent A~nual Wage Adjustments. Effective July 1,
1984, and July I, 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 Statistics, from April 1 of the year preceding the wage
increase to March 31 of the year of the wage increase,
provided, however, that the percentage wage adjustment shall
3
e
e
not be less than three percent (3%) or greater than five
percent (5%).
D. -C~ty Payment of Employee Contribution 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. Effective July 1, 1983, the
City shall pay the employee contribution to PERS on behalf of
the Deputy City Manager and the Police Chief.
E. Hours of Work and Overtime. Participants in the
Executive ~y 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 Executiv& -Pay Plan may not
accrue compensatory time.
F. Performance Based Compensation. The City Manager
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 fi~cal year. Said evaluation
shall include an assessment of general management skills and
specific accomplishments of each lnaividual employee. The City
Manager shall meet with each individual employee to discuss the
evaluation and shall establish mutually agreed upon performance
criteria upon which the fallowing year's evaluation shall be
based. The oral evaluation shall be followed by written
evaluation within ten (10) working days if the employee so
requests or if the City Manager deems it advisable.
4
e
e
When,
in
the
opinion
of the City Manager, the
capabilities and accomplishments of an individual employee have
been except10nally meritorious a cash payment of one percent
(1%) to ten percent (10%) of that employee1s 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 as one time bonuses and shall not become part
of the emp1oyee1s base salary. Said payments are subject to
retirement contributions.
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 sad 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 emp1eyeels performance, the employee shall
have
the
opportun i ty
to
present, within ten days of
notification that no payment is due, additional information
that might alter the City Manager1s 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
5
-
e
2l05E of the Municipal Code, and that denial of such payments
does not constitute a demotion.
G. Deferred Compensation. 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. Annual Physical Exam. Participants in the Executive
Pay Plan shall receive an annual physical examination at City
expense.
I. Mental
Health
Insurance.
Participants
in the
Executive Pay Plan shall receive mental health insurance
coverage at City expense.
J. Long Term Disability 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 insuranee plans, the coverage shall be for
60% of salary after a 180 day elimination period.
K. Health and Dental Insurance. The City shall pay the
full premium of existing fee for service or health maintenance
organlzation (HMO) coverage for participants in 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
$2~O 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.
6
e
e
L. 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 but unused.
M. Vacation Leave. Participants in the Executive Pay
Plan shall receive vacation leave as provided in Section 2l04H
of the Municipal Code, provided, however, that the City Manager
may authorize the accrual of vacation beyond the limits of
Section 2104H in individual cases where the employee has been
unable to use vacation due to work demands.
N. Si~k Leave. Participants in the Executive Pay Plan
shall earn sick leave as follows:
(1) Upon completion of six months of service, six
days.
(2) Thereafter, one day per completed month of
service.
Other sick leave provisions shall be as contained in Section
21041 of the Municipal Code except that participants in the
Executive Pay Plan may elect annually to receive a payoff at
their base salary rate for unused sick leave as follows:
Less Than 10 Years Service
10 or More Years Service
Sick Leave Days
Sick Leave Days
7
e
e
Used In Fiscal
Year
Days Payable
Used In Fiscal
Year
Days Payable
0 9 0 12
1 8 1 11
2 7 2 10
3 6 3 9
4 5 4 8
5 4 5 7
6 3 6 6
7 2 7 5
8 1 8 4
9 or more 0 9 3
10 2
11 1
12 or more 0
A maximum accrual limit of one-hundred and thirty (130) days of
sick leave is applicable to any employee who has elected payoff
at any time during his or her employment.
O. Holidays.
The Dir~ctor of Transportation shall
receive those paid holidays provided for the empl6yees of the
Transportation Department.
All other participants in the
Executive Pay Plan shall receive the following pard ndridays:
New Year's Day
Martin Luther Kingls
Lincoln's Birthday
Washingtonls Birthday
Memorial Day
Independence Day
Labor Day
Admission Day
Veteran's Day
Thanksgiving Day
January 1
January 15
February 12
Third Monday in February
Last Monday in May
July 4
First Monday in September
September 9
Fourth Konday in OCtober
Fourth Thursday in
November
The half-day immediately before Christmas Day
Christmas Day December 25
The half-day immediately before New Year's Day
All other ,holidays declared by the City Council
Birthday
P. Overpayment Remedy.
Part1cipants in the Executive
Pay Plan shall reimburse the City for any overpayment of wages
or benefits.
Said reimbursement shall not be required until
8
.
.
the
City
notifies
the
affected
employee in writing.
Reimbursement may be accomplished by a lump sum deduction from
the next p~yroll warrant issued to the employee following
notification, or by other reasonable repayment method mutually
acceptable to the employee and the City, except that lump sum
deduction shall Qe ~equired if the next payroll warrant issued
to the employee ~ the final or termination warrant.
.
SECTION 3.
This resolution shall be effective for the
period from July 1, 1983, to June 30, 1986. Effective July 1,
1986, this resolution shall be deemed repealed and of no
further force and effect.
SECTION 4. The City Clerk shall certify to the adoption
ef this Resolution and thenceforth and thereafter the same
shall be in full force and effect.
APPROVED AS TO FORM:
~ 1-0=0
ROBERT M. MYERS
-Ci ty At-torney
I
I
9 /
/
I
,
.i
---~----- -- j
It
.
AOOPTED AND APPROVED THIS
23rd
OA,V
~ -
" ~
~,
August
1983 .
f
MA'IOR
I f-i~REB'{: CERTI>='Y T:-1AT THE FOREGOING R::SOL~TION
~O. 6742(CCS}WAS DULY ADOPTED BY THE C:TY COUNCIL JF T~c
CITY OF SANT~ MONICA ~T A MEETI~G THEREOF H~LJ ON
August 23
, 1983 BY THE FOLLOWI~G COUNCIL VOTE.
D"YES:
COUNCILMEMBERS: Conn, Epstein, JennIngs, Press, Zane and
?-1ayor Edwards
NOES:
COUNCILMEMBERs.None
ABSENT:
C 0 U N elL M EM 8 E R S : Reed
A.BSTAIN:
COUNCILMEMBERS: None
ATTEST.
//
~L l7z4~
CITY CLERK