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Home My WebLink AboutTC Res 1979-01-17 (3) RESOLUTION NO. 1032 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TIBURON ESTABLISHING A MANAGEMENT RECOGNITION AND INCENTIVE COMPENSATION PROGRAM WHEREAS, in order to promote the development of a stronger, more effective management team and a means of recognizing outstand- ing management performance in all public service areas, and WHEREAS, such program should enhance the professional growth of management personnel and promote a consistently higher level of service to the public, and WHEREAS, such a program would encourage the retention of qualified department heads and supervisory personnel, and strengthen their respective performance, and WHEREAS, management employees shall include the following positions: City Manager Administrative Assistant Chief of Police Director of Community Development Public Works Superintendent Parks & Recreation Supervisor NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Tiburon does hereby establish the "Management Recognition and Incentive Compensation Program," effective January/I, 1979, which shall constitute the following items: I. Vacation Leave. In recognition of the fact that many top management personnel are recruited from outside the City, that the average tenure for those management per- sonnel is substantially more than that of non-management personnel, and that at least three (3) years prior exper- ience is required, the following vacation leave policy for management personnel shall be implemented: Management employees shall accumulate vacation leave in accordance with the following vacation time entitlement: Service vlork Days 1 year 3 years 5 years 10 years 15 days 18 days 20 days 25 days (Plus additional day for each year of City Service over 10 years) Upon termination of an employee's service with the -1- Ci,ty, he shall b.e paid a lump sum of all earned vacation not taken providing he has at least 12 months continuous service. Maximum accumulation of vacation leave is 40 work days, which is audited annually on January 1st of each year. Vacation Conversion: Management employees, after one (1) year's service with the City, may request that accrued vacation, not to exceed seven (7) days, be converted to cash payments in any calendar year. Such request may be granted at the discretion of the City Manager and only during the month of December. II. Holidays. The City agrees to provide management, personnel those holidays specified in the Government Code, and those proclaimed by the Governor of the State, the President of the United States, or the Mayor. When a holiday falls on a Saturday, management employees shall receive an additional day of vacation; when a holiday falls on a Sunday, the following Monday shall be observed. Floating holidays may be taken at any time furing the fiscal year with the approval of the City Manager. Floating holidays may not be accumulated and carried forward to the next calendar year. III. Executive Leave. In recognition of the long hours required of personnel at the level of top management, including attendance at numerous meetings outside regular working hours, the following executive leave shall be implemented: Management employees may receive up to ten (10) days Administrative Leave annually, to be awarded at the discretion of the City Manager. Administ~ative Leave should be taken in increments of 1/2 day or more. (When an employee attends a night meeting or is required to work a late evening, he may arrive up to one hour later than the normal beginning working hours the next morning.) IV. Dinner Allowance. All management employees who live beyond the limits of the Tiburon Peninsula and are required to attend night meetings or work after office hours beyond 7:00 P.M., shall be reimbursed in an amount not to exceed $8.00 for the purchase of dinner for that night. This would apply to those non-resident management employees who reside outside a ten-mile radius of the City. Employee reimbursement would be subject to the approval of the City Manager. V. Termination Allowance. In order to foster job security within a professional climate, management employees will be entitled to severance pay when they are discharged from the City service; provided, however, that such employee has been in the employ of the City for at least three years. -2- \, Management employees shall be covered by the following termination allowance schedule: Service Work \veek After 3 years After 7 years After 10 years 2 4 6 These amounts are additional to any accrued vacation leave, unused at the time of termination. The provisions of this section do not apply to any employee discharged for reasons listed in Government Code Section 19572, or any employee who voluntarily resigns from the City service for personal reasons. VI. Vehicle Usage/Allowance. Management employees, to a far greater extent than other City employees, are required to travel throughout the City, County and Bay Area to ful- fill their job requirements. This travel is frequently required outside of normal working hours. In recognition of this employment requirement, the City shall provide either the use of a City vehicle or automobile allowance as provided in the annual City Budget. Implementation of vehicle usage by City employees shall be in accordance with the City's Administrative Policies and Procedures. VII. Education Leave. In order to promote continued development of skills, knowledge, and abilities among the management team of the City, the City Manager may grant time off to any management employee for education leave. Such leave may be received in order to attend professional, technical, or managerial workshops, courses, conferences, conventions, seminars, or related activities. The cost for attendance at these activities, including travel, expenses, registration, tuition, material, or other related costs or expenditures shall be provided for in the annual City Budget and Administrative Policy. VIII. Professional Membership Fees. Most management personnel are expected to maintain membership in appropriate profes- sional organizations. These memberships serve to acquaint the City with the current programs and procedures in these professional areas by means of publications and specific activities. The City will include the costs of these membership fees in their respective departmental budgets. IX. Medical/Health Insurance Program. Effective January 1, 1979, as an added fringe benefit, a maximum amount of $150 per month will be contributed towards the cost of each eligible management employee's Group Health, Disability, Life and Dental Insurance Plan coverage. X. Salary Adjustments. Each year during budget hearings the City Manager will submit to the City Council recommended salary adjustments for management personnel, except the City Manager's position, to become effective for the sub- -3- sequent fiscal year. These salary adjustments will be based upon fluctuations in the cost of living and upon the prevailing rates of equivalent positions in the County of Marin and State of California. Salary review and evaluation for management employees will occur on an annual basis, and adjustments may be made by the City Manager according to prescribed City policy and within the salary rang~s established for each classification. XI. The provisions of this resolution shall supercede any other previous rules and regulations of the City of Tiburon which may be in conflict herewith. PASSED AND ADOPTED at a regular meeting of the City Council of the City of Tiburon on January 17 , 1979, by the following vote: AYES: COUNCILMEN: BERGSUND, BASS, ROCKEY, EDELSTEIN NOES: COUNCILMEN: none ABSENT: COUNCILMEN: HANSON ;jA ~A HAL EDELSTEIN, Mayor City of Tiburon ATTEST: R. L. Drafted 1/9/79 -4-