HomeMy WebLinkAbout2012-03-20 - Personnel-Risk Management Committee Meeting Agenda Packet Yorba Linda
Water District
AGENDA
YORBA LINDA WATER DISTRICT
PERSONNEL-RISK MANAGEMENT COMMITTEE MEETING
Tuesday, March 20, 2012, 4:00 PM
1717 E Miraloma Ave, Placentia CA 92870
COMMITTEE STAFF
Director Michael J. Beverage, Chair Ken Vecchiarelli, General Manager
Director Ric Collett Gina Knight, Human Resources Manager
Stephen Parker, Finance Manager
Joann Gitmed, Accounting Assistant II
1. PUBLIC COMMENTS
Any individual wishing to address the committee is requested to identify themselves and state the matter on
which they wish to comment. If the matter is on this agenda, the committee Chair will recognize the individual for
their comment when the item is considered. No action will be taken on matters not listed on this agenda.
Comments are limited to matters of public interest and matters within the jurisdiction of the Water District.
Comments are limited to five minutes.
2. ACTION CALENDAR
This portion of the agenda is for items where staff presentations and committee discussions are needed prior to
formal committee action.
2.1. Request for Proposals for an Organizational Efficiency Study
Recommendation: That the Committee consider recommending the Board of
Directors authorize preparation of Requests for Proposals for Professional Services
toward the preparation of an Organizational Efficiency Study.
3. DISCUSSION ITEMS
This portion of the agenda is for matters such as technical presentations, drafts of proposed policies, or similar
items for which staff is seeking the advice and counsel of the Committee members. This portion of the agenda
may also include items for information only.
3.1. Draft Human Resources Department Budget for FY 2012-2013
3.2. Draft Salary and Benefits Budget for FY 2012-2013
3.3. Employee Compensation Letter and Pay Plan for Management Employees for Fiscal
Years 2012-2015
3.4. Employee Compensation Letter and Pay Plan for Supervisory and Confidential
Employees for Fiscal Years 2012-2015
3.5. Student Internship Policy (Verbal Report)
3.6. Status of Strategic Plan Initiatives
3.7. Backhoe Incident on March 12, 2012 (Verbal Report)
3.8. Future Agenda Items and Staff Tasks
4. ADJOURNMENT
4.1. The next meeting of the Personnel-Risk Management Committee will be held April 10,
2012 at 4:00 p.m.
Items Distributed to the Committee Less Than 72 Hours Prior to the Meeting
Pursuant to Government Code section 54957.5, non-exempt public records that relate to open session agenda items
and are distributed to a majority of the Committee less than seventy-two (72) hours prior to the meeting will be available
for public inspection in the lobby of the District's business office located at 1717 E. Miraloma Avenue, Placentia, CA
92870, during regular business hours. When practical, these public records will also be made available on the District's
internet website accessible at http://www.ylwd.com/.
Accommodations for the Disabled
Any person may make a request for a disability-related modification or accommodation needed for that person to be
able to participate in the public meeting by telephoning the Executive Secretary at 714-701-3020, or writing to Yorba
Linda Water District, P.O. Box 309, Yorba Linda, CA 92885-0309. Requests must specify the nature of the disability and
the type of accommodation requested. A telephone number or other contact information should be included so the
District staff may discuss appropriate arrangements. Persons requesting a disability-related accommodation should
make the request with adequate time before the meeting for the District to provide the requested accommodation.
ITEM NO. 2.1
AGENDA REPORT
Meeting Date: March 20, 2012 Budgeted: Yes
Total Budget: $45,000
To: Personnel-Risk Management
Committee
Funding Source: All Water Funds
From: Ken Vecchiarelli, General Account No: 1-2010-0600-00
Manager
Presented By: Gina Knight, HR/Risk Manager Dept: Human
Resources/Risk
Management
Prepared By: Amelia Cloonan, Personnel
Technician
Subject: Request for Proposals for an Organizational Efficiency Study
SUMMARY:
One or more Board members have asked staff to look at the District's organizational makeup for
opportunities to gain efficiencies. Suggestions have been proposed to consider combining the
Customer Service Section of the Finance Department with the Public Affairs Section of
Administration Department or to combine the Information Technology Department with the Public
Affairs Divisions. Staff has not prepared any internal studies to support these suggestions and the
Board may wish to consider an outside independent review of these suggestions and/or other
organizational changes that may be effective for improving services and organizational effciencies.
STAFF RECOMMENDATION:
That the Committee consider recommending the Board of Directors authorize preparation of
Requests for Proposals for Professional Services toward the preparation of an Organizational
Efficiency Study.
DISCUSSION:
Funds were previously allocated in the Administration Department Budget (FY 2011/2012) for the
AWWA QualServe Peer Review Survey which could assist the District in evaluating its overall
operating efficiency. Funds have not been expended for this effort.
ITEM NO. 3.1
AGENDA REPORT
Meeting Date: March 20, 2012
To: Personnel-Risk Management
Committee
From: Ken Vecchiarelli, General
Manager
Presented By: Gina Knight, HR/Risk Manager
Prepared By: Joann Gitmed, Accounting
Assistant II
Subject: Draft Human Resources Department Budget for FY 2012-2013
SUMMARY:
Presented for review and discussion is the preliminary Human Resources Department budget for
FY 2012-13.
DISCUSSION:
The Human Resources Department is responsible for all employment services for the District
including recruitment and testing, employee relations, employee benefits, training and development,
occupational safety, workers' compensation, employee health services, procurement of liability and
property insurances, as well as claims handling and risk management programs.
The Human Resources Department consists of three divisions: Human Resources Administration,
Risk Management, and Safety. The staff continually works to operate an efficient and cost effective
department by ensuring staff are knowledgeable and trained to provide consultation services to
managers and employees surrounding the issues of both State and Federal employment
regulations.
The Department regularly searches for ways to improve services while reducing costs. Overall, the
FY 2012-13 Human Resources Department budget reflects approximately a 5.5% increase which is
wholly attributable to an expected increase in Property and Liability Insurance premiums. With the
exception of two areas, Dues & Memberships and Insurance, Human Resources has reduced its FY
2012-13 budget over FY 2011-12.
It is anticipated that the District's property and liability insurance premiums will increase by 17%.
This is due to an increase in claims activity and the additional cost for comprehensive and collision
insurance for approximately 41 District vehicles.
Additionally, the Dues & Memberships category shows a substantial increase due to the
reclassification of the LCW Consortium membership from Professional Development to Dues &
Memberships. A correlating decrease to the Professional Development category is also reflected.
The Human Resources Department will continue to proactively work with other District departments,
staff, and the employees' association to address the ongoing effects of the turbulent economic
shortfalls that could affect our employee population. The Human Resources department will
continue to maintain high levels of service at reduced costs and to ensure the appropriate training
and succession planning of the District's future leaders.
ATTACHMENTS:
Namt Description: Type:
HR Budget Summary for FY 2012-13.xlsx Human Resources Budget Summary for 2013 Backup Material
7010 Budget for 2013.pdf 7010 Budget for 2013 Backup Material
7020 Budget for 2013.pdf 7020 Budget for 2013 Backup Material
7030 Budget for 2013.pdf 7030 Budget for 2013 Backup Material
HUMAN RESOURCES
FY 2011/12 FY 2011/12 FY 2012/13
Amended Budget Forecast Budget
Expenses (Operating)
Supplies & Services
Communications $ 5,000 $ - $ 4,500
Contractual Services $ 22,400 $ - $ 16,450
Dues & Memberships $ 2,550 $ - $ 5,475
Insurance $ 237,000 $ - $ 278,000
Materials $ 1,500 $ - $ 1,000
District Activities & Events $ 17,900 $ - $ 15,500
Office Expense $ 1,000 $ - $ 700
Professional Services $ 135,000 $ - $ 129,000
Professional Development $ 12,000 $ - $ 8,000
Travel & Conferences $ 1,900 $ - $ 1,500
Supplies & Services Sub-Total $ 436,250 $ - $ 460,125
Section Detail Expense Budget
Dept/Section: HR (Admin) (7010) FY 2013
Primary GIL Category Sub Acct No./Sub Category Detail Item Description
M AM
1-7010-0580-00 $4,500 1-7010-0580-05 4,500 Advertising&Printing 4,500
COMMUNICATIONS(E) Advertising
1-7010-0600-00 $14,300 1-7010-0600-00 5,200 Flex Advantage 100
CONTRACTUAL SERVICES(E) CONTRACTUAL SERVICES(E) COBRA Solutions 500
EE Relations 400
Shred-it 1,200
Neo Gov 3,000
1-7010-0600-10 600 DOT Physicals 600
DOT Physicals
1-7010-0600-20 1,000 Pre-employment Physicals 1,000
Pre-employment Physicals
1-7010-0600-30 2,500 Help B 1,300
Health&Welfare
Flu Shots 1,200
1-7010-0600-70 5,000 Temp Help-Safety Consultant 5,000
Temporary Employement
Services
1-7010-0640-00 $4,375 1-7010-0640-00 4,375 Jobs Available Subscription 50
DUES,MEMBERSHIPS,SUBSCRI DUES,MEMBERSHIPS,SUBSCRIPTI
CALPELRA Annual Dues 400
PTIONS(E) ONS(E)
SHRM Membership 200
PELRAC 525
LCW Consortium 3,200
1-7010-0715-00 $15,000 1-7010-0715-10 3,000 Employee Picnic 3,000
District Activities&Events District Events-Employee Picnic
1-7010-0715-20 8,000 Employee Recognition 6,000
District Events-Employee
Retiree Recognition 2,000
Recognition
1-7010-0715-30 1,000 Benefit Fair 1,000
DISTRICT EVENTS-BENEFITS FAIR
1-7010-0715-40 2,500 Employee Promotional Items 2,500
District Events-Employee
Promotional Items
1-7010-0715-50 500 Meeting/Training Supplies 500
Meeting Supplies
1-7010-0760-00 $500 1-7010-0760-00 200 Office Supplies 200
Office Expense Office Expense
1-7010-0760-30 300 Books&Publications 300
Books&Publications
1-7010-0780-00 $65,500 1-7010-0780-00 10,500 GP Consulting-Tom Santoro 3,000
PROFESSIONAL SERVICES(E) PROFESSIONAL SERVICES(E) Norm Traub&Associates-Invest&Background 7,500
1-7010-0780-00 $65,500 1-7010-0780-05 55,000 Liebert Cassidy Whitmore Employment Law 55,000
PROFESSIONAL SERVICES(E) Legal Services
1-7010-0810-00 $6,000 1-7010-0810-00 6,000 Job Training 2,000
Professional Development Training
SHRM Certification 4,000
1-7010-0830-00 $900 1-7010-0830-00 900 PELRAC 200
TRAVEL&CONFERENCES(E) TRAVEL&CONFERENCES(E) LCW 700
Section Total $111,075
Section Detail Expense Budget
Dept/Section: HR (Risk FY 2013
Management) (7020)
111L�� Sub Acct No./Sub Category Detail Item Description 'do
1-7020-0600-00 $150 1-7020-0600-00 150 AED Medical Director Oversight 150
CONTRACTUAL SERVICES(E) CONTRACTUAL SERVICES(E)
1-7020-0640-00 $200 1-7020-0640-00 200 PARMA Membership 200
DUES,MEMBERSHIPS,SUBSCRI DUES,MEMBERSHIPS,SUBSCRIPTI
PTIONS(E) ONS(E)
1-7020-0690-00 $278,000 1-7020-0690-10 8,000 Tort Claims-<151< 8,000
INSURANCE(E) Tort Claims
1-7020-0690-20 220,000 ACWA-JPIA Liability Insurance 220,000
Liability Insurance
1-7020-0690-30 50,000 ACWA-JPIA Property Insurance 50,000
Property Insurance
1-7020-0715-00 $200 1-7020-0715-50 200 Meeting Supplies 200
District Activities&Events Meeting Supplies
1-7020-0780-00 $1,500 1-7020-0780-00 1,500 First Aid-Workers Compensation 1,500
PROFESSIONAL SERVICES(E) PROFESSIONAL SERVICES(E)
1-7020-0810-00 $1,000 1-7020-0810-00 1,000 Risk Management Training 1,000
Professional Development PROFESSIONAL DEVELOPMENT
1-7020-0830-00 $600 1-7020-0830-00 600 PARMA Conference 600
TRAVEL&CONFERENCES(E) TRAVEL&CONFERENCES(E)
Section Total $281,650
Section Detail Expense Budget
Dept/Section: HR (Safety) (7030) FY 2013
Primary GIL Category Sub Acct No./Sub Category Detail Item Description
M 60
1-7030-0600-00 $2,000 1-7030-0600-00 2,000 Industrial Hearing/Pulmonary Management 2,000
CONTRACTUAL SERVICES(E) CONTRACTUAL SERVICES(E)
1-7030-0640-00 $900 1-7030-0640-00 900 PASMA 100
DUES,MEMBERSHIPS, DUES,MEMBERSHIPS, Pacific Safety Council-COSS 300
SUBSCRIPTIONS(E) SUBSCRIPTIONS(E)
Cal-OSHA Reporter 500
1-7030-0710-00 $1,000 1-7030-0710-00 1,000 First Aid Supplies 1,000
MATERIALS(E) MATERIALS(E)
1-7030-0715-00 $300 1-7030-0715-50 300 Meeting/Training Supplies 300
District Activities and Events MEETING SUPPLIES
1-7030-0760-00 $200 1-7030-0760-30 200 Books&Publications 200
Office Expense Books&Publications
1-7030-0780-00 $62,000 1-7030-0780-00 62,000 Safety Program Consultant(Aspen) 62,000
PROFESSIONAL SERVICES(E) PROFESSIONAL SERVICES(E)
1-7030-0810-00 $1,000 1-7030-0810-10 1,000 OSHA Compliance Training 1,000
Professional Development OSHA Compliance
Section Total $67,400
ITEM NO. 3.2
AGENDA REPORT
Meeting Date: March 20, 2012
To: Personnel-Risk Management
Committee
From: Ken Vecchiarelli, General
Manager
Presented By: Stephen Parker, Finance
Manager
Prepared By: Joann Gitmed, Accounting
Assistant II
Subject: Draft Salary and Benefits Budget for FY 2012-2013
SUMMARY:
Presented for review and discussion is the preliminary Personnel Salaries & Benefits budget for
FY2012-13. It should be noted, the proposed budget does not include any potential changes due to
FY2012-13 employee negotiations.
DISCUSSION:
The District's proposed Personnel Salaries & Benefits budget for FY 2012-13 is approximately
$7,900,000. This proposed budget currently reflects a slight decrease over the adopted FY2011-12
Salaries & Benefits budget.
The FY2012-13 budgeted amount is comprised of the following: Wages ($5,390,000), Overtime and
Standby Expense ($197,000), Mandatory and Fringe Benefits ($2,126,000), Retiree Insurance
Expense ($177,000), and Unemployment Insurance Expenditures ($10,000)
The benefits are divided into two (2) categories: Mandatory and Fringe Benefits. The Mandatory
Benefits include the District's contribution to CalPERS (11.668% of base payroll), Medicare/Social
Security (1 .45% and 6.20% respectively for non-CaIPERS employees), and workers' compensation
(ranging from .77% to 3.89% of salary based on position). The Fringe Benefits include the
employee's CalPERS contribution (7% of base payroll), Medical, Dental, and Vision premiums
(100% of employee and 2/3 of dependent coverage), Long Term Disability ($0.272 per $100 of
salary), Employee Assistance Program ($2.31/month per employee), Life Insurance and AD&D
coverage ($0.159 per $1 ,000 of salary), Boot Allowance ($200 per year per eligible employee), and
Auto allowance ($350 per month per eligible employee).
ATTACHMENTS:
Name: Description: Type:
Salary-Benefit Summary.xlsx Salary&Benefit Summary Backup Material
Yorba Linda Water District
Salaries and Benefits Budget Comparison
(FY 2011-12 and FY 2012-13)
FY 11/12 FY 12/13 Increase/
Budget Budget (Decrease)
Total Wages $ 5,356,928 $ 5,390,926 $ 33,998 A
Overtime $ 152,300 $ 164,950 $ 12,650
Standby $ 21,840 $ 32,100 $ 10,260 B
Mandatory Benefits $ 811,682 $ 813,632 $ 1,950 C
Fringe Benefits $ 1,360,577 $ 1,312,043 $ (48,534) °
Retiree Insurance $ 217,979 $ 177,323 $ (40,656) E
Unemployment Insurance $ 20,000 $ 10,400 $ (9,600) F
$ 7,941,306 $ 7,901,374 $ (39,932)
A
- $22,000 decrease due to reclass of AsstGM to IT Mgr at bottom step,
Approximately$56,000 increase due to miscellaneous step increases
B
- $2,000 increase due to$5 increase per day in weekday standby rates
$8,200 increase due to$25 increase per day in weekend/holiday standby rates
- Approx$10,200 increase due to PERS ER rate increase from 11.507%to 11.668%
Approx$10,000 decrease in Worker's Comp due to new employees hired at lower steps
° - Health/Dental/Vision rates did not increase as much as anticipated in FY11/12,
for FY12/13 District is budeting for a smaller increase than the prior year
Approximately$13,000 decrease due to new employees paying 7% PERS
E - ARC for Retiree benefits is actuarially determined. For FY12/13,ARC decreased
F - Estimated decrease in unemployment benefits(1 employee)
ITEM NO. 3.3
AGENDA REPORT
Meeting Date: March 20, 2012
To: Personnel-Risk Management
Committee
From: Ken Vecchiarelli, General
Manager
Presented By: Gina Knight, HR/Risk Manager Dept: Human
Resources/Risk
Management
Prepared By: Gina Knight, HR/Risk Manager
Subject: Employee Compensation Letter and Pay Plan for Management Employees for
Fiscal Years 2012-2015
SUMMARY:
The District's management employees are unrepresented and do not bargain with the District over
compensation and benefits. In the past, this group has followed suit with any provisions the District
bargained and agreed upon with the District's represented employees group.
DISCUSSION:
In the past, the District's management employees followed suit with the provisions that were
negotiated between the District and the District's represented employees. At the request from the
Board of Directors, staff was instructed to prepare and present a compensation letter for the
Management Employee Group for consideration from the Board of Directors during the Budget
process.
On March 6, 2012 staff presented draft Management Employee Compensation Letter documents to
the Personnel-Risk Management Committee for review and discussion. Staff was instructed to
revise the documents to reflect a three year proposal versus the one year proposal originally
presented to the Committee.
Staff revised the documents to reflect a three year term for the Management Employee Group for
the Committee's review and discussion.
ATTACHMENTS:
Description: Type:
Management Compensation Letter - Exhibit A-Final FYs 2012-2015.doc Management Compensation Letter- Backup
Exhibit A-Final FYs 2012-2015 Material
MANAGEMENT CLASSIFICATIONS AND SALARY RANGES FLSA STATUS FYs 2012- ME Classifications and Salary Ranges Backup
2015 - Final.doc FLSA Status FYs 2012-2015 Material
ME 9step- 2012-2013 ME 3%.pdf ME Salary Matrix FY 2012-2013 Backup
Material
ME 9step- 2013-2014 ME 3%.pdf ME Salary Matrix FY 2013-2014 Backup
Material
ME 9step- 2014-2015 ME 3%.pdf ME Salary Matrix FY 2014-2015 Backup
Material
DOCSLA-#350310-v1-Exhibit F Holiday Schedule FYs 2012-2015 - Final.doc FYs 2012-2015 Holiday Schedule
Backup
Material
Exhibit A
Resolution No. 11-22
Employee Compensation Letter
And Pay Plan for Management Employees
Fiscal years: 2011-2012 201 2-201 5
I. The General Manager shall prepare an Employee Compensation Letter for
consideration by the Board of Directors. The Employee Compensation
Letter shall describe the salaries, benefits and special conditions offered by
the District to its Management employee group (Exhibit B).
4 Effective July 1, 2012, the salary schedule attached hereto as Tho �Di�stpii-,�+
shall mnin4nin the oplpn horli ilo p44pnhor! horo4r ;; Exhibit C tAr the
pperied li il„ 1 20112 thre ,nh j61Re 30,z2-9 shall be in effect for fiscal
year 2012-2013.
III. Effective July 1, 2013, the salary schedule attached hereto as Exhibit D
shall be in effect for fiscal year 2013-2014.
IV. Effective July 1, 2014, the salary schedule attached hereto as Exhibit E
shall be in effect for fiscal year 2014-2015.
V. The District's current contract with CalPERS is for a retirement benefit
based on the single highest year with a Fourth Level of 1959 Survivor
Benefit Program.
VI. Effective July 1, 2012, all management employees The Distrin+ shall
^tee t$ pay 3% of the 7% statutory CalPERS employee contribution to
CalPERS. t,"P r+iGn noffthhe °eMP19yee'S GGn+rihi i+itep rp+o A
(` RFERS ft-:)r empleyed by the District G.A. nr hofnro the adep�inn
d_;;4TPpff inn 12 Q! Whinh appFeyes p�me_.Ad Tr°n4n4 4�pGen4�i
��_111"""��-"""��_ �
hhe}�on��n�e_I inn rQa Water Dictrint onr! GaIRGRS to preyide SeGtieR
0 @ 6Q Full feFmula).
VII. Effective July 1, 2013, all management employees shall pay 5% of the 7%
statutory CalPERS employee contribution to CalPERS.
VIII. Effective July 1, 2014, all management employees shall pay 100% of the
statutory CalPERS employee contribution to CalPERS.
u^wever, + ndividuals hired by the District on or after January 26, 2012, the
Resolution No. 12-01 was adopted, shall be enrolled in the 2% @ 60
retirement formula andshall pay 1 QQ of +ho c+o+i i+nr„ GaIRGRS empleyee
nrn4rihi +inn tG GaIRCRC
Management Compensation Letter 2012/2015
All payments will be credited to the employee's individual account with
CalPERS.
IX. The District shall continue to maintain a "414(h)(2)" plan under the Internal
Revenue Code for the purpose of treating contributions to PERS as
deferred income for tax purposes to the extent permitted by law.
Contributions will continue to be deducted from the employee's actual
gross salary as reflected on the employee's pay stub. Employees shall
otherwise be responsible for all taxes related to fringe and reimbursement
benefits and the District shall make deductions in accordance with the law.
X. Each employee will be annually reviewed on a one-year interval following
completion of their probationary period. An employee who receives a
meets job expectations evaluation will be entitled to move one (1) step and
an employee who receives an exceeds job expectations evaluation, shall
be allowed to move up to two (2) steps. Movement shall take place until
an employee has reached Step 9. The District shall endeavor to have
performance reviews completed within two (2) weeks after the employee's
anniversary date with the effective date of any merit salary increase being
on the anniversary date. If the evaluation is delayed, any subsequent
salary increase to which the employee could otherwise be entitled shall be
retroactive to the anniversary date.
XI. All new hires shall be subject to a twelve (12) month probationary period.
Such new hires shall accrue vacation commencing with the start of
employment but shall be ineligible to use accrued vacation time prior to
successful completion of six (6) months of service. An existing employee
who has been promoted to a new position will be required to serve a six (6)
month promotional probationary period in the new position.
XI 1. Management employees shall accrue vacation leave time with pay as
follows..
Duration of Continuous Hours Accrued per Pay Period
Regular Employment
During 1 st through 60th month 3.077 = 2.0 weeks/yr
During 61 st through 120th month 4.615 = 3.0 weeks/yr
During 121 st through 180th month 5.384 = 3.5 weeks/yr
During 181 st through 240th month 6.153 = 4.0 weeks/yr
During 241St month and thereafter 6.922 = 4.5 weeks/yr
XIII. The District shall continue to provide group life insurance in the amount of
one times basic annual salary rounded to the next higher multiple of
$1,000, for each full-time regular Management Employee under age 70, on
the first day of the month following their date of hire, in accordance with the
Management Compensation Letter 201d2010
provisions of the contract between the District and any company of the
District's choosing providing such coverage. Management Employees may
increase the coverage up to five time's annual salary not to exceed
$300,000 by authorizing the additional premium to be deducted from
his/her salary.
XIV. The District shall pay 100% of the premium for hospital and medical
insurance for all Management employees who work in excess of 30 hours
per week, after they have worked for two calendar months, and up to 2/3 of
the additional premium toward Management employee dependent
coverage for covered employees with one dependent or up to 2/3 of the
additional premium toward Management Employee dependent coverage
for covered Management employees with more than one dependent in
accordance with the provisions of any contract between the District and
any company or companies of the District's choosing. The Management
employee shall pay the cost of the difference in premium, to be deducted
from his/her salary to cover the employee's share of the dependent
coverage. The Management employees shall have the option of selecting
a District-designated Health Maintenance Organization ("HMO"). The
District contribution for HMO coverage will be in accordance with this
paragraph.
XV. The District shall pay 100% of the premium for dental insurance for all
Management employees who work 30 hours or more per week, after they
have worked for two calendar months, and up to 2/3 of the additional
premium toward Management employee dependent coverage for covered
Management employees with one dependent or up to 2/3 of the additional
premium toward Management Employee dependent coverage for covered
Management Employees with more than one dependent in accordance
with the provisions of any contract between the District and any company
or companies of the District's choosing. The individual Management
employees shall pay the cost of the difference in premium, to be deducted
from his/her salary. The Management employees shall have the option of
selecting "Delta Care" with the contribution for "Delta Care" to be in
accordance with this paragraph.
XVI. District shall pay 100% of the premium for vision insurance for
Management employees who work more than 30 hours per week, on the
first day of the month following their date of hire and up to 2/3 of the
additional premium toward dependent coverage for covered Management
Employees with one dependent, or up to 2/3 of the additional premium
toward dependent coverage for covered Management Employees with
more than one dependent, in accordance with the provisions of any
contract between the District and any company or companies of the
District's choosing. The individual Management Employee shall pay the
cost of the difference in premium, to be deducted from his/her salary.
Management Compensation Letter 2012/2015
XVII. Subject to carrier approval, the District shall pay the amounts provided in
the paragraphs IX, X and XI of this agreement for any Management
Employee employed by the District on or before December 8, 2011, the
rlata Vie# Resolution 11-22 was adopted and who retires from
the District for a period of time which is equivalent to one (I) year or pro-
ration thereof on a monthly basis for each three (3) years of service to the
District or pro-ration thereof on a quarterly basis. To be eligible for this
benefit, the employee must be at least 50 years of age, must have five (5)
years of service with the District, must provide ninety (90) days notice of
intent to retire must remain in a retired status and must retire from the
District in good standing. If any benefit period remains when the
Management Employee or his/her spouse reaches ages 65, whichever is
latest, and then coverage will convert to Medicare Supplement for the
remainder of the benefit period. For purposes of this Agreement, retired
status means that the Management Employee shall not work for
compensation for more than nine hundred sixty (960) hours in any fiscal
year (July 1 through June 30). The District shall require a Management
Employee to certify under penalty of perjury that the Management
Employee has remained on retired status and/or to submit to such
additional verification, as the District deems necessary to demonstrate
retired status. The retired Management Employee must make any
contribution required of a regular Management Employee pursuant to
paragraph IX, X and XI prior to the first day of the month in which coverage
is to be extended. Failure of a Management Employee to make such
payment shall result in termination of coverage and termination of any right
to any benefit pursuant to this section. Management employees hired after
the adoption of Resolution 11-22 (12-8-2011) shall be ineligible to receive
this benefit.
A Management Employee who retires (in accordance with the Public
Employees' Retirement System qualifications) shall be paid at the rate of
his final salary for 3/8 of his/her accumulated days of sick leave, if any, at
the time of separation from active employment. The remaining 5/8 of
his/her accumulated days of sick leave will be converted into CalPERS
service credit. If the Management Employee should die, his/her estate
shall be entitled to such payment.
XVIII. To the extent possible, the District shall extend its current plan under
Section 125 of the Internal Revenue Code to cover Management
Employees.
XIX. The District shall provide a long-term disability plan for Management
Employees which has a 90-day elimination period and provides at least
sixty percent (60%) of salary for a designated period of time in accordance
Management Compensation Letter 2012/2015
with coverage procured by the District from a carrier to be determined at
the District's sole discretion.
XX. Effective July 1, 2012, the District will match dollar for dollar not to exceed
2% of a management employee's salary per year of his/her deposits in a
Deferred Compensation Plan.
> Effo�e iaR ar 1, 24472L, Management employees shall continue to be
assigned to a four (4) day workweek, consisting of ten (10) scheduled
hours of work each day (a 4/10 schedule Monday through Thursday). The
Board of Directors clearly and unequivocally has the right to terminate the
4/10 schedule at any time during the term of this employee compensation
letter. In such case, the schedule shall revert to the 9/80 schedule as
existed immediately prior to implementation of the 4/10 schedule.
XXII. In situations where a Management Employee has been injured in a non-
duty accident and his/her disability leave exceeds one calendar month or
the total of his/her accumulated leaves, including sick leave, paid time off
and vacation, that portion of the leave exceeding 30 days or the total of
accumulated leaves, whichever is more, shall constitute a break in service
and his/her merit review dates and anniversary date will be adjusted
accordingly.
XXIII. The District will pay up to a total of $2,000 annually to establish and
administer a tax-advantaged flexible benefit plan, and a total of $5,000
annually to establish a tax advantaged dependent care plan. Plans will
conform to the requirements of Section 125 of the Internal Revenue Code,
and permits Management Employees to convert their share of insurance
premiums, un-reimbursed medical expenses, child care and other
qualifying expenditures to pretax dollars. Savings to the District through
reductions to the payroll and worker's compensation tax base will accrue to
the District and offset the costs of establishing and administering this
program.
XXIV. The District shall reimburse Management Employees for sums paid to the
appropriate agencies for obtaining, or renewing, treatment and/or
distribution certificates, and other professional certifications, registrations
and job related training.
XXV. Management Employees who are required to wear safety boots in the
performance of their job, as determined by the General Manager, shall be
eligible for District-purchased boots in an amount not to exceed $200.00,
provided that the boots are from a list pre-approved by the General
Manager or his/her designee. The difference between $200.00 and the
amount actually used may be carried over for one year and combined with
a subsequent allocation for boot reimbursement.
Management Compensation Letter 2012/2015
XXVI. The District shall provide educational reimbursement to Management
Employees for costs of tuition, fees, books and parking relating to
educational courses taken and completed at accredited institutions at a
rate not to exceed standard resident fees as charged by the California
State University. Course work must be job related as determined and
approved in advance by the General Manager. Proof of payment and
successful completion of the course must accompany the reimbursement
request on a form provided by the District. Management Employee shall
be responsible for any tax consequences as a result of education
reimbursement. If for any reason, the employee separates from District
employment prior to completion of one (1) calendar year from the date of
distribution by the District of funds provided for herein, all such amounts
distributed during that one (1) calendar year period, shall be considered a
judgment due and owing to the District. The judgment amount shall be
deducted from the employee's closing check. Any remaining, non-
reimbursed amount shall be paid to the District within ninety (90) calendar
days of separation from District employment. Each employee receiving
funds pursuant to this section shall sign a written agreement to comply with
the terms of this section as a condition precedent to receipt of any such
funds.
XXVII. Management Employees who have been employed by the District for more
than one year may sell to the District up to forty (40) hours of accrued
unused vacation time upon thirty (30) days prior notice, provided that the
Management Employee takes a minimum of one-half the vacation time to
which he/she is entitled within the same annual period of the sold vacation
time. A member who has been employed by the District for more than one
year may also buy from the District up to an additional forty (40) hours of
vacation time within any calendar year for use during the same calendar
year, provided that full and complete payment has been made for the
purchased vacation time by salary modification prior to use of the vacation
time. It is expressly understood that this benefit is provided at the sole
discretion of the District and shall automatically terminate upon the
expiration of this Management letter unless an extension is expressly
agreed to by the District.
XXVIII. Management Employees will be entitled to either a District provided
vehicle or a car allowance of up to $259-00400.00/month as determined by
the General Manager. The Assistant General manage, Engineering
Manager, Finance Manager, IT Manager and Human Resources Manager
positions shall receive a car allowance of $359-00 400.00 per month.
XXIX. Management Employees shall receive a maximum of forty (40) hours of
administrative leave with pay each fiscal year. Unused administrative
leave time at the end of each fiscal year, June 30, will be paid during the
following month of July with said time being calculated at the employee's
Management Compensation Letter 2012/2015
then straight time hourly rate. There will be no carry-over of administrative
leave time to the next fiscal year.
XXX. The Holiday schedule attached hereto as Exhibit 9 shall be in effect for
full-time Management employees covered by this Management letter. For
purposes of holiday compensation, compensation shall be equal to the
number of hours that the Management employee normally would have
worked other than for the holiday.
For those Management employees whose scheduled work week is
Monday through Thursday, a holiday falling on a Friday or Saturday shall
not result in Thursday being a holiday and a holiday falling on a Sunday,
shall not result in Monday being a holiday. Instead observed holidays that
fall on a Friday, Saturday or Sunday shall be recognized as floating
holidays earned. The floating holidays earned as a result of the above
situation shall be used within 12 months following the accrual of each
floating holiday.
In order to be eligible for holiday pay, a Management Employee must be
either at work or on paid leave of absence on the regularly scheduled
workday immediately preceding the day observed as the holiday and the
regularly scheduled workday immediately following the day observed as the
holiday.
The term of this Compensation Letter for Management Employees is for
the period of July 1, 2014- to June 30, 2012 .
Kenneth R. Vecchiarelli Date
General Manager
Management Compensation Letter 2012/2015
EXHIBIT B
YORBA LINDA WATER DISTRICT
MANAGEMENT EMPLOYEES
SALARY RANGES AND AUTHORIZED CLASSIFICATIONS
7-1-2012 through 6-30-2015
CLASSIFICATION TITLE SALARY RANGES FLSA
Engineering Manager ME37 EXEMPT
Finance Manager ME37 EXEMPT
Human Resources and Risk Manager ME37 EXEMPT
Information Technology Manager ME37 EXEMPT
Operations Manager ME37 EXEMPT
Exhibit"C"
Pay Plan Management Employees
Effective July 1st, 2012 thru June 30, 2013
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
ME 30
Monthly
$6,595.9758
$6,760.8752
$6,929.8971
$7,103.1445
$7,280.7231
$7,462.7412
$7,649.3097
$7,840.5424
$8,036.5560
Hourly
$38.0537
$39.0050
$39.9802
$40.9797
$42.0042
$43.0543
$44.1306
$45.2339
$46.3647
ME 31
Monthly
$6,925.7746
$7,098.9189
$7,276.3919
$7,458.3017
$7,644.7592
$7,835.8782
$8,031.7752
$8,232.5696
$8,438.3838
Hourly
$39.9564
$40.9553
$41.9792
$43.0287
$44.1044
$45.2070
$46.3372
$47.4956
$48.6830
ME 32
Monthly
$7,272.0633
$7,453.8649
$7,640.2115
$7,831.2168
$8,026.9972
$8,227.6721
$8,433.3639
$8,644.1980
$8,860.3030
Hourly
$41.9542
$43.0031
$44.0781
$45.1801
$46.3096
$47.4673
$48.6540
$49.8704
$51.1171
ME 33
Monthly
$7,635.6665
$7,826.5581
$8,022.2221
$8,222.7776
$8,428.3471
$8,639.0557
$8,855.0321
$9,076.4079
$9,303.3181
Hourly
$44.0519
$45.1532
$46.2821
$47.4391
$48.6251
$49.8407
$51.0867
$52.3639
$53.6730
ME 34
Monthly
$8,017.4498
$8,217.8860
$8,423.3332
$8,633.9165
$8,849.7644
$9,071.0085
$9,297.7837
$9,530.2283
$9,768.4840
Hourly
$46.2545
$47.4109
$48.5962
$49.8111
$51.0563
$52.3327
$53.6411
$54.9821
$56.3566
ME 35
Monthly
$8,418.3223
$8,628.7803
$8,844.4998
$9,065.6123
$9,292.2526
$9,524.5590
$9,762.6729
$10,006.7398
$10,256.9082
Hourly
$48.5672
$49.7814
$51.0260
$52.3016
$53.6091
$54.9494
$56.3231
$57.7312
$59.1745
ME 36
Monthly
$8,839.2384
$9,060.2193
$9,286.7248
$9,518.8929
$9,756.8653
$10,000.7869
$10,250.8066
$10,507.0767
$10,769.7537
Hourly
$50.9956
$52.2705
$53.5773
$54.9167
$56.2896
$57.6968
$59.1393
$60.6178
$62.1332
ME 37
Monthly
$9,281.2003
$9,513.2303
$9,751.0611
$9,994.8376
$10,244.7085
$10,500.8263
$10,763.3469
$11,032.4306
$11,308.2413
Hourly
$53.5454
$54.8840
$56.2561
$57.6625
$59.1041
$60.5817
$62.0962
$63.6486
$65.2399
ME 38
Monthly
$9,745.2603
$9,988.8918
$10,238.6141
$10,494.5795
$10,756.9440
$11,025.8676
$11,301.5143
$11,584.0521
$11,873.6534
Hourly
1 $56.2227
$57.62821
$59.06891
$60.54571
$62.05931
$63.61081
$65.20101
$66.83111
$68.5018
(Page 2 of 3) Exhibit C
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
ME 39
Monthly
$10,232.5233
$10,488.3364
$10,750.5448
$11,019.3085
$11,294.7912
$11,577.1609
$11,866.5900
$12,163.2547
$12,467.3361
Hourly
$59.0338
$60.5096
$62.0224
$63.5729
$65.1623
$66.7913
$68.4611
$70.1726
$71.9269
ME 40
Monthly
$10,744.1495
$11,012.7532
$11,288.0721
$11,570.2739
$11,859.5307
$12,156.0190
$12,459.9195
$12,771.4174
$13,090.7029
Hourly
$61.9855
$63.5351
$65.1235
$66.7516
$68.4204
$70.1309
$71.8842
$73.6813
$75.5233
ME 41
Monthly
$11,281.3570
$11,563.3909
$11,852.4757
$12,148.7876
$12,452.5073
$12,763.8199
$13,082.9154
$13,409.9883
$13,745.2380
Hourly
$65.0848
$66.7119
$68.3797
$70.0892
$71.8414
$73.6374
$75.4784
$77.3653
$79.2995
ME 42
Monthly
$11,845.4248
$12,141.5604
$12,445.0995
$12,756.2269
$13,075.1326
$13,402.0109
$13,737.0612
$14,080.4877
$14,432.4999
Hourly
$68.3390
$70.0475
$71.7987
$73.5936
$75.4335
$77.3193
$79.2523
$81.2336
$83.2644
ME 43
Monthly
$12,437.6961
$12,748.6385
$13,067.3544
$13,394.0383
$13,728.8893
$14,072.1115
$14,423.9143
$14,784.5121
$15,154.1249
Hourly
$71.7559
$73.5498
$75.3886
$77.2733
$79.2051
$81.1853
$83.2149
$85.2953
$87.4276
ME 44
Monthly
$13,059.5809
$13,386.0704
$13,720.7222
$14,063.7402
$14,415.3337
$14,775.7171
$15,145.1100
$15,523.7377
$15,911.8312
Hourly
$75.3437
$77.2273
$79.1580
$81.1370
$83.1654
$85.2445
$87.3756
$89.5600
$91.7990
ME 45
Monthly
$13,712.5599
$14,055.3739
$14,406.7583
$14,766.9272
$15,136.1004
$15,514.5029
$15,902.3655
$16,299.9246
$16,707.4227
Hourly
$79.1109
$81.0887
$83.1159
$85.1938
$87.3237
$89.5067
$91.7444
$94.0380
$96.3890
ME 46
Monthly
$14,398.1879
$14,758.1426
$15,127.0962
$15,505.2736
$15,892.9054
$16,290.2281
$16,697.4838
$17,114.9208
$17,542.7939
Hourly
$83.0665
$85.1431
$87.2717
$89.4535
$91.6898
$93.9821
$96.3316
$98.7399
$101.2084
ME 47
Monthly
$15,118.0973
$15,496.0497
$15,883.4510
$16,280.5373
$16,687.5507
$17;104.73951$17;532.35791$17;970.66691
$18,419.9336
Hourly
$87.21981
$89.40031
$91.63531
$93.92621
$96.27431
$98.68121
$101.14821
$103.67691
$106.2688
* In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
(Page 3 of 3) Exhibit C
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
ME 48
Monthly
$15,874.0022
$16,270.8522
$16,677.6235
$17,094.5641
$17,521.9282
$17,959.9764
$18,408.9758
$18,869.2002
$19,340.9302
Hourly
$91.5808
$93.8703
$96.2171
$98.6225
$101.0880
$103.6152
$106.2056
$108.8608
$111.5823
ME 49
Monthly
$16,667.7023
$17,084.3948
$17,511.5047
$17,949.2923
$18,398.0246
$18,857.9753
$19,329.4246
$19,812.6602
$20,307.9768
Hourly
$96.1598
$98.5638
$101.0279
$103.5536
$106.1424
$108.7960
$111.5159
$114.3038
$117.1614
ME 50
Monthly
$17,501.0874
$17,938.6146
$18,387.0799
$18,846.7569
$19,317.9259
$19,800.8740
$20,295.8959
$20,803.2933
$21,323.3756
Hourly
$100.9678
$103.4920
$106.0793
$108.7313
$111.4496
$114.2358
$117.0917
$120.0190
$123.0195
* In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
Exhibit"D"
Pay Plan Management Employees
Effective July 1st, 2013 thru June 30, 2014
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
ME 30
Monthly
$6,793.8550
$6,963.7014
$7,137.7939
$7,316.2388
$7,499.1447
$7,686.6234
$7,878.7889
$8,075.7587
$8,277.6526
Hourly
$39.1953
$40.1752
$41.1796
$42.2091
$43.2643
$44.3459
$45.4546
$46.5909
$47.7557
ME 31
Monthly
$7,133.5478
$7,311.8865
$7,494.6836
$7,682.0507
$7,874.1020
$8,070.9545
$8,272.7284
$8,479.5466
$8,691.5353
Hourly
$41.1551
$42.1840
$43.2386
$44.3195
$45.4275
$46.5632
$47.7273
$48.9205
$50.1435
ME 32
Monthly
$7,490.2251
$7,677.4808
$7,869.4178
$8,066.1532
$8,267.8071
$8,474.5022
$8,686.3648
$8,903.5239
$9,126.1120
Hourly
$43.2128
$44.2932
$45.4005
$46.5355
$47.6989
$48.8914
$50.1136
$51.3665
$52.6506
ME 33
Monthly
$7,864.7364
$8,061.3548
$8,262.8887
$8,469.4609
$8,681.1974
$8,898.2274
$9,120.6830
$9,348.7001
$9,582.4176
Hourly
$45.3735
$46.5078
$47.6705
$48.8623
$50.0838
$51.3359
$52.6193
$53.9348
$55.2832
ME 34
Monthly
$8,257.9732
$8,464.4226
$8,676.0331
$8,892.9339
$9,115.2573
$9,343.1387
$9,576.7172
$9,816.1351
$10,061.5385
Hourly
$47.6422
$48.8332
$50.0540
$51.3054
$52.5880
$53.9027
$55.2503
$56.6315
$58.0473
ME 35
Monthly
$8,670.8719
$8,887.6437
$9,109.8348
$9,337.5806
$9,571.0202
$9,810.2957
$10,055.5531
$10,306.9419
$10,564.6154
Hourly
$50.0243
$51.2749
$52.5567
$53.8707
$55.2174
$56.5979
$58.0128
$59.4631
$60.9497
ME 36
Monthly
$9,104.4155
$9,332.0259
$9,565.3265
$9,804.4597
$10,049.5712
$10,300.8104
$10,558.3307
$10,822.2890
$11,092.8462
Hourly
$52.5255
$53.8386
$55.1846
$56.5642
$57.9783
$59.4278
$60.9134
$62.4363
$63.9972
ME 37
Monthly
$9,559.6363
$9,798.6272
$10,043.5928
$10,294.6827
$10,552.0497
$10,815.8510
$11,086.2472
$11,363.4034
$11,647.4885
Hourly
$55.1517
$56.5305
$57.9438
$59.3924
$60.8772
$62.3991
$63.9591
$65.5581
$67.1970
ME 38
Monthly
$10,037.6181
$10,288.5585
$10,545.7725
$10,809.4168
$11,079.6522
$11,356.6435
$11,640.5596
$11,931.5736
$12,229.8629
Hourly
1 $57.9093
$59.35711
$60.84101
$62.36201
$63.92111
$65.51911
$67.15711
$68.83601
$70.5569
(Page 2 of 3) Exhibit D
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
ME 39
Monthly
$10,539.4990
$10,802.9864
$11,073.0611
$11,349.8876
$11,633.6348
$11,924.4757
$12,222.5876
$12,528.1523
$12,841.3561
Hourly
$60.8048
$62.3249
$63.8830
$65.4801
$67.1171
$68.7951
$70.5149
$72.2778
$74.0847
ME 40
Monthly
$11,066.4739
$11,343.1358
$11,626.7142
$11,917.3820
$12,215.3166
$12,520.6995
$12,833.7170
$13,154.5599
$13,483.4239
Hourly
$63.8450
$65.4412
$67.0772
$68.7541
$70.4730
$72.2348
$74.0407
$75.8917
$77.7890
ME 41
Monthly
$11,619.7976
$11,910.2926
$12,208.0499
$12,513.2511
$12,826.0824
$13,146.7344
$13,475.4028
$13,812.2879
$14,157.5951
Hourly
$67.0373
$68.7132
$70.4311
$72.1918
$73.9966
$75.8465
$77.7427
$79.6863
$81.6784
ME 42
Monthly
$12,200.7875
$12,505.8072
$12,818.4524
$13,138.9137
$13,467.3865
$13,804.0712
$14,149.1730
$14,502.9023
$14,865.4748
Hourly
$70.3892
$72.1489
$73.9526
$75.8014
$77.6965
$79.6389
$81.6298
$83.6706
$85.7624
ME 43
Monthly
$12,810.8269
$13,131.0975
$13,459.3750
$13,795.8593
$14,140.7558
$14,494.2747
$14,856.6316
$15,228.0474
$15,608.7486
Hourly
$73.9086
$75.7563
$77.6502
$79.5915
$81.5813
$83.6208
$85.7113
$87.8541
$90.0505
ME 44
Monthly
$13,451.3682
$13,787.6524
$14,132.3437
$14,485.6523
$14,847.7936
$15,218.9885
$15,599.4632
$15,989.4498
$16,389.1860
Hourly
$77.6040
$79.5441
$81.5328
$83.5711
$85.6603
$87.8019
$89.9969
$92.2468
$94.5530
ME 45
Monthly
$14,123.9366
$14,477.0350
$14,838.9609
$15,209.9349
$15,590.1833
$15,979.9379
$16,379.4363
$16,788.9222
$17,208.6453
Hourly
$81.4842
$83.5214
$85.6094
$87.7496
$89.9434
$92.1919
$94.4967
$96.8592
$99.2806
ME 46
Monthly
$14,830.1335
$15,200.8868
$15,580.9090
$15,970.4317
$16,369.6925
$16,778.9348
$17,198.4082
$17,628.3684
$18,069.0776
Hourly
$85.5585
$87.6974
$89.8899
$92.1371
$94.4405
$96.8015
$99.2216
$101.7021
$104.2447
ME 47
Monthly
1 $15,571.64011
$15,960.93111
$16,359.95441
$16,768.95331
$17,188.17711
$17,617.88151$18,058.32861$18,509.78681
$18,972.5314
Hourly
1 $89.83641
$92.08231
$94.38441
$96.74401
$99.16261
$101.64161
$104.18271
$106.78721
$109.4569
* In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
(Page 3 of 3) Exhibit D
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
ME 48
Monthly
$16,350.2221
$16,758.9777
$17,177.9521
$17,607.4009
$18,047.5860
$18,498.7756
$18,961.2450
$19,435.2761
$19,921.1580
Hourly
$94.3282
$96.6864
$99.1036
$101.5812
$104.1207
$106.7237
$109.3918
$112.1266
$114.9298
ME 49
Monthly
$17,167.7332
$17,596.9266
$18,036.8497
$18,487.7710
$18,949.9652
$19,423.7144
$19,909.3072
$20,407.0399
$20,917.2159
Hourly
$99.0446
$101.5207
$104.0587
$106.6602
$109.3267
$112.0599
$114.8614
$117.7329
$120.6762
ME 50
Monthly
$18,026.1199
$18,476.7729
$18,938.6922
$19,412.1595
$19,897.4635
$20,394.9001
$20,904.7726
$21,427.3919
$21,963.0767
Hourly
$103.9968
$106.5968
$109.2617
$111.9932
$114.7931
$117.6629
$120.6045
$123.6196
$126.7101
* In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
Exhibit"E"
Pay Plan Management Employees
Effective July 1st, 2014 thru June 30, 2015
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
ME 30
Monthly
$6,997.6707
$7,172.6125
$7,351.9278
$7,535.7260
$7,724.1191
$7,917.2221
$8,115.1527
$8,318.0315
$8,525.9823
Hourly
$40.3712
$41.3805
$42.4150
$43.4753
$44.5622
$45.6763
$46.8182
$47.9886
$49.1884
ME 31
Monthly
$7,347.5543
$7,531.2431
$7,719.5242
$7,912.5123
$8,110.3251
$8,313.0832
$8,520.9103
$8,733.9331
$8,952.2814
Hourly
$42.3897
$43.4495
$44.5357
$45.6491
$46.7903
$47.9601
$49.1591
$50.3881
$51.6478
ME 32
Monthly
$7,714.9320
$7,907.8053
$8,105.5004
$8,308.1379
$8,515.8414
$8,728.7374
$8,946.9558
$9,170.6297
$9,399.8955
Hourly
$44.5092
$45.6220
$46.7625
$47.9316
$49.1299
$50.3581
$51.6171
$52.9075
$54.2302
ME 33
Monthly
$8,100.6786
$8,303.1955
$8,510.7754
$8,723.5448
$8,941.6334
$9,165.1743
$9,394.3036
$9,629.1612
$9,869.8902
Hourly
$46.7347
$47.9031
$49.1006
$50.3281
$51.5863
$52.8760
$54.1979
$55.5529
$56.9417
ME 34
Monthly
$8,505.7125
$8,718.3553
$8,936.3142
$9,159.7220
$9,388.7151
$9,623.4330
$9,864.0188
$10,110.6193
$10,363.3848
Hourly
$49.0714
$50.2982
$51.5557
$52.8446
$54.1657
$55.5198
$56.9078
$58.3305
$59.7888
ME 35
Monthly
$8,930.9981
$9,154.2731
$9,383.1299
$9,617.7082
$9,858.1509
$10,104.6046
$10,357.2197
$10,616.1502
$10,881.5540
Hourly
$51.5250
$52.8131
$54.1334
$55.4868
$56.8739
$58.2958
$59.7532
$61.2470
$62.7782
ME 36
Monthly
$9,377.5480
$9,611.9867
$9,852.2864
$10,098.5936
$10,351.0584
$10,609.8349
$10,875.0807
$11,146.9577
$11,425.6317
Hourly
$54.1012
$55.4538
$56.8401
$58.2611
$59.7176
$61.2106
$62.7409
$64.3094
$65.9171
ME 37
Monthly
$9,846.4254
$10,092.5861
$10,344.9007
$10,603.5232
$10,868.6113
$11,140.3266
$11,418.8348
$11,704.3056
$11,996.9133
Hourly
$56.8063
$58.2265
$59.6821
$61.1742
$62.7035
$64.2711
$65.8779
$67.5248
$69.2130
ME 38
Monthly
$10,338.7467
$10,597.2154
$10,862.1458
$11,133.6994
$11,412.0419
$11,697.3429
$11,989.7765
$12,289.5209
$12,596.7589
Hourly
1 $59.6466
$61.13781
$62.66621
$64.23291
$65.83871
$67.48471
$69.17181
$70.90111
$72.6736
(Page 2 of 3) Exhibit E
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
ME 39
Monthly
$10,855.6840
$11,127.0761
$11,405.2530
$11,690.3844
$11,982.6440
$12,282.2101
$12,589.2653
$12,903.9970
$13,226.5969
Hourly
$62.6289
$64.1947
$65.7995
$67.4445
$69.1306
$70.8589
$72.6304
$74.4461
$76.3073
ME 40
Monthly
$11,398.4682
$11,683.4299
$11,975.5157
$12,274.9036
$12,581.7762
$12,896.3206
$13,218.7286
$13,549.1968
$13,887.9267
Hourly
$65.7604
$67.4044
$69.0895
$70.8168
$72.5872
$74.4018
$76.2619
$78.1684
$80.1227
ME 41
Monthly
$11,968.3917
$12,267.6014
$12,574.2915
$12,888.6488
$13,210.8650
$13,541.1366
$13,879.6650
$14,226.6567
$14,582.3231
Hourly
$69.0484
$70.7746
$72.5440
$74.3576
$76.2165
$78.1219
$80.0750
$82.0769
$84.1288
ME 42
Monthly
$12,566.8112
$12,880.9815
$13,203.0061
$13,533.0812
$13,871.4082
$14,218.1934
$14,573.6483
$14,937.9895
$15,311.4392
Hourly
$72.5008
$74.3134
$76.1712
$78.0755
$80.0274
$82.0280
$84.0787
$86.1807
$88.3352
ME 43
Monthly
$13,195.1518
$13,525.0306
$13,863.1564
$14,209.7353
$14,564.9786
$14,929.1031
$15,302.3307
$15,684.8890
$16,077.0112
Hourly
$76.1259
$78.0290
$79.9797
$81.9792
$84.0287
$86.1294
$88.2827
$90.4897
$92.7520
ME 44
Monthly
$13,854.9094
$14,201.2821
$14,556.3142
$14,920.2220
$15,293.2276
$15,675.5583
$16,067.4472
$16,469.1334
$16,880.8617
Hourly
$79.9322
$81.9305
$83.9787
$86.0782
$88.2302
$90.4359
$92.6968
$95.0142
$97.3896
ME 45
Monthly
$14,547.6549
$14,911.3462
$15,284.1299
$15,666.2331
$16,057.8890
$16,459.3362
$16,870.8196
$17,292.5901
$17,724.9048
Hourly
$83.9288
$86.0270
$88.1777
$90.3821
$92.6417
$94.9577
$97.3317
$99.7649
$102.2591
ME 46
Monthly
$15,275.0376
$15,656.9135
$16,048.3364
$16,449.5448
$16,860.7834
$17,282.3030
$17,714.3606
$18,157.2196
$18,611.1501
Hourly
$88.1252
$90.3283
$92.5866
$94.9012
$97.2738
$99.7056
$102.1982
$104.7532
$107.3720
ME 47
Monthly
$16,038.78951
$16,439.75921
$16,850.75321
$17,272.02201
$17,703.8226
$18,146.41811$18,600.07861$19,065.08061
$19,541.7076
Hourly
$92.5315
$94.8448
$97.2159
$99.6463
$102.1374
$104.6909
$107.3081
$109.9908
$112.7406
* In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
(Page 3 of 3) Exhibit E
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
ME 48
Monthly
$16,840.7290
$17,261.7472
$17,693.2909
$18,135.6231
$18,589.0137
$19,053.7390
$19,530.0825
$20,018.3346
$20,518.7930
Hourly
$97.1581
$99.5870
$102.0767
$104.6286
$107.2443
$109.9254
$112.6736
$115.4904
$118.3777
ME 49
Monthly
$17,682.7654
$18,124.8345
$18,577.9554
$19,042.4043
$19,518.4644
$20,006.4260
$20,506.5867
$21,019.2513
$21,544.7326
Hourly
$102.0160
$104.5664
$107.1805
$109.8600
$112.6065
$115.4217
$118.3072
$121.2649
$124.2965
ME 50
Monthly
$18,566.9037
$19,031.0763
$19,506.8532
$19,994.5245
$20,494.3876
$21,006.7473
$21,531.9160
$22,070.2139
$22,621.9692
Hourly
$107.1168
$109.7947
$112.5395
$115.3530
$118.2369
$121.1928
$124.2226
$127.3282
$130.5114
* In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
EXHIBIT F
2012-2015 HOLIDAY SCHEDULE
1. Independence Day
2. Labor Day
3. Veterans Day
4. Thanksgiving
5. Day after Thanksgiving
6. Christmas Eve
7. Christmas Day
8. New Years Day
9. Presidents Day
10. Memorial Day
11. Employee Chosen Floater
350310.1 Y0030-008
ITEM NO. 3.4
AGENDA REPORT
Meeting Date: March 20, 2012
To: Personnel-Risk Management
Committee
From: Ken Vecchiarelli, General
Manager
Presented By: Gina Knight, HR/Risk Manager Dept: Human
Resources/Risk
Management
Reviewed by Legal: No
Prepared By: Amelia Cloonan, Personnel
Technician
Subject: Employee Compensation Letter and Pay Plan for Supervisory and Confidential
Employees for Fiscal Years 2012-2015
SUMMARY:
The District's Supervisory and Confidential group are unrepresented and do not bargain with the
District over compensation and benefits. In the past, the group has followed suit with any provisions
the District bargained and agreed upon with the District's represented employees group.
DISCUSSION:
On Wednesday, March 7, 2012, eleven members of the Supervisory and Confidential Group met
along with Gina Knight, HR/Risk Manager and Ken Vecchiarelli, General Manager.
Members of the group were asked to present items they might want to see in the Employee
Compensation Letter and Pay Plan for Supervisory and Confidential Employees, Fiscal Years 2012-
15. The group brainstormed and came up with a list of ten items. After the conclusion of the
meeting, the list was submitted to all the members of the Supervisory and Confidential group for
ranking according to their individual perceived level of importance.
Ten individuals returned their responses. The items that were ranked overall of most importance
were the following: guarantee COLA increase for picking up the statutory CalPERS employee
contribution to CalPERS SC group, matching deferred compensation up to 2% of employee's salary
and continuation of 4/10 work schedule.
Another meeting was held on March 14, 2012 so the results of the ranking could be presented to
the SC group. The group discussed the final list of items to be presented and came to a consensus.
Staff prepared the draft Employee Compensation Letter and Pay Plan for Supervisory and
Confidential Employees, Fiscal Years 2012-2015 documents for review by the Personnel-Risk
Management Committee on March 20, 2012.
ATTACHMENTS:
Name: Description: Type:
SC
SUPERVISORY CONFIDENTIAL Compensation Letter Exhibit A - FYs 2012-2015-Final.doc
Compensation Backup
Letter Exhibit A- Material
FYs 2012-2015
SC
Classifications
SUPERVISORY AND CONFIDENTIAL CLASSIFICATIONS FLSA STATUS AND SALARY RANGES FYs 2012- and Salary Backup
2015-Final.doc Ranges FLSA Material
Status FYs
2012-2015
SC Salary
Backup
9step- 2012-2013 SC 3%.pdf Matrix FY 2012
Material
2013
SC Salary
Backup
9step- 2013-2014 SC 3%.pdf Matrix FY 2013
Material
2014
SC Salary
Backup
9step- 2014-2015 SC 3%.pdf Matrix FY 2014
Material
2015
SC FYs 2012-
DOCSLA-#350310-v1-Exhibit F Holiday Schedule FYs 2012-2015- Final.doc 2015 Holiday Backup
Schedule Material
Exhibit A
Resolution No. 11-21
Employee Compensation Letter
And Pay Plan for Supervisory and Confidential Employees
Fiscal years: 2011-20122012-2015
I. The General Manager shall prepare an Employee Compensation Letter for
consideration by the Board of Directors. The Employee Compensation
Letter shall describe the salaries, benefits and special conditions offered by
the District to its Supervisory and Confidential employee group (Exhibit B).
4 Effective July 1, 2012, the salary schedule attached hereto as Thy-�Distypir--tt
shall mnin4nin the onlnry onhorl1110 p44pnhor! horo4r n� Exhibit C tAr the
an Tary-G Gh e d aTPcm a r-h a d-h a rc�v--crz
pperied Lily 1 2011 thrn1 gh 11��L�� Th�gloGhed Ile reflontc
t-a+ pe h-a°° salapGFease is pFevided shall be in effect for fiscal year
2012-2013. J
III. Effective July 1, 2013, the salary schedule attached hereto as Exhibit D
shall be in effect for fiscal year 2013-2014.
IV. Prior to the end of FY 2012/2013, the District will conduct a salary survey
to determine whether the District's top salary for a specific classification is
under the median of the top step for other similarly situated classifications
performing similar work in similar jurisdictions. In the event that the
District determines that the District's top step is below the median of
similar classifications maintained by similar public entities, the District will
present to the Board of Directors a recommendation to adjust those
classifications to the median or near the median not to exceed an
adjustment of 12%. The salary adjustments would be implemented
effective July 1, 2013.
V. Effective July 1, 2014, the salary schedule attached hereto as Exhibit E
shall be in effect for fiscal year 2014-2015.
VI. The District's current contract with CalPERS is for a retirement benefit
based on the single highest year with a Fourth Level of 1959 Survivor
Benefit Program.
VII. Effective July 1, 2012, all Supervisory and Confidential employees The
S+striet shall pay 3% of the 7% statutory CalPERS employee contribution
to CaIPERS. _en4inij�p^ ppay th rtipn npftrhR eRqp'Gy �
GA_ntrihl ltinn rote ef GALERS fnr empleyed by the Dictrin
e1befr-r�y pff 1+inn 12 01 Whinh appFeyes aR
-A 1onrlrvlont to the �ntront h°+�on the Vnrho 1 inrlo \/�/odor DiStrint And
QTITCr-rcn-rr�� rTCravrl� cry--cr-r�vrl�cTCrr-rQa--v-vaT
Cal PCRC to prelude Con4ielp 212-53 (20% n 62/1 01111 fr-rml 61 la).
VIII. Effective July 1, 2013, all Supervisory and Confidential employees shall
pay 5% of the 7% statutory CalPERS employee contribution to CaIPERS.
Supervisory and Confidential Compensation Letter FYs 2012/2015
IX. Effective July 1, 2014, all Supervisory and Confidential employees shall
pay 100% of the statutory CalPERS employee contribution to CalPERS.
However, 0 ndividuals hired by the District on or after January 26, 2012,
the adept+ea date of Resolution 12-01 was adopted, shall be enrolled in
the 2% @ 60 retirement formula and shall pay 100% of the statutory
CalPERS employee contribution to CalPERS.
All payments will be credited to the employee's individual account with
CalPERS.
X. The District shall continue to maintain a "414(h)(2)" plan under the Internal
Revenue Code for the purpose of treating contributions to CalPERS as
deferred income for tax purposes to the extent permitted by law.
Contributions will continue to be deducted from the employee's actual
gross salary as reflected on the employee's pay stub. Employees shall
otherwise be responsible for all taxes related to fringe and reimbursement
benefits and the District shall make deductions in accordance with the law.
Each employee will be annually reviewed on a one-year interval following
completion of their probationary period. An employee who receives a
meets job expectations evaluation will be entitled to move one (1) step
and an employee who receives an exceeds job expectations evaluation,
shall be allowed to move up to two (2) step. Movement shall take place
until an employee has reached Step 9. The District shall endeavor to
have performance reviews completed within two (2) weeks after the
employee's anniversary date with the effective date of any merit salary
increase being on the anniversary date. If the evaluation is delayed, any
subsequent salary increase to which the employee could otherwise be
entitled shall be retroactive to the anniversary date.
XI 1. All new hires shall be subject to a twelve (12) month probationary period.
Such new hires shall accrue vacation commencing with the start of
employment but shall be ineligible to use accrued vacation time prior to
successful completion of six (6) months of service. An existing employee
who has been promoted to a new position will be required to serve a six
(6) month promotional probationary period in the new position.
XIII. Supervisory and Confidential employees shall accrue vacation leave
time with pay as follows:
Duration of Continuous Hours Accrued per Pay Period
Regular Employment
During 1 st through 60th month 3.077 = 2.0 weeks/yr
During 61 st through 120th month 4.615 = 3.0 weeks/yr
During 121 st through 180th month 5.384 = 3.5 weeks/yr
During 181 st through 240th month 6.153 = 4.0 weeks/yr
During 241St month and thereafter 6.922 = 4.5 weeks/yr
Supervisory and Confidential Compensation Letter FYs 2012/2015
XIV. The District shall continue to provide group life insurance in the amount of
one times basic annual salary rounded to the next higher multiple of
$1,000, for each full-time regular Supervisory and Confidential Employee
under age 70 on the first day of the month following their date of hire, in
accordance with the provisions of the contract between the District and
any company of the District's choosing providing such coverage.
Supervisory and Confidential Employees may increase the coverage to up
to five time's annual salary not to exceed $300,000 by authorizing the
additional premium to be deducted from his/her salary.
XV. The District shall pay 100% of the premium for hospital and medical
insurance for all Supervisory and Confidential Employees who work in
excess of 30 hours per week, after they have worked for two calendar
months, and up to 2/3 of the additional premium toward Supervisory and
Confidential Employee dependent coverage for covered employees with
one dependent or up to 2/3 of the additional premium toward Supervisory
and Confidential Employee dependent coverage for covered Supervisory
and Confidential Employees with more than one dependent in accordance
with the provisions of any contract between the District and any company
or companies of the District's choosing. The Supervisory and Confidential
Employee shall pay the cost of the difference in premium, to be deducted
from his/her salary to cover the employee's share of the dependent
coverage. Supervisory and Confidential Employees shall have the option
of selecting a District-designated Health Maintenance Organization
("HMO"). The District contribution for HMO coverage will be in
accordance with this paragraph.
XVI. The District shall pay 100% of the premium for dental insurance for all
Supervisory and Confidential Employees who work 30 hours or more per
week, after they have worked for two calendar months, and up to 2/3 of
the additional premium toward Supervisory and Confidential Employee
dependent coverage for covered Supervisory and Confidential
Employees with one dependent or up to 2/3 of the additional premium
toward Supervisory and Confidential Employee dependent coverage for
covered Supervisory and Confidential Employees with more than one
dependent in accordance with the provisions of any contract between the
District and any company or companies of the District's choosing. The
individual Supervisory and Confidential Employees shall pay the cost of
the difference in premium, to be deducted from his/her salary.
Supervisory and Confidential Employees shall have the option of
selecting "Delta Care" with the contribution for "Delta Care" to be in
accordance with this paragraph.
XVII. District shall pay 100% of the premium for vision insurance for Supervisory
and Confidential employees who work more than 30 hours per week, on
the first day of the month following their date of hire and up to 2/3 of the
additional premium toward dependent coverage for covered Supervisory
and Confidential Employees with one dependent, or up to 2/3 of the
additional premium toward dependent coverage for covered Supervisory
and Confidential Employees with more than one dependent, in
Supervisory and Confidential Compensation Letter =Ys 2012/20 io
accordance with the provisions of any contract between the District and
any company or companies of the District's choosing. The individual
Supervisory and Confidential Employee shall pay the cost of the difference
in premium, to be deducted from his/her salary.
XVIII. 961bjeGt tG er approval the District shall paeaam of into proVidePT
the paragraphs IX, Y and YI of this Agreelxle.pt for anY 8 ipeFViGGPy andd
GGRfiddeRtial Empp e�epmfpy ed by the District on or befere be
2011, the dote adoption of ResglL itio I ne I _' I and niho o
retires from the
District for a period of time �eihinh is equivalent to one (1) dear or pre ration
thereof An a mnnthl�i basis fAreaoh three (3 years�sewi�on the
District or pro ration thereof on a q iarterhi basis BOO
Subject to carrier approval, the District shall pay the amounts provided in
paragraphs IX, X and XI of this agreement for any Supervisory and
Confidential Employee who was employed by the District on or before
December 8, 2011, the date of adoption of Resolution No. 11-21, and who
retires from the District, the equivalent of one (1) year or pro-ration thereof
on a monthly basis for each three (3) years of service to the District or pro-
ration thereof on a quarterly basis.
To be eligible for this benefit, the employee must be at least 50 years of
age, must have five (5) years of service with the District, must retire from
the District after the date of this Agreement while in good standing and
upon ninety (90) days written notice and must remain in retired status.
If any benefit period remains when the Supervisory and Confidential
Employee or his/her spouse reaches ages 65, whichever is latest, and
then coverage will convert to Medicare Supplement for the remainder of
the benefit period.
For purposes of this Agreement, retired status means that the Supervisory
and Confidential Employee shall not work for compensation for more than
nine hundred sixty (960) hours in any fiscal year (July 1 through June 30).
The District may require a Supervisory and Confidential Employee to
certify under penalty of perjury that the Supervisory and Confidential
Employee has remained on retired status and/or submit to such additional
verification, as the District deems necessary to demonstrate retired status.
The retired Supervisory and Confidential Employee must make any
contribution required of a regular Supervisory and Confidential Employee
pursuant to paragraph IX, X and XI prior to the first day of the month in
which coverage is to be extended. Failure of a Supervisory and
Confidential Employee to make such payment shall result in termination of
coverage and termination of any right to any benefit pursuant to this
section.
Supervisory and Confidential employees hired after the adoption of
Resolution 11-21 (12-8-2011) shall be ineligible to receive this benefit.
Supervisory and Confidential Compensation Letter FYs 2012/2015
A Supervisory and Confidential Employee who retires (in accordance with
the Public Employees' Retirement System qualifications) shall be paid at
the rate of their final salary for 3/8 of their accumulated days of sick leave,
if any, at the time of separation from active employment. fhe remaining
5/8 of his/her accumulated days of sick leave will be converted into
CalPERS service credit. If the Supervisory and Confidential Employee
should die, his/her estate shall be entitled to such payment.
XIX. Supervisory and Confidential employees who resign, or are laid off
from District employment after being employed by the District for five
(5) or more years of continuous regular employment, shall be
compensated for accumulated, unused sick leave above 400 hours
as follows:
YEARS PERCENT PAYABLE ABOVE 400 HOURS ON THE
BOOKS
5 up to 9 20%
10 up to 15 25%
15 to 20 and above 30%
Employees who are terminated from the District for cause, or who resign
in lieu of termination shall not be eligible for this benefit.
XX. To the extent possible, the District shall extend its current plan under
Section 125 of the Internal Revenue Code to cover Supervisory and
Confidential Employees.
XXI. The District shall provide a long-term disability plan for Supervisory and
Confidential Employees which has a 90-day elimination period and
provides at least sixty percent (60%) of salary for a designated period of
time in accordance with coverage procured by the District from a carrier to
be determined at the District's sole discretion.
XXII. Effective July 1, 2012, the District will match dollar for dollar not to exceed
2% of a supervisory and confidential employee's salary per year of his/her
deposits in a Deferred Compensation Plan.
XXIII. EffeGti e jaR6iaFy 1, 244-2-, Supervisory and Confidential employees shall
continue to be assigned to a four (4) day workweek, consisting of ten (10)
scheduled hours of work each day (a 4/10 schedule Monday through
Thursday). The Board of Directors clearly and unequivocally has the right
to terminate the 4/10 schedule at any time during the term of this
employee compensation letter. In such case, the schedule shall revert to
the 9/80 schedule as existed immediately prior to implementation of the
4/10 schedule.
Supervisory and Confidential Compensation Letter FYs 2012/2015
XXIV. In situations where a Supervisory and Confidential Employee has been
injured in a non-duty accident and his/her disability leave exceeds one
calendar month or the total of his/her accumulated leaves, including sick
leave, paid time off and vacation, that portion of the leave exceeding 30
days or the total of accumulated leaves, whichever is more, shall
constitute a break in service and his/her merit review dates and
anniversary date will be adjusted accordingly.
XXV. The District will pay up to a total of $2,000 annually to establish and
administer a tax-advantaged flexible benefit plan, and a total of $5,000
annually to establish a tax advantaged dependent care plan. Plans will
conform to the requirements of Section 125 of the Internal Revenue Code,
and permits Supervisory and Confidential Employees to convert their
share of insurance premiums, un-reimbursed medical expenses, child
care and other qualifying expenditures to pretax dollars. Savings to the
District through reductions to the payroll and worker's compensation tax
base will accrue to the District and offset the costs of establishing and
administering this program.
XXVI. The District shall reimburse Supervisory and Confidential Employees for
sums paid to the appropriate agencies for obtaining, or renewing,
treatment and/or distribution certificates, and other professional
certifications, registrations and job related training.
XXVII. Supervisory and Confidential Employees who are required to wear safety
boots in the performance of their job, as determined by the General
Manager, shall be eligible for District-purchased boots in an amount not to
exceed $200.00, provided that the boots are from a list pre-approved by
the General Manager or his/her designee. The difference between
$200.00 and the amount actually used may be carried over for one year
and combined with a subsequent allocation for boot reimbursement.
XXVIII. The District shall provide educational reimbursement to Supervisory and
Confidential Employees for costs of tuition, fees, books and parking
relating to educational courses taken and completed at accredited
institutions at a rate not to exceed standard resident fees as charged by
the California State University. Course work must be job related as
determined and approved in advance by the General Manager. Proof of
payment and successful completion of the course must accompany the
reimbursement request on a form provided by the District. Supervisory
and Confidential Employee shall be responsible for any tax
consequences as a result of education reimbursement. If for any reason,
the employee separates from District employment prior to completion of
one (1) calendar year from the date of distribution by the District of funds
provided for herein, all such amounts distributed during that one (1)
calendar year period, shall be considered a judgment due and owing to
the District. The judgment amount shall be deducted from the
employee's closing check. Any remaining, non-reimbursed amount shall
be paid to the District within ninety (90) calendar days of separation from
District employment. Each employee receiving funds pursuant to this
Supervisory and Confidential Compensation Letter Ys Lu IL/Lu io
section shall sign a written agreement to comply with the terms of this
section as a condition precedent to receipt of any such funds.
XXIX. Supervisory and Confidential Employees who have been employed by the
District for more than one year may sell to the District up to forty (40)
hours of accrued unused vacation time upon thirty (30) days prior notice,
provided that the Supervisory and Confidential Employee takes a
minimum of one-half the vacation time to which he/she is entitled within
the same annual period of the sold vacation time. A member who has
been employed by the District for more than one year may also buy from
the District up to an additional forty (40) hours of vacation time within any
calendar year for use during the same calendar year, provided that full
and complete payment has been made for the purchased vacation time by
salary modification prior to use of the vacation time. It is expressly
understood that this benefit is provided at the sole discretion of the District
and shall automatically terminate upon the expiration of this Supervisory
and Confidential letter unless an extension is expressly agreed to by the
District.
XXX. The Holiday schedule attached hereto as Exhibit 9 shall be in effect for
full-time Supervisory and Confidential employees covered by this
Supervisory and Confidential letter. For purposes of holiday
compensation, compensation shall be equal to the number of hours that
the Supervisory and Confidential employee normally would have worked
other than for the holiday.
For those Supervisory ad Confidential employees whose scheduled work
week is Monday through Thursday, a holiday falling on a Friday or
Saturday shall not result in Thursday being a holiday and a holiday falling
on a Sunday, shall not result in Monday being a holiday. Instead
observed holidays that fall on a Friday, Saturday or Sunday shall be
recognized as floating holidays earned. The floating holidays earned as a
result of the above situation shall be used within 12 months following the
accrual of each floating holiday.
In order to be eligible for Holiday pay, a Supervisory and Confidential
Employee must be either at work or on paid leave of absence on the
regularly scheduled workday immediately preceding the day observed as
the holiday and the regularly scheduled workday immediately following the
day observed as the holiday.
XXXI. The District shall reimburse Supervisory and Confidential employees for
sums paid to the appropriate state agencies for obtaining or renewing of
production or distribution certificates. In addition, a one-time per fiscal
year payment of $150.00 per certificate shall be provided to an affected
employee who has qualified for and been issued a State of California
Department of Health Services Treatment and/or Distribution certificate
which has been determined in the sole discretion of the General Manager
to be relevant to the employee's duties and which is other than a
certificate which is a job requirement. The $150.00 payment shall apply
Supervisory and Confidential Compensation Letter FYs 2u iazu io
for any Distribution and/or Treatment Certificates issued by the State of
California Department of Health Services that are required above and
beyond the required certification for a specific classification within the
District's Operations Department and shall be issued during each year in
which the applicable certificate(s) remains valid and remains other than a
certificate which is a job requirement. The table below identifies the
positions that require specific State of California certifications.
CLASSIFICATION REQ'D TREATMENT REQ'D DISTRIBUTION
CHIEF PLANT T3 D5
OPERATOR
SCADA T2 D3
ADMINISTRATOR
SR. wives i Kuu i iON
INSPECTOR
WATER D5
MAINTENANCE
SUPERINTENDENT
WATER QUALITI D3
ENGINEER
The term of this Compensation Letter for Supervisory and Confidential
Employees is for the period of July 1, 201 to June 30, 201
Kenneth R. Vecchiarelli Date
General Manager
Supervisory and Confidential Compensation Letter FYs 2012/2015
EXHIBIT B
YORBA LINDA WATER DISTRICT
SUPERVISORY AND CONFIDENTIAL EMPLOYEES
SALARY RANGES AND AUTHORIZED CLASSIFICATIONS
7-1-2012 through 6-30-2015
CLASSIFICATION TITLE SALARY RANGES FLSA
Chief Plant Operator SC31 EXEMPT
Customer Service Supervisor SC27 EXEMPT
Executive Secretary SC25 NON-EX
Human Resources Analyst SC25 EXEMPT
Information Systems Administrator SC30 EXEMPT
Management Analyst SC28 EXEMPT
Personnel Technician SC23 NON-EX
Public Information Officer SC30 EXEMPT
SCADA Administrator SC30 EXEMPT
Sr. Accountant SC25 EXEMPT
Sr. Construction Inspector SC26 NON-EX
Sr. Project Manager SC34 EXEMPT
Water Maintenance Superintendent SC30 EXEMPT
Water Quality Engineer SC29 EXEMPT
Exhibit"C"
Pay Plan Supervisory& Confidential Employees
Effective July 1st, 2012 thru June 30, 2013
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
SC 21
Monthly
$4,251.8248
$4,358.1204
$4,467.0734
$4,578.7503
$4,693.2190
$4,810.5495
$4,930.8132
$5,054.0836
$5,180.4357
Hourly
$24.5298
$25.1430
$25.7716
$26.4159
$27.0763
$27.7532
$28.4470
$29.1582
$29.8871
SC 22
Monthly
$4,464.4160
$4,576.0264
$4,690.4271
$4,807.6878
$4,927.8800
$5,051.0770
$5,177.3539
$5,306.7877
$5,439.4574
Hourly
$25.7562
$26.4002
$27.0602
$27.7367
$28.4301
$29.1408
$29.8693
$30.6161
$31.3815
SC 23
Monthly
$4,687.6368
$4,804.8278
$4,924.9485
$5,048.0722
$5,174.2740
$5,303.6308
$5,436.2216
$5,572.1271
$5,711.4303
Hourly
$27.0441
$27.7202
$28.4132
$29.1235
$29.8516
$30.5979
$31.3628
$32.1469
$32.9506
SC 24
Monthly
$4,922.0187
$5,045.0691
$5,171.1959
$5,300.4758
$5,432.9877
$5,568.8124
$5,708.0327
$5,850.7335
$5,997.0018
Hourly
$28.3963
$29.1062
$29.8338
$30.5797
$31.3442
$32.1278
$32.9310
$33.7542
$34.5981
SC 25
Monthly
$5,168.1196
$5,297.3226
$5,429.7557
$5,565.4996
$5,704.6371
$5,847.2530
$5,993.4343
$6,143.2702
$6,296.8519
Hourly
$29.8161
$30.5615
$31.3255
$32.1087
$32.9114
$33.7342
$34.5775
$35.4419
$36.3280
SC 26
Monthly
$5,426.5256
$5,562.1887
$5,701.2435
$5,843.7745
$5,989.8689
$6,139.6156
$6,293.1060
$6,450.4337
$6,611.6945
Hourly
$31.3069
$32.0896
$32.8918
$33.7141
$34.5569
$35.4209
$36.3064
$37.2140
$38.1444
SC 27
Monthly
$5,697.8519
$5,840.2982
$5,986.3056
$6,135.9633
$6,289.3623
$6,446.5964
$6,607.7613
$6,772.9554
$6,942.2792
Hourly
$32.8722
$33.6940
$34.5364
$35.3998
$36.2848
$37.1919
$38.1217
$39.0747
$40.0516
SC 28
Monthly
$5,982.7445
$6,132.3131
$6,285.6209
$6,442.7614
$6,603.8305
$6,768.9262
$6,938.1494
$7,111.6031
$7,289.3932
Hourly
$34.5158
$35.3787
$36.2632
$37.1698
$38.0990
$39.0515
$40.0278
$41.0285
$42.0542
Monthly
+--�6,281.8817
$6,438.9287
$6,599.9020
$6,764.8995
$6,934.0220
$7,107.3725
$7,285.0569
$7,467.1833
$7,653.8629
Hourly
36.2416
37.1477
38.0764
39.0283
40.0040
41.0041
42.0292
43.0799
44.1569
(Page 2 of 2) Exhibit C
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
SC 30
Monthly
$6,595.9758
$6,760.8752
$6,929.8971
$7,103.1445
$7,280.7231
$7,462.7412
$7,649.3097
$7,840.5424
$8,036.5560
Hourly
$38.0537
$39.0050
$39.9802
$40.9797
$42.0042
$43.0543
$44.1306
$45.2339
$46.3647
SC 31
Monthly
$6,925.7746
$7,098.9189
$7,276.3919
$7,458.3017
$7,644.7592
$7,835.8782
$8,031.7752
$8,232.5696
$8,438.3838
Hourly
$39.9564
$40.9553
$41.9792
$43.0287
$44.1044
$45.2070
$46.3372
$47.4956
$48.6830
SC 32
Monthly
$7,272.0633
$7,453.8649
$7,640.2115
$7,831.2168
$8,026.9972
$8,227.6721
$8,433.3639
$8,644.1980
$8,860.3030
Hourly
$41.9542
$43.0031
$44.0781
$45.1801
$46.3096
$47.4673
$48.6540
$49.8704
$51.1171
SC 33
Monthly
$7,635.6665
$7,826.5581
$8,022.2221
$8,222.7776
$8,428.3471
$8,639.0557
$8,855.0321
$9,076.4079
$9,303.3181
Hourly
$44.0519
$45.1532
$46.2821
$47.4391
$48.6251
$49.8407
$51.0867
$52.3639
$53.6730
SC 34
Monthly
$8,017.4498
$8,217.8860
$8,423.3332
$8,633.9165
$8,849.7644
$9,071.0085
$9,297.7837
$9,530.2283
$9,768.4840
Hourly
$46.2545
$47.4109
$48.5962
$49.8111
751.0563
$52.3327
$53.6411
$54.9821
$56.3566
SC 35
Monthly
$8,418.3223
$8,628.7803
$8,844.4998
$9,065.6123
$9,292.2526
$9,524.5590
$9,762.6729
$10,006.7398
$10,256.9082
Hourly
$48.5672
$49.7814
$51.0260
$52.3016
$53.6091
$54.9494
$56.3231
$57.7312
$59.1745
SC 36
Monthly
$8,839.2384
$9,060.2193
$9,286.7248
$9,518.8929
$9,756.8653
$10,000.7869
$10,250.8066
$10,507.0767
$10,769.7537
Hourly
$50.9956
$52.2705
$53.5773
$54.9167
$56.2896
$57.6968
$59.1393
$60.6178
$62.1332
SC 37
Monthly
$9,281.2003
$9,513.2303
$9,751.0611
$9,994.8376
$10,244.7085
$10,500.8263
$10,763.3469
$11,032.4306
$11,308.2413
Hourly
$53.5454
$54.8840
$56.2561
$57.6625
$59.1041
$60.5817
$62.0962
$63.6486
$65.2399
* In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
Exhibit"D"
Pay Plan Supervisory& Confidential Employees
Effective July 1st, 2013 thru June 30, 2014
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
SC 21
Monthly
$4,379.3795
$4,488.8640
$4,601.0856
$4,716.1127
$4,834.0156
$4,954.8659
$5,078.7376
$5,205.7060
$5,335.8487
Hourly
$25.2657
$25.8973
$26.5447
$27.2083
$27.8886
$28.5858
$29.3004
$30.0329
$30.7837
SC 22
Monthly
$4,598.3485
$4,713.3072
$4,831.1399
$4,951.9184
$5,075.7163
$5,202.6092
$5,332.6745
$5,465.9913
$5,602.6411
Hourly
$26.5289
$27.1922
$27.8720
$28.5688
$29.2830
$30.0151
$30.7654
$31.5346
$32.3229
SC 23
Monthly
$4,828.2659
$4,948.9726
$5,072.6969
$5,199.5143
$5,329.5022
$5,462.7397
$5,599.3082
$5,739.2909
$5,882.7732
Hourly
$27.8554
$28.5518
$29.2656
$29.9972
$30.7471
$31.5158
$32.3037
$33.1113
$33.9391
SC 24
Monthly
$5,069.6792
$5,196.4212
$5,326.3317
$5,459.4900
$5,595.9773
$5,735.8767
$5,879.2736
$6,026.2555
$6,176.9118
Hourly
$29.2481
$29.9794
$30.7288
$31.4971
$32.2845
$33.0916
$33.9189
$34.7669
$35.6360
SC 25
Monthly
$5,323.1632
$5,456.2422
$5,592.6483
$5,732.4645
$5,875.7761
$6,022.6705
$6,173.2373
$6,327.5682
$6,485.7574
Hourly
$30.7106
$31.4783
$32.2653
$33.0719
$33.8987
$34.7462
$35.6148
$36.5052
$37.4178
SC 26
Monthly
$5,589.3213
$5,729.0544
$5,872.2807
$6,019.0877
$6,169.5649
$6,323.8041
$6,481.8992
$6,643.9466
$6,810.0453
Hourly
$32.2461
$33.0522
$33.8785
$34.7255
$35.5936
$36.4835
$37.3956
$38.3305
$39.2887
SC 27
Monthly
$5,868.7874
$6,015.5071
$6,165.8948
$6,320.0421
$6,478.0432
$6,639.9943
$6,805.9941
$6,976.1440
$7,150.5476
Hourly
$33.8584
$34.7048
$35.5725
$36.4618
$37.3733
$38.3077
$39.2654
$40.2470
$41.2532
SC 28
Monthly
$6,162.2268
$6,316.2824
$6,474.1895
$6,636.0442
$6,801.9453
$6,971.9940
$7,146.2938
$7,324.9512
$7,508.0749
Hourly
$35.5513
$36.4401
$37.3511
$38.2849
$39.2420
$40.2230
$41.2286
$42.2593
$43.3158
Monthly
+--�6,470.3381
$6,632.0966
$6,797.8990
$6,967.8464
$7,142.0426
$7,320.5937
$7,503.6085
$7,691.1987
$7,883.4787
Hourly
37.3289
38.2621
39.2186
40.1991
41.2041
42.2342
43.2900
44.3723
45.4816
(Page 2 of 2) Exhibit D
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
SC 30
Monthly
$6,793.8550
$6,963.7014
$7,137.7939
$7,316.2388
$7,499.1447
$7,686.6234
$7,878.7889
$8,075.7587
$8,277.6526
Hourly
$39.1953
$40.1752
$41.1796
$42.2091
$43.2643
$44.3459
$45.4546
$46.5909
$47.7557
SC 31
Monthly
$7,133.5478
$7,311.8865
$7,494.6836
$7,682.0507
$7,874.1020
$8,070.9545
$8,272.7284
$8,479.5466
$8,691.5353
Hourly
$41.1551
$42.1840
$43.2386
$44.3195
$45.4275
$46.5632
$47.7273
$48.9205
$50.1435
SC 32
Monthly
$7,490.2251
$7,677.4808
$7,869.4178
$8,066.1532
$8,267.8071
$8,474.5022
$8,686.3648
$8,903.5239
$9,126.1120
Hourly
$43.2128
$44.2932
$45.4005
$46.5355
$47.6989
$48.8914
$50.1136
$51.3665
$52.6506
SC 33
Monthly
$7,864.7364
$8,061.3548
$8,262.8887
$8,469.4609
$8,681.1974
$8,898.2274
$9,120.6830
$9,348.7001
$9,582.4176
Hourly
$45.3735
$46.5078
$47.6705
$48.8623
$50.0838
$51.3359
$52.6193
$53.9348
$55.2832
SC 34
Monthly
$8,257.9732
$8,464.4226
$8,676.0331
$8,892.9339
$9,115.2573
$9,343.1387
$9,576.7172
$9,816.1351
$10,061.5385
Hourly
$47.6422
$48.8332
$50.0540
$51.3054
752.5880
$53.9027
$55.2503
$56.6315
$58.0473
SC 35
Monthly
$8,670.8719
$8,887.6437
$9,109.8348
$9,337.5806
$9,571.0202
$9,810.2957
$10,055.5531
$10,306.9419
$10,564.6154
Hourly
$50.0243
$51.2749
$52.5567
$53.8707
$55.2174
$56.5979
$58.0128
$59.4631
$60.9497
SC 36
Monthly
$9,104.4155
$9,332.0259
$9,565.3265
$9,804.4597
$10,049.5712
$10,300.8104
$10,558.3307
$10,822.2890
$11,092.8462
Hourly
$52.5255
$53.8386
$55.1846
$56.5642
$57.9783
$59.4278
$60.9134
$62.4363
$63.9972
SC 37
Monthly
$9,559.6363
$9,798.6272
$10,043.5928
$10,294.6827
$10,552.0497
$10,815.8510
$11,086.2472
$11,363.4034
$11,647.4885
Hourly
$55.1517
$56.5305
$57.9438
$59.3924
$60.8772
$62.3991
$63.9591
$65.5581
$67.1970
* In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
Exhibit"E"
Pay Plan Supervisory& Confidential Employees
Effective July 1st, 2014 thru June 30, 2015
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
SC 21
Monthly
$4,510.7609
$4,623.5300
$4,739.1182
$4,857.5962
$4,979.0361
$5,103.5120
$5,231.0998
$5,361.8773
$5,495.9242
Hourly
$26.0236
$26.6742
$27.3411
$28.0246
$28.7252
$29.4433
$30.1794
$30.9339
$31.7073
SC 22
Monthly
$4,736.2990
$4,854.7065
$4,976.0741
$5,100.4760
$5,227.9879
$5,358.6876
$5,492.6548
$5,629.9711
$5,770.7204
Hourly
$27.3248
$28.0079
$28.7081
$29.4258
$30.1615
$30.9155
$31.6884
$32.4806
$33.2926
SC 23
Monthly
$4,973.1139
$5,097.4418
$5,224.8778
$5,355.4998
$5,489.3873
$5,626.6220
$5,767.2875
$5,911.4697
$6,059.2564
Hourly
$28.6910
$29.4083
$30.1435
$30.8971
$31.6695
$32.4613
$33.2728
$34.1046
$34.9572
SC 24
Monthly
$5,221.7696
$5,352.3139
$5,486.1217
$5,623.2748
$5,763.8566
$5,907.9530
$6,055.6519
$6,207.0432
$6,362.2193
Hourly
$30.1256
$30.8787
$31.6507
$32.4420
$33.2530
$34.0843
$34.9365
$35.8099
$36.7051
SC 25
Monthly
$5,482.8581
$5,619.9296
$5,760.4278
$5,904.4385
$6,052.0495
$6,203.3507
$6,358.4345
$6,517.3953
$6,680.3302
Hourly
$31.6319
$32.4227
$33.2332
$34.0641
$34.9157
$35.7886
$36.6833
$37.6004
$38.5404
SC 26
Monthly
$5,757.0010
$5,900.9260
$6,048.4492
$6,199.6604
$6,354.6519
$6,513.5182
$6,676.3562
$6,843.2651
$7,014.3467
Hourly
$33.2135
$34.0438
$34.8949
$35.7673
$36.6615
$37.5780
$38.5174
$39.4804
$40.4674
SC 27
Monthly
$6,044.8511
$6,195.9723
$6,350.8717
$6,509.6434
$6,672.3845
$6,839.1941
$7,010.1740
$7,185.4284
$7,365.0641
Hourly
$34.8741
$35.7460
$36.6396
$37.5556
$38.4945
$39.4569
$40.4433
$41.4544
$42.4908
SC 28
Monthly
$6,347.0936
$6,505.7710
$6,668.4152
$6,835.1256
$7,006.0038
$7,181.1539
$7,360.6827
$7,544.6998
$7,733.3173
Hourly
$36.6178
$37.5333
$38.4716
$39.4334
$40.4193
$41.4297
$42.4655
$43.5271
$44.6153
Monthly
+--�6,664.4483
$6,831.0595
$7,001.8360
$7,176.8819
$7,356.3040
$7,540.2115
$7,728.7168
$7,921.9348
$8,119.9831
Hourly
38.4487
39.4100
40.3952
41.4051
42.4402
43.5012
44.5888
45.7035
46.8461
(Page 2 of 2) Exhibit E
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
SC 30
Monthly
$6,997.6707
$7,172.6125
$7,351.9278
$7,535.7260
$7,724.1191
$7,917.2221
$8,115.1527
$8,318.0315
$8,525.9823
Hourly
$40.3712
$41.3805
$42.4150
$43.4753
$44.5622
$45.6763
$46.8182
$47.9886
$49.1884
SC 31
Monthly
$7,347.5543
$7,531.2431
$7,719.5242
$7,912.5123
$8,110.3251
$8,313.0832
$8,520.9103
$8,733.9331
$8,952.2814
Hourly
$42.3897
$43.4495
$44.5357
$45.6491
$46.7903
$47.9601
$49.1591
$50.3881
$51.6478
SC 32
Monthly
$7,714.9320
$7,907.8053
$8,105.5004
$8,308.1379
$8,515.8414
$8,728.7374
$8,946.9558
$9,170.6297
$9,399.8955
Hourly
$44.5092
$45.6220
$46.7625
$47.9316
$49.1299
$50.3581
$51.6171
$52.9075
$54.2302
SC 33
Monthly
$8,100.6786
$8,303.1955
$8,510.7754
$8,723.5448
$8,941.6334
$9,165.1743
$9,394.3036
$9,629.1612
$9,869.8902
Hourly
$46.7347
$47.9031
$49.1006
$50.3281
$51.5863
$52.8760
$54.1979
$55.5529
$56.9417
SC 34
Monthly
$8,505.7125
$8,718.3553
$8,936.3142
$9,159.7220
$9,388.7151
$9,623.4330
$9,864.0188
$10,110.6193
$10,363.3848
Hourly
$49.0714
$50.2982
$51.5557
$52.8446
754.1657
$55.5198
$56.9078
$58.3305
$59.7888
SC 35
Monthly
$8,930.9981
$9,154.2731
$9,383.1299
$9,617.7082
$9,858.1509
$10,104.6046
$10,357.2197
$10,616.1502
$10,881.5540
Hourly
$51.5250
$52.8131
$54.1334
$55.4868
$56.8739
$58.2958
$59.7532
$61.2470
$62.7782
SC 36
Monthly
$9,377.5480
$9,611.9867
$9,852.2864
$10,098.5936
$10,351.0584
$10,609.8349
$10,875.0807
$11,146.9577
$11,425.6317
Hourly
$54.1012
$55.4538
$56.8401
$58.2611
$59.7176
$61.2106
$62.7409
$64.3094
$65.9171
SC 37
Monthly
$9,846.4254
$10,092.5861
$10,344.9007
$10,603.5232
$10,868.6113
$11,140.3266
$11,418.8348
$11,704.3056
$11,996.9133
Hourly
$56.8063
$58.2265
$59.6821
$61.1742
$62.7035
$64.2711
$65.8779
$67.5248
$69.2130
* In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
EXHIBIT F
2012-2015 HOLIDAY SCHEDULE
1. Independence Day
2. Labor Day
3. Veterans Day
4. Thanksgiving
5. Day after Thanksgiving
6. Christmas Eve
7. Christmas Day
8. New Years Day
9. Presidents Day
10. Memorial Day
11. Employee Chosen Floater
350310.1 Y0030-008
ITEM NO. 3.6
AGENDA REPORT
Meeting Date: March 20, 2012
To: Personnel-Risk Management
Committee
From: Ken Vecchiarelli, General
Manager
Presented By: Gina Knight, HR/Risk Manager
Prepared By: Miguel Serna, Human
Resources Analyst
Subject: Status of Strategic Plan Initiatives
SUMMARY:
The following is a report of Human Resources Staff activity in regards to the Strategic Improvement
Plan Initiatives adopted by the Board of Directors. With prior approval from the Personnel Risk
Management Committee, Human Resources Staff has placed the completion of the Strategic Plan
Initiatives on hold while a District wide assessment of all job descriptions is completed. Staff has
completed the first step in the assessment Questionnaire and will be presenting a draft Job
Description Questionnaire to the Personnel-Risk Management Committee for review.
DISCUSSION:
Human Resources staff collected and analyzed competency data for several District positions.
During the process it became apparent that the District's current job descriptions did not identify the
actual essential functions of the job. Human Resources staff addressed these concerns with the
Personnel-Risk Management Committee on February 14, 2012. At that time, it was agreed that
Human Resources staff would put the Strategic Plan Initiatives on hold while new job descriptions
were created to reflect the changes in job duties as well as identify the skills needed to perform the
essential functions for all classifications.
In order to develop a workforce and/or succession plan; an assessment of current job duties,
education, skills and/or certificates required for all classifications needs to be determined . Human
Resources Staff developed a draft Job Description Questionnaire with a focus on the technological
components of the job duties for each job. The questionnaire will assist District staff to identify what
type of computer skills are needed to perform specific duties within each job classification.
The Job Description Questionnaire is composed of two segments. The first segment will aid Human
Resources Staff in determining the essential functions for each classification, the organizational role
for each classification, supervisory requirements and environmental factors pertaining to each
classification. The second portion, a computer skills survey, will aid in collecting and recording the
new skills and software needed to perform the duties for all classifications. This second portion of
the survey is the most important, especially with the introduction of new softwares and computer
hardware designed to make business operations more efficient.
Questionnaires will be given to each employee of that department to determine what essential
functions they perform and what skills they believe are needed to perform the job. Staff is planning
to begin with the District's Operations department. This information will then be collected and
reviewed with the employee's supervisor and department head to determine the accuracy of the
information being provided by the employee. After this process is completed, staff can revise the
existing job classifications to incorporate the data collected to include competencies, skills,
education and/or certification as well as additional responsibilities added to the job. These revised
job classifications will assist in hiring the right people with the right competencies to effectively
achieve the District's strategic goals and objectives.
In addition, staff can develop procedures for identifying, acquiring, developing and retaining
employees to meet the needs of the organization and the following Strategic Plan Initiatives:
WE 1-C: Establish Career Development Expectations of Existing Employees.
WE 1-D: Develop Methodologies to Assist Employees in Attaining Career Expectations.
WE 1-E: Continue to Support Additional Training for Staff
WE 2-A: Identify Key Roles for Succession
WE 2-13: Define the Competencies and Motivational Profile Required for Key Roles.
WE 2-C: Identify Individuals with the Potential to Perform Highly in Key Roles.
WE 2-D: Develop Methodologies to Assist Employees in Preparing for Advancement.
ATTACHMENTS:
Name: Description: Type:
JDQ.doc Job Description Questionnaire Backup Material
ImYorba Linda
Water District
Job Description Questionnaire
PURPOSE AND INSTRUCTIONS
The purpose of the study is to obtain current information on your job based on a review of job duties and
responsibilities.
Because you know your duties and responsibilities better than anyone else, we need your help to get an
accurate description of your job. We are asking you to complete this questionnaire that asks for
information about your job duties. The questionnaire does not ask about your job performance; only what
your job requires you to do.
Please complete this questionnaire as honestly, completely and accurately as you can. Base your
answers on what is normal to your current job, not special projects or temporary assignment duties,
unless these tasks are a regular part of your job. This questionnaire needs to cover many jobs, so the
questions are not specifically about your job. However, you should be able to compare your job duties to
the examples given. If two answers seem to fit your situation, just check the one that works best. When
answering the questions, imagine you are describing what you do to a neighbor, friend or to someone just
hired for your position.
Your supervisor and manager will also be asked about your job, but they will not be allowed to change
your answers. We appreciate your active participation in this important study. If you have questions,
please feel free to ask your supervisor or division administrator.
Please return this questionnaire to your supervisor.
A. EMPLOYEE DATA (PLEASE PRINT):
Your Name: Department:
Your Job Title:
How long have you been in your current position: years months
Supervisor's Name:
B. GENERAL PURPOSE OF POSITION
Indicate in one or two sentences the general purpose of the position (or why this job exists). This statement should be a
general summary of the responsibilities listed in the next section.
1
C. SUMMARY OF RESPONSIBILITIES/DUTIES
Describe specific job responsibilities/duties, listing the most important first. Use a separate statement for each
responsibility. Most positions can be described in 6-8 major responsibility areas. Combine minor or occasional duties in
one last statement. Give a best estimate of average percentage of time each responsibility takes; however, do not include
a duty which occupies 5% or less of your time unless it is an essential part of the job. Each statement should be brief and
concise, beginning with an action verb. A list of action verbs is attached for reference but feel free to use other action
verbs if they are more appropriate. The box below shows an example.
—EXAMPLE-- Percent(°k)
of Time
Secretary
1. Performs a variety of typing duties including standard letters,reports and forms.
2. Takes and transcribes dictation. Composes letters and memos as directed. 25%
3. Maintains departmental files;ensures that all records are updated and modified as necessary. 25%
4. Answers the telephone and greets visitors. 20%
5. Makes travel arrangements. 20%
10%
100%
LIST MOST IMPORTANT DUTIES FIRST Percent(%)
of Time
1.
2.
3.
4.
5.
6.
7.
8.
9. Perform other job-related duties as assigned.
100%
2
For the remainder of the questionnaire, most of the questions require that you check the box or list information. Guidelines for
completing these sections are as follows: 1) read each definition carefully before answering, 2)consider the job, not yourself,
3)answer based on the job as it currently exists, 4)select the most appropriate answer(s)for each question.
General Education & Experience
D. EDUCATION AND/OR EXPERIENCE: Select the level of education and/or
experience needed to successfully accomplish the essential duties of this job.
Level 1: No prior experience or training.
Level 2: Less than high school education; or up to one month related experience or training; or equivalent
combination of education and experience.
Level 3: High school diploma or general education degree (GED); or one to three months related experience
and/or training; or equivalent combination of education and experience.
Level 4: One year certificate from college or technical school; or three to six months related experience and/or
training; or equivalent combination of education and experience.
Level 5: Associate's degree (A. A.) or equivalent from two-year College or technical school; or six months to
one year related experience and/or training; or equivalent combination of education and experience.
Level 6: Bachelor's degree (B. A.) from four-year College or university; or one to two years related experience
and/or training; or equivalent combination of education and experience.
Level 7: Fifth year College or University program certificate; or two to four years related experience and/or
training; or equivalent combination of education and experience.
Level 8: Master's degree (M. A.) or equivalent; or four to ten years related experience and/or training; or
equivalent combination of education and experience.
Level 9: Doctoral degree (Ph. D.) or equivalent; or more than 10 years related experience and/or training; or
equivalent combination of education and experience.
E. EXPERIENCE
TYPE OF EXPERIENCE NEEDED: Please indicate the specific job experience needed. For example, "accounting
experience in an education environment"vs. "accounting experience". Be sure that the experience stated is what is actually
required by the job, not what is preferred.
Check the box which best indicates the minimum amount of experience described above. (Not necessarily your own years of
experience, but the requirements for the job.)
❑ Less than 6 months ❑ 3 but less than 5 years
❑ 6 months but less than 1 year ❑ 5 but less than 7 years
❑ 1 year but less than 3 years ❑ 7 years plus
3
F. TYPE OF SKILLS AND/OR LICENSING/CERTIFICATION REQUIRED
Please indicate all specific skills and/or licensing/certification required (not preferred)to do this job. Does this job require the
use of specialized tools? For example, spreadsheet software proficiency may be a requirement for a secretarial job;
Water Distribution Certificate may be required for a Maintenance Distribution Operator II job.
4
G. SUPERVISORY RESPONSIBILITIES
SUPERVISORY NATURE: What is the nature of the direct supervisory responsibility yourjob has? Check one answer.
❑ No supervisory responsibility.
❑ Work leadership of one or more employees.
❑ Supervisor over a section of a department.
❑ Assistant Manager over supervisors or a small department.
❑ Manager of one department.
❑ Manager of more than one department.
❑ Director, through managers, of a single department.
❑ Director, through managers, of multiple departments.
How many positions report directly to you?
❑ None ❑ 1 ❑ 2-3 ❑ 4-6 ❑ 7 or more
List the title(s)of employee(s)whom you directly supervise:
Title Grade/Level Number of Positions
Indicate the total number of employees you indirectly supervise through supervisors or managers:
❑ None ❑ 1-5 ❑ 6-10 ❑ 11-20 ❑ 21-50 ❑ 51-100 ❑ 100+
Does this position require functional supervision of positions that do not report directly to you?
❑ Yes ❑ No
5
Please complete organization chart below:
Title of Your
Immediate Supervisor
Other jobs Your Other jobs
which which
report to Position report to
your your
immediate immediate
supervisor supervisor
F _7
Titles of Your Direct Reports
H. PHYSICAL DEMANDS AND WORKING CONDITIONS
How much on-the-job time is spent on the following physical activities? Show the time by
checking the appropriate boxes below.
Amount of time
None Under 1/3 Over 1/3 to 2/3 and Over
1/3 Under 2/3
Stand
Walk
Sit
Use hands to finger,
handle or feel
Reach with hands and
arms
Climb or balance
Stoop, kneel, crouch or
crawl
Talk or hear
Taste or smell
6
Does this job require that weight be lifted or force be exerted? If so, how much and how often?
Check the appropriate boxes below.
Amount of time
None Under 1/3 Over 1/3 to 2/3 and Over
1/3 Under 2/3
Up to 10 lbs.
Up to 25 lbs.
Up to 50 lbs.
Up to 100 lbs.
More than 100 lbs.
How much exposure to the following environmental conditions does this job require? Show
the amount by checking the appropriate boxes below.
Amount of time
None Under 1/3 Over 1/3 to 2/3 and Over
1/3 Under 2/3
Wet or humid conditions
Non—Weather
Outdoor weather
conditions
Work in high, precarious
laces
Fumes or airborne
articles
Toxic or caustic chemicals
Work near moving
mechanical parts
Extreme Cold
Extreme Heat
Risk of electrical shock
Vibration
How much noise is typical for the work environment of this job? Check the appropriate level
below.
Very quiet conditions (examples: forest trail, isolation booth for hearing test)
Quiet conditions (examples: library, private office)
Moderate noise (examples: business office with computers and printers, light traffic)
Loud noise (examples: metal can manufacturing department, large earth-moving equipment)
Very loud Noise (examples: jack hammer work, front row at rock concert) Make notes on the specific
job duties that are affected by the environmental conditions selected above.
7
I. GENERAL EMPLOYEE COMMENTS
Because no single questionnaire can cover every part of a job, can you think of any other information that would be important in
understanding yourjob? If so, please give us your comments below.
Employee's Signature:
Date:
8
J. SUPERVISOR'S REVIEW SECTION
Based on your understanding of the job as it currently exists, please review the employee's response and provide your own
comments in the space provided below. Please do not change the employee's responses.
The questionnaire is intended to analyze the job as it is currently being done and not how it might be done in the future. The
employee's level of performance in the mob is not part of this review and is not to be considered.
Section Remarks
Supervisor's Name: Title:
Supervisor's Signature: Date:
Telephone Number:
K. REVIEWING OFFICIAL'S REVIEW SECTION
Based on your understanding of the job as it currently exists, please review the employee's response and provide your own
comments in the space provided below. Please do not change the employee's or supervisor's responses.
The questionnaire is intended to analyze the job as it is currently being done and not how it might be done in the future. The
employee's level of performance in the mob is not part of this review and is not to be considered.
Section Remarks
Reviewing Official's Name: Title:
Reviewing Official's Signature: Date:
Telephone Number:
This questionnaire is to be forwarded next to your division administrator.
Division administrator, please initial to indicate review
(Attach additional page(s) for clarifying comments, as necessary.)
9
ACTION VERBS
ATTACHMENT
This list of action verbs should be used to assist you in completing the Summary of Responsibilities section. These verbs are useful in identifying and defining
job functions. Although many of the terms may seem obvious,definitions are provided in the interest of consistency.
Administer—Manage or direct the execution of affairs.
Adopt—Take up and practice as one's own.
Advise—Recommend a course of action;offer an informed opinion based on specialized knowledge
Analyze—Separate into elements and critically examine.
Anticipate—Foresee and deal with in advance.
Appraise—Give an expert judgment of worth or merit.
Approve—Accept as satisfactory;exercise final authority with regard to commitment of resources.
Arrange—Make preparation for an event;put in proper order.
Assemble—Collect or gather together in a predetermined order from various sources.
Assign—Specify or designate tasks or duties to be performed by others.
Assume—Undertake;take for granted.
Assure—Give confidence;make certain of.
Authorize—Approve;empower through vested authority.
Calculate—Make a mathematical computation.
Circulate—Pass from person to person or place to place.
Clean—To remove dirt or make tidy.
Clear—Gain approval of others.
Collaborate—Work jointly with;cooperate with others.
Collect—Gather.
Compile—Put together information;collect from other documents.
Concur—Agree with a position,statement,action,or opinion.
Conduct—Carry on;direct the execution of.
Confer—Consult with others to compare views.
Consolidate—Bring together.
Construct—Build,make or modify.
Consult—Seek the advice of others.
Control—Measure,interpret,and evaluate actions for conformance with plans or desired results.
Coordinate—Regulate,adjust,or combine the actions of others to attain harmony.
Correlate—Establish a reciprocal relationship.
Correspond—Communicate with.
Debug—To detect,locate and remove mistakes from a routine of malfunctions from a computer.
Delegate—Commission another to perform tasks or duties that may carry specific degrees of accountability.
Deliver—Carry to intended destination.
Design—Conceive,create,and execute according to plan.
Determine—Resolve;fix conclusively.
Develop—Disclose,discover,perfect,or unfold a plan or idea.
Devise—Come up with something new,perhaps by combining or applying known ideas or principles.
Direct—Guide work operations through the establishment of objectives, policies,rules,practices,methods,and standards.
Discuss—Exchange views for the purpose of arriving at a conclusion.
Dispose—Get rid of.
Disseminate—Spread or disperse information.
Distribute—Deliver to proper destinations.
Draft—Prepare papers or documents in preliminary form.
Endorse—Support or recommend.
Establish—Bring into existence.
Estimate—Forecast future requirements.
Evaluate—Determine or fix the value of.
Execute—Put into effect or carry out.
Exercise—Exert.
Expedite—Accelerate the process or progress of.
10
Formulate—Develop or devise.
Furnish—Provide with what is needed;supply.
Implement—Carry out;execute a plan or program.
Improve—Make something better.
Initiate—Start or introduce.
Inspect—Critically examine for suitability.
Install—To set up for use.
Interpret—Explain something to others.
Investigate—Study through close examination and systematic inquiry.
Issue—Put forth or to distribute officially.
Maintain—Keep in an existing state.
Monitor—Watch,observe,or check with an eye to reaching agreement.
Noti —Make known to.
Operate—Perform an activity or series of activities.
Participate—Take part in.
Perform—Fulfill or carry out some action.
Place—Locate and choose position for.
Plan—Devise or project the realization of a course of action.
Practice—Perform work repeatedly in order to gain proficiency.
Prepare—Make ready for a particular purpose.
Proceed—Begin to carry out an action.
Process—Subject something to special treatment;handle in accordance with prescribed procedure.
Promote—Advance to a higher level or position.
Propose—Declare a plan or intention.
Provide—Supply what is needed;furnish.
Recommend—Advise or counsel a course of action;offer or suggest for adoption.
Repair—Fix or make usable.
Represent—Act in the place of or for.
Report—Give an account of;furnish information or data.
Research—Inquire into a specific matter from several sources.
Review—Examine or re-examine.
Revise—Rework in order to correct or improve.
Schedule—Plan a timetable.
Secure—Gain possession of;make safe.
Select—Choose the best suited.
Sign—Formally approve a document by affixing a signature.
Sort—To separate or arrange according to a plan.
S eci —State precisely in detail or name explicitly.
Stimulate—Excite to activity;urge.
Submit—Yield or present for the discretion or judgement of others.
Supervise—Personally oversee,direct,inspect,or guide the work of others with responsibility for meeting standards of performance.
Train—Teach or guide others in order to bring up to a predetermined standard.
Transcribe—Transfer data from one form of record to another or from one method of preparation to another,without changing the nature of the data.
Veri —Confirm or establish authenticity;substantiate.
Write—To compose or draft.
11