CC Resolution No. 7536
FESULUT IIJN r,!1J _,J5Jº-__._
A RESIJLUTION OF THE CITY COUNCIL OF THE CITY OF CUPERTINO
AMENDING THE MANAGEMENT COMPENSATION PROGRAM
WHEREAS, the City Council desires to
schedule for eligible persons under the
Program for attendance at conferences,
~,;essions; ~'::md
modify tt-H?
Management
meetings
y-ei mbuY'·sement
Compensation
and tr-aining
NOW, THEREFORE
Compensation Program be
is incorporated in this
BE IT RESOLVED that the Management
amended as shown in Attachment 1']'.:1" which
resolution by this reference.
PASSED AND ADOPTED at a regular City Council meeting of the
Ci.ty o·f Cuper-tino this _:2..t'þ__ day of ___..lu4..___________. 1988 by
the following vote:
:-i.9t§
~€~~€c_º£_tb€_Çit~_Ǻ~Œçil
¡;YES:
Johnson, Koppel, Plungy, Rogers, Gatto
NOES:
None
,.BSENT:
None
ABSTAIN:
None
APPROVED:
_L~__l£~~~~-~~~t9---------
Mayor, City of Cupertino
ATTEST:
J~j__Q~r2~hy_~0~E~lt~___________
City Clerk
I N D E X
MANAGEMENT COMPENSATION PROGRAM
Catei\ory
PROGRAM PURPOSE AND DEFINITIONS FOR
ELIGIBILITY
SCHEDULES OF PAY GRADES AND OTHER
SALARY RATES
I POLICY
II DEFINITIONS
III REIMBURSEMENT SCHEDULE
IV ATTENDANCE AUTHORIZATION
V FUNDING
AUTOMOBILE ALLOWANCES AND MILEAGE
REIMBURSEMENTS
ASSOCIATION MEMBERSHIPS AND PROFESSIONAL
PUBLICATIONS
COMPENSATORY TIME OFF
HEALTH BENEFIT PLANS - EMPLOYER CONTRIBUTION
FLEXIBLE HOLIDAYS
LIFE AND LONG TERM DISABILITY INSURANCE
DEFERRED COMPENSATION
PUBLIC EMPLOYEES "RETIREMENT SYSTEM CONTRIBUTION
DENTAL INSURANCE - EMPLOYER CONTRIBUTION
ADMINISTRATIVE LEAVE
Policy No,
1
2
3
3
3
3
3
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5
6
7
8
9
lO
11
l2
13
Page
1
3
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~
5
6
7
8
lO
11
l2
13
l~
lS
l6
l7
l8
Cit.'v ':·T :::uP(;::':'i'ntinc:J
i1A~¡AGEMENT !:OMF'ENSATION PROGRAM
Pol i cy ~,ICi. :I.
PROGRAM PURPOSE AND
DEFINITIONS FOR ELIGIBILITY
It is City of Cupertino policy that those certain persons
holding positions hereinafter defined and designated either as
management positions shall be eligible for participation under
the Management Compensation Program as hereby adopted by action
of the City Courlcil and as same may be amended or as otherwise
modified from time to time.
It is the stated purpose of this Management Compensation
Pr'ogram to give recognition to and to differentiate those
eligible employees from represented employees who achieve
economic gain and other conditions of employment through
negotiation. It is the intent that through this policy and those
which are adopted or as may be modified or rescinded from time
to time such recognition may be given.
Eligibility for inclusion within this Management Compensation
Program is limited to persons holding positions as management
employees. These are as designated by the Appointing Authority
and may be modified as circumstances warrant.
As defined under Section 2.52.290 of the Cupertino Municipal
Code, a management employee is any employee having significant
responsibilities for formulating and administering City policies
and programs, including but not limited to the chief executive
officer and Department Heads; and, any employee having authority
to exercise independent judgment to hire, transfer, suspend, lay
off, recall, promote, discharge, assign, reward or discipline
ather employees, or having the responsibility to direct them, or
to adjust their grievances, or effectively to recommend such
action if in connection with the foregoing, the exercise of such
authority is not of a merely routine or clerical nature but
requires the use of independent judgment.
f11 though
the Personnel
,~1-::} management
subject to
Code, the
positions:
change in accordance with provision of
following positions have been designated
MANAGEMENT POSITIONS;
Eg§itiQD._!:JQ-=-
1!J.£ldmt2.§!J.:L
E:Q§iUQ!J._liU§
~51 0-1 05·-0 1
Cowan R.
City Manager
Director of Finance
Director of Parks and
Recreation
Director of Planning &
Development
210--102-01
310-103-01
410-1.04-01
Quinlan, R.
Snyder, B.
Dowling, S.
-1-
MANAGEMEN'f ?OSIrIONS ((~Qr,tinued)
eg§i1i9Q_b!º.!!..
I)':lh~lffiº@Q-·.~
71 ()-~ 1 06·-0 1
·;::~:2()-l07-01
Viskovich~1 B.
Br-own, B.
/::,10--101·-01.
420-~2:1.a-Ol
·i!,40·~·2.t 8-1) 1
~:;j20-:5:t 6-0 1
:~'-50-:-21 0--0 1.
710-603-0t
720-206-·01
7:30-60:2--01
Cor~nel ius, D.
L¿lmy, ,J.
McCar-thy, D.
Plntonucci, J.
F'iasecki, S.
Botelho, R.
Whitten, T.
l'1ahan, D.
750-·-601'-01.
"740·-605-..0 :1.
7 40-,f:,04··-Ü 1
'72.0--219-0 :t
McKee V.
Sut1ega F.
Br'isco, r.:''I.
Griqg, G.
Adopted by Action
of ttle City Council
?,.;p,"'i 1. t, 1974
Revised October 28, 1974
Revised March, 1978
Revised June, 1981
Revised June, 1982
Revised July~ 1985
Revised July, 1987
¡::';2~iti.ºQ_Iit1.t~
Dir-ector of Public Works
Assistant to the
Ci ty Manager-
Cit.y Clerk
Recreation Supervisor
Recreation Supervisor~
Chief Building Inspector
Assistant Planning Director
Public Works Superintendent
Assistant City Engineer
Gr-ounds Mai ntenance
Super-vi SOl'"
Water Systems Superintenderlt
Facility Supervisor
Public Works Supervisor
T~affic Engineer
-2-
City i]f CLlpertir\o
1"1AN?1i3[MEI'~T CCr~IF'E~,!3P T I DI\I i :'F;:Ot3F'Ar'"¡
Pc..l icy \\10. ....
'=.GŒDUI_ES OF PAY GRADES
AND OTI~ER SALARY RATES
It is City of Cupertino policy that eligible persons under
the Managejnent Cotnpensation Program shall be compensated for
se~vices rendered to and on behalf of the City on the basis of
equitability of pay for duties arld responsibilities assiqned~
meritorious service and comparability with similar work in other
p\lblic and private employment in the same labor market~ all (Jf
which is contingent upon the City's ability to pay consistent
with its fiscal policies.
As rates of pay and schedules of pay grades developed through
¡neet and confer processes are subject to the underlying
provisions of the Pay Plan for administration purposes so are
"those rates of pay and schedule of pay grades included herein as
a part of this Management Compensation Program. The inclusion
herein of said ~ates and schedules does not affect any effective
dates or otherwise reflect on the approval processes required but
is stlown as an integral part of this Program for completeness of
r"E-corel.
¡:"..\dopted by ¡~Icti Dr¡
of the City Council
fip,-.L 1 1, 1974
F(evi ~;ed 8-8-78
Revised 7-4-79 (Pay Plan)
Revised 6-80 (Pay Plan)
-
C.i ~~.'/ ,''- '::Upf~:'-(::i.;;'.:::,
MANAGEMENT (,:OMPENSATION F'ROGRAM
F'c).!. icy N~jw .',
h__r::QblÇ{
A. ~ªOªgæffi~Dt_E§~§ºDQ@l
It is City of Cupertino policy that eligible persons~ other
than the City Manager~ under the Management COfnpensation
progra¡n shall be reimbursed in accordance with the schedules~
terms and conditions as set forth herein for attendance at
conferences~ meetings and training sessions as defined below
for each. It is the intent of this policy to encourage the
continLling education and awareness of said persons in the
technical improvements and innovations in their fields of
endeavor as they apply to the City. One means of
implementing this encouragement is through a formal
reimbur"sement schedule for authorized attendance at suet,
conferences~ meetings and training sessions.
B. ~ºn=~ªQªg§ill§Qt_E~C2ºnQªl
When authorized by a Department Head~ a non-management person
jnay attend a conference~ meeting or training session subject
to the stated terms and conditions included herein for each
wi.th payment toward or reimbursement of certain expenses
incurred being limited to authorized actual costs thereof.
11~__Q~El~IIlº~§
A. ª~Qg@iªCY_bimih2higO§
Funding capability for payment toward or reimbursement of
expenses incurred for" attendance at conferences~ meetings and
training sessions shall be limited to the amount appropriated
as a line item for each applicable account.
Ð. ÇQo.L§C§Q£@§
A conference is an annual
organization the membership of
of the City or the individual.
meeting
whicll may
of a work related
be held in the name
c. º~~ª~im~Qi_~~ªg
Director of Finance
Director of Parks and Recreation
Director of Planning and Development
Director of Public Works
Assistant to the City Manager
City Clerk
-4-
\) .
Recreation S!Jpervisors
~ssistant Planning Director
Senior Building Inspector-
Assistant City Engineer
Public Works Superintendent
Water Systems Superintendent
Tr-affic Engineer
E: ~ bJ:2çª1._~jC§:ª
A local area is that within an approximate 100 mile radius or
two hours drive of the City.
F' . t1~§!j;i':!g§.
A mE~eting is
Dr-ganization
2i 1 uncheon or'
classifj,~:d as
any scheduled function of a work related
other than an annual meeting and may consist of
dinner or a one or two day meeting not properly
a training sessionn
c¡. t1.L~¿9.1.@_t1~lo.§lgfªæêo.t
The nLlmber and designation
shall be those Inanagement
Heads and the City Manager
the Management Compensation
o·f mi ddl e m¿¡nagement personnel
positions exclusive of Department
as set forth in Policy No. 1 of
Progr-am.
H" It::.ªi.lJtQg~_âf1§;§iº!J.
A training session is any type of seminar or workshop the
attendance at which is for the purpose of obtaining
'information of a work related nature to benefit the City~s
operations or to 'the enhance tt,e attendee~s capabilities in
the discharge of assigned duties and responsibilities.
111~__B~löêWB§~ö~~I_§~~sº~bs
À. !3~gi2tCª1iºD
Registration fees for authorized attendance at a conference,
meeting or training session will be paid by the City.
86 ICªQâ~Q~tªtiºQ
When an expenditure is authorized or is eligible for
,"(-?imbursement, the City will pay tr.3.nsportation costs from
the attendee's home to the destination and return on the
basis of the costs for the nearest route by air at air coach
fare. Transportation costs also may include limousine or
taxi service to and from the attendee~s home and the airport
or ,for airport or destination parking charges for personal
2utomobiles so parked when such is used in lieu of travel by
¡.;Ùr-. Use Df ;;:i per'sonal aLrtoffiobile for City business shall t.::¡(?
reirnbursed at a rate per mile then in effect for such use
except in no case shall it exceed air coach fare.
-5-
Ir"anspJ~tatj"~Jn ",0nt,L"11_t2d:
Reimbur:;ement for use of a
business withirl a local ar"ea
supplement that already being
a monthly mileage allowance6
personal auton\obile on City
will not be made so as to
paid to those persons receiving
C. ~ºt.l
Payments toward or reifnbursement of hotel or lodging expenses
is limited to the ac-tual costs of the room. Such payments or
rei¡nbllrsements shall not be made for hotel or lodging expense
when incurred within the local area. Exceptions to this
requirement shal], be for attendance at the Annual League of
Califorrlia Cities Conference and for those nights wt,en
attendance at other conferences, meetings and training
sessions official functions would preclude the return to the
City by the attendee within two hours after the end of the
normal working day.
D. E§~_ºigm
For conferences, meetings and training sessions lasting two
or more days, a per diem allowance shall be allowed in lieu
of actual costs for food, tips, miscellaneouS expenses, etc.,
unless otherwise noted herein to the contrary. Payments
toward or reimbursement of attendance at such functions
lasting less than two days shall be limited to the actual
costs consistent with the application of reasonable
s"tandards.
Costs of special luncheon or
programs on the agenda and not
may be paid or reimbursed in
allowance when approved by the
Manager.
dinner meetings or
covered by registration
addition to the per
City Councilor the
other
fees
diem
City
The authorized
at conferences,
per diem rate shall be $50.00 for attendance
meetings or training sessions.
No payment shall be made
of a personal nature
reasonableness for the
City Manager.
for any expenses incurred which
or not within a standard
situation as may be defined by
are
of
the
1~~__aIIs~º6~çs_a~I~Q8116Ilº~
A. ê~Qgg!È~~_bimitÈtiQD§
Notwithstanding any attendance, authorization contained
her"ein, reimbursement for expenses incurred or expenditures
made relative to conferences, meetings or training sessions
shall not exceed the budgetary limitations.
-6-
E~.. t="i DE~r-.i-:::..!.-trni:?nt j"'!f..~<=\!j Elr·lcJ CIne clE.~':::.:i. (";.In¿i"tgec.1 d.S-:;;}. st.::'int iï1<:.1Y ,'9.t tC.'i ¡oj
conference. Attendance by any other employee~ rnanagement ar-
non-management, may be BLlttl0rized by the Department Head
3ubject to such attendance being on the employee's own time
(compensatory time off or vacation ti¡ne) and with
transportation and lodging being at the employee's own
8Xper')se. The City may pay registration fees.
c. ~1f::1@:!;j~!Jg§
Any employee, management or non-management, may attend a
meeting when 2Ltthorized by the Department Head.
D. ICªiQiQg_§@~§iQD2
Any e!nployee, inanagement or non-management, may attend a
training session when authorized by the Department Head.
\(,___E\JI::!!H.t:!G
A.. BQQCgQCiªtiºo_Eºli~~
It shall be the policy of the
set Forth herein with such
availability of resources.
City to appropriate funds as
appropriations being subject to
B. Appropriations will be made on the basis of $2,715.00 for
each Departfnent Head, and $1,350.00 for each designated
assistant to be LJsed as payments toward or reimbursement of
e){penses incurred for attendance at conferences and
meetings~ The conference or meeting, location and attendee
shall be a·t the discretion of the Department Head.
c. Icsr~Q.io.9._§~§§iºo.§
F'ayment'3 -!::.oward
attendance at
annually thr-ough
or reimbursement of
training sessions,
the budget process.
e>:penses
wi 11 be
incur~-ed in
appr-opriated
There also will be an
Parks and Recreation
or· reimbursement of
training programs.
appropriation to the
each year to be used as
expenses incurred for
Depar·tment of
payments toward
its i n-servi ce
Excluded from this funding
determined each year and
Division for costs incurred
nature and applicable to all
capability is that amount to be
appropriated to the Personnel
in training proqrams of a general
employees.
Revised July, 1983
Revised ,July 1, 1985
Revised July, 1987
F'€-~vi '-=ied ,Jul Y 1, 1988
-7·-
C::!. t-¡ ::¡+ CUPE:·(·j,::.l¡m¡i::'
t1ANAGEMENT COMPENSATION PROGRAM
PDlic\¡, I···,~(]. it
¡~UT[J VIDBILE ALLDWANCES AND
MILEAGE REIMBURSEMENTS
It is City of Cupertino policy that eligible persons under
the Management Compensa·tion Program shall be compensated fairly
.for the use 0+ personal automotive vehicles on City business. In
many instances the use of personal vehicles is a condi'tion of
employment due to the absence of sufficient City owned vehicles
.for general transpor"tation purposes. It is not intended.
however~ that such a condition of employment should work an undu~
hardship. F~or this reason the following policies shall apply for
dutonlobile allowances and mileage reimbursements~
Those persofls who occasionally are required to use their
personal automobiles for City business shall be reimbur'sed for
su¡:h use at arl appropriate r"ate established by the City Council.
Submission of a reimbursement reques't must be approved by the
D~~par1:ment Head.
I'hose persons who are required to use their personal vehicles
for City business on a y'ecurring and often basis shall, with the
approval of the City Manager, be reimbursed at the rate of fifty
dollars ($50.00) per month for a given number of miles to be
determined by a schedule adopted by the City Council and at the
established rate per miles; provided, however~ that a record of
all mileage for the use of personal automobiles on City business
s~\all be filed as a prerequisite to any such reimbursement on
+orïns prc)viderJn
The Exception to the foregoing paragraph ~hall be for
DE'p¡:H"tmt?nt H~':?ads~ who shall be r-eimbur'sed at the rate of one
hundred fifty dollars ($150.00) per month without having to
submi.t a record of mileage as a prerequisite to any such
reimburselnent. Furthermore, the Assistant City Engineer shall
receive one hundred dollars ($100.00) per month, the Traffic
Engineer shall receive seventy-five dollars (575.00) per month
and the Public Works Superintendent shall receive fifty dollars
(S50.001 per month without having to submit a record of mileage
as a prerequisite to reimbursement unless the mileage claimed
would exceed the attached schedule as vehicle mileage
reimbursement. A further exception is the City Manager who shall
receive two hundred fourty-four dollars (S244.001 per month.
-8-
While ~2cogr'lition is given that slml'Lar or nodif12[j
automobile allowances and mileage reimbursement schedules Inay be
applicable to employees not eligible unde~ the Managemer1t
Compensation Program~ its inclusion as a policy IJnder said
Program is for completer12SS of records.
Adopted by Action
of the City Council
Apr-i 1. 1, 197'1
Revised July 2, 1974
Revised May 24, 1979
Revised June, 1980
r':;:evisf:?d ,July, 1981
Revised August, 1984
Revised July, 1987
-9-
City of Cupertino
MANAGEMENT COMPENSATION PROGRAM
~:'('Jlicy No.. ~5
ASSOCIATION MEMBERSHIPS AND
PROFESSIONAL PUBLICATIONS
It is City of Cupertino policy that eligible persons under
the Management Compensation Program shall be entitled to City
sponsored association memberships as well as receiving
subscriptions to professional and technical publications.. Such
sponsorship, however, shall be conditioned upon the several
factors as set forth below.
Each association
directly r-elated to
benefitted.. Each claim
5ubmitted by or through
to the City Manager for
for which membership is claimed must be
the field of endeavor of the person to be
for City sponsored membership shall be
the Department Head with his concurrence
approval..
Memberships in associations as sponsored by the City shall be
limited to not more than one person for each association except
as may otherwise be authorized by the City Manager in unusual
cases~ Anyone person may however, be eligible for sponsored
membership in more than one association should such be considered
warranted by the City Manager.
Subscriptions to QI""' pLll""'chase of professional and technical
publications may be provided at City expense when such have been
authorized by the Department Head providing the subject matter
and ¡naterial generally contained therein are related to municipal
governmental operations..
Adopted by Action
of the City Council
P,pr-il 1, 1974
-10-
City O~ Cuper"tir¡o
MANAGEMENT COMPENSATION PROGRAM
Polic."/ No.6
COMPENSATORY TIME OFF
It is City of Cupertino policy that eligible persons under
the Management Compensation Program shall be entitled to
compensatory time off in like amount for such time worked in
e>:cess of what other"wise might be considered as a normal work day
ur woy-k If',/eek for other E.'mployees. Such Ilovertimell worked Dr
compensatory time taken off shall not be r"ecorded for attendance
or payroll purposes.
Individuals designated as a part of ioanagement are employed
to perform specific functions. In many cases the fulfillment of
a given function requires effort without regard to regular
working hours. Often these additonal requirements are cyclical
and provide later opportunities for some relief from the extended
work efforts. At such times when it is possible to do SO~ it is
expected that the affected person and his supervisor mutually
will agree as to when compensatory time off will be taken.
It is the stated purpose of this policy to provide some
periods of time for eligible employees to relax and become
disassociated from the stresses of work and~ in part~ to offer
recognition for the demands of required but unrecorded
t'over-timt-?II .
Adopted by Action
of the City Council
¡;pr-il 1, 1974
Revised June~ 1980
-11-
City o·f Cupe~tino
MANAGEMENT COMPENSATION PPOGRAM
F'!Jlicy ~\IDn ""7
HEALTH BENEFIT ~_ANS - EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide group
hospital arId medical insurance under which employees in
Management positions and their dependents may be covered. The
pur'pose of this program is to promote arId preserve the health of
employees and their families through comprehensive health plans
availa.tJle only thr"OufJh employer sponsor-ship.
Although the premium cost for the insurance provided remains
the ultimate responsibility of the employee in a Management
position, the City shall contribute an amount of $230.00 per
elnployee per month towards the premium or pay the full cost of
the premium if less than this amount. If the premium amounts for
any employee covered by this policy are less than $230.00 per
iTjont:.h, t.hE:? di 'fferRf~nce between the pF"emi urn amount and $230.00 wi 11
be contributed by the City to a deferred compensation account in
the employee~s name in accordance with Policy No. 10 of this plan
and the ~egulations of the compensation deferment program of the
Ci'tYn Enrollment in the plan or plans made available pursuant to
ttlis policy shall be in accordance with Personnel Rules of the
City and the provisions of the contract for such insurance
between the City and carrier or carriers.
Adopted by Action
of the City Council
September 16, 1974
Revised July 7, 1975
Pevisr"d .July 19, 1976
Revi sed Jul Y 1~, 1977
F:evised August 7, 1978
Pevised July 2, 1979
Revised June, 1980
Pevised .June, 1981
Revised June, 1982
Revised July, 1983
P.vised July, 1984
Revised July, 1987
Revised July, 1988
-12-
City of Cupertin(~
MANAGEMENT COMPENSATION PROGRAM
Policy No.8
FU~XIBLE HOLIDAYS
It is the p(Jlicy of "the City of Cupertino to recognize days
of histor-ical and flational significance as holidays of the City
without loss of payor benefits. Recognizing the desirable times
throughout the year, it is the policy of the City of Cupertino to
provide days off in lieu of holidays for management employees at
such times as are convenient for each employee and supervisor,
when such policy is compatible with the workload and schedule of
the City.
Employees occupying managelnent positions shall be provided
two days Rer calendar year as a non-work day with full pay and
benefits in addition to those holidays set forth in Section 8.1
of the Rules on Conditions of Employment. For payroll purposes,
eactl such in-lieu-of day off shall be recorded as a holiday.
Adopted by Action
of the City Council
July 7~ 1975
Amended June, 1980
-13-
City ~~f Cupertino
MANAGEMENT COMPENSATION PROGRAM
F'olicy NQ~ '7
LIFE AND LONG TERM DISABILITY INSURANCE
It is the policy of the City of Cupertino to make available
group insurance fer Management employees that will mitigate the
personal and family financial hardships resulting from continuing
disability that prevents an employee from performing gainfully in
his or" her occupat.ion. It is further the policy of tohe City of
Cupertino to provide life insurance benefits in an amount of five
times the employees annual salary to a maximum of $250,000.00.
Employees occupying Management positions may enroll in the
disability income program and the life insurance program offered
if eligible under the contract provisions of the policy and the
personnel rules of -the City. The full cost of premiums for ttlese
programs shall be paid by the City for such employees.
Adopted by Action
of the City Council
September 16, 1974
Revised July 19, 1976
Revised June, 1980
Revi selj .Jul y, 1981
Revised June, 1982
-·14-
City of Cupertino
MANAGEMENT COMPENSATION PROGRAM
Policy No. to
DEFERRED COMPENSATION
It is the policy of the City of Cupertino to provide
equitable current compensation and reasonable retirement security
for management employees for services performed for the City.
ThE' City p':'1.rticipates in state and Federal r"etir-ement systems and
deferred compensation plans have been established. Both the
employee and employer may make constributions from current
earnings to these plans. The purpose of this policy is to
promote means by which compensation may be provided in such
manner and form to best meet the requirements of the City and the
needs of individual employees, thereby increasing the ability to
at"tract and retain competent management employees.
"rhe City shall maintain and administer means by which
einployees in management positions may defer portions of their
curr-ent earnings for future utilization. Usage of such plans
shall be subject to such agreements, rules and procedures as are
necessary to properly administer each plan. Employee
contributions to such plans may be made in such amounts as felt
proper and necessary to the employee. Employer contributions
shall be made pursuant to Management Compensation Plan policies
numbers 7 or 10, or- in such other form as determined desirable
and proper by the City Council.
Adopted by Action
of the City Council
July 7~, 1975
RE'\ii~:;ed June,
Pevised July,
1980
1987
-15-
City of Cupertino
MANAGEMENT COMPENSATION PROGRAM
Policy No. 11
PUBLIC EMPLOYEES RETIREMENT SYSTEM CONTRIBUTION
It is the policy of the City of Cupertino to pay the eligible
employee's contribution rate to the Public Employees Retirement
System not to exceed seven percent (7%) of the applicable salary.
Adopted June, 1981
Revised June~ 1987
-16-
City of Cupertino
MANAGEMENT COMPENSATION PROGRAM
Policy No. 12
DENTAL INSURANCE .- EMPLOYER CONTR I 8Un ON
It is the policy of the City of Cupertino
insurance llnder which employees in Management
dependents may be covered. The purpose of
promote and preserve the health of employees.
to provide dental
positions and their
this program is to
The premium cost for the insurance provided by the City shall
not exceed '42.07 per month per employee. Enrollment in the plan
(~r plans ¡nade available purusant to this policy shall be in
accordance with Personnel Rules of the City and the provisions o·f
th2 contract for such insurance between the City and carrier or
c¿\rr-i er-s.
Adopted by Action
of the City Council
July 1, 1983
Revised July, 1987
Revised July, 1988
-17-
City of ClLpertino
MANAGEMENT COMPENSATION PROGRAM
Policy No. 13
ADMINISTRATIVE LEAVE
Department Heads and the City Manager shall receive sixteen
(16) hours of administrative leave with pay.
"fhe administrative leave must be taken prior to the end of the
second pay period in June of each fiscal year. If the leave
time is not taken~ it will be converted to a cash-payment to
be received prior to July 1st of each year.
This leave time is not included in the vacation accrual
schedule in the Rules and Conditions on Employment.
Adopted July, 1988
-18-
CITY OF CUPERTINO
CLASSES OF POSITIONS BY PAY GRADE
MANAGEMENT POSITIONS
EFFECTIVE JUNE 22, 1988
Classes of Positions Listed Alphabetically
Pay Grade
Assistant City Engineer
579
Assistant Planning Director
561
Chief Building Inspector
546
Facility Supervisor
513
Grounds Maintenance Supervisor
513
Public Works Superintendent
546
Public Works Supervisor
517
Recreation Supervisor
500
Street Supervisor
513
Traffic Engineer
559
Water Systems Superintendent
527
CITY OF CUPERTINO
CLASSES OF POSITIONS BY PAY GRADE
MANAGEMENT POSITIONS
EFFECTIVE JUNE 22, 1988
Classes of Positions Listed by Pay Grade
Pay Grade 500
Recreation Supervisor
Pay Grade 513
Facility Supervisor
Grounds Supervisor
Street Supervisor
Pay Grade 517
Public Works Supervisor
Pay Grade 527
Water Systems Superintendent
Pay Grade 546
Public Works Superintendent
Chief Building Inspector
Pay Grade 559
Traffic Engineer
Pay Grade 56l
Assistant Planning Director
Pay Grade 579
Assistant City Engineer
SCHEDULE OF PAY GRADES
EFFECTIVE JUNE 22, 1988
Pay Step B Step C Step D Maximum
Grade
500 HOUR 15.82 16.63 17.48 18.35 19.31
MONTH 2742.13 2882.53 3029.87 3181. 36 3347.07
501 HOUR 15.90 16.71 17.57 l8.45 19.4l
MONTH 2756.00 2896.40 3045.47 3197.74 3364.40
502 HOUR 15.98 16.80 17.66 l8.54 19.5l
MONTH 2769.87 2912.00 3061.07 3214.12 3381. 73
503 HOUR l6.06 16.88 17.74 l8.63 19.6l
MONTH 2783.73 2925.87 3074.93 3228.68 3399.07
504 HOUR 16.14 16.96 17.83 18.72 19.70
MONTH 2797.60 2939.73 3090.53 3245.06 3414.67
505 HOUR 16.22 17.05 17.92 18.82 19.80
MONTH 2811.47 2955.33 3106.13 3261. 44 3432.00
506 HOUR 16.30 17.13 18.01 l8.9l 19.90
MONTH 2825.33 2969.20 3121.73 3277.82 3449.33
507 HOUR 16.38 17.22 18.10 19.01 20.00
MONTH 2839.20 2984.80 3137.33 3294.20 3466.67
508 HOUR 16.46 17.31 18.19 19.10 20.10
MONTH 2853.07 3000.40 3152.93 3310.58 3484.00
509 HOUR 16.55 17.39 18.28 19.19 20.20
MONTH 2868.67 3014.27 3168.53 3326.96 3501. 33
510 HOUR 16.63 17.48 l8.37 19.29 20.30
MONTH 2882.53 3029.87 3184.13 3343.34 3518.67
511 HOUR 16.71 17.57 18.47 19.39 20.40
MONTH 2896.40 3045.47 3201.47 3361.54 3536.00
512 HOUR 16.80 17.66 18.56 19.49 20.50
MONTH 2912.00 3061. 07 3217.07 3377.92 3553.33
513 HOUR 16.88 17.74 18.65 19.58 20.6l
MONTH 2925.87 3074.93 3232.67 3394.30 3572.40
514 HOUR 16.96 17.83 18.74 19.68 20.71
MONTH 2939.73 3090.53 3248.27 3410.68 3589.73
515 HOUR 17.05 17.92 18.84 19.78 20.81
MONTH 2955.33 3106.13 3265.60 3428.88 3607.07
SCHEDULE OF PAY GRADES
EFFECTIVE JUNE 22, 1988
Pay step B step C step D Maximum
Grade
516 HOUR 17.13 18.01 18.93 19.88 20.92
MONTH 2969.20 3121. 73 3281. 20 3445.26 3626.13
517 HOUR 17.22 18.10 19.03 19.98 21.02
MONTH 2984.80 3137.33 3298.53 3463.46 3643.47
518 HOUR 17.31 18.19 19.12 20.08 21.13
MONTH 3000.40 3152.93 3314 .13 3479.84 3662.53
519 HOUR 17.39 18.28 19.22 20.18 21.23
MONTH 3014.27 3168.53 3331.47 3498.04 3679.87
520 HOUR 17.48 18.37 19.31 20.28 21.34
MONTH 3029.87 3184.13 3347.07 3514.42 3698.93
521 HOUR 17.57 18.47 18.41 19.33 21.45
MONTH 3045.47 3201.47 3191.07 3350.62 3718.00
522 HOUR 17.66 18.56 19.51 20.49 21.55
MONTH 3061.07 3217.07 3381.73 3550.82 3735.33
523 HOUR 17.74 18.65 19.61 20.59 21.66
MONTH 3074.93 3232.67 3399.07 3569.02 3754.40
524 HOUR 17.83 18.74 19.70 20.69 21. 77
MONTH 3090.53 3248.27 3414.67 3585.40 3773.47
525 HOUR 17.92 18.84 19.80 20.79 21.88
MONTH 3106.13 3265.60 3432.00 3603.60 3792.53
526 HOUR 18.01 18.93 19.90 20.90 21.99
MONTH 3121.73 3281. 20 3449.33 3621.80 3811. 60
527 HOUR 18.10 19.03 20.00 21. 00 22.10
MONTH 3137.33 3298.53 3466.67 3640.00 3830.67
528 HOUR 18.19 19.12 20.10 21.11 22.21
MONTH 3152.93 3314.13 3484.00 3658.20 3849.73
529 HOUR 18.28 19.22 20.20 21.21 22.32
MONTH 3168.53 3331.47 3501.33 3676.40 38158.80
530 HOUR 18.37 19.31 20.30 21.32 22.43
MONTH 3184.13 3347.07 3518.67 3694.60 3887.87
531 HOUR 18.47 19.41 20.40 21.42 22.54
MONTH 3201.47 3364.40 3536.00 3712.80 3906.93
2
SCHEDULE OF PAY GRADES
EFFECTIVE JUNE 22, 1988
Pay Step B step C Step D Maximum
Grade
532 HOUR 18.56 19.51 20.50 21. 53 22.65
MONTH 3217.07 3381. 73 3553.33 3731. 00 3926.00
533 HOUR 18.65 19.61 20.61 21.64 22.77
MONTH 3232.67 3399.07 3572.40 3751. 02 3946.80
HOUR 18.74 19.70 20.71 21.75 22.88
534 MONTH 3248.27 3414.67 3589.73 3769.22 3965.87
535 HOUR 18.84 19.80 20.81 21.85 23.00
MONTH 3265.60 3432.00 3607.07 3787.42 3986.67
536 HOUR 18.93 19.90 20.92 21.97 23.11
MONTH 3281.20 3449.33 3626.13 3807.44 4005.73
537 HOUR 19.03 20.00 21.02 22.07 23.23
MONTH 3298.53 3466.67 3643.47 3825.64 4026.53
538 HOUR 19.12 20.10 21.13 22.19 23.34
MONTH 3314.13 3484.00 3662.53 3845.66 4045.60
539 HOUR 19.22 20.20 21. 23 22.29 23.46
MONTH 3331.47 3501. 33 3679.87 3863.86 4066.40
540 HOUR 19.31 20.30 21.34 22.41 23.58
MONTH 3347.07 3518.67 3698.93 3883.88 4087.20
541 HOUR 19.41 20.40 21.45 22.52 23.69
MONTH 3364.40 3536.00 3718.00 3903.90 4106.27
542 HOUR 19.51 20.50 21.55 22.63 23.81
MONTH 3381.73 3553.33 3735.33 3922.10 4127.07
543 HOUR 19.61 20.61 21.66 22.74 23.93
MONTH 3399.07 3572.40 3754.40 3942.12 4147.87
544 HOUR 19.70 20.71 21.77 22.86 24.05
MONTH 3414.67 3589.73 3773.47 3962.14 4168.67
545 HOUR 19.80 20.81 21.88 22.97 24.17
MONTH 3432.00 3607.07 3792.53 3982.16 4189.47
546 HOUR 19.90 20.92 21.99 23.09 24.29
MONTH 3449.33 3626.13 3811.60 4002.18 4210.27
547 HOUR 20.00 21. 02 22.10 23.21 24.41
MONTH 346'6.67 3643.47 3830.67 4022.20 4231. 07
3
SCHEDULE OF PAY GRADES
EFFECTIVE JUNE 22, 1988
Pay step B step C Step D Maximum
Grade
548 HOUR 20.10 21.13 22.21 23.32 24.54
MONTH 3484.00 3662.53 3849.73 4042.22 4253.60
549 HOUR 20.20 21.23 22.32 23.44 24.66
MONTH 3501.33 3679.87 3868.80 4062.24 4274.40
550 HOUR 20.30 21.34 22.43 23.55 24.78
MONTH 3518.67 3698.93 3887.87 4082.26 4295.20
551 HOUR 20.40 21. 45 22.54 23.67 24.91
MONTH 3536.00 3718.00 3906.93 4102.28 4317.73
552 HOUR 20.50 21.55 22.65 23.78 25.03
MONTH 3553.33 3735.33 3926.00 4122.30 4338.53
553 HOUR 20.61 21.66 22.77 23.91 25.16
MONTH 3572.40 3754.40 3946.80 4144.14 4361. 07
554 HOUR 20.71 21.77 22.88 24.02 25.28
MONTH 3589.73 3773.47 3965.87 4164.16 4381. 87
555 HOUR 20.81 21.88 23.00 24.15 25.41
MONTH 3607.07 3792.53 3986.67 4186.00 4404.40
556 HOUR 20.92 21.99 23.11 24.27 25.54
MONTH 3626.13 3811.60 4005.73 4206.02 4426.93
557 HOUR 21. 02 22.10 23.23 24.39 25.66
MONTH 3643.47 3830.67 4026.53 4227.86 4447.73
558 HOUR 21.22 22.21 23.34 24.51 25.79
MONTH 3678.13 3849.73 4045.60 4247.88 4470.27
559 HOUR 21.23 22.32 23.46 24.63 25.92
MONTH 3679.87 3868.80 4066.40 4269.72 4492.80
560 HOUR 21. 34 22.43 23.58 24.76 26.05
MONTH 3698.93 3887.87 4087.20 4291.56 4515.33
561 HOUR 21.45 22.54 23.69 24.87 26.18
MONTH 3718.00 3906.93 4106.27 4311. 58 4537.87
562 HOUR 21.55 ~2.65 23.81 25.00 26.31
MONTH 3735.33 3926.00 4127.07 4333.42 4560.40
563 HOUR 21. 66 22.77 23.93 25.13 26.44
MONTH 3754.40 3946.80 4147.87 4355.26 4582.93
4
SCHEDULE OF PAY GRADES
EFFECTIVE JUNE 22, 1988
Pay Step B Step C Step D Maximum
Grade
564 HOUR 21.77 22.88 24.05 25.25 26.58
MONTH 3773.47 3965.87 4168.67 4377.10 4607.20
565 HOUR 21.88 23.00 24.17 25.38 26.71
MONTH 3792.53 3986.67 4189.47 4398.94 4629.73
566 HOUR 21.99 23.11 24.29 25.50 26.84
MONTH 3811.60 4005.73 4210.27 4420.78 4652.27
567 HOUR 22.10 23.23 24.41 25.63 26.98
MONTH 3830.67 4026.53 4231.07 4442.62 4676.53
568 HOUR 22.21 23.34 24.54 25.77 27.11
MONTH 3849.73 4045.60 4253.60 4466.28 4699.07
569 HOUR 22.32 23.46 24.66 25.89 27.25
MONTH 3868.80 4066.40 4274.40 4488.12 4723.33
570 HOUR 22.43 23.58 24.78 26.02 27.38
MONTH 3887.87 4087.20 4295.20 4509.96 4745.87
571 HOUR 22.54 23.69 24.91 26.16 27.52
MONTH 3906.93 4106.27 4317.73 4533.62 4770.13
572 HOUR 22.65 23.81 25.03 26.28 27.66
MONTH 3926.00 4127.07 4338.53 4555.46 4794.40
573 HOUR 22.77 23.93 25.16 26.42 27.80
MONTH 3946.80 4147.87 4361.07 4579.12 4818.67
574 HOUR 22.88 24.05 25.28 26.54 27.94
MONTH 3965.87 4168.67 4381.87 4600.96 4842.93
575 HOUR 23.00 24.17 25.41 26.68 28.08
MONTH 3986.67 4189.47 4404.40 4624.62 4867.20
576 HOUR 23.11 24.29 25.54 26.82 28.22
MONTH 4005.73 4210.27 4426.93 4648.28 4891.47
577 HOUR 23.23 24.41 25.66 26.94 28.36
MONTH 4026.53 4231. 07 4447.73 4670.12 4915.73
578 HOUR 23.34 24.54 25.79 27.08 28.50
MONTH 4045.60 4253.60 4470.27 4693.78 4940.00
5
SCHEDULE OF PAY GRADES
EFFECTIVE JUNE 22, 1988
Pay Step B Step C Step D Maximum
Grade
579 HOUR 23.46 24.66 25.92 27.22 28.64
MONTH 4066.40 4274.40 4492.80 4717.44 4964.27
580 HOUR 23.58 24.78 26.05 27.35 28.78
MONTH 4087.20 4295.20 4515.33 4741.10 4988.53
581 HOUR 23.69 24.91 26.18 27.49 28.93
MONTH 4106.27 4317.73 4537.87 4764.76 5014.53
582 HOUR 23.81 25.03 26.31 27.63 29.07
MONTH 4127.07 4338.53 4560.40 4788.42 5038.80
583 HOUR 23.93 25.16 26.44 27.76 29.22
tJIOHTH 4147.87 4361. 07 4582.93 4812.08 5064.80
584 HOUR 24.05 25.28 26.58 27.91 29.36
MONTH 4168.67 4381.87 4607.20 4837.56 5089.07
585 HOUR 24.17 25.41 26.71 28.05 29.51
MONTH 4189.47 4404.40 4629.73 4861.22 5115.07
586 HOUR 24.29 25.54 26.84 28.18 29.66
MONTH 4210.27 4426.93 4652.27 4884.88 5141. 07
587 HOUR 24.41 25.66 26.98 28.33 29.81
MONTH 4231. 07 4447.73 4676.53 4910.36 5167.07
588 HOUR 24.54 25.79 27.11 28.47 29.96
MONTH 4253.60 4470.27 4699.07 4934.02 5193.07
589 HOUR 24.66 25.92 27.25 28.61 30.11
MONTH 4274.40 4492.80 4723.33 4959.50 5219.07
590 HOUR 24.78 26.05 27.38 28.75 30.26
MONTH 4295.20 4515.33 4745.87 4983.16 5245.07
591 HOUR 24.91 26.18 27.52 28.90 30.41
MONTH 4317.73 4537.87 4770.13 5008.64 5271. 07
592 HOUR 25.03 26.31 27.66 29.04 30.56
MONTH 4338.53 4560.40 4794.40 5034.12 5297.07
593 HOUR 25.16 26.44 27.80 29.19 30.71
MONTH 4361.07 4582.93 4818.67 5059.60 5323.07
594 HOUR 25.28 26.58 27.94 29.34 30.87
MONTH 4381. 87 4607.20 4842.93 5085.08 5350.80
6
SCHEDULE OF PAY GRADES
EFFECTIVE JUNE 22, 1988
Pay step B Step C Step D Maximum
Grade
595 HOUR 25.41 26.71 28.08 29.48 31. 02
MONTH 4404.40 4629.73 4867.20 5110.56 5376.80
596 HOUR 25.54 26.84 28.22 29.63 31.18
MONTH 4426.93 4652.27 4891.47 5136.04 5404.53
597 HOUR 25.66 26.98 28.36 29.78 31. 33
MONTH 4447.73 4676.53 4915.73 5161.52 5430.53
HOUR 25.79 27.11 28.50 29.93 31. 49
598 MONTH 4470.27 4699.07 4940.00 5187.00 5458.27
599 HOUR 25.92 27.25 28.64 30.07 31. 65
MONTH 4492.80 4723.33 4964.27 5212.48 5486.00
7