1995-017-Approving Management Compensation Plan For Fiscal Year 1994-95RESOLUTION 1995 - 17
RESOLUTION OF THE TOWN COUNCIL OF THE TOWN OF LOS GATOS
APPROVING MANAGEMENT COMPENSATION PLAN
FOR FISCAL YEAR 1994 -95
WHEREAS, amendments to the Management Compensation Plan will prevent salary
compaction between classifications represented by labor organizations and management.
BE IT RESOLVED, by the Town Council of the Town of Los Gatos, that the
Management Compensation Plan for Fiscal Year 1994 -95 (a copy of which is attached
hereto) is hereby approved.
PASSED AND ADOPTED at a regular meeting of the Town Council of the Town of
Los Gatos, California, held on the 17th day of January, 1995 by the following vote.
COUNCIL MEMBERS:
AYES: Randy Attaway, Steven Blanton, Linda Lubeck,
Mayor Patrick O'Laughlin
NAYS: None
ABSENT: Joanne Benjamin
ABSTAIN: None
SIGNED:
MAYOR OF THE TOWN OF LOS GATOS
LOS GATOS, CALIFORNIA
ATTEST:
CLERK OF THE TOWN OF OS GATOS
LOS GATOS, CALIFORNIA
MGR080 A: \CNCLRPTS \7- 17 -1.RES
e o • _
MANAGEMENT COMPENSATION PLAN
To establish a program and guidelines for a management compensation plan
pursuant to the following goals and objectives:
1.1 Establish a system for the payment of management personnel which results
in appropriate salary- contribution relationships and competitive salary rates.
1.2 Recognize the distinct character of management jobs and incumbents as
opposed to grouping them with other employees for salary purposes.
1.3 Diminish the possible influence of negotiated salaries for rank -and file
employees on salaries set for management classifications.
1.4 Promote more commitment by management to goals and objectives of the
Town Council and Town Manager.
1.5 Establish a system where salary serves as an effective device for promoting
better job performance.
1.6 Give recognition to impact of the employee on the job and performance level.
1.7 Promote the further identification of management group and understanding
of associated roles, loyalties, and responsibilities.
1.8 Strengthen the role of the supervisor in the compensation program.
1.9 Appropriately reward those employees whose extra effort results in the
improvement of Town services.
2. APPLICATION
This Policy shall apply to all employees occupying positions in those cases designated
as Management.
3. POLICY
3.1 Criteria For Establishing Ranges • Salary ranges shall be designed to ensure
satisfaction of the "equal pay for equal work" principle. It has been
determined that the maintenance of a strong competitive position in the labor
market has a positive effect on the Town's ability to attract and retain highly
MGRO66;MGT94- 95.CMP 1
January 11, 1995
EXHIBIT A
qualified personnel. Additionally, there are identifiable differences in work
requirements between Los Gatos management and presumptively comparable
positions in other agencies. These differences argue against the setting of
rates strictly on the basis of "prevailing wage ". To the degree possible, ranges
will reflect consideration of the relative value of positions. This consideration
will take into account differences and similarities in positions, within the
respective management and employee groupings. The establishment and
maintenance of management ranges shall be guided by the principle that no
supervisor should receive less compensation than their highest paid
subordinate if a similar amount of time is worked. The establishment and
adjustment of salary ranges shall be effected through resolution of the Town
Council.
3.2 A and B Ranges - All management classes shall have two ranges titled "A"
and "B ". After initial establishment, the ranges will be reviewed for possible
adjustments to be effective on July 1 of even - numbered years and at such
other times as the Town grants general or cost -of- living adjustments. Ti}e
emp>oes rtTay kle dertit ii the 2tiijttstmertt July 1 salary range adjustments
shall apply to the ranges only. Range adjustments may also be made in the
event of materially changed job assignments.
3.2.1 A Range - The "A" range is appropriate for entry level and fully qualified
employees. The performance expectations are those which would normally
be associated with these levels. The range is to be utilized to initially grant
a salary based on anticipated performance level and thereafter to recognize
changes in such performance. The "A" range will have a spread of 35% from
entry to top salary with no set steps. The lowest salary in the range would be
appropriate for a new employee who minimally satisfies job requirements.
The top of the range is reserved for employees who perform at the highest
level of expected proficiency.
3.2.2 B Range - The "B" range is designed for those employees whose performance
and value to the Town clearly exceed normal expectations. The top salary of
any given "B" range shall exceed the top salary of the "A" range of the class
by 15 %. Placement in the range is contingent upon the satisfaction of specific
requirements and approval of the Town Manager.
MGRO66;MGT94- 95.CMP 2
January 11, 1995
3.3 Sal@ry Progressions Within Ranee - Employees, both upon appointment and
during the course of their employment, may receive any salary amount not to
exceed the maximum of their range. During the first three (3) years of
employment, employees shall be reviewed for salary increases at such times
the Town Manager or department head deems appropriate, provided,
however, that at least one review will be conducted annually. Thereafter,
employees will be reviewed annually on the date of their employment in the
position they occupy. Department Heads will be effective September 15,
1993. The sole consideration in the granting of within -range salary
adjustments shall be performance.
3.3.1 Salary adjustment for employees below the level of Department Head shall
be made upon the recommendation of the Department Head and approval of
the Town Manager. Salary adjustments for Department Heads shall be
determined and approved by the Town Manager.
3.3.2 It is intended that incremental salary adjustments bear a direct relationship
to progress of the employee toward satisfying performance expectations.
Upon employment, the employee and his /her supervisor shall develop a
progress plan including a definition of performance goals, schedule of
performance reviews, and outline of possible within -range adjustments.
Normally, within range adjustments will average an approximate 5 %.
Adjustments below and above this amount are permitted, however, increases
above 15% or less than 2 -1/2% are discouraged. also, while salary
adjustments will normally involve increases, reductions may be made in
instances of unsatisfactory performance. Prior to being finalized, progress
plans shall be reviewed and approved by the concerned Department Head or
Town Manager in the case of Department Heads.
3.3.4 Supplemental benefits shall be considered part of compensation paid. In
order to determine the position of the Town's benefit package in relation to
the labor market, benefit information shall also be included in the survey of
other municipalities.
3.4 Labor Market Survey - Survey agencies making up the labor market base shall
be used in subsequent years with deletions or additions made only upon
substantial justification. The determination of position comparability shall
take into account scope of responsibility, functions supervised, staff size,
budget, and related factors. Consideration will not be given to factors relating
to incumbents, such as performance, length of service, and competency. The
survey will be conducted in odd - numbered years with any necessary range
adjustments made on or about July 1 of the survey year. The survey agencies
are in Appendix C.
3.5 Exceptional Contribution Pay - The basic salary ranges "A" and "B" are
designed to ensure that employees have the potential of a salary which is
MGRO66;MGT94- 95.CMP 3
January 11, 1995
internally justified, competitive with salaries paid in other agencies, and /or
should provide compensation appropriate to productivity at the standards
established by the Town. It is recognized, however, that some employees may
make an infrequent of "one shot" significant contribution to the Town which
exceeds expectations or job requirements. The Exceptional Contribution Pay
Program (ECPP) is designed to recognize and encourage this type of
contribution. The ECPP is governed by the following:
3.5.1 The contribution cannot be within job expectations and must result in
an identifiable and clearly recognized positive impact on the Town.
Ordinarily such impact must be definable in terms of dollar cost
reductions and /or increased productivity without additional costs.
Examples of indicators of such a contribution include the following:
3.5.1.1 Within the employee's area of responsibility there has been a
consistent, exceptionally high level of productivity with repeated
successful implementations of progressive and up -to -date
operational and managerial systems.
3.5.1.2 Employee initiates a series of innovative approaches to
providing Town services which result in significant cost savings
with no reduction in service level.
3.5.1.3 Employee develops programs or makes suggestions which result
in operational improvements outside his /her normal area of
responsibility.
3.5.1.4 Employee develops a program, system, or procedure on his /her
own initiative which results in a measurable significant
improvement in Town services or governmental efficiency.
3.5.2 ECPP may be granted at any time by the Town Manager upon
recommendation by the employee's Department Head in an amount not to
exceed $2,000.00. Amounts greater than $2,000.00 may be granted by the
Town Council upon recommendation of the Town Manager in an amount not
to exceed three (3) months' salary of the affected employee. Payment shall
be made in a lump sum.
4. GENERAL ADMINISTRATION AND PLAN REVIEW
The Personnel Officer shall maintain records on salary adjustments, including
effective dates and amounts. This information shall be summarized and distributed
to the respective Department Heads during the preparatory stages of development
of the fiscal year budget. A study committee consisting of the Personnel Officer and
a minimum of two Department Heads and one level two Manager will then be
established to evaluate administration of the Management Productivity -Salary Plan
MGR066;MGT94- 95.CMP 4
January 11, 1995
and develop recommended Plan changes if deemed appropriate. In even - numbered
years, this committee shall also review the results of the management classes salary
survey and prepare related recommendation.
5. SUPPLEMENTAL BENEFIT
5.1 Eligibili - Management employees will be eligible for benefits on the first
day of the month following their hire date.
5.1.1 No unexpended dollar amounts associated with selected benefits may be
disbursed to a terminating employee.
5.1.2 All benefit selections are subject to State and Federal rules, regulations, and
laws regarding employee benefits and tax status. No guarantee is made
regarding the tax- exempt status of any and all benefits presented or selected
except those allowed by law.
5.1.3 For all current employees, benefit selections must be made prior to the
beginning of each fiscal year. No changes to selected dollar ($) allocations
may be made after that time unless such changes are a result of a qualified
event or permitted by the PERS Medical Health Plan. Dependent status
changes may be made during the fiscal year provided there is a qualifying
event.
5.2 Public Emnloyee5 Retirement System - The Town shall amend its contract
with PERS to provide 2% at 55 retirement effective January, 1993, with Town
to take credit towards future total compensation equal to the PERS
contribution increase in any subsequent negotiations that cover the 1994 -95
fiscal year. The PERS contribution increase is scheduled to begin July 1,
1994. Police Management have a 2% at 50 program.
All management employees have the option to assume payment of their own
PERS contribution at the beginning and during the last one year of their
employment with the Town until June 30, 1994. As of July 1, 1994, this
option will no longer be available pursuant to State law. The monies
previously paid to PERS by the Town to cover the employees contribution will
be added to the employee's salary. An employee who does opt for this
conversion and proceeds to pay the employee's contribution shall not be
forced to retire within one year nor shall the employees have the option to
revert back to Town -paid employee contribution.
MGRO66;MGT94- 95.CMP 5
January 11, 1995
5.3 Vacation
Management I
0 - 60 mos. 15 days per year (4.62 hrs. per pay period)
61 - 120 mos. 20 days per year (6.15 hrs. per pay period)
121 mos. & over 25 days per year (7.70 hrs. per pay period)
Management II
0 - 60 mos. 15 days per year (4.62 hrs. per pay period)
61 - 120 mos. 20 days per year (6.15 hrs. per pay period)
121 - 180 mos. 23 days per year (7.08 hrs. per pay period)
181 mos. & over 25 days per year (7.70 hrs. per pay period)
Management III
0 - 36 mos. 10 days per year (3.08 hrs. per pay period)
37 to 60 mos. 15 days per year (4.62 hrs. per pay period)
61 to 120 mos. 20 days per year (6.16 hrs, per pay period)
121 to 180 mos. 23 days per year (7.08 hrs. per pay period)
181 mos. & over 25 days per year (7.70 hrs per pay period)
Maximum accrual shall be 400 hours for Management I and II effective
January 1, 1995.
Maximum accrual shall be 344 hours for Management III.
Vacation cash -out is permitted twice a year in December and June if the
Manager uses one week of vacation during the prior year. Amount to be
cashed out is limited to the amount accrued.
5.4 Personal Leave - Each Management employee will be eligible for a maximum
of 48 hours personal leave each calendar year. Personal leave is to be taken
at employee discretion. Personal leave may not be carried over from year to
year, nor may it be cashed out.
5.5 Sick Leave /Sick Leave Cash -out - Sick leave accrues at the rate of 8 hours per
month (3.70 hours per pay period) with a 1200 hour accrual limit. Upon
retirement from the Town, accrued sick leave can be applied towards medical
premiums until such time that the Town provides for 100% of retiree benefit
premiums.
Sick leave can be cashed out each December with the following provisions:
a. Have 150 hours in accruals at time of cash -out.
b. The balance can be cashed out as follows:
MGRO66;MG194- 95.CMP 6
January 11, 1995
I - 59 months of service at 25%
60 - 119 months of service at 37.5%
120 or more months of service at 50%
5.6 Administrative Leave - Upon approval of his /her department head (or by the
Town Manager in the case of department heads), management employees are
eligible for up to 40 hours administrative leave with pay per calendar year.
This leave is not cumulative from year to year; nor may this leave be cashed
out.
Administrative leave may be granted in recognition of extraordinary work
hours by management personnel. Specific examples include unanticipated
emergency situations, extraordinary Council or Commission meetings, and
extensive weekend work.
5.7 SalaI3� Adjustments For Managemen+ Employees On Extended Leave - An
incumbent management employee who is on extended leave from his /her
position due to sickness, disability, or employee - initiated leave without pay
status shall receive no salary adjustment until returning to full-time work. The
employee will then be considered for an adjustment, when a complete year of
work has elapsed since their last evaluation. Time absent will be rounded to
the closest month. Salary adjustments, if any, will become effective after the
employee has completed a full year since their last evaluation /increase.
Vacation or sick leave may not be used intermittently during an extended
leave to interrupt a determination that an employee is absent for any full
calendar month period. Vacation or sick leave may be used to assure
continuation of payroll status in order to retain insurance benefits under the
cash allocation benefits program.
Employees who are absent from work due to a work - related disability shall
not be subject to the provision above and will be considered for a salary
adjustment on their anniversary date.
5.8 Leave Accruals - Management employees shall not accrue vacation or sick
leave during any period of unauthorized leave, suspension without pay, or
leave without pay.
5.9 Continuation Of Benefit - Management employees shall continue to receive
fringe benefits so long as those employees remain on the Town payroll.
5.10 Disabilily Insurance - The Town will provide for a Short Term Disability
policy effective the 8th calendar day; coverage of 60% of weekly earnings up
to a maximum of $1,155 /week for 12 weeks. Long Term Disability benefits
begin on the 91st day of disability; coverage of 60% of monthly earnings up
to a maximum of $5,000 /mo.
MGR066;MG194- 95.CMP 7
January 11, 1995
5.11 Life Insurance - Management employees shall receive Town paid life
insurance coverage providing cover of $50,000 life and $50,000 accidental
death benefit or equal to annual salary, whichever is higher. (See Appendix
A for IRS regulations). Additional life insurance may be purchased by the
employee equal to once or twice the employee's base salary, not to exceed
$200,000.
5.12 Employee Assistance Program - Management employees shall have the
employee assistance program available to them. The premium shall be paid
by the Town.
5.13 Vision Care - Reimbursement for vision care shall be available for employees
and /or their immediate families (spouse, unmarried children under 19 living
at home, or under 23 and a full -time student) at a rate of $120 annually.
Reimbursement will be available for eye exams and the cost of prescription
eyeglasses /contact lenses only. employees shall utilize any medical coverage
provided by their medical carrier prior to requesting Town reimbursement.
5.14 Cash Allocation Plan - Allocation available to managers are as follows:
Group I - $8,092/yr.; Group II - $7,548/yr.; and Group III - $5,712/yr. (see
appendix D). Benefits which can be purchased by the cash allocation plan
include medical insurance and dental insurance. These benefits are available
on a pre -tax basis. The Town will provide a Flexible Spending Account
(FSA) Program. This program will be in accordance with Section 125 of the
IRS code.
Employees may also choose to receive part or all of their cash allocation plan
in cash. Any amount received in tax is taxable. Employees choosing to
receive taxable cash will receive it twice a year.
All benefits selected from the Cash Allocation Plan (see Appendix D) must
be paid for in full from the maximum benefit provided except when the
maximum is insufficient to cover all insurance coverage selected. In such
case, the premium amount not funded by the Town - provided benefit shall be
paid through an employee deduction applied against the medical premiums.
These premiums are available on a pre -tax basis.
Employees choosing to use cash allocation plan funds for medical insurance
must pay all medical premiums from the allocation prior to receiving a cash
allocation.
5.15 Deferred Compensation - The Town will continue to offer a program of
deferred compensation to all managers.
5.15.1 Funding for deferred compensation may only be provided after all
other benefits selected by the employee are paid for in full from the
MGRO66;MG194- 95.CMP 8
January 11, 1995
maximum benefit provided.
6.1 FEducationLWtion Reimbursement - Management employees are eligible for
$500 education /tuition reimbursement per fiscal year. All requests for
education /tuition reimbursement must be approved in advance on a Request
for Reimbursement Form. The employee may select to receive
reimbursement before or after completion of the course. All expenses must
be documented however, with a copy of the course description, flyer,
registration packet, etc. Receipts must also be submitted for any books.
Following completion of the course, documentation must be submitted to
reflect satisfactory completion, i.e., passing grade, or verification of completion
of the course. If reimbursement (or advance) is requested prior to course
completion, documentation of satisfactory course completion must be
submitted within 3 months of the completion of the course. Documentation
within the prescribed time frames is the responsibility of the employee.
If documentation is not received, a deduction will occur on the paycheck to
cover the expenses advanced. The employee will be notified in advance prior
to any deduction from the paycheck. All other finance and paperwork
procedures must also be followed.
MGRO66,MGT94- 95.CMP 9
January 11, 1995
APPENDIX A
ti ?. alas aw d �rsttr� snr� itti lnausanee sowrogr, ttoall�sl
ealtbY+t, sstra4i� Meow a r haar►nef awy�T
Generall% the emtof up to$M,Ooo ofgraup term 4fe imutance coverage
is cax exempt. The cost of coverage in excess of $50,080 is taxable to the
empkrvee. An employee who is woddng far more than one employer must
combine all group team . and is entitled to exclude the oast for no
mace than 550,000. If the employee contributes toward the cost of the
insurattce, all of his contribution (far coverage up to $50,000 and for excess
coverage) is allocable to coverage in exoe» of $50,000. In other words, he
may subtract his full contribution fwm the amount which would otherwise
be taxable to him. IRC Sec. 79. However the employee canna surly over
from year m year any unused portion of his contributions.
The oast of coverage in excess of $50.000 (the amount which is taxable Ta
the empWM) is to be calculated on a monthly basis. The steps are as lol-
Iowa. (1) find the teal amount of group term life inaaraTtce coverage for the
employee is cub ca lendar month ofh I taxable yMOf's change occurs dur-
ing eery month. take the average at the beginning and erw of the munch); (2)
subtract $50.000 from each month's coverages (3) to the balance, if sty; for
each month, apply the appropriate are from The followiag table of monthly
187 Twnllneb1 19%
MGRO66;MGT94- 95.CMP 10
January 11, 1995
Q 182 FE DE RALINCO&4ETAX
premium rates; (4) from cite sum of the monthly costs, subtract total
employee contributions for the year, if any. Reg. ;1.79 -3. The cost is deter•
miacd on the basis of the life insurance protection provided to the
err.ployee during his tax year, without regard to when the premiums are
paid by the employer. The table below should be used in computing the
cost of excess group term life insurance coverage for insurance provided
after December 31, 1988. Reg. ¢1.79(d)t4 For the cost of coverage pro.
vided before January 1, M9,311 employee who had attained an age greater
than age 64 was treated as if he were in the 5-yeex age bracket 60 to 64. Res,
¢1.79- 11OX21 as in effect for coverage provided prior to 1989.
Uff*WPrrw"Uf, $1,Pr'ltlafAndip Awn kfiiint" rarproeani0e.•
5-YAW AV Cost per $1,OW sfPraaauM
Brusisv fa 1-0cted Pni#d
Under 30 ........... ,........................ Scents
301034 ..... ............................... 9cents
35 to 39 ........... .........................IIcenta
40 to 44 ............ .. ......................17cents
45 to 49 ............... t .................... 29 cents
50 to 54 ..... ............................... 48 cents
55 to 59 ..... .............:................. 75 cents
601064 .......... ..........................$1.17
65 to 69 ... .. .:.............. ............... 2.10
7Oandabim . ............................... 3.76
•lowiagtieaboveuble,theageofdwwispbleeishiantaixedyea the laadgdYa
unbieyyaacc (1118 bas ia6tated ukatadrLg the Possibility of updating the row it @Map
ptatpa 7: D. t273, T.D. 6424.)
The regulations take into account the definition of group term life issues
ance ender suse law, The exemption is not available for amounts of insua
ance in excess of the maximum amount which an be provided by a single
contract of group term life insurance under applicable state law —
regardless of the gatend $s0,000 dlowarsce. "Appiable state law" means
the state whose laws @oven the terms and conditions of the policy. Itm
Rd. 69- 423,19612 CB 12. The emphs"a will be taxed on the axed pw
mium far any covera@e esoeeding the state maximum. Reg. ;1.711(c}
The fact chat an employer purchases group tam life insurance coverage
fat its enfroyees from a wholly- awned subsidiary insurance mnpany does
not preclude the etaplayees from excluding an rnounc equal to the cost of
$50,000 of coverage faran income. Rex Rail. 92 -93, 1992 -2 CB 45.
Group i tam coverage on the lives of an employee's spouse and depen.
dents is to if incladed is the exemption. However, the coat of such covera@e
will be in ome -tag free if the face amount does not exceed $4000. (With
respect to covmage after 1988, until further notice, it is excludable as a de
minimis i inge benefit under Notice 89.110, 1999 -2 CB 447, and with
respect tt coverage before 1989, as an "incidental" benefit under Regina.
tion 41.61 1(d)(2) as in effect before 1969.) In determining whether cove`
age in ex, is of $2,000 Qcovided on or after Janury 1, 1989, is excludable
form into to as a de mntimis fringe benefit, only the excess of the cost aver
T., a.H t flo0d quo
tie amorot paid by the employee on an after tax basis for the coverage is
takrn intoconsideration. Coverage in excess of ;2,000 provided before Jan-
uary 1989, is includable in incwne. The cost of such coverage is determined
under Table 1. Notice 89 -110, above. Where dependent group term life
imurance was available to employees through a voluntary erttployees' ben -
oGciary association (VEBA) and the employer's only rolo in the arrange-
meat w"as to provide administrative services as an independent contractor,
tie life insurance coverage was not a fringe benefit subject to taxation
under Regulation §1.61.21 or §1,61.2(d)(ZgiiHb). Thus, no ontount was
ilicludable in income to the employees. Let. Rut. 9151033.
A"Itlaaaf gxclaaioa
T
ti Therearecenain exceptions to the $S0,000 ceiling on rats exempt
cover
-
age. a xempt: ecost of group term
it tax e fife insurance, even for amounts over $50,000,
ii. ( 1)t oaformeremployee who ( a) has terminated hiaemploymentwiththe
empbyer(as an employee)and has become per disabled; or (b)
the Planed his employmenton or befoe January I, 198420d was covered by
the plan (or a predecessor plan) when he retired if the plan was in existence
an Janwry 1, 1984 or the plan is a comparable successor to such a plan; a (c)
Who has terminated his employment (as as employee) after January 1,1984
having attained age 55 on or before January S, 1984 and having been
eae�nJJannuuary"1 employer 4 the Platt isms comparable sruccesspot o such a plait
hnksa the individual retires under the plan after 1986 and the plan is dis-
cmplo)v s after that date not taking into account insurance provided
tin is d sigwrtated beneficiary now` 1, 1987): (2) if a charitable organiza-
respeet to all or an (such a dwignation may be made with
any portion adesids—butnocharitable contribu-
benededuction is allowable fa suck a designation); or (3) if the employer is
beneficiary (unless the employer is required to ply the proceeds over to the
employee's estate or beneficiary), iRC Sec. 79(6); Reg. §1.79 -2; TRA '84
Sec. 223(d), as amended by TRA '86, Sec. 1827(b)(i); Temp. Reg.
61.79-4T A -J. See also Let. Rul. 9149010.
Generally, any contribution toward group term life insurance (but not
toward educes dollar fordo0ar the by the employee during the taxable year
his gross income for term . runtgice' h reduction is permitted, hided in
for apt cpaYmrnt made by the employee
forcoveragea fterrairetnent or for
payrnenta allocable to insurance the cost of which is not razed because or
One of tbe- foregoing exceptions. Reg. W. 79-2(ax2), 1.79 -3(e )d b
able with rcN� of the cost of up to $50,000 o(group term life is not avail•
poet to group term insurance purchased under a qualified
employees' trust or annuity plan; the provisions of Section 72(m)(3) and
Regulation §1s, and apply to the cost of .arch protection purchased under
qualified plans, and no partof such cost is excludable fntm the employee's
gross income (see Q 304). IRC Sec. 79(6)(3); Reg. §1.79 -2(d).
189 Tax Facts 1 1994
APPENDIX B
MANAGEMENT POSITIONS & SALARY LEVEL
1994 -95
Police Chief
$79,714
Planning Director
71,602
Director of PFM
69,720
Assistant Town Manager
68,714
Library Director
67,505
Director of Building and Engineering
67,505
Police Captain
66,800
Community Services Director
62,031
Sr. Planner
59,964
Finance Director
59,964
Parks /Forestry Superintendent
59,964
Maintenance Superintendent
59,964
Sergeant
53,982
PM Supervisor
51,376
PW Supervisor
51,376
Records and Communications Manager
51,376
Sr. Librarian
50,779
Personnel Manager
49,643
Information Systems Manager
44,324
MGRO66;MGT94- 95.CMP 11
January 11, 1995
APPENDIX C
Campbell
Cupertino
Gilroy
Los Altos
Morgan Hill
Saratoga
Review to include:
- Average of all agencies listed.
MGR066;MGT94- 95.CMP 12
January 11, 1995
INT31
K
011 .-
APPENDIX D
MANAGEMENT SUPPLEMENTAL BENEFITS
FY 1994 -95
Cash
Allocation
Plan
Tuition
Reimbursement
Assistant Town Manager
Planning Director $8,092 $500
Police Chief
Director of Parks,
Forestry and
Maintenance Services
Library Director
Director of Building
and Engineering Services
Community Services Director .
Finance Director
Parks /Forestry Supt.
Maintenance Supt.
Parks Maint. Supr. $7,548 $500
Public Works Maint. Supr.
Police Captain
Pol. Records and
Communications Mgr.
Senior Planner
Personnel Manager
Senior Librarian
Group III
Sergeant $5,712 $500
MGRO66;MGT94- 95.CMP 13
January 11, 1995
APPENDIX E
MANAGEMENT POSITIONS
RELATED ASSOCIATION
Assistant Town Manager
T.E.A.
Community Services Director
T.E.A.
Director of Building and Engineering
T.E.A.
Services
Director of PFM
A.F.S.C.M.E.
Finance Director
T.E.A.
Library Director
T.E.A.
Maintenance Superintendent
A.F.S.C.M.E.
Parks Superintendent
A.F.S.C.M.E.
Parks Supervisor
A.F.S.C.M.E.
Personnel Manager
T.E.A.
Planning Director
T.E.A.
Police Chief
P.O.A.
Police Captain
P.O.A.
PW Maintenance Supervisor
A.F.S.C.M.E.
Records /Communciations Manager
T.E.A.
Senior Librarian
T.E.A.
Senior Planner
T.E.A.
Police Sergeant
P.O.A.
MGRO66;MGT94- 95.CMP 14
January 11, 1995