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Home My WebLink About2023-05-18 - Board of Directors Meeting Agenda PacketYorba Linda Water District AGENDA YORBA LINDA WATER DISTRICT BOARD OF DIRECTORS REGULAR MEETING Thursday, May 18, 2023, 3:00 PM 1717 E Miraloma Ave, Placentia CA 92870 1. PARTICIPATION INSTRUCTIONS This meeting will be held in person. For public convenience, the meeting can also be accessed via internet-based service or telephone as indicated below. For questions regarding participation, please call the Board Secretary at (714) 701-3020. Computer/Mobile Device: https://us06web.zoom.us/i/82737600187 Telephone: (669) 444-9171 or (669) 900-6833 Meeting ID: 827 3760 0187 2. CALL TO ORDER 3. PLEDGE OF ALLEGIANCE C :Z91MOT_1" Brett R. Barbre, President Trudi DesRoches, Vice President Phil Hawkins, Director Tom Lindsey, Director J. Wayne Miller, PhD, Director 5. ADDITIONS/DELETIONS TO THE AGENDA Items may be added to the agenda upon determination by a two-thirds vote of the Board, or a unanimous vote if only three Directors are present, that there is a need to take immediate action which came to the District's attention subsequent to the agenda being posted. (GC 54954.2(b)(2)) 5.1. AB 2449 Teleconference Requests 6. PUBLIC COMMENTS Any individual wishing to address the Board (or Committee) is requested to identify themselves and state the matter on which they wish to comment. If the matter is on the agenda, the Chair will recognize the individual for their comment when the item is considered. No action will be taken on matters not listed on the agenda. Comments are limited to three minutes and must be related to matters of public interest within the jurisdiction of the Water District. (GC 54954.3) 7. ACTION CALENDAR This portion of the agenda is for items where staff presentations and Board (or Committee) discussions are needed prior to formal action. 7.1. Positions on State Legislation Recommendation: That the Board of Directors consider taking positions on: AB 755 (Papan, D -San Mateo) - Public Entity Urban Water Supplier Cost -of - Service; and AB 1594 (E. Garcia, D -Coachella) - Medium and Heavy -Duty Zero - Emission Vehicles; Public Agency Utilities. 7.2. Identification of General Manager as Agency Designated Representative for Labor Negotiations Page 1 of 209 Recommendation: That the Board of Directors designate the General Manager as the District's representative for labor negotiations with all unrepresented employee classifications pursuant to Subdivision (d) of Section 30580 of the California Water Code. 8. CLOSED SESSION The Board may hold a closed session on items related to personnel, labor relations and/or litigation. The public is excused during these discussions. 8.1. Conference with Labor Negotiators Pursuant to Section 54957.6 of the California Government Code Agency Designated Representative: General Manager Employee Organization: Yorba Linda Water District Employees Association 8.2. Conference with Labor Negotiators Pursuant to Section 54957.6 of the California Government Code Agency Designated Representative: General Manager Unrepresented Employees: All Unrepresented Classifications 8.3. Conference with Legal Counsel - Existing Litigation Pursuant to Paragraph (1) of Subdivision (d) of Section 54956.9 of the California Government Code Name of Case: Irvine Ranch Water District v. Orange County Water District, et al. (Los Angeles County Superior Court - Case No. BS 168278) 8.4. Conference with Legal Counsel - Existing Litigation Pursuant to Paragraph (1) of Subdivision (d) of Section 54956.9 of the California Government Code Name of Case: YLWD v. Alex Winsberg (Orange County Superior Court - Case No. 30-2022-01284814-C U -O R -CJ C ) 9. REPORT FROM CLOSED SESSION 10. ACTION CALENDAR CONTINUED 10.1. Ratifying Revised Budgeted Positions for the Remainder of Fiscal Year 2022-23 and Amending Exhibits in the Personnel Manual for Unrepresented Employees and Yorba Linda Water District Employees Association Memorandum of Understanding Recommendation: That the Board of Directors adopt Resolution No. 2023 -XX (1) ratifying amendments to the budgeted positions for the remainder of Fiscal Year 2022-23; (2) amending Exhibit A of the Personnel Manual for Unrepresented Employees for Fiscal Years 2019-2023; and (3) amending Exhibit A of the Yorba Linda Water District Employees Association Memorandum of Understanding for Fiscal Years 2019-2023. 10.2. Fiscal Year 2022-23 Compensation Study Recommendation: That the Board of Directors (1) receive and file the Fiscal Page 2 of 209 Year 2022-23 Compensation Study prepared by Koff and Associates (a Galleger company); and (2) direct the placement of all employees at the market median as set forth in the Total Compensation Study Final Report dated March 20, 2023, effective July 1, 2023, using the methodology/implementation plan prescribed therein. 11. DISCUSSION ITEMS This portion of the agenda is for matters that cannot reasonably be expected to be concluded by action of the Board (or Committee) at the meeting, such as technical presentations, drafts of proposed policies, or similar items for which staff is seeking advice and counsel. Time permitting, it is generally in the District's interest to discuss these more complex matters at one meeting and consider formal action at another meeting. This portion of the agenda may also include items for information only. 11.1. Draft Operating Budget for Fiscal Year 2023-24 12. ADJOURNMENT 12.1. The next regular Board meeting is scheduled Thursday, June 1, 2023 at 3:00 p.m. Items Distributed to the Board Less Than 72 Hours Prior to the Meetina Non-exempt materials related to open session agenda items that are distributed to a majority of the Board of Directors (or Committee Members) less than seventy-two (72) hours prior to the meeting will be available for public inspection in the lobby of the District's Administrative building located at 1717 E Miraloma Ave, Placentia CA 92870 during regular business hours. When practical, these materials will also be posted on the District's website at https://Vlwd.com/. (GC 54957.5) Accommodations for the Disabled Requests for disability -related modifications or accommodations, including auxiliary aids or services, required for participation in the above -posted meeting should be directed to the Board Secretary at (714) 701-3020 at least 24 hours in advance. (GC 54954.2(a)) Page 3 of 209 ITEM NO. 7.1. Yorba Linda Water District AGENDA REPORT MEETING DATE: May 18, 2023 TO: Board of Directors FROM: Mark Toy, General Manager STAFF CONTACTS: Doug Davert, Assistant General Manager Malissa Muttaraid, Interim Public Affairs Officer SUBJECT: Positions on State Legislation RECOMMENDATION: That the Board of Directors consider taking positions on: AB 755 (Papan, D -San Mateo) - Public Entity Urban Water Supplier Cost -of -Service; and AB 1594 (E. Garcia, D -Coachella) - Medium and Heavy -Duty Zero- Emission Vehicles; Public Agency Utilities. SUMMARY: The District works to influence legislation and funding opportunities in Sacramento and Washington, D.C. to promote fiscal stability, preserve local control, and support regulatory streamlining. The YLWD Legislative Platform serves as the guide by which the District actively engages with legislation through monitoring and communications activities. The Board approves positions on state legislation and directs staff and consultants to advocate, oppose, or closely watch how the bill progresses through the state legislature. BACKGROUND: AB 755 (Papan, D -San Mateo) - Public Entity Urban Water Supplier Cost -of -Service Link to Full Bill Text AB 755 would Require urban water agencies, when conducting a cost -of -service analysis, to analyze the incremental costs of providing water service to residential customers are "major water users" and estimate potential savings if those users were to implement efficiency measures. Requires a public entity (e.g., local agency) to identify the following information when conducting a cost -of -service analysis: o The incremental costs incurred by major water users in the single-family residential class (this information shall be made public); and o The incremental costs that would be avoided if major water users conserved water by meeting a specified goal. The author argues this bill is necessary to determine how high water users are driving up costs and to increase transparency. The author asserts, "the analysis required by [this bill] will Page 4 of 209 serve as a necessary foundation for a more fair and equitable rate structure." AB 1594 (E. Garcia, D -Coachella) - Medium and Heavy -Duty Zero -Emission Vehicles; Public Agency Utilities Link to Full Bill Text AB 1594 would Requires the California Air Resources Board (CARB) to maintain a list of vehicle vendors and suppliers that meet zero -emission vehicle (ZEV) standards and the public agency utilities' technical and performance requirements. Requires any state regulation that seeks to require, or otherwise compel, the procurement of medium- and heavy-duty ZEVs to ensure that those vehicles can support a public agency utility's ability to maintain reliable water and electric service, respond to disasters in an emergency capacity, and provide mutual aid assistance statewide and nationwide. Requires the state regulation mentioned above to do both of the following: o Recognize the diversity of fleet size, terrain, and climate, and authorize public agency utilities to purchase replacements for traditional utility specialized vehicles that are at the end of life when needed to maintain reliable service and respond to major foreseeable events, including but not limited to, severe weather, wildfires, natural disasters, and physical attacks; and, o In coordination with public agency utilities, including a list of vehicle vendors and suppliers that meet ZEV standards and the public agency utilities' technical and performance requirements. Defines "public agency utility" as a local publicly owned electric utility, a community water system, and a wastewater treatment provider. IaNI7:7:7:RA%1Zki 1197_1:7WIT" IICkiF The Board of Directors adopted the 2023 Legislative Platform on November 16, 2022. STRATEGIC PLAN INITIATIVES: G1 5A - Meeting with lobbyists, representatives, and regulators at all levels (local/state/federal).; G1 5B - Actively participate with existing water/sewer organizations on regulatory and emerging issues.; G4 2D - Communicate emerging water quality and sewer issues/regulations. ATTACHMENTS: 1. 2023 Legislative Platform Final 2. TPA Memo - AB 755 and AB 1594 Analysis 3. AB 1594 E. Garcia - Med. and Heavy-duty zero emission vehicles 4. AB 755 Papan - Cost of Service Analysis Page 5 of 209 2 0 2? ]Water Yorba Linda District LEGISLATIVE PLATFORM lk V'A 0 • 0 IN ]Water Yorba Linda District [are]01a01V 41YAR4:101.11W_71I1yIa»_7110]all Purpose, Process, & Guiding Principles..............................................................................................................2 LegislativePositions.............................................................................................................................................. 3 WaterSupply............................................................................................................................................. 3 WaterQuality............................................................................................................................................3 WaterUse Efficiency................................................................................................................................ 3 Environment............................................................................................................................................... 4 Energy........................................................................................................................................................ 4 Fiscal........................................................................................................................................................... 4 LocalControl.............................................................................................................................................5 Other.......................................................................................................................................................... 5 ylwd.com 1 714-701-3000 1 1717 Miraloma Ave, Placentia CA 92870 1 Page 7 of 209 ®Yorba Linda Water District 2023 LEGISLATIVE PLATFORM ylwd.com 1 714-701-3000 1 1717 Miraloma Ave, Placentia CA 92870 2 Page 8 of 209 GUIDING PRINCIPLES PURPOSE This document serves as the guide by which the Yorba Linda Water District (YLWD) actively engages with legislation through Seek funding opportunities for monitoring and communications activities. The 2023 YLWD YLWD projects through grants, appropriations, or other means. Legislative Platform represents the District's position on current or Help YLWD access additional future issues that have the potential to impact the District or its funding sources that will interests. promote local reliability projects. Support measures that promote Below are the Guiding Principles and Policy Statements that will fiscal stability, predictability, financial independence, and allow District staff and consultants to address 2023 legislative and preserve the District's financial regulatory issues promptly, without precluding the consideration independence. Oppose of additional legislative and budget issues that may arise during measures that do not provide the legislative session. adequate funding to the District such as unfunded mandates or Furthermore, the 2023 Legislative Platform is an important mandated costs with no guarantee of local advocacy tool to present and deliver to elected officials who reimbursement or offsetting represent the YLWD service area locally or in Sacramento and benefits. Washington D.C. Sharing policy statements and positions on common legislative and regulatory issues with elected officials helps to shape policy decisions and positions YLWD to be a Preserve and protect the leader in the community for legislative and regulatory topics. District's powers, duties, andprerogatives to operate within its service area and to determine PROCESS the policy direction of local affairs, and oppose legislation Legislative positions will be recommended by YLWD staff and the that preempts local authority. District's legislative advocates and submitted to the Board of Local agencies should preserve authority and accountability for Directors for their consideration revenues raised and services In times where the legislative position of the District is unable to provided, including maintaining the ability to charge for services go to the Board of Directors in time before it is acted upon in the rendered or collect proportional Legislature, as long as it is in line with the adopted legislative impact, connection, or capacity platform or the position taken is the same as any local agency fees. partners or association agencies including but not limited to the Support Regulatory Association of California Water Agencies (ACWA), Metropolitan Streamlining Water District of Southern California (MWDSC), the Municipal Support legislation that aims to Water District of Orange County (MWDOC), Orange County streamline the regulatory Water District (OCWD), Orange County Sanitation District (OCSD) environment by reducing the California Special District's Association (CSDA), Community regulation, reviewing regulation, Water Systems Alliance (CWSA), or the California Association of or proposing regulations without affecting YLWD's ability to Sanitation Agencies (CASA), the Board President can sign operate safely and effectively. position letters on behalf of the District. If the Board President Oppose redundant regulatory takes any legislative position due to this process, the legislative processes or procedures that increase costs and add time to position will still be brought before the next Board of Directors projects without justifiable meeting after the fact for discussion and direction. benefits ylwd.com 1 714-701-3000 1 1717 Miraloma Ave, Placentia CA 92870 2 Page 8 of 209 ]Water Yorba Linda District LEGISLATIVE POSITIONS Water Supply 41YA «del[►yW_71 I kyja»_71 0]:l MA • Support legislation that improves the supply and security of water to the Yorba Linda Water District service area, including stormwater capture and dry weather runoff. • Support legislation that aims to increase water recycling, potable reuse, groundwater recharge, above ground storage, and surface water development. • Support legislation that encourages, funds, and maintains water recycling systems like the Ground Water Replenishment System that is managed by Orange County Water District. • Support legislation and policies that provide for a solution to the problems in the Sacramento - San Joaquin River Delta that strikes a balance between agricultural demands and urban water needs. • Support funding opportunities that provide local reliability, conveyance, and storage facilities for YLWD. • Support declaring water desalination as extraordinary supply. • Support desalination projects where the cost provides good value because of the resilience achieved. • Reward districts that can prove their water use is recycled 100%. Water Quality • Oppose legislation or policies that add redundant water testing, water quality, or environmental constraints to YLWD. • Support legislation and funding that helps agencies meet state and federal water quality standards. • Support legislation or regulations that aim to provide source -control measures at no cost to the District to prevent contaminants such as PFAS/PFOA from entering the water supply. Water Use Efficiency • Oppose legislation that establishes water conservation and water use efficiency programs that unreasonably constrain YLWD or its customers. • Oppose measures that fail to recognize augmented or alternative water supplies as an efficient use of water, or that fail to provide an adequate incentive for investments in such water, for potable or non -potable reuse. • Oppose measures that require water efficiency standards or performance measures that are infeasible, not practical, or fail to achieve a positive cost -benefit ratio. ylwd.com 1 714-701-3000 1 1717 Miraloma Ave, Placentia CA 92870 3 Page 9 of 209 ]Water Yorba Linda District LEGISLATIVE POSITIONS (Continued) Environment 41YA «del1.1W_1 I kyla»_1 I U] all • Support the goals of National Endangered Species Act Reform Coalition (NESARC). • Support legislation that aims to clarify, streamline, and modernize the California Environmental Quality Act (CEQA). • Support unique solutions and partnerships to collectively address and respond to natural disasters such as wildfires, including the continued use and expansion of Heli -Hydrants and emergency generators. • Support policies and legislation that help fund the cleanup and removal of PFAS/PFOA contaminants from groundwater supplies. • Support polluter -pays principles when assigning responsibility for the contamination and cleanup of environmentally destructive substances. • Support legislation or regulations that discourage the flushing of wipes or other foreign substances through the sewer system, unless they meet certain performance standards. • Oppose assigning superfund liability to water districts who treat water to remove PFAS. Energy • Oppose legislation that increases the cost of electricity or other utilities for YLWD. • Support legislation and policies that recognize hydroelectric power as a clean, renewable energy source and that its generation and use meet the greenhouse gas emission reduction compliance requirements called for in the Global Warming Solutions Act of 2006 (AB 32) and subsequent related legislation. • Monitor and support any legislative development that would provide relief for the use of diesel emergency power generators during State of Emergency events affecting the local electrical utility. • Oppose the removal of natural gas as a viable energy source. Fiscal • Support the development of bond or general fund programs for water supply development, including new surface and groundwater storage, water quality, recycled water, desalination, and water use efficiency related programs. • Oppose legislation that places unnecessary or unfair regulations on pension liabilities. • Support an equitable approach to the disbursement of State Revolving Fund revenues for a wide variety of projects. • Oppose legislation and regulations that tax water as a public goods charge and redistributes the revenue throughout the State. • Support state and federal revenue sources for water infrastructure projects that address water quality and reliability issues for disadvantaged and income -limited communities and residents that are not based upon regressive taxes. • Support the protection of local revenue for use by special districts and the maintenance of reserve accounts of water agencies. • Support efforts that seek to bring federal sources of funding to California for water infrastructure development and water management. ylwd.com 1 714-701-3000 1 1717 Miraloma Ave, Placentia CA 92870 4 Page 10 of 209 ]Water Yorba Linda District LEGISLATIVE POSITIONS (Continued) Local Control 41YA «del[►yW_71 I kyla»_71 I U] all kTA • Oppose legislation that seeks to diminish or alter the authority of the Board of Directors to manage the District's water systems or operations, impose unreasonable unfunded state mandated programs, or increase fees or taxes on YLWD customers. • Oppose legislation that would degrade YLWD's authority in the area of public contracts, procurement, financial administration, public records, and human resources. • Oppose legislation that would dissolve YLWD or transfer its duties to other agencies. • Oppose legislation that would affect YLWD's ability to protect and secure critical infrastructure from cyber or physical threats and damages. • Oppose legislation that places mandates, or otherwise modifies the governance structure of special districts, joint powers authorities, or other local government entities. • Support legislation that eliminates regulations between employees and employers that place undue fiscal harm on special districts. • Oppose legislation that mandates additional duties upon special districts to facilitate public meetings or transparency without cause or funding. • Oppose legislation that prevents water agencies from recovering sufficient revenues from connection and capacity fees and oppose legislation that restricts the ability of agencies to charge fees for services. Other Monitor legislation that would change or expand current prevailing wage requirements. Oppose legislation that creates additional water agencies within or inclusive of the YLWD service area outside of the LAFCO process, or without the support of residents and local public agencies. ylwd.com 1 714-701-3000 1 1717 Miraloma Ave, Placentia CA 92870 5 Page 11 of 209 T W E IV D TPA MEMORANDUM To: Yorba Linda Water District From: Townsend Public Affairs, Inc. Eric O'Donnell, Deputy Director Date: May 11, 2023 Subject: AB 755 (Papan) — Cost -of -service analysis AB 1594 (E. Garcia) — Medium- and heavy-duty zero -emission vehicles AB 755 (Papan) — Water: public entity: cost -of -service analysis Summary • Requires urban water agencies, when conducting a cost -of -service analysis, to analyze the incremental costs of providing water service to residential customers that are "major water users" and estimate potential savings if those users were to implement efficiency measures. • Requires a public entity (e.g., local agency) to identify the following information when conducting a cost -of -service analysis: o The incremental costs incurred by major water users in the single-family residential class (this information shall be made public); and o The incremental costs that would be avoided if major water users conserved water by meeting a specified goal. • The author argues this bill is necessary to determine how high water users are driving up costs and to increase transparency. The author asserts "the analysis required by [this bill] will serve as a necessary foundation for a more fair and equitable rate structure." Support California Coastkeeper Alliance (sponsor) Coachella Valley Waterkeeper Community Water Center Humboldt Baykeeper Inland Empire Waterkeeper laane (Los Angeles Alliance for A New Economy) Mono Lake Committee Monterey Waterkeeper Orange County Coastkeeper River in Action Russian Riverkeeper San Diego Coastkeeper Santa Barbara Channelkeeper Save the Sonoma Coast SEE (Social Eco Education) Somos Familia Valle South Yuba River Citizens League 1 Page 12 of 209 T 0 W N S E N D TPA Western Center on Law & Poverty Yuba River Waterkeeper Opposition Association of California Water Agencies California Municipal Utilities Association Irvine Ranch Water District Status AB 755 is currently on the Assembly Floor. AB 1594 (E. Garcia) — Medium- and heavy-duty zero -emission vehicles: public agency utilities Summary • Requires the California Air Resources Board (CARB) to maintain a list of vehicle vendors and suppliers that meet zero -emission vehicle (ZEV) standards and the public agency utilities' technical and performance requirements. • Requires any state regulation that seeks to require, or otherwise compel, the procurement of medium- and heavy-duty ZEVs to ensure that those vehicles can support a public agency utility's ability to maintain reliable water and electric service, respond to disasters in an emergency capacity, and provide mutual aid assistance statewide and nationwide. Requires the state regulation mentioned above to do both of the following: o Recognize the diversity of fleet size, terrain, and climate, and authorize public agency utilities to purchase replacements for traditional utility specialized vehicles that are at the end of life when needed to maintain reliable service and respond to major foreseeable events, including but not limited to, severe weather, wildfires, natural disasters, and physical attacks; and, o In coordination with public agency utilities, include a list of vehicle vendors and suppliers that meet ZEV standards and the public agency utilities' technical and performance requirements. • Defines "public agency utility" as a local publicly owned electric utility, a community water system, and a wastewater treatment provider. Support Association of California Water Agencies California Municipal Utilities Association City of Corona City of Roseville City of Shasta Lake Imperial Irrigation District Irvine Ranch Water District Las Virgenes Municipal Water District Lassen Municipal Utility District Northern California Power Agency 2 Page 13 of 209 T W E IV D TPA Opposition None Status AB 1594 is currently in the Assembly Appropriations Committee's Suspense File. Cl Page 14 of 209 Santa Clarita Valley Water Agency North Tahoe Public Utility District South San Joaquin Irrigation District Olivenhain Municipal Water District Southern California Public Power Authority Rancho California Water District Truckee Donner Public Utility District Redding Electric Utility Opposition None Status AB 1594 is currently in the Assembly Appropriations Committee's Suspense File. Cl Page 14 of 209 AMENDED IN ASSEMBLY MARCH 13, 2023 CALIFORNIA LEGISLATURE -2023-24 REGULAR SESSION ASSEMBLY BILL No. 1594 Introduced by Assembly Member Garcia (Coauthor: Assembly Member Wendy Carrillo) (Coauthors: Senators Bradford and Dahle) February 17, 2023 An act to add the heading of Division 12.5 (commencing with Section 28500 to, and to add Chapter 1 (commencing with Section 28500) to Division 12.5 of, the Vehicle Code, relating to vehicles. LEGISLATIVE COUNSEL'S DIGEST AB 1594, as amended, Garcia. Atithorized emergeney vehieles. Medium- and heavy-duty zero -emission vehicles: public agency utilities. Executive Order No. N-79-20 establishes the goal of transitioning medium- and heavy-duty vehicles in California to zero -emission vehicles by 2045 for all operations where feasible and by 2035 for drayage trucks, and requires the State Air Resources Board to develop and propose medium- and heavy-duty vehicle regulations to meet that goal. Existing law establishes the Air Quality Improvement Program that is administered by the board for purposes of funding projects related to, among other things, the reduction of criteria air pollutants and improvement of air quality, and establishes the Medium- and Heavy -Duty Zero -Emission Vehicle Fleet Purchasing Assistance Program within the Air Quality Improvement Program to make financing tools and nonfinancial supports available to operators of medium- and heavy-duty vehicle fleets to enable those operators to transition their fleets to zero -emission vehicles. Revised 4-25-23—See last page. 98 Page 15 of 209 AB 1594 —2— This 2— This bill would require any state regulation that seeks to require, or otherwise compel, the procurement of medium- and heavy-duty zero -emission vehicles by a public agency utility to ensure that those vehicles can support a public agency utility's ability to maintain reliable water and electric services, respond to disasters in an emergency capacity, and provide mutual aid assistance statewide and nationwide, among other requirements. The bill would define a public agency utility to include a local publicly owned electric utility, a community water system, and a wastewater treatment provider, as specified. Code,Existing law generally regulates attthorized e hieles, art exempts the driver of an attthorized emergeney vehiele fr . . f the rdles of the road, as eontained in the 1plehiele if-, among other things, the vehiele is being driv se to displays a ligItted red !&M visible from the fronf as a warning to othe dri,vers and pedestrians. Existing law defines "authorized emergette vehiele„ to inelude, among others, any vehiele o"ed by the state, o fighting fires, or towing . . - Dther vehieles, earing for injured persons, or repairing darnaged lighting or eleetrieal equipmettt.- any vehiele o"ed by t -he state, or any bridge and highway distriet, and equipped and ttsed for, among other things, repairing damaged lighting Vote: majority. Appropriation: no. Fiscal committee: yes. State -mandated local program: no. The people of the State of California do enact as follows: 1 SECTION 1. The heading of Division 12.5 (commencing with 2 Section 28500) is added to the Vehicle Code, to read.• 3 4 DIVISION 12.5. ZERO -EMISSION VEHICLES 5 6 SEC. 2. Chapter 1 (commencing with Section 28500) is added 7 to Division 12.5 of the Vehicle Code, to read: 98 Page 16 of 209 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 — 3 — AB 1594 CHAPTER 1. PUBLICAGENCY UTILITYMEDIUM- AND HEAVY-DUTY VEHICLES 28500. (a) "Public agency utility" means a local publicly owned electric utility, as defined in Section 224.3 of the Public Utilities Code, a community water system, as defined in Section 116275 of the Health and Safety Code, and a wastewater treatment provider, as defined in Section 116773.2 of the Health and Safety Code. (b) Any state regulation that seeks to require, or otherwise compel, the procurement of medium- and heavy-duty zero -emission vehicles shall ensure that those vehicles can support a public agency utility's ability to maintain reliable water and electric service, respond to disasters in an emergency capacity, and provide mutual aid assistance statewide and nationwide, and shall do both of the following: (1) Recognize the diversity of fleet size, terrain, and climate, and authorize public agency utilities to purchase replacements for traditional utility specialized vehicles that are at the end of life when needed to maintain reliable service and respond to major foreseeable events, including, but not limited to, severe weather, wildfires, natural disasters, and physical attacks. (2) In coordination with public agency utilities, include a list of vehicle vendors and suppliers that meet zero -emission vehicle standards and the public agency utilities' technical and performance requirements. 9s Page 17 of 209 " 111 .. • 9s Page 17 of 209 AB 1594 —4- 2 1 . I t- - . I provided itt the Health aftd Safety Code. 3 (e) Any vehiele owned by the state, or any bridge 4 distriet, and equipped : ttsed either for fighting• damaged lighting or eleetrieal infrastmeture. : : vehiele ttsed in responding_ - - - the . . . . . . . operated either . • • 9ffiee of or by my pt+lie agettey or ittelustrial fire department to w-hieh the O.ffi..ee of Emergeney Serviees has 12 (e) (1) Any vehiele owned or operated by a federally reeognize 13 indian tribe : in responding- ;. 14 lifestffing ealls. For the purposes of this seetiott attd the ; ;vi 15 ' - ' -responding . . . . . . .. • emergeney, fire, ambt4anee, 18 -- 19 (2) Any vehie4e owned or operated by any department or agene 1 of the Uttited States 21 : ;- fire,22 aetively _-: in 4aw enfofeement work.23 y 24 permit has been isstted by the Go of the Gahforni 25 Highway Patro4. • 27 • • Heading—Lines 2 and 3. 1 N 98 Page 18 of 209 AMENDED IN ASSEMBLY MARCH 16, 2023 CALIFORNIA LEGISLATURE -2023-24 REGULAR SESSION ASSEMBLY BILL No. 755 Introduced by Assembly Member Papan February 13, 2023 An act to amend Seetion 201 ofthe Pttblie Utilities Gode, relating to add Chapter 3.8 (commencing with Section 390) to Division I of the Water Code, relating to water LEGISLATIVE COUNSEL'S DIGEST AB 755, as amended, Papan. P - blie Utilities "et. Water: public entity: cost -of -service analysis. Existing law authorizes a public entity that supplies water at retail or wholesale within its service area to adopt, in accordance with specified procedures, and enforce a water conservation program. This bill would require a public entity, as defined, that conducts a cost -of -service analysis, as defined, to identify the incremental costs incurred by the major water users, as described, in the single-family residential class and the incremental costs that would be avoided if major water users met a specified efficiency goal. The bill would also require the incremental costs incurred by the major water users to be made publicly available by posting the information on the public entity's internet website. By requiring a higher level ofservice ofpublic entities, the bill would impose a state -mandated local program. The bill would include findings that changes proposed by this bill address a matter of statewide concern rather than a municipal affair and, therefore, apply to all cities, including charter cities. The California Constitution requires the state to reimburse local agencies and school districts for certain costs mandated by the state. 98 Page 19 of 209 AB 755 —2— Statutory 2— Statutory provisions establish procedures for making that reimbursement. This bill would provide that, if the Commission on State Mandates determines that the bill contains costs mandated by the state, reimbursement for those costs shall be made pursuant to the statutory provisions noted above. � 7 �7 T1 7 The California Gonsti"to�gtablishes the ubli . Utilities tAilities>> by the 1:�egislatttreand authorizes tLegislatffei s of the Californi jttfisdietion. regulation of publie wilitie-s-. This bill would make nonsubstantive ehanges to the 1&w naming the Vote: majority. Appropriation: no. Fiscal committee: eyes. State -mandated local program: eyes. The people of the State of California do enact as follows: 1 SECTION 1. Chapter 3.8 (commencing with Section 390) is 2 added to Division I of the Water Code, to read: 3 4 CHAPTER 3.8. WATER: COST-OF-SERVICEANALYSIS 5 6 390. For purposes of this chapter, the following terms have 7 the following meanings: 8 (a) "Cost -of -service analysis " means the analysis conducted 9 to determine water usage patterns and demands placed on the 10 system by various customer classes. 11 (b) "Efficiency goal" means the long-term standards for efficient 12 water use, as developed by the board, pursuant to Section 10609.2. 13 (c) `Incremental costs" means the costs of water service, 14 including capital costs and operation and maintenance costs, that 15 the public entity incurs directly, or by contract, as a result of the 16 use of water by the systems' major water users and may include 17 any of the following: 9s Page 20 of 209 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 — 3 — AB 755 (1) Conservation best management practices, conservation education, irrigation controls and other conservation devices, and other demand management measures. (2) Water system retrofitting, dual plumbing and facilities for production, distribution, and all uses of recycled water and other alternative water supplies. (3) Projects and programs for the prevention, control, or treatment of the runoff of water from irrigation and other outdoor water uses. Incremental costs does not include the costs of stormwater management systems and programs. (4) Securing dry year water supply arrangements. (5) Procuring water supplies, including supply or capacity contracts for water supply rights or entitlements. (6) Energy costs for water delivery. (d) "Major water user" means the top 10 percent of water users in a given customer class since the last cost of service analysis. (e) `Public entity" means a city, whether general law or chartered, county, city and county, special district, agency, authority, any other municipal public corporation or district, or any other political subdivision of the state that provides retail water service and that is an urban water supplier, as defined in Section 10617. 390.1. (a) Whenever a public entity conducts a cost -of -service analysis, that entity shall identify both of thefollowing: (1) The incremental costs incurred by the major water users in the single-family residential class. (2) The incremental costs that would be avoided if major water users met a specified efficiency goal. (b) The incremental costs incurred by the major water users, as identified pursuant to subdivision (a), shall be made publicly available by posting the information on the public entity's internet website. SEC. 2. The Legislature finds and declares that water conservation is a matter of statewide concern and is not a municipal affair as that term is used in Section 5 of Article XI of the California Constitution. Therefore, Section 1 of this act adding Section 390.1 to the Water Code applies to all cities, including charter cities. SEC. 3. If the Commission on State Mandates determines that this act contains costs mandated by the state, reimbursement to 98 Page 21 of 209 AB 755 1 local agencies and school districts for those costs shall be made 2 pursuant to Part 7 (commencing with Section 17500) of Division 3 4 of Title 2 of the Government Code. 4 .rnr"GTION 1. SeetiBYY201 of the n Utilities 5 atnended to , l 6 "Pttblie 7 Utilities A ..4 » 11 98 Page 22 of 209 ITEM NO. 7.2. Yorba Linda Water District AGENDA REPORT MEETING DATE: May 18, 2023 TO: Board of Directors FROM: Mark Toy, General Manager STAFF CONTACTS: Mark Toy, General Manager SUBJECT: Identification of General Manager as Agency Designated Representative for Labor Negotiations RECOMMENDATION: That the Board of Directors designate the General Manager as the District's representative for labor negotiations with all unrepresented employee classifications pursuant to Subdivision (d) of Section 30580 of the California Water Code. BACKGROUND: This action is a one-time procedural requirement associated with Item No. 8.2. to designate the General Manager as the District's representative for labor negotiations with all unrepresented employee classifications. Pursuant to Subdivision (d) of Section 30580 of the California Water Code, the General Manager (or their designee) is responsible for fixing and altering the compensation of employees subject to approval by the Board of Directors. Consistent with Section 30580(d), the District's Board Policy Manual states in Section 7.1.(A) that the General Manager shall "fix and alter the compensation of employees and assistants subject to budget limitations as approved by the Board". Page 23 of 209 ITEM NO. 10.1. Yorba Linda Water District AGENDA REPORT MEETING DATE: May 18, 2023 TO: Board of Directors FROM: Mark Toy, General Manager STAFF CONTACTS: Gina Knight, Human Resources and Risk Manager SUBJECT: Ratifying Revised Budgeted Positions for the Remainder of Fiscal Year 2022-23 and Amending Exhibits in the Personnel Manual for Unrepresented Employees and Yorba Linda Water District Employees Association Memorandum of Understanding RECOMMENDATION: That the Board of Directors adopt Resolution No. 2023 -XX: (1) ratifying amendments to the budgeted positions for the remainder of Fiscal Year 2022-23; (2) amending Exhibit A of the Personnel Manual for Unrepresented Employees for Fiscal Years 2019-2023; and (3) amending Exhibit A of the Yorba Linda Water District Employees Association Memorandum of Understanding (MOU) for Fiscal Years 2019-2023. BACKGROUND: In compliance with California Code of Regulations (CCR) Section 570.5 and the Public Employees' Retirement Law (PERL), the Board of Directors ratifies the District's budgeted positions prior to each fiscal year or more as often as needed. As such, the Board of Directors ratified (81) eighty-one regular full-time positions for Fiscal Year 2022-23 on May 24, 2022. Since July 12, 2022, additional salary adjustments and/or reclassifications have been implemented for the following classifications: ■ GIS Analyst (R26) to GIS Technician II (R26) with an effective date of January 1, 2023. ■ Facilities Maintenance Worker (R23) to Sr. Facilities Worker (R27) with an effective date of January 29, 2023. ■ Water Quality Tech II (R22) to Water Quality Cross -Connection Specialist (R26) with an effective date of March 12, 2023. ■ Sr. Accountant (R30) to Accounting Supervisor (R32) with an effective date of March 12, 2023. ■ One Assistant Engineer III (R26) to Associate Engineer (R28) with an effective date of March 12, 2023. ■ Safety and Training Analyst (R28) to Safety Officer (R30) with an effective date of March 12, 2023. ■ Public Affairs Manager (R29) to Public Affairs Officer (R30) with an effective date of March 26, 2023. Page 24 of 209 Additionally, Exhibit A in the Personnel Manual and the MOU will need to be amended to reflect these adjustments and/or reclassifications. FISCAL IMPACT: The fiscal impact on the budget for the remainder of Fiscal Year 2022-23 will be an increase of approximately $14,000 in salaries only. PRIOR RELEVANT BOARD ACTION: The Board of Directors routinely ratifies the budgeted positions each fiscal year and as amended. STRATEGIC PLAN INITIATIVES: G5 1A- Retain a highly skilled and capable workforce; G5 1 B - Provide pathways to training and career progression; and G5 1 D - Establish and maintain a comprehensive succession plan and review and revise job specifications as needed. ATTACHMENTS: 1. Resolution No. 2023 -XX - Personnel Related Amendments 2. Budgeted Positions for Remainder of FY22-23 - REDLINE 3. Budgeted Positions for Remainder of FY22-23 4. Amended Exhibit A of Personnel Manual - REDLINE 5. Amended Exhibit A of Personnel Manual 6. Amended Exhibit A of MOU - REDLINE 7. Amended Exhibit A of MOU Page 25 of 209 RESOLUTION NO. 2023 -XX RESOLUTION OF THE BOARD OF DIRECTORS OF THE YORBA LINDA WATER DISTRICT RATIFYING AMENDMENTS TO THE BUDGETED POSITIONS FOR THE REMAINDER OF FISCAL YEAR 2022-23; AMENDING EXHIBIT "A" OF THE PERSONNEL MANUAL FOR UNREPRESENTED EMPLOYEES FOR FISCAL YEARS 2019-2023; AND AMENDING EXHIBIT "A" OF THE MEMORANDUM OF UNDERSTANDING WITH THE YORBA LINDA WATER DISTRICT EMPLOYEES ASSOCIATION FOR FISCAL YEARS 2019-2023 WHEREAS, the Board of Directors previously ratified the budgeted positions for Fiscal Year 2022-23, adopted the Personnel Manual for Unrepresented Employees for Fiscal Years 2019-2023, and adopted the Memorandum of Understanding (MOU) between the District and the Yorba Linda Water District Employees Association for Fiscal Years 2019-2023; and WHEREAS, the Board of Directors is required to ratify the budgeted positions for each fiscal year in compliance with California Code of Regulations (CCR) Section 570.5 and the Public Employees' Retirement Law (PERL); and WHEREAS, the Board of Directors adopts amendments to the Personnel Manual and MOU from time to time, including the associated exhibits; and WHEREAS, the General Manager has authorized amendments to the budgeted positions for the remainder of Fiscal Year 2022-23 which need to be reflected in Exhibit A of the Personnel Manual and the MOU; and WHEREAS, it is the desire of the Board of Directors to ratify these amendments as authorized by the General Manager. NOW, THEREFORE, BE IT RESOLVED by the Board of Directors of the Yorba Linda Water District as follows: SECTION 1. That the budgeted positions for the remainder of Fiscal Year 2022-23 be amended to read as attached hereto and ratified. SECTION 2. That the General Manager is hereby authorized to employ up to the number of employees budgeted and funded in each fiscal year without further approval of the Board of Directors. The General Manager is also hereby authorized while this Resolution is active to fill Resolution No. 2023 -XX Ratifying Budgeted Positions and Amending Exhibit A of the Personnel Manual and MOU 1 of 2 Page 26 of 209 a budgeted position that is vacated with a new employee at a lower or equal classification and/or with a part-time employee or contract staff. Further, the General Manager is hereby authorized to fix and alter the compensation of employees subject to budget limitations. SECTION 5. That Exhibit A - Classifications and Salary Ranges of the Personnel Manual for Unrepresented Employees for Fiscal Years 2019-2023 be amended to read as attached hereto and by this reference incorporated herein. SECTION & That Exhibit A -Classifications and Salary Ranges of the Memorandum of Understanding between the District and the Yorba Linda Water District Employees Association for Fiscal Years 2019-2023 be amended to read as attached hereto and by this reference incorporated herein. PASSED AND ADOPTED this 18th day of May 2023 by the following called vote: AYES: NOES: ABSTAIN: ABSENT: Brett R. Barbre, President Yorba Linda Water District ATTEST: Annie Alexander, Board Secretary Yorba Linda Water District Reviewed as to form by General Counsel: Andrew B. Gagen, Esq. Kidman Gagen Law LLP Resolution No. 2023 -XX Ratifying Budgeted Positions and Amending Exhibit A of the Personnel Manual and MOU 2 of 2 Page 27 of 209 Salary Range Exhibit A Budgeted Positions for Remainder of FY22-23 Ratified May 18, 2023 Position Classification Ratified as Change Ratified as of 07101/22 of 05/18/23 16 Meter Reader 1 2 2 17 Customer Service Rep II 3 3 Maintenance Worker 1 5 5 19 Customer Service Rep III 2 2 Records Management Specialist 1 1 20 Assistant Engineer 1 1 1 Field Customer Services Rep/Meters 11 1 1 Maintenance Worker II 8 8 21 Accounting Assistant 11 2 2 Mechanic II 1 1 Public Affairs Specialist 1 1 Operations Assistant 1 1 Plant Operator I (Operator In Training) 2 2 22 Information Systems Tech 1 1 1 Water Quality Technician 11 1 -1 0 23 Facilities Maintenance Worker 1 -1 0 Human Resources Technician 0 0 Maintenance Worker III 6 6 Mechanic III 1 1 Electrical/SCADA Technician 1 1 Sr. Field Customer Service Rep/Meters 1 1 24 Assistant Engineer II 0 0 Construction Inspector 1 1 Plant Operator 11 3 3 25 Accountant 1 1 26 Assistant Engineer 111 2 -1 1 GIS Analyst 1 -1 0 GIS Technician 11* 0 1 1 Sr. Construction Inspector 1 1 Sr. Mechanic 1 1 Sr. Maintenance Worker 4 4 Water Quality Cross -Connection Specialist*** 0 1 1 27 Budget Analyst 1 1 Human Resources Analyst 2 2 Sr. Facilities Maintenance Worker** 0 1 1 Sr. Plant Operator 1 1 28 Associate Engineer*** 0 1 1 Executive Assistant 1 1 Safety and Training Analyst 1 -1 0 29 Public Affairs Manager 1 -1 0 Page 1 of 2 Page 28 of 209 Exhibit A Budgeted Positions for Remainder of FY22-23 Ratified May 18, 2023 Salary Position Classification Ratified as Change Ratified as Range of 07/01/22 of 05/18/23 30 Chief Water System Operator 1 1 Customer Service Billing Administrator 1 1 Public Affairs Officer**** 0 1 1 Records Management Administrator 1 1 Safety Officer*** 0 1 1 Sr. Accountant 1 -1 0 31 Sr. Engineer 2 2 32 Accounting Supervisor*** 0 1 1 Maintenance Superintendent 1 1 Operations Superintendent 1 1 Sr. Executive Assistant/Board Secretary 1 1 33 Production Superintendent 1 1 35 Sr. IS Administrator 1 1 Principal Engineer 1 1 39 Engineering Manager 1 1 Finance Manager 1 1 Human Resources and Risk Manager 1 1 Operations Manager 1 1 42 Assistant General Manager 1 1 Salary Set General Manager 1 1 by Board Total 81 81 *Reclassification effective: 01/01/2023 **Reclassification effective: 01/29/2023 ***Reclassification effective: 03/12/2023 ****Reclassification effective: 03/26/2023 Ratified: 05/18/2023 Page 2 of 2 Page 29 of 209 Salary Range Exhibit A Budgeted Positions for Remainder of FY22-23 Ratified May 18, 2023 Position Classification Ratified as Change Ratified as of 07101/22 of 05/18/23 16 Meter Reader 1 2 2 17 Customer Service Rep II 4 3 Maintenance Worker 1 5 5 19 Customer Service Rep III 2 2 Records Management Specialist 1 1 20 Assistant Engineer 1 1 1 Field Customer Services Rep/Meters 11 1 1 Maintenance Worker II 8 8 21 Accounting Assistant 11 2 2 Mechanic II 1 1 Public Affairs Specialist* 0 1 Operations Assistant 1 1 Plant Operator I (Operator In Training) 2 2 22 Information Systems Tech 1 1 1 Water Quality Technician 11 1 0 23 Facilities Maintenance Worker 1 0 Human Resources Technician 0 0 Maintenance Worker III 6 6 Mechanic III 1 1 Electrical/SCADA Technician 1 1 Sr. Field Customer Service Rep/Meters 1 1 24 Assistant Engineer II 0 0 Construction Inspector 1 1 Plant Operator 11 3 3 25 Accountant 1 1 26 Assistant Engineer 111 2 1 GIS Analyst 1 0 GIS Technician II* 0 1 Sr. Construction Inspector 1 1 Sr. Mechanic 1 1 Sr. Maintenance Worker 4 4 Water Quality Cross -Connection Specialist*** 0 1 27 Budget Analyst 1 1 Human Resources Analyst 2 2 Sr. Facilities Maintenance Worker** 0 1 Sr. Plant Operator 1 1 28 Associate Engineer** 0 1 Executive Assistant 1 1 Safety and Training Analyst 1 0 29 Public Affairs Manager 1 0 Page 1 of 2 Page 30 of 209 Salary Range Exhibit A Budgeted Positions for Remainder of FY22-23 Ratified May 18, 2023 Position Classification Ratified as Change Ratified as of 07101/22 of 05/18/23 30 Chief Water System Operator 1 1 Customer Service Billing Administrator 1 1 Public Affairs Officer*** 0 1 Records Management Administrator 1 1 Safety Officer 0 1 Sr. Accountant 1 0 31 Sr. Engineer 2 2 32 Accounting Supervisor** 0 1 Maintenance Superintendent 1 1 Operations Superintendent 1 1 Sr. Executive Assistant/Board Secretary 1 1 33 Production Superintendent 1 1 35 Sr. IS Administrator 1 1 Principal Engineer 1 1 39 Engineering Manager 1 1 Finance Manager 1 1 Human Resources and Risk Manager 1 1 Operations Manager 1 1 42 Assistant General Manager 1 1 Salary Set General Manager 1 1 by Board Total 81 81 *Reclassification effective: 01/01/2023 **Reclassification effective: 01/29/2023 ***Reclassification effective: 03/12/2023 ****Reclassification effective: 03/26/2023 Ratified: 05/18/2023 Page 2 of 2 Page 31 of 209 Exhibit A Yorba Linda Water District — Unrepresented Employees Classifications and Salary Ranges Effeet+ve-December 5, 22 * Management Classifications Adopted May 18, 2023july 1-2,'0'_'_ Page 32 of 209 SALARY EFFECTIVE CLASSIFICATION TITLE RANGES FLSA DATE Accountant UN 25 Exempt 12/5/2021 Accounting Assistant II UN 21 Non -Exempt 12/5/2021 Accounting Supervisor UN 32 Exempt 3/12/2023 Assistant General Manager* UN 42 Exempt 12/5/2021 Associate Engineer UN 28 Exempt 12/5/2021 Budget Analyst UN 27 Exempt 12/5/2021 Chief Water System Operator UN 30 Exempt 12/5/2021 Customer Service Billing Administrator UN 30 Exempt 12/5/2021 Engineering Manager* UN 39 Exempt 12/5/2021 Executive Assistant UN 28 Exempt 12/5/2021 Finance Manager* UN 39 Exempt 12/5/2021 Human Resources Analyst UN 27 Exempt 12/5/2021 Human Resources Technician UN 23 Non -Exempt 12/5/2021 Human Resources and Risk Manager* UN 39 Exempt 12/5/2021 Maintenance Superintendent UN 32 Exempt 12/5/2021 Operations Manager* UN 39 Exempt 12/5/2021 Operations Superintendent UN 32 Exempt 12/5/2021 Principal Engineer UN 35 Exempt 12/5/2021 Production Superintendent UN 33 Exempt 12/5/2021 Public Affairs Officer Manager* UN 30 2-9 Exempt 3/26/2023 Records Management Administrator UN 30 Exempt 12/5/2021 Records Management Specialist UN 19 Non -Exempt 12/5/2021 Safety and Training Analyst UN 28 Exempt 12/5/2021 Safety and Training Technician UN 23 Non -Exempt 12/5/2021 Safety Officer UN 30 Exempt 3/12/2023 SF. AceeURtant UN 30 Exempt 3/12/2023 Sr. Engineer UN 31 Exempt 12/5/2021 Sr. Executive Assistant/Board Secretary UN 32 Exempt 12/5/2021 Sr. Field Customer Service Representative/Meters UN 23 Non -Exempt 12/5/2021 Sr. Information Systems Administrator UN 35 Exempt 12/5/2021 Sr. Maintenance Worker UN 26 Non -Exempt 12/5/2021 Sr. Mechanic UN 26 Non -Exempt 12/5/2021 Sr. Plant Operator UN 27 Non -Exempt 12/5/2021 * Management Classifications Adopted May 18, 2023july 1-2,'0'_'_ Page 32 of 209 Exhibit A Yorba Linda Water District — Unrepresented Employees Classifications and Salary Ranges * Management Classifications Adopted May 18, 2023 Page 33 of 209 SALARY EFFECTIVE CLASSIFICATION TITLE RANGES FLSA DATE Accountant UN 25 Exempt 12/5/2021 Accounting Assistant II UN 21 Non -Exempt 12/5/2021 Accounting Supervisor UN 32 Exempt 3/12/2023 Assistant General Manager* UN 42 Exempt 12/5/2021 Associate Engineer UN 28 Exempt 12/5/2021 Budget Analyst UN 27 Exempt 12/5/2021 Chief Water System Operator UN 30 Exempt 12/5/2021 Customer Service Billing Administrator UN 30 Exempt 12/5/2021 Engineering Manager* UN 39 Exempt 12/5/2021 Executive Assistant UN 28 Exempt 12/5/2021 Finance Manager* UN 39 Exempt 12/5/2021 Human Resources Analyst UN 27 Exempt 12/5/2021 Human Resources Technician UN 23 Non -Exempt 12/5/2021 Human Resources and Risk Manager* UN 39 Exempt 12/5/2021 Maintenance Superintendent UN 32 Exempt 12/5/2021 Operations Manager* UN 39 Exempt 12/5/2021 Operations Superintendent UN 32 Exempt 12/5/2021 Principal Engineer UN 35 Exempt 12/5/2021 Production Superintendent UN 33 Exempt 12/5/2021 Public Affairs Officer UN 30 Exempt 3/26/2023 Records Management Administrator UN 30 Exempt 12/5/2021 Records Management Specialist UN 19 Non -Exempt 12/5/2021 Safety and Training Analyst UN 28 Exempt 12/5/2021 Safety and Training Technician UN 23 Non -Exempt 12/5/2021 Safety Officer UN 30 Exempt 3/12/2023 Sr. Engineer UN 31 Exempt 12/5/2021 Sr. Executive Assistant/Board Secretary UN 32 Exempt 12/5/2021 Sr. Field Customer Service Representative/Meters UN 23 Non -Exempt 12/5/2021 Sr. Information Systems Administrator UN 35 Exempt 12/5/2021 Sr. Maintenance Worker UN 26 Non -Exempt 12/5/2021 Sr. Mechanic UN 26 Non -Exempt 12/5/2021 Sr. Plant Operator UN 27 Non -Exempt 12/5/2021 * Management Classifications Adopted May 18, 2023 Page 33 of 209 Exhibit A Yorba Linda Water District — Bargaining Unit Employees Association Classifications and S'alla�ry� Ranges E fC�•,�e-�LrtY22 SALARY EFFECTIVE CLASSIFICATION TITLE RANGES FLSA DATE Accounting Assistant I BU 17 Non -Exempt 6/27/2022 Assistant Engineer I BU 20 Non -Exempt 6/27/2022 Assistant Engineer II BU 24 Non -Exempt 6/27/2022 Assistant Engineer III BU 26 Non -Exempt 6/27/2022 Construction Inspector BU 24 Non -Exempt 6/27/2022 Customer Service Representative I BU 15 Non -Exempt 6/27/2022 Customer Service Representative II BU 17 Non -Exempt 6/27/2022 Customer Service Representative III BU 19 Non -Exempt 6/27/2022 Electrical/SCADA Technician BU 23 Non -Exempt 6/27/2022 Facilities Maintenance Worker BU 23 Non -Exempt 6/27/2022 Field Customer Service Representative/Meters II BU 20 Non -Exempt 6/27/2022 GIS Technician I BU 24 Non -Exempt 1/1/2023 GIS nnnalys Technician II BU 26 Non -Exempt 1/1/2023 Information Systems Technician I BU 22 Non -Exempt 6/27/2022 Maintenance Worker I BU 17 Non -Exempt 6/27/2022 Maintenance Worker II BU 20 Non -Exempt 6/27/2022 Maintenance Worker III BU 23 Non -Exempt 6/27/2022 Mechanic I BU 17 Non -Exempt 6/27/2022 Mechanic II BU 21 Non -Exempt 6/27/2022 Mechanic III BU 23 Non -Exempt 6/27/2022 Meter Reader I BU 16 Non -Exempt 6/27/2022 Office Clerk BU 12 Non -Exempt 6/27/2022 Operations Assistant BU 21 Non -Exempt 6/27/2022 Plant Operator I BU 21 Non -Exempt 6/27/2022 Plant Operator II BU 24 Non -Exempt 6/27/2022 Public Affairs Specialist BU 21 Non -Exempt 6/27/2022 Sr. Construction Inspector BU 26 Non -Exempt 6/27/2022 Sr. Facilities Maintenance Worker BU 27 Non -Exempt 1/29/2023 Water Quality Technician l BU 29 Non Exempt 3/12/2023 Water Quality Technician II BU 22 Non Exempt 3/12/2023 Water Quality Cross -Connection Specialist BU 26 Non -Exempt 3/12/2023 Adopted May 18, 2023july-12, 2022 Page 34 of 209 Exhibit A Yorba Linda Water District — Bargaining Unit Employees Association Classifications and Salary Ranges SALARY EFFECTIVE CLASSIFICATION TITLE RANGES FLSA DATE Accounting Assistant I BU 17 Non -Exempt 6/27/2022 Assistant Engineer I BU 20 Non -Exempt 6/27/2022 Assistant Engineer II BU 24 Non -Exempt 6/27/2022 Assistant Engineer III BU 26 Non -Exempt 6/27/2022 Construction Inspector BU 24 Non -Exempt 6/27/2022 Customer Service Representative I BU 15 Non -Exempt 6/27/2022 Customer Service Representative II BU 17 Non -Exempt 6/27/2022 Customer Service Representative III BU 19 Non -Exempt 6/27/2022 Electrical/SCADA Technician BU 23 Non -Exempt 6/27/2022 Facilities Maintenance Worker BU 23 Non -Exempt 6/27/2022 Field Customer Service Representative/Meters II BU 20 Non -Exempt 6/27/2022 GIS Technician I BU 24 Non -Exempt 1/1/2023 GIS Technician II BU 26 Non -Exempt 1/1/2023 Information Systems Technician I BU 22 Non -Exempt 6/27/2022 Maintenance Worker I BU 17 Non -Exempt 6/27/2022 Maintenance Worker II BU 20 Non -Exempt 6/27/2022 Maintenance Worker III BU 23 Non -Exempt 6/27/2022 Mechanic I BU 17 Non -Exempt 6/27/2022 Mechanic II BU 21 Non -Exempt 6/27/2022 Mechanic III BU 23 Non -Exempt 6/27/2022 Meter Reader I BU 16 Non -Exempt 6/27/2022 Office Clerk BU 12 Non -Exempt 6/27/2022 Operations Assistant BU 21 Non -Exempt 6/27/2022 Plant Operator I BU 21 Non -Exempt 6/27/2022 Plant Operator II BU 24 Non -Exempt 6/27/2022 Public Affairs Specialist BU 21 Non -Exempt 6/27/2022 Sr. Construction Inspector BU 26 Non -Exempt 6/27/2022 Sr. Facilities Maintenance Worker BU 27 Non -Exempt 1/29/2023 Water Quality Cross -Connection Specialist BU 26 Non -Exempt 3/12/2023 Adopted May 18, 2023 Page 35 of 209 ITEM NO. 10.2. Yorba Linda Water District AGENDA REPORT MEETING DATE: May 18, 2023 TO: Board of Directors FROM: Mark Toy, General Manager STAFF CONTACTS: Georgina Knight, Human Resources and Risk Manager SUBJECT: Fiscal Year 2022-23 Compensation Study RECOMMENDATION: That the Board of Directors (1) receive and file the Fiscal Year 2022-23 Compensation Study prepared by Koff and Associates (a Galleger company); and (2) direct the placement of all employees at the market median as set forth in the Total Compensation Study Final Report dated March 20, 2023, effective July 1, 2023, using the methodology/implementation plan prescribed therein. BACKGROUND: At the direction of the Yorba Linda Water District Board of Directors, staff prepared an RFP for a total compensation study. The RFP opened on April 7, 2022, with a closure date of May 11, 2022. The Board of Directors approved $60,000 for a compensation study in the FY23 Budget. The District received two proposals, one was below budget and the second exceeded the budgeted amount. Koff and Associates entered into a Professional Services Agreement with the District in August 2022. The Total Compensation Study (Compensation Report) was completed and finalized on March 28, 2023. Attached is the finalized Compensation Report from Koff & Associates for your review. Results from the Compensation Report indicate YLWD is compensating below the market in the majority of Classifications benchmarked from the Median. Koff & Associates recommended modifying the District's present Salary Structure by implementing 2.5% difference between ranges and steps. The present schedule is the following: 5% difference between ranges and 2.5% difference between steps. Moreover, the Compensation Report recommends bringing all employees to the market median in a phased approach using periodic adjustments and y -rating as appropriate. As such, staff recommends: 1. Compensating all employees at the market median with a maximum 5% adjustment to pay in the first year. 2. Temporarily foregoing increases in salary for those employees whose current pay exceeds the market median ("y -rating"). 3. Compensating represented and unrepresented employees using the plan set forth in the Compensation Report. Page 36 of 209 FISCAL IMPACT: The cost to implement this recommendation for FY 2023-24, at current salary levels, is approximately $346,702. PRIOR RELEVANT BOARD ACTION: The last time the District approved a total compensation study was in 2007 and 2009. In the past, the Board of Directors has compensated employees at the Median. ATTACHMENTS: Compensation Study Report Page 37 of 209 Koff & Associates A Gallagher Company March 20 2023 Total Compensation Study Final Report Yorba Linda Water District KOFF & ASSOCIATES Mike Harary Project Manager 2835 Seventh Street Berkeley, CA 94710 www.KoffAssociates.com mharary@koffassociates.com Tel: 510.495-0381 Fax: 510.652.5633 Page 38 of 209 Koff & Associates A Gallagher Company March 20, 2023 Mark Toy, General Manager Yorba Linda Water District 1717 E. Miraloma Avenue Placentia, CA 92870 Dear Mark: Koff & Associates is pleased to present the Total Compensation Study Final Report to the Yorba Linda Water District. This report documents the market compensation survey methodology, findings, and recommendations for implementation. We would like to thank you, Gina Knight, Human Resources & Risk Manager; Vivian Lim, Human Resources Analyst; and Jacqueline Segura, Human Resources Analyst, for your assistance and cooperation, without which this study could not have been brought to its successful completion. We will be glad to answer any questions or clarify any points as you are implementing the findings and recommendations. It was a pleasure working with Yorba Linda Water District and we look forward to future opportunities to provide you with professional assistance. Very truly yours, ` t& q=av Mike Harary Project Manager 2835 Seventh Street, Berkeley, California 94710 1510.658.5633 1 www.KoffAssociates.com Page 39 of 209 Total Compensation Study - Final Report Yorba Linda Water District TABLE OF CONTENTS ExecutiveSummary .......................................................................................................... 1 Background................................................................................................................... 1 Summaryof Findings..................................................................................................... 1 StudyProcess.................................................................................................................... 1 Benchmark Classifications........................................................................................... 1 ComparatorAgencies................................................................................................. 4 Salaryand Benefits Data............................................................................................. 5 DataCollection............................................................................................................. 7 MatchingMethodology.............................................................................................. 7 DataSpreadsheets....................................................................................................... 8 Market Compensation Findings..................................................................................... 9 BaseSalary ................................................................................................................... 10 TotalCompensation................................................................................................... 10 Benefits......................................................................................................................... 1 1 Internal Salary Relationships......................................................................................... 12 Recommendations........................................................................................................ 13 PayPhilosophy............................................................................................................ 13 Proposed Salary Structure......................................................................................... 13 Proposed Salary Range Placements....................................................................... 13 Options for Implementation...................................................................................... 14 Using the Market Data as a Tool.................................................................................. 15 Page 40 of 209 Total Compensation Study - Final Report Yorba Linda Water District LIST OF TABLES Table 1. Benchmark Classifications ............................................................................... 2 Table 2. Comparator Agencies ..................................................................................... 5 Table 3. Market Compensation Results Summary ....................................................... 9 APPENDICES Appendix 1: Results Summary Appendix 11: Market Compensation Findings Appendix III: Proposed Salary Range Schedule Appendix IV: Salary Range Placement Recommendations Appendix V: Additional Benefits Page 41 of 209 Total Compensation Study - Final Report Yorba Linda Water District EXECUTIVE SUMMARY Background In November 2022, Koff & Associates ("K&A") began conducting a comprehensive Total Compensation Study for Yorba Linda Water District ("District"). The Study was completed and submitted to the District in January 2023. All compensation findings and recommendations are presented in this report. This compensation review process was precipitated by: ➢ The concern of the Board of Directors and management that employees should be recognized for the level and scope of work performed and that they are paid on a fair and competitive basis that allows the District to recruit and retain a high-quality staff; ➢ The desire to have a compensation plan that can meet the needs of the District; and ➢ The desire to ensure that internal relationships of salaries are based upon objective, quantitative evaluation factors, resulting in equity across the District. The goals of the compensation study are to assist the District in developing a competitive pay and benefit plan, which is based upon market data, and to ensure the plan is fiscally responsible and meets the needs of the District with regards to recruitment and retention of qualified staff. Summary of Findings This report summarizes the study methodology, analytical tools, and the total compensation (salary and benefits) survey findings. The results of the total compensation study showed: ➢ The District's base salaries, overall, in comparison to the market median are 6.4% below the market. ➢ The District's total compensation, overall, in comparison to the market median is 7.8% below the market. ➢ The District's benefits package puts the District in a less competitive position (-1.4%) compared to the market as opposed to base salaries only. Therefore, salary range recommendations were made based upon Base Salary market data. ➢ K&A considers a classification falling within 5.0% of the median to be competitive. STUDY PROCESS Benchmark Classificntions The study included 39 classifications which were selected to collect salary and benefits data within the defined labor market. Classifications we would expect to provide a sufficient sample for analysis were selected as "benchmarks" to use as the basis to build the compensation plan. Benchmark classifications are those classifications that are compared to the market, and these 1 Page 42 of 209 Total Compensation Study - Final Report Yorba Linda Water District classifications are used as a means of anchoring the District's overall compensation plan to the market. Other classifications not surveyed will be included in the compensation plan and aligned to the benchmark classifications using internal equity principles. The benchmark classifications are listed in Table 1. Table 1. Benchmark Classifications Pill 11 Jill III iiiiiiii Jill I Ill 1. Accountant • 2. Accounting Assistant II 3. Administrative Assistant 4. Assistant Engineer III 5. Assistant General Manager 6. Associate Engineer 7. Budget Analyst 8. Chief Water System Operator 9. Construction Inspector 10. Customer Service Billing Administrator 11. Customer Service Representative II 12. Electrical/SCADA Technician 13. Engineering Manager 14. Facilities Maintenance Worker 15. Field Customer Service Representative/Meters II 16. Finance Manager 17. General Manager 18. GIS Technician II 2 Page 43 of 209 Total Compensation Study - Final Report Classification 19. Human Resources Analyst 20. Human Resources and Risk Manager 21. Information Systems Technician 1 22. Maintenance Superintendent 23. Maintenance Worker II 24. Mechanic 11 25. Operations Assistant 26. Operations Manager 27. Operations Superintendent 28. Plant Operator II 29. Principal Engineer 30. Production Superintendent 31. Public Affairs Manager 32. Public Affairs Specialist 33. Records Management Administrator 34. Records Management Specialist 35. Safety and Training Analyst 36. Senior Engineer 37. Senior Executive Assistant/Board Secretary 38. Senior Information Systems Administrator 39. Water Quality Technician II Yorba Linda Water District Page 44 of 209 Total Compensation Study - Final Report Yorba Linda Water District Comparator Agencies Another important step in conducting a market salary study is the determination of appropriate agencies for comparison. In developing the list of potential comparator agencies, the following factors should be considered: 1. Organizational type and structure — It is generally recommended that agencies of a similar size and providing similar services as the District be used as comparators. When it comes to technical classes, the size of an organization is not as critical, as these classes perform fairly similar work. The difference in size of an organization becomes more important when comparing classes at the management level. The scope of work and responsibility for management becomes much larger as an organization grows. Factors such as management of a large staff, consequence of error, the political nature of the job, and its visibility all grow with larger organizations. When it is difficult to find agencies that are similarly sized, it is important to get a good balance of smaller and larger agencies. 2. Similarity of customers served, size of staff, and operational budgets — These elements provide guidelines in relation to resources required (staff and funding) and available for the provision of services. 3. Scope of services provided — For the majority of classifications, it is important to select agencies providing similar services. Organizations providing the same services are ideal for comparators and most comparator agencies surveyed provide similar services to the District. 4. Labor market and geographic location — Today's labor market reality suggests many agencies are in competition for the same pool of qualified employees because large portions of the workforce don't live in the communities they serve, are accustomed to lengthy commutes, and are more likely to consider changing jobs in a larger geographic area than in the past. Furthermore, by selecting employers within a geographic proximity to the District, the resulting labor market data generally reflects the region's cost of living, housing costs, growth rate, and other demographic characteristics to the same extent as competing employers to the District. Therefore, the geographic labor market area where the District may be recruiting from or losing employees to, was taken into consideration when selecting comparator organizations. All factors mentioned should be considered in selecting a group of comparator agencies. K&A initially analyzed 27 potential comparator agencies based on the factors noted above. Upon review of the consultant's analysis, and based on discussions with District management, the District agreed to the following list of nine (9) survey agencies which the District has historically considered as its labor market for the purpose of compensation. E1 Page 45 of 209 Total Compensation Study - Final Report Yorba Linda Water District Table 2. Comparator Agencies 1. City of Anaheim 2. East Valley Water District 3. Elsinore Valley Water District 4. Laguna Beach County Water District 5. Mesa Water District 6. Moulton Niguel Water District 7. Santa Margarita Water District 8. South Coast Water District 9. Walnut Valley Water District Salary and Benefits Data The last element requiring discussion prior to beginning a market survey is the specific benefit data which will be collected and analyzed. The following salary and benefits data was collected for each benchmark classification (the cost of these benefits to each agency was converted into dollar amounts and can be found in Appendix II [Benefit Detail] of this report; these amounts were added to base salaries for total compensation purposes). 1. Monthly Base Salary The top of the salary range and/or control point. All figures are presented on a monthly basis. 2. Employee Retirement The retirement reflects the benefits offered to the majority of the employees: ➢ Retirement Formula: The service retirement formula for each agency's Classic (i.e., "Pre-PEPRA") plan for agencies covered by the California Public Employees Retirement System (CalPERS). ➢ Enhanced Formula Cost: The baseline CalPERS formula is 2.0% @ age 62 for miscellaneous employees covered by a CalPERS retirement program. There is typically a cost to the employer for offering a formula with a higher benefit than the baseline formula. For each enhanced formula, the cost to the employer is based on a state- wide actuarial percentage calculated by CalPERS. ➢ The cost to the employer for each enhanced formula and final compensation are presented below. 5 Page 46 of 209 Total Compensation Study - Final Report Yorba Linda Water District ➢ Employee Cost -Sharing: The amount of the employer's contribution to PERS that is paid by the employee (reported as a deduction to total compensation). ➢ Employer Paid Member Contribution: The amount of the employee's contribution to PERS that is paid by the employer (Employer Paid Member Contribution). ➢ Calculation of Classic EPMC as Special Compensation: The amount of Employer Paid Member Contribution which is paid by the Employer and reported to CalPERS as "Special Compensation" for inclusion in the pension calculation. ➢ Single Highest Year: The period for determining the average monthly pay rate when calculating retirement benefits. The base period is 36 highest paid consecutive months. When final compensation is based on a shorter period of time, such as 12 highest paid consecutive months, there is a cost to the employer. Similar to the enhanced formula, the cost to the employer is based on a state-wide actuarial percentage calculated by PERS. ➢ Social Security: If an employer participates in Social Security, then the employer contribution of 6.2% of the base salary up to the federally -determined maximum contribution of $160,200 per year was included. ➢ Other: Any other retirement contributions made by the employer. I Deferred Compensation Deferred compensation contributions provided to all employees of a classification with or without requiring the employee to make a matching contribution is reported. 4. InsuranceF The employer paid premiums for an employee with family coverage was reported. The employer paid insurances included: ➢ Cafeteria/Flexible Benefit Plan ➢ Health Insurance ➢ Dental insurance ➢ Vision Insurance ➢ Other M Page 47 of 209 Miscellaneous. . Formula Enhanced Formula % Cost Final Compensation % Cost 2.0%@60 1.3% 0.5% 2.0%@55 3.0% 0.5% 2.5%@55 5.3% 0.6% 2.7%@55 7.1% 0.7% 3.0%@60 8.1% 0.7% ➢ Employee Cost -Sharing: The amount of the employer's contribution to PERS that is paid by the employee (reported as a deduction to total compensation). ➢ Employer Paid Member Contribution: The amount of the employee's contribution to PERS that is paid by the employer (Employer Paid Member Contribution). ➢ Calculation of Classic EPMC as Special Compensation: The amount of Employer Paid Member Contribution which is paid by the Employer and reported to CalPERS as "Special Compensation" for inclusion in the pension calculation. ➢ Single Highest Year: The period for determining the average monthly pay rate when calculating retirement benefits. The base period is 36 highest paid consecutive months. When final compensation is based on a shorter period of time, such as 12 highest paid consecutive months, there is a cost to the employer. Similar to the enhanced formula, the cost to the employer is based on a state-wide actuarial percentage calculated by PERS. ➢ Social Security: If an employer participates in Social Security, then the employer contribution of 6.2% of the base salary up to the federally -determined maximum contribution of $160,200 per year was included. ➢ Other: Any other retirement contributions made by the employer. I Deferred Compensation Deferred compensation contributions provided to all employees of a classification with or without requiring the employee to make a matching contribution is reported. 4. InsuranceF The employer paid premiums for an employee with family coverage was reported. The employer paid insurances included: ➢ Cafeteria/Flexible Benefit Plan ➢ Health Insurance ➢ Dental insurance ➢ Vision Insurance ➢ Other M Page 47 of 209 Total Compensation Study - Final Report Yorba Linda Water District S. Leaves Other than sick leave, which is usage -based, the number of hours off for which the employer is obligated. All hours have been translated into direct monthly salary costs. ➢ Vacation: The number of paid time off (or vacation) hours available to all employees who have completed five (5) years of employment. ➢ Holidays: The number of holiday hours (including floating holiday hours) available to employees. ➢ Administrative: Administrative (or management) leave is normally the number of paid leave hours available to management employees in recognition of their need to work additional hours outside their regular work schedule. This leave category may also include personal leave which may be available to augment vacation or other time off. 6. Auto Allowance This category includes either the provision of an auto allowance or the provision of an auto for personal use only. If a vehicle is provided to any classification for commuting and other personal use, the average monthly rate is estimated at $450. Mileage reimbursement is not included. All of the benefit elements are negotiated benefits provided to all employees in the classification. As such, they represent an ongoing cost for which an agency must budget. Other benefit costs, such as sick leave, tuition reimbursement, and reimbursable mileage are usage -based and cannot be quantified on an individual employee basis. UaTu ColleCTlon Data was collected during the months of November 2022 through January 2023 from comparator agency websites, conversations with human resources, accounting, and/or finance personnel, and careful review of agency documentation such as classification descriptions, collective bargaining agreements, organization charts, and other documents. Matching Methodology K&A believes the data collection step is the most critical for maintaining the overall credibility of any study and relied on the District's updated classification descriptions as the foundation for comparison. When K&A researches and collects data from comparator agencies to identify possible matches for each of the benchmark classifications, we assume comparable matches are not 100% equivalent to the classifications at the District. Therefore, K&A does not match based upon job titles, which can often be misleading, but rather analyzes class descriptions before a comparable match is determined. 7 Page 48 of 209 Total Compensation Study - Final Report Yorba Linda Water District K&A's methodology is to analyze each class description and the whole position by evaluating factors such as: ➢ Definition and typical job functions; ➢ Distinguishing characteristics; ➢ Level within a class series (i.e., entry, experienced, journey, specialist, lead, etc.); ➢ Reporting relationship structure (for example, manages through lower -level staff); ➢ Education and experience requirements; ➢ Knowledge, abilities, and skills required to perform the work; ➢ The scope and complexity of the work; ➢ Independence of action/responsibility; ➢ The authority delegated to make decisions and take action; ➢ The responsibility for the work of others, program administration, and for budget dollars; ➢ Problem solving/ingenuity; ➢ Contacts with others (both inside and outside of the organization); ➢ Consequences of action and decisions; and ➢ Working conditions. In order for a match to be included, K&A requires a classification's "likeness" be at least 70% similar to the matched classification. When an appropriate match is not identified for one classification, K&A often uses "hybrids" which can be functional or represent a span in scope of responsibility. A functional hybrid means the job of one classification at the District is performed by two classifications at a comparator agency. In these cases, K&A reports the higher of the two salaries from the comparator agency. A span in scope hybrid means the comparator agency has one class that is "bigger" in scope and responsibility and one class that is "smaller," where the District's class falls in the middle. In these cases, K&A reports the average of the two salary rates. If an appropriate match could not be found, then no match was reported as a non -comparable (N/C). Data Spreadsheets For each benchmark classification, there are three (3) information pages: ➢ Top Monthly Base Salary and Total Compensation Data (2 sheets per benchmark) • One sheet is sorted by top monthly salary (high to low) • One sheet is sorted by total monthly compensation (high to low) ➢ Benefit Detail (Monthly Equivalent Values —1 sheet per benchmark) W Page 49 of 209 Total Compensation Study - Final Report Yorba Linda Water District The average (mean) and median (midpoint) of the comparator agencies are reported on the top monthly salary and total compensation data spreadsheets. The spreadsheets also include the District's percentages above or below compared to the market average and market median. The mean is the sum of the comparator agencies' salaries or total compensation divided by the number of matches. The median is the midpoint of all data with 50% of data points below and 50% of data points above. In order to calculate the mean and median, K&A requires a minimum of four (4) comparator agencies with matching classifications to the benchmark classification. The reason for requiring a minimum of four matches is so no one classification has undue influence on the calculations. Sufficient data was collected from the comparator agencies for 35 of the 39 benchmark classifications. When using survey data to make salary range recommendations and adjustments, K&A recommends using the median, rather than the mean, because the median is not skewed by extremely high or low salary values. MARKET COMPENSATION FINDINC-e- The following table represents a summary of the market top monthly (base) salary and total compensation (base salary plus benefits [retirement, insurance, leaves, and allowances]) findings. For each benchmark classification, the number of matches (agencies with a comparable position) and the District's percent above or below the top monthly salary market median and total compensation market median is listed. The table is sorted by top monthly salary in descending order from the most positive percentile (above market) to the most negative (below market). Table 3. Market Compensation Results Summary � .. .. M WIL Me ian Facilities Maintenance Worker 5 8.6% 5.6% Operations Manager 9 7.9% 6.7% Accounting Assistant II 8 7.7% 2.5% Senior Executive Assistant/Board Secretary 8 6.7% 2.8% Human Resources and Risk Manager 7 5.7% 4.6% Customer Service Billing Administrator 8 5.6% 2.9% GIS Technician II 5 4.8% -3.1% Human Resources Analyst 6 1.9% -2.2% Production Superintendent 7 1.5% -4.2% Engineering Manager 8 1.2% 0.4% Senior Information Systems Administrator 6 0.6% -3.2% Plant Operator II 7 0.3% -0.6% 0 Page 50 of 209 Total Compensation Study - Final Report Yorba Linda Water District I.. Classification Title.. -AMatche . Median Compensation Above Median Chief Water System Operator 8 -1.1% -3.1% Operations Assistant 5 -2.0% -3.2% Field Customer Service Rep/Meters II 8 -2.3% -3.4% Budget Analyst 4 -2.9% -5.9% Information Systems Technician 1 4 -3.2% -8.0% Principal Engineer 6 -5.3% -7.1% Finance Manager 8 -5.7% -3.1% Accountant 9 -5.8% -5.1% Construction Inspector 7 -6.1% -9.8% Mechanic 11 5 -7.1% -8.0% Safety and Training Analyst 6 -10.8% -14.7% Assistant General Manager 7 -12.8% -10.4% Maintenance Worker II 9 -15.3% -13.4% Associate Engineer 6 -15.5% -15.5% General Manager 9 -17.0% -20.8% Senior Engineer 8 -17.1% -19.1% Maintenance Superintendent 9 -18.3% -19.8% Water Quality Technician II 7 -21.1% -23.9% Customer Service Representative II 9 -22.2% -15.5% Public Affairs Manager 6 -23.6% -18.9% Electrical/SCADA Technician 4 -26.3% -22.9% Public Affairs Specialist 8 -27.4% -26.0% Base Salary Base salary market results show that 22 classifications are paid below the market median and 12 classifications are paid above the market median. # of Classifications 5-10% 10-15% 15% Plus Total Below the Market Median 5 5 2 10 22 Above the Market Median 6 6 0 0 12 Total Compensation Total compensation market results show that 27 classifications are paid below the market median and 7 classifications are paid above the market median. # of Classifications 5-10% 10-15% 15% Plus Total 10 Page 51 of 209 Total Compensation Study - Final Report Yorba Linda Water District Below the Market Median 9 6 3 9 27 Above the Market Median 5 2 0 0 7 Generally, a classification falling within 5.0% of the median (plus or minus) is considered to be competitive in the labor market for salary survey purposes because of the differences in compensation policy, actual scope of work, and position requirements. However, the District can adopt a different standard. Overall, the differences between market base salaries and total compensation indicate the District's benefits package puts the District at a lesser competitive advantage than salary alone. Further analysis indicates that, on average, classifications are 6.4% below the market median for base salaries, while that figure changes to 7.8% below the market median for total compensation, which is a 1.4% differential (i.e., the District "loses" 1.4% when taking benefits into consideration). Benefits The market benefits data reveals the major contributing factor which causes the District to lose competitive advantage is the District's Pre-PEPRA pension formula. The District adopted the 2.0% @ age 60 retirement formula before PEPRA law went into effect January 1, 2013. The District was the only agency, among its comparators, that implemented a lower pension tier prior to PEPRA. This means the "most generous" pension formula the District can offer to a classic PERS member from another agency is the 2.0% @ age 60 formula. All other comparator agencies offer a formula of at least 2.0% @ age 55 or better, which has, per the District's Human Resources Manager, created some difficulty for the District in terms of recruitment of qualified job applicants. The District does, however, offer a 2.0% deferred compensation contribution for all employees that does help mitigate some of the impact of the lower PERS formula offered to classic members applying to the District from other agencies. Additional Benefits The District asked the consultant to collect and report several other types of benefits and pay policies from their comparator agencies. These are included in Appendix V and include all of the following: 1. Lump Sum Payments 2. Call Back Pay Policies 3. Standby Pay Policies 4. Certification Pays 11 Page 52 of 209 Total Compensation Study - Final Report Yorba Linda Water District INTERNAL SALARY RELATIONSHIPS Building from the salary levels established for identified benchmark classes, internal salary relationships were developed and consistently applied in order to develop specific salary recommendations for all non -benchmarked classifications. In the future, the District may need to utilize internal alignment practices if the number of staff grows and additional classifications are added or classifications change. While analyzing internal relationships, the same factors analyzed when comparing the District's classifications to the labor market are used when making internal salary alignment recommendations. In addition, the following are standard human resources practices that are commonly applied when making salary recommendations based upon internal relationships: ➢ A salary within 5.0% of the market median is considered to be competitive in the labor market for salary survey purposes because of the differences in compensation policy and actual scope of the position and its requirements. However, the District can adopt a closer standard. ➢ Certain internal percentages are often applied. The most common are: • The differential between a trainee and experienced (or journey) class in a series (1/II or Trainee/Experienced) is generally 10% to 15%; • A lead or advanced journey -level (III or Senior -level) class is generally placed 10% to 15% above the journey -level. • A full supervisory class is normally placed at least 10% to 25% above the highest level supervised, depending upon the breadth and scope of supervision. ➢ When a market or internal equity adjustment is granted to one class in a series, the other classes in the series are also adjusted accordingly to maintain internal equity. Internal equity between certain levels of classifications is a fundamental factor to be considered when making salary decisions. When conducting a market compensation survey, results can often show that certain classifications that are aligned with each other are not the same in the outside labor market. However, as an organization, careful consideration should be given to these alignments because they represent internal value of classifications within job families, as well as across the organization. For the purposes of this study, K&A utilized market data to develop the salary recommendations for all of the benchmarked classifications, and used internal equity principles to make the salary recommendations for the remaining classifications that were not benchmarked. For the non - benchmarked classifications, internal alignments with other classifications will need to be considered, either in the same class series or those classifications that have similar scope of work, level of responsibility, and "worth" to the District. Where it is difficult to ascertain internal relationships due to unique qualifications and responsibilities, reliance can be placed on past internal relationships. It is important for District management to carefully review these internal relationships and determine if they are still appropriate given the current market data. 12 Page 53 of 209 Total Compensation Study - Final Report Yorba Linda Water District It is also important to analyze market data and internal relationships within class series as well as across the organization, and make adjustments to salary range placements, as necessary, based on the needs of the organization. The District may want to make internal equity adjustments or alignments as it implements the compensation strategy. This market survey is only a tool to be used by the District to determine market indexing and salary determination. RECOMMENDATIONS Pay Philosophy The District has many options regarding what type of compensation plan it wants to implement. This decision will be based on what the District's pay philosophy is, at which level it desires to pay its employees compared to the market, whether it is going to consider additional alternative compensation programs, and how great the competition is with other agencies over recruitment of a highly -qualified workforce. After several discussions with the Board of Directors, the Board authorized the consultant and District staff to target the salary survey median as the metric to utilize for setting salary rates. Proposed Salary Structure Currently, the District has a set of salary ranges for each of its positions, eleven (11) salary steps for each classification with roughly a 2.5% spread between each step. The current salary spread in the District's pay plan is around 28.0% from Minimum to Maximum in each salary range. The District indicated to the consultant that it wishes to maintain their current compensation structure, therefore the proposed structure contains 11 salary steps per salary range. The proposed salary range structure connects all salary ranges by formula, thereby allowing for COLAs to be applied to only one -dollar figure in the table/matrix, which then automatically updates the entire table. Due to the formula that connects each range to the next (with 2.5% differentials between each range), there is a compounding effect when drawing relationships that span several ranges. For example, with 2.5% differentials between ranges, four ranges should represent a 10% differential. However, because the compounding effect of 2.5%, on top of 2.5%, on top of 2.5%, and so on, the differential between Range 1 and Range 5 is not exactly 10%, but it is slightly greater. Proposed Salary Range Placements Appendix IV illustrates the proposed salary range placement for each classification based on the median of the salary market data as well as the internal relationship analysis. The recommendations are based on base salary market results. The following calculation was used: 1. Multiplied the District's current top monthly salary by the percentage difference between the District's base salary and the base salary market median to calculate the Market Placement Salary. For example, the District's Accountant was found to be compensated 13 Page 54 of 209 Total Compensation Study - Final Report Yorba Linda Water District at 5.8% below the market median. K&A took the current top step of Accountant ($8,514 per month) and multiplied this by 1.058 (5.8%) to arrive at a market placement salary of $9,011 per month. 2. The classification was then placed within the proposed salary range with a top step salary closest to the Market Placement Salary. In the case of Accountant, the proposed salary was set to range 30 with a top step of $9,001 per month. K&A also modified the current internal alignment in certain instances where it seemed warranted based on market -supported groupings and/or compaction issues. For all classifications, this primary implementation procedure must be completed only at the initial time of implementation. In the future, if the District decides to implement annual across- the-board cost of living adjustment increases, only the salary schedule that was developed and included herein needs to be increased by the appropriate percentage, and each individual salary range will move up with this adjustment. This will ensure the internal salary relationships are preserved and the salary schedule remains structured and easily administered. Options for Implementation While the District may be interested in bringing all salaries to the market median, in some cases this goal may not be reached with a single adjustment. In this case, one option is to move employees into the salary range that is recommended for each class based on this market study and to the step within the new range that is closest to their current compensation. If employees' current salaries are significantly below market so their current compensation falls below the bottom of the newly recommended range, then larger adjustments would be needed to move those employees at least to the bottom of the new salary range. Another option is to use a phased implementation approach. Normally, if the compensation implementation program must be carried over months or years, the classes that are farthest from the market median should receive the greatest equity increase (separate from any cost of living increase). If a class falls within 5% of the market median, it would be logical to make no equity adjustment in the first round of changes. However, if a class is more than 5% below the market median, a higher percentage change may be initially warranted to reduce the disparity. When classifications are over market, K&A typically recommends Y -rating employees whose current pay exceeds the maximum of the recommended range until the market numbers "catch up" with their current salary. To Y -rate an employee means to keep the employee's salary range frozen and to provide no salary range increases (including no cost of living adjustments) until the employee's current salary is within the recommended salary range. This will result in no immediate loss of income, but will delay any future increases until the incumbent's salary is within the salary range. Such employee would still be eligible for annual merit step increases if they are not currently paid at the top step of their current salary range. Other options to "freezing" a classification's salary in place until the market catches up are: 14 Page 55 of 209 Total Compensation Study - Final Report Yorba Linda Water District ➢ "Grandfathering" of salary ranges: This means the salary range for the classification is adjusted down to what the market numbers reflect. However, current incumbents would continue being paid at the current rate of pay (which would put them outside of the new and adjusted salary range for the class) until they separate from employment with District. Any new -hires would be paid within the newly established salary range. ➢ Single -incumbent classes: If a class only has one incumbent, an option would be to wait until the person separates from employment with District and then adjust the salary range for the class according to the market. ➢ Recent hires: Some employees who have recently been hired may still be at one of the lower steps within their current salary range. So, even if the top of their current salary range is above market, the incumbents are currently still paid below the market maximum because they are not at the top of their current salary range. In this case, an immediate salary range adjustment could be made to bring the salary range within the market. This would bring the affected incumbents either to the top of the market range or very close to it, but they would not technically be Y -rated or lose any pay. Another option, of course, is to actually reduce salaries down to the market. However, from an employee relations perspective this may not be a viable option. USING THE MARKET DATA AS A TOOL K&A would like to reiterate that this report and the findings are meant to be a tool for the District to create and implement an equitable compensation plan. Compensation strategies are designed to attract and retain excellent staff; however, financial realities and the District's expectations may also come into play when determining appropriate compensation philosophies and strategies. The collected data presented herein represents a market survey that will give the District an instrument to make future compensation decisions. It has been a pleasure working with District on this critical project. Please do not hesitate to contact us if we can provide any additional information or clarification regarding this report. Respectfully submitted by, Koff & Associates Mike Harary Project Manager 15 Page 56 of 209 Appendix I Results Summary Page 57 of 209 Yorba Linda Water District - Results Summary January 2023 Ek Top Monthly Salary .. Average of ComparatorsClassification Monthly Salary % above or Data Median of ..rators % above or below Total Monthly Comp Total Monthly Average of Comparators Compensation % above or below Data Median of Comparators % above or Accountant $ 8,514 $ 8,929 -4.9% $ 9,011 -5.8% $ 12,077 $ 12,846 -6.4%° 12,692 -5.1/ Accounting Assistant II $ 7,004 $ 6,696 4.4% $ 6,467 7.7% $ 10,343 $ 10,175 1.6% 10,081 2.5/ Administrative Assistant proposed $ 6,882 $ 6,895 proposed $ 10,430 $ 10,318 Assistant Engineer III $ 8,509 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 12,071 Insuff. Data Insuff. Data Insuff. Data Insuff. Data Assistant General Manager $ 19,517 $ 22,010 -12.8% $ 22,013 -12.8% $ 25,491 $ 28,464 -11.7% $ 28,141 -10.4% Associate Engineer $ 9,858 $ 11,319 -14.8% $ 11,385 -15.5% $ 13,620 $ 15,720 -15.4% $ 15,736 -15.5% Budget Analyst $ 9,388 $ 9,994 -6.5% $ 9,657 -2.9% $ 13,081 $ 14,319 -9.5% $ 13,848 -5.9% Chief Water System Operator $ 10,870 $ 10,887 -0.2% $ 10,992 -1.1% $ 14,783 $ 15,249 -3.2% $ 15,238 -3.1% Construction Inspector $ 7,717 $ 8,586 -11.3% $ 8,185 -6.1% $ 11,161 $ 12,459 -11.6%° 12,250 -9.8/ Customer Service Billing Administrator $ 10,870 $ 10,504 3.4% $ 10,262 5.6% $ 14,783 $ 14,750 0.2% $ 14,360 2.9% Customer Service Representative II $ 5,484 $ 6,513 -18.8% $ 6,700 -22.2% $ 8,597 $ 9,958 -15.8% $ 9,934 -15.5% Electrical/SCADA Technician $ 7,351 $ 9,205 -25.2% $ 9,288 -26.3% $ 10,741 $ 13,109 -22.0% $ 13,744 -22.9% Engineering Manager $ 16,864 $ 16,717 0.9% $ 16,668 1.2% $ 22,391 $ 22,135 1.1%° 22,303 0.4/ Facilities Maintenance Worker $ 7,351 $ 6,636 9.7% $ 6,717 8.6% $ 10,741 $ 10,117 5.8% $ 10,143 5.6% Field Customer Service Representative/Meters II $ 6,349 $ 6,629 -4.4% $ 6,498 -2.3% $ 9,591 $ 10,156 -5.9% $ 9,914 -3.4% Finance Manager $ 16,864 $ 17,770 -5.4% $ 17,821 -5.7% $ 22,391 $ 23,358 -4.3% $ 23,093 -3.1% General Manager $22,083 $ 26,563 -20.3% $25,833 -17.0% $ 28,687 $ 35,551 -23.9%34,664 -20.8/ ° GIS Technician II $ 8,509 $ 7,989 6.1% $ 8,102 4.8% $ 12,071 $ 11,953 1.0% $ 12,443 -3.1% Human Resources Analyst $ 9,388 $ 9,129 2.8% $ 9,208 1.9% $ 13,081 $ 13,115 -0.3%° 13,365 -2.2/0 Human Resources and Risk Manager $ 16,864 $ 16,310 3.3% $ 15,902 5.7% $ 22,391 $ 21,744 2.9% $ 21,360 4.6% Information Systems Technician 1 $ 6,999 $ 7,252 -3.6% $ 7,225 -3.2% $ 10,337 $ 10,949 -5.9% $ 11,160 -8.0% Maintenance Superintendent $ 11,984 $ 13,997 -16.8% $ 14,173 -18.3% $ 16,063 $ 18,984 -18.2% $ 19,243 -19.8% Maintenance Worker II $ 6,349 $ 7,349 -15.7% $ 7,322 -15.3% $ 9,591 $ 10,945 -14.1%10,874 -13.4/0 ° Mechanic II $ 6,668 $ 7,419 -11.3% $ 7,141 -7.1% $ 9,957 $ 11,167 -12.2%° 10,756 -8.0% Operations Assistant $ 6,668 $ 6,970 -4.5% $ 6,799 -2.0% $ 9,957 $ 10,397 -4.4%° 10,280 -3.2/0 Operations Manager $ 16,864 $ 16,123 4.4% $ 15,529 7.9% $ 22,391 $ 21,515 3.9%° 20,889 6.7/ Operations Superintendent $ 11,984 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 16,063 Insuff. Data Insuff. Data Insuff. Data Insuff. Data Plant Operator II $ 7,717 $ 7,765 -0.6% $ 7,691 0.3% $ 11,161 $ 11,476 -2.8%° 11,227 -0.6/ Principal Engineer $13,870 $14591 -5.2% $14,599 -5.3% $18,229 $19771 -8.5%° 19,518 -7.1/ Production Superintendent $ 12,581 $ 13,456 -7.0% $ 12,387 1.5% $ 16,940 $ 18,510 -9.3% $ 17,657 -4.2% Public Affairs Manager $ 10,350 $ 13,149 -27.0% $ 12,793 -23.6% $ 14,785 $ 18,061 -22.2% $ 17,582 -18.9% Public Affairs Specialist $ 6,668 $ 8,891 -33.3% $ 8,497 -27.4% $ 9,957 $ 12,795 -28.5% $ 12,547 -26.0% Records Management Administrator $ 10,870 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 14,783 Insuff. Data Insuff. Data Insuff. Data Insuff. Data Records Management Specialist $ 6,353 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 9,595 Insuff. Data Insuff. Data Insuff. Data Insuff. Data Safety and Training Analyst $ 9,858 $ 11,097 -12.6% $ 10,925 -10.8% $ 13,620 $ 15,582 -14.4% $ 15,621 -14.7% Senior Engineer $ 11,414 $ 13,541 -18.6% $ 13,365 -17.1% $ 15,408 $ 18,440 -19.7% $ 18,344 -19.1% Senior Executive Assistant/Board Secretary $ 11,984 $ 11,378 5.1% $ 11,181 6.7% $ 16,063 $ 15,969 0.6% $ 15,619 2.8% Senior Information Systems Administrator $ 13,870 $ 14,761 -6.4% $ 13,784 0.6% $ 18,229 $ 19,923 -9.3% $ 18,812 -3.2% Water Quality Technician 11 $ 6,999 $ 8,923 -27.5% $ 8,474 -21.1% $ 10,337 $ 12,686 -22.7% $ 12,805 -23.9% Page 1 of 1 AVERAGE: -8.1% AVERAGE: -6.4% AVERAGE: -9.0% AVERAGE: -7.8% MEDIAN: -6.4% MEDIAN: -4.2% MEDIAN: -9.3% MEDIAN: -6.5% Appendix I YLWD Results 1-19-23.xlsx Page 58 of 209 Appendix II Market Compensation Findings Page 59 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Accountant 1 Laguna Beach County Water District Accountant $ 10,261 $ 3,732 $ 13,993 7/1/2022 unknown unknown 2 Elsinore Valley Municipal Water District Accountant III $ 9,944 $ 4,583 $ 14,528 1/8/2022 unknown unknown 3 Walnut Valley Water District Senior Accountant $ 9,236 $ 3,445 $ 12,681 1/1/2023 unknown unknown 4 Santa Margarita Water District Accountant $ 9,024 $ 3,892 $ 12,916 8/19/2022 7/1/2023 3.00% 5 Mesa Water District Accountant $ 9,011 $ 3,797 $ 12,808 12/31/2021 unknown unknown 6 South Coast Water District Accountant $ 8,921 $ 3,771 $ 12,692 7/1/2022 unknown unknown 8 City of Anaheim Accountant $ 8,203 $ 4,356 $ 12,559 7/8/2022 unknown unknown 9 East Valley Water District jAccountant $ 8,079 $ 3,784 $ 11,863 9/20/2022 unknown unknown 10 Moulton Niguel Water District jAccountant $ 7,682 $ 3,893 $ 11,575 6/18/2022 unknown unknown Average of Comparators $ 8,929 $ 12,846 Yorba Linda Water District Above/Below -4.9% -6.4% Median of Comparators $ 9,011 $ 12,692 Yorba Linda Water District Above/Below -5.8% -5.1% (Number of Matches N/C - Non Comparator Page 1 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 60 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Accounting Assistant II Rank Comparator Agency .A&=M� Classification Title ==1111111 Top 1� Benefits Total Salary K= Next Salary Next JWANNM 1 Laguna Beach County Water District Senior Accounting Technician $ 8,441 $ 3,480 $ 11,921 7/1/2022 unknown unknown 2 Walnut Valley Water District Accounting Technician II $ 7,105 $ 3,043 $ 10,148 1/1/2023 unknown unknown _ .. 4 South Coast Water District lAccounting Technician II $ 6,969 $ 3,504 $ 10,473 7/1/2022 unknown unknown 5 Mesa Water District Accounting Technician II $ 6,537 $ 3,194 $ 9,731 12/31/2021 unknown unknown 6 Elsinore Valley Municipal Water District Accounting Technician II $ 6,396 $ 3,733 $ 10,129 2/19/2022 1/1/2023 2.0%-4.5% 7 Moulton Niguel Water District Accounting Assistant II $ 6,074 $ 3,676 $ 9,749 6/18/2022 unknown unknown 8 City of Anaheim Accounting Technician $ 6,041 $ 3,993 $ 10,034 7/8/2022 6/23/2023 3.00% East Valley Water District Accounting Technician $ 6,008 $ 3,203 $ 9,211 9/20/2022 unknown unknown H9 10 Santa Margarita Water District N/C I i I Average of Comparators $ 6,696 $ 10,175 % Yorba Linda Water District Above/Below 4.4% 1.6% Median of Comparators $ 6,467 $ 10,081 Yorba Linda Water District Above/Below 7.7% 2.5% Number of Matches N/C - Non Comparator Page 2 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 61 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Administrative Assistant ComparatorW ON yok.. . .. Linda F �r Benefits Package =�Comp Total Monthly Salary Effective Date.. Next Salary Increase Next Percentage Increase 2 Santa Margarita Water District Administrative Assistant $ 7,612 $ 3,595 $ 11,207 8/19/2022 7/1/2023 3.00% 3 Walnut Valley Water District Administrative Assistant II $ 7,105 $ 3,043 $ 10,148 1/1/2023 unknown unknown 4 Mesa Water District Department Assistant $ 7,040 $ 3,317 $ 10,357 12/31/2021 unknown unknown 5 City of Anaheim Administrative Assistant $ 6,907 $ 4,167 $ 11,074 7/8/2022 unknown unknown 6 Moulton Niguel Water District Administrative Assistant II $ 6,883 $ 3,785 $ 10,668 6/18/2022 unknown unknown 7 South Coast Water District Administrative Assistant II $ 6,799 $ 3,481 $ 10,280 7/1/2022 unknown unknown 8 Elsinore Valley Municipal Water District Administrative Assistant $ 6,396 $ 3,733 $ 10,129 2/19/2022 1/1/2023 2.0%-4.5% 9 East Valley Water District Administrative Assistant $ 6,311 $ 3,263 $ 9,574 9/20/2022 unknown unknown 10 Laguna Beach County Water District N/C Average of Comparators $ 6,882 $ 10,430 Yorba Linda Water District Above/Below Median of Comparators $ 6,895 $ 10,318 Yorba Linda Water District Above/Below Number of Matches N/C - Non Comparator Page 3 of 39 8 8 Appendix Ila YLWD TMS 1-19-23.xlsx Page 62 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Assistant Engineer III 1 Laguna Beach County Water District Engineering Technician $ 9,774 $ 3,665 $ 13,439 7/1/2022 unknown unknown 2 Walnut Valley Water District iI I.. .1111111111 11 . 111 Civil Engineering Assistant $ 9,647 � $ 3,522 $ 13,170 1/1/2023 unknown unknown 4 Elsinore Valley Municipal Water District Engineering Technician $ 6,717 $ 3,793 $ 10,509 2/19/2022 1/1/2023 2.0% - 4.5% 5 City of Anaheim N/C 6 East Valley Water District N/C 7 ISanta Margarita Water District N/C 8 South Coast Water District N/C 9 Moulton Niguel Water District N/C 10 Mesa Water District N/C Average of Comparators Insuff. Data Insuff. Data Yorba Linda Water District Above/Below Insuff. Data Insuff. Data Median of Comparators Insuff. Data Insuff. Data Yorba Linda Water District Above/Below Insuff. Data Insuff. Data lNumber of Matches 3 3 N/C - Non Comparator Page 4 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 63 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Assistant General Manager MComparator Agency WTotal Classification Title TopSt Benefits Monthly Comp Salary Effective Date Next Salary Increase Next Percentage L Increase 1 Santa Margarita Water District Deputy General Manager $ 27,084 $ 7,697 $ 34,781 8/19/2022 unknown unknown 2 Mesa Water District Assistant General Manager $ 22,470 $ 6,763 $ 29,233 12/31/2021 unknown unknown 3 Walnut Valley Water District Assistant General Manager $ 22,362 $ 6,049 $ 28,411 7/1/2022 unknown unknown 4 Moulton Niguel Water District Assistant General Manager $ 22,013 $ 6,127 $ 28,141 6/18/2022 unknown unknown 5 Laguna Beach County Water District lAssistant General Manager $ 21,586 $ 5,305 $ 26,891 7/1/2022 unknown unknown 6 jElsinore Valley Municipal Water District Yorba Linda7/12/2022 lAssistant General Manager $ 19,751 $ 6,784 $ 26,535 1/8/2022 unknown unknown unknown unknown 8 City of Anaheim Utilities Assistant General Manager $ 18,801 $ 6,452 $ 25,253 7/8/2022 unknown unknown 9 East Valley Water District N/C 10 South Coast Water District N/C verage of Comparators $ 22,010 $ 28,464 Yorba Linda Water District Above/Below -12.8% -11.7% Median of Comparators $ 22,013 $ 28,141 Yorba Linda Water District Above/Below -12.8% -10.4% Number of Matches N/C - Non Comparator Page 5 of 39 7 Appendix Ila YLWD TMS 1-19-23.xlsx Page 64 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Associate Engineer MEW... 1 Mesa Water District Associate Engineer II $ 12,120 $ 4,555 $ 16,675 12/31/2021 unknown unknown 2 Walnut Valley Water District Civil Engineer $ 11,772 $ 3,923 $ 15,695 1/1/2023 unknown unknown 3 South Coast Water District Associate Civil Engineer $ 11,705 $ 4,152 $ 15,858 7/1/2022 unknown unknown 4 Santa Margarita Water District Project Engineer $ 11,065 $ 4,322 $ 15,387 8/19/2022 unknown unknown 5 Elsinore Valley Municipal Water District Associate Engineer $ 10,981 $ 4,796 $ 15,777 1/8/2022 unknown unknown 6 City of Anaheim Associate Engineer $ 10,269 $ 4,660 $ 14,929 7/8/2022 unknown unknown '1011 8 East Valley Water District N/C 9 Laguna Beach County Water District N/C 10 Moulton Niguel Water District N/C Average of Comparators % Yorba Linda Water District Above/Below Median of Comparators Yorba Linda Water District Above/Below Number of Matches N/C - Non Comparator Page 6 of 39 $ 11,319 $ 15,720 -14.8% -15.4% $ 11,385 $ 15,736 -15.5% -15.5% 6 6 Appendix Ila YLWD TMS 1-19-23.xlsx Page 65 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 OBudget Analyst . .. . .. 7 W -V, - Yorba Linda Water District Above/Below -6.5% Santa Margarita Water District Financial Analyst $ 11,618 $ 4,439 $ 16,057 8/19/2022 unknown unknown 2 ISouth Coast Water District Utility Management Analyst $ 9,847 $ 3,898 $ 13,745 7/1/2022 unknown unknown 3 Elsinore Valley Municipal Water District Management Analyst $ 9,466 $ 4,485 $ 13,951 1/8/2022 unknown unknown . *T1 Iff M. I X, 5 City of Anaheim Budget Analyst II $ 9,043 $ 4,480 $ 13,523 7/8/2022 unknown unknown 6 East Valley Water District N/C 7 Laguna Beach County Water District N/C 8 Moulton Niguel Water District N/C 9 Mesa Water District N/C 10 lWalnut Valley Water District N/C N/C - Non Comparator Page 7 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 66 of 209 Average of Comparators $ 9,994 $ 14,319 Yorba Linda Water District Above/Below -6.5% -9.5% Median of Comparators $ 9,657 $ 13,848 Yorba Linda Water District Above/Below -2.9% -5.9% Number of Matches 4 4 N/C - Non Comparator Page 7 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 66 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Chief Water System Operator Rank Com .. �. L ddjdL�� .. Step Benefits Package Total Monthly Md&mp Salary Effective Date Next Salary Increase jhIncrease Next Percentage 1111 1 Mesa Water District Water Operations Supervisor $ 12,120 $ 4,555 $ 16,675 12/31/2021 unknown unknown 2 Santa Margarita Water District2 [Operations Foreman/ Wastewater Treatment Plant Lead Operator] $ 11,896 $ 4,497 $ 16,393 8/19/2022 7/1/2023 3.00% 3 South Coast Water District3 [Distribution System Supervisor/ Lead Plant Operator] $ 11,419 $ 4,113 $ 15,532 7/1/2022 unknown unknown 4 Walnut Valley Water District° [Field Supervisor/ Production and Storage Supervisor] $ 11,117 $ 4,056 $ 15,173 1/1/2023 unknown unknown 6 East Valley Water District Water Production Supervisor $ 10,866 $ 4,335 $ 15,201 9/20/2022 unknown unknown 7 Elsinore Valley Municipal Water District' [Lead Water Production Operator/ Water Production Superintendent] $10,5 5 $ 4,711 $ 15,275 1/8/2022 unknown unknown 8 Moulton Niguel Water District Water Distribution Supervisor $ 10,216 $ 4,235 $ 14,451 6/18/2022 unknown unknown 9 City of Anaheim Senior Water System Operator $ 8,897 1 $ 4,390 1 $ 13,287 7/8/2022 unknown unknown 10 Laguna Beach County Water District N/C verage of Comparators $ 10,887 $ 15,249 Yorba Linda Water District Above/Below -0.2% -3.2% Median of Comparators $ 10,992 $ 15,238 Yorba Linda Water District Above/Below -1.1% -3.1% (Number of Matches 8 8 N/C - Non Comparator 1 - Elsinore Valley Municipal Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. 2 - Santa Margarita Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 3 - South Coast Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 4 - Walnut Valley Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. Page 8 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 67 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Construction rank.,Jromparator Inspector Agency ]I& LClassification Title Top Step Benefits Package Total Monthly .m. Salary Effective nVita Next Salary increasdi6percentage Next 1 South Coast Water District Construction Inspector $ 10,346 $ 3,966 $ 14,312 7/1/2022 unknown unknown 2 Santa Margarita Water District Construction Inspector $ 9,376 $ 3,967 $ 13,343 8/19/2022 7/1/2023 3.00% 3 Mesa Water District Construction Inspector $ 9,011 $ 3,797 $ 12,808 12/31/2021 unknown unknown 4 Elsinore Valley Municipal Water District Engineering Inspector $ 8,185 $ 4,065 $ 12,250 2/19/2022 1/1/2023 2.0%-4.5% 5 Walnut Valley Water District Construction Inspector II $ 8,158 $ 3,242 $ 11,400 1/1/2023 unknown unknown 6 City of Anaheim Water Utility Inspector II $ 7,954 $ 4,259 $ 12,213 7/8/2022 unknown unknown 8 Moulton Niguel Water District Inspector II $ 7,074 $ 3,811 $ 10,884 6/18/2022 unknown unknown PII-aguna East Valley Water District N/C Beach County Water District N/C (Average of Comparators Yorba Linda Water District Above/Below $ 8,586 $ 12,459 -11.3% -11.6% Median of Comparators $ 8,185 $ 12,250 Yorba Linda Water District Above/Below -6.1% -9.8% Number of Matches N/C - Non Comparator Page 9 of 39 7 Appendix Ila YLWD TMS 1-19-23.xlsx Page 68 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Customer Service Billing Administrator Total Salary Next NIL Comparator -. ( .. Step Benefits Monthly Effective Next Salary Increase Percentage Package r� - IL Increase 1 Laguna Beach County Water District Customer Service Supervisor $ 13,323 $ 4,158 $ 17,481 7/1/2022 unknown unknown 2 Santa Margarita Water District Customer Relations Supervisor $ 11,618 $ 4,439 $ 16,057 8/19/2022 unknown unknown 3 Walnut Valley Water District Customer Service Supervisor $ 11,117 $ 4,056 $ 15,173 1/1/2023 unknown unknown . .. Linda Water District Customer Service Billing •. 5 i Moulton Niguel Water District Customer Account Supervisor $ 10,431 $ 4,264 $ 14,695 6/18/2022 unknown unknown 6 South Coast Water District Customer Service Supervisor $ 10,094 $ 3,932 $ 14,025 7/1/2022 unknown unknown 7 Elsinore Valley Municipal Water District Customer Service Supervisor $ 9,466 $ 4,485 $ 13,951 1/8/2022 unknown unknown 8 East Valley Water District Customer Service Supervisor $ 9,370 $ 4,219 $ 13,589 9/20/2022 unknown unknown 9 City of Anaheim jutilities Services Supervisor $ 8,613 $ 4,417 $ 13,029 7/8/2022 unknown unknown 10 Mesa Water District N/C ,erage of Comparators $ 10,504 $ 14,750 Yorba Linda Water District Above/Below 3.4% 0.2% Median of Comparators $ 10,262 $ 14,360 Yorba Linda Water District Above/Below 5.6% 2.9% Number of Matches N/C - Non Comparator Page 10 of 39 0 Appendix Ila YLWD TMS 1-19-23.xlsx Page 69 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Customer Service Representative II Comparat• .A 11 .. Step Benefits Total Monthly Salary Effective Next Salary Next Percentage 1 Laguna Beach County Water District Customer Service Representative II $ 8,040 $ 3,424 $ 11,464 7/1/2022 unknown unknown 2 Walnut Valley Water District Customer Service Representative II $ 7,105 $ 3,043 $ 10,148 1/1/2023 unknown unknown 3 Santa Margarita Water District Customer Relations Representative II $ 7,058 $ 3,478 $ 10,536 8/19/2022 7/1/2023 3.00% 4 South Coast Water District Customer Services Technician II $ 6,799 $ 3,481 $ 10,280 7/1/2022 unknown unknown 5 IMesa Water District Customer Service Representative II $ 6,700 $ 3,234 $ 9,934 12/31/2021 unknown unknown 6 East Valley Water District Customer Service Representative II $ 6,008 $ 3,203 $ 9,211 9/20/2022 unknown unknown 7 Moulton Niguel Water District Customer Account Representative II $ 5,725 $ 3,629 $ 9,354 6/18/2022 unknown unknown 8 City of Anaheim Utilities Customer Service Representative III $ 5,671 $ 3,942 $ 9,613 7/8/2022 unknown unknown 9 i Elsinore Valley Municipal Water District Yorba Linda7/12/2022 lCustomer Service Representative $ 5,514 $ 3,569 $ 9,083 2/19/2022 1/1/2023 unknown 12.0% - 4.5% unknown N/C - Non Comparator Page 11 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 70 of 209 11 BF Average of Comparators $ 6,513 $ 9,958 Yorba Linda Water District Above/Below -18.8% -15.8% Median of Comparators $ 6,700 $ 9,934 Yorba Linda Water District Above/Below -22.2% -15.5% Number of Matches 9 9 N/C - Non Comparator Page 11 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 70 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Electrical/SCADA Technician NOW .IR. 1. 1 Walnut Valley Water District Instrumentation/Electrical System Technician $ 10,559 $ 3,694 $ 14,253 1/1/2023 unknown unknown 2 South Coast Water District Instrumentation Technician $ 9,373 $ 3,833 $ 13,206 7/1/2022 unknown unknown 3 Santa Margarita Water District Electrical/Instrumentation Technician $ 9,288 $ 3,948 $ 13,236 8/19/2022 7/1/2023 3.00% 4 Elsinore Valley Municipal Water District Electrical Instrumentation & Controls Technician II $ 8,597 $ 4,080 $ 12,677 2/19/2022 1/1/2023 2.0%-4.5% 5 Moulton Niguel Water District n Electrical/Instrumentation Technician II $ 8,209 $ 3,964 $ 12,173 6/18/2022 unknown unknown 7 City of Anaheim N/C 8 East Valley Water District N/C 9 Laguna Beach County Water District N/C 10 Mesa Water District N/C verage of Comparators 1% Yorba Linda Water District Above/Below $ 9,205 $ 13,109 -25.2% -22.0 Median of Comparators $ 9,288 $ 13,206 Yorba Linda Water District Above/Below -26.3% -22.9% Number of Matches N/C - Non Comparator Page 12 of 39 5 Appendix Ila YLWD TMS 1-19-23.xlsx Page 71 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Engineering Manager . .. . whop •• 1 Santa Margarita Water District Construction Engineering Manager $ 19,293 $ 6,056 $ 25,348 8/19/2022 unknown unknown 2 Laguna Beach County Water District Manager of Engineering $ 17,619 $ 4,754 $ 22,373 7/1/2022 unknown unknown 3 South Coast Water District Engineering Manager $ 17,146 $ 5,227 $ 22,372 7/1/2022 unknown unknown 4 Mesa Water District • • • r District Engineer • • • $ 17,125 • : • $ 5,791 $ 22,916 •OfI 12/31/2021 unknown • unknown • 6 Elsinore Valley Municipal Water District Engineering Manager $ 16,210 $ 6,024 $ 22,234 1/8/2022 unknown unknown 7 IMoulton Niguel Water District Engineering Manager $ 16,019 $ 5,318 $ 21,338 6/18/2022 unknown unknown 8 City of Anaheim Water Engineering Manager $ 15,467 $ 5,422 $ 20,889 7/8/2022 unknown unknown 9 Walnut Valley Water District Engineering Manager $ 14,857 $ 4,754 $ 19,612 1/1/2023 unknown unknown 10 East Valley Water District N/C surri'mary ftesins.. Average of Comparators $ 16,717 $ 22,135 % Yorba Linda Water District Above/Below 0.9% 1.1% Median of Comparators $ 16,668 $ 22,303 % Yorba Linda Water District Above/Below 1.2% 0.4% Number of Matches 8 8 N/C - Non Comparator Page 13 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 72 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Facilities MorComparator Maintenance Worker Age ncy da Water Di Classification Title -M �cilities Maintenance Worker Top Step —.6L t 7 '2C4 ML Benefits Package $ 3,390 Total Monthly .m. Salary Effective Date L 7/12/20 Next Salary Increase Next Percentage 2 Walnut Valley Water District Facilities Maintenance Worker $ 7,105 $ 3,043 $ 10,148 1/1/2023 unknown unknown 3 Mesa Water District Facility Maintenance Worker II $ 6,868 $ 3,275 $ 10,143 12/31/2021 unknown unknown 4 Elsinore Valley Municipal Water District Field Maintenance Worker II - Facilities Maintenance $ 6,717 $ 3,793 $ 10,509 2/19/2022 1/1/2023 2.0%-4.5% 5 East Valley Water District Facilities Maintenance Worker II $ 6,632 $ 3,326 $ 9,958 9/20/2022 unknown unknown 6 City of Anaheim Skilled Crafts Worker II $ 5,859 $ 3,968 $ 9,826 7/8/2022 6/23/2023 3.00% 7 Santa Margarita Water District N/C 8 South Coast Water District N/C 9 Laguna Beach County Water District N/C 10 I Moulton Niguel Water District N/C N/C - Non Comparator Page 14 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 73 of 209 Eta Average of Comparators . ......... $ 6,636 $ 10,117 % Yorba Linda Water District Above/Below 9.7% 5.8% Median of Comparators $ 6,717 $ 10,143 % Yorba Linda Water District Above/Below 8.6% 5.6% Number of Matches 5 5 N/C - Non Comparator Page 14 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 73 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Field Customer Service Representative/Meters II Comparator AgencyMir AND Average of Comparators $ 6,629 $ 10,156 % Yorba Linda Water District Above/Below I 1 Laguna Beach County Water District Customer Service Rep/Technician II $ 8,040 $ 3,424 $ 11,4647/1/2022 -3.4% unknown unknown 2 Elsinore Valley Municipal Water District Field Maintenance Worker II - Field Services $ 6,717 $ 3,793 $ 10,509 2/19/2022 1/1/2023 2.0%-4.5% 3 Mesa Water District Field Customer Service Representative II $ 6,700 $ 3,234 $ 9,934 12/31/2021 unknown unknown 4 Santa Margarita Water District Meter Technician $ 6,528 $ 3,366 $ 9,894 8/19/2022 7/1/2023 3.00% 5 East Valley Water District Meter Technician II $ 6,469 $ 3,294 $ 9,763 9/20/2022 unknown unknown ls'jIIRV mar, 7 South Coast Water District Customer Services Field Representative II $ 6,314 $ 3,414 $ 9,728 7/1/2022 unknown unknown 8 City of Anaheim Utilities Service Representative $ 6,190 $ 4,014 $ 10,203 7/8/2022 unknown unknown 9 Moulton Niguel Water District Customer Service Field Technician II $ 6,077 $ 3,676 $ 9,753 6/18/2022 unknown unknown 10 lWalnut Valley Water District I N/C N/C - Non Comparator Page 15 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 74 of 209 AND Average of Comparators $ 6,629 $ 10,156 % Yorba Linda Water District Above/Below -4.4% -5.9% Median of Comparators $ 6,498 $ 9,914 % Yorba Linda Water District Above/Below -2.3% -3.4% Number of Matches 8 8 N/C - Non Comparator Page 15 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 74 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Finance Manager Rank ComparatorBene .. Step L Benefi S P fij Package Total ota M o "nt h'I y Salary LEffective nnca Next Salary Increase Next Percentage 1 Mesa Water District Chief Financial Officer $ 19,860 $ 6,289 $ 26,149 12/31/2021 unknown unknown 2 Walnut Valley Water District Director of Finance $ 18,782 $ 5,486 $ 24,268 7/1/2022 unknown unknown 3 East Valley Water District Chief Financial Officer $ 18,708 $ 6,344 $ 25,052 9/20/2022 unknown unknown 4 Santa Margarita Water District Controller $ 18,024 $ 5,789 $ 23,812 8/19/2022 unknown unknown 5 Laguna Beach County Water District Manager of Finance $ 17,619 $ 4,754 $ 22,373 7/1/2022 1 1 unknown unknown 6 Mr South Coast Water District Yorba Linda$16,864 Director of Finance $ 17,146 $ 5,227 $5,528 $ 22,372 7/1/2022 unknown Frunknown unknown unknown 8 Moulton Niguel Water District' [Director of Financial Planning & Innovation/ Controller] $ 16,554 $ 5,390 $ 21,945 6/18/2022 unknown unknown 9 City of Anaheim Deputy Finance Director $ 15,467 $ 5,422 $ 20,889 7/8/2022 unknown unknown 10 Elsinore Valley Municipal Water District N/C Average of Comparators $ 17,770 $ 23,358 % Yorba Linda Water District Above/Below -5.4% -4.3% Median of Comparators $ 17,821 $ 23,093 % Yorba Linda Water District Above/Below -5.7% -3.1% Number of Matches N/C - Non Comparator 8 8 1 - Moulton Niguel Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 16 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 75 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 General Manager .. L ..Monthly St" Benefits ackage Total .m. Salary fectiv %Rk �. Next Salary increase Next Percentage 1 Santa Margarita Water District General Manager $ 31,147 $ 10,713 $ 41,859 8/19/2022 unknown unknown 2 Mesa Water District General Manager $ 30,019 $ 9,825 $ 39,845 12/31/2021 unknown unknown 3 Laguna Beach County Water District General Manager $ 27,841 $ 6,823 $ 34,664 7/1/2022 unknown unknown 4 City of Anaheim Utilities General Manager $ 26,451 $ 7,033 $ 33,483 7/8/2022 unknown unknown 5 Moulton Niguel Water District General Manager $ 25,833 $ 7,905 $ 33,737 6/18/2022 unknown unknown 6 Walnut Valley Water District General Manager $ 25,267 $ 6,506 $ 31,773 1/1/2023 unknown unknown 7 East Valley Water District General Manager/CEO $ 25,000 $ 14,047 $ 39,047 9/20/2022 unknown unknown 8 Elsinore Valley Municipal Water District lGeneral Manager $ 24,750 $ 10,481 $ 35,231 10/27/2022 unknown unknown 9 i South Coast Water District lGeneral Manager $ 22,760 $ 7,562 i $ 30,323 7/1/2022 i unknown unknown Average of Comparators Yorba Linda Water District Above/Below Median of Comparators Yorba Linda Water District Above/Below Number of Matches N/C - Non Comparator Page 17 of 39 $ 26,563 $ 35,551 -20.3% -23.9 $ 25,833 $ 34,664 -17.0% -20.8% E] Appendix Ila YLWD TMS 1-19-23.xlsx Page 76 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 GIS Technician II Rank Comparator1W I— .. Step Benefits Package Total Monthly Comp Salary Effective Date Next Salary Increase Next Percentage Increase I South Coast Water District GIS Specialist $ 9,144 $ 3,802 $ 12,946 7/1/2022 unknown unknown 2 Santa Margarita Water District GIS Specialist $ 9,113 $ 3,911 $ 13,024 8/19/2022 7/1/2023 3.00% 4 City of Anaheim GIS Technician II $ 8,102 $ 4,342 $ 12,443 7/8/2022 unknown unknown 5 Moulton Niguel Water District GIS Technician $ 6,926 $ 3,791 $ 10,717 6/18/2022 unknown unknown 6 Elsinore Valley Municipal Water District GIS Technician II $ 6,659 $ 3,974 $ 10,634 1/8/2022 unknown unknown 7 East Valley Water District N/C 8 Laguna Beach County Water District N/C 9 Mesa Water District N/C 10 lWalnut Valley Water District N/C verage of Comparators $ 7,989 $ 11,953 Yorba Linda Water District Above/Below 6.1% 1.0% Median of Comparators $ 8,102 $ 12,443 %Yorba Linda Water District Above/Below 4.8% -3.1% (Number of Matches N/C - Non Comparator Page 18 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 77 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Human Resources Analyst OMWFIFTM 1 Mesa Water District Human Resources Analyst $ 9,704 $ 3,966 $ 13,670 12/31/2021 unknown unknown 2 Santa Margarita Water District . .. .. Human Resources Analyst 1111 $ 9,558 $ 4,005 $ 13,563 8/19/2022 unknown unknown 4 South Coast Water District Human Resources Analyst $ 9,373 $ 3,833 $ 13,206 7/1/2022 unknown unknown 5 City of Anaheim Human Resources Analyst II $ 9,043 $ 4,480 $ 13,523 7/8/2022 unknown unknown 6 Walnut Valley Water District Human Resources/Risk Management Coordinator $ 8,731 $ 3,350 $ 12,081 1/1/2023 unknown unknown 7 Moulton Niguel Water District Human Resources Analyst $ 8,363 $ 4,285 $ 12,648 6/18/2022 unknown unknown 8 East Valley Water District N/C 9 Elsinore Valley Municipal Water District N/C 10 Laguna Beach County Water District N/C Average of Comparators $ 9,129 $ 13,115 Yorba Linda Water District Above/Below 2.8% -0.3% Median of Comparators $ 9,208 $ 13,365 Yorba Linda Water District Above/Below 1.9% -2.2% Number of Matches 6 6 N/C - Non Comparator Page 19 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 78 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Human Resources and Risk Manager —1= Rank T �Comp�arator�Agency Classification TitleCpStep WE Benefits Packag Total & Comp A& Salary Date AL Next Salary Increase Alkincrease Next 1 Moulton Niguel Water District Director of Human Resources $ 18,238 $ 5,618 $ 23,856 6/18/2022 unknown unknown 2 Santa Margarita Water District Yorba Linda Water District lHuman Resources Manager Human Resources and Risk Manage $ 18,024 =6,8= $ 5,789 $ 5,52P— $ 23,812 $ 22,391 §��2 8/19/2022 unknown unknown unknown unknown 4 Walnut Valley Water District' [Director of Administrative Services/ Human Resources/Risk Manager] $ 16,378 $ 4,982 $ 21,360 1/1/2023 unknown unknown 5 Mesa Water District Human Resources Manager $ 15,902 $ 5,569 $ 21,471 12/31/2021 unknown unknown 6 South Coast Water District Human Resources Manager $ 15,476 $ 4,966 $ 20,442 7/1/2022 unknown unknown 7 City of Anaheim Deputy Human Resources Director $ 15,467 $ 5,422 $ 20,889 7/8/2022 unknown unknown 8 Elsinore Valley Municipal Water District Director of Human Resources $ 14,681 $ 5,696 $ 20,377 1/8/2022 unknown unknown 9 East Valley Water District N/C 10 Laguna Beach County Water District N/C Average of Comparators Yorba Linda Water District Above/Below $ 16,310 $ 21,744 3.3% 2.9 Median of Comparators $ 15,902 $ 21,360 Yorba Linda Water District Above/Below 5.7% 4.6% Number of Matches N/C - Non Comparator 1 - Walnut Valley Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 20 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 79 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Information Systems Technician I Rank .. .. Step Benefits ck Total Monthly Salary Effective Date Ajjj�hjllncrease Next Salary Next Percentage 1 Walnut Valley Water District Information Technology Technician $ 8,399 $ 3,287 $ 11,686 1/1/2023 unknown unknown 2 City of Anaheim Business Information Systems Technician II $ 7,790 $ 4,236 $ 12,026 7/8/2022 6/23/2023 3.00% Vi Q, *TV WiT,. 4 Elsinore Valley Municipal Water District Information Technology Technician II $ 6,659 $ 3,974 $ 10,634 1/8/2022 unknown unknown 5 Santa Margarita Water District Information Technology Specialist $ 6,161 $ 3,289 $ 9,451 8/19/2022 unknown unknown 6 East Valley Water District N/C 7 South Coast Water District N/C 8 Laguna Beach County Water District N/C 9 Moulton Niguel Water District N/C 10 Mesa Water District N/C Average of Comparators $ 7,252 $ 10,949 Yorba Linda Water District Above/Below -3.6% -5.9% Median of Comparators $ 7,225 $ 11,160 Yorba Linda Water District Above/Below -3.2% -8.0% Number of Matches 4 4 N/C - Non Comparator Page 21 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 80 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Maintenance Superintendent Ran;4 omparator •.NELClassification.. Ste Benefits Package I Total Monthly Comp - Salary Effective #a I Next Sala Increas s A Next Lercentage MMM= 1 Santa Margarita Water District Operations Field Superintendent $ 15,570 $ 5,271 $ 20,841 8/19/2022 unknown unknown 2 Mesa Water District3 [Water Operations Supervisor/ Water Operations Manager] $ 15,512 $ 5,498 $ 21,010 12/31/2021 unknown unknown 3 Laguna Beach County Water District2 [Manager of Operations/ Field Maintenance Supervisor] $ 15,471 $ 4,456 $ 19,927 7/1/2022 unknown unknown 4 South Coast Water District Distribution System Manager $ 14,858 $ 4,870 $ 19,727 7/1/2022 unknown unknown 5 Moulton Niguel Water District Superintendent of Operations $ 14,173 $ 5,069 $ 19,243 6/18/2022 unknown unknown 6 City of Anaheim Water Systems Operations Superintendent $ 14,029 $ 5,211 $ 19,240 7/8/2022 unknown unknown 7 Walnut Valley Water District Yorba Linda Water District Field Superintendent Maintenance Superintendent $ 13,505 $11,984 $ 4,552 $4,079 $ 18,057 $16,063 1/1/2023 unknown unknown 9 East Valley Water Districts [Field Services Supervisor/ Operations Manager] $ 11,876 $ 5,155 $ 17,031 9/20/2022 unknown unknown 10 Elsinore Valley Municipal Water District Maintenance Superintendent $ 10,981 $ 4,796 $ 15,777 1/8/2022 unknown unknown Average of Comparators Yorba Linda Water District Above/Below $ 13,997 $ 18,984 -16.8% -18.2 Median of Comparators $ 14,173 $ 19,243 Yorba Linda Water District Above/Below -18.3% -19.8% Number of Matches N/C - Non Comparator 9 9 1 - East Valley Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. 2 - Laguna Beach County Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. 3 - Mesa Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 22 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 81 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Maintenance Worker II Rank ComparatorBenefits .. Step Package Total Monthly .m. Salary Effective n. Next Salary Increase Next Percentage 1 Laguna Beach County Water District Maintenance Worker II $ 8,441 $ 3,480 $ 11,921 7/1/2022 unknown unknown 2 Walnut Valley Water District Utility Service Worker III $ 8,399 $ 3,287 $ 11,686 1/1/2023 unknown unknown 3 Mesa Water District Operator II $ 8,164 $ 3,591 $ 11,755 12/31/2021 unknown unknown 4 Santa Margarita Water District Utility Mechanic $ 7,399 $ 3,550 $ 10,949 8/19/2022 7/1/2023 3.00% 5 South Coast Water District2 [Collection System Operator II/ Distribution System Operator II] $ 7,322 $ 3,552 $ 10,874 7/1/2022 unknown unknown 6 Moulton Niguel Water District Maintenance Worker II - Facilities $ 6,939 $ 3,792 $ 10,731 6/18/2022 unknown unknown 7 Elsinore Valley Municipal Water District' [Field Maintenance Worker II - Construction Maintenance/ Collections Systems Worker II] $ 6,717 $ 3,793 $ 10,509 2/19/2022 1/1/2023 2.0%-4.5% 8 East Valley Water District Field Service Worker II $ 6,469 $ 3,294 $ 9,763 9/20/2022 1 unknown unknown • • . .. 10 City of Anaheim Maintenance Pipefitter $ 6,292 $ 4,028 $ 10,320 7/8/2022 unknown unknown Average of Comparators Yorba Linda Water District Above/Below $ 7,349 $ 10,945 -15.7% -14.1 Median of Comparators $ 7,322 $ 10,874 Yorba Linda Water District Above/Below -15.3% -13.4% Number of Matches I - Non Comparator 9 9 1 - Elsinore Valley Municipal Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. 2 - South Coast Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. Page 23 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 82 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Mechanic II Rank Comparator Agency I I I WW Classification Title :A Toprc Step Benefits acka Total Monthly ILL ....�:Jal Salary &. Next Salary Next 1 Santa Margarita Water District Fleet Mechanic $ 8,943 $ 3,875 $ 12,819 8/19/2022 7/1/2023 3.00% 2 South Coast Water District Fleet Mechanic II $ 7,885 $ 3,629 $ 11,514 7/1/2022 unknown unknown 3 East Valley Water District Equipment Mechanic III $ 7,141 $ 3,427 $ 10,568 9/20/2022 unknown unknown 4 Moulton Niguel Water District Mechanic II $ 6,961 $ 3,795 $ 10,756 6/18/2022 unknown unknown . .. ....: LffI 6 City of Anaheim Vehicle Technician II $ 6,165 $ 4,010 $ 10,176 7/8/2022 6/23/2023 3.00% 7 Elsinore Valley Municipal Water District N/C 8 Laguna Beach County Water District N/C 9 Mesa Water District N/C 10 lWalnut Valley Water District N/C Average of Comparators $ 7,419 $ 11,167 Yorba Linda Water District Above/Below -11.3% -12.2% Median of Comparators $ 7,141 $ 10,756 Yorba Linda Water District Above/Below -7.1% -8.0% (Number of Matches N/C - Non Comparator Page 24 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 83 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Operations Assistant 1 Santa Margarita Water District Administrative Assistant $7,612r$3,595 $ 11,207 8/19/2022 7/1/2023 3.00% 2 Walnut Valley Water District Administrative Assistant II $ 7,105 , $ 10,148 1/1/2023 unknown unknown 3 South Coast Water District Administrative Assistant II $ 6,799 $ 3,481 $ 10,280 7/1/2022 unknown unknown 4 Elsinore Valley Municipal Water Districts [Inventory Control Specialist/ Senior Office Assistant] $ 6,717 $ 3,793 $ 10,509 2/19/2022 1/1/2023 2.0% - 4.5% P. .. • . - . • • 1 • 1 6Laguna Beach County Water District Office Assistant $ 6,615 $ 3,226 $ 9,841 7/1/2022 unknown unknown 7 City of Anaheim N/C 8 East Valley Water District N/C 9 Moulton Niguel Water District N/C 10 1 Mesa Water District N/C Average of Comparators Yorba Linda Water District Above/Below $ 6,970 $ 10,397 -4.5% -4.4% Median of Comparators $ 6,799 $ 10,280 Yorba Linda Water District Above/Below -2.0% -3.2% Number of Matches N/C - Non Comparator 5 5 1 - Elsinore Valley Municipal Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. Page 25 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 84 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Operations Manager ,7,.Rank .. A.A ..LPercentage Benefits Package Total Como Salar y Date Next Increase Next ease 1 Santa Margarita Water District Utilities Manager $ 19,293 $ 6,056 $ 25,348 8/19/2022 unknown unknown 2 Mesa Water District Water Operations Manager $ 18,903 $ 6,115 $ 25,018 12/31/2021 unknown unknown 3 Laguna Beach County Water District Yorba Linda Water District Manager of Operations Operations $ 17,619 $ 4,754 $ 22,373 7/1/2022 unknown unknown 5 Moulton Niguel Water District2 [Superintendent of Operations/ Director of Operations] $ 16,206 $ 5,343 $ 21,549 6/18/2022 unknown unknown 6 South Coast Water District Operations Superintendent $ 15,529 $ 4,975 $ 20,504 7/1/2022 unknown unknown 7 City of Anaheim Water Field Operations Manager $ 15,467 $ 5,422 $ 20,889 7/8/2022 unknown unknown 8 Elsinore Valley Municipal Water District' [Wastewater Operations Manager/ Water Operations Manager] $ 14,681 $ 5,696 $ 20,377 1/8/2022 unknown unknown 9 East Valley Water District 10perations Manager 1 $ 13,908 1 $ 5,612 1 $ 19,520 1 9/20/2022 1 unknown unknown 10 lWalnut Valley Water District loperations Manager 1 $ 13,505 1 $ 4,552 1 $ 18,057 1 1/1/2023 1 unknown unknown Average of Comparators $ 16,123 $ 21,515 Yorba Linda Water District Above/Below 4.4% 3.9% Median of Comparators $ 15,529 $ 20,889 %Yorba Linda Water District Above/Below 7.9% 6.7% Number of Matches N/C - Non Comparator 0 1 - Elsinore Valley Municipal Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. 2 - Moulton Niguel Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 26 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 85 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Operations Superintendent 1 South Coast Water District Distribution System Manager $ 14,858 $ 4,870 $ 19,727 unknown 7/1/2022 unknown111111111 1111111111111111111�lil !111111 ��111111 3 Walnut Valley Water District' [General Services Supervisor/ Operations Manager] $ 11,870 $ 4,215 $ 16,085 1/1/2023 unknown unknown 4 City of Anaheim Operations Superintendent $ 10,469 $ 4,689 $ 15,158 7/8/2022 unknown unknown 5 East Valley Water District N/C 6 Santa Margarita Water District N/C 7 Elsinore Valley Municipal Water District N/C 8 Laguna Beach County Water District N/C 9 Moulton Niguel Water District N/C 10 Mesa Water District N/C Average of Comparators Yorba Linda Water District Above/Below Median of Comparators Yorba Linda Water District Above/Below Number of Matches N/C - Non Comparator Insuff. Data Insuff. Data Insuff. Data Insuff. Data Insuff. Data Insuff. Data Insuff. Data Insuff. Data 3 3 1 - Walnut Valley Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 27 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 86 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Plant Operator II Illlllll�Ran7V Comparator A. .. Benefits Total Comp Salary Date Next Salary Next Percentage Increase 1 City of Anaheim Water System Operator $ 8,474 $ 4,331 $ 12,805 7/8/2022 unknown unknown 2 Walnut Valley Water District Pump Operator II $ 8,399 $ 3,287 $ 11,686 1/1/2023 unknown unknown 3 Mesa Water District Yorba Linda Water District Operator II Plant Operator5 $ 8,164 $ 3,591 $ 11,755 12/31/2021 unknown unknown East Valley Water District Water Production Operator II $ 7,691 $ 3,536 $ 11,227 9/20/2022 unknown unknown 6 Santa Margarita Water District Systems Operator $ 7,399 $ 3,550 $ 10,949 8/19/2022 7/1/2023 3.00% 7 Moulton Niguel Water District Water Systems Operator II $ 7,171 $ 3,824 $ 10,995 6/18/2022 unknown unknown 8 Elsinore Valley Municipal Water District Water Production Operator II $ 7,060 $ 3,856 $ 10,916 2/19/2022 1/1/2023 2.0%-4.5% 9 ISouth Coast Water District N/C 10 1 Laguna Beach County Water District N/C Average of Comparators $ 7,765 $ 11,476 Yorba Linda Water District Above/Below -0.6% -2.8% Median of Comparators $ 7,691 $ 11,227 Yorba Linda Water District Above/Below 0.3% -0.6% Number of Matches N/C - Non Comparator Page 28 of 39 7 Appendix Ila YLWD TMS 1-19-23.xlsx Page 87 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Principal Engineer I Lomparator Agency 0 Llassification TTitle Top Step 'IMEwr Benefits Package Totaiw Monthly Salary Effective Next Salary Next Percentage 1 Mesa Water District Principal Engineer $ 16,300 $ 5,391 $ 21,691 12/31/2021 unknown unknown 2 South Coast Water District Principal Engineer $ 16,192 $ 5,578 $ 21,769 7/1/2022 unknown unknown 3 Moulton Niguel Water District Principal Engineer $ 14,870 $ 5,163 $ 20,033 6/18/2022 unknown unknown 4 Walnut Valley Water District Civil Engineer Supervisor $ 14,328 $ 4,675 $ 19,003 1/1/2023 unknown unknown . .. 11111.. Imar 6 Elsinore Valley Municipal Water District Principal Engineer (Capital Projects) $ 13,374 $ 5,287 $ 18,661 1/8/2022 unknown unknown 7 City of Anaheim Principal Civil Engineer $ 12,482 $ 4,984 $ 17,466 7/8/2022 unknown unknown 8 East Valley Water District N/C 9 Santa Margarita Water District N/C 10 Laguna Beach County Water District N/C Average of Comparators % Yorba Linda Water District Above/Below $ 14,591 $ 19,771 -5.2% -8.5% Median of Comparators $ 14,599 $ 19,518 % Yorba Linda Water District Above/Below -5.3% -7.1% Number of Matches N/C - Non Comparator Page 29 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 88 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Production Superintendent 1 Santa Margarita Water District Operations Field Superintendent $ 15,570 $ 5,271 $ 20,841 8/19/2022 unknown unknown 2 Mesa Water District I [Water Operations Supervisor / Water Operations Manager] $ 15,512 $ 5,498 $ 21,010 12/31/2021 unknown unknown 3 7 Moulton Niguel Water District Yorba Linda Water District Superintendent of Operations Production Superintendent $ 14,173 -t7$ $12,581 5,069 $4,359 $ 19,243 $16,940 6/18/2022 7/12/2022 unknown unknown lonknown unknown 5 East Valley Water District [Water Production Supervisor / Operations Manager] $ 12,387 $ 5,270 $ 17,657 9/20/2022 unknown unknown 6 Walnut Valley Water District' [Production and Storage Supervisor/ Operations Manager] $ 12,311 $ 4,309 $ 16,620 1/1/2023 unknown unknown 7 Elsinore Valley Municipal Water District Water Production Superintendent $ 12,119 $ 5,029 $ 17,149 1/8/2022 unknown unknown 8 City of Anaheim Water Production Superintendent $ 12,119 $ 4,931 $ 17,050 7/8/2022 unknown unknown 9 South Coast Water District N/C 10 Laguna Beach County Water District N/C Average of Comparators Yorba Linda Water District Above/Below $ 13,456 $ 18,510 -7.0% -9.3% Median of Comparators $ 12,387 $ 17,657 % Yorba Linda Water District Above/Below 1.5% -4.2% Number of Matches N/C - Non Comparator 1 - Walnut Valley Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 30 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 89 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Public Affairs Manager .. •. Rank "air IL ,Acom, ..Step Benefits Package Total Monthly Salary Effective Next Salary Increase Next Percentage 1 Mesa Water District Public Affairs Manager $ 15,514 $ 5,499 $ 21,013 12/31/2021 unknown unknown 2 Moulton Niguel Water District Communications Manager $ 13,882 $ 5,030 $ 18,912 6/18/2022 unknown unknown 3 South Coast Water District Public Information Officer $ 12,861 $ 4,558 $ 17,419 7/1/2022 unknown unknown 4 City of Anaheim External Affairs Manager $ 12,725 $ 5,020 $ 17,745 7/8/2022 unknown unknown 5 1 East Valley Water District Public Affairs/Conservation Manager 1 $ 12,293 1 $ 4,926 1 $ 17,219 1 9/20/2022 1 unknown I unknown 6 ISanta Margarita Water District Yorba Linda Water Distri Public Information Manager Public Affairs Manageri $ 11,618 1 $ 4,439 $ 16,057 8/19/2022 unknown unknown 8 Elsinore Valley Municipal Water District N/C 9 Laguna Beach County Water District N/C 10 Walnut Valley Water District N/C Average of Comparators Yorba Linda Water District Above/Below Median of Comparators Yorba Linda Water District Above/Below Number of Matches N/C - Non Comparator Page 31 of 39 $ 13,149 $ 18,061 -27.0% -22.2 $ 12,793 $ 17,582 -23.6% -18.9% C1 Appendix Ila YLWD TMS 1-19-23.xlsx Page 90 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Public Affairs no Specialist ComparatorBenefits Agency �� Amm Classification Title �Iiih Top Step Packa e Total Monthly .s Salary Effective Next Salary Increase Next Percentage 1 Moulton Niguel Water District Marketing & Social Media Coordinator $ 11,381 $ 4,692 $ 16,073 6/18/2022 unknown unknown 2 Laguna Beach County Water District Public Affairs Officer $ 9,774 $ 3,665 $ 13,439 7/1/2022 unknown unknown 3 South Coast Water District Public Information Specialist $ 9,144 $ 3,802 $ 12,946 7/1/2022 unknown unknown 4 Mesa Water District Public Affairs Specialist $ 8,792 $ 3,744 $ 12,536 12/31/2021 unknown unknown 5 City of Anaheim Communications Specialist II $ 8,203 $ 4,356 $ 12,559 7/8/2022 unknown unknown 6 Walnut Valley Water District External Affairs Coordinator $ 8,158 $ 3,242 $ 11,400 1/1/2023 unknown unknown 7 East Valley Water District Public Affairs Specialist $ 7,881 $ 3,744 $ 11,625 9/20/2022 unknown unknown 8 JW Elsinore Valley Municipal Water District Yorba Linda Community Affairs Specialist $ 7,791 ..: $ 3,992 $3,289 $ 11,784 $9,957 2/19/2022 7/12/2022 1/1/2023 unknown 2.0%-4.5% unknown 10 ISanta Margarita Water District N/C Average of Comparators Yorba Linda Water District Above/Below Median of Comparators Yorba Linda Water District Above/Below Number of Matches N/C - Non Comparator Page 32 of 39 $ 8,891 $ 12,795 -33.3% -28.5 $ 8,497 $ 12,547 -27.4% -26.0% E3 Appendix Ila YLWD TMS 1-19-23.xlsx Page 91 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Records Management Administrator WNMMWency M11""ClassificationTmitVilee Benefits "Total Salary Next Salary Next .. Step Package Monthly Effective Increase Percentage Comp Date Increase 111111110 -1 1 .. agement Administrator 2 Mesa Water District Records Management Specialist $ 9,011 $ 3,797 $ 12,808 12/31/2021 unknown unknown 3 City of Anaheim Records and Information Manager $ 8,203 $ 4,356 $ 12,559 7/8/2022 unknown unknown 4 East Valley Water District N/C 5 Santa Margarita Water District N/C 6 South Coast Water District N/C 7 Elsinore Valley Municipal Water District N/C 8 Laguna Beach County Water District N/C 9 Moulton Niguel Water District N/C 10 Walnut Valley Water District N/C Average of Comparators Insuff. Data Insuff. Data Yorba Linda Water District Above/Below Insuff. Data Insuff. Data Median of Comparators Insuff. Data Insuff. Data Yorba Linda Water District Above/Below Insuff. Data Insuff. Data Number of Matches 2 2 N/C - Non Comparator Page 33 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 92 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Records Management Specialist . 9.. M.. .. 1 Moulton Niguel Water District Records and Mapping Technician $ 6,926 $ 3,791 $ 10,717 6/18/2022 unknown unknown 2 Elsinore Valley Municipal Water District Records Management Coordinator $ 6,396 $ 3,733 $ 10,129 2/19/2022 1/1/2023 2.0%-4.S% 4 City of Anaheim Departmental Records Coordinator $ 5,271 $ 3,886 $ 9,157 7/8/2022 6/23/2023 3.00% 5 East Valley Water District N/C 6 Santa Margarita Water District N/C 7 South Coast Water District N/C 8 Laguna Beach County Water District N/C 9 Mesa Water District N/C 10 Walnut Valley Water District N/C ,erage of Comparators Insuff. Data Insuff. Data Yorba Linda Water District Above/Below Insuff. Data Insuff. Data Median of Comparators Insuff. Data Insuff. Data % Yorba Linda Water District Above/Below Insuff. Data Insuff. Data (Number of Matches 3 3 N/C - Non Comparator Page 34 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 93 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Safety and Training Analyst ,. . .. ff 1 Santa Margarita Water District Safety Officer $ 12,809 $ 4,690 $ 17,499 8/19/2022 unknown unknown 2 South Coast Water District Safety and Health Program Manager $ 12,606 $ 4,518 $ 17,123 7/1/2022 unknown unknown 3 Moulton Niguel Water District Safety and Compliance Coordinator $ 11,381 $ 4,692 $ 16,073 6/18/2022 unknown unknown 4 City of Anaheim Safety Administrator $ 10,469 $ 4,689 $ 15,158 7/8/2022 unknown unknown 5 Elsinore Valley Municipal Water District Safety Officer $ 10,393 $ 4,775 $ 15,169 1/8/2022 unknown unknown 7 Laguna Beach County Water District Risk and Resiliency Analyst $ 8,923 $ 3,547 $ 12,470 7/1/2022 unknown unknown 8 East Valley Water District N/C 9 Mesa Water District N/C 10 Walnut Valley Water District N/C Average of Comparators $ 11,097 $ 15,582 Yorba Linda Water District Above/Below -12.6% -14.4% Median of Comparators $ 10,925 $ 15,621 Yorba Linda Water District Above/Below -10.8% -14.7% Number of Matches N/C - Non Comparator Page 35 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 94 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Senior Engineer Rank Comparator Agency Classifica OL To. Benefits Total 16 .m. Salary L Next Salary Next 1 Santa Margarita Water District Senior Project Engineer $ 16,532 $ 5,474 $ 22,006 8/19/2022 unknown unknown 2 Mesa Water District Senior Civil Engineer $ 14,055 $ 4,983 $ 19,038 12/31/2021 unknown unknown 3 South Coast Water District Senior Civil Engineer $ 13,575 $ 4,408 $ 17,983 7/1/2022 unknown unknown 4 Elsinore Valley Municipal Water District Senior Civil Engineer $ 13,374 $ 5,287 $ 18,661 1/8/2022 unknown unknown 5 Moulton Niguel Water District Senior Engineer $ 13,355 $ 4,959 $ 18,314 6/18/2022 unknown unknown 6 jEast Valley Water District Senior Engineer $ 13,239 $ 5,135 $ 18,374 9/20/2022 unknown unknown 7 Walnut Valley Water District Senior Civil Engineer $ 12,878 $ 4,132 $ 17,010 1/1/2023 unknown unknown am= I 9 City of Anaheim Senior Civil Engineer $ 11,322 $ 4,814 $ 16,136 7/8/2022 unknown unknown 10 Laguna Beach County Water District N/C Average of Comparators $ 13,541 $ 18,440 Yorba Linda Water District Above/Below -18.6% -19.7% Median of Comparators $ 13,365 $ 18,344 Yorba Linda Water District Above/Below -17.1% -19.1% (Number of Matches N/C - Non Comparator Page 36 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 95 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Senior Executive Assistant/Board Secretary low" low NISU, 1 South Coast Water District Clerk of the Board/Executive Services Manager $ 15,476 $ 4,966 $ 20,442 7/1/2022 unknown unknown 2 Santa Margarita Water District Secretary to the Board of Directors $ 12,199 $ 4,561 $ 16,761 8/19/2022 unknown unknown 4 Walnut Valley Water District Executive Secretary $ 11,709 $ 4,271 $ 15,980 7/1/2022 unknown unknown 5 Moulton Niguel Water District Board Secretary/Executive Assistant $ 11,381 $ 4,692 $ 16,073 6/18/2022 unknown unknown 6 Mesa Water District Executive Assistant to the General Manager $ 10,980 $ 4,277 $ 15,257 12/31/2021 unknown unknown 7 East Valley Water District District Clerk $ 10,343 $ 4,810 $ 15,153 9/20/2022 unknown unknown 8 Elsinore Valley Municipal Water District District Secretary -Administrative Services Supervisor $ 9,894 $ 4,668 $ 14,562 1/8/2022 unknown unknown 9 City of Anaheiml [Assistant City Clerk/ Executive Assistant] $ 9,043 $ 4,480 $ 13,523 7/8/2022 unknown unknown 10 Laguna Beach County Water District N/C ,erage of Comparators Yorba Linda Water District Above/Below $ 11,378 $ 15,969 5.1% 0.6% Median of Comparators $ 11,181 $ 15,619 % Yorba Linda Water District Above/Below 6.7% 2.8% (Number of Matches N/C - Non Comparator 8 8 1 - City of Anaheim: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. Page 37 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 96 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Senior Information Systems Administrator Im , 1 Santa Margarita Water District Information Technology Manager $ 19,293 $ 6,056 $ 25,348 8/19/2022 unknown unknown 2 South Coast Water District Information Technology Manager $ 15,743 $ 4,705 $ 20,448 7/1/2022 unknown unknown 3 4 lWalnut Valley Water District Yorba Linda Water District Information Technology Manager y5ferns inistrator $ 14,328 $ 4,677T77t $ 4,359 19,003 $18,229 —'1/12/2022 1/1/2023 1 unknown -'mMflRRFn— unknown ud�� 5 East Valley Water District Information Technology Manager $ 13,239 $ 5,135 $ 18,374 9/20/2022 unknown unknown 6 Elsinore Valley Municipal Water District' [Director of Information Technology/ Information Technology Supervisor] $ 13,236 $ 5,385 $ 18,621 1/8/2022 unknown unknown 7 City of Anaheim Enterprise Information Technology Manager $ 12,725 $ 5,020 $ 17,745 7/8/2022 unknown unknown 8 Laguna Beach County Water District N/C 9 Moulton Niguel Water District N/C 10 Mesa Water District I N/C M r -T., i Average of Comparators $ 14,761 $ 19,923 Yorba Linda Water District Above/Below -6.4% -9.3% Median of Comparators $ 13,784 $ 18,812 Yorba Linda Water District Above/Below 0.6% -3.2% Number of Matches 6 6 N/C - Non Comparator 1 - Elsinore Valley Municipal Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 38 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 97 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Top Monthly Salary) January 2023 Water Quality Technician II 1 Laguna Beach County Water District Water Quality Specialist $ 10,261 $ 3,732 $ 13,993 7/1/2022 unknown unknown 2 South Coast Water District Water Quality Cross Connection Control Technician $ 10,094 $ 3,932 $ 14,025 7/1/2022 unknown unknown 3 Walnut Valley Water District3 [Cross Connection Controls Technician/ Water Quality Specialist] $ 10,089 $ 3,606 $ 13,695 1/1/2023 unknown unknown 4 City of Anaheim' [Cross Connection Control Specialist II/ Water System Operator] $ 8,474 $ 4,331 $ 12,805 7/8/2022 unknown unknown 5 Mesa Water District Water Quality Technician II $ 8,164 $ 3,591 $ 11,755 12/31/2021 unknown unknown 6 Santa Margarita Water District2 [Water Sampling Technician/ Cross Connection Specialist] $ 8,056 $ 3,688 $ 11,744 8/19/2022 7/1/2023 3.00% 7 East Valley Water District Yorba Linda Water Distric= lWater Quality Technician Water e7/1212022 $ 7,320 $ 3,462 $ 10,782 9/20/2022 unknown unknown unknown Elsinore Valley Municipal Water District N/C H9 10 Moulton Niguel Water District N/C Average of Comparators $ 8,923 $ 12,686 % Yorba Linda Water District Above/Below -27.5% -22.7% Median of Comparators $ 8,474 $ 12,805 % Yorba Linda Water District Above/Below -21.1% -23.9% 'Number of Matches 7 7 N/C - Non Comparator 1 - City of Anaheim: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - Santa Margarita Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 3 - Walnut Valley Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. Page 39 of 39 Appendix Ila YLWD TMS 1-19-23.xlsx Page 98 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 1 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 99 of 209 . .. ..1111109711re Agency . .. . .. .. r =TF1 UM I Benchmark/ Comparator Agency Match Accountant Accountant Accountant III Accountant Accountant Accountant Accountant Accountant Senior Accountant Top Step $ 8,203 $ 8,079 $ 9,944 $ 10,261 $ 9,011 $ 7,682 $ 9,024 $ 8,921 $ 9,236 Classic • 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 582 $ 574 $ 706 $ 308 $ 270 $ 230 $ 641 $ 268 $ 277 EE Cost Sharing $ -328 $ -185 ER Paid Member Contrib (D Calc Classic EPMC as Spec Comp 4) Single Highest Year $ 57 $ 70 $ 51 $ 45 $ 38 $ 63 $ 45 $ 46 Social Security $ 559 $ 573 $ 175 $ 270 $ 145 $ 133 Deferred Compensation' Other Ret. Cafeteria $ 1,600 $ 1,704 Health $ 3,097 $ 1,824 $ 2,367 $ 2,184 $ 2,706 $ 1,782 $ 2,248 Dental $ 56 $ 164 $ 155 $ 106 $ 130 $ 46 $ 155 w c Vision $ 22 $ 23 $ 17 $ 19 $ 19 $ 14 Other Ins. Vacation2 $ 513 $ 621 $ 574 $ 592 $ 589 $ 443 $ 833 $ 480 $ 533 Holidays $ 315 $ 404 $ 497 $ 474 $ 464 $ 325 $ 364 $ 429 $ 497 Admin Leave $ 63 $ 191 o Auto Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 1 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 99 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match Page 2 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 100 of 209 . .. .. Agency.. . .. .. . .. FSO r 0 lr:MoMriME BliTFIMMIMTM�liTFIr-TEDIMrM � Accounting Benchmark/ Comparator Agency Match Accounting Accounting Senior Accounting Accounting Accounting N/C Accounting Accounting Technician Technician Technician II Technician II Assistant II Technician II Technician II Technician Top Step $ 6,041 $ 6,008 $ 6,396 $ 8,441 $ 6,537 $ 6,074 $ 6,969 $ 7,105 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2%@55 2%@55 Enhanced Formula Cost $ 429 $ 427 $ 454 $ 253 $ 196 $ 182 $ 209 $ 213 EE Cost Sharing $ -242 $ -142 ER Paid Member Contrib Calc Classic EPMC as Spec Comp 4) Single Highest Year $ 42 $ 45 $ 42 $ 33 $ 30 $ 35 $ 36 Social Security $ 405 $ 441 $ 100 $ 196 $ 133 Deferred Compensation' Other Ret. Cafeteria $ 1,600 $ 1,704 Health $ 3,097 $ 1,728 $ 2,367 $ 2,184 $ 2,706 $ 2,248 Dental $ 56 $ 164 $ 155 $ 106 $ 130 $ 155 w c Vision $ 22 $ 23 $ 17 $ 19 $ 14 Other Ins. w Vacation $ 378 $ 462 $ 369 $ 487 $ 427 $ 350 $ 375 $ 410 m Holidays $ 232 $ 300 $ 320 $ 390 $ 336 $ 257 $ 335 $ 383 Admin Leave o Auto Q N/C - Non Comparator 1 - Mesa Water District: Employee Match Page 2 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 100 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 3 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 101 of 209 . .. ... Agency . . .. . .. .. I Administrative Benchmark/ Comparator Agency Match Administrative Administrative N/C Department Administrative Administrative Administrative Administrative Assistant Assistant Assistant Assistant Assistant II Assistant Assistant II Assistant II Top Step • • • $ 6,907 $ 6,311 $ 6,396 $ 7,040 $ 6,883 $ 7,612 $ 6,799 $ 7,105 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 490 $ 448 $ 454 $ 211 $ 206 $ 540 $ 204 $ 213 EE Cost Sharing $ -276 $ -142 ER Paid Member Contrib L Calc Classic EPMC as Spec Comp 4) Single Highest Year $ 48 $ 45 $ 35 $ 34 $ 53 $ 34 $ 36 Social Security $ 436 $ 441 Deferred Compensation' $ 100 $ 211 $ 145 $ 133 Other Ret. Cafeteria $ 1,600 $ 1,704 m = Health $ 3,097 $ 1,728 $ 2,367 $ 2,706 $ 1,782 $ 2,248 Dental $ 56 $ 164 $ 155 $ 130 $ 46 $ 155 Vision $ 22 $ 23 $ 19 $ 19 $ 14 Other Ins. Vacati0n2 $ 432 $ 485 $ 369 $ 460 $ 397 $ 703 $ 366 $ 410 Holidays $ 266 $ 316 $ 320 $ 362 $ 291 $ 307 $ 327 $ 383 Admin Leave $ 53 c Auto Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 3 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 101 of 209 Yorba Linda Water District - Benefit Detail January 2023 Page 4 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 102 of 209 . .. .. Agency . .. .. . .. .. I Benchmark/ Comparator Agency Match N/C N/C Engineering Engineering N/C N/C N/C N/C Civil Engineering • Technician Technician Assistant Top Step 0 • $ 6,717 $ 9,774 $ 9,647 Classic • • 1 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 477 $ 293 $ 289 EE Cost Sharing $ -193 ER Paid Member Contrib E Calc Classic EPMC as Spec Comp 4) Single Highest Year $ 47 $ 49 $ 48 Social Security $ 598 Deferred Compensation Other Ret. Cafeteria $ 1,704 d = Health $ 2,367 $ 2,184 $ 155 $ 106 Dental w Vision $ 23 $ 17 Other Ins. Vacation $ 388 $ 564 $ 557 $ 336 $ 451 $ 519 Holidays Admin Leave o Auto Q Page 4 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 102 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 5 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 103 of 209 ... . .. Agency . . .. . .. .. r Utilities Assistant Assistant Assistant Assistant Assistant Deputy General Assistant Benchmark/ Comparator Agency Match N/C General General General General N/C General General Manager Manager Manager Manager Manager Manager Manager Top Step $ 18,801 $ 19,751 $ 21,586 $ 22,470 $ 22,013 $ 27,084 $ 22,362 Classic 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2.7%@55 2%@55 Enhanced Formula Cost $ 1,335 $ 1,402 $ 648 $ 674 $ 660 $ 1,923 $ 671 EE Cost Sharing $ -752 $ -447 EER Paid Member Contrib Calc Classic EPMC as Spec Comp Single Highest Year $ 132 $ 138 $ 108 $ 112 $ 110 $ 190 $ 112 Social Security $ 828 $ 828 $ 674 1 $ 145 Deferred Compensation' Other Ret. Cafeteria $ 1,600 $ 1,704 m = Health $ 3,097 $ 2,367 $ 2,184 $ 2,706 $ 1,782 3 Dental $ 56 $ 155 $ 106 $ 130 $ 46 c Vision $ 23 $ 17 $ 19 $ 19 Other Ins. y m Vacation $ 1,175 $ 1,141 $ 1,245 $ 1,469 $ 1,270 $ 2,500 $ 1,290 Holidays $ 723 $ 988 $ 996 $ 1,156 $ 931 $ 1,094 $ 1,204 Admin Leave $ 145 $ 570 $ 688 3o Auto .2 $ 542 $ 250 $ 300 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 5 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 103 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 6 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 104 of 209 . .. ... Agency . . .. . .. .. r Associate Benchmark/ Comparator Agency Match � N/C Associate N/C Associate N/C Project Engineer Associate Civil Civil Engineer Engineer Engineer Engineer II Engineer Top Step $ 10,269 $ 10,981 $ 12,120 $ 11,065 $ 11,705 $ 11,772 Classic 2.7%@55 2.7%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 729 $ 780 $ 364 $ 786 $ 351 $ 353 EE Cost Sharing $ -411 $ -235 ER Paid Member Contrib L Calc Classic EPMC as Spec Comp Single Highest Year $ 72 $ 77 $ 61 $ 77 $ 59 $ 59 Social Security $ 751 $ 730 Deferred Compensation' $ 364 $ 145 $ 133 Other Ret. Cafeteria $ 1,600 $ 1,704 m c Health $ 3,097 $ 2,367 $ 1,782 $ 2,248 $ 155 $ 46 $ 155 Dental $ 56 c Vision $ 23 $ 19 $ 14 Other Ins. w m Vacation2 $ 642 $ 634 $ 792 $ 1,021 $ 630 $ 679 Holidays $ 395 $ 549 $ 623 $ 447 $ 563 $ 634 —J Admin Leave $ 79 $ 211 c Auto Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 6 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 104 of 209 Yorba Linda Water District - Benefit Detail January 2023 . .. .. Agency ..VAT . .. .. , .. r � 3IMRRMTFIM39IMRR Utility Benchmark/ Comparator Agency Match .. Budget Analyst II N/C Management N/C N/C N/C Financial Management N/C Analyst Analyst Analyst Top Step $ 9,043 $ 9,466 $ 11,618 $ 9,847 Classic • 2.7%@55 2.7%@55 2.7%@55 2%@55 Enhanced Formula Cost $ 642 $ 672 $ 825 $ 295 EE Cost Sharing $ -362 ER Paid Member Contrib E Calc Classic EPMC as Spec Comp 4) Single Highest Year $ 63 $ 66 $ 81 $ 49 Social Security Deferred Compensation $ 145 $ 133 Other Ret. Cafeteria Health $ 3,097 $ 2,367 $ 1,782 $ 2,248 3 Dental $ 56 $ 155 $ 46 $ 155 c Vision $ 23 $ 19 $ 14 Other Ins. y m Vacation 1 $ 565 $ 547 $ 1,072 $ 530 Holidays $ 348 $ 473 $ 469 $ 473 Admin Leave $ 70 $ 182 3 Auto 0 a N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 7 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 105 of 209 Yorba Linda Water District - Benefit Detail January 2023 L.- Benefit Package Total $ 3,913 $ 4,390 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 8 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 106 of 209 . .. ... Agency . . .. . .. .. l I [Field [Lead Water [Operations [Distribution Water Production Water Water Foreman/ Supervisor/ Benchmark/ Comparator Agency Match Senior Water Production Operator/ Water N/C Operations Distribution Wastewater System Production and System Operator • • ' Supervisor Production Supervisor Supervisor Treatment Plant Supervisor/ Lead Storage Superintendent] Lead Operator] Plant Operator] Supervisor] Top Step $ 8,897 $ 10,866 $ 10,565 $ 12,120 $ 10,216 $ 11,896 $ 11,419 $ 11,117 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 632 $ 771 $ 750 $ 364 $ 306 $ 845 $ 343 $ 334 EE Cost Sharing $ -356 $ -222 ER Paid Member Contrib L Calc Classic EPMC as Spec Comp 0) Single Highest Year $ 62 $ 74 $ 61 $ 51 $ 83 $ 57 $ 56 Social Security $ 751 $ 689 Deferred Compensation' $ 175 $ 364 $ 145 $ 133 Other Ret. Cafeteria $ 1,600 $ 1,704 Health $ 3,097 $ 1,824 $ 2,367 $ 2,706 $ 1,782 $ 2,248 $ 164 $ 155 $ 130 $ 46 $ 155 Dental $ 56 Vision $ 22 $ 23 $ 19 $ 19 $ 14 Other Ins. Vacation $ 556 $ 836 $ 610 $ 792 $ 589 $ 1,098 $ 615 $ 641 $ 543 $ 528 $ 623 $ 432 $ 480 $ 549 $ 599 M Holidays $ 342 Admin Leave $ 203 $ 257 c Auto Q L.- Benefit Package Total $ 3,913 $ 4,390 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 8 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 106 of 209 Yorba Linda Water District - Benefit Detail January 2023 ,96 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 9 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 107 of 209 .. . .. Agency . . . .. . .. 0 .. 01 r a I Benchmark/ Comparator Agency Match Water Utility N/C . Engineering N/C Construction Inspector II Construction Construction Construction • Inspector II Inspector Inspector Inspector Inspector Inspector II Top Step $ 7,954 $ 8,185 $ 9,011 $ 7,074 $ 9,376 $ 10,346 $ 8,158 Classic 2.7%@55 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 565 $ 581 $ 270 $ 212 $ 666 $ 310 $ 245 w, EE Cost Sharing $ -318 $ -163 a=i ER Paid Member Contrib E Calc Classic EPMC as Spec Comp 0) Single Highest Year $ 56 $ 57 $ 45 $ 35 $ 66 $ 52 $ 41 Social Security $ 559 $ 506 Deferred Compensation' $ 270 $ 145 $ 133 Other Ret. Cafeteria $ 1,600 $ 1,704 Health $ 3,097 $ 2,367 $ 2,706 $ 1,782 $ 2,248 $ 155 $ 130 $ 46 $ 155 3 Dental $ 56 Vision $ 23 $ 19 $ 19 $ 14 Other Ins. VacationZ $ 497 $ 473 $ 589 $ 408 $ 866 $ 557 $ 471 Holidays $ 306 $ 409 $ 464 $ 299 $ 379 $ 497 $ 439 Admin Leave c Auto Q ,96 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 9 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 107 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 10 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 108 of 209 . .. ... Agency . . .. . .. .. Utilities Services Customer Customer Customer Customer Customer Customer Customer Benchmark/ Comparator Agency Match Service Service Service N/C Account Relations Service Service Supervisor ' • Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Top Step $ 8,613 $ 9,370 $ 9,466 $ 13,323 $ 10,431 $ 11,618 $ 10,094 $ 11,117 Classic 2.7%555 2.7%@55 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 612 $ 665 $ 672 $ 400 $ 313 $ 825 $ 303 $ 334 EE Cost Sharing $ -345 $ -222 ER Paid Member Contrib E Calc Classic EPMC as Spec Comp 0 Single Highest Year $ 60 $ 66 $ 67 $ 52 $ 81 $ 50 $ 56 Social Security $ 689 Deferred Compensation $ 175 $ 145 $ 133 Other Ret. Cafeteria $ 1,704 Health $ 3,097 $ 1,824 $ 2,367 $ 2,184 $ 2,706 $ 1,782 $ 2,248 3 Dental $ 56 $ 164 $ 155 $ 106 $ 130 $ 46 $ 155 = Vision $ 22 $ 23 $ 17 $ 19 $ 19 $ 14 Other Ins. w d Vacation' $ 538 $ 721 $ 547 $ 769 $ 602 $ 1,072 $ 544 $ 641 Holidays $ 331 $ 469 $ 473 $ 615 $ 441 $ 469 $ 485 $ 599 Admin Leave $ 66 $ 180 $ 182 $ 257 o Auto Q N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 10 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 108 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 11 of 39 Appendix Ilb YL.WD Benefits 1-19-23.xlsx Page 109 of 209 . .. ..i Agency .. reM li . . .. . .. Utilities Customer Customer Service Customer Customer Service Customer Service Customer Customer Relations Customer mer Service le Benchmark/ Comparator Agency Match Service Service Account Services Representative III Representative II Representative Representative II Representative II Representative II Representative II Technician II sentative II Top Step $ 5,671 $ 6,008 $ 5,514 $ 8,040 $ 6,700 $ 5,725 $ 7,058 $ 6,799 7,105 Classic • 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 403 $ 427 $ 391 $ 241 $ 201 $ 172 $ 501 $ 204 $ 213 EE Cost Sharing $ -227 $ -142 ER Paid Member Contrib Calc Classic EPMC as Spec Comp 0) Single Highest Year $ 40 $ 39 $ 40 $ 34 $ 29 $ 49 $ 34 $ 36 Social Security $ 415 $ 441 Deferred Compensation' $ 100 $ 201 $ 145 $ 133 Other Ret. Cafeteria $ 1,600 $ 1,704 d Health $ 3,097 $ 1,728 $ 2,367 $ 2,184 $ 2,706 $ 1,782 $ 2,248 Dental $ 56 $ 164 $ 155 $ 106 $ 130 $ 46 $ 155 Vision $ 22 $ 23 $ 17 $ 19 $ 19 $ 14 Other Ins. Vacation2 $ 354 $ 462 $ 318 $ 464 $ 438 $ 330 $ 651 $ 366 $ 410 Holidays $ 218 $ 300 $ 276 $ 371 $ 345 $ 242 $ 285 $ 327 $ 383 Admin Leave o Auto Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 11 of 39 Appendix Ilb YL.WD Benefits 1-19-23.xlsx Page 109 of 209 Yorba Linda Water District - Benefit Detail January 2023 Agency -maw, I U77T.17FT �-J� M*1jjjjjQjRjM2 iy� South Coast Walnut Valley .. j. Water District Electrical Electrical/ Electrical/ Instrumentation Benchmark/ Comparator Agency Match N/C N/C Instrumentation & N/C N/C Instrumentation Instrumentation Instrumentation /Electrical Controls Technician System Technician II Technician Technician II Technician Top Step $ 8,597 $ 8,209 $ 9,288 $ 9,373 $ 10,559 Classic 2.7%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 602 $ 246 $ 659 $ 281 $ 317 }, EE Cost Sharing $ -211 ER Paid Member Contrib Calc Classic EPMC as Spec Comp 0 Single Highest Year $ 52 $ 41 $ 65 $ 47 $ 53 Social Security $ 655 Deferred Compensation $ 145 $ 133 Other Ret. Cafeteria $ 1,704 Health $ 2,367 $ 2,706 $ 1,782 $ 2,248 $ 155 $ 130 $ 46 $ 155 Dental Vision $ 23 $ 19 $ 19 $ 14 Other Ins. Vacations $ 473 $ 474 $ 857 $ 505 $ 609 Holidays $ 409 $ 347 $ 375 $ 451 $ 569 Admin Leave 3 Auto 0 a $ 0 $ 4,080 N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 12 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 110 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 13 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 111 of 209 . .. ... Agency . . .. . .. I .. l IM _ Water Engineering Manager of Engineering Construction Engineering Engineering Benchmark/ Comparator Agency Match Engineering N/C District Engineer Engineering Manager Engineering Manager Manager Manager Manager Manager Top Step M - $ 15,467 $ 16,210 $ 17,619 $ 17,125 $ 16,019 $ 19,293 $ 17,146 $ 14,857 Classic 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 1,098 $ 1,151 $ 529 $ 514 $ 481 $ 1,370 $ 514 $ 446 EE Cost Sharing $ -619 $ -297 ER Paid Member Contrib L Calc Classic EPMC as Spec Comp 0) Single Highest Year $ 108 $ 113 $ 88 $ 86 $ 80 $ 135 $ 86 $ 74 Social Security $ 828 $ 828 Deferred Compensation' $ 514 $ 145 $ 133 Other Ret. Cafeteria $ 1,600 $ 1,704 Health $ 3,097 $ 2,367 $ 2,184 $ 2,706 $ 1,782 $ 2,248 $ 155 $ 106 $ 130 $ 46 $ 155 Dental $ 56 c Vision $ 23 $ 17 $ 19 $ 19 $ 14 Other Ins. Vacation2 $ 967 $ 936 $ 1,016 $ 1,120 $ 924 $ 1,781 $ 923 $ 857 Holidays $ 595 $ 811 $ 813 $ 881 $ 678 $ 779 $ 824 $ 800 a� Admin Leave $ 119 $ 468 $ 330 $ 343 o Auto .2 of $ 250 $ 300 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 13 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 111 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match Page 14 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 112 of 209 . .. .. Agency . . . .. . .. .. r Field Facilities Maintenance Facility Facilities Skilled Crafts Benchmark/ Comparator Agency Match Maintenance Worker II - N/C Maintenance N/C N/C N/C Maintenance Worker II Worker II Facilities Worker II Worker Maintenance Top Step $ 5,859 $ 6,632 $ 6,717 $ 6,868 $ 7,105 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 416 $ 471 $ 477 $ 206 1 $ 213 EE Cost Sharing $ -234 $ -142 ER Paid Member Contrib L Calc Classic EPMC as Spec Comp Single Highest Year $ 41 $ 47 $ 34 $ 36 Social Security $ 426 $ 441 Deferred Compensation' $ 100 $ 206 Other Ret. Cafeteria $ 1,600 $ 1,704 m = Health $ 3,097 $ 1,728 $ 2,367 $ 164 $ 155 Dental $ 56 Vision $ 22 $ 23 Other Ins. w Vacation $ 366 $ 510 $ 388 $ 449 $ 410 m Holidays $ 225 $ 332 $ 336 $ 353 $ 383 d Admin Leave c Auto Q N/C - Non Comparator 1 - Mesa Water District: Employee Match Page 14 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 112 of 209 Yorba Linda Water District - Benefit Detail January 2023 . .. ... Agency . . .. . .. .. - . - Field Customer Field Customer Customer Customer Utilities Service Benchmark/ Comparator Agency Match Meter Maintenance Service Rep/ Service Service Field Meter Services Field N/C ' Representative Technician II Worker II - Field Technician Technician II Representative II Technician II Representative II Services Top Step $ 6,190 $ 6,469 $ 6,717 $ 8,040 $ 6,700 $ 6,077 $ 6,528 $ 6,314 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2.7%@55 2%@55 Enhanced Formula Cost $ 439 $ 459 $ 477 $ 241 $ 201 $ 182 $ 463 $ 189 +, EE Cost Sharing $ -248 ER Paid Member Contrib L Calc Classic EPMC as Spec Comp 4) Single Highest Year $ 43 $ 47 $ 40 $ 34 $ 30 $ 46 $ 32 Social Security $ 415 Deferred Compensation' $ 100 $ 201 $ 145 $ 133 Other Ret. Cafeteria $ 1,600 Health $ 3,097 $ 1,728 $ 2,367 $ 2,184 $ 2,706 $ 1,782 $ 2,248 Dental $ 56 $ 164 $ 155 $ 106 $ 130 $ 46 $ 155 = Vision $ 22 $ 23 $ 17 $ 19 $ 19 $ 14 Other Ins. VacationZ $ 387 $ 498 $ 388 $ 464 $ 438 $ 351 $ 603 $ 340 Holidays $ 238 $ 323 $ 336 $ 371 $ 345 $ 257 $ 264 $ 304 Admin Leave o Auto Q Benefit Package Total $ 3,241 $ 4,014 $ 3,294 $ 3,793 $ 3,424 $ 3,234 $ 3,676 $ 3,366 $ 3,414 $ 0 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 15 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 113 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 16 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 114 of 209 . .. ... Agency . . .. . .. .. I [Director of Deputy Finance Benchmark/ Comparator Agency Match Chief Financial N/C Manager of Chief Financial Financial Planning & Controller Director of Director of Director Officer Finance Officer Innovation/ Finance Finance Controller] Top Step : • $ 15,467 $ 18,708 $ 17,619 $ 19,860 $ 16,554 $ 18,024 $ 17,146 $ 18,782 Classic 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 1,098 $ 1,328 $ 529 $ 596 $ 497 $ 1,280 $ 514 $ 563 EE Cost Sharing $ -619 $ -376 ER Paid Member Contrib L Calc Classic EPMC as Spec Comp 4) Single Highest Year $ 108 $ 88 $ 99 $ 83 $ 126 $ 86 $ 94 Social Security $ 828 $ 828 $ 200 $ 596 $ 145 $ 133 Deferred Compensation' Other Ret. Cafeteria $ 1,600 $ 1,704 m = Health $ 3,097 $ 1,824 $ 2,184 $ 2,706 $ 1,782 $ 2,248 $ 164 $ 106 $ 130 $ 46 $ 155 Dental $ 56 Vision $ 22 $ 17 $ 19 $ 19 $ 14 Other Ins. VacationZ $ 967 $ 1,439 $ 1,016 $ 1,299 $ 955 $ 1,664 $ 923 $ 1,084 $ 935 $ 813 $ 1,022 $ 700 $ 728 $ 824 $ 1,011 Holidays '' $ 595 Admin Leave $ 119 $ 432 $ 330 $ 578 c Auto .2 $ 250 $ 300 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 16 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 114 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 17 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 115 of 209 . .. ... Agency . . .. . .. .. r Benchmark/ Comparator Agency Match Utilities General General General General General General General General General Manager Manager/CEO Manager Manager Manager Manager Manager Manager Manager Top Step $ 26,451 $ 25,000 $ 24,750 $ 27,841 $ 30,019 $ 25,833 $ 31,147 $ 22,760 $ 25,267 Classic • 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 1,878 $ 1,775 $ 1,757 $ 835 $ 901 $ 775 $ 2,211 $ 683 $ 758 EE Cost Sharing $ -1,058 $ -505 ER Paid Member Contrib $ 2,000 4) Calc Classic EPMC as Spec Comp 0 Single Highest Year $ 185 $ 173 $ 139 $ 150 $ 129 $ 218 $ 114 $ 126 Social Security $ 828 $ 828 Deferred Compensation' $ 1,667 $ 1,250 $ 901 $ 517 $ 2,083 $ 417 Other Ret. Cafeteria $ 1,600 $ 1,704 Health $ 3,097 $ 1,824 $ 2,367 $ 2,184 $ 2,706 $ 1,782 $ 2,248 $ 164 $ 155 $ 106 $ 130 $ 46 $ 155 3 Dental $ 56 w c Vision $ 22 $ 23 $ 17 $ 19 $ 19 $ 14 Other Ins. Vacation* $ 1,653 $ 2,885 $ 1,904 $ 1,606 $ 3,002 $ 2,236 $ 2,396 $ 1,751 $ 1,458 Holidays $ 1,017 $ 1,250 $ 1,238 $ 1,285 $ 1,544 $ 1,093 $ 1,258 $ 1,094 $ 1,361 Admin Leave $ 203 $ 962 $ 714 $ 438 $ 777 3 ° Auto . 1 0 $ 1,500 $ 900 $ 650 $ 900 $ 300 $ 700 $ 650 a N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 17 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 115 of 209 Yorba Linda Water District - Benefit Detail January 2023 Agency . .. .. . .. . .. .. .. Benchmark/ Comparator Agency Match GIS Technician II N/C GIS Technician II N/C N/C GIS Technician GIS Specialist GIS Specialist N/C Top Step $ 8,102 $ 6,659 $ 6,926 $ 9,113 $ 9,144 Classic 2.7%@55 2.7%@55 2%@55 2.7%@55 2%@55 Enhanced Formula Cost $ 575 $ 473 $ 208 $ 647 $ 274 +, EE Cost Sharing $ -324 a=i ER Paid Member Contrib E Calc Classic EPMC as Spec Comp 40 Single Highest Year $ 57 $ 47 $ 35 $ 64 $ 46 Social Security Deferred Compensation $ 145 $ 133 Other Ret. Cafeteria Health $ 3,097 $ 2,367 $ 2,706 $ 1,782 $ 2,248 CU Dental $ 56 $ 155 $ 130 $ 46 $ 155 Vision $ 23 $ 19 $ 19 $ 14 Other Ins. y m Vacation' $ 506 $ 385 $ 400 $ 841 $ 492 Holidays $ 312 $ 333 $ 293 $ 368 $ 440 Admin Leave $ 62 $ 192 3 0 Q Auto N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 18 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 116 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 19 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 117 of 209 . .. ... Agency . . .. . .. .. l I Human Human Human Human Human Human Resources/Risk Benchmark/ Comparator Agency Match Resources N/C N/C N/C Resources Resources Resources Resources Analyst II Analyst Analyst Analyst Analyst Management Coordinator Top Step $ 9,043 $ 9,704 $ 8,363 $ 9,558 $ 9,373 $ 8,731 Classic • 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 642 $ 291 $ 251 $ 679 $ 281 $ 262 EE Cost Sharing $ -362 $ -175 EER Paid Member Contrib Calc Classic EPMC as Spec Comp Q Single Highest Year $ 63 $ 49 $ 42 $ 67 $ 47 $ 44 Social Security $ 602 $ 541 $ 291 $ 145 $ 133 Deferred Compensation' Other Ret. Cafeteria $ 1,600 $ 1,704 m = Health $ 3,097 $ 2,706 $ 1,782 $ 2,248 $ 130 $ 46 $ 155 3 Dental $ 56 c Vision $ 19 $ 19 $ 14 Other Ins. y m Vacation2 $ 565 $ 634 $ 483 $ 882 $ 505 $ 504 $ 499 $ 354 $ 386 $ 451 $ 470 Holidays $ 348 Admin Leave $ 70 3o Auto — $ 300 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 19 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 117 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 20 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 118 of 209 . .. ... Agency . . .. . .. 0 .. l IM [Director of Deputy Human Director of Human Director of Human Human Administrative Benchmark/ Comparator Agency Match Resources N/C Human N/C Resources Human Resources Resources Services/ Human ' Director Resources Manager Resources Manager Manager Resources/Risk Manager] Top Step $ 15,467 $ 14,681 $ 15,902 $ 18,238 $ 18,024 $ 15,476 $ 16,378 Classic 2.7%@55 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 1,098 $ 1,042 $ 477 $ 547 $ 1,280 $ 464 $ 491 EE Cost Sharing $ -619 $ -328 a=i ER Paid Member Contrib E Calc Classic EPMC as Spec Comp Single Highest Year $ 108 $ 103 $ 80 $ 91 $ 126 $ 77 $ 82 Social Security $ 828 $ 828 $ 477 $ 145 $ 133 Deferred Compensation' Other Ret. Cafeteria $ 1,600 $ 1,704 m = Health $ 3,097 $ 2,367 $ 2,706 $ 1,782 $ 2,248 $ 155 $ 130 $ 46 $ 155 Dental $ 56 Vision $ 23 $ 19 $ 19 $ 14 Other Ins. y m Vacation2 $ 967 $ 848 $ 1,040 $ 1,052 $ 1,664 $ 833 $ 945 Holidays $ 595 $ 734 $ 818 $ 772 $ 728 $ 744 $ 882 a� Admin Leave $ 119 $ 424 $ 298 $ 378 c Auto .2 $ 250 $ 300 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 20 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 118 of 209 Yorba Linda Water District - Benefit Detail January 2023 Benefit Package TotaM N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 21 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 119 of 209 . .. .. Agency . .. .. . .. OR .. �.UM IM RIA R RTF1 M3 DIM UR �11TFT U3 91T3 TM I Business Information Information Information Benchmark/ Comparator Agency Match Information N/C Technology N/C N/C N/C Technology N/C Technology _ Systems Technician II Specialist Technician Technician II Top Step • ' ' ' $ 7,790 $ 6,659 $ 6,161 $ 8,399 Classic • 2.7%@55 2.7%@55 2.7%@55 2%@55 Enhanced Formula Cost $ 553 $ 473 $ 437 $ 252 EE Cost Sharing $ -312 $ -168 EER Paid Member Contrib Calc Classic EPMC as Spec Comp Q Single Highest Year $ 55 $ 47 $ 43 $ 42 Social Security $ 521 $ 145 Deferred Compensation Other Ret. Cafeteria $ 1,704 m = Health $ 3,097 $ 2,367 $ 1,782 $ 155 $ 46 L Dental $ 56 3 c Vision $ 23 $ 19 Other Ins. Vacation' $ 487 $ 385 $ 569 $ 485 $ 333 $ 249 $ 452 Holidays $ 300 Admin Leave $ 192 3o Auto Q Benefit Package TotaM N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 21 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 119 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 22 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 120 of 209 . .. .. Agency . . . .. . ..M�TFIRM&711 .. [Manager of [Water Water Systems [Field Services Operations/ Operations tch Benchmark/ Comparator Agency MaOperations Supervisor/ Maintenance Field Supervisor/ Superintendent Operations Field Distribution Field • Superintendent Operations Superintendent Maintenance Water of Operations Superintendent System Manager Superintendent Manager] Supervisor] Operations Manager] Top Step • : - $ 14,029 $ 11,876 $ 10,981 $ 15,471 $ 15,512 $ 14,173 $ 15,570 $ 14,858 $ 13,505 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 996 $ 843 $ 780 $ 464 $ 465 $ 425 $ 1,105 $ 446 $ 405 EE Cost Sharing $ -561 $ -270 0) ER Paid Member Contrib E Calc Classic EPMC as Spec Comp Single Highest Year $ 98 $ 77 $ 77 $ 78 $ 71 $ 109 $ 74 $ 68 Social Security $ 828 $ 828 $ 225 $ 465 $ 145 $ 133 Deferred Compensation' Other Ret. Cafeteria $ 1,600 $ 1,704 m = Health $ 3,097 $ 1,824 $ 2,367 $ 2,184 $ 2,706 $ 1,782 $ 2,248 $ 164 $ 155 $ 106 $ 130 $ 46 $ 155 Dental $ 56 = Vision $ 22 $ 23 $ 17 $ 19 $ 19 $ 14 Other Ins. Vacation2 • • $ 877 $ 914 $ 634 $ 893 $ 1,014 $ 818 $ 1,437 $ 800 $ 779 $ 594 $ 549 $ 714 $ 798 $ 600 $ 629 $ 714 $ 727 Holidays $ 540 a� Admin Leave $ 108 $ 320 $ 211 $ 286 $ 312 c Auto — $ 250 $ 250 $ 300 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 22 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 120 of 209 Yorba Linda Water District - Benefit Detail January 2023 Agency . .. ... .. . . .. . .. �`,TF1rM1kT1F1I1q M Im rim AIR %NIB"' IFT ME RIM [Field Maintenance [Collection Worker II - System Maintenance Field Service Construction Maintenance Maintenance Operator II/ Utility Service Benchmark/ Comparator Agency Match Operator II Worker II - Utility Mechanic • Pipefitter Worker II Maintenance/ Worker II Distribution Worker III Facilities Collections Systems System Worker II] Operator II] Top Step $ 6,292 $ 6,469 $ 6,717 $ 8,441 $ 8,164 $ 6,939 $ 7,399 $ 7,322 $ 8,399 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 447 $ 459 $ 477 $ 253 $ 245 $ 208 $ 525 $ 220 $ 252 +, EE Cost Sharing $ -252 $ -168 ER Paid Member Contrib Calc Classic EPMC as Spec Comp a) Single Highest Year $ 44 $ 47 $ 42 $ 41 $ 35 $ 52 $ 37 $ 42 Social Security $ 506 $ 521 Deferred Compensation' $ 100 $ 245 $ 145 $ 133 Other Ret. Cafeteria $ 1,600 $ 1,704 Health $ 3,097 $ 1,728 $ 2,367 $ 2,184 $ 2,706 $ 1,782 $ 2,248 Dental $ 56 $ 164 $ 155 $ 106 $ 130 $ 46 $ 155 Vision $ 22 $ 23 $ 17 $ 19 $ 19 $ 14 Other Ins. Vacation $ 393 $ 498 $ 388 $ 487 $ 534 $ 400 $ 683 $ 394 $ 485 Holidays $ 242 $ 323 $ 336 $ 390 $ 420 $ 294 $ 299 $ 352 $ 452 Admin Leave c Auto a Benefit Package Total $ 3,241 $ 4"028 $ 3,294 $ 3,793 $ 3,480 $ 3,591 $ 3,792 $ 3,550 $ 3,552 $ 3,287 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 23 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 121 of 209 Yorba Linda Water District - Benefit Detail January 2023 Pw Benefit Package Total $ 3,289 'W $ 4,010 $ 3,427 $ 0 $ 0 Am N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 24 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 122 of 209 . .. ... Agency Me. .. . .. .. Benchmark/ Comparator Agency Match Vehicle Equipment N/C N/C N/C Mechanic II Fleet Mechanic Fleet Mechanic II N/C Technician II Mechanic III Top Step $ 6,165 $ 7,141 $ 6,961 $ 8,943 $ 7,885 Classic 2.7%@55 2.7%@55 2%@55 2.7%@55 2%@55 Enhanced Formula Cost $ 438 $ 507 $ 209 $ 635 $ 237 EE Cost Sharing $ -247 ER Paid Member Contrib L Calc Classic EPMC as Spec Comp Single Highest Year $ 43 $ 35 $ 63 $ 39 Social Security Deferred Compensation $ 100 $ 145 $ 133 Other Ret. Cafeteria m = Health $ 3,097 $ 1,728 $ 2,706 $ 1,782 $ 2,248 $ 164 $ 130 $ 46 $ 155 Dental $ 56 Vision $ 22 $ 19 $ 19 $ 14 Other Ins. w m Vacation' $ 385 $ 549 $ 402 $ 826 $ 425 Holidays $ 237 $ 357 $ 295 $ 361 $ 379 d —� Admin Leave c Auto Q Pw Benefit Package Total $ 3,289 'W $ 4,010 $ 3,427 $ 0 $ 0 Am N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 24 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 122 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 25 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 123 of 209 . .. ... Agency . . .. . .. .. i TF1 Mill IM RR �Iiyfl Mill! IM TM �11TFT UM IM TM �TFT Mill I [Inventory Control _ Benchmark/ Comparator Agency Match N/C N/C Specialist/ Office Assistant N/C N/C Administrative Administrative Administrative Senior Office Assistant Assistant II Assistant II Assistant] Top Step • • : $ 6,717 $ 6,615 $ 7,612 $ 6,799 $ 7,105 Classic 2.7%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 477 $ 198 $ 540 $ 204 $ 213 EE Cost Sharing $ -142 EER Paid Member Contrib L Calc Classic EPMC as Spec Comp Single Highest Year $ 47 $ 33 $ 53 $ 34 $ 36 Social Security $ 441 $ 145 $ 133 Deferred Compensation Other Ret. Cafeteria $ 1,704 m = Health $ 2,367 $ 2,184 $ 1,782 $ 2,248 $ 155 $ 106 $ 46 $ 155 Dental Vision $ 23 $ 17 $ 19 $ 14 Other Ins. w m Vacation' $ 388 $ 382 $ 703 $ 366 $ 410 $ 336 $ 305 $ 307 $ 327 $ 383 Holidays d Admin Leave c Auto Q N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 25 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 123 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 26 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 124 of 209 . .. .. Agency . .. .. . .. .. r TFI M3 IM RM �Iiyfl M3 IM TM �IITFI M3 IM TM �TFT M3 [Wastewater [Superintendent Water Field Operations Operations Manager of Water of Operations/ Utilities Operations Operations Benchmark/ Comparator Agency Match Operations Manager/ Water Operations - - Manager Operations Director of Manager Superintendent Manager Manager Operations Manager Operations] Manager] Top Step $ 15,467 $ 13,908 $ 14,681 $ 17,619 $ 18,903 $ 16,206 $ 19,293 $ 15,529 $ 13,505 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 1,098 $ 987 $ 1,042 $ 529 $ 567 $ 486 $ 1,370 $ 466 $ 405 EE Cost Sharing $ -619 $ -270 0) ER Paid Member Contrib E Calc Classic EPMC as Spec Comp Single Highest Year $ 108 $ 103 $ 88 $ 9S $ 81 $ 135 $ 78 $ 68 Social Security $ 828 $ 828 $ 225 $ 567 $ 145 $ 133 Deferred Compensation' Other Ret. Cafeteria $ 1,600 $ 1,704 m = Health $ 3,097 $ 1,824 $ 2,367 $ 2,184 $ 2,706 $ 1,782 $ 2,248 $ 164 $ 155 $ 106 $ 130 $ 46 $ 155 Dental $ 56 = Vision $ 22 $ 23 $ 17 $ 19 $ 19 $ 14 Other Ins. Vacation $ 967 $ 1,070 $ 848 $ 1,016 $ 1,236 $ 935 $ 1,781 $ 836 $ 779 Holidays $ 595 $ 695 $ 734 $ 813 $ 972 $ 686 $ 779 $ 747 $ 727 a� Admin Leave $ 119 $ 374 $ 424 1 $ 299 $ 312 c Auto .2 $ 250 $ 250 $ 300 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 26 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 124 of 209 Yorba Linda Water District - Benefit Detail January 2023 Page 27 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 125 of 209 Agency man . . . .. . .. .. [General _ Operations ' Distribution Services Benchmark/ Comparator Agency Match N/C N/C N/C N/C N/C N/C Supervisor/ , Superintendent System Manager Operations Manager] Top Step • : $ 10,469 $ 14,858 $ 11,870 Classic 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 743 $ 446 $ 356 EE Cost Sharing $ -419 $ -237 ER Paid Member Contrib L Calc Classic EPMC as Spec Comp Single Highest Year $ 73 $ 74 $ 59 Social Security $ 736 $ 133 Deferred Compensation Other Ret. Cafeteria $ 1,704 m = Health $ 3,097 $ 2,248 $ 155 Dental $ 56 Vision $ 14 Other Ins. Vacation •' $ 654 $ 800 $ 685 $ 714 $ 639 Holidays $ 403 Admin Leave $ 81 $ 286 $ 274 c Auto Q Page 27 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 125 of 209 Yorba Linda Water District - Benefit Detail January 2023 Agency .. NNE- 7Water Water Water Benchmark/ Com arator A enc Match p g yperator , _ System Production Production N/C Operator II Water Systems Systems Pump Operator II Operator II OperatorN/C Operator II Operator IITop Step 8,474 $ 7,691 $ 7,060 $ 8,164 $ 7,171 $ 7,399 $ 8,399 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 Enhanced Formula Cost $ 602 $ 546 $ 501 $ 245 $ 215 $ 525 $ 252 EE Cost Sharing $ -339 $ -168 ER Paid Member Contrib Calc Classic EPMC as Spec Comp Single Highest Year $ 59 $ 49 $ 41 $ 36 $ 52 $ 42 Social Security $ 506 $ 521 Deferred Compensation' $ 100 $ 245 $ 145 Other Ret. Cafeteria $ 1,600 $ 1,704 Health $ 3,097 $ 1,728 $ 2,367 $ 2,706 $ 1,782 CU Dental $ 56 $ 164 $ 155 $ 130 $ 46 c Vision $ 22 $ 23 $ 19 $ 19 Otherins. y a� VacationZ $ 530 $ 592 $ 408 $ 534 $ 414 $ 683 $ 485 Holidays $ 326 $ 385 $ 353 $ 420 $ 303 $ 299 $ 452 Admin Leave Auto 0 Q 3enefit Package Total $ 3,445 $ 4,331 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 28 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 126 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match Page 29 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 127 of 209 . .. ... Agency . . .. . .. .. PH DIRRIMS me "en ma Im rim �Iiyn M Im TM �,Iyn M Im TM �Tn ma I Principal Civil Benchmark/ Comparator Agency Match N/C Principal Engineer (Capital N/C Principal Principal N/C Principal Civil Engineer • Engineer Projects) Engineer Engineer Engineer Supervisor Top Step $ 12,482 $ 13,374 $ 16,300 $ 14,870 $ 16,192 $ 14,328 Classic • 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2%@55 Enhanced Formula Cost : $ 886 $ 950 $ 489 $ 446 $ 486 $ 430 EE Cost Sharing $ -499 $ -287 ER Paid Member Contrib Calc Classic EPMC as Spec Comp Q Single Highest Year •' $ 87 $ 94 $ 82 $ 74 $ 81 $ 72 Social Security $ 828 $ 828 Deferred Compensation' $ 489 $ 133 Other Ret. Cafeteria $ 1,600 $ 1,704 m = Health $ 3,097 $ 2,367 $ 2,706 $ 2,248 $ 155 $ 130 $ 155 3 Dental $ 56 c Vision $ 23 $ 19 $ 14 Other Ins. y m Vacation : $ 780 $ 772 $ 1,066 $ 858 $ 872 $ 827 $ 669 $ 839 $ 629 $ 778 $ 772 Holidays $ 480 —J Admin Leave $ 96 $ 257 $ 311 $ 331 3o Auto — $ 300 $ 500 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match Page 29 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 127 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 30 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 128 of 209 . .. ... Agency . . .. . .. .. I [Water [Water [Production and Water Production Water Operations Storage Benchmark/ Comparator Agency Match • • Production Supervisor / Production N/C Supervisor / Superintendent Operations Field N/C Supervisor/ • Superintendent Operations Superintendent Water of Operations Superintendent Operations Manager] Operations Manager] Manager] Top Step 0 $ 12,119 $ 12,387 $ 12,119 $ 15,512 $ 14,173 $ 15,570 $ 12,311 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 Enhanced Formula Cost : $ 860 $ 879 $ 860 $ 465 $ 425 $ 1,105 $ 369 EE Cost Sharing $ -485 $ -246 a=i ER Paid Member Contrib E Calc Classic EPMC as Spec Comp Single Highest Year • • $ 85 $ 85 $ 78 $ 71 $ 109 $ 62 Social Security $ 828 $ 763 Deferred Compensation' $ 225 $ 465 $ 145 Other Ret. Cafeteria $ 1,600 $ 1,704 m = Health $ 3,097 $ 1,824 $ 2,367 $ 2,706 $ 1,782 $ 164 $ 155 $ 130 $ 46 Dental $ 56 Vision $ 22 $ 23 $ 19 $ 19 Other Ins. Vacation : $ 757 $ 953 $ 700 $ 1,014 $ 818 $ 1,437 $ 710 $ 619 $ 606 $ 798 $ 600 $ 629 $ 663 Holidays $ 466 a� Admin Leave $ 93 $ 334 $ 233 $ 284 c Auto — $ 250 $ 250 $ 300 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 30 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 128 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 31 of 39 5,030 $ 4,439 $4,558 $ 0 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 129 of 209 . .. .. Agency .• WoultonNiguel - ..... !External IL it A! Public Affairs/ Public Public Comparator Agency Match _ Affairs nservation N/C N/C Public Affairs CommunicationsBenchmark/ Information Information N/C nager Manager Manager Manager Manager Officer Top Step 1 0 $ 12,725 $ 12,293 $ 15,514 $ 13,882 $ 11,618 $ 12,861 Classic 2.7%@55 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 Enhanced Formula Cost $ 903 $ 873 $ 465 $ 416 $ 825 $ 386 EE Cost Sharing $ -509 EER Paid Member Contrib Calc Classic EPMC as Spec Comp 4) Single Highest Year $ 89 $ 78 $ 69 $ 81 $ 64 Social Security $ 828 Deferred Compensation' $ 200 $ 465 $ 145 $ 133 Other Ret. Cafeteria $ 1,600 Health $ 3,097 $ 1,824 $ 2,706 $ 1,782 $ 2,248 Dental $ 56 $ 164 $ 130 $ 46 $ 155 c Vision $ 22 $ 19 $ 19 $ 14 Otherins. N m Vacation $ 795 $ 946 $ 1,014 $ 801 $ 1,072 $ 693 Holidays $ 489 $ 615 $ 798 $ 587 $ 469 $ 618 Admin Leave $ 98 $ 284 $ 247 3 Auto — $ 250 $ 300 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 31 of 39 5,030 $ 4,439 $4,558 $ 0 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 129 of 209 Yorba Linda Water District - Benefit Detail January 2023 Agency . .. ..hip .. . . . .. . .. Marketing & Public Benchmark/ Comparator Agency Match � Communications Public Affairs Community Public Affairs Public Affairs Social Media N/C Information External Affairs • Specialist II Specialist Affairs Specialist Officer Specialist Coordinator Coordinator Specialist Top Step $ 8,203 $ 7,881 $ 7,791 $ 9,774 $ 8,792 $ 11,381 $ 9,144 $ 8,158 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2%@55 2%@55 2%@55 Enhanced Formula Cost $ 582 $ 560 $ 553 $ 293 $ 264 $ 341 $ 274 $ 245 +, EE Cost Sharing $ -328 $ -163 ER Paid Member Contrib Calc Classic EPMC as Spec Comp 0 Single Highest Year $ 57 $ 55 $ 49 $ 44 $ 57 $ 46 $ 41 Social Security $ 545 $ 506 Deferred Compensation" $ 175 $ 264 $ 133 Other Ret. Cafeteria $ 1,600 $ 1,704 Health $ 3,097 $ 1,824 $ 2,367 $ 2,184 $ 2,706 $ 2,248 Dental $ 56 $ 164 $ 155 $ 106 $ 130 $ 155 Vision Psy, $ 22 $ 23 $ 17 $ 19 $ 14 Other Ins. Vacation $ 513 $ 606 $ 450 $ 564 $ 575 $ 657 $ 492 $ 471 Holidays $ 315 $ 394 $ 390 $ 451 $ 452 $ 482 $ 440 $ 439 Admin Leave $ 63 3 Auto ° $ 300 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match Page 32 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 130 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match Page 33 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 131 of 209 . .. ... Agency . . .. . .. .. l I . Records and Records Benchmark/ Comparator Agency Match Information N/C N/C N/C Management N/C N/C N/C N/C ' • Manager Specialist Top Step $ 8,203 $ 9,011 Classic • 2.7%@55 2%@55 Enhanced Formula Cost $ 582 $ 270 EE Cost Sharing $ -328 EER Paid Member Contrib Calc Classic EPMC as Spec Comp Single Highest Year $ 57 $ 45 Social Security $ 559 Deferred Compensation" $ 270 Other Ret. Cafeteria $ 1,600 m Health $ 3,097 $ 56 L Dental Vision Other Ins. W Vacation $ 513 $ 589 $ 315 $ 464 Holidays Q Admin Leave $ 63 c Auto Q N/C - Non Comparator 1 - Mesa Water District: Employee Match Page 33 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 131 of 209 Yorba Linda Water District - Benefit Detail January 2023 Page 34 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 132 of 209 . .. ... Agency . . .. . .. .. I . Departmental Records Records and Benchmark/ Comparator Agency Match Records N/C Management N/C N/C Mapping N/C N/C N/C • ' Coordinator Coordinator Technician Top Step $ 5,271 $ 6,396 $ 6,926 Classic 2.7%@55 2.7%@55 2%@55 Enhanced Formula Cost $ 374 $ 454 $ 208 EE Cost Sharing $ -211 EER Paid Member Contrib Calc Classic EPMC as Spec Comp 4) Single Highest Year $ 37 $ 45 $ 35 Social Security Deferred Compensation Other Ret. Cafeteria a� = Health $ 3,097 $ 2,367 $ 2,706 $ 155 $ 130 L Dental $ 56 3 w c Vision $ 23 $ 19 Other Ins. Vacation $ 329 $ 369 $ 400 $ 320 $ 293 Holidays $ 203 Admin Leave o Auto Q Page 34 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 132 of 209 Yorba Linda Water District - Benefit Detail January 2023 Benefit Package Totalq N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 35 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 133 of 209 . .. ... Agency . . .. . .. .. l I Safety Risk and Safety and Safety and Benchmark/ Comparator Agency Match N/C Safety Officer Resiliency N/C Compliance Safety Officer Health Program N/C Administrator Analyst Coordinator Manager Top Step $ 10,469 $ 10,393 $ 8,923 $ 11,381 $ 12,809 $ 12,606 Classic • 2.7%@55 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 Enhanced Formula Cost $ 743 $ 738 $ 268 $ 341 $ 909 $ 378 EE Cost Sharing $ -419 EER Paid Member Contrib Calc Classic EPMC as Spec Comp Single Highest Year $ 73 $ 73 $ 45 $ 57 $ 90 $ 63 Social Security $ 145 $ 133 Deferred Compensation Other Ret. Cafeteria m = Health $ 3,097 $ 2,367 $ 2,184 $ 2,706 $ 1,782 $ 2,248 $ 155 $ 106 $ 130 $ 46 $ 155 3 Dental $ 56 c Vision $ 23 $ 17 $ 19 $ 19 $ 14 Other Ins. y m Vacation' $ 654 $ 600 $ 515 $ 657 $ 1,182 $ 679 Holidays $ 403 $ 520 $ 412 $ 482 $ 517 $ 606 Admin Leave $ 81 $ 300 $ 242 3o Auto — $ 300 Q Benefit Package Totalq N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 35 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 133 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 36 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 134 of 209 . .. .. Agency . . . .. . .. .. l OFF I Senior. Civil Benchmark/ Comparator Agency Match Senior Engineer Senior Civil N/C Senior Civil Senior Engineer Senior Project Senior Civil Senior Civil • Engineer Engineer Engineer Engineer Engineer Engineer Top Step $ 11,322 $ 13,239 $ 13,374 $ 14,055 $ 13,355 $ 16,532 $ 13,575 $ 12,878 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 804 $ 940 $ 950 $ 422 $ 401 $ 1,174 $ 407 $ 386 EE Cost Sharing $ -453 $ -258 ER Paid Member Contrib L Calc Classic EPMC as Spec Comp 0) Single Highest Year $ 79 $ 94 $ 70 $ 67 $ 116 $ 68 $ 64 Social Security $ 828 $ 798 Deferred Compensation' $ 200 $ 422 $ 145 $ 133 Other Ret. Cafeteria $ 1,600 $ 1,704 Health $ 3,097 $ 1,824 $ 2,367 $ 2,706 $ 1,782 $ 2,248 $ 164 $ 155 $ 130 $ 46 $ 155 Dental $ 56 c Vision $ 22 $ 23 $ 19 $ 19 $ 14 Other Ins. VacationZ $ 708 $ 1,018 $ 772 $ 919 $ 771 $ 1,526 $ 731 $ 743 $ 662 $ 669 $ 723 $ 565 $ 668 $ 653 $ 693 civ Holidays $ 435 a� Admin Leave $ 87 $ 306 $ 257 c Auto — $ 300 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 36 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 134 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 37 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 135 of 209 . .. .. Agency . . . .. . .. .. r District Executive Clerk of the [Assistant City Secretary- Assistant to the Board Secretary/ Secretary to the Board/Executive Executive Benchmark/ Comparator Agency Match Clerk/ Executive District Clerk Administrative N/C Executive Board of = • Assistant] Services General Assistant Directors Services Secretary Supervisor Manager Manager Top Step • : $ 9,043 $ 10,343 $ 9,894 $ 10,980 $ 11,381 $ 12,199 $ 15,476 $ 11,709 Classic 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 642 $ 734 $ 702 $ 329 $ 341 $ 866 $ 464 $ 351 EE Cost Sharing $ -362 $ -234 ER Paid Member Contrib L Calc Classic EPMC as Spec Comp Single Highest Year $ 63 $ 69 $ 55 $ 57 $ 85 $ 77 $ 59 Social Security $ 681 $ 726 $ 225 $ 329 $ 145 $ 133 Deferred Compensation' Other Ret. Cafeteria $ 1,600 $ 1,704 m = Health $ 3,097 $ 1,824 $ 2,367 $ 2,706 $ 1,782 $ 2,248 $ 164 $ 155 $ 130 $ 46 $ 155 Dental $ 56 Vision $ 22 $ 23 $ 19 $ 19 $ 14 Other Ins. VacationZ •' $ 565 $ 796 $ 571 $ 718 $ 657 $ 1,126 $ 833 $ 676 $ 517 $ 495 $ 565 $ 482 $ 493 $ 744 $ 630 Holidays $ 348 Admin Leave $ 70 $ 278 $ 285 $ 298 $ 360 c Auto — $ 250 $ 300 Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 37 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 135 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 38 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 136 of 209 . .. ... Agency . . .. . .. 0 .. r 'lemma IMTM�eenma I [Director of Enterprise Information Information Information Information Information Benchmark/ Comparator Agency Match Information Technology Technology/ N/C N/C N/C Technology Technology Technology Technology Information • Manager Manager Technology Manager Manager Manager Supervisor] Top Step 0 $ 12,725 $ 13,239 $ 13,236 $ 19,293 $ 15,743 $ 14,328 Classic 2.7%@55 2.7%@55 2.7%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost : $ 903 $ 940 $ 940 $ 1,370 $ 472 $ 430 EE Cost Sharing $ -509 $ -287 a=i ER Paid Member Contrib E Calc Classic EPMC as Spec Comp Single Highest Year • • $ 89 $ 93 $ 135 $ 79 $ 72 Social Security $ 828 Deferred Compensation $ 200 $ 145 $ 133 Other Ret. Cafeteria $ 1,704 m = Health $ 3,097 $ 1,824 $ 2,367 $ 1,782 $ 2,248 $ 164 $ 155 $ 46 $ 155 Dental $ 56 Vision $ 22 $ 23 $ 19 $ 14 Other Ins. Vacation' : $ 795 $ 1,018 $ 764 $ 1,781 $ 848 $ 827 $ 662 $ 662 $ 779 $ 757 $ 772 Holidays $ 489 a� Admin Leave $ 98 $ 306 $ 382 $ 331 c Auto Q N/C - Non Comparator 1 - Santa Margarita Water District: General Leave Page 38 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 136 of 209 Yorba Linda Water District - Benefit Detail January 2023 N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 39 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 137 of 209 . .. ... Agency . . .. . .. 0 .. l I [Cross [Cross [Water Sampling Water Quality Connection Technician/ Cross Connection Benchmark/ Comparator Agency Match e Control Water Quality N/C Water Quality Water Quality N/C Cross Connection Controls Specialist II/ Technician Specialist Technician II Technician/ Connection Control Water System Specialist] Technician Water Quality Operator] Specialist] Top Step "' $ 8,474 $ 7,320 $ 10,261 $ 8,164 $ 8,056 $ 10,094 $ 10,089 Classic 2.7%@55 2.7%@55 2%@55 2%@55 2.7%@55 2%@55 2%@55 Enhanced Formula Cost $ 602 $ 520 $ 308 $ 245 $ 572 $ 303 $ 303 EE Cost Sharing $ -339 $ -202 a=i ER Paid Member Contrib E Calc Classic EPMC as Spec Comp Single Highest Year $ 59 $ 51 $ 41 $ 56 $ 50 $ 50 Social Security $ 506 $ 626 $ 100 $ 245 $ 145 $ 133 Deferred Compensation' Other Ret. Cafeteria $ 1,600 $ 1,704 m = Health $ 3,097 $ 1,728 $ 2,184 $ 1,782 $ 2,248 $ 164 $ 106 $ 46 $ 155 Dental $ 56 Vision $ 22 $ 17 $ 19 $ 14 Other Ins. Vacation $ 530 $ 563 $ 592 $ 534 $ 744 $ 544 $ 582 Holidays $ 326 $ 366 $ 474 $ 420 $ 325 $ 485 $ 543 a� Admin Leave c Auto Q N/C - Non Comparator 1 - Mesa Water District: Employee Match 2 - Santa Margarita Water District: General Leave Page 39 of 39 Appendix Ilb YLWD Benefits 1-19-23.xlsx Page 137 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Accountant �Mr -1W Rank omparator Agency -dM& Classification Title Top Step AL Benefits Packa e Total Monthly Comp _dIL Salary Effective DatM Next Salary a Next Percentage Increase 1 Elsinore Valley Municipal Water District Accountant III $ 9,944 $ 4,583 $ 14,528 1/8/2022 unknown unknown 2 Laguna Beach County Water District Accountant $ 10,261 $ 3,732 $ 13,993 7/1/2022 unknown unknown 3 Santa Margarita Water District Accountant $ 9,024 $ 3,892 $ 12,916 8/19/2022 7/1/2023 3.00% 4 Mesa Water District Accountant $ 9,011 $ 3,797 $ 12,808 12/31/2021 unknown unknown 5 South Coast Water District Accountant $ 8,921 $ 3,771 $ 12,692 7/1/2022 unknown unknown 6 Walnut Valley Water District Senior Accountant $ 9,236 $ 3,445 $ 12,681 1/1/2023 unknown unknown 7 City of Anaheim Accountant $ 8,203 $ 4,356 $ 12,559 7/8/2022 unknown unknown 9 East Valley Water District Accountant $ 8,079 $ 3,784 $ 11,863 9/20/2022 unknown unknown 10 Moulton Niguel Water District Accountant $ 7,682 1 $ 3,893 $ 11,575 6/18/2022 unknown unknown N/C - Non Comparator Page 1 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 138 of 209 Average of Comparators $ 8,929 $ 12,846 Yorba Linda Water District Above/Below -4.9% -6.4% Median of Comparators $ 9,011 $ 12,692 Yorba Linda Water District Above/Below -5.8% -5.1% Number of Matches 9 9 N/C - Non Comparator Page 1 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 138 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Accounting Assistant II 1 Laguna Beach County Water District Senior Accounting Technician $ 8,441 $ 3,480 $ 11,921 7/1/2022 unknown unknown 2 South Coast Water District Accounting Technician II $ 6,969 $ 3,504 $ 10,473 7/1/2022 unknown unknown 4 Walnut Valley Water District Accounting Technician II $ 7,105 $ 3,043 $ 10,148 1/1/2023 unknown unknown 5 Elsinore Valley Municipal Water District Accounting Technician II $ 6,396 $ 3,733 $ 10,129 2/19/2022 1/1/2023 2.0%-4.5% 6 City of Anaheim Accounting Technician $ 6,041 $ 3,993 $ 10,034 7/8/2022 6/23/2023 3.00% 7 Moulton Niguel Water District Accounting Assistant II $ 6,074 $ 3,676 $ 9,749 6/18/2022 unknown unknown 8 Mesa Water District Accounting Technician II $ 6,537 $ 3,194 $ 9,731 12/31/2021 unknown unknown 9 East Valley Water District Accounting Technician $ 6,008 $ 3,203 $ 9,211 9/20/2022 unknown unknown 10 Santa Margarita Water District N/C (Average of Comparators $ 6,696 $ 10,175 Yorba Linda Water District Above/Below 4.4% 1.6% Median of Comparators $ 6,467 $ 10,081 Yorba Linda Water District Above/Below 7.7% 2.5% Number of Matches N/C - Non Comparator Page 2 of 39 0 Appendix 1Ic YLW D TC 1-19-23.xlsx Page 139 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Administrative Assistant E=q Rank omparator Agency AWC =%b . .. .. IV Classification Title Top Step IbL Benefits Package .,.CornA.,.Da1j... Total Monthly Salary Effective Next Sala Increase Next Percentage Increase 2 Santa Margarita Water District Administrative Assistant $ 7,612 $ 3,595 $ 11,207 8/19/2022 7/1/2023 3.00% 3 City of Anaheim Administrative Assistant $ 6,907 $ 4,167 $ 11,074 7/8/2022 unknown unknown 4 Moulton Niguel Water District Administrative Assistant II $ 6,883 $ 3,785 $ 10,668 6/18/2022 unknown unknown 5 Mesa Water District Department Assistant $ 7,040 $ 3,317 $ 10,357 12/31/2021 unknown unknown 6 ISouth Coast Water District Administrative Assistant II $ 6,799 $ 3,481 $ 10,280 7/1/2022 unknown unknown 7 Walnut Valley Water District Administrative Assistant II $ 7,105 $ 3,043 $ 10,148 1/1/2023 unknown unknown 8 Elsinore Valley Municipal Water District Administrative Assistant $ 6,396 $ 3,733 $ 10,129 2/19/2022 1/1/2023 2.0%-4.5% 9 East Valley Water District Administrative Assistant $ 6,311 $ 3,263 $ 9,574 9/20/2022 unknown unknown 10 Laguna Beach County Water District N/C Average of Comparators $ 6,882 $10, 30 Yorba Linda Water District Above/Below Median of Comparators $ 6,895 $ 10,318 Yorba Linda Water District Above/Below Number of Matches 8 8 N/C - Non Comparator Page 3 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 140 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Assistant Engineer III 10 Ra:nMkIrComparator Agenc ��ja W Classification Title Top Step Benefits acka e Total Monthly Salary Next Salary Next Effective Percentage 1 Laguna Beach County Water District Engineering Technician $ 9,774 $ 3,665 $ 13,439 7/1/2022 unknown unknown 2 Walnut Valley Water District Civil Engineering Assistant $ 9,647 $ 3,522 $ 13,170 1/1/2023 unknown unknown 4 Elsinore Valley Municipal Water District Engineering Technician $ 6,717 $ 3,793 $ 10,509 2/19/2022 1/1/2023 2.0%-4.5% 5 City of Anaheim N/C 6 East Valley Water District N/C 7 Santa Margarita Water District N/C 8 South Coast Water District N/C 9 Moulton Niguel Water District N/C 10 Mesa Water District N/C Average of Comparators Insuff. Data Insuff. Data % Yorba Linda Water District Above/Below Insuff. Data Insuff. Data Median of Comparators Insuff. Data Insuff. Data % Yorba Linda Water District Above/Below Insuff. Data Insuff. Data Number of Matches 3 3 N/C - Non Comparator Page 4 of 39 Appendix IIc YLWD TC 1-19-23.xlsx Page 141 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Assistant General Manager COBenefits Rank parator Agency OLClassification Title Top Ste Package Total Monthly Comp Salary Effective Date Next Salary Increase Next Percentage 1 Santa Margarita Water District Deputy General Manager $ 27,084 $ 7,697 $ 34,781 8/19/2022 unknown unknown 2 Mesa Water District Assistant General Manager $ 22,470 $ 6,763 $ 29,233 12/31/2021 unknown unknown 3 Walnut Valley Water District Assistant General Manager $ 22,362 $ 6,049 $ 28,411 7/1/2022 unknown unknown 4 Moulton Niguel Water District Assistant General Manager $ 22,013 $ 6,127 $ 28,141 6/18/2022 unknown unknown 5 Laguna Beach County Water District Assistant General Manager $ 21,586 $ 5,305 $ 26,891 7/1/2022 unknown unknown 6 19 Elsinore Valley Municipal Water District Yorba Linda Water Dlstrict�� Assistant General Manager Assistant General Manager $ 19,751 $19,517 $ 6,784 $5,973 $ 26,535 1/8/2022 lFunknownl unknown unknown 8 City of Anaheim Utilities Assistant General Manager $ 18,801 $ 6,452 $ 25,253 7/8/2022 unknown unknown 9 East Valley Water District N/C 10 South Coast Water District N/C Average of Comparators $ 22,010 $ 28,464 % Yorba Linda Water District Above/Below -12.8% -11.7% Median of Comparators $ 22,013 $ 28,141 % Yorba Linda Water District Above/Below -12.8% -10.4% Number of Matches N/C - Non Comparator Page 5 of 39 7 7 Appendix Ilc YLWD TC 1-19-23.xlsx Page 142 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Associate Engineer Rank. .. �. ..Eff Benefits otal CoAL Salary t' IL Da;&�L Next Salary Next Percentage Increase 1 Mesa Water District Associate Engineer II $ 12,120 $ 4,555 $ 16,675 12/31/2021 unknown unknown 2 South Coast Water District Associate Civil Engineer $ 11,705 $ 4,152 $ 15,858 7/1/2022 unknown unknown 3 Elsinore Valley Municipal Water District Associate Engineer $ 10,981 $ 4,796 $ 15,777 1/8/2022 unknown unknown 4 Walnut Valley Water District Civil Engineer $ 11,772 $ 3,923 $ 15,695 1/1/2023 unknown unknown 5 Santa Margarita Water District Project Engineer $ 11,065 $ 4,322 $ 15,387 8/19/2022 unknown unknown 6 City of Anaheim Associate Engineer $ 10,269 $ 4,660 $ 14,929 7/8/2022 unknown unknown 8 East Valley Water District N/C 9 Laguna Beach County Water District N/C 10 Moulton Niguel Water District N/C N/C - Non Comparator Page 6 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 143 of 209 M Average of Comparators Add $ 11,319 $ 15,720 Yorba Linda Water District Above/Below -14.8% -15.4% Median of Comparators $ 11,385 $ 15,736 %Yorba Linda Water District Above/Below -15.5% -15.5% Number of Matches 6 6 N/C - Non Comparator Page 6 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 143 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Budget Analyst F 11 RankA. .. A. iiiiiiiii go 1W L .. Step �j Benefits Total Monthly .... Salary Effect' I D. Next Salary Next Percentage 1 Santa Margarita Water District Financial Analyst $ 11,618 $ 4,439 $ 16,057 8/19/2022 unknown unknown 2 Elsinore Valley Municipal Water District Management Analyst $ 9,466 $ 4,485 $ 13,951 1/8/2022 unknown unknown 3 South Coast Water District Utility Management Analyst $ 9,847 $ 3,898 $ 13,745 7/1/2022 unknown unknown 4 City of Anaheim Budget Analyst II $ 9,043 $ 4,480 $ 13,523 7/8/2022 unknown unknown 6East Valley Water District N/C 7 Laguna Beach County Water District N/C 8 Moulton Niguel Water District N/C 9 Mesa Water District N/C 10 lWalnut Valley Water District N/C N/C - Non Comparator Page 7 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 144 of 209 Average of Comparators $ 9,994 $ 14,319 Yorba Linda Water District Above/Below -6.5% -9.5% Median of Comparators $ 9,657 $ 13,848 Yorba Linda Water District Above/Below -2.9% -5.9% Number of Matches 4 4 N/C - Non Comparator Page 7 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 144 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Chief Water System Operator Comparator Agency L Ak 1 Mesa Water District Classification Title Water Operations Supervisor Top Step AMEL $ 12,120 Benefits Package $ 4,555 Total Monthly $ 16,675 Salary Effective 12/31/2021 Next Salary Increase unknown Next Percentage L In�IIIIIIII unknown 2 Santa Margarita Water District2 [Operations Foreman/ Wastewater Treatment Plant Lead Operator] $ 11,896 $ 4,497 $ 16,393 8/19/2022 7/1/2023 3.00% 3 South Coast Water District3 [Distribution System Supervisor/ Lead Plant Operator] $ 11,419 $ 4,113 $ 15,532 7/1/2022 unknown unknown 4 Elsinore Valley Municipal Water District' [Lead Water Production Operator/ Water Production Superintendent] $ 10,565 $ 4,711 $ 15,275 1/8/2022 unknown unknown 5 East Valley Water District lWater Production Supervisor $ 10,866 $ 4,335 $ 15,201 9/20/2022 unknown unknown 6 lWalnut Valley Water District4 Yo .. Linda Water District M [Field Supervisor/ Production and Storage Supervisor] Chief Water System Operator $ 11,117 $ 4,056 $ 15,173 1/1/2023 unknown unknown 8 Moulton Niguel Water District Water Distribution Supervisor $ 10,216 $ 4,235 $ 14,451 6/18/2022 unknown unknown 9 City of Anaheim Senior Water System Operator $ 8,897 $ 4,390 $ 13,287 7/8/2022 unknown unknown 10 Laguna Beach County Water District N/C Average of Comparators $ 10,887 $ 15,249 %Yorba Linda Water District Above/Below -0.2% -3.2% Median of Comparators $ 10,992 $ 15,238 %Yorba Linda Water District Above/Below -1.1% -3.1% 'Number of Matches 8 8 N/C - Non Comparator 1 - Elsinore Valley Municipal Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. 2 - Santa Margarita Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 3 - South Coast Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 4 - Walnut Valley Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. Page 8 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 145 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Construction Inspector Rank ComparatorA. w .. p Ste Benefits Total ,Monthly Salary Effective Next Salary Next Percentage 1 South Coast Water District Construction Inspector $ 10,346 $ 3,966 $ 14,312 7/1/2022 unknown unknown 2 Santa Margarita Water District Construction Inspector $ 9,376 $ 3,967 $ 13,343 8/19/2022 7/1/2023 3.00% 3 Mesa Water District Construction Inspector $ 9,011 $ 3,797 $ 12,808 12/31/2021 unknown unknown 4 Elsinore Valley Municipal Water District Engineering Inspector $ 8,185 $ 4,065 $ 12,250 2/19/2022 1/1/2023 2.0%-4.5% 5 ICity of Anaheim Water Utility Inspector II $ 7,954 $ 4,259 $ 12,213 7/8/2022 unknown unknown 6 Walnut Valley Water District Construction Inspector II $ 8,158 $ 3,242 $ 11,400 1/1/2023 unknown unknown 8 Moulton Niguel Water District Inspector II $ 7,074 $ 3,811 $ 10,884 6/18/2022 unknown unknown 9 East Valley Water District N/C 10 Laguna Beach County Water District N/C Average of Comparators $ 8,586 $ 12,459 Yorba Linda Water District Above/Below -11.3% -11.6% Median of Comparators $ 8,185 $ 12,250 Yorba Linda Water District Above/Below -6.1% -9.8% Number of Matches N/C - Non Comparator Page 9 of 39 7 7 Appendix Ilc YLWD TC 1-19-23.xlsx Page 146 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Customer Service Billing Administrator jn a MM. .. �. J1111116 J111IIIIIIIIIIIII116 .. Step Benefit s Package Total Monthly Salary Effective 1116 Next Sala ry Increase A. Next Percentage 1 Laguna Beach County Water District Customer Service Supervisor $13,3234,158 4,158 $ 17,481 7/1/2022 unknown unknown 2 Santa Margarita Water District Customer Relations Supervisor $ 11,618 $ 4,439 $ 16,057 8/19/2022 unknown unknown 3 Walnut Valley Water District . .. ..oil,. Customer Service Supervisor $ 11,117 $ 4,056 $ 15,173 1/1/2023 unknown unknown 5 Moulton Niguel Water District Customer Account Supervisor $ 10,431 $ 4,264 $ 14,695 6/18/2022 unknown unknown 6 South Coast Water District Customer Service Supervisor $ 10,094 $ 3,932 $ 14,025 7/1/2022 unknown unknown 7 Elsinore Valley Municipal Water District Customer Service Supervisor $ 9,466 $ 4,485 $ 13,951 1/8/2022 unknown unknown 8 East Valley Water District Customer Service Supervisor $ 9,370 $ 4,219 $ 13,589 9/20/2022 unknown unknown City of Anaheim Utilities Services Supervisor $8,613 $4,417 $13,029 7/8/2022 unknown unknown H19HMesa Water District N/C ,erage of Comparators $ 10,504 $ 14,750 Yorba Linda Water District Above/Below 3.4% 0.2% Median of Comparators $ 10,262 $ 14,360 % Yorba Linda Water District Above/Below 5.6% 2.9% Number of Matches N/C - Non Comparator Page 10 of 39 Appendix Ilc YL.WD TC 1-19-23.xlsx Page 147 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Customer Service Representative II Salary Me- ComparatorBenefits Agency Title :Effikj� Package Total Monthly Effective Next Salary Increase Next Percentage ..JK(Classification Ah=k� Date d& 1111, Increase 1 Laguna Beach County Water District Customer Service Representative II $ 8,040 $ 3,424 $ 11,464 7/1/2022 unknown unknown 2 Santa Margarita Water District Customer Relations Representative II $ 7,058 $ 3,478 $ 10,536 8/19/2022 7/1/2023 3.00% 3 South Coast Water District Customer Services Technician II $ 6,799 $ 3,481 $ 10,280 7/1/2022 unknown unknown 4 Walnut Valley Water District Customer Service Representative II $ 7,105 $ 3,043 $ 10,148 1/1/2023 unknown unknown 5 Mesa Water District Customer Service Representative II $ 6,700 $ 3,234 $ 9,934 12/31/2021 unknown unknown 6 City of Anaheim Utilities Customer Service Representative III $ 5,671 $ 3,942 $ 9,613 7/8/2022 unknown unknown 7 Moulton Niguel Water District Customer Account Representative II $ 5,725 $ 3,629 $ 9,354 6/18/2022 unknown unknown 8 East Valley Water District Customer Service Representative II $ 6,008 $ 3,203 $ 9,211 9/20/2022 unknown unknown 9 Elsinore Valley Municipal Water District Customer Service Representative $ 5,514 $ 3,569 $ 9,083 2/19/2022 1/1/2023 2.0%-4.5% Yorba10 Linda711212022 unknown unknown Average of Comparators Yorba Linda Water District Above/Below Median of Comparators Yorba Linda Water District Above/Below Number of Matches N/C - Non Comparator Page 11 of 39 $ 6,513 $ 9,958 -18.8% -15.8 $ 6,700 $ 9,934 -22.2% -15.5% Appendix Ilc YLWD TC 1-19-23.xlsx Page 148 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Electrical/SCADA Technician 1 Walnut Valley Water District Instrumentation/Electrical System Technician $ 10,559 $ 3,694 $ 14,253 1/1/2023 unknown unknown 2 Santa Margarita Water District Electrical/Instrumentation Technician $ 9,288 $ 3,948 $ 13,236 8/19/2022 7/1/2023 3.00% 3 South Coast Water District Instrumentation Technician $ 9,373 $ 3,833 $ 13,206 7/1/2022 unknown unknown 4 Elsinore Valley Municipal Water District Electrical Instrumentation & Controls Technician II $ 8,597 $ 4,080 $ 12,677 2/19/2022 1/1/2023 2.0%-4.5% 5 Moulton Niguel Water District n Electrical/Instrumentation Technician II jII $ 8,209 $ 3,964 $ 12,173 6/18/2022 unknown unknown 7 City of Anaheim N/C 8 East Valley Water District N/C 9 Laguna Beach County Water District N/C 10 Mesa Water District N/C verage of Comparators 1% Yorba Linda Water District Above/Below $ 9,205 $ 13,109 -25.2% -22.0% Median of Comparators $ 9,288 $ 13,206 % Yorba Linda Water District Above/Below -26.3% -22.9% Number of Matches N/C - Non Comparator Page 12 of 39 5 Appendix Ilc YLWD TC 1-19-23.xlsx Page 149 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Engineering Manager Rank Comparator Agency sification Title Top Step Benefits Package Total nthly jLwb= Salary Effective ze Next Salary Increase Next Percentage1� 1 Santa Margarita Water District Construction Engineering Manager $ 19,293 $ 6,056 $ 25,348 8/19/2022 unknown unknown 2 Mesa Water District District Engineer $ 17,125 $ 5,791 $ 22,916 12/31/2021 unknown unknown 4 Laguna Beach County Water District Manager of Engineering $ 17,619 $ 4,754 $ 22,373 7/1/2022 unknown unknown 5 South Coast Water District Engineering Manager $ 17,146 $ 5,227 $ 22,372 7/1/2022 unknown unknown 6 Elsinore Valley Municipal Water District Engineering Manager $ 16,210 $ 6,024 $ 22,234 1/8/2022 unknown unknown 7 Moulton Niguel Water District Engineering Manager $ 16,019 $ 5,318 $ 21,338 6/18/2022 unknown unknown 8 City of Anaheim Water Engineering Manager $ 15,467 $ 5,422 $ 20,889 7/8/2022 unknown unknown REPEast Walnut Valley Water District Engineering Manager $14,857 $4,754 $19,612 1/1/2023 unknown unknow Valley Water District N/C (Average of Comparators $ 16,717 $ 22,135 Yorba Linda Water District Above/Below 0.9% 1.1% Median of Comparators $ 16,668 $ 22,303 Yorba Linda Water District Above/Below 1.2% 0.4% Number of Matches N/C - Non Comparator Page 13 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 150 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Facilities Maintenance Worker Rank _..lip RompaWatorAgen.. JAI . .. Linda :imt Step Benefits Package 9A Total Monthly Comp i Salary Effective Date Next Salary Increase Next Percentage Increase 2 jElsinore Valley Municipal Water District Field Maintenance Worker II - Facilities Maintenance $ 6,717 $ 3,793 $ 10,509 2/19/2022 1/1/2023 2.0%-4.5% 3 Walnut Valley Water District Facilities Maintenance Worker $ 7,105 $ 3,043 $ 10,148 1/1/2023 unknown unknown 4 Mesa Water District Facility Maintenance Worker II $ 6,868 $ 3,275 $ 10,143 12/31/2021 unknown unknown 5 East Valley Water District Facilities Maintenance Worker II $ 6,632 $ 3,326 $ 9,958 9/20/2022 unknown unknown 6 City of Anaheim Skilled Crafts Worker II $ 5,859 $ 3,968 $ 9,826 7/8/2022 6/23/2023 3.00% 7 Santa Margarita Water District N/C 8 South Coast Water District N/C 9 Laguna Beach County Water District N/C 10 Moulton Niguel Water District N/C verage of Comparators Yorba Linda Water District Above/Below $ 6,636 $ 10,117 9.7% 5.8% Median of Comparators $ 6,717 $ 10,143 Yorba Linda Water District Above/Below 8.6% 5.6% Number of Matches N/C - Non Comparator Page 14 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 151 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Field Customer Service Representative/Meters II Rank Comparator A. .. Step Benefits Total Monthly Salary Effective Date jdMWK Next Salary New Percentage Increase 1 Laguna Beach County Water District Customer Service Rep/Technician II $ 8,040 $ 3,424 $ 11,464 7/1/2022 unknown unknown 2 Elsinore Valley Municipal Water District Field Maintenance Worker II - Field Services $ 6,717 $ 3,793 $ 10,509 2/19/2022 1/1/2023 2.0%-4.5% 3 City of Anaheim Utilities Service Representative $ 6,190 $ 4,014 $ 10,203 7/8/2022 unknown unknown 4 Mesa Water District Field Customer Service Representative II $ 6,700 $ 3,234 $ 9,934 12/31/2021 unknown unknown 5 Santa Margarita Water District Meter Technician $ 6,528 $ 3,366 $ 9,894 8/19/2022 7/1/2023 3.00% 6 East Valley Water District Meter Technician II $ 6,469 $ 3,294 $ 9,763 9/20/2022 unknown unknown 7 Moulton Niguel Water District Customer Service Field Technician II $ 6,077 $ 3,676 $ 9,753 6/18/2022 unknown unknown 8 South Coast Water District Customer Services Field Representative II Field Customer Service Representative/Meters 11 $ 6,314 $6,349 $ 3,414 $ 9,728 9,591 7/1/2022 7/12/2022 unknown unknown unknown unknown 10 lWalnut Valley Water District N/C N/C - Non Comparator Page 15 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 152 of 209 Average of Comparators do $ 6,629 $ 10,156 Yorba Linda Water District Above/Below -4.4% -5.9% Median of Comparators $ 6,498 $ 9,914 Yorba Linda Water District Above/Below -2.3% -3.4% Number of Matches 8 8 N/C - Non Comparator Page 15 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 152 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Finance Manager •. .. .19.. 1 Mesa Water District Chief Financial Officer $ 19,860 $ 6,289 $ 26,149 12/31/2021 unknown7u.nknown2 East Valley Water District Chief Financial Officer $18,708 $6,344 $25,052 9/20/2022 unknown 3 lWalnut Valley Water District Director of Finance $ 18,782 $ 5,486 $ 24,268 7/1/2022 unknown4unknown 4 Santa Margarita Water District Controller $ 18,024 $ 5,789 $ 23,812 8/19/2022 unknownknown 67mou Laguna Beach County Water District Manager of Finance $ 17,619 $ 4,754 $ 22,373 7/1/2022 unknownknown 7outh Coast Water District Director of Finance $ 17,146 $ 5,227 $ 22,372 7/1/2022 unknown unknown 8lton Niguel Water District' [Director of Financial Planning & Innovation/ Controller] $ 16,554 $ 5,390 $ 21,945 6/18/2022 unknown unknown 9 City of Anaheim Deputy Finance Director $ 15,467 $ 5,422 $ 20,889 7/8/2022 unknown unknown 10 Elsinore Valley Municipal Water District N/C Average of Comparators $ 17,770 $ 23,358 % Yorba Linda Water District Above/Below -5.4% -4.3% Median of Comparators $ 17,821 $ 23,093 % Yorba Linda Water District Above/Below -5.7% -3.1% Number of Matches N/C - Non Comparator 8 8 1 - Moulton Niguel Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 16 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 153 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 General Manager .. . .. .: 1 Santa Margarita Water District General Manager $ 31,147 $ 10,713 $ 41,859 8/19/2022 unknown unknown 2 Mesa Water District General Manager $ 30,019 $ 9,825 $ 39,845 12/31/2021 unknown unknown 3 East Valley Water District General Manager/CEO $ 25,000 $ 14,047 $ 39,047 9/20/2022 unknown unknown 4 Elsinore Valley Municipal Water District General Manager $ 24,750 $ 10,481 $ 35,231 10/27/2022 unknown unknown 5 Laguna Beach County Water District General Manager $ 27,841 $ 6,823 $ 34,664 7/1/2022 unknown unknown 6 Moulton Niguel Water District General Manager $ 25,833 $ 7,905 $ 33,737 6/18/2022 unknown unknown 7 City of Anaheim Utilities General Manager $ 26,451 $ 7,033 $ 33,483 7/8/2022 unknown unknown 8 Walnut Valley Water District General Manager $ 25,267 $ 6,506 $ 31,773 1/1/2023 unknown unknown 9 South Coast Water District General Manager $ 22,760 $ 7,562 $ 30,323 7/1/2022unknown unknown i .. ..19 is 1 Hmanknown unknown Average of Comparators $ 26,563 $ 35,551 % Yorba Linda Water District Above/Below -20.3% -23.9% Median of Comparators $ 25,833 $ 34,664 % Yorba Linda Water District Above/Below -17.0% -20.8% (Number of Matches N/C - Non Comparator Page 17 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 154 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 GIS Technician II 1W Rank Comparator A.=TopSte OL j9K �L LB"enefits Total Salary hL � Next Salary Next 1 ISanta Margarita Water District GIS Specialist $ 9,113 $ 3,911 $ 13,024 8/19/2022 7/1/2023 3.00% 2 South Coast Water District GIS Specialist $ 9,144 $ 3,802 $ 12,946 7/1/2022 unknown unknown 3 City of Anaheim --TMMMV GIS Technician II $ 8,102 11 $ 4,342 $ 12,443 7/8/2022 unknown unknown 5 Moulton Niguel Water District GIS Technician $ 6,926 $ 3,791 $ 10,717 6/18/2022 unknown unknown 6 Elsinore Valley Municipal Water District GIS Technician II $ 6,659 $ 3,974 $ 10,634 1/8/2022 unknown unknown 7 East Valley Water District N/C 8 Laguna Beach County Water District N/C 9 Mesa Water District N/C 10 Walnut Valley Water District N/C Average of Comparators $ 7,989 $ 11,953 % Yorba Linda Water District Above/Below 6.1% 1.0% Median of Comparators $ 8,102 $ 12,443 % Yorba Linda Water District Above/Below 4.8% -3.1% Number of Matches N/C - Non Comparator Page 18 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 155 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Human Resources Analyst ... •. _AOL r .. Benefits Total Co"IbkL Salary ff Dam Next Salary Next J 1 Mesa Water District Human Resources Analyst $ 9,704 $ 3,966 $ 13,670 12/31/2021 unknown unknown 2 Santa Margarita Water District Human Resources Analyst $ 9,558 $ 4,005 $ 13,563 8/19/2022 unknown unknown 3 City of Anaheim Human Resources Analyst II $ 9,043 $ 4,480 $ 13,523 7/8/2022 unknown unknown 4 South Coast Water District Human Resources Analyst $ 9,373 $ 3,833 $ 13,206 7/1/2022 unknown unknown r-Almil-.111111111111 simui 6 Moulton Niguel Water District Human Resources Analyst $ 8,363 $ 4,285 $ 12,648 6/18/2022 unknown unknown 7 Walnut Valley Water District Human Resources/Risk Management Coordinator $ 8,731 $ 3,350 $ 12,081 1/1/2023 unknown unknown 8 East Valley Water District N/C 9 Elsinore Valley Municipal Water District N/C 10 1 Laguna Beach County Water District N/C W�- Average of Comparators $ 9,129 $ 13,115 Yorba Linda Water District Above/Below 2.8% -0.3% Median of Comparators $ 9,208 $ 13,365 %Yorba Linda Water District Above/Below 1.9% -2.2% Number of Matches 6 6 N/C - Non Comparator Page 19 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 156 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Human Resources and Risk Manager Ran omparator Agency :In a lassification Title 71EMM Top Step I Benefits Package Total Monthly Salary Effective Next Salary Increase L Next Percentage Insigaw 1 IMoulton Niguel Water District I Director of Human Resources 1 $ 18,238 1 $ 5,618 1 $ 23,856 1 6/18/2022 1 unknown unknown 2 Santa Margarita Water District Linda16,86jjo$ Human Resources Manager $ 18,024 $ 5,789 5,528 $ 23,812 $22,391 8/19/2022 7/12/2022j�� unknown unknown unknown 4 Mesa Water District Human Resources Manager $ 15,902 $ 5,569 $ 21,471 12/31/2021 unknown unknown 5 Walnut Valley Water District' [Director of Administrative Services/ Human Resources/Risk Manager] $ 16,378 $ 4,982 $ 21,360 1/1/2023 unknown unknown 6 City of Anaheim Deputy Human Resources Director $ 15,467 $ 5,422 $ 20,889 7/8/2022 unknown unknown 7 South Coast Water District Human Resources Manager $ 15,476 $ 4,966 $ 20,442 7/1/2022 unknown unknown 8 jElsinore Valley Municipal Water District Director of Human Resources $ 14,681 $ 5,696 $ 20,377 1/8/2022 1 unknown unknown 9 jEast Valley Water District N/C 10 Laguna Beach County Water District N/C N/C - Non Comparator 1 - Walnut Valley Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 20 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 157 of 209 Average of Comparators $ 16,310 $ 21,744 Yorba Linda Water District Above/Below 3.3% 2.9% Median of Comparators $ 15,902 $ 21,360 Yorba Linda Water District Above/Below 5.7% 4.6% Number of Matches 7 7 N/C - Non Comparator 1 - Walnut Valley Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 20 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 157 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Information Systems Technician I 1 City of Anaheim Business Information Systems Technician II $ 7,790 $ 4,236 $ 12,026 7/8/2022 6/23/2023 3.00% 2 Walnut Valley Water District Information Technology Technician $ 8,399 $ 3,287 $ 11,686 1/1/2023 unknown unknown 3 Elsinore Valley Municipal Water District Information Technology Technician II $ 6,659 $ 3,974 $ 10,634 1/8/2022 unknown unknown 11111 li�lill�ilillill�illill . . • MITIRNMI. . . . 5 Santa Margarita Water District Information Technology Specialist $ 6,161 $ 3,289 $ 9,451 8/19/2022 unknown unknown 6 East Valley Water District N/C 7 South Coast Water District N/C 8 Laguna Beach County Water District N/C 9 Moulton Niguel Water District N/C 10 Mesa Water District N/C Average of Comparators Yorba Linda Water District Above/Below $ 7,252 $ 10,949 -3.6% -5.9 Median of Comparators $ 7,225 $ 11,160 Yorba Linda Water District Above/Below -3.2% -8.0% Number of Matches N/C - Non Comparator Page 21 of 39 0 Appendix Ilc YLWD TC 1-19-23.xlsx Page 158 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Maintenance Superintendent FP ency M ficationlTiLtle Step Benefits Package Total Monthly Comp Salary Effective Date Next Salary Increase Next Percentage Increase 1 Mesa Water District3 [Water Operations Supervisor/ Water Operations Manager] $ 15,512 $ 5,498 $ 21,010 12/31/2021 unknown unknown 2 Santa Margarita Water District Operations Field Superintendent $ 15,570 $ 5,271 $ 20,841 8/19/2022 unknown unknown 3 Laguna Beach County Water Districtz [Manager of Operations/ Field Maintenance Supervisor] $ 15,471 $ 4,456 $ 19,927 7/1/2022 unknown unknown 4 South Coast Water District Distribution System Manager $ 14,858 $ 4,870 $ 19,727 7/1/2022 unknown unknown 5 Moulton Niguel Water District Superintendent of Operations $ 14,173 $ 5,069 $ 19,243 6/18/2022 unknown unknown 6 City of Anaheim Water Systems Operations Superintendent $ 14,029 $ 5,211 $ 19,240 7/8/2022 unknown unknown 7 Walnut Valley Water District Field Superintendent $ 13,505 $ 4,552 $ 18,057 1/1/2023 unknown unknown 8 East Valley Water District' Yorba Linda Water District [Field Services Supervisor/ Operations Manager] Maintenance Superintendent $ 11,876 $11,984 $ 5,155 $4,079 $ 17,031 $16,063i 9/20/2022 unknown unknown 10 Elsinore Valley Municipal Water District Maintenance Superintendent $ 10,981 $ 4,796 $ 15,777 1 1/8/2022 1 unknown unknown Average of Comparators % Yorba Linda Water District Above/Below $ 13,997 $ 18,984 -16.8% -18.2% Median of Comparators $ 14,173 $ 19,243 % Yorba Linda Water District Above/Below -18.3% -19.8% 'Number of Matches N/C - Non Comparator 9 9 1 - East Valley Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. 2 - Laguna Beach County Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. 3 - Mesa Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 22 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 159 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Maintenance Worker II r a 7nk IrComparator Agency Classification Titl Top Step Benefits Package Total Monthly Comp Salary Effective Date Next Salary Increase Next Percentage Increase 1 Laguna Beach County Water District Maintenance Worker II $ 8,441 $ 3,480 $ 11,921 7/1/2022 unknown unknown 2 Mesa Water District Operator II $ 8,164 $ 3,591 $ 11,755 12/31/2021 unknown unknown 3 Walnut Valley Water District Utility Service Worker III $ 8,399 $ 3,287 $ 11,686 1/1/2023 unknown unknown 4 Santa Margarita Water District Utility Mechanic $ 7,399 $ 3,550 $ 10,949 8/19/2022 7/1/2023 3.00% 5 South Coast Water District2 [Collection System Operator II/ Distribution System Operator II] $ 7,322 $ 3,552 $ 10,874 7/1/2022 unknown unknown 6 Moulton Niguel Water District Maintenance Worker II - Facilities $ 6,939 $ 3,792 $ 10,731 6/18/2022 unknown unknown 7 Elsinore Valley Municipal Water District' [Field Maintenance Worker II - Construction Maintenance/ Collections Systems Worker II] $ 6,717 $ 3,793 $ 10,509 2/19/2022 1/1/2023 2.0%-4.5% 8 City of Anaheim Maintenance Pipefitter $ 6,292 $ 4,028 $ 10,320 7/8/2022 unknown unknown 9 i East Valley Water District Yorba Linda71jjUQ&". Field Service Worker II $ 6,469 $ 3,294 $ 9,763 9/20/2022 1 unknown unknown unknown unknown Average of Comparators Yorba Linda Water District Above/Below Median of Comparators Yorba Linda Water District Above/Below Number of Matches N/C - Non Comparator $ 7,349 $ 10,945 -15.7% -14.1% $ 7,322 $ 10,874 -15.3% -13.4% 9 9 1 - Elsinore Valley Municipal Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. 2 - South Coast Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. Page 23 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 160 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Mechanic II Rank Comparator A. "OX .. St LBenefits P Total nt Salary Effective �. Next Salary Next Percentage 1 Santa Margarita Water District Fleet Mechanic $ 8,943 $ 3,875 $ 12,819 8/19/2022 7/1/2023 3.00% 2 South Coast Water District Fleet Mechanic II $ 7,885 $ 3,629 $ 11,514 7/1/2022 unknown unknown 3 Moulton Niguel Water District Mechanic II $ 6,961 $ 3,795 $ 10,756 6/18/2022 unknown unknown 4 East Valley Water District Equipment Mechanic III $ 7,141 $ 3,427 $ 10,568 9/20/2022 unknown unknown 5 City of Anaheim Vehicle Technician II $ 6,165 $ 4,010 1 $ 10,176 7/8/2022 6/23/2023 3.00% . .. .. 6 7 Elsinore Valley Municipal Water District N/C 8 Laguna Beach County Water District N/C 9 Mesa Water District N/C 10 Walnut Valley Water District N/C (Average of Comparators $ 7,419 $ 11,167 Yorba Linda Water District Above/Below -11.3% -12.2% Median of Comparators $ 7,141 $ 10,756 Yorba Linda Water District Above/Below -7.1% -8.0% Number of Matches N/C - Non Comparator Page 24 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 161 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Operations Assistant Rank Co .. gK 7W r .. Step "Benefits fits c Total "h'i onthl t Salary Effective Mate A Next Salary Next Percentage 1 Santa Margarita Water District Administrative Assistant $ 7,612 $ 3,595 $ 11,207 8/19/2022 7/1/2023 3.00% 2 Elsinore Valley Municipal Water District' [Inventory Control Specialist/ Senior Office Assistant] $ 6,717 $ 3,793 $ 10,509 2/19/2022 1/1/2023 2.0%-4.5% 3 South Coast Water District Administrative Assistant II $ 6,799 $ 3,481 $ 10,280 7/1/2022 unknown unknown 4 Walnut Valley Water District Yorba Linda Water District do Administrative Assistant II O.7/12/2022 $ 7,105 $ 3,043 $ 10,148 1/1/2023 unknown unknown unknown unknown 6 Laguna Beach County Water District Office Assistant $ 6,615 $ 3,226 $ 9,841 7/1/2022 unknown unknown 7 City of Anaheim N/C 8 East Valley Water District N/C 9 Moulton Niguel Water District N/C 10 Mesa Water District N/C Average of Comparators Yorba Linda Water District Above/Below $ 6,970 $ 10,397 -4.5% -4.4% Median of Comparators $ 6,799 $ 10,280 Yorba Linda Water District Above/Below -2.0% -3.2% Number of Matches N/C - Non Comparator 5 5 1 - Elsinore Valley Municipal Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. Page 25 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 162 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Operations Manager Irn"k .. .. Benefits Package .,. Date A Next xt jNe 1 Isanta Margarita Water District I Utilities Manager $ 19,293 $ 6,056 $ 25,348 8/19/2022 unknown unknown 2 3 Mesa Water District Yorba Linda Water District lWater Operations Manager Operations Manager $ 18,903 $16,864 $ 6,115 $5,528 $ 25,018 $22,391 12/31/2021 7/12/2022 unknown unknown I unknown unknown 4 Laguna Beach County Water District Manager of Operations $ 17,619 $ 4,754 $ 22,373 7/1/2022 unknown unknown 5 Moulton Niguel Water District2 [Superintendent of Operations/ Director of Operations] $ 16,206 $ 5,343 $ 21,549 6/18/2022 unknown unknown 6 City of Anaheim Water Field Operations Manager $ 15,467 $ 5,422 $ 20,889 7/8/2022 unknown unknown 7 South Coast Water District Operations Superintendent $ 15,529 $ 4,975 $ 20,504 7/1/2022 unknown unknown 8 Elsinore Valley Municipal Water District' [Wastewater Operations Manager/ Water Operations Manager] $ 14,681 $ 5,696 $ 20,377 1/8/2022 unknown unknown 9 East Valley Water District Operations Manager $ 13,908 $ 5,612 $ 19,520 9/20/2022 unknown unknown 10 lWalnut Valley Water District Operations Manager $ 13,505 $ 4,552 $ 18,057 1/1/2023 unknown unknown Average of Comparators Yorba Linda Water District Above/Below IF r .. $ 16,123 $ 21,515 4.4% 3.9 Median of Comparators $ 15,529 $ 20,889 Yorba Linda Water District Above/Below 7.9% 6.7% Number of Matches N/C - Non Comparator 1 - Elsinore Valley Municipal Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. 2 - Moulton Niguel Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 26 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 163 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Operations Superintendent .. hL .. V. Or# rM 1 South Coast Water District Distribution System Manager $ 14,858 $ 4,870 $ 19,727 7/1/2022 unknown unknown 2 Walnut Valley Water District' [General Services Supervisor/ Operations Manager] $ 11,870 $ 4,215 $ 16,085 1/1/2023 unknown unknown 4 City of Anaheim Operations Superintendent $ 10,469 $ 4,689 $ 15,158 7/8/2022 unknown unknown 5 East Valley Water District N/C 6 Santa Margarita Water District N/C 7 Elsinore Valley Municipal Water District N/C 8 Laguna Beach County Water District N/C 9 Moulton Niguel Water District N/C 10 Mesa Water District N/C Average of Comparators Yorba Linda Water District Above/Below Median of Comparators Yorba Linda Water District Above/Below Number of Matches N/C - Non Comparator Insuff. Data Insuff. Data Insuff. Data Insuff. Data 3 Insuff. Data Insuff. Data Insuff. Data Insuff. Data 3 1 - Walnut Valley Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 27 of 39 Appendix IIc YLWD TC 1-19-23.xlsx Page 164 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Plant Operator II Rank .. A. —Co 1W .. Benefits Package Total Comp Salary Date Next Increase Next .- Increase 1 City of Anaheim Water System Operator $ 8,474 $ 4,331 $ 12,805 7/8/2022 unknown unknown 2 Mesa Water District Operator II $ 8,164 $ 3,591 $ 11,755 12/31/2021 unknown unknown 3 Walnut Valley Water District Pump Operator II $ 8,399 $ 3,287 $ 11,686 1/1/2023 unknown unknown 4 East Valley Water District Water Production Operator II $ 7,691 $ 3,536 $ 11,227 9/20/2022 unknown unknown 6 Moulton Niguel Water District Water Systems Operator II $ 7,171 $ 3,824 $ 10,995 6/18/2022 unknown unknown 7 Santa Margarita Water District Systems Operator $ 7,399 7$7,060 $ 3,550 $ 10,949 8/19/2022 7/1/2023 3.00% 8 Elsinore Valley Municipal Water District Water Production Operator II $ 3,856 $ 10,916 2/19/2022 1/1/2023 2.0%-4.5% 9 South Coast Water District N/C 10 Laguna Beach County Water District N/C N/C - Non Comparator Page 28 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 165 of 209 Average of Comparators $ 7,765 $ 11,476 Yorba Linda Water District Above/Below -0.6% -2.8% Median of Comparators $ 7,691 $ 11,227 % Yorba Linda Water District Above/Below 0.3% -0.6% Number of Matches 7 7 N/C - Non Comparator Page 28 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 165 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Principal Engineer EEEE=q Rank .. A. bL dwm ��rr ..LPercentage Benefits Packag Total Comp■ Salary Next Next 1 South Coast Water District Principal Engineer $ 16,192 $ 5,578 $ 21,769 7/1/2022 unknown unknown 2 Mesa Water District Principal Engineer $ 16,300 $ 5,391 $ 21,691 12/31/2021 unknown unknown 3 Moulton Niguel Water District Principal Engineer $ 14,870 $ 5,163 $ 20,033 6/18/2022 unknown unknown 4 Walnut Valley Water District Civil Engineer Supervisor $ 14,328 $ 4,675 $ 19,003 1/1/2023 unknown unknown 5 ElsinoIIIre Valley Municipal Water District Principal Engineer (Capital Projects) $ 13,374 $ 5,287 $ 18,661 1/8/2022 unknown unknown . .. ..Imam 7 City of Anaheim Principal Civil Engineer $ 12,482 $ 4,984 $ 17,466 7/8/2022 unknown unknown 8 East Valley Water District N/C 9 Santa Margarita Water District N/C 10 Laguna Beach County Water District N/C Average of Comparators % Yorba Linda Water District Above/Below $ 14,591 $ 19,771 -5.2% -8.5% Median of Comparators $ 14,599 $ 19,518 %Yorba Linda Water District Above/Below -5.3% -7.1% Number of Matches N/C - Non Comparator Page 29 of 39 0 Appendix Ilc YLWD TC 1-19-23.xlsx Page 166 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Production Superintendent .. F1 IT, 1 Mesa Water District [Water Operations Supervisor / Water Operations Manager] $ 15,512 $ 5,498 $ 21,010 12/31/2021 unknown unknown 2 Santa Margarita Water District Operations Field Superintendent $ 15,570 $ 5,271 $ 20,841 8/19/2022 unknown unknown 3 Moulton Niguel Water District Superintendent of Operations $ 14,173 $ 5,069 $ 19,243 6/18/2022 unknown unknown 4 East Valley Water District [Water Production Supervisor/ Operations Manager] $ 12,387 $ 5,270 $ 17,657 9/20/2022 unknown unknown 5 Elsinore Valley Municipal Water District Water Production Superintendent $ 12,119 $ 5,029 $ 17,149 1/8/2022 unknown unknown 6 ICity of Anaheim Water Production Superintendent $ 12,119 $ 4,931 $ 17,050 7/8/2022 unknown unknown 8Walnut Valley Water District' [Production and Storage Supervisor/ Operations Manager] $ 12,311 $ 4,309 $ 16,620 1/1/2023 unknown unknown 9 South Coast Water District N/C 10 Laguna Beach County Water District N/C verage of Comparators 1% Yorba Linda Water District Above/Below $ 13,456 $ 18,510 -7.0% -9.3 Median of Comparators $ 12,387 $ 17,657 Yorba Linda Water District Above/Below 1.5% -4.2% Number of Matches N/C - Non Comparator 7 1 - Walnut Valley Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 30 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 167 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Public Affairs Manager ....... lip .. ON maw 10 1 Mesa Water District Public Affairs Manager $ 15,514 $ 5,499 $ 21,013 12/31/2021 unknown unknown 2 Moulton Niguel Water District Communications Manager $ 13,882 $ 5,030 $ 18,912 6/18/2022 unknown unknown 3 City of Anaheim External Affairs Manager $ 12,725 $ 5,020 $ 17,745 7/8/2022 unknown unknown 4 South Coast Water District Public Information Officer $ 12,861 $ 4,558 $ 17,419 7/1/2022 unknown unknown 5 East Valley Water District Public Affairs/Conservation Manager $ 12,293 $ 4,926 $ 17,219 9/20/2022 unknown unknown 6 ISanta Margarita Water District Public Information Manager $ 11,618 $ 4,439 $ 16,057 8/19/2022 unknown unknown 8 Elsinore Valley Municipal Water District N/C 9 Laguna Beach County Water District N/C 10 Walnut Valley Water District N/C Average of Comparators Yorba Linda Water District Above/Below Median of Comparators Yorba Linda Water District Above/Below Number of Matches N/C - Non Comparator Page 31 of 39 $ 13,149 $ 18,061 -27.0% -22.2% $ 12,793 $ 17,582 -23.6% -18.9% 11 Appendix Ilc YLWD TC 1-19-23.xlsx Page 168 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Public Affairs Specialist 00, W. 'lassification Titl lllllll�� no 1 Moulton Niguel Water District Marketing & Social Media Coordinator $ 11,381 $ 4,692 $ 16,073 6/18/2022 unknown unknown 2 Laguna Beach County Water District Public Affairs Officer $ 9,774 $ 3,665 $ 13,439 7/1/2022 unknown unknown 3 South Coast Water District Public Information Specialist $ 9,144 $ 3,802 $ 12,946 7/1/2022 unknown unknown 4 City of Anaheim Communications Specialist II $ 8,203 $ 4,356 $ 12,559 7/8/2022 unknown unknown 5 Mesa Water District Public Affairs Specialist $ 8,792 $ 3,744 $ 12,536 12/31/2021 unknown unknown 6 Elsinore Valley Municipal Water District lCommunity Affairs Specialist $ 7,791 $ 3,992 $ 11,784 2/19/2022 1/1/2023 2.0%-4.5% 7 East Valley Water District Public Affairs Specialist $ 7,881 $ 3,744 $ 11,625 9/20/2022 unknown unknown 8 Walnut Valley Water District External Affairs Coordinator $ 8,158 $ 3,242 $ 11,400 1/1/2023 unknown unknown 10 Santa Margarita Water District N/C ,erage of Comparators Yorba Linda Water District Above/Below Median of Comparators Yorba Linda Water District Above/Below Number of Matches N/C - Non Comparator Page 32 of 39 $ 8,891 $ 12,795 -33.3% -28.5 $ 8,497 $ 12,547 -27.4% -26.0% 8 8 Appendix Ilc YLWD TC 1-19-23.xlsx Page 169 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Records Management Administrator IWO mparator Agency 1;7 1W Benefits Total Salary Next Salary Next Classification Title Top Step Package Monthly Effective Increase Percentage Comp M6 Date Increase Yorba Linda Water District JR.Records -.a- Management Administrator] $10,870 $3,913 $14,783 IL7/12/2022-.,.. unknown unknown 2 Mesa Water District Records Management Specialist $ 9,011 $ 3,797 $ 12,808 12/31/2021 unknown unknown 3 City of Anaheim Records and Information Manager $ 8,203 $ 4,356 $ 12,559 7/8/2022 unknown unknown 4 East Valley Water District N/C 5 Santa Margarita Water District N/C 6 South Coast Water District N/C 7 Elsinore Valley Municipal Water District N/C 8 Laguna Beach County Water District N/C 9 Moulton Niguel Water District N/C 10 lWalnut Valley Water District N/C Average of Comparators Yorba Linda Water District Above/Below Median of Comparators Yorba Linda Water District Above/Below Number of Matches N/C - Non Comparator Page 33 of 39 Insuff. Data Insuff. Data Insuff. Data Insuff. Data Insuff. Data Insuff. Data Insuff. Data Insuff. Data 2 2 Appendix Ilc YLWD TC 1-19-23.xlsx Page 170 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Records Management Specialist 1 Moulton Niguel Water District Records and Mapping Technician $ 6,926 $ 3,791 $ 10,717 6/18/2022 unknown unknown 2 Elsinore Valley Municipal Water District Records Management Coordinator $ 6,396 $ 3,733 $ 10,129 2/19/2022 1/1/2023 2.0%-4.5% 4 City of Anaheim Departmental Records Coordinator $ 5,271 $ 3,886 $ 9,157 7/8/2022 6/23/2023 3.00% 5 East Valley Water District N/C 6 Santa Margarita Water District N/C 7 South Coast Water District N/C 8 Laguna Beach County Water District N/C 9 Mesa Water District N/C 10 Walnut Valley Water District N/C Average of Comparators Insuff. Data Insuff. Data % Yorba Linda Water District Above/Below Insuff. Data Insuff. Data Median of Comparators Insuff. Data Insuff. Data % Yorba Linda Water District Above/Below Insuff. Data Insuff. Data Number of Matches 3 3 N/C - Non Comparator Page 34 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 171 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Safety and Training Analyst somomm .. A. 111L m a wr .. Benefits Packag A Total Salary Next Next .. 1 Santa Margarita Water District Safety Officer $ 12,809 $ 4,690 $ 17,499 8/19/2022 unknown unknown 2 South Coast Water District Safety and Health Program Manager $ 12,606 $ 4,518 $ 17,123 7/1/2022 unknown unknown 3 Moulton Niguel Water District Safety and Compliance Coordinator $ 11,381 $ 4,692 $ 16,073 6/18/2022 unknown unknown 4 Elsinore Valley Municipal Water District Safety Officer $ 10,393 $ 4,775 $ 15,169 1/8/2022 unknown unknown 5 City of Anaheim Safety Administrator $ 10,469 $ 4,689 $ 15,158 7/8/2022 unknown unknown . .. ..Imam409591 7 Laguna Beach County Water District Risk and Resiliency Analyst $ 8,923 $ 3,547 $ 12,470 7/1/2022 unknown unknown 8 East Valley Water District N/C 9 Mesa Water District N/C 10 Walnut Valley Water District N/C Average of Comparators % Yorba Linda Water District Above/Below $ 11,097 $ 15,582 -12.6% -14.4% Median of Comparators $ 10,925 $ 15,621 % Yorba Linda Water District Above/Below -10.8% -14.7% Number of Matches N/C - Non Comparator Page 35 of 39 0 Appendix Ilc YLWD TC 1-19-23.xlsx Page 172 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Senior Engineer Rank. .. A. IL .. St Benefits Package Total Monthly Comp Salary Effective DatmWOK Next Salary Next Percentage Increase 1 Santa Margarita Water District Senior Project Engineer $ 16,532 $ 5,474 $ 22,006 8/19/2022 unknown unknown 2 Mesa Water District Senior Civil Engineer $ 14,055 $ 4,983 $ 19,038 12/31/2021 unknown unknown 3 Elsinore Valley Municipal Water District Senior Civil Engineer $ 13,374 $ 5,287 $ 18,661 1/8/2022 unknown unknown 4 East Valley Water District Senior Engineer $ 13,239 $ 5,135 $ 18,374 9/20/2022 unknown unknown 5 IMoulton Niguel Water District Senior Engineer $ 13,355 $ 4,959 $ 18,314 6/18/2022 unknown unknown 6 South Coast Water District Senior Civil Engineer $ 13,575 $ 4,408 $ 17,983 7/1/2022 unknown unknown 7 Walnut Valley Water District Senior Civil Engineer $ 12,878 $ 4,132 $ 17,010 1/1/2023 unknown unknown 8 City of Anaheim .. Linda Water District Senior Civil Engineer Senior Engineer $ 11,322 $ 4,814 E$3,994 $ 16,136 $15,4087/12/2022 7/8/2022 unknown unk�lunknown unknown 10-1 Laguna Beach County Water District N/C verage of Comparators $ 13,541 $ 18,440 Yorba Linda Water District Above/Below -18.6% -19.7% Median of Comparators $ 13,365 $ 18,344 Yorba Linda Water District Above/Below -17.1% -19.1% Number of Matches N/C - Non Comparator Page 36 of 39 0 Appendix Ilc YLWD TC 1-19-23.xlsx Page 173 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Senior Executive Assistant/Board Secretary Average of Comparators $ 11,378 $ 15,969 Yorba Linda Water District Above/Below 5.1% 0.6% 9NEW $ 11,181 $ 15,619 Yorba Linda Water District Above/Below 6.7% 2.8% Number of Matches 8 8 1 South Coast Water District jClerk of the Board/Executive Services Manager $ 15,476 $ 4,966 $ 20,442 7/1/2022 unknown unknown 2 Santa Margarita Water District Secretary to the Board of Directors $ 12,199 $ 4,561 $ 16,761 8/19/2022 unknown unknown 3 Moulton Niguel Water District Board Secretary/Executive Assistant $ 11,381 $ 4,692 $ 16,073 6/18/2022 unknown unknown '. .. .. ►� :.. . . IM40MELIFF117A .7 ilk IT IT 5 Walnut Valley Water District Executive Secretary $ 11,709 $ 4,271 $ 15,980 7/1/2022 unknown unknown 6 Mesa Water District Executive Assistant to the General Manager $ 10,980 $ 4,277 $ 15,257 12/31/2021 unknown unknown 7 East Valley Water District District Clerk $ 10,343 $ 4,810 $ 15,153 9/20/2022 unknown unknown 8 Elsinore Valley Municipal Water District District Secretary -Administrative Services Supervisor $ 9,894 $ 4,668 $ 14,562 1/8/2022 unknown unknown 9 City of Anaheim' I [Assistant City Clerk/ Executive Assistant] $ 9,043 $ 4,480 $ 13,523 7/8/2022 unknown unknown 10 Laguna Beach County Water District I N/C N/C - Non Comparator 1 - City of Anaheim: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. Page 37 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 174 of 209 Average of Comparators $ 11,378 $ 15,969 Yorba Linda Water District Above/Below 5.1% 0.6% Median of Comparators $ 11,181 $ 15,619 Yorba Linda Water District Above/Below 6.7% 2.8% Number of Matches 8 8 N/C - Non Comparator 1 - City of Anaheim: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. Page 37 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 174 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 Senior Information Systems Administrator ComparatorBenefits Rank Agency ANIC A�� Classification Titl & Package M111amp Total Monthly Salary Effective i ext Salary Increase I in Next Percentage Increase d 1 Santa Margarita Water District Information Technology Manager $ 19,293 $ 6,056 $ 25,348 8/19/2022 unknown unknown 2 South Coast Water District Information Technology Manager $ 15,743 $ 4,705 $ 20,448 7/1/2022 unknown unknown 3 Walnut Valley Water District Information Technology Manager $ 14,328 $ 4,675 $ 19,003 1/1/2023 unknown unknown 4 Elsinore Valley Municipal Water District' [Director of Information Technology/ Information Technology Supervisor] $ 13,236 $ 5,385 $ 18,621 1/8/2022 unknown unknown 5 East Valley Water District lInformation Technology Manager $ 13,239 $ 5,135 1 $ 18,374 9/20/2022 1 unknown unknown 7 City of Anaheim Enterprise Information Technology Manager $ 12,725 $ 5,020 $ 17,745 7/8/2022 unknown unknown 8 Laguna Beach County Water District N/C 9 Moulton Niguel Water District N/C 1 1 10 Mesa Water District N/C verage of Comparators $ 14,761 $ 19,923 Yorba Linda Water District Above/Below -6.4% -9.3% Median of Comparators $ 13,784 $ 18,812 Yorba Linda Water District Above/Below 0.6% -3.2% (Number of Matches N/C - Non Comparator 1 - Elsinore Valley Municipal Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. Page 38 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 175 of 209 Yorba Linda Water District - Market Compensation Data (sorted by Total Compensation) January 2023 lity Technician II r OSouth MINIM Coast Water District Water Quality Cross Connection Control Technician $ 10,094 $ 3,932 $ 14,025 7/1/2022 unknown unknown 2 Laguna Beach County Water District Water Quality Specialist $ 10,261 $ 3,732 $ 13,993 7/1/2022 unknown unknown 3 Walnut Valley Water District3 [Cross Connection Controls Technician/ Water Quality Specialist] $ 10,089 $ 3,606 $ 13,695 1/1/2023 unknown unknown 4 City of Anaheim' [Cross Connection Control Specialist II/ Water System Operator] $ 8,474 $ 4,331 $ 12,805 7/8/2022 unknown unknown 5 Mesa Water District Water Quality Technician II $ 8,164 $ 3,591 $ 11,755 12/31/2021 unknown unknown 6 Santa Margarita Water District2 [Water Sampling Technician/ Cross Connection Specialist] $ 8,056 $ 3,688 $ 11,744 8/19/2022 7/1/2023 3.00% 7 East Valley Water District lWater Quality Technician $ 7,320 $ 3,462 $ 10,782 9/20/2022 unknown unknown MUM M -1111163F.1 I= 9 Elsinore Valley Municipal Water District N/C 10 1 Moulton Niguel Water District N/C Average of Comparators $ 8,923 $ 12,686 %Yorba Linda Water District Above/Below -27.5% -22.7% Median of Comparators $ 8,474 $ 12,805 %Yorba Linda Water District Above/Below -21.1% -23.9% 'Number of Matches 7 7 N/C - Non Comparator 1 - City of Anaheim: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - Santa Margarita Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 3 - Walnut Valley Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. Page 39 of 39 Appendix Ilc YLWD TC 1-19-23.xlsx Page 176 of 209 Appendix III Proposed Salary Range Schedule Page 177 of 209 Yorba Linda Water District Proposed Salary Plan March 2023 Salary Range Annually Monthly Per Pay Period Hourly Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 1 Step 2 Step 3 Step 4 1 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 11 Step 1 Step 2 Step 3 1 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 1 41,233 42,263 43,320 44,403 45,513 46,651 47,817 49,013 50,238 51,494 52,781 3,436 3,522 3,610 3,700 3,793 3,888 3,985 4,084 4,186 4,291 4,398 1,585.87 1,625.51 1,666.15 1,707.81 1,750.50 1,794.26 1,839.12 1,885.10 1,932.23 1,980.53 2,030.04 19.82 20.32 20.83 21.35 21.88 22.43 22.99 23.56 24.15 24.76 25.38 2 42,263 43,320 44,403 45,513 46,651 47,817 49,013 50,238 51,494 52,781 54,101 3,522 3,610 3,700 3,793 3,888 3,985 4,084 4,186 4,291 4,398 4,508 1,625.51 1,666.15 1,707.81 1,750.50 1,794.26 1,839.12 1,885.10 1,932.23 1,980.53 2,030.04 2,080.80 20.32 20.83 21.35 21.88 22.43 22.99 23.56 24.15 24.76 25.38 26.01 3 43,320 44,403 45,513 46,651 47,817 49,013 50,238 51,494 52,781 54,101 55,453 3,610 3,700 3,793 3,888 3,985 4,084 4,186 4,291 4,398 4,508 4,621 1,666.15 1,707.81 1,750.50 1,794.26 1,839.12 1,885.10 1,932.23 1,980.53 2,030.04 2,080.80 2,132.82 20.83 21.35 21.88 22.43 22.99 23.56 24.15 24.76 25.38 26.01 26.66 4 44,403 45,513 46,651 47,817 49,013 50,238 51,494 52,781 54,101 55,453 56,840 3,700 3,793 3,888 3,985 4,084 4,186 4,291 4,398 4,508 4,621 4,737 1,707.81 1,750.50 1,794.26 1,839.12 1,885.10 1,932.23 1,980.53 2,030.04 2,080.80 2,132.82 2,186.14 21.35 21.88 22.43 22.99 23.56 24.15 24.76 25.38 26.01 26.66 27.33 5 45,513 46,651 47,817 49,013 50,238 51,494 52,781 54,101 55,453 56,840 58,261 3,793 3,888 3,985 4,084 4,186 4,291 4,398 4,508 4,621 4,737 4,855 1,750.50 1,794.26 1,839.12 1,885.10 1,932.23 1,980.53 2,030.04 2,080.80 2,132.82 2,186.14 2,240.79 21.88 22.43 22.99 23.56 24.15 24.76 25.38 26.01 26.66 27.33 28.01 6 46,651 47,817 49,013 50,238 51,494 52,781 54,101 55,453 56,840 58,261 59,717 3,888 3,985 4,084 4,186 4,291 4,398 4,508 4,621 4,737 4,855 4,976 1,794.26 1,839.12 1,885.10 1,932.23 1,980.53 2,030.04 2,080.80 2,132.82 2,186.14 2,240.79 2,296.81 22.43 22.99 23.56 24.15 24.76 25.38 26.01 26.66 27.33 28.01 28.71 7 47,817 49,013 50,238 51,494 52,781 54,101 55,453 56,840 58,261 59,717 61,210 3,985 4,084 4,186 4,291 4,398 4,508 4,621 4,737 4,855 4,976 5,101 1,839.12 1,885.10 1,932.23 1,980.53 2,030.04 2,080.80 2,132.82 2,186.14 2,240.79 2,296.81 2,354.23 22.99 23.56 24.15 24.76 25.38 26.01 26.66 27.33 28.01 28.71 29.43 8 49,013 50,238 51,494 52,781 54,101 55,453 56,840 58,261 59,717 61,210 62,740 4,084 4,186 4,291 4,398 4,508 4,621 4,737 4,855 4,976 5,101 5,228 1,885.10 1,932.23 1,980.53 2,030.04 2,080.80 2,132.82 2,186.14 2,240.79 2,296.81 2,354.23 2,413.09 23.56 24.15 24.76 25.38 26.01 26.66 27.33 28.01 28.71 29.43 30.16 9 50,238 51,494 52,781 54,101 55,453 56,840 58,261 59,717 61,210 62,740 64,309 4,186 4,291 4,398 4,508 4,621 4,737 4,855 4,976 5,101 5,228 5,359 1,932.23 1,980.53 2,030.04 2,080.80 2,132.82 2,186.14 2,240.79 2,296.81 2,354.23 2,413.09 2,473.41 24.15 24.76 25.38 26.01 26.66 27.33 28.01 28.71 29.43 30.16 30.92 10 51,494 52,781 54,101 55,453 56,840 58,261 59,717 61,210 62,740 64,309 65,916 4,291 4,398 4,508 4,621 4,737 4,855 4,976 5,101 5,228 5,359 5,493 1,980.53 2,030.04 2,080.80 2,132.82 2,186.14 2,240.79 2,296.81 2,354.23 2,413.09 2,473.41 2,535.25 24.76 25.38 26.01 26.66 27.33 28.01 28.71 29.43 30.16 30.92 31.69 11 52,781 54,101 55,453 56,840 58,261 59,717 61,210 62,740 64,309 65,916 67,564 4,398 4,508 4,621 4,737 4,855 4,976 5,101 5,228 5,359 5,493 5,630 2,030.04 2,080.80 2,132.82 2,186.14 2,240.79 2,296.81 2,354.23 2,413.09 2,473.41 2,535.25 2,598.63 25.38 26.01 26.66 27.33 28.01 28.71 29.43 30.16 30.92 31.69 32.48 12 54,101 55,453 56,840 58,261 59,717 61,210 62,740 64,309 65,916 67,564 69,253 4,508 4,621 4,737 4,855 4,976 5,101 5,228 5,359 5,493 5,630 5,771 2,080.80 2,132.82 2,186.14 2,240.79 2,296.81 2,354.23 2,413.09 2,473.41 2,535.25 2,598.63 2,663.59 26.01 26.66 27.33 28.01 28.71 29.43 30.16 30.92 31.69 32.48 33.29 13 55,453 56,840 58,261 59,717 61,210 62,740 64,309 65,916 67,564 69,253 70,985 4,621 4,737 4,855 4,976 5,101 5,228 5,359 5,493 5,630 5,771 5,915 2,132.82 2,186.14 2,240.79 2,296.81 2,354.23 2,413.09 2,473.41 2,535.25 2,598.63 2,663.59 2,730.18 26.66 27.33 28.01 28.71 29.43 30.16 30.92 31.69 32.48 33.29 34.13 14 56,840 58,261 59,717 61,210 62,740 64,309 65,916 67,564 69,253 70,985 72,759 4,737 4,855 4,976 5,101 5,228 5,359 5,493 5,630 5,771 5,915 6,063 2,186.14 2,240.79 2,296.81 2,354.23 2,413.09 2,473.41 2,535.25 2,598.63 2,663.59 2,730.18 2,798.44 27.33 28.01 28.71 29.43 30.16 30.92 31.69 32.48 33.29 34.13 34.98 15 58,261 59,717 61,210 62,740 64,309 65,916 67,564 69,253 70,985 72,759 74,578 4,855 4,976 5,101 5,228 5,359 5,493 5,630 5,771 5,915 6,063 6,215 2,240.79 2,296.81 2,354.23 2,413.09 2,473.41 2,535.25 2,598.63 2,663.59 2,730.18 2,798.44 2,868.40 28.01 28.71 29.43 30.16 30.92 31.69 32.48 33.29 34.13 34.98 35.85 16 59,717 61,210 62,740 64,309 65,916 67,564 69,253 70,985 72,759 74,578 76,443 4,976 5,101 5,228 5,359 5,493 5,630 5,771 5,915 6,063 6,215 6,370 2,296.81 2,354.23 2,413.09 2,473.41 2,535.25 2,598.63 2,663.59 2,730.18 2,798.44 2,868.40 2,940.11 28.71 29.43 30.16 30.92 31.69 32.48 33.29 34.13 34.98 35.85 36.75 17 61,210 62,740 64,309 65,916 67,564 69,253 70,985 72,759 74,578 76,443 78,354 5,101 5,228 5,359 5,493 5,630 5,771 5,915 6,063 6,215 6,370 6,529 2,354.23 2,413.09 2,473.41 2,535.25 2,598.63 2,663.59 2,730.18 2,798.44 2,868.40 2,940.11 3,013.61 29.43 30.16 30.92 31.69 32.48 33.29 34.13 34.98 35.85 36.75 37.67 18 62,740 64,309 65,916 67,564 69,253 70,985 72,759 74,578 76,443 78,354 80,313 5,228 5,359 5,493 5,630 5,771 5,915 6,063 6,215 6,370 6,529 6,693 2,413.09 2,473.41 2,535.25 2,598.63 2,663.59 2,730.18 2,798.44 2,868.40 2,940.11 3,013.61 3,088.95 30.16 30.92 31.69 32.48 33.29 34.13 34.98 35.85 36.75 37.67 38.61 19 64,309 65,916 67,564 69,253 70,985 72,759 74,578 76,443 78,354 80,313 82,321 5,359 5,493 5,630 5,771 5,915 6,063 6,215 6,370 6,529 6,693 6,860 2,473.41 2,535.25 2,598.63 2,663.59 2,730.18 2,798.44 2,868.40 2,940.11 3,013.61 3,088.95 3,166.18 30.92 31.69 32.48 33.29 34.13 34.98 35.85 36.75 37.67 38.61 39.58 20 65,916 67,564 69,253 70,985 72,759 74,578 76,443 78,354 80,313 82,321 84,379 5,493 5,630 5,771 5,915 6,063 6,215 6,370 6,529 6,693 6,860 7,032 2,535.25 2,598.63 2,663.59 2,730.18 2,798.44 2,868.40 2,940.11 3,013.61 3,088.95 3,166.18 3,245.33 31.69 32.48 33.29 34.13 34.98 35.85 36.75 37.67 38.61 39.58 40.57 21 67,564 69,253 70,985 72,759 74,578 76,443 78,354 80,313 82,321 84,379 86,488 5,630 5,771 5,915 6,063 6,215 6,370 6,529 6,693 6,860 7,032 7,207 2,598.63 2,663.59 2,730.18 2,798.44 2,868.40 2,940.11 3,013.61 3,088.95 3,166.18 3,245.33 3,326.46 32.48 33.29 34.13 34.98 35.85 36.75 37.67 38.61 39.58 40.57 41.58 22 69,253 70,985 72,759 74,578 76,443 78,354 80,313 82,321 84,379 86,488 88,650 5,771 5,915 6,063 6,215 6,370 6,529 6,693 6,860 7,032 7,207 7,388 2,663.59 2,730.18 2,798.44 2,868.40 2,940.11 3,013.61 3,088.95 3,166.18 3,245.33 3,326.46 3,409.63 33.29 34.13 34.98 35.85 36.75 37.67 38.61 39.58 40.57 41.58 42.62 23 70,985 72,759 74,578 76,443 78,354 80,313 82,321 84,379 86,488 88,650 90,867 5,915 6,063 6,215 6,370 6,529 6,693 6,860 7,032 7,207 7,388 7,572 2,730.18 2,798.44 2,868.40 2,940.11 3,013.61 3,088.95 3,166.18 3,245.33 3,326.46 3,409.63 3,494.87 34.13 34.98 35.85 36.75 37.67 38.61 39.58 40.57 41.58 42.62 43.69 24 72,759 74,578 76,443 78,354 80,313 82,321 84,379 86,488 88,650 90,867 93,138 6,063 6,215 6,370 6,529 6,693 6,860 7,032 7,207 7,388 7,572 7,762 2,798.44 2,868.40 2,940.11 3,013.61 3,088.95 3,166.18 3,245.33 3,326.46 3,409.63 3,494.87 3,582.24 34.98 35.85 36.75 37.67 38.61 39.58 40.57 41.58 42.62 43.69 44.78 25 74,578 76,443 78,354 80,313 82,321 84,379 86,488 88,650 90,867 93,138 95,467 6,215 6,370 6,529 6,693 6,860 7,032 7,207 7,388 7,572 7,762 7,956 2,868.40 2,940.11 3,013.61 3,088.95 3,166.18 3,245.33 3,326.46 3,409.63 3,494.87 3,582.24 3,671.79 35.85 36.75 37.67 38.61 39.58 40.57 41.58 42.62 43.69 44.78 45.90 26 76,443 78,354 80,313 82,321 84,379 86,488 88,650 90,867 93,138 95,467 97,853 6,370 6,529 6,693 6,860 7,032 7,207 7,388 7,572 7,762 7,956 8,154 2,940.11 3,013.61 3,088.95 3,166.18 3,245.33 3,326.46 3,409.63 3,494.87 3,582.24 3,671.79 3,763.59 36.75 37.67 38.61 39.58 40.57 41.58 42.62 43.69 44.78 45.90 47.04 27 78,354 80,313 82,321 84,379 86,488 88,650 90,867 93,138 95,467 97,853 100,300 6,529 6,693 6,860 7,032 7,207 7,388 7,572 7,762 7,956 8,154 8,358 3,013.61 3,088.95 3,166.18 3,245.33 3,326.46 3,409.63 3,494.87 3,582.24 3,671.79 3,763.59 3,857.68 37.67 38.61 39.58 40.57 41.58 42.62 43.69 44.78 45.90 47.04 48.22 28 80,313 82,321 84,379 86,488 88,650 90,867 93,138 95,467 97,853 100,300 102,807 6,693 6,860 7,032 7,207 7,388 7,572 7,762 7,956 8,154 8,358 8,567 3,088.95 3,166.18 3,245.33 3,326.46 3,409.63 3,494.87 3,582.24 3,671.79 3,763.59 3,857.68 3,954.12 38.61 39.58 40.57 41.58 42.62 43.69 44.78 45.90 47.04 48.22 49.43 29 82,321 84,379 86,488 88,650 90,867 93,138 95,467 97,853 100,300 102,807 105,377 6,860 7,032 7,207 7,388 7,572 7,762 7,956 8,154 8,358 8,567 8,781 3,166.18 3,245.33 3,326.46 3,409.63 3,494.87 3,582.24 3,671.79 3,763.59 3,857.68 3,954.12 4,052.97 39.58 40.57 41.58 42.62 43.69 44.78 45.90 47.04 48.22 49.43 50.66 30 84,379 86,488 88,650 90,867 93,138 95,467 97,853 100,300 102,807 105,377 108,012 7,032 7,207 7,388 7,572 7,762 7,956 8,154 8,358 8,567 8,781 9,001 3,245.33 3,326.46 3,409.63 3,494.87 3,582.24 3,671.79 3,763.59 3,857.68 3,954.12 4,052.97 4,154.30 40.57 41.58 42.62 43.69 44.78 45.90 47.04 48.22 49.43 50.66 51.93 31 86,488 88,650 90,867 93,138 95,467 97,853 100,300 102,807 105,377 108,012 110,712 7,207 7,388 7,572 7,762 7,956 8,154 8,358 8,567 8,781 9,001 9,226 3,326.46 3,409.63 3,494.87 3,582.24 3,671.79 3,763.59 3,857.68 3,954.12 4,052.97 4,154.30 4,258.16 41.58 42.62 43.69 44.78 45.90 47.04 48.22 49.43 50.66 51.93 53.23 32 88,650 90,867 93,138 95,467 97,853 100,300 102,807 105,377 108,012 110,712 113,480 7,388 7,572 7,762 7,956 8,154 8,358 8,567 8,781 9,001 9,226 9,457 3,409.63 3,494.87 3,582.24 3,671.79 3,763.59 3,857.68 3,954.12 4,052.97 4,154.30 4,258.16 4,364.61 42.62 43.69 44.78 45.90 47.04 48.22 49.43 50.66 51.93 53.23 54.56 33 90,867 93,138 95,467 97,853 100,300 102,807 105,377 108,012 110,712 113,480 116,317 7,572 7,762 7,956 8,154 8,358 8,567 8,781 9,001 9,226 9,457 9,693 3,494.87 3,582.24 3,671.79 3,763.59 3,857.68 3,954.12 4,052.97 4,154.30 4,258.16 4,364.61 4,473.73 43.69 44.78 45.90 47.04 48.22 49.43 50.66 51.93 53.23 54.56 55.92 34 93,138 95,467 97,853 100,300 102,807 105,377 108,012 110,712 113,480 116,317 119,225 7,762 7,956 8,154 8,358 8,567 8,781 9,001 9,226 9,457 9,693 9,935 3,582.24 3,671.79 3,763.59 3,857.68 3,954.12 4,052.97 4,154.30 4,258.16 4,364.61 4,473.73 4,585.57 44.78 45.90 47.04 48.22 49.43 50.66 51.93 53.23 54.56 55.92 57.32 35 95,467 97,853 100,300 102,807 105,377 108,012 110,712 113,480 116,317 119,225 122,205 7,956 8,154 8,358 8,567 8,781 9,001 9,226 9,457 9,693 9,935 10,184 3,671.79 3,763.59 3,857.68 3,954.12 4,052.97 4,154.30 4,258.16 4,364.61 4,473.73 4,585.57 4,700.21 45.90 47.04 48.22 49.43 50.66 51.93 53.23 54.56 55.92 57.32 58.75 36 97,853 100,300 102,807 105,377 108,012 110,712 113,480 116,317 119,225 122,205 125,261 8,154 8,358 8,567 8,781 9,001 9,226 9,457 9,693 9,935 10,184 10,438 3,763.59 3,857.68 3,954.12 4,052.97 4,154.30 4,258.16 4,364.61 4,473.73 4,585.57 4,700.21 4,817.71 47.04 48.22 49.43 50.66 51.93 53.23 54.56 55.92 57.32 58.75 60.22 37 100,300 102,807 105,377 108,012 110,712 113,480 116,317 119,225 122,205 125,261 128,392 8,358 8,567 8,781 9,001 9,226 9,457 9,693 9,935 10,184 10,438 10,699 3,857.68 3,954.12 4,052.97 4,154.30 4,258.16 4,364.61 4,473.73 4,585.57 4,700.21 4,817.71 4,938.16 48.22 49.43 50.66 51.93 53.23 54.56 55.92 57.32 58.75 60.22 61.73 38 102,807 105,377 108,012 110,712 113,480 116,317 119,225 122,205 125,261 128,392 131,602 8,567 8,781 9,001 9,226 9,457 9,693 9,935 10,184 10,438 10,699 10,967 3,954.12 4,052.97 4,154.30 4,258.16 4,364.61 4,473.73 4,585.57 4,700.21 4,817.71 4,938.16 5,061.61 49.43 50.66 51.93 53.23 54.56 55.92 57.32 58.75 60.22 61.73 63.27 39 105,377 108,012 110,712 113,480 116,317 119,225 122,205 125,261 128,392 131,602 134,892 8,781 9,001 9,226 9,457 9,693 9,935 10,184 10,438 10,699 10,967 11,241 4,052.97 4,154.30 4,258.16 4,364.61 4,473.73 4,585.57 4,700.21 4,817.71 4,938.16 5,061.61 5,188.15 50.66 51.93 53.23 54.56 55.92 57.32 58.75 60.22 61.73 63.27 64.85 40 108,012 110,712 113,480 116,317 119,225 122,205 125,261 128,392 131,602 134,892 138,264 9,001 9,226 9,457 9,693 9,935 10,184 10,438 10,699 10,967 11,241 11,522 4,154.30 4,258.16 4,364.61 4,473.73 4,585.57 4,700.21 4,817.71 4,938.16 5,061.61 5,188.15 5,317.85 51.93 53.23 54.56 55.92 57.32 58.75 60.22 61.73 63.27 64.85 66.47 41 110,712 113,480 116,317 119,225 122,205 125,261 128,392 131,602 134,892 138,264 141,721 9,226 9,457 9,693 9,935 10,184 10,438 10,699 10,967 11,241 11,522 11,810 4,258.16 4,364.61 4,473.73 4,585.57 4,700.21 4,817.71 4,938.16 5,061.61 5,188.15 5,317.85 5,450.80 53.23 54.56 55.92 57.32 58.75 60.22 61.73 63.27 64.85 66.47 68.13 42 113,480 116,317 119,225 122,205 125,261 128,392 131,602 134,892 138,264 141,721 145,264 9,457 9,693 9,935 10,184 10,438 10,699 10,967 11,241 11,522 11,810 12,105 4,364.61 4,473.73 4,585.57 4,700.21 4,817.71 4,938.16 5,061.61 5,188.15 5,317.85 5,450.80 5,587.07 54.56 55.92 57.32 58.75 60.22 61.73 63.27 64.85 66.47 68.13 69.84 43 116,317 119,225 122,205 125,261 128,392 131,602 134,892 138,264 141,721 145,264 148,895 9,693 9,935 10,184 10,438 10,699 10,967 11,241 11,522 11,810 12,105 12,408 4,473.73 4,585.57 4,700.21 4,817.71 4,938.16 5,061.61 5,188.15 5,317.85 5,450.80 5,587.07 5,726.75 55.92 57.32 58.75 60.22 61.73 63.27 64.85 66.47 68.13 69.84 71.58 44 119,225 122,205 125,261 128,392 131,602 134,892 138,264 141,721 145,264 148,895 152,618 9,935 10,184 10,438 10,699 10,967 11,241 11,522 11,810 12,105 12,408 12,718 4,585.57 4,700.21 4,817.71 4,938.16 5,061.61 5,188.15 5,317.85 5,450.80 5,587.07 5,726.75 5,869.91 57.32 58.75 60.22 61.73 63.27 64.85 66.47 68.13 69.84 71.58 73.37 45 122,205 125,261 128,392 131,602 134,892 138,264 141,721 145,264 148,895 152,618 156,433 10,184 10,438 10,699 10,967 11,241 11,522 11,810 12,105 12,408 12,718 13,036 4,700.21 4,817.71 4,938.16 5,061.61 5,188.15 5,317.85 5,450.80 5,587.07 5,726.75 5,869.91 6,016.66 58.75 60.22 61.73 63.27 64.85 66.47 68.13 69.84 71.58 73.37 75.21 46 125,261 128,392 131,602 134,892 138,264 141,721 145,264 148,895 152,618 156,433 160,344 10,438 10,699 10,967 11,241 11,522 11,810 12,105 12,408 12,718 13,036 13,362 4,817.71 4,938.16 5,061.61 5,188.15 5,317.85 5,450.80 5,587.07 5,726.75 5,869.91 6,016.66 6,167.08 60.22 61.73 63.27 64.85 66.47 68.13 69.84 71.58 73.37 75.21 77.09 47 128,392 131,602 134,892 138,264 141,721 145,264 148,895 152,618 156,433 160,344 164,353 10,699 10,967 11,241 11,522 11,810 12,105 12,408 12,718 13,036 13,362 13,696 4,938.16 5,061.61 5,188.15 5,317.85 5,450.80 5,587.07 5,726.75 5,869.91 6,016.66 6,167.08 6,321.26 61.73 63.27 64.85 66.47 68.13 69.84 71.58 73.37 75.21 77.09 79.02 48 131,602 134,892 138,264 141,721 145,264 148,895 152,618 156,433 160,344 164,353 168,461 10,967 11,241 11,522 11,810 12,105 12,408 12,718 13,036 13,362 13,696 14,038 5,061.61 5,188.15 5,317.85 5,450.80 5,587.07 5,726.75 5,869.91 6,016.66 6,167.08 6,321.26 6,479.29 63.27 64.85 66.47 68.13 69.84 71.58 73.37 75.21 77.09 79.02 80.99 49 134,892 138,264 141,721 145,264 148,895 152,618 156,433 160,344 164,353 168,461 172,673 11,241 11,522 11,810 12,105 12,408 12,718 13,036 13,362 13,696 14,038 14,389 5,188.15 5,317.85 5,450.80 5,587.07 5,726.75 5,869.91 6,016.66 6,167.08 6,321.26 6,479.29 6,641.27 64.85 66.47 68.13 69.84 71.58 73.37 75.21 77.09 79.02 80.99 83.02 50 138,264 141,721 145,264 148,895 152,618 156,433 160,344 164,353 168,461 172,673 176,990 11,522 11,810 12,105 12,408 12,718 13,036 13,362 13,696 14,038 14,389 14,749 5,317.85 5,450.80 5,587.07 5,726.75 5,869.91 6,016.66 6,167.08 6,321.26 6,479.29 6,641.27 6,807.30 66.47 68.13 69.84 71.58 73.37 75.21 77.09 79.02 80.99 83.02 85.09 51 141,721 145,264 148,895 152,618 156,433 160,344 164,353 168,461 172,673 176,990 181,415 11,810 12,105 12,408 12,718 13,036 13,362 13,696 14,038 14,389 14,749 15,118 5,450.80 5,587.07 5,726.75 5,869.91 6,016.66 6,167.08 6,321.26 6,479.29 6,641.27 6,807.30 6,977.48 68.13 69.84 71.58 73.37 75.21 77.09 79.02 80.99 83.02 85.09 87.22 52 145,264 148,895 152,618 156,433 160,344 164,353 168,461 172,673 176,990 181,415 185,950 12,105 12,408 12,718 13,036 13,362 13,696 14,038 14,389 14,749 15,118 15,496 5,587.07 5,726.75 5,869.91 6,016.66 6,167.08 6,321.26 6,479.29 6,641.27 6,807.30 6,977.48 7,151.92 69.84 71.58 73.37 75.21 77.09 79.02 80.99 83.02 85.09 87.22 89.40 53 148,895 152,618 156,433 160,344 164,353 168,461 172,673 176,990 181,415 185,950 190,599 12,408 12,718 13,036 13,362 13,696 14,038 14,389 14,749 15,118 15,496 15,883 5,726.75 5,869.91 6,016.66 6,167.08 6,321.26 6,479.29 6,641.27 6,807.30 6,977.48 7,151.92 7,330.72 71.58 73.37 75.21 77.09 79.02 80.99 83.02 85.09 87.22 89.40 91.63 54 152,618 156,433 160,344 164,353 168,461 172,673 176,990 181,415 185,950 190,599 195,364 12,718 13,036 13,362 13,696 14,038 14,389 14,749 15,118 15,496 15,883 16,280 5,869.91 6,016.66 6,167.08 6,321.26 6,479.29 6,641.27 6,807.30 6,977.48 7,151.92 7,330.72 7,513.99 73.37 75.21 77.09 79.02 80.99 83.02 85.09 87.22 89.40 91.63 93.92 55 156,433 160,344 164,353 168,461 172,673 176,990 181,415 185,950 190,599 195,364 200,248 13,036 13,362 13,696 14,038 14,389 14,749 15,118 15,496 15,883 16,280 16,687 6,016.66 6,167.08 6,321.26 6,479.29 6,641.27 6,807.30 6,977.48 7,151.92 7,330.72 7,513.99 7,701.84 75.21 77.09 79.02 80.99 83.02 85.09 87.22 89.40 91.63 93.92 96.27 56 160,344 164,353 168,461 172,673 176,990 181,415 185,950 190,599 195,364 200,248 205,254 13,362 13,696 14,038 14,389 14,749 15,118 15,496 15,883 16,280 16,687 17,104 6,167.08 6,321.26 6,479.29 6,641.27 6,807.30 6,977.48 7,151.92 7,330.72 7,513.99 7,701.84 7,894.38 77.09 79.02 80.99 83.02 85.09 87.22 89.40 91.63 93.92 96.27 98.68 57 164,353 168,461 172,673 176,990 181,415 185,950 190,599 195,364 200,248 205,254 210,385 13,696 14,038 14,389 14,749 15,118 15,496 15,883 16,280 16,687 17,104 17,532 6,321.26 6,479.29 6,641.27 6,807.30 6,977.48 7,151.92 7,330.72 7,513.99 7,701.84 7,894.38 8,091.74 79.02 80.99 83.02 85.09 87.22 89.40 91.63 93.92 96.27 98.68 101.15 58 168,461 172,673 176,990 181,415 185,950 190,599 195,364 200,248 205,254 210,385 215,645 14,038 14,389 14,749 15,118 15,496 15,883 16,280 16,687 17,104 17,532 17,970 6,479.29 6,641.27 6,807.30 6,977.48 7,151.92 7,330.72 7,513.99 7,701.84 7,894.38 8,091.74 8,294.04 80.99 83.02 85.09 87.22 89.40 91.63 93.92 96.27 98.68 101.15 103.68 59 172,673 176,990 181,415 185,950 190,599 195,364 200,248 205,254 210,385 215,645 221,036 14,389 14,749 15,118 15,496 15,883 16,280 16,687 17,104 17,532 17,970 18,420 6,641.27 6,807.30 6,977.48 7,151.92 7,330.72 7,513.99 7,701.84 7,894.38 8,091.74 8,294.04 8,501.39 83.02 85.09 87.22 89.40 91.63 93.92 96.27 98.68 101.15 103.68 106.27 60 176,990 181,415 185,950 190,599 195,364 200,248 205,254 210,385 215,645 221,036 226,562 14,749 15,118 15,496 15,883 16,280 16,687 17,104 17,532 17,970 18,420 18,880 6,807.30 6,977.48 7,151.92 7,330.72 7,513.99 7,701.84 7,894.38 8,091.74 8,294.04 8,501.39 8,713.92 85.09 87.22 89.40 91.63 93.92 96.27 98.68 101.15 103.68 106.27 108.92 61 181,415 185,950 190,599 195,364 200,248 205,254 210,385 215,645 221,036 226,562 232,226 15,118 15,496 15,883 16,280 16,687 17,104 17,532 17,970 18,420 18,880 19,352 6,977.48 7,151.92 7,330.72 7,513.99 7,701.84 7,894.38 8,091.74 8,294.04 8,501.39 8,713.92 8,931.77 87.22 89.40 91.63 93.92 96.27 98.68 101.15 103.68 106.27 108.92 111.65 62 185,950 190,599 195,364 200,248 205,254 210,385 215,645 221,036 226,562 232,226 238,032 15,496 15,883 16,280 16,687 17,104 17,532 17,970 18,420 18,880 19,352 19,836 7,151.92 7,330.72 7,513.99 7,701.84 7,894.38 8,091.74 8,294.04 8,501.39 8,713.92 8,931.77 9,155.06 89.40 91.63 93.92 96.27 98.68 101.15 103.68 106.27 108.92 111.65 114.44 63 190,599 195,364 200,248 205,254 210,385 215,645 221,036 226,562 232,226 238,032 243,982 15,883 16,280 16,687 17,104 17,532 17,970 18,420 18,880 19,352 19,836 20,332 7,330.72 7,513.99 7,701.84 7,894.38 8,091.74 8,294.04 8,501.39 8,713.92 8,931.77 9,155.06 9,383.94 91.63 93.92 96.27 98.68 101.15 103.68 106.27 108.92 111.65 114.44 117.30 64 195,364 200,248 205,254 210,385 215,645 221,036 226,562 232,226 238,032 243,982 250,082 16,280 16,687 17,104 17,532 17,970 18,420 18,880 19,352 19,836 20,332 20,840 7,513.99 7,701.84 7,894.38 8,091.74 8,294.04 8,501.39 8,713.92 8,931.77 9,155.06 9,383.94 9,618.54 93.92 96.27 98.68 101.15 103.68 106.27 108.92 111.65 114.44 117.30 120.23 65 200,248 205,254 210,385 215,645 221,036 226,562 232,226 238,032 243,982 250,082 256,334 16,687 17,104 17,532 17,970 18,420 18,880 19,352 19,836 20,332 20,840 21,361 7,701.84 7,894.38 8,091.74 8,294.04 8,501.39 8,713.92 8,931.77 9,155.06 9,383.94 9,618.54 9,859.00 96.27 98.68 101.15 103.68 106.27 108.92 111.65 114.44 117.30 120.23 123.24 66 205,254 210,385 215,645 221,036 226,562 232,226 238,032 243,982 250,082 256,334 262,742 17,104 17,532 17,970 18,420 18,880 19,352 19,836 20,332 20,840 21,361 21,895 7,894.38 8,091.74 8,294.04 8,501.39 8,713.92 8,931.77 9,155.06 9,383.94 9,618.54 9,859.00 10,105.48 98.68 101.15 103.68 106.27 108.92 111.65 114.44 117.30 120.23 123.24 126.32 67 210,385 215,645 221,036 226,562 232,226 238,032 243,982 250,082 256,334 262,742 269,311 17,532 17,970 18,420 18,880 19,352 19,836 20,332 20,840 21,361 21,895 22,443 8,091.74 8,294.04 8,501.39 8,713.92 8,931.77 9,155.06 9,383.94 9,618.54 9,859.00 10,105.48 10,358.11 101.15 103.68 106.27 108.92 111.65 114.44 117.30 120.23 123.24 126.32 129.48 68 215,645 221,036 226,562 232,226 238,032 243,982 250,082 256,334 262,742 269,311 276,044 17,970 18,420 18,880 19,352 19,836 20,332 20,840 21,361 21,895 22,443 23,004 8,294.04 8,501.39 8,713.92 8,931.77 9,155.06 9,383.94 9,618.54 9,859.00 10,105.48 10,358.11 10,617.07 103.68 106.27 108.92 111.65 114.44 117.30 120.23 123.24 126.32 129.48 132.71 69 221,036 226,562 232,226 238,032 243,982 250,082 256,334 262,742 269,311 276,044 282,945 18,420 18,880 19,352 19,836 20,332 20,840 21,361 21,895 22,443 23,004 23,579 8,501.39 8,713.92 8,931.77 9,155.06 9,383.94 9,618.54 9,859.00 10,105.48 10,358.11 10,617.07 10,882.49 106.27 108.92 111.65 114.44 117.30 120.23 123.24 126.32 129.48 132.71 136.03 70 226,562 232,226 238,032 243,982 250,082 256,334 262,742 269,311 276,044 282,945 290,018 18,880 19,352 19,836 20,332 20,840 21,361 21,895 22,443 23,004 23,579 24,168 8,713.92 8,931.77 9,155.06 9,383.94 9,618.54 9,859.00 10,105.48 10,358.11 10,617.07 10,882.49 11,154.56 108.92 111.65 114.44 117.30 120.23 123.24 126.32 129.48 132.71 136.03 139.43 71 232,226 238,032 243,982 250,082 256,334 262,742 269,311 276,044 282,945 290,018 297,269 19,352 19,836 20,332 20,840 21,361 21,895 22,443 23,004 23,579 24,168 24,772 8,931.77 9,155.06 9,383.94 9,618.54 9,859.00 10,105.48 10,358.11 10,617.07 10,882.49 11,154.56 11,433.42 111.65 114.44 117.30 120.23 123.24 126.32 129.48 132.71 136.03 139.43 142.92 72 238,032 243,982 250,082 256,334 262,742 269,311 276,044 282,945 290,018 297,269 304,701 19,836 20,332 20,840 21,361 21,895 22,443 23,004 23,579 24,168 24,772 25,392 9,155.06 9,383.94 9,618.54 9,859.00 10,105.48 10,358.11 10,617.07 10,882.49 11,154.56 11,433.42 11,719.26 114.44 117.30 120.23 123.24 126.32 129.48 132.71 136.03 139.43 142.92 146.49 73 243,982 250,082 256,334 262,742 269,311 276,044 282,945 290,018 297,269 304,701 312,318 20,332 20,840 21,361 21,895 22,443 23,004 23,579 24,168 24,772 25,392 26,027 91383.94 9,618.54 9,859.00 10,105.48 10,358.11 10,617.07 10,882.49 11,154.56 11,433.42 11,719.26 12,012.24 117.30 120.23 123.24 126.32 129.48 132.71 136.03 139.43 142.92 146.49 150.15 74 250,082 256,334 262,742 269,311 276,044 282,945 290,018 297,269 304,701 312,318 320,126 20,840 21,361 21,895 22,443 23,004 23,579 24,168 24,772 25,392 26,027 26,677 9,618.54 9,859.00 10,105.48 10,358.11 10,617.07 10,882.49 11,154.56 11,433.42 11,719.26 12,012.24 12,312.54 120.23 123.24 126.32 129.48 132.71 136.03 139.43 142.92 146.49 150.15 153.91 75 256,334 262,742 269,311 276,044 282,945 290,018 297,269 304,701 312,318 320,126 328,129 21,361 21,895 22,443 23,004 23,579 24,168 24,772 25,392 26,027 26,677 27,344 9,859.00 10,105.48 10,358.11 10,617.07 10,882.49 11,154.56 11,433.42 11,719.26 12,012.24 12,312.54 12,620.36 123.24 126.32 129.48 132.71 136.03 139.43 142.92 146.49 150.15 153.91 157.75 Page 1 of 1 Page 178 of 209 Appendix IV Salary Range Placement Recommendations Page 179 of 209 Yorba Linda Water District Proposed Range Placement Recommendations @ Median February 2023 Classification Title YLWD Current Salary Range Maximum Monthly Salary 07/12/2022 % from Market Median Salary Market Placement Proposed Salary Range Proposed Maximum Monthly Salary Percent Difference Study Benchmark Rationale Accountant UN 25 $ 8,514 -5.8% $9,011 30 $9,001 5.7% X Market and Range placement. Accounting Assistant I BU 17 $ 5,484 N/A N/A 13 $5,915 7.9% No Internal alignment: anchor to 10.0% below Accounting Assistant II. Accounting Assistant II UN 21 $ 7,004 7.7% $6,467 17 $6,529 -6.8% X Market and Range placement. Y -Rating Recommended. Administrative Assistant N/A proposed N/A $6,895 19 $6,860 N/A X Market and Range placement. Assistant Engineer I BU 20 $ 6,349 N/A N/A 26 $8,154 28.4% No Internal alignment: anchor to 10.0% below Assistant Engineer ll. Assistant Engineer II BU 24 $ 7,717 N/A N/A 30 $9,001 16.6% No Internal alignment: anchor to 10.0% below Assistant Engineer III. Assistant Engineer III BU 26 $ 8,509 Insuff. Data N/A 34 $9,935 16.8% X Internal alignment: anchor to 15.0% below Associate Engineer. Assistant General Manager UN 42 $ 19,517 -12.8% $22,013 66 $21,895 12.2% X Market and Range placement. Associate Engineer UN 28 $ 9,858 -15.5% $11,385 40 $11,522 16.9% X Market and Range placement. Budget Analyst UN 27 $ 9,388 -2.9% $9,657 33 $9,693 3.3% X Market and Range placement. Chief Water System Operator UN 30 $ 10,870 -1.1% $10,992 38 $10,967 0.9% X Market and Range placement. Construction Inspector BU 24 $ 7,717 -6.1% $8,185 26 $8,154 5.7% X Market and Range placement. Customer Service Billing Administrator UN 30 $ 10,870 5.6% $10,262 35 $10,184 -6.3% X Market and Range placement. Y -Rating Recommended. Customer Service Representative I BU 15 $ 4,976 N/A N/A 14 $6,063 21.8% No Internal alignment: anchor to 10.0% below Customer Service Representative II. Customer Service Representative II BU 17 $ 5,484 -22.2% $6,700 18 $6,693 22.0% X Market and Range placement. Customer Service Representative III BU 19 $ 6,046 N/A N/A 24 $7,762 28.4% No Internal alignment: anchor to 15.0% above Customer Service Representative II. Electrical/SCADA Technician BU 23 $ 7,351 -26.3% $9,284 31 $9,226 25.5% X Market and Range placement. Engineering Manager UN 39 $ 16,864 1.2% $16,668 58 $17,970 6.6% X Internal alignment: anchor to Finance Manager (same rate - currently at same rate). Note: this recommendation is based on internal alignment rather than external market data. Executive Assistant UN 28 $ 9,858 N/A N/A 31 $9,226 -6.4% No Internal alignment: anchor to 20.0% below Senior Executive Assistant / Board Secretary. Y -Rating Recommended. Page 1 of 4 3/28/2023 Proposed Salaries @ Median Page 180 of 209 Yorba Linda Water District Proposed Range Placement Recommendations @ Median February 2023 Classification Title YLWD Current Salary Range Maximum Monthly Salary 07/12/2022 % from Market Median Salary Market Placement Proposed Salary Range Proposed Maximum Monthly Salary Percent Difference Study Benchmark Rationale Facilities Maintenance Worker BU 23 $ 7,351 8.6% $6,717 18 $6,693 -9.0% X Market and Range placement. Y -Rating Recommended. Field Customer Service Representative/Meters II BU 20 $ 6,349 -2.3% $6,498 17 $6,529 2.8% X Market and Range placement. Finance Manager UN 39 $ 16,864 -5.7% $17,821 58 $17,970 6.6% X Market and Range placement. General Manager Contract $ 22,083 -17.0% $25,833 72 $25,392 15.0% X Market and Range placement. GIS Technician I Proposed N/A N/A N/A 22 $7,388 N/A No Internal alignment: anchor to 10.0% below GIS Technician II. GIS Technician II BU 26 $ 8,509 4.8% $8,102 26 $8,154 -4.2% X Market and Range placement. Y -Rating Recommended. Human Resources Analyst UN 27 $ 9,388 1.9% $9,208 31 $9,226 -1.7% X Market and Range placement. Y -Rating Recommended. Human Resources and Risk Manager UN 39 $ 16,864 5.7% $15,902 58 $17,970 6.6% X Internal alignment: anchor to Finance Manager (same rate - currently at same rate). Note: this recommendation is based on internal alignment rather than external market data. Human Resources Technician UN 23 $ 7,722 N/A N/A 25 $7,956 3.0% No Internal alignment: anchor to 15.0% below Human Resources Analyst. Information Systems Technician I BU 22 $ 6,999 -3.2% $7,225 21 $7,207 3.0% X Market and Range placement. Maintenance Superintendent UN 32 $ 11,984 -18.3% $14,173 48 $14,038 17.1% X Market and Range placement. Maintenance Worker I BU 17 $ 5,484 N/A N/A 18 $6,693 22.0% No Internal alignment: anchor to 10.0% below Maintenance Worker 11. Maintenance Worker II BU 20 $ 6,349 -15.3% $7,322 22 $7,388 16.4% X Market and Range placement. Maintenance Worker III BU 23 $ 7,351 N/A N/A 28 $8,567 16.5% No Internal alignment: anchor to 15.0% above Maintenance Worker II. Mechanic I BU 17 $ 5,484 N/A N/A 17 $6,529 19.1% No Internal alignment: anchor to 10.0% below Mechanic II. Mechanic II BU 21 $ 6,668 -7.1% $7,141 21 $7,207 8.1% X Market and Range placement. Mechanic III BU 23 $ 7,351 N/A N/A 27 $8,358 13.7% No Internal alignment: anchor to 15.0% above Mechanic 11. Meter Reader I BU 16 $ 5,224 N/A N/A 13 $5,915 13.2% No Internal alignment: anchor to 10.0% below Field Customer Service Representative/ Meters 11. Operations Assistant BU 21 $ 6,668 -2.0% $6,799 19 $6,860 2.9% X Market and Range placement. Page 2 of 4 3/28/2023 Proposed Salaries @ Median Page 181 of 209 Yorba Linda Water District Proposed Range Placement Recommendations @ Median February 2023 Page 3 of 4 3/28/2023 Proposed Salaries @ Median Page 182 of 209 Maximum Proposed YLWD Current % from Market Market Proposed Salary Percent Study Classification Title Monthly Salary Maximum Rationale Salary Range 07/12/2022 Median Salary Placement Range Monthly Salary Difference Benchmark Internal alignment: anchor to Finance Manager (same rate - currently Operations Manager UN 39 $ 16,864 7.9% $15,529 58 $17,970 6.6% X at same rate). Note: this recommendation is based on internal alignment rather than external market data. Operations Superintendent UN 32 $ 11,984 Insuff. Data N/A 48 $14,038 17.1% X Internal alignment: anchor to Maintenance Superintendent (same rate - currently at same rate). Plant Operator I BU 21 $ 6,668 N/A N/A 20 $7,032 5.4% No Internal alignment: anchor to 10.0% below Plant Operator I. Plant Operator II BU 24 $ 7,717 0.3% $7,691 24 $7,762 0.6% X Market and Range placement. Principal Engineer UN 35 $ 13,870 -5.3% $14,599 50 $14,749 6.3% X Market and Range placement. Internal alignment: anchor to Maintenance Superintendent (same Production Superintendent UN 33 $ 12,581 1.5% $12,387 48 $14,038 11.6% X rate - currently 5.0% above). Note: this recommendation is based on internal alignment rather than external market data. Public Affairs Manager UN 29 $ 10,350 -23.6% $12,793 44 $12,718 22.9% X Market and Range placement. Public Affairs Specialist BU 21 $ 6,668 -27.4% $8,497 28 $8,567 28.5% X Market and Range placement. Records Management Administrator UN 30 $ 10,870 Insuff. Data N/A 35 $10,184 -6.3% X Internal alignment: anchor to 10.0% below Senior Executive Assistant / Board Secretary. Y -Rating Recommended. Records Management Specialist UN 19 $ 6,353 Insuff. Data N/A 17 $6,529 2.8% X Internal alignment: anchor to 5.0% below Administrative Assistant. Safety and Training Analyst UN 28 $ 9,858 -10.8% $10,925 38 $10,967 11.3% X Market and Range placement. Safety and Training Technician UN 23 $ 7,722 N/A N/A 28 $8,567 10.9% No Internal alignment: anchor to 25.0% below Safety and Training Analyst. Senior Accountant UN 30 $ 10,870 N/A N/A 38 $10,967 0.9% No Internal alignment: anchor to 20.0% above Accountant. Senior Construction Inspector BU 26 $ 8,509 N/A N/A 32 $9,457 11.1% No Internal alignment: anchor to 15.0% above Construction Inspector. Senior Engineer UN 31 $ 11,414 -17.1% $13,365 46 $13,362 17.1% X Market and Range placement. Senior Executive Assistant/Board Secretary UN 32 $ 11,984 6.7% $11,181 39 $11,241 -6.2% X Market and Range placement. Y -Rating Recommended. Senior Field Customer Service Representative/ UN 23 $ 7,722 N/A N/A 25 $7,956 3.0% No Internal alignment: anchor to 20.0% above Field Customer Service Meters Representative/Meters II. Senior Information Systems Administrator UN 35 $ 13,870 0.6% $13,784 47 $13,696 -1.3% X Market and Range placement. Y -Rating Recommended. Page 3 of 4 3/28/2023 Proposed Salaries @ Median Page 182 of 209 Yorba Linda Water District Proposed Range Placement Recommendations @ Median February 2023 Legend for columns: Column A - Classification Title. Column B - YLWD's Current Salary Range. Column C - YLWD's current monthly maximum salaries. Column D - Shows the percentage difference between YLWD's current maximum monthly salaries and the desired market position. Column E - Market placement shows the monthly market values derived from the total compensation survey results. Column F - Salary range number of the consultant's newly proposed salary range schedule. Column G - Monthly maximum salary of the consultant's newly proposed salary ranges. Column H - This percentage expresses the difference between YLWD's current salaries and the consultant's proposed salaries. Column I - This indicates whether the classification was a benchmark used for the survey. Column J - The rationale expresses how the consultant arrived at each proposed maximum monthly salary recommendation (i.e., the proposed range placement within the newly proposed salary range schedule). Page 4 of 4 3/28/2023 Proposed Salaries @ Median Page 183 of 209 Maximum Proposed YLWD Current % from Market Market Proposed Salary Percent Study Classification Title Monthly Salary Maximum Rationale Salary Range 07/12/2022 Median Salary Placement Range Monthly Salary Difference Benchmark Senior Maintenance Worker UN 26 $ 8,941 N/A N/A 36 $10,438 16.8% No Internal alignment: anchor to 20.0% above Maintenance Worker III. Senior Mechanic UN 26 $ 8,941 N/A N/A 35 $10,184 13.9% No Internal alignment: anchor to 20.0% above Mechanic III. Senior Plant Operator UN 27 $ 9,388 N/A N/A 32 $9,457 0.7% No Internal alignment: anchor to 20.0% above Plant Operator II. Water Quality Technician I BU 20 $ 6,349 N/A N/A 24 $7,762 22.2% No Internal alignment: anchor to 10.0% below Water Quality Technician II. Water Quality Technician II BU 22 $ 6,999 -21.1% $8,474 28 $8,567 22.4% X Market and Range placement. Legend for columns: Column A - Classification Title. Column B - YLWD's Current Salary Range. Column C - YLWD's current monthly maximum salaries. Column D - Shows the percentage difference between YLWD's current maximum monthly salaries and the desired market position. Column E - Market placement shows the monthly market values derived from the total compensation survey results. Column F - Salary range number of the consultant's newly proposed salary range schedule. Column G - Monthly maximum salary of the consultant's newly proposed salary ranges. Column H - This percentage expresses the difference between YLWD's current salaries and the consultant's proposed salaries. Column I - This indicates whether the classification was a benchmark used for the survey. Column J - The rationale expresses how the consultant arrived at each proposed maximum monthly salary recommendation (i.e., the proposed range placement within the newly proposed salary range schedule). Page 4 of 4 3/28/2023 Proposed Salaries @ Median Page 183 of 209 Appendix V Additional Benefits Page 184 of 209 Yorba Linda Water District Additional Benefits LUMP Sum PAYliv„i. Bargaining Unit Benefit General Manager N/A Unrepresented Employees 2.0% Lump sum provided 7/21/2022 Management Employees 2.0% Lump sum provided 7/21/2022 YLWD Employees Association 2.0% Lump sum provided 7/7/2022 . - Bargaining Unit Benefit AFSCME Confidential 1.0% Lump Sum provided to all ee's 07/08/2021 AFSCME General Management 1.0% Lump Sum provided to all ee's 07/08/2021 AFSCME Prof/Tech Management 1.0% Lump Sum provided to all ee's 07/08/2021 AMEA Clerical N/A AMEA General N/A IBEW Local 47 General N/A IBEW Local 47 Management N/A Non -represented N/A Lump Sums Page 1 Page 185 of 209 Yorba Linda Water District Additional Benefits Lump Sums Page 2 Page 186 of 209 FBaaining Unit Benefit EVWDEP N/A General Manager N/A General/Confidential N/A Management N/A Professional/Supervisory N/A Senior Management N/A . - - - Bargaining Unit Benefit Employees' Association N/A Executive/Confidential N/A General Manager N/A Management Team Association N/A Bargaining Unit Benefit General Employees N/A Lump Sums Page 2 Page 186 of 209 Yorba Linda Water District Additional Benefits General Manager N/A Bargaining Unit Benefit General Manager N/A Management N/A Mesa Water District Employee Association N/A Unrepresented N/A Bargaining Unit Benefit Exempt N/A General N/A General Manager N/A Supervisory N/A Bargaining Unit Benefit General Manager N/A Santa Margarita Water District Employees Asso N/A Lump Sums Page 3 Page 187 of 209 Yorba Linda Water District Additional Benefits Unrepresented N/A . • . - Bargaining Unit Benefit Executive Employees N/A General Employees N/A General Manager N/A 7Bargaini!ngnit Benefit Executives N/A General Employees N/A General Manager N/A Mid -Management N/A Lump Sums Page 4 Page 188 of 209 Yorba Linda Water District Additional Benefits Call Back Pay Page 5 Page 189 of 209 Bargaining Unit Compensation Policy General Manager N/A N/A A "call -out" occurs when an employee on assigned standby duty is required to return to a District worksite or is otherwise required to commence work following the employee's departure from the worksite at the end of his/her regular scheduled work shift. Therefore, a "call -out" is not an extension of a 2.0 hours @ 1.5 times hourly rate regular scheduled work shift. Upon being initially "called -out" during each standby day, the employee shall be entitled to at least 2 hours' pay at 1% times the employee's hourly rate of pay, regardless of whether or not the initial call -out work is completed in less than 2 hours' time. During any standby day, minimum this 2 -hour minimum shall apply only once. If a subsequent call -out commences during the period of time for which the employee has received the initial Unrepresented Employees minimum compensation of 2 hours, there shall not be an additional minimum compensation for this subsequent call -out. The employee shall be 1.5 times hourly rate for all other hours compensated at the rate of 1% times the employee's hourly rate of pay for all hours worked, over the initial 2 hour minimum compensation provided worked over 2.0 hours because of the initial call -out. However, if a call -out occurs subsequent to the initial call -out and 2 hours or more have elapsed between commencement of the initial call -out and commencement of the subsequent call -out, there shall be a 1% hour minimum call -out compensation provided to the employee for this subsequent call -out. This 1% hour minimum eligibility shall repeat itself throughout the standby period as long as there is 2 hours or more passage of time between the initial call -out and the subsequent call -out. Management Employees N/A N/A A "call -out" occurs when an employee on assigned standby duty is required to return to a District worksite or is otherwise required to commence work following the employee's departure from the worksite at the end of his/her regular scheduled work shift. Therefore, a "call -out" is not an extension of a regular scheduled work shift. Upon being initially "called -out" during each standby day, the employee shall be entitled to at least 2 hours' pay at 1% times the employee's hourly rate of pay, regardless of whether or not the initial call -out work is completed in less than 2 hours' time. During any standby day, this 2 -hour minimum shall apply only once. If a subsequent call -out commences during the period of time for which the employee has received the initial minimum compensation of 2 hours, there shall not be an additional minimum compensation for this subsequent call -out. The employee shall be compensated at the rate of 1%2 times the employee's hourly rate of pay for all hours worked, over the initial 2 hour minimum compensation provided because of the initial call -out. However, if a call -out occurs subsequent to the initial call -out and 2 hours or more have elapsed between commencement of the initial call -out and commencement of the subsequent call -out, there shall be a 1% hour minimum call -out compensation provided to the employee 2.0 hours @ 1.5 times hourly rate for this subsequent call -out. This 1% hour minimum eligibility shall repeat itself throughout the standby period as long as there is 2 hours or more minimum passage of time between the initial call -out and the subsequent call -out. Call -out commences at 1800 hours and is completed at 1900 hours. The YLWD Employees Association employee would be paid for 2 hours at 1% times the hourly rate. At 1930 hours, the employee commences a 10 minute call. No additional payment would 1.5 times hourly rate for all other hours be due as the employee has already accrued compensation for the 2 hour minimum. At 1945 hours, the employee commences a 30 minute call. For the worked over 2.0 hours call that commenced at 1945 hours, the employee would be paid for .25 additional hours at 1% times the hourly rate, because the call, which lasted until 2015 hours, commenced during the initial 2 hour minimum payment period but exceeded that period by 15 minutes. If the initial call -out had commenced at 1830 hours and was completed at 1900 hours and the next call -out had commenced at 2030 hours, the employee would be eligible for a 1% hour minimum call -out payment at 1% times the employee's hourly rate for the call -out that commenced at 2030 hours, because 2 hours or more will have passed between the commencement of the initial call -out and the commencement of the subsequent call -out. If a third call -out was to commence on or after 2200 hours, the employee would then be eligible for an additional 1% hour minimum payment. Where a "call -out" requires the employee to leave his/her residence and respond to a designated worksite, computation of compensable work hours shall include travel time to and from the employee's residence and the worksite. Compensable work hours shall also include time spent on the telephone or other electronic device whereby the "call -out" is assigned and/or efforts by telephone or other electronic devise are undertaken to address the subject of the "call -out." Employees shall have a District issued ID badge in his/her possession when responding to call -outs for ease of identification from outside the vehicle. Call Back Pay Page 5 Page 189 of 209 Yorba Linda Water District Additional Benefits Call Back Pay Page 6 Page 190 of 209 Bargaining Unit Compensation Policy A full-time non-exempt employee called out for emergency work shall be paid at the rate of 1% times his/her regular rate of pay for such emergency AFSCME Confidential 3.0 hours at 1.5 times hourly rate work. All emergency call out time shall be calculated to the nearest 1/4 hour of time worked. In addition to hours worked, travel time of up to 45 minutes minimum shall be paid at the rate of 1% times the employee's regular rate of pay. A minimum of 3 hours, inclusive of travel time at the rate of 1% times the employee's regular rate of pay, shall be guaranteed for each emergency call out. AFSCME General Management N/A N/A AFSCME Prof/Tech Management N/A N/A 3.0 hours at 1.5 times hourly rate All emergency call -out time shall be calculated to the nearest % hour of time worked. When an employee is called out for emergency work, the employee minimum for emergency call -out shall be paid at the rate of 1% times their regular hourly rate of pay for such emergency work. A minimum of 3 hours (including travel time) of pay at the AMEA Clerical rate of 1% times the employee's base hourly rate of pay shall be guaranteed for each emergency call -out. 45 minutes time shall be added to the time worked to compensate the employee for travel time incurred for each emergency call -out. A minimum of 2 hours pay at the rate of 1% times the 2.0 hours at 1.5 times hourly rate employee's base hourly rate of pay shall be guaranteed for planned overtime, except when such overtime occurs immediately before or after a regular minimum for planned overtime work period. All emergency call -out time shall be calculated to the nearest % hour of time worked. When an employee is called out for emergency work, the employee 3.0 hours at 1.5 times hourly rate shall be paid at the rate of 1% their regular hourly rate of pay for such emergency work, provided however, that all classifications specified under ARTICLE minimum for emergency call -out 40.5 called out between 12:00 midnight and 8:00 a.m. to support Public Utilities during emergencies shall be paid 2 times their regular rate of pay for all AMEA General hours worked between 12:00 midnight and 8:00 a.m. A minimum of 3 hours (including travel time) of pay at the rate of 1% times the employee's base 2.0 hours at 1.5 times hourly rate hourly rate of pay shall be guaranteed for each emergency call -out. 45 minutes time shall be added to the time worked to compensate the employee for minimum for planned overtime travel time incurred for each emergency call -out. A minimum of 2 hours pay at the rate of 1%2 times the employee's base hourly rate of pay shall be guaranteed for planned overtime, except when such overtime occurs immediately before or after a regular work period. All emergency call -out time shall be calculated to the nearest 1/4 hour of time worked. When an employee, assigned to a department other than the Public Utilities Department, is called out for emergency work, the employee shall be paid at the overtime rate of pay for such emergency work. For 3.0 hours at 1.5 times hourly rate employees assigned to departments other than the Public Utilities Department, a minimum of 3 hours (including travel time) of pay at the overtime rate minimum for emergency call -out shall be guaranteed for each emergency call -out. For employees assigned to departments other than the Public Utilities Department, 45 minutes time IBEW Local 47 General shall be added to the time worked to compensate the employee for travel time incurred for each emergency call -out. For employees assigned to 2.0 hours at 1.5 times hourly rate departments other than the Public Utilities Department, a minimum of 2 hours pay at the overtime rate shall be guaranteed for prearranged overtime, minimum for planned overtime except when such overtime occurs immediately before or after a regular work period. Public Utilities Department employees shall be guaranteed a minimum of 3 hours of pay at the overtime rate for each call -out. Call -out time for these employees shall be calculated from the time of arrival. Overtime work (except an extension of the regular work period) assigned with less than 8 working hours' notice shall be considered call -out. IBEW Local 47 Management N/A N/A Non -represented N/A N/A Call Back Pay Page 6 Page 190 of 209 Yorba Linda Water District Additional Benefits Call Back Pay Page 7 Page 191 of 209 Bargaining Unit Compensation Policy EVWDEP 2.0 hours @ 1.5 times hourly rate plus $20.00 District employees called back to active duty after completing their normal tour of duty and leaving the work site shall be entitled to call back compensation. Call back compensation in an amount of $20.00 shall be paid for each call back occurrence exclusive of any other premium pay provision. A minimum of 2 hours overtime shall be paid for each call back occurrence. Call back compensation shall not apply to employees assigned to standby duty pursuant to Article 10, Standby. General Manager N/A N/A General/Confidential N/A N/A Management N/A N/A Professional/Supervisory N/A N/A Senior Management N/A N/A Bargaining Unit Compensation Policy Employees' Association 2 hours of pay at 1.0 times hourly rate In the event an employee is called back to work after they have completed their scheduled shift and left the premises, they shall be guaranteed 2 hours of pay in accordance with the 40 -hour rule. Leaving the premises is defined as no longer being physically on Authority premises. Telephone Coverage Callback. The provisions of this section, regarding payment for hours worked, shall be applicable to employees who serve, on a voluntary basis, for telephone coverage callback, subject to their availability. Executive/Confidential N/A N/A General Manager N/A N/A Management Team Association 2 hours of pay at 1.0 times hourly rate In the event an hourly, non-exempt employee is called back to work after they have completed their scheduled shift and left the premises, they shall be guaranteed 2 hours of pay in accordance with the 40 -hour rule. Leaving the premises is defined as no longer being physically on Authority premises. Telephone Coverage Callback The provisions of this section, regarding payment for hours worked, shall be applicable to hourly, non-exempt employees who serve, on a voluntary basis, for telephone coverage callback, subject to their availability. Fill I .. -. - Bargaining Unit Compensation Policy General Employees N/A Covered under Standby Pay Policy General Manager N/A N/A - TY. - Bargaining Unit Compensation Policy General Manager N/A N/A Management N/A N/A Mesa Water District Employee Association N/A Covered under Standby Pay Policy Unrepresented N/A Covered under Standby Pay Policy Call Back Pay Page 7 Page 191 of 209 Yorba Linda Water District Additional Benefits Call Back Pay Page 8 Page 192 of 209 Bargaining Unit Compensation Policy Exempt N/A N/A General N/A Covered under Standby Pay Policy General Manager N/A N/A Supervisory N/A Covered under Standby Pay Policy Bargaining Unit Compensation Policy General Manager N/A N/A Santa Margarita Water District Employees Association 2.0 hours @ 1.5 times hourly rate minimum When an employee is called back to work by management without prior notice, the employee shall receive a minimum of 2 hours call -out pay. The 2 -hour minimum, whether or not actually worked, shall be paid at the rate of 1.5 times the employee's regular hourly rate. For any response that extends into the employee's normal working day, employee shall be compensated with over -time up to the start of the normal working day. Unrepresented N/A N/A Bargaining Unit Compensation Policy Executive Employees N/A N/A General Employees 2.0 hours @ 1.5 times hourly rate minimum After-hours duty responses are paid at 1.5 times the employee's regular rate of pay for all hours worked in excess of 40 hours per week. After -hour responses on holidays are paid according to the District's holiday pay policy as set forth herein. A 2 hour minimum period is paid for after -hour responses regardless of the number of call outs. If an employee receives an additional call back within the previous 2 hour minimum period, the employee shall not receive another minimum 2 hours but shall receive pay for time worked beyond the previous call back minimum period. All after -hour responses are paid from the time the employee leaves their place of residence or duty housing until the time they return, or from the time they leave the District property until they return home or to the District. For any response that extends into their normal working day, staff shall be compensated with overtime up to the start of the normal working day. Any calls that do not require a physical response such as phone calls or logging onto the computer to address alarms and or adjustments shall be paid in increments of 15 minutes subject to the application of the overtime pay policy. General Manager N/A N/A Call Back Pay Page 8 Page 192 of 209 Yorba Linda Water District Additional Benefits Call Back Pay Page 9 Page 193 of 209 Bargaining Unit Compensation Policy Executives N/A N/A District employees called back to work after completing their scheduled regular workday shall be entitled to call back compensation, with the following exceptions: Employees called in to work within 1 hour of the beginning of their scheduled work; Employees completing consumer service turn -ons or turn offs, which result in an extension of their work schedules. Employees entitled to call back compensation will be paid at 1% times their hourly rate of pay General Employees 2.0 hours @ 1.5 times hourly rate for all call back time worked, except that the minimum call back shall be 2 hours for each call back occurrence. If a call back results in an employee minimum working in excess of 40 hours in his/her designated workweek, the employee shall be paid at the rate of 1% times his/her regular rate of pay for the excess overtime hours worked. On-call employees required to electronically access the District's SCADA system and/or respond to a District Service call during non -regular working hours will be compensated for all hours worked, with a minimum of 30 minutes of hourly rate of pay. If called out to respond, the employee will be entitled to the call back compensation mentioned in the preceding paragraph. General Manager N/A N/A Employees in non-exempt job classifications under FLSA regulations who are called back to work on an emergency basis after completing their normal workday may be entitled to call-back compensation. Employees who are called back will be paid at 1% times the base hourly rate for emergency call-back time worked, except that the minimum call-back shall be 2 hours for each call-back occurrence. Non -emergency scheduled overtime shall not be subject 2.0 hours @ 1.5 times hourly rate to the call-back compensation provisions set forth herein. Such overtime shall be compensated for on an hour -for -hour basis at the rate of 1% hours Mid -Management compensation for each full hour of work performed with a minimum of 1 hour's compensation, with actual hours worked reported in 1/4 hour minimum increments. Employees called back within 1 hour of the beginning of their normal workday are not eligible for call-back compensation. Non-exempt On - Call employees required to electronically access the District's SCADA system and/or respond to a District Service call during non -regular working hours will be compensated for all hours worked, with a minimum of 30 minutes of regular pay. If called out to respond, the employee will be entitled to the call- back compensation mentioned in the preceding paragraph. Call Back Pay Page 9 Page 193 of 209 Yorba Linda Water District Additional Benefits STANDBY PAY POLICIES Bargaining Unit Compensation Policy General Manager N/A N/A A Sr. Maintenance Worker or Sr. Plant Operator assigned to standby duty for purposes of being on call to handle emergency situations arising at times other than normal scheduled working hours, and not as an extension of a regularly scheduled shift, shall be paid a flat fee for each day he/she is assigned to standby duty. In those instances where the standby occurs on Monday through and including Thursday, the flat fee during the term of this MOU shall be $35.00. In those instances where the standby occurs on a District recognized holiday and/or Friday through and including Sunday, the flat fee during the term of this MOU shall be $55.00. A "standby day" for purposes of calculating standby compensation occurs when an employee has been assigned to be available for purposes of handling emergency situations arising at times Unrepresented Employees $35.00 per day for standby Monday -Thursday other than normally scheduled working hours and not as an extension of a regularly scheduled shift. It is understood that $55.00 per day for standby Friday -Sunday or holiday standby duty for pump operations will be provided by qualified and available employees as assigned by the supervisor and/or Operations Manager, and that those individuals in Maintenance Worker I and Maintenance Worker II positions determined qualified by the District shall be eligible for standby duty. The pay for standby compensation shall be paid on the regular pay day for the pay period in which the standby duty is completed. An employee on standby duty must (1) be ready to respond immediately to a call for service, (2) be readily available at all hours by telephone or other agreed upon communication equipment, and (3) refrain from activities which might impair their assigned duties upon call. The parties agree that an employee must be able to arrive at District boundaries within 45 minutes from receiving a call -out. The parties agree that employees on standby duty, as defined above, are "waiting to be engaged." Management Employees N/A N/A An employee assigned to standby duty for purposes of being on call to handle emergency situations arising at times other than normal scheduled working hours, and not as an extension of a regularly scheduled shift, shall be paid a flat fee for each day he/she is assigned to standby duty. In those instances where the standby occurs on Monday through and including Thursday, the flat fee during the term of this MOU shall be $35.00. In those instances where the standby occurs on a District recognized holiday and/or Friday through and including Sunday, the flat fee during the term of this MOU shall be $55.00. A "standby day" for purposes of calculating standby compensation shall be that period of time when an employee has been assigned to be available for purposes of handling emergency situations arising at times other than YLWD Employees Association $35.00 per day for standby Monday -Thursday normally scheduled working hours and not as an extension of a regularly scheduled shift. It is understood that standby duty $55.00 per day for standby Friday -Sunday or holiday for pump operations will be provided by qualified and available employees as assigned by the supervisor and/or Operations Manager, and that those individuals in Maintenance Worker I and Maintenance Worker 11 positions determined qualified by the District shall be eligible for standby duty. The pay for standby compensation shall be paid on the regular pay day for the pay period in which the standby duty is completed. An employee on standby duty must (1) be ready to respond immediately to a call for service, (2) be readily available at all hours by telephone or other agreed upon communication equipment, and (3) refrain from activities which might impair their assigned duties upon call. The parties agree that an employee must be able to arrive at District boundaries within 45 minutes from receiving a call -out. The parties agree that employees on standby duty, as defined above, are "waiting to be engaged." Standby Pay Page 10 Page 194 of 209 Yorba Linda Water District Additional Benefits Standby Pay Page 11 Page 195 of 209 Bargaining Unit Compensation Policy A full-time non-exempt employee assigned to standby duty for purposes of being on call to handle emergency situations AFSCME Confidential 2.0 hours of pay each day of standby arising at times other than during normal working hours shall be guaranteed two (2) hours of pay at his/her regular hourly rate of pay for each calendar day of such standby duty. Certain employees may be paid "Management Standby Pay" based upon the recommendation of the Human Resources AFSCME General Management $225.00 per week of standby Director and the appropriate Executive Manager with approval of the City Manager. Standby Pay will be $225 per a 7 consecutive day standby assignment as determined by the Human Resources Director. Standby pay eligibility will be evaluated on an individual basis. Certain employees may be paid "Management Standby Pay" based upon the recommendation of the Human Resources AFSCME Prof/Tech Management $225.00 per week of standby Director and the appropriate Executive Manager with approval of the City Manager. Standby Pay will be $225 per a 7 consecutive day standby assignment as determined by the Human Resources Director. Standby pay eligibility will be evaluated on an individual basis. An employee assigned to standby duty for the purpose of being on call to handle emergency situations arising at times AMEA Clerical 2.0 hours of pay each day of standby other than during normal working hours shall be guaranteed 2 hours of pay at the regular hourly rate of pay for each calendar day of such standby duty. An employee assigned to standby duty for the purpose of being on call to handle emergency situations arising at times AMEA General 2.0 hours of pay each day of standby other than during normal working hours shall be guaranteed 2 hours of pay at the regular hourly rate of pay for each calendar day of such standby duty. The City may assign to standby duty employees in any classification represented by the UNION to ensure operational effectiveness and appropriate emergency response. An employee assigned to standby duty for purposes of being on call to handle emergency situations arising at times other than during normal working hours shall be guaranteed 3 hours of pay at his/her regular hourly rate of pay for each calendar day of such standby duty, except as provided in ARTICLE 58.2.2. Only IBEW Local 47 General 3.0 hours of pay each day of standby journey -level or higher employees shall be assigned to standby duty except that ANAHEIM may, for the purpose of familiarization and training, assign trainees to standby duty provided that during any callout, the trainee is accompanied by a journey -level or higher employee on standby. Employees assigned to standby who are assigned to drive a City vehicle to and from home shall be compensated for actual travel time at the overtime rate up to a maximum of 45 minutes each way and shall be guaranteed 2 hours of pay at his/her regular hourly rate of pay for each calendar day of such standby duty. Certain employees may be paid "Management Standby Pay' based upon the recommendation of the Human Resources IBEW Local 47 Management $75, $150, or $225.00 per week of standby Director and the appropriate Executive Manager with approval of the City Manager. Standby Pay will be either $75, $150, or $225 per a seven (7) consecutive day standby assignment as determined by the Human Resources Director. Standby pay eligibility will be evaluated on an individual basis. Certain Management employees may be paid "Management Standby Pay' based upon the recommendation of the Human Non -represented $75, $150, or $225.00 per week of standby Resources Director and the appropriate Executive Manager with approval of the City Manager. Management Standby Pay will be either $75, $150, or $225 per a seven (7) consecutive day standby assignment as determined by the Human Resources Director. Standby pay eligibility will be evaluated on an individual basis. Standby Pay Page 11 Page 195 of 209 Yorba Linda Water District Additional Benefits Standby Pay Page 12 Page 196 of 209 Bargaining Unit Compensation Policy Employees assigned to standby status shall be compensated at the rate of $40.00 per day and will be compensated for a minimum of 2 -hours overtime pay for calls lasting two -hours or less. Additional calls that may come in during the initial 2- $40.00 per day and minimum of 2.0 hours of overtime pay hour timeframe will be considered compensated if work is completed within the 2 -hours. Employees assigned to standby for calls lasting 2 hours or less status during the District's 13 designated holidays shall receive double standby pay compensated at the rate of $80.00 per EVWDEP day. Standby duty requires that employees so assigned shall: (1) be ready to respond immediately; (2) be reachable by $80.00 per day for standby during holidays telephone or other communicating devices; (3) be able to report to active duty not later than 30 minutes from time of contact and (4) refrain from activities which might impair their ability to perform assigned duties. Employees not assigned to standby duty have no obligation to meet these requirements. General Manager N/A N/A General/Confidential N/A N/A Management N/A N/A Professional/Supervisory N/A N/A Senior Management N/A N/A Bargaining Unit Compensation Policy An employee scheduled for standby shall be available by phone, pager, or radio; shall be available 24 hours each day and must be able to respond within a 45 minute period to the Yard. Employees placed on weekly standby duty shall receive a "fee" equal to 2 hours of straight time pay for each day of standby served. Exceptions will be standby duty which occurs on 2.0 hours of straight time pay for each day of standby plus the employee's regularly scheduled flex day, an Authority holiday as described in Section 30 (A), or the weekend. For 2.5 hours of pay at 1.5 times hourly rate for call -outs continuous shift operations as described in Section 7 (C), the regularly scheduled days off will be defined as weekends. For these days the standby "fee" will equal 3.5 hours of straight time pay for each day. Standby fees shall not be considered Employees' Association hours worked for overtime or double time pay calculations or considerations. Standby Callout. If called out to perform work 3.5 hours of straight time pay for each day of standby while on standby duty, the employee will be guaranteed a minimum of 2%hours of pay at 1%times their hourly rate. Once falling on an employee's RDO plus 2.5 hours of pay at 1.5 a standby call out has been initiated, the employee shall be compensated from portal to portal to maximum of Y2 hour each times hourly rate for call -outs way. Each subsequent call within the time period of the initial 2% hours will be considered as one call out. Should a standby person receive a call that can be resolved by computer or phone, a minimum of 1/2 hour, at 1% times their hourly rate, shall be reflected on the employee's time sheet, and shall be paid at 1/4 hour increments and will be rounded to the nearest 1/4 hour, after the initial 1/2 hour minimum. Executive/Confidential N/A N/A General Manager N/A N/A An employee scheduled for standby shall be available by phone, pager or radio; shall be available 24 hours each day, and must be able to respond within a 30 minute period to the Yard. Employees placed on weekly standby duty shall receive a 2.0 hours of straight time pay for each day of standby plus "fee" equal to 2 hours of straight time pay for each day of standby served. Exceptions will be standby duty which occurs on 2.5 hours of pay at 1.5 times hourly rate for call -outs the employee's regularly scheduled flex day, an Authority holiday, or the weekend. For these days the standby "fee" will Management Team Association equal 3.5 hours of straight time pay for each day. If called out to perform work while on standby duty, the employee will be 3.5 hours of straight time pay for each day of standby guaranteed a minimum of 2%2 hours of pay at 1% times their hourly rate. Once a standby call out has been initiated, each falling on an employee's RDO plus 2.5 hours of pay at 1.5 subsequent call within the time period of the initial two and one-half hours will be considered as one call out. Once a times hourly rate for call -outs standby call out has been initiated, the employee shall be compensated from portal to portal to maximum of % hour each way. Should an employee receive a call that can be resolved over the telephone, a minimum of 1/2 hourat 1.5 times their hourly rate, shall be reflected on the employee's time sheet. Standby Pay Page 12 Page 196 of 209 Yorba Linda Water District Additional Benefits Standby Pay Page 13 Page 197 of 209 Bargaining Unit Compensation Policy The District will have one Duty person and one Stand -By person serve per workweek. Duty and Stand -By Personnel must have sufficient experience and knowledge of the District's water system and a record of reliability and dependability. $525 for each 7 -day workweek on duty plus 1.5 times Personnel must be operation department employees, Maintenance Worker II or above, who are qualified to maintain and General Employees hourly rate for each service call on aportal-to-portal basis, repair water distribution components and have knowledge of the operations of the system, location of valves, controls, and pumping stations. Other requirements include: Both the Duty and Stand -By Personnel must remain within a thirty (30) with a minimum call -out time of 2 hours minute response time to District Headquarters during the duty period. A Duty and Stand -By Person that lives within a 30 minutes response time to District headquarters may perform after-hours duty while being stationed at home. The Duty Person that does not live within a thirty (30) minute response time must stay at the District's apartment. General Manager N/A N/A Bargaining Unit Compensation Policy General Manager N/A N/A Management N/A N/A Standby duty is an assignment of responsibility to remain available to respond rapidly to emergency calls after the regular workday, on holidays and on weekends. The assignment is 1 week in duration, normally from the end of shift on a $350 per week ($50 per day) for Production & Distribution particular day of the week to the end of shift on the same day the following week. Employees who are assigned are employees; $50 per day for General employees authorized to use the duty truck provided by Mesa Water only for District business. Employees assigned to standby duty Mesa Water District Employee Association are those who have completed satisfactory training, live within 25 miles to the nearest District boundary and meet all 1 hour minimum at 1.5 times hourly rate for call -outs eligibility requirements established by the Water Operations Supervisor. In the event there are an insufficient number of when serving on standby employees to fulfill the requirements for standby duty, the Water Operations Supervisor or designee will assign employees to the standby duty. The department manager may adjust the standby duty schedule assignments in Distribution and Production to minimize additional costs due to an alternate work schedule, and to assure fairness among employees. Standby duty is an assignment of responsibility to remain available to respond rapidly to emergency calls after the regular workday, on holidays and on weekends. The assignment is 1 week in duration, normally from the end of shift on a $350 per week ($50 per day) for Production & Distribution particular day of the week to the end of shift on the same day the following week. Employees who are assigned are employees; $50 per day for General employees authorized to use the duty truck provided by Mesa Water only for District business. Employees assigned to standby duty Unrepresented are those who have completed satisfactory training, live within 25 miles to the nearest District boundary and meet all 1 hour minimum at 1.5 times hourly rate for call -outs eligibility requirements established by the Water Operations Supervisor. In the event there are an insufficient number of when serving on standby employees to fulfill the requirements for standby duty, the Water Operations Supervisor or designee will assign employees to the standby duty. The department manager may adjust the standby duty schedule assignments in Distribution and Production to minimize additional costs due to an alternate work schedule, and to assure fairness among employees. Standby Pay Page 13 Page 197 of 209 Yorba Linda Water District Additional Benefits Standby Pay Page 14 Page 198 of 209 Bargaining Unit Compensation Policy Exempt N/A N/A Standby duties are assigned to qualified employees on a rotating basis for a 1 week period of time several times each year. When personnel are designated standby duties after their normal working day, the compensation shall be $57 per day in addition to their regular pay and any other compensation earned such as overtime. Any call that physically requires personnel to respond to the District shall earn a minimum of 2 hours of overtime compensation for that particular response. For any response that extends into their normal working day, staff shall be compensated with overtime up to the start of the normal working day. Any calls that do not require personnel to physically respond shall earn 30 minutes of overtime compensation. Standby duties require an employee to be available within the District upon 30 minutes General $57.00 per day plus 2 hours of overtime per response notification of the need to respond, on a 24 hour basis. Water Distribution staff must be able to respond to alarms or other system notifications via the Supervisory Control and Data Acquisition (SCADA) system within 15 minutes. D. Standby personnel shall have the ability to respond during non -working hours during the work week, weekends, and on holidays. Additional standby duties may be required as designated by the Division Head or his or her designee. Standby personnel will be compensated for all overtime earned while on standby duty. Standby personnel will be compensated for all overtime earned while on standby duty. E. The Division Head or his or her designee shall determine when standby responsibilities should be transferred among personnel. An employee requesting to transfer standby duties must get approval from his or her supervisor prior to the start of the standby shift. District personnel on standby are permitted to utilize the District's designated standby vehicles during non -working hours to allow for emergency response provided those vehicles remain within a 30 minute response distance General Manager N/A N/A Standby duties are assigned to qualified employees on a rotating basis for a 1 week period of time several times each year. When personnel are designated standby duties after their normal working day, the compensation shall be $57 per day in addition to their regular pay and any other compensation earned such as overtime. Any call that physically requires personnel to respond to the District shall earn a minimum of 2 hours of overtime compensation for that particular response. For any response that extends into their normal working day, staff shall be compensated with overtime up to the start of the normal working day. Any calls that do not require personnel to physically respond shall earn 30 minutes of overtime compensation. Standby duties require an employee to be available within the District upon 30 minutes Supervisory $57.00 per day plus 2 hours of overtime per response notification of the need to respond, on a 24 hour basis. Water Distribution staff must be able to respond to alarms or other system notifications via the Supervisory Control and Data Acquisition (SCADA) system within 15 minutes. D. Standby personnel shall have the ability to respond during non -working hours during the work week, weekends, and on holidays. Additional standby duties may be required as designated by the Division Head or his or her designee. Standby personnel will be compensated for all overtime earned while on standby duty. Standby personnel will be compensated for all overtime earned while on standby duty. E. The Division Head or his or her designee shall determine when standby responsibilities should be transferred among personnel. An employee requesting to transfer standby duties must get approval from his or her supervisor prior to the start of the standby shift. District personnel on standby are permitted to utilize the District's designated standby vehicles during non -working hours to allow for emergency response provided those vehicles remain within a 30 minute response distance Standby Pay Page 14 Page 198 of 209 Yorba Linda Water District Additional Benefits 7Bargaining Unit Compensation Policy General Manager N/A N/A Employees who are assigned stand-by duty shall receive compensation at a rate of $500 per week or $71.43 per day in Santa Margarita Water District Employees Association $500 per week addition to their regular pay. Stand-by duty requires an employee to be able to respond immediately by telephone and, if needed, a timely site response (within 30 minutes). Employee shall record all actual hours worked on their timesheet. Unrepresented N/A N/A Bargaining Unit Compensation Policy Executive Employees N/A N/A Duty pay is an amount set by the General Manager to compensate employees assigned to a rotating duty shift, which requires the employee to remain on-call during a set period of up to seven (7) days for purposes of responding to calls during non -working hours. Supervisors or Managers in each section develop a rotating standby duty roster to cover non- working hour call -outs. The assigned duty personnel are responsible for responding to calls during that time. Standby duty is an assignment to perform work after regular hours of operation. Standby duty is assigned on a scheduled rotating weekly basis (or for such other periods as may be assigned). Employees on standby duty must be available to respond at any time within no more than 30 minutes. The standby duty person must be accessible via radio, telephone, cell phone, text, or email message. While on standby duty, the duty person must not consume or use alcohol, controlled substances, or General Employees $350.00 per week (or $50.00 per day) prescription medication, which affects the employee's ability to perform their duties. The Duty employee must use a District vehicle while engaging in the District business. Each employee who is scheduled to standby duty will receive "duty pay." Duty housing may be provided for employees who choose to use it during any portion or all of their standby time. The above policy statement specifically outlines the duty expectations when assigned standby duty and the required response time. Also, employees are responsible for the following as it relates to standby duty assignment: 1. Determine before the start of a standby shift the necessity to stay at the District's duty housing. 2. Provide notification to the supervisor if the employee stays at the duty housing or elects to respond from the employee's residence. 3. Monitor and report all response times. 4. If an employee cannot accept the standby duty assignment as dictated by the scheduled rotation, the employee will be responsible to find a replacement to take the position and notify the supervisor. If the employee is unsuccessful in finding a substitute, they must inform the supervisor who will make the appropriate mandatory assignment designation. General Manager N/A N/A Fr =1 1111111 Bargaining Unit Compensation Policy Executives N/A N/A In addition to any call-back compensation, any employee who is assigned to on-call or standby duty will receive $40.00 per day Monday through Friday $40.00 per day Monday through Friday, and $60.00 per day on weekends and holidays, or be provided with the General Employees $60.00 per day Weekends and Holidays full-time non -personal use of a District vehicle. Employees' assigned District vehicles shall use such vehicles in accordance with District policy. General Manager N/A N/A Mid -Management N/A N/A Standby Pay Page 15 Page 199 of 209 Yorba Linda Water District Additional Benefits CERTIFICATION PAYS .. .. . - .aining lBargUnit Classes Covered Requirements & Pay Provided Distribution Certificate Treatment Certificate Collections Certificate Commercial Driver's License General Manager N/A N/A N/A N/A N/A N/A Maintenance Superintendent Pay is provided for certificates above what is Unrepresented Employees Operations Superintendent required by the JD $150 per year $150 per year $150 per year $598 per year for Class A CDL Production Superintendent D1 = $156 per year T1 = $156 per year C1 = $156 per year Senior Field Customer Service Representative Pay is provided for certificates above what is D2 = $182 per year T2 = $182 per year C2 = $182 per year Unrepresented Employees Group #2 Senior Maintenance Worker required by the JD; pay is limited to 2 D3 = $208 per year T3 = $208 per year C3 = $208 per year $598 per year for Class A CDL Senior Plant Operator certificates D4 = $234 per year T4 = $234 per year C4 = $234 per year D5 = $260 per year T5 = $260 per year Pay is provided for up to 2 Automotive Service Unrepresented Employees Group #3 Senior Mechanic Excellence (ASE) Certificates at up to $416 per N/A N/A N/A $598 per year for Class A CDL year Management Employees N/A N/A N/A N/A N/A N/A Assistant Engineer 1/11/III Construction Inspector Electrical/SCADA Technician D1 = $156 per year T1 = $156 per year C1 = $156 per year Field Customer Service Representative II/Meters Pay is provided for certificates above what is D2 = $182 per year T2 = $182 per year C2 = $182 per year YLWD Employees Association Maintenance Worker 1/11/111 required by the JD; pay is limited to 2 D3 = $208 per year T3 = $208 per year C3 = $208 per year $598 per year for Class A CDL Meter Reader certificates D4 = $234 per year T4 = $234 per year C4 = $234 per year Plant Operator 1/II D5 = $260 per year T5 = $260 per year Senior Construction Inspector Water Qualitv Technician 1/11 Pay is provided for up to 2 Automotive Service YLWD Employees Association Group #2 Mechanic 1/II/III Excellence (ASE) Certificates at up to $416 per N/A N/A N/A $598 per year for Class A CDL year Cert Pay Page 16 Page 200 of 209 Yorba Linda Water District Additional Benefits Bargaining Unit Classes Covered Requirements & Pay Provided Distribution Certificate Treatment Certificate Collections Certificate Commercial Driver's License Bargaining Unit Classes Covered Requirements & Pay Provided Distribution Certificate Treatment Certificate Collections Certificate Commercial Driver's License AFSCME Confidential N/A N/A N/A N/A N/A N/A AFSCME General Management N/A N/A N/A N/A N/A N/A AFSCME Prof/Tech Management N/A N/A N/A N/A N/A N/A AMEA Clerical N/A N/A N/A N/A N/A N/A AMEA General Group #1 All Classes Any position which requires a Class "A" CDL. N/A N/A N/A $300 per year for Class A CDL AMEA General Group #2 Fleet Supervisor Vehicle Technician I/II/III Pay is provided for a Master Automobile Technician or Master Heavy -Duty Truck Technician Certification at $200 for each exam successfully completed to a max of $2,000 per year. N/A N/A N/A $300 per year for Class A CDL IBEW Local 47 General All Classes T5 or D5 = one time $500 bonus D5 T5 N/A N/A Maintenance Pipefitter Possession of Listed Certs = $1,560 per year D3 T2 N/A N/A Maintenance Pipefitter Possession of Listed Certs = $2,340 per year D5 T5 N/A N/A Maintenance Pipefitter Supervisor Possession of Listed Certs = $1,560 per year D3 T2 N/A N/A Maintenance Pipefitter Supervisor Possession of Listed Certs = $2,340 per year D5 T5 N/A N/A Senior Water Systems Operator Possession of Listed Certs = $1,560 per year D4 N/A N/A N/A Senior Water Systems Operator Possession of Listed Certs = $2,340 per year D5 T5 N/A N/A Senior Water Utility Inspector Possession of Listed Certs = $1,560 per year D3 T2 N/A N/A Senior Water Utility Inspector Possession of Listed Certs = $2,340 per year D5 T4 N/A N/A Water Meter Repairer II Possession of Listed Certs = $1,560 per year D3 T2 N/A N/A Water Meter Repairer II Possession of Listed Certs = $2,340 per year D5 T5 N/A N/A Water Meter Supervisor Possession of Listed Certs = $1,560 per year D3 T2 N/A N/A Water Meter Supervisor Possession of Listed Certs = $2,340 per year D5 T3 N/A N/A Water Production Technician Possession of Listed Certs = $1,560 per year D3 T3 N/A N/A Water Production Technician Possession of Listed Certs = $2,340 per year D5 T5 N/A N/A Water Production Technician Supervisor Possession of Listed Certs = $1,560 per year D3 T3 N/A N/A Water Production Technician Supervisor Possession of Listed Certs = $2,340 per year D5 T5 N/A N/A Water Systems Operator Possession of Listed Certs = $1,560 per year D4 T4 N/A N/A Water Systems Operator Possession of Listed Certs = $2,340 per year D5 T5 N/A N/A Water Utility Inspector Possession of Listed Certs = $1,560 per year D3 T2 N/A N/A Water Utility Inspector Possession of Listed Certs = $2,340 per year D4 T4 N/A N/A IBEW Local 47 Management N/A N/A N/A N/A N/A N/A Non -represented N/A N/A N/A N/A N/A N/A Cert Pay Page 17 Page 201 of 209 Bargaining Unit Bargaining Unit EVWDEP General Manager General/Confidential Management Professional/Supervisory (Senior Management Bargaining Unit Employees' Association Executive/Confidential General Manager Management Team Association (Bargaining Unit (General Employees (General Manager Bargaining Unit General Manager Management Mesa Water District Employee Association (Unrepresented Bargaining Unit Exempt General General Manager Supervisory Yorba Linda Water District Additional Benefits Classes Covered I Requirements & Pay Provided Classes Covered Requirements & Pay Provided Employees working in the Operations Department One-time certification incentive payment of $1,500 for each certification obtained N/A N/A Employees working in the Operations Department One-time certification incentive payment of $1,500 for each certification obtained Employees working in the Operations Department One-time certification incentive payment of $1,500 for each certification obtained Employees working in the Operations Department One-time certification incentive payment of $1,500 for each certification obtained Employees working in the Operations Department One-time certification incentive payment of $1,500 for each certification obtained Classes Covered Requirements & Pay Provided All Classes $500 one-time pay for each Certification which is optional or above what JD requires N/A N/A N/A N/A All Classes $500 one-time pay for each Certification which is optional or above what JD requires Classes Covered Requirements & Pay Provided 5.0% of base salary paid for employees who Field Service Employees possess or acquire the CA-DOPH Grade 3 Water Distribution Certification. N/A N/A Classes Covered Requirements & Pay Provided N/A N/A $100 per year for each DPH or AWWA All Classes certification above what JD requires $100 per year for each DPH or AWWA All Classes certification above what JD requires $100 per year for each DPH or AWWA All Classes certification above what JD reauires Classes Covered Requirements & Pay Provided N/A N/A N/A N/A N/A N/A N/A N/A Cert Pay Distribution Certificate Treatment Certificate Collections Certificate I Commercial Driver's License Distribution Certificate D2 or higher N/A D2 or higher D2 or higher D2 or higher D2 or higher Distribution Certificate D1 or higher N/A N/A D1 or higher Treatment Certificate T2 or higher N/A T2 or higher T2 or higher T2 or higher T2 or higher Treatment Certificate T1 or higher N/A N/A T1 or higher Collections Certificate N/A N/A N/A N/A N/A N/A Collections Certificate N/A N/A N/A N/A Commercial Driver's License N/A N/A N/A N/A N/A N/A Commercial Driver's License Class A = $25 per month Class B = $25 per month N/A N/A N/A Distribution Certificate I Treatment Certificate I Collections Certificate I Commercial Driver's License D3 N/A Distribution Certificate N/A D1 or higher D1 or higher D1 or higher Distribution Certificate N/A N/A N/A N/A N/A N/A Treatment Certificate N/A T1 or higher T1 or higher T1 or higher Treatment Certificate N/A N/A N/A N/A N/A N/A Collections Certificate N/A N/A N/A N/A Collections Certificate N/A N/A N/A N/A N/A N/A Commercial Driver's License N/A N/A N/A N/A Commercial Driver's License N/A N/A N/A N/A Page 18 Page 202 of 209 Yorba Linda Water District Additional Benefits Bargaining Unit Classes Covered Requirements & Pay Provided Distribution Certificate Treatment Certificate Collections Certificate Commercial Driver's License Bargaining Unit Classes Covered Requirements & Pay Provided Distribution Certificate Treatment Certificate Collections Certificate Commercial Driver's License General Manager N/A N/A N/A N/A N/A N/A $75 per month (cap of $150 per month) for Class A = $1,500 per year Santa Margarita Water District Employees Association All Classes each certificate above what JD requires. D2 or higher T2 or higher C2 or higher Class B = $500 per year Unrepresented N/A N/A N/A N/A N/A N/A • • • - 9 Bargaining Unit Classes Covered Requirements & Pay Provided Distribution Certificate Treatment Certificate Collections Certificate Commercial Driver's License Executive Employees N/A N/A N/A N/A N/A N/A General Employees N/A N/A N/A N/A N/A N/A General Manager N/A N/A N/A N/A N/A N/A NZI Bargaining Unit Classes Covered Requirements & Pay Provided Distribution Certificate Treatment Certificate Collections Certificate Commercial Driver's License Executives N/A N/A N/A N/A N/A N/A D1 = $600 per year D2 = $600 per year General Employees All Classes Annual Lump Sum for Listed Distribution D3 = $750 per year N/A N/A N/A Certificate above what JD requires. D4 = $1,250 per year D5 = $1,250 per year General Manager N/A N/A N/A N/A N/A N/A D1 = $600 per year D2 = $600 per year Mid -Management All Classes Annual Lump Sum for Listed Distribution D3 = $750 per year N/A N/A N/A Certificate above what JD requires. D4 = $1,250 per year D5 = $1,250 per year Cert Pay Page 19 Page 203 of 209 ITEM NO. 11.1. Yorba Linda Water District AGENDA REPORT MEETING DATE: May 18, 2023 TO: Board of Directors FROM: Mark Toy, General Manager STAFF CONTACTS: Delia Lugo, Finance Manager Sophia Phuong, Accounting Supervisor Paige Appel, Budget Analyst SUBJECT: Draft Operating Budget for Fiscal Year 2023-24 SUMMARY: Staff will present and discuss the impact of the calculated Pass-through on the Fiscal Year 2023-24 Commodity Rate. ATTACHMENTS: 1. Slide Deck Page 204 of 209 aYorba Linda Water District �via6N�� soV Water a 05/18/2023 Page 205 of 209 Overview Pass -Through Revenue Analysis Page 206 of 209 --,J. r Page 207 of 209 FY2023-24 Proposed Rates Pass -Through Analysis for FY2023-24 2024 Budget RATES Commodity Rate $3.14 Pass -Through $0.31 Total Proposed Commodity Rate $3.45 RATE STUDY Total Power & Supply Costs in Rate Study $15,708,816 Water Sales (ccf) 7,380,219 Unit Rate ($/ccf) $ 2.13 ACTUALS & BUDGET Total Power & Supply Costs $19,891,169 Water Sales (ccf) 7,776,493 Unit Rate ($/ccf) $ 2.56 PASS-THROUGH RATES ANALYSIS Possible Pass -Through (Difference between Actuals & Rate Study by Unit) Unit Rate ($/ccf) $0.43 10% Limitation is on the Commodity Rate (Rate*10%) Unit Rate ($/ccf) $0.31 Actual Pass -Through Allowed - 10% Limitation Analysis (Amount Limited To) Unit Rate ($/ccf) $0.31 Page 208 of 209 FY2023-24 Pass -Through Proposed Rates Calculated Pass -Through: (July -December) The increase to import water costs starts on January 1, 2024. The table below represents the allocated pass-through throughout the fiscal year and the 10% limitation. The deferral of the increase in import water costs does not change the available pass- through of $0.31. July — December January — June PASS-THROUGH RATES ANALYSIS Pass -Through Pass -Through Possible Pass -Through (Difference between Actuals & Rate Study by Unit) Unit Rate ($/ccf) $ 0.38 10% Limitation is on the Commodity Rate (Rate*10%) Unit Rate ($/ccf) $ 0.31 Actual Pass -Through Allowed - 10% Limitation Analysis (Amount Limited To) Unit Rate ($/ccf) $ 0.31 $ 0.43 $ 0.31 $ 0.31 Page 209 of 209 BACKUP MATERIALS DISTRIBUTED LESS THAN 72 HOURS PRIOR TO THE MEETING i Prop- d9P dw AP v WED.- Aft — ilk o--. C� Xf- 'gym `lam. a �� cavi ,g, <o t .`ter.' .r_ _ e. _. ryy�, ,,,, _� r-�' �}• I lit Tal; tib Z�x R � . - ,•,� 7-*I'�iw.�+'••�1. i l"�}i.tilti :{� fir. '. .-t.•i 1:=•ilf ,v�.'.;, T f, } f