MEETING AGENDA - Webflow

In accordance with the Americans with Disabilities Act and California Law, the Contra Costa Resource Conservation District offers its public meetings in a manner that is readily accessible to everyone, including those with disabilities. If special accommodations are needed, please

contact Patty Pell at (925) 672-4577 extension 4149 or [email protected]

Materials distributed for the meeting are available for viewing or to receive a copy of the agenda via mail or email, please contact Patty Pell at (925) 672-4577 extension 4149 or [email protected]

CONTRA COSTA RESOURCE CONSERVATION DISTRICT BOARD NOTICE OF MEETING

MEETING AGENDA

Wednesday, March 17, 2021 AT 1:00 P.M. Teleconference Meeting

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IMPORTANT NOTICE REGARDING COVID-19 AND TELECONFERENCED MEETINGS:

Based on the mandates by the Governor in Executive Order 33-20 and the County Public Health Officer to shelter in place and the guidance from the CDC, to minimize the spread of the coronavirus, please note the following changes to the District's ordinary meeting procedures: ● The District office is not open to the public at this time.● The meeting will be conducted via teleconference using Zoom. (See Executive Order 29-20)● All members of the public seeking to observe and/or to address the local legislative body may

participate in the meeting telephonically or electronically in the manner described below.

HOW TO SUBMIT PUBLIC COMMENTS

Written/ Read Aloud: Please email your comments to [email protected] write "Public Comment" in the subject line. In the body of the email, include the agenda item number and title, as well as your comments. If you would like your comment read aloud at the meeting, prominently write "Read Aloud at Meeting" at the top of the email. All comments received before 4:00 PM the day of the meeting will be included as an agenda supplement and provided to the directors at the meeting. Comments received after this time will be treated as being received during the meeting.

Oral Comments by Telephone or Electronics: At the beginning of the meeting, the Board President will announce the opportunity to make public comments. To comment during the public comment portion of the agenda, other than the comments submitted for reading as specified above, use the chat feature

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within Zoom to indicate your desire to speak. The Zoom administrator will alert the Chairperson who will call on you.

Written/Read Aloud Comments received late or during the meeting: If you would like to email your comments during the meeting, send your emails to [email protected], write "Public Comment" in the subject line. In the body of the email, include the agenda item number and title, as well as your comments. Once spoken comments are finished, all comments received by email will be read aloud. The public comment will then be closed.

ACCESSIBILITY INFORMATION: Board Meetings are accessible to people with disabilities and others who need assistance. Individuals who need special assistance or a disability-related modification or accommodation (including auxiliary aids or services) to observe and/or participate in this meeting and access meeting-related materials should contact Patty Pell, Office Administrator, at least 48 hours before the meeting at [email protected]. Advanced notification will enable the District to swiftly resolve such requests to ensure accessibility.

PUBLIC RECORDS

Public records that relate to any item on the open session agenda are available for public inspection. Materials distributed for the meeting are available for public viewing. To view or to receive a copy via mail or email, please contact Patty Pell at [email protected].

BOARD MEMBERS Igor Skaredoff, President; Bethallyn Black, Vice President, and Walter Pease, Treasurer;

Renee Fernandez-Lipp and Lorena Castillo Finance Committee – Walter Pease, Chris Lim, Executive Director and Patty Pell, CPA

1:00 P.M. I. CALL TO ORDER BY CHAIR 1:00 P.M. II. INTRODUCTIONS/ PUBLIC COMMENT PERIOD 1:05 P.M. III. ADDITIONS TO THE AGENDA: BROWN ACT, SECTION 54954.2(B) (2)): DETERMINATION THAT A NEED FOR IMMEDIATE ACTION EXISTS: Vote by two-thirds of the directors required. 1:10 P.M. IV. CONSENT CALENDAR: The following items are considered to be routine and non-controversial. Items may be removed from the consent calendar for discussion. 1 February 16, 2021 Board Minutes 2 February 2021 Financials

1:15 P.M. V. PRESENTATION: 1.1 Wildfire Regional Priority Plan Updates, Hannah Lopez, Wildfire Conservation Coordinator, CCRCD




1:40 P.M. VI. REGULAR CALENDAR-DETERMINATION ITEMS:

2.1 Approval of Staff Salary Increase

2:00 P.M. VII. DISCUSSION ITEMS: 3.1 Justice, Diversity, Equity, and Inclusion

2:15 P.M. VIII. REPORTS: 4.1 NRCS Report – Clarimer Hernandez, NRCS 4.2 President’s Report – Skaredoff 4.3 Directors’ Reports – Board members 4.4 Review of Staff Reports – Lim 4.5 Executive Director Report/Report on Fundraising--Lim

RCD Sponsored Events:

● Earth Week – April 17 - 24, 2021 ● Film Festival – Saturday, May 22, 2021

Meetings/Trainings/Events:

● Financial Management for Special Districts, Virtual Workshop, April 7-8, 2021, 9:00 a.m. - 12:00 p.m., $100 SDRMA Member.

● Special District Legislative Days, Virtual Conference, May 18-19, 2021, $175 until 4/16/21.

● Special District Leadership Academy Conference, Virtual Modules: ● Module 1: Governance Foundations, 1:00 - 4:00 p.m., March 24-25,

2021, $175 ● Module 2: Setting Direction, 9:00 a.m.-12:p.m. April 12-13, 2021, $175 ● Module 3: Board’s Role in Finance, 9:00 a.m. - 12:00 p.m., May 12-13,

2021, $175 ● Module 4: Board’s Role in HR, 9:00 a.m. - 12:00 p.m., May 26-27,

2021, $175 ● Special District Leadership Academy Conference, Live Conference

Lake Tahoe Resort Hotel, September 26-29, 2021, $600 until 8/27/21. ● 2021 Annual Conference & Exhibitor Showcase, 8/30/21-9/2/21, Monterey

Conference Center, Monterey, CA, $625 until 7/30/21

NEXT BOARD MEETING – April 20, 2021 8:30a.m via Zoom

CCRCD BOARD MEETING MINUTES February 16, 2021

The regular meeting of the Contra Costa Resource Conservation District was held Tuesday, February 16, 2021 by teleconferencing DIRECTORS PRESENT: Igor Skaredoff, Walter Pease, Lorena Castillo, Bethallyn Black & Renee

Fernandez-Lipp ASSOC. DIRECTORS PRESENT: Bob Peoples, John Cain, Bob Simmons, Jackie Garcia Mann &

Angela Vincent RCD STAFF PRESENT: Chris Lim & Patty Pell DIRECTORS EXCUSED: All Present NRCS STAFF PRESENT: None Present THE MEETING WAS CALLED TO ORDER BY CHAIR, IGOR SKAREDOFF AT 8:36 A.M. INTRODUCTION/PUBLIC COMMENT PERIOD: No public in attendance

ADDITIONS TO THE AGENDA: BROWN ACT, SECTION (54954.2(B) (2)) DETERMINATION THAT A NEED IMMEDIATE ACTION EXISTS: None added

CONSENT CALENDAR: Bethallyn Black made a motion to approve the consent calendar as presented. Renee Fernandez-Lipp seconded the motion. Consent Calendar approved 5:0. DISCUSSIONS: 2.1 Jackie Garcia Mann, Associate Director, CCRCD, updated the Board on the move to renewable biofuels within Contra Costa County along with describing some of the related concerns.

DETERMINATION ITEMS: 1.1 Consider Approving Resolution 2021-01 authorizing funding request to the NACD. Following a brief description of the Urban Agriculture Grant Program and the partnership involved with California State University, East Bay, Bethallyn Black made a motion authorizing the Executive Director to sign Resolution 2021-01. Renee Fernandez-Lipp seconded the motion. Motion passes 5:0. 1.2 Consider approval of Fiscal Sponsorship for Friends of San Ramon Creek. Following a brief discussion on the agreement, Bethallyn Black made a motion to approve the agreement with Friends of San Ramon Creek. Renee Fernandez-Lipp seconded the motion. Motion passes 5:0. 1.3 Consider authorizing post approval of letters of Support for Earth Team. Chris Lim briefly described the letters. Following the explanation, Bethallyn Black made a motion to post approve the Executive Director signing the Support Letters as presented. Lorena Castillo seconded the motion. Motion passes 5:0. 1.4 Consider Approving Staff Pay Increases. Chris Lim discussed how the salary increases were determined as well as the reorganization of responsibilities between staff positions. Following the discussion, the Board inquired on how the salary ranges were allocated as well as the source of the research. The Board indicated a preference for more information before commencing on a final vote. Motion postponed for further information.

REPORTS: 3.1 NRCS Report—Clarimer Hernandez was not present for her report. No update was given. 3.2 President Reports—No report given. 3.3 Directors’ Reports – Bob Simmons mentioned that the website explaining the 50-year Plan for the Flood Control District could be access on the Friends of Walnut Creek website. 3.4 Staff Reports—The Board expressed their gratitude for the staff reports. There were no questions on the staff reports. However, it was noted that the Board would like to have staff attend and present at future Board meetings. 3.5 Executive Director Reports – Chris Lim began his presentation by announcing that the truck was purchased and has been put into service. Chris Lim also introduced the possibility of holding a Film Festival and mentioned agencies that are holding Film Festivals. Chris Lim finished by updating the Board on the status of outstanding grants as well as describing grants recently submitted. Igor Skaredoff Adjourned the Meeting at 10:16 a.m. Respectfully submitted, Patty Pell, Clerk of the Board, CCRCD

|

To: Board of Directors Date: March 16, 2021 From: Patty Pell, Office Administrator Recommended Action: Approve February 2021 CCRCD Monthly Financial Report (67% year-to-date) as presented below.

GEN OPS PROGRAMS FUND DEVELOPMENT

ACTUAL BUDGET % Year to Date ACTUAL BUDGET

% Year to Date ACTUAL BUDGET

% Year to Date

REVENUE Taxes: Ad Valorem $180,776 $325,000 55.6% Grants: Federal $21,101 $21,957 96.1% State 87,472 510,109 17.1% Regional/Local 129,593 223,659 57.9% NACD 14,282 Corporations/Foundations 2,075 9,500 21.8% $2,500 Membership/Donation 474 $3,800 12.5% Fundraising 830 50,300 1.7% Fee-for-Service 9,450 Interest Miscellaneous/Partnership 1,038 Reimbursable Expense 37,051 TOTAL REVENUE $181,814 $325,000 55.9% $291,573 $774,675 37.6% $3,804 $54,100 7.0% EXPENDITURES Personnel $236,992 $257,650 92.0% $206,224 $377,053 54.7% $38,311 $126,113 30.4% Non-Personnel Professional Services 7,592 16,400 46.3% 7,099 Contractors 24,005 248,750 9.7% Equipment 0 10,187 0% Materials and Supplies 6,200 10,310 60.1% 13,955 31,516 44.3% 2,094 13,300 15.7% Travel 2,877 9,857 29.2% 5,463 10,879 50.2% 503 2,000 25.1% Operating Expenses 30,002 31,997 93.8% 1,247 1,600 78.0% 1,188 1,363 87.2% Partnerships & Outreach 7,760 8,000 97.0% 3,347 5,078 65.9% -373 TOTAL EXPENDITURES $291,422 $334,214 87.2% $261,340 $685,063 38.1% $41,723 $142,776 29.2%

NET INCOME -$109,608 -9,214 $30,233 89,612 -$37,919 -88,676 COMBINED NET INCOME -$117,294 -8,278

PREVIOUS MONTH’S NI -$54,535

d

Attachment: CCRCD Monthly Financial Reports includes Balance Sheet, Profit and Loss through February 28, 2021 (67% fiscal year to date), bank reconciliation along with the check details for checks written during the previous month. ● Net Income: $-117,294 as of 2/28/2021. The Net Loss increased this month because Q1 2021 grants will not be

recorded until the end of March and the second tax installment is not expected until June. For cash flow purposes, there is $158,148 in the checking as of 3/17/21. This cash balance is after the purchase of the truck.

● Accounts Receivable: Accounts Receivables of $152,407 as of 2/28/21. Although this amount has increased from the amount reported last month after recording payments received, the increased in AR is mainly due to the payment to Alameda RCD which is a pass through. Thus, that amount was added to the latest Fire invoice reimbursing the CCRCD. This increased the invoice from $19,832 to $44,407 along with few other adjustments. The balance of the receivables are as follows:

* Calrecycle Farm & Ranch- 10% was held back until completion of the project of $2,294. * DAC work include: The only outstanding invoice is for Nov/Dec 2020 of $1,524 * Specialty Crop—Specialty Crop has two remaining billings, Q3 & Q4 2020 for $14,157. * CCFCD for Q4 2020 for $28,097 remains outstanding. * 5088 SCC Water for Wildlife with Alameda RCD for Q3 2020 $1,333 and Q4 2020 for $978 * 5090 DWR Q4 2020 for $19,257 * 5095 SCC Fire with Alameda RCD $5,056 for Q3 2020 and Q4 2020 invoice adjusted to $44,407 * 5110 CPW is the new County Public Works contract to carry on the clean water program. Q4 2020 has been

billed for $27,055. * Paid subsequent to month end: HSPTA-Q4 2020 for $372 and DWR Q3 2020 for $7,742 (indicated in red

on attached Scheduled of AR spreadsheet ● Other Current Assets: As you may notice, the biggest change on the balance sheet is the Dodge Ram Truck recorded in

fixed assets for $36,407 highlighted in yellow. This is the first time I recorded a fixed asset on the books. The other assets were fully depreciated awhile back. Depreciation for the truck will be recorded at the end of the calendar year, usually as an audit adjustment.

● Profit & Loss: Both Revenue & Expenses appear to be in align with year-to-date budget with the exceptions already noted in previous reports.

d

Programs-Federal Revenue is high for this time of year because one job is complete, and a second job will soon be completed. As a reminder, Operating Expenses are high because the approved budget had all expenses in one category. It has been determined that it is more useful to allocate the expenses into the proper categories, but that throws off the individual line item percentages. Therefore, it is recommended to review the actual expense total over approved budgeted expense. For programs, actual amount spent is $261,340 with a budgeted amount of $685,063 or approximately 38.1% of budget. As mentioned previously, this percentage appears appropriate since the SCC grants were delayed.

● Accounts Payable: Accounts payable of $49,988. Payables are again a bit high this month, however, the majority of the expense belongs to WCWC for $24,687. Another unusual payment was the check CCRCD wrote to Alameda RCD for $14,030 which was reimbursed in the invoice mentioned above. All payables were paid subsequent to month end.

● Deferred revenue: Deferred Revenue: Crockett Waterfront Project has a balance of $72.925. CCRCD received a

second prepayment of $15,600 from NACD Task Assistance subsequent to month end and now has a balance of $16,918. The last item in Deferred revenue is the $13,648 designated for the Carquinez Watershed.

● Assigned Funds: Assigned Funds is money held for a partner, in this case, money for WCWC of $63,159. This

represents the subtraction of the payment mentioned above. Since this is money held for WCWC, it represents a liability for CCRCD and is shown in Account #290.

Type Num Date Name Item Account Paid Amount Original Amount

Check 02/12/2021 106 · Checking - Bank of America 4911 -24.00

1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 613.6 · Payroll Fees -24.00 24.00

TOTAL -24.00 24.00

Check 02/12/2021 106 · Checking - Bank of America 4911 -450.00

1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 626.8 · Subcriptions -450.00 450.00

TOTAL -450.00 450.00

Bill Pmt -C... 5283 02/01/2021 Christopher Lim_V 106 · Checking - Bank of America 4911 -93.20

Bill 01/31/2021 1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 625.2 · Mileage Reimbursement -3.92 3.922000 CCRCD - Fund Development:2002 Fun... 625.2 · Mileage Reimbursement -28.56 28.561000 CCRCD - GEN OPS:1001 CCRCD - Ad... 625.2 · Mileage Reimbursement -6.72 6.722000 CCRCD - Fund Development:2002 Fun... 625.2 · Mileage Reimbursement -14.00 14.001000 CCRCD - GEN OPS:1003 CCRCD - Pr... 624.8 · Telecommuting Reimbursements -40.00 40.00

TOTAL -93.20 93.20

Bill Pmt -C... 5284 02/01/2021 Daniel Correa_V 106 · Checking - Bank of America 4911 -310.48

Bill 01/29/2021 5090 DWR:5090.2 Vegetation Mgmt 625.2 · Mileage Reimbursement -39.76 39.762000 CCRCD - Fund Development:2002 Fun... 625.2 · Mileage Reimbursement -24.08 24.085090 DWR:5090.2 Vegetation Mgmt 625.2 · Mileage Reimbursement -31.92 31.925001 RCD - WORKING LANDS:5001.2 RCD... 625.2 · Mileage Reimbursement -25.20 25.202000 CCRCD - Fund Development:2002 Fun... 625.2 · Mileage Reimbursement -24.08 24.085090 DWR:5090.2 Vegetation Mgmt 625.2 · Mileage Reimbursement -31.92 31.925090 DWR:5090.8 Material & Supplies 625.2 · Mileage Reimbursement -24.08 24.082000 CCRCD - Fund Development:2002 Fun... 625.2 · Mileage Reimbursement -24.08 24.085090 DWR:5090.2 Vegetation Mgmt 625.2 · Mileage Reimbursement -31.92 31.925100 Crockett WF:5100.5 Education 625.2 · Mileage Reimbursement -13.44 13.441000 CCRCD - GEN OPS:1003 CCRCD - Pr... 624.8 · Telecommuting Reimbursements -15.00 15.001000 CCRCD - GEN OPS:1003 CCRCD - Pr... 624.8 · Telecommuting Reimbursements -25.00 25.00

TOTAL -310.48 310.48

Bill Pmt -C... 5285 02/01/2021 Eric Akeson_V 106 · Checking - Bank of America 4911 -44.12

Bill 01/30/2021 1000 CCRCD - GEN OPS:1003 CCRCD - Pr... 625.2 · Mileage Reimbursement -29.12 29.12

2:01 PM Contra Costa Resource Conservation District

03/04/21 Check DetailFebruary 2021

Page 1


1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -15.00 15.00

TOTAL -44.12 44.12

Bill Pmt -C... 5286 02/01/2021 Evan Levy_V 106 · Checking - Bank of America 4911 -410.16

Bill 01/31/2021 2000 CCRCD - Fund Development:2002 Fun... 625.2 · Mileage Reimbursement -14.56 14.565090 DWR:5090.2 Vegetation Mgmt 625.2 · Mileage Reimbursement -53.76 53.762000 CCRCD - Fund Development:2002 Fun... 625.2 · Mileage Reimbursement -3.92 3.925030 County FCD2:5030.3 County FCD - CC... 625.2 · Mileage Reimbursement -13.44 13.442000 CCRCD - Fund Development:2002 Fun... 625.2 · Mileage Reimbursement -16.80 16.805090 DWR:5090.2 Vegetation Mgmt 625.2 · Mileage Reimbursement -45.92 45.925001 RCD - WORKING LANDS:5001.1 RCD... 625.2 · Mileage Reimbursement -49.28 49.282000 CCRCD - Fund Development:2002 Fun... 625.2 · Mileage Reimbursement -14.56 14.565090 DWR:5090.2 Vegetation Mgmt 625.2 · Mileage Reimbursement -45.92 45.922000 CCRCD - Fund Development:2002 Fun... 625.2 · Mileage Reimbursement -13.44 13.445090 DWR:5090.2 Vegetation Mgmt 625.2 · Mileage Reimbursement -49.28 49.285030 County FCD2:5030.2 County FCD - Sp... 625.2 · Mileage Reimbursement -24.08 24.085002 RCD - WATERSHEDS:5002.2 Carquinez 625.2 · Mileage Reimbursement -25.20 25.201000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -25.00 25.001000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -15.00 15.00

TOTAL -410.16 410.16

Bill Pmt -C... 5287 02/01/2021 Lisa Anich_V 106 · Checking - Bank of America 4911 -40.00

Bill 01/30/2021 1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -40.00 40.00

TOTAL -40.00 40.00

Bill Pmt -C... 5289 02/01/2021 US Bank 106 · Checking - Bank of America 4911 -4,504.39

Bill CC Akeson... 01/29/2021 1000 CCRCD - GEN OPS:1006 CCRCD - So... 626.8 · Subcriptions -180.00 180.001000 CCRCD - GEN OPS:1004 CCRCD - Pr... 625.6 · Conference Fees/Tuition -20.00 20.001000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.3 · Printing and Production -183.54 183.54

Bill 01/30/2021 8030 ACT Intern Program:8030.1 ACT Intern... 624.1 · Field/Workshop -44.90 44.90Bill 01/31/2021 1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 621.5 · Tech Support -6.98 6.98

5001 RCD - WORKING LANDS:5001.1 RCD... 624.1 · Field/Workshop -126.50 126.505090 DWR:5090.8 Material & Supplies 624.1 · Field/Workshop -508.76 508.765090 DWR:5090.8 Material & Supplies 624.1 · Field/Workshop -196.58 196.58

Bill 01/31/2021 1000 CCRCD - GEN OPS:1003 CCRCD - Pr... 626.8 · Subcriptions -69.99 69.99Bill 01/31/2021 1000 CCRCD - GEN OPS:1004 CCRCD - Pr... 625.6 · Conference Fees/Tuition -78.07 78.07Bill 01/31/2021 5030 County FCD2:5030.1 County FCD - Wa... 626.8 · Subcriptions -29.99 29.99

1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 625.6 · Conference Fees/Tuition -45.00 45.001000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.2 · Office Supplies -95.39 95.39



Page 2


Bill 01/31/2021 2000 CCRCD - Fund Development:2002 Fun... 624.1 · Field/Workshop -84.09 84.095090 DWR:5090.2 Vegetation Mgmt 624.1 · Field/Workshop -100.48 100.482000 CCRCD - Fund Development:2002 Fun... 624.1 · Field/Workshop -9.82 9.822000 CCRCD - Fund Development:2002 Fun... 624.1 · Field/Workshop -55.98 55.982000 CCRCD - Fund Development:2002 Fun... 624.1 · Field/Workshop -141.83 141.835090 DWR:5090.5 Comm & Reporting 624.1 · Field/Workshop -140.00 140.00

Bill 01/31/2021 1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.1 · Field/Workshop -95.49 95.491000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.1 · Field/Workshop -13.47 13.47

Bill 01/31/2021 1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 626.8 · Subcriptions -6.98 6.98Bill 01/31/2021 1000 CCRCD - GEN OPS:1004 CCRCD - Pr... 625.6 · Conference Fees/Tuition -20.00 20.00

1000 CCRCD - GEN OPS:1004 CCRCD - Pr... 625.6 · Conference Fees/Tuition -20.00 20.001000 CCRCD - GEN OPS:1001 CCRCD - Ad... 626.8 · Subcriptions -72.00 72.001000 CCRCD - GEN OPS:1001 CCRCD - Ad... 626.8 · Subcriptions -29.95 29.951000 CCRCD - GEN OPS:1001 CCRCD - Ad... 626.8 · Subcriptions -20.99 20.991000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.5 · Postage -55.00 55.001000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.2 · Office Supplies -48.78 48.781000 CCRCD - GEN OPS:1001 CCRCD - Ad... 626.2 · Utilities -469.61 469.611000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.2 · Office Supplies -45.85 45.851000 CCRCD - GEN OPS:1001 CCRCD - Ad... 626.8 · Subcriptions -6.98 6.981000 CCRCD - GEN OPS:1004 CCRCD - Pr... 625.6 · Conference Fees/Tuition -57.00 57.001000 CCRCD - GEN OPS:1001 CCRCD - Ad... 626.8 · Subcriptions -189.90 189.901000 CCRCD - GEN OPS:1001 CCRCD - Ad... 626.8 · Subcriptions -98.21 98.211000 CCRCD - GEN OPS:1001 CCRCD - Ad... 626.8 · Subcriptions -108.00 108.005030 County FCD2:5030.3 County FCD - CC... 626.8 · Subcriptions -60.00 60.00

Bill 01/31/2021 5090 DWR:5090.5 Comm & Reporting 624.1 · Field/Workshop -140.00 140.005090 DWR:5090.8 Material & Supplies 624.1 · Field/Workshop -9.45 9.455090 DWR:5090.8 Material & Supplies 624.1 · Field/Workshop -162.50 162.50

Bill 01/31/2021 5095 Fire:5095.1 RPP 626.8 · Subcriptions -630.00 630.005095 Fire:5095.5 CB 625.6 · Conference Fees/Tuition -26.33 26.33

TOTAL -4,504.39 4,504.39

Bill Pmt -C... 5290 02/01/2021 Regents of the University of CA 106 · Checking - Bank of America 4911 -9,975.02

Bill 60000229 01/29/2021 5070 SCBG Specialty Crop:5070.1 622.2 · New Construction/Special Projs -3,230.44 3,230.44Bill 59823459 01/29/2021 5070 SCBG Specialty Crop:5070.1 622.2 · New Construction/Special Projs -6,744.58 6,744.58

TOTAL -9,975.02 9,975.02

Bill Pmt -C... 5291 02/01/2021 Ray Harts 106 · Checking - Bank of America 4911 -200.00

Bill 01/29/2021 5070 SCBG Specialty Crop:5070.1 627.1 · Memberships/Donations -200.00 200.00

TOTAL -200.00 200.00



Page 3


Bill Pmt -C... 5292 02/01/2021 PG & E 106 · Checking - Bank of America 4911 -70.56

Bill 02/01/2021 5001 RCD - WORKING LANDS:5001.2 RCD... 624.1 · Field/Workshop -70.56 70.56

TOTAL -70.56 70.56

Bill Pmt -C... 5293 02/01/2021 Patty Pell_V 106 · Checking - Bank of America 4911 -40.00

Bill 01/31/2021 1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -40.00 40.00

TOTAL -40.00 40.00

Bill Pmt -C... 5294 02/01/2021 Lisa Damerel_V 106 · Checking - Bank of America 4911 -96.00

Bill 01/31/2021 5002 RCD - WATERSHEDS:5002.1 General 625.2 · Mileage Reimbursement -31.36 31.365030 County FCD2:5030.1 County FCD - Wa... 625.2 · Mileage Reimbursement -4.48 4.488020 CREEC - CREW:8020.1 CREEC - CR... 625.2 · Mileage Reimbursement -20.16 20.161000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -25.00 25.001000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -15.00 15.00

TOTAL -96.00 96.00

Bill Pmt -C... 5295 02/01/2021 Kaiser Foundation Health Plan 106 · Checking - Bank of America 4911 -5,995.92

Bill 01/29/2021 1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 612.1 · Health/Health In Lieu -5,995.92 5,995.92

TOTAL -5,995.92 5,995.92

Bill Pmt -C... 5296 02/01/2021 John Swett Education Foundation 106 · Checking - Bank of America 4911 0.00

TOTAL 0.00 0.00

Bill Pmt -C... 5297 02/01/2021 Heidi Petty_V 106 · Checking - Bank of America 4911 -113.50

Bill 01/31/2021 1000 CCRCD - GEN OPS:1003 CCRCD - Pr... 625.2 · Mileage Reimbursement -53.76 53.765002 RCD - WATERSHEDS:5002.1 General 625.2 · Mileage Reimbursement -8.06 8.061000 CCRCD - GEN OPS:1003 CCRCD - Pr... 624.1 · Field/Workshop -25.36 25.365110 CWP:5110.C1 Clean-up Events 625.2 · Mileage Reimbursement -26.32 26.32

TOTAL -113.50 113.50

Bill Pmt -C... 5298 02/01/2021 Hannah Lopez_V 106 · Checking - Bank of America 4911 -56.80



Page 4


Bill 01/31/2021 1000 CCRCD - GEN OPS:1003 CCRCD - Pr... 625.2 · Mileage Reimbursement -16.80 16.801000 CCRCD - GEN OPS:1003 CCRCD - Pr... 624.8 · Telecommuting Reimbursements -15.00 15.001000 CCRCD - GEN OPS:1003 CCRCD - Pr... 624.8 · Telecommuting Reimbursements -25.00 25.00

TOTAL -56.80 56.80

Bill Pmt -C... 5299 02/01/2021 Elissa Robinson_V 106 · Checking - Bank of America 4911 -78.53

Bill 01/29/2021 1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 625.2 · Mileage Reimbursement -38.53 38.531000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -15.00 15.001000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -25.00 25.00

TOTAL -78.53 78.53

Bill Pmt -C... 5300 02/01/2021 Derek Emmons_V 106 · Checking - Bank of America 4911 -70.80

Bill 01/29/2021 5100 Crockett WF:5100.5 Education 625.2 · Mileage Reimbursement -30.80 30.801000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -15.00 15.001000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -25.00 25.00

TOTAL -70.80 70.80

Bill Pmt -C... 5301 02/01/2021 Contra Costa County Farm Bureau 106 · Checking - Bank of America 4911 -1,395.00

Bill 01/29/2021 1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 626.1 · Office/Facility Rent -1,395.00 1,395.00

TOTAL -1,395.00 1,395.00

Bill Pmt -C... 5302 02/01/2021 Charles W. Pillon 106 · Checking - Bank of America 4911 -300.00

Bill 01/29/2021 1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 621.3 · Audit -300.00 300.00

TOTAL -300.00 300.00

Bill Pmt -C... 5303 02/01/2021 CA State Lands Commission 106 · Checking - Bank of America 4911 -64.55

Bill B1172 02/01/2021 5100 Crockett WF 281 · Deferred Revenue -64.55 64.55

TOTAL -64.55 64.55

Bill Pmt -C... 5304 02/01/2021 CA Cattlemen's Association 106 · Checking - Bank of America 4911 -125.00



Page 5


Bill 01/29/2021 1000 CCRCD - GEN OPS:1003 CCRCD - Pr... 627.1 · Memberships/Donations -100.00 100.001000 CCRCD - GEN OPS:1003 CCRCD - Pr... 627.1 · Memberships/Donations -25.00 25.00

TOTAL -125.00 125.00

Bill Pmt -C... 5305 02/01/2021 Ben Weise 106 · Checking - Bank of America 4911 -187.60

Bill 01/29/2021 5090 DWR:5090.2 Vegetation Mgmt 625.2 · Mileage Reimbursement -16.80 16.801000 CCRCD - GEN OPS:1003 CCRCD - Pr... 625.2 · Mileage Reimbursement -50.40 50.401000 CCRCD - GEN OPS:1003 CCRCD - Pr... 625.2 · Mileage Reimbursement -81.20 81.201000 CCRCD - GEN OPS:1003 CCRCD - Pr... 625.2 · Mileage Reimbursement -39.20 39.20

TOTAL -187.60 187.60

Bill Pmt -C... 5306 02/01/2021 Wildland Res Mgt 106 · Checking - Bank of America 4911 -6,559.00

Bill 02/01/2021 5095 Fire:5095.1 RPP 621.6 · Outside Services -6,559.00 6,559.00

TOTAL -6,559.00 6,559.00

Bill Pmt -C... 5327 02/28/2021 Elissa Robinson_V 106 · Checking - Bank of America 4911 -40.00

Bill 03/02/2021 1000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -15.00 15.001000 CCRCD - GEN OPS:1001 CCRCD - Ad... 624.8 · Telecommuting Reimbursements -25.00 25.00

TOTAL -40.00 40.00



Page 6

(925) 672-4577 (844) 206-6977

| PHONE | FAX

5552 Clayton Road, Concord, CA 94521

CONTRA COSTA DISTRICT NAME

www.ccrcd.org

Resolution 2021-2

A RESOLUTION OF THE BOARD OF DIRECTORS OF THE CONTRA COSTA RESOURCE CONSERVATION DISTRICT

AUTHORIZING SALARY INCREASES FOR 2021

WHEREAS, Contra Costa Resource Conservation District, is dedicated to promoting an environment of excellence and achievement which encourage personal development of those served as well as those who serve the District; and WHEREAS, an equitable pay structure with competitive salaries is essential in attracting and retaining a skilled, motivated work force, thereby increasing the level of service to community and the mission of excellence within the District; and WHEREAS, the cost of living in California has increased especially in the Bay Area and Contra Costa County. Applying a percentage increase to hourly pay would provide assistance in offsetting some of the increases in cost of living that all employees are experiencing; and WHEREAS, rewarding staff employees with regular cost of living based pay increases would have the greatest overall effect in retaining and attracting skilled, experience, quality-driven and productive workers. NOW, THEREFORE, BE IT RESOLVED by the Board of Directors of the Contra Costa Resource Conservation District recommends the percentage increase in staff hourly rates presented by the Executive Director be approved for 2021.

Following Roll Call Vote: AYES: NOES: ABSENT: ABSTAIN: Approved and adopted the 17th day of March 2021, I the undersigned, hereby certify that the foregoing Resolution 2021-2 was duly adopted by the contra Costa Resource conservation District Board of Directors.

Signed by: ____________________________ Attest: ____________________________ Igor Skaredoff, Board President Patty Pell, Clerk of the Board

2015-2016

Special District Administrative

Salary & Benefits Survey

CONFIDENTIALITY ASSURANCE:

The Administrative Salary & Benefits Survey is based on a strictly confidential survey conducted of CSDA

member and nonmember districts.

COPYRIGHT © 2016. CALIFORNIA SPECIAL DISTRICTS ASSOCIATION.

All rights reserved. No part of this report may be reprinted, reproduced, stored in a retrieval system or

transmitted in any form or by any means – electronic, mechanical or otherwise – without the express written

consent of CSDA.

2015-2016 Administrative Salary & Benefits Survey

Table of Contents About This Report ........................................................................................................................... 1

Survey Methodology ....................................................................................................................... 2

Definitions ....................................................................................................................................... 2

District Networks ............................................................................................................................. 3

Respondent Profile ......................................................................................................................... 4

Key Staff Salaries ........................................................................................................................... 7

General Manager ........................................................................................................................ 8

Assistant General Manager ....................................................................................................... 10

Fire Chief ................................................................................................................................... 12

Assistant Fire Chief ................................................................................................................... 14

Police Chief ............................................................................................................................... 16

Assistant Police Chief ................................................................................................................ 18

Controller / CFO / Finance Manager .......................................................................................... 20

Human Resources Manager / Professional ............................................................................... 22

Engineering Manager / District Engineer ................................................................................... 24

Public Relations / Government Affairs / Public Information Officer ............................................ 26

Maintenance / Operations Manager ........................................................................................... 28

Office Manager .......................................................................................................................... 30

Board Secretary / Clerk ............................................................................................................. 32

Executive Assistant ................................................................................................................... 34

Information Technology Manager .............................................................................................. 36

Information Technology Professional ......................................................................................... 38

Customer Service Representative ............................................................................................. 40

Accountant / Bookkeeper .......................................................................................................... 42

Administrative Assistant ............................................................................................................ 44

Office Assistant / Receptionist ................................................................................................... 46

Employee Benefits by Operating Revenue .................................................................................... 49

Employee Benefits by Network ..................................................................................................... 73

Appendices ................................................................................................................................... 97

Appendix A: Other Employee Benefits ...................................................................................... 98

Appendix B: Salary Increases ................................................................................................... 99

Appendix C: Salary Survey Questionnaire .............................................................................. 100

Appendix D: Salary Survey Job Descriptions .......................................................................... 114


1

About This Report The 2015-2016 Special District Administrative Salary & Benefits Survey is another important resource provided by the California Special Districts Association to its members. The information contained in this report represents the most complete, accurate, and up-to-date compensation and benefits data on California’s special districts. The report is designed to allow a district to easily compare its salary levels to 20 common administrative job titles found in districts. Job descriptions are included for ease in comparison. Over 395 districts provided data for this important research effort.*

In addition to salary information, responding districts provided data on employee benefits offered, health insurance practices, retirement plans, vacation and sick leave or paid time off.

Detailed tables have been created in the key staff salaries section of the report. These tables show all the salary data for a particular job title including the following aggregations:

All Respondents

By CSDA Network

By Number of Full-Time Equivalent Employees

By Population or Customers Served

By Operating Revenue

By District Type

These aggregations will allow districts to compare their own data to the results of similar districts.

As a district compares its compensation information to that of the industry, it is important to recognize that the statistics published in this report should be regarded as “guidelines” rather than “absolute standards.” Because districts will differ depending upon their location, size, and other factors, any two districts may offer their employees a reasonably attractive compensation package and yet be very different. For example, duration of employment and nature of prior experience will obviously influence the compensation offering for a particular individual. Thus, a deviation between any one district’s figures and a number appearing on a table in this report is not necessarily good or bad; it is merely an indication that additional scrutiny may be warranted.

It is particularly important to recognize that, where data segmentation has resulted in the findings being based upon a small number of actual responses, one or two responses within any subset can dramatically affect the reported findings. As a result, considerable variability may exist in the data for those positions where the segmented analysis resulted in a small number of responses, i.e., less than 15 responses.

Throughout the report, a dash “-” indicates no data available.

We at the California Special Districts Association are proud to present the enclosed insights into the salary and benefit practices of the California special district industry. We wish to thank the districts that submitted data for this study.

*An additional 67 districts provided information indicating no paid positions/volunteer staff only.


2

Survey Methodology

In November 2015, invitations to participate in the CSDA Administrative Salary & Benefits Survey were e-mailed and sent via the US postal service to CSDA members and nonmembers. Respondents had the option of either sending back the completed questionnaire via a hardcopy paper format or completing the questionnaire via a secure online survey form. In total, 395 valid responses were collected by mid-February 2016.

Upon receipt, all paper questionnaires were manually entered into the electronic survey form to ensure compatible data for accurate tabulation. All data items were checked for format and accurately converted if a format was incompatible (e.g., numbers spelled out instead of reported numerically).

Descriptive statistics were computed using available case analysis. For example, if a respondent provided data on annual salaries but not on salary ranges, the available data were included in the calculation of mean/median salaries. In addition, outlier data were identified and removed from salary and benefit data so as not to disproportionately skew results.

Strict confidence of survey responses was maintained throughout the course of the project. Final results were tabulated and the report was completed in March 2016.

Definitions Responses: The number of district responses.

Annual Salary: Salaries reported are as of November 15, 2015. These could include negotiated contract positions (e.g., General Manager).

Salary Range: The average reported low and high end of the salary range for a particular job title (note: some annual salary averages may be outside of the average range reported).

Average: The mathematical average (mean) of all responses received.

Median: Measures of central tendency, i.e. half of the responses received were higher than the median reported while the other half were lower than the median reported.

Operating Revenue: Operating revenue is defined as the district’s total operating income/revenue. Amounts do not include any grants or pass-throughs.

Full-Time Equivalent: One full-time equivalent (FTE) equals one individual who works 40 hours per week, two individuals who each work 20 hours per week, etc.

Defined Benefit Plan: A type of pension plan in which an employee receives a specified monthly benefit on retirement that is predetermined by a formula based on the employee's earnings history, tenure of service and age, rather than depending directly on individual investment returns. The most common DB Plan in California is the California Public Employee Retirement System (CalPERS).


3

District Networks


4

Respondent Profile

NORTHERN SIERRA BAY AREA CENTRAL COASTAL SOUTHERN Butte Del Norte Humboldt Glenn Lassen Modoc Plumas Shasta Siskiyou Tehama Trinity

Alpine Amador Calaveras El Dorado Nevada Placer Sacramento San Joaquin Sierra Stanislaus Sutter Tuolumne Yuba

Alameda Colusa Contra Costa Lake Marin Mendocino Napa San Francisco San Mateo Santa Clara Solano Sonoma Yolo

Fresno Inyo Kern Kings Madera Mariposa Merced Mono Tulare

Monterey San Benito San Luis Obispo Santa Barbara Santa Cruz Ventura

Imperial Los Angeles Orange Riverside San Bernardino San Diego

13%

18%

19%

13%

15%

22%

Northern

Sierra

Bay Area

Central

Coastal

Southern

N = 395

Respondents by CSDA Network

CSDA Network Definitions by County


5

Respondent Profile

18%

17%

18%

13%

20%

7%

9%

2 or fewer

3 to 5

6 to 10

11 to 20

21 to 50

51 to 100

More than 100

N = 395

36%

10%

11%

13%

11%

9%

11%

5,000 or fewer

5,001 to 10,000

10,001 to 25,000

25,001 to 50,000

50,001 to 100,000

100,001 to 250,000

More than 250,000

N = 395

Respondents by Number of Full-Time Equivalent Employees

Respondents by Population or Customers Served


6

Respondent Profile

22%

11%

11%

10%

7%

6%

6%

5%

4%

4%

3%

2%

2%

1%

1%

1%

1%

1%

1%

1%

Water

Community Services/Improvement

Sanitary/Sanitation

Fire/Police Protection

Recreation & Park

Cemetery

Resource Conservation

Mosquito & Vector Control

Utility

Irrigation

Healthcare/Hospital

Harbor/Port

Library

Transit

Airport

AQMD/Air Pollution Control

Memorial

Flood Control/Levee

Reclamation

Drainage

N = 395

Respondents by Total Operating Revenue of District

14%

10%

12%

19%

10%

14%

12%

4%

5%

$250,000 or less

$250,001 to $500,000

$500,001 to $1 million

$1 million to $2.5 million

$2.5 million to $5 million

$5 million to $10 million



More than $50 million

N = 395

Respondents by District Type


A “-“ indicates no data. “Responses” refers to the number providing actual annual salaries. Salary range, years in current position, and number of staff supervised may have a different number of responses.

8

Key Staff Salaries

General Manager

Job Description: Serves as the Executive Officer of the District and for the Board of Directors; administers the District and has exclusive management and control of the operations and works of the District, subject to approval by the Board of Directors; provides day-to-day leadership for the District; seeks to carry into effect the expressed policies of the Board of Directors, including planning the short, medium and long term work program for the District; and translates the goals and objectives of the Board to the community.

Annual Salary

Average Salary Range

Average

Responses Average Median Low High Years in Current Position

Number of Staff

Supervised

All Respondents 308 132,087 125,100 102,063 131,363 6 5

CSDA Networks Northern 32 92,706 93,800 64,877 82,090 5 5 Sierra 48 126,131 122,400 93,180 114,722 6 5 Bay Area 62 140,075 134,428 111,092 146,931 5 5 Central 40 111,637 98,090 86,673 118,201 8 5 Coastal 49 137,580 143,400 119,486 129,652 6 5 Southern 77 152,860 154,673 112,856 156,515 7 5

Number of Full-Time Equivalent Employees

2 or fewer 40 71,607 58,800 41,839 52,972 6 2

3 to 5 43 82,198 80,000 68,799 87,450 7 4

6 to 10 59 116,764 110,472 98,627 123,280 6 7

11 to 20 45 129,043 125,000 90,381 111,122 7 6

21 to 50 67 157,222 157,488 134,156 161,924 5 5

51 to 100 24 179,243 181,963 144,933 181,131 7 6

More than 100 30 225,071 236,868 181,155 221,099 6 7

Population or Customers Served

5,000 or fewer 98 102,707 94,523 78,069 103,584 6 5

5,001 to 10,000 29 126,693 136,000 103,655 125,939 8 5

10,001 to 25,000 39 127,402 123,204 99,144 126,297 6 5

25,001 to 50,000 36 132,630 142,689 95,385 129,536 6 5

50,001 to 100,000 35 161,950 165,339 145,845 164,293 6 6

100,001 to 250,000 31 148,762 145,600 101,783 141,352 6 6

More than 250,000 40 173,002 164,756 129,033 166,901 6 6



9

Key Staff Salaries

General Manager (continued)

Annual Salary Average Salary Range Average


Number of Staff

Supervised

Operating Revenue

$250,000 or less 32 95,297 65,600 66,283 113,145 6 3 $250,001 to $500,000 27 67,063 54,000 57,800 64,141 7 4 $500,001 to $1 million 36 81,972 85,500 59,578 72,818 6 4 $1 million to $2.5 million 58 111,434 108,822 93,851 109,072 7 6 $2.5 million to $5 million 35 128,659 125,060 115,270 134,476 6 6 $5 million to $10 million 47 154,527 154,777 137,192 161,575 6 5 $10 million to $25 million 42 179,736 181,188 145,475 190,858 6 6 $25 million to $50 million 15 212,587 208,060 169,416 200,779 5 6 More than $50 million 16 244,049 256,746 167,294 233,393 6 7

District Type

Airport 4 85,085 73,570 122,929 127,210 2 5 AQMD/Air Pollution Control 4 157,732 161,322 190,985 190,985 6 6

Cemetery 19 67,608 71,676 59,710 77,442 9 5 Community Services/Improvement 39 104,497 94,046 79,986 104,551 7 5

Drainage 1 150,000 150,000 - - 1 2

Flood Control/Levee 3 119,507 116,000 134,680 163,722 4 6

Harbor/Port 7 160,030 140,431 163,340 185,346 8 5

Healthcare/Hospital 10 112,988 98,000 101,550 152,600 5 4

Irrigation 15 176,730 186,500 183,511 199,638 9 7

Library 7 106,198 102,794 106,768 121,666 5 9

Memorial 2 131,920 131,920 - - 8 4

Mosquito & Vector Control 18 124,032 125,453 104,611 126,977 6 6

Fire/Police Protection 1 62,120 62,120 - 66,000 - -

Reclamation 3 149,257 142,000 195,770 195,770 3 4

Recreation & Park 25 124,183 114,000 89,478 117,906 6 6

Resource Conservation 18 85,991 85,250 69,130 96,587 5 5

Sanitary/Sanitation 32 151,881 155,920 126,777 138,108 6 6

Transit 5 178,110 127,629 - - 6 4

Utility 14 143,397 110,106 58,389 109,982 7 6

Water 81 157,796 158,100 110,786 169,293 6 5



10

Key Staff Salaries

Assistant General Manager

Job Description: Under the direction of the General Manager, plans, organizes and assists in the overall management and control of the District; supervises and provides direction to the District’s division/ department managers; ensures that the goals, objectives and policies decided upon by the Board of Directors are implemented and tracks their progress; and performs other duties and special projects as assigned by the General Manager.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 59 128,530 130,582 112,371 147,551 5 5



2 or fewer 3 75,985 30,000 22,300 40,000 7 2

3 to 5 2 51,700 51,700 59,200 61,200 6 3

6 to 10 7 90,386 82,000 85,851 115,578 2 5

11 to 20 11 92,086 90,632 79,547 97,772 5 6

21 to 50 19 139,616 140,000 106,677 139,774 5 5

51 to 100 5 158,226 164,694 117,923 149,092 3 4

More than 100 12 180,200 174,060 151,795 202,596 5 4


5,000 or fewer 12 114,514 113,365 98,153 138,066 4 5

5,001 to 10,000 4 126,422 123,882 115,836 173,754 10 3

10,001 to 25,000 3 156,216 160,000 125,769 153,268 7 6

25,001 to 50,000 6 66,344 67,500 79,602 107,667 3 6

50,001 to 100,000 10 129,502 134,755 127,634 142,719 3 4

100,001 to 250,000 8 161,953 164,341 114,203 150,438 4 4

More than 250,000 16 140,377 134,670 123,170 169,233 5 5



11

Key Staff Salaries

Assistant General Manager (continued)



Number of Staff

Supervised

Operating Revenue

$250,000 or less 9 84,326 75,000 96,375 126,469 6 4

$250,001 to $500,000 1 112,526 112,526 - - - - 9

$500,001 to $1 million 2 82,842 82,842 75,000 82,000 4 9 $1 million to $2.5 million 10 92,847 89,058 81,232 103,983 3 5 $2.5 million to $5 million 5 92,382 86,880 80,070 106,632 6 6 $5 million to $10 million 8 133,867 122,180 108,372 145,435 6 4 $10 million to $25 million 8 146,012 148,180 114,362 152,362 4 5 $25 million to $50 million 8 170,594 172,500 128,743 155,361 2 4 More than $50 million 8 193,992 194,076 151,835 211,940 7 4

District Type Airport 1 118,888 118,888 108,600 136,272 11 - AQMD/Air Pollution Control

1 145,264 145,264 - - 5 2

Cemetery 3 35,572 30,000 22,300 40,000 5 4


2 85,086 85,086 41,600 122,000 10 3

Drainage - - - - - - - Flood Control/Levee - - - - - - - Harbor/Port 6 114,966 102,500 106,295 160,029 3 3

Healthcare/Hospital 1 83,685 83,685 - - 4

Irrigation 4 139,914 145,000 148,960 203,073 8 6

Library 3 74,305 79,040 80,520 97,418 2 6

Memorial 1 174,240 174,240 - - 15 1


Fire/Police Protection - - - - - - - Reclamation - - - 173,139 129,147 - - Recreation & Park 4 142,173 135,126 93,047 145,613 4 5


Sanitary/Sanitation - - - 144,165 183,997 3

Transit 1 183,120 183,120 109,629 152,318 6 6

Utility 4 143,565 162,347 129,902 164,131 2 3

Water 21 157,144 148,260 125,940 161,561 4 5



12

Key Staff Salaries

Fire Chief

Job Description: Plans, organizes, directs, and administers all operations of the fire department including administration (public relations, management of budget, personnel, supplies, equipment, structures, and compliance/enforcement of regulations, laws, policies and procedures), investigations, hazardous material response, rescue, and other emergency services.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 43 107,273 97,880 95,737 112,654 7 14

CSDA Networks Northern 11 53,115 50,000 47,815 52,356 7 15 Sierra 12 126,595 135,556 116,419 130,699 7 15 Bay Area 8 101,147 79,210 99,850 112,556 8 17

Central - - - - - - - Coastal 3 107,933 116,000 56,474 66,187 8 16 Southern 9 152,929 160,752 131,605 163,111 5 11


2 or fewer 9 82,727 79,836 71,111 81,584 10 17

3 to 5 8 54,052 39,538 60,694 67,715 3 11

6 to 10 4 48,739 49,226 44,326 59,775 14 9

11 to 20 5 90,361 97,880 33,000 34,800 8 21

21 to 50 10 136,545 135,556 110,810 135,151 3 18

51 to 100 3 193,866 172,700 148,712 179,816 4 12

More than 100 4 210,492 207,257 200,884 213,468 4 4


5,000 or fewer 15 60,809 58,000 53,442 63,707 8 11

5,001 to 10,000 8 75,955 78,964 77,976 90,688 9 20

10,001 to 25,000 5 123,719 97,880 92,148 135,919 7 22

25,001 to 50,000 4 149,454 150,881 126,761 144,947 2 13

50,001 to 100,000 6 173,060 168,770 159,534 183,424 4 5

100,001 to 250,000 4 150,590 168,588 114,053 138,234 4 24

More than 250,000 1 235,839 235,839 235,839 235,839 1 3



13

Key Staff Salaries

Fire Chief (continued)



Number of Staff

Supervised

Operating Revenue


District Type

Airport - - - - - - - AQMD/Air Pollution Control

- - - - - - -

Cemetery - - - - - - - Community Services/Improvement

10 86,508 67,002 71,573 88,869 7 10

Drainage - - - - - - -

Flood Control/Levee - - - - - - -

Harbor/Port - - - - - - -

Healthcare/Hospital - - - - - - -

Irrigation - - - - - - -

Library - - - - - - -

Memorial - - - - - - -

Mosquito & Vector Control - - - - - - -

Fire/Police Protection 30 119,130 109,490 111,272 129,537 6 17

Reclamation - - - - - - -

Recreation & Park - - - - - - -

Resource Conservation - - - - - - -


Transit - - - - - - -

Utility - - - - - - -

Water 2 70,311 70,311 10,000 26,225 14 8



14

Key Staff Salaries

Assistant Fire Chief

Job Description: Under the direction of the Fire Chief, assists in planning and directing the activities of the department. Manages day-to-day operations; inspects and ensures the overall effectiveness of the department. Assures adherence to established policies, procedures, and goals. Assumes the duties of the Fire Chief in the latter’s absence.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 17 87,870 91,571 94,094 118,824 7 13


Central - - - - - - - Coastal 1 16,500 16,500 14,500 16,500 14 - Southern 3 94,145 100,838 87,363 159,649 3 6


2 or fewer 4 61,992 34,800 17,648 96,406 12 19

3 to 5 4 52,515 29,250 65,089 70,274 5 10

6 to 10 1 59,073 59,073 45,576 59,829 5 22

11 to 20 - - - - - - - 21 to 50 4 108,169 109,047 115,927 140,200 3 11

51 to 100 1 114,732 114,732 94,390 99,112 27 - More than 100 3 143,092 196,248 183,580 199,980 2 7


5,000 or fewer 6 55,424 45,000 28,643 72,385 8 14

5,001 to 10,000 3 45,813 21,600 58,817 72,087 11 18

10,001 to 25,000 - - - - - - - 25,001 to 50,000 3 118,930 117,257 109,842 124,448 4 15

50,001 to 100,000 2 66,480 66,480 123,375 142,136 10 6

100,001 to 250,000 2 159,630 159,630 147,021 178,704 2 7

More than 250,000 1 214,800 214,800 214,800 214,800 4 9



15

Key Staff Salaries

Assistant Fire Chief (continued)



Number of Staff

Supervised

Operating Revenue

$250,000 or less 2 92,484 92,484 17,648 96,406 9 16

$250,001 to $500,000 2 31,500 31,500 - - 14 19

$500,001 to $1 million 2 22,800 22,800 40,800 42,000 2 8

$1 million to $2.5 million 1 16,500 16,500 14,500 16,500 14 - $2.5 million to $5 million 3 99,535 91,571 89,534 101,241 5 21 $5 million to $10 million 3 113,702 117,257 102,931 127,060 2 4

$10 million to $25 million 1 114,732 114,732 94,390 99,112 27 - $25 million to $50 million 1 18,228 18,228 152,360 185,161 2 6 More than $50 million 2 205,524 205,524 201,291 221,526 2 8

District Type


- - - - - - -


5 75,252 59,073 52,037 66,301 6 12

Drainage - - - - - - -


Harbor/Port - - - - - - -



Library - - - - - - -

Memorial - - - - - - -






Sanitary/Sanitation - - - - - - -

Transit - - - - - - -

Utility - - - - - - -

Water - - - - - - -



16

Key Staff Salaries

Police Chief

Job Description: Plans, organizes, directs, and administers all operations of the police department including administration (public relations, management of budget, personnel, compliance/enforcement of regulations, laws, policies and procedures), street patrol, investigations, and/or correctional operations. Provides leadership and motivation to all police department personnel to facilitate the provision of efficient and effective public safety and ensure maintenance of law and order.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 9 117,617 102,112 98,753 127,551 6 4

CSDA Networks

Northern - - - - - - - Sierra 2 127,932 127,932 112,948 150,236 8 4

Bay Area 1 147,118 147,118 121,700 147,118 10 - Central - - - - - - - Coastal 4 97,836 96,548 81,316 102,057 2 5 Southern 2 132,112 132,112 92,144 121,982 6 4


2 or fewer - - - - - - - 3 to 5 - - - - - - - 6 to 10 - - - - - - - 11 to 20 - - - - - - - 21 to 50 5 95,914 90,984 79,956 101,584 4 4

51 to 100 - - - - - - - More than 100 4 144,745 157,379 113,791 148,325 7 4


5,000 or fewer 3 119,326 102,112 101,178 133,902 8 5

5,001 to 10,000 - - - - - - - 10,001 to 25,000 - - - - - - - 25,001 to 50,000 1 90,984 90,984 71,292 95,532 1 2

50,001 to 100,000 1 55,037 55,037 49,504 60,320 7 4

100,001 to 250,000 - - - - - - - More than 250,000 4 138,638 129,680 113,126 144,861 5 4



17

Key Staff Salaries

Police Chief (continued)



Number of Staff

Supervised

Operating Revenue

$250,000 or less - - - - - - - $250,001 to $500,000 - - - - - - - $500,001 to $1 million - - - - - - - $1 million to $2.5 million 1 86,008 86,008 75,708 94,864 1 4

$2.5 million to $5 million - - - - - - - $5 million to $10 million 5 89,720 90,984 73,405 92,948 5 4

$10 million to $25 million - - - - - - - $25 million to $50 million - - - - - - - More than $50 million 3 174,648 167,640 129,863 170,326 7 4

District Type

Airport 1 112,242 112,242 96,948 115,776 2 -


- - - - - - -


2 95,168 95,168 75,876 100,164 8 4

Drainage - - - - - - -

Flood Control/Levee

Harbor/Port 4 138,454 129,312 102,066 135,420 4 4



Library - - - - - - -

Memorial - - - - - - -


Fire/Police Protection - - - - - - -


Recreation & Park 1 55,037 55,037 49,504 60,320 7 4



Transit 1 147,118 147,118 129,094 165,011 10 -

Utility - - - - - - -

Water - - - - - - -



18

Key Staff Salaries

Assistant Police Chief

Job Description: Under the direction of the Police Chief, assists in planning and directing the activities of the department. Manages day-to-day operations; inspects and ensures the overall effectiveness of the department. Assures adherence to established policies, procedures, and goals. Assumes the duties of the Police Chief in the latter’s absence.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 3 122,426 112,800 85,446 108,750 8 4

CSDA Networks

Northern - - - - - - - Sierra 1 112,800 112,800 84,600 112,800 12 3

Bay Area - - - - - - - Central - - - - - - - Coastal 1 87,287 87,287 72,870 85,176 8 5 Southern 1 167,190 167,190 111,446 151,846 4 4


2 or fewer - - - - - - - 3 to 5 - - - - - - - 6 to 10 - - - - - - - 11 to 20 - - - - - - - 21 to 50 1 87,287 87,287 72,870 85,176 8 5

51 to 100 - - - - - - - More than 100 2 139,995 139,995 98,023 132,323 8 4


5,000 or fewer 1 112,800 112,800 84,600 112,800 12 3

5,001 to 10,000 - - - - - - - 10,001 to 25,000 - - - - - - - 25,001 to 50,000 - - - 58,644 78,600 - 5

50,001 to 100,000 - - - - - - - 100,001 to 250,000 - - - - - - - More than 250,000 2 127,238 127,238 99,271 121,799 6 4



19

Key Staff Salaries

Assistant Police Chief (continued)



Number of Staff

Supervised

Operating Revenue

$250,000 or less - - - - - - - $250,001 to $500,000 - - - - - - - $500,001 to $1 million - - - - - - - $1 million to $2.5 million - - - - - - - $2.5 million to $5 million - - - - - - - $5 million to $10 million 1 87,287 87,287 72,870 85,176 8 5

$10 million to $25 million - - - - - - - $25 million to $50 million - - - - - - - More than $50 million 2 139,995 139,995 98,023 132,323 8 4

District Type

Airport 1 87,287 87,287 87,096 91,752 8 - AQMD/Air Pollution Control

- - - - - - -


- - - - - - -

Drainage - - - - - - -


Harbor/Port 2 139,995 139,995 84,897 114,415 8 4



Library - - - - - - -

Memorial - - - - - - -







Transit - - - - - - -

Utility - - - - - - -

Water - - - - - - -



20

Key Staff Salaries

Controller / CFO / Finance Manager

Job Description: Directs and controls the District’s financial, accounting, and treasury activities; prepares a wide variety of detailed and analytical accounting, statistical, and narrative reports necessary for fiscal review; provides management and the Board of Directors with expertise in the areas of fiscal planning and control, accounting, budgeting, and investing public funds; supervises the daily work activities within accounting/bookkeeping including accounts payable, accounts receivable, cash receipts, payroll, and general ledger; prepares monthly financial statements; reconciles accounts; prepares special reports and analyses as required.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 137 117,160 112,996 96,705 128,233 6 4



2 or fewer 5 63,524 58,308 46,839 63,423 4 2

3 to 5 2 73,280 73,280 51,800 85,600 6 2

6 to 10 9 60,241 57,350 54,378 79,388 4 3

11 to 20 16 102,875 103,532 84,907 115,161 7 3

21 to 50 51 111,341 110,000 88,331 115,530 5 4

51 to 100 23 125,296 122,825 105,182 131,556 8 3

More than 100 31 156,076 159,531 125,684 169,974 5 4


5,000 or fewer 19 88,375 80,000 70,785 102,132 4 3

5,001 to 10,000 8 110,827 111,398 100,299 130,428 9 4

10,001 to 25,000 19 106,533 107,688 90,550 117,135 4 4

25,001 to 50,000 17 106,164 110,000 78,706 105,921 7 4

50,001 to 100,000 29 125,815 128,606 112,263 143,327 5 4

100,001 to 250,000 17 125,654 116,334 97,161 128,605 5 4

More than 250,000 28 138,269 122,280 108,210 145,773 7 3



21

Key Staff Salaries

Controller / CFO / Finance Manager (continued)



Number of Staff

Supervised

Operating Revenue


District Type

Airport 2 95,152 95,152 84,747 110,050 6 2


4 111,531 118,323 89,624 119,157 4 3

Cemetery - - - 22,300 40,000 - - Community Services/Improvement

10 84,448 79,954 78,130 103,151 4 4

Drainage 1 107,688 107,688 84,372 107,688 - 3

Flood Control/Levee 1 119,002 119,002 88,790 119,002 - 1

Harbor/Port 6 121,909 101,516 93,314 126,496 6 3


Irrigation 10 129,240 121,312 92,048 166,414 6 3

Library 4 86,051 73,050 77,456 95,510 10 5

Memorial - - - - - - -



Reclamation 1 148,616 148,616 110,843 148,616 6 2

Recreation & Park 12 96,875 93,585 81,921 102,934 6 3



Transit 3 152,841 137,592 97,508 127,073 10 5

Utility 3 158,085 156,051 141,497 180,731 9 4

Water 39 134,888 133,152 107,452 143,419 5 4



22

Key Staff Salaries

Human Resources Manager / Professional

Job Description: Supervises and directs all phases of the District’s personnel and employee relations program including: recruitment and selection; classification and salary administration; employee benefits and educational programs; human resources planning and policy development; and employee performance rating and orientation programs. Administers a system of employee service records and other personnel records.

In addition, 70 of those who provided information (81%) indicated this position is also responsible for one or more of the following:

management of the District’s safety program

risk management and loss control functions

liability insurance or self-insurance programs

workers’ compensation and claims administration

Annual Salary


Average


Number of Staff

Supervised

All Respondents 86 103,480 99,374 88,549 115,144 6 3

CSDA Networks Northern 2 62,650 62,650 44,019 70,126 6 - Sierra 16 91,441 90,774 77,052 99,038 5 2 Bay Area 12 131,811 134,404 111,570 144,103 6 3 Central 10 98,757 90,254 87,709 119,776 6 3 Coastal 13 91,888 94,226 75,430 97,529 5 2 Southern 33 107,486 109,054 93,352 120,430 5 3

Number of Full-Time Equivalent Employees 2 or fewer - - - - - - - 3 to 5 1 40,000 40,000 - - - -

6 to 10 - - - - - - - 11 to 20 9 77,858 69,120 67,110 89,432 5 3

21 to 50 28 87,250 80,474 70,545 92,480 6 2

51 to 100 18 91,549 93,994 78,782 98,387 6 1

More than 100 30 135,589 132,247 112,197 147,298 5 4

Population or Customers Served 5,000 or fewer 4 100,972 104,354 79,908 111,290 8 3

5,001 to 10,000 7 102,310 96,745 90,094 119,173 7 3

10,001 to 25,000 8 80,762 71,693 68,455 87,111 5 1

25,001 to 50,000 9 84,799 92,700 76,818 100,390 5 2

50,001 to 100,000 21 107,148 105,236 94,312 121,024 5 3

100,001 to 250,000 13 90,614 85,405 78,856 102,328 7 3

More than 250,000 24 122,576 115,632 101,096 131,433 5 3



23

Key Staff Salaries

Human Resources Manager / Professional (continued)



Number of Staff

Supervised

Operating Revenue

$250,000 or less 4 101,219 93,644 102,222 140,891 4 4

$250,001 to $500,000 2 54,200 54,200 57,720 70,324 4 - $500,001 to $1 million - - - - - - - $1 million to $2.5 million 3 53,872 54,288 54,045 67,673 1 - $2.5 million to $5 million 2 93,688 93,688 - - 10 3

$5 million to $10 million 24 89,524 78,498 74,602 97,176 6 2 $10 million to $25 million 22 93,292 92,848 77,820 99,487 6 2 $25 million to $50 million 13 118,807 119,496 98,479 125,319 6 3 More than $50 million 16 143,219 149,128 113,400 149,966 5 4

District Type


4 87,228 82,547 60,561 83,760 8 2

Cemetery 1 40,000 40,000 - - - - Community Services/Improvement

6 88,193 85,158 73,674 94,593 7 3

Drainage - - - - - - -

Flood Control/Levee 1 86,864 86,864 74,880 91,026 16

Harbor/Port 4 104,788 107,210 81,994 112,173 4 5


Irrigation 4 133,667 136,740 117,741 156,147 4 5

Library 1 109,895 109,895 107,215 133,897 13 -

Memorial - - - - - - -



Reclamation 1 106,371 106,371 79,352 106,371 14 -

Recreation & Park 8 80,460 83,190 69,090 88,292 4 2



Transit 3 109,654 118,884 95,309 122,777 5 -

Utility 4 150,560 143,872 124,740 161,892 3 4

Water 27 117,274 121,491 97,424 128,664 6 3



24

Key Staff Salaries

Engineering Manager / District Engineer

Job Description: Manages and provides direction for the District’s engineering needs and serves as the professional engineering expert for the District. Organizes and directs engineering studies, reports, designs, and specifications; construction of additions and improvements to the District’s infrastructure including operations, plant, system(s), and/or stations; assures that the District’s capital improvements are made in a sound engineering and cost-effective manner; works with various engineering consultants and personnel and oversees their work; and supervises and performs a variety of duties relating to the drafting of detailed construction drawings and related maps and specifications used in planning, maintenance and construction.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 73 140,095 141,502 114,341 146,939 6 4


Number of Full-Time Equivalent Employees 2 or fewer - - - - - - - 3 to 5 2 83,642 83,642 70,000 95,000 2 1

6 to 10 4 130,290 140,116 132,421 157,685 7 4

11 to 20 8 139,652 146,826 108,247 144,851 8 2

21 to 50 24 127,509 129,786 102,222 135,228 6 3

51 to 100 12 129,153 141,762 108,316 137,349 4 4

More than 100 23 165,706 160,742 127,514 163,200 6 5


5,001 to 10,000 5 110,272 103,110 104,323 131,774 6 3

10,001 to 25,000 9 148,230 154,357 114,842 149,124 8 3

25,001 to 50,000 10 128,000 132,947 98,787 132,567 7 3

50,001 to 100,000 16 140,215 147,672 114,395 153,999 4 4

100,001 to 250,000 10 130,149 130,766 109,257 131,730 6 5

More than 250,000 17 161,714 153,888 128,485 159,257 5 4



25

Key Staff Salaries

Engineering Manager (continued)



Number of Staff

Supervised

Operating Revenue

$250,000 or less 4 141,536 144,375 115,214 153,874 6 4

$250,001 to $500,000 - - - - - - - $500,001 to $1 million 3 78,673 82,284 70,000 95,000 3 1

$1 million to $2.5 million 1 120,000 120,000 - - - - $2.5 million to $5 million 3 131,538 112,320 113,644 134,334 9 3 $5 million to $10 million 12 130,683 127,152 101,433 122,656 7 2 $10 million to $25 million 25 133,571 141,072 109,328 142,449 5 4 $25 million to $50 million 13 148,755 153,888 122,663 155,590 5 4 More than $50 million 12 172,407 166,760 127,318 170,105 6 5

District Type


3 115,438 116,640 78,342 105,617 9 3


4 120,603 123,302 99,277 122,846 7 2

Drainage 1 167,364 167,364 131,052 167,364 8 3


Harbor/Port 3 115,297 107,600 92,733 128,507 4 4


Irrigation 5 135,455 159,120 114,957 152,988 5 4

Library - - - - - - -

Memorial - - - - - - -



Reclamation 1 96,990 96,990 96,990 129,958 3 5

Recreation & Park 3 109,608 99,516 97,900 123,422 2 2



Transit 1 175,608 175,608 136,488 182,904 8 5

Utility 4 178,107 172,181 138,331 161,679 5 4

Water 29 153,179 148,595 120,436 158,429 6 4



26

Key Staff Salaries

Public Relations / Government Affairs / Public Information Officer

Job Description: Develops, organizes, and coordinates outreach activities, public education, community affairs, and publications; prepares, formats and coordinates news material and other information for distribution to the communications media, the general public, and District employees; directs the preparation of displays, speeches, brochures, publications and other public education materials including films, video and slide shows regarding District activities or facilities. May also include the implementation of strategies to advance legislative issues; represents the District at meetings and hearings; prepares testimony for legislative activities.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 69 96,928 93,500 80,439 102,597 5 2

CSDA Networks Northern 1 75,000 75,000 70,206 98,289 12 - Sierra 8 104,489 98,379 84,329 107,613 4 2 Bay Area 15 106,220 96,714 86,636 107,747 5 2 Central 7 68,231 75,348 58,873 81,262 4 2 Coastal 10 86,763 81,141 71,173 93,069 6 3 Southern 28 101,378 99,929 84,758 106,911 5 3

Number of Full-Time Equivalent Employees 2 or fewer 1 83,268 83,268 68,505 83,269 11 - 3 to 5 - - - - - - - 6 to 10 3 52,360 54,756 44,949 57,252 8 - 11 to 20 5 71,498 74,000 59,814 74,639 6 2

21 to 50 22 91,641 88,666 74,110 97,365 6 2

51 to 100 14 92,799 87,672 78,633 97,214 4 3

More than 100 24 115,621 113,110 95,998 123,256 4 2


5,001 to 10,000 1 81,600 81,600 59,442 89,163 5 - 10,001 to 25,000 7 83,313 80,580 70,778 91,581 7 2

25,001 to 50,000 5 84,249 96,658 77,861 86,772 6 2

50,001 to 100,000 15 96,580 89,107 81,857 105,711 5 2

100,001 to 250,000 9 102,223 101,837 81,672 106,979 5 2

More than 250,000 26 104,403 99,756 85,781 108,987 4 3



27

Key Staff Salaries

Public Relations / Government Affairs / Public Information Officer (continued)



Number of Staff

Supervised

Operating Revenue

$250,000 or less 4 101,329 86,188 70,759 92,247 7 1 $250,001 to $500,000 1 99,382 99,382 83,595 101,857 17 2

$500,001 to $1 million 2 51,162 51,162 47,000 58,500 8 - $1 million to $2.5 million 2 70,942 70,942 64,825 81,936 1 2 $2.5 million to $5 million 6 76,919 74,422 66,169 84,661 5 3 $5 million to $10 million 11 81,854 81,702 66,878 83,320 4 2 $10 million to $25 million 18 89,364 87,672 74,460 97,426 6 3 $25 million to $50 million 12 112,277 113,201 93,107 117,666 4 2 More than $50 million 13 124,719 117,761 102,307 132,449 4 3

District Type


2 82,806 82,806 74,912 91,182 9 2


1 99,249 99,249 81,652 99,249 3 1

Drainage 1 40,538 40,538 38,652 46,980 2 -

Flood Control/Levee 1 75,348 75,348 65,104 79,118 2 -

Harbor/Port 3 121,447 115,000 94,692 129,682 9 3


Irrigation 4 97,742 99,276 86,080 112,510 4 1

Library 1 72,363 72,363 72,363 90,168 1 4

Memorial - - - - - - -


Fire/Police Protection 5 87,628 87,038 75,897 91,371 5 -

Reclamation 1 76,066 76,066 72,446 97,178 1 -

Recreation & Park 7 76,787 70,104 65,568 83,659 2 2

Resource Conservation 1 78,325 78,325 70,000 85,000 15 -


Transit 3 107,274 113,526 95,601 124,295 4 2

Utility 3 89,493 76,917 83,901 105,316 5 3

Water 19 113,675 113,859 87,480 112,969 6 2



28

Key Staff Salaries

Maintenance / Operations Manager

Job Description: Plans, organizes, directs, and controls the activities of the District’s maintenance and operations including preventive maintenance, repair and rehabilitation, and testing and inspection of operations, plant, system(s), and/or stations; enforces safety regulations; supervises and directs the work of facilities/grounds maintenance personnel in the construction, repair, cleaning, maintenance and inspection of District property/infrastructure.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 183 87,548 85,732 74,899 97,231 7 5


Number of Full-Time Equivalent Employees 2 or fewer 11 50,465 40,440 53,733 38,010 6 5

3 to 5 23 60,332 58,157 49,921 62,959 9 2

6 to 10 34 71,248 73,514 62,566 79,110 8 4

11 to 20 30 86,891 85,379 69,216 89,199 7 6

21 to 50 47 103,213 101,876 79,916 105,178 8 7

51 to 100 17 106,082 110,864 83,770 107,753 6 6

More than 100 21 114,049 117,325 99,962 133,402 7 6


5,001 to 10,000 17 86,792 85,217 75,188 95,484 7 5

10,001 to 25,000 24 93,117 89,836 75,326 97,515 8 5

25,001 to 50,000 29 84,285 86,472 68,982 89,641 6 6

50,001 to 100,000 22 114,361 114,600 88,139 114,496 5 7

100,001 to 250,000 16 96,829 91,141 81,327 106,995 6 7

More than 250,000 18 102,158 100,032 87,640 118,758 11 5



29

Key Staff Salaries

Maintenance / Operations Manager (continued)



Number of Staff

Supervised

Operating Revenue


District Type

Airport 3 88,946 77,364 70,225 90,848 12 7


- - - - - - -

Cemetery 8 57,622 57,429 55,024 69,848 10 5


23 68,479 73,487 63,005 78,976 8 4

Drainage 2 69,752 69,752 56,836 73,670 10 3


Harbor/Port 8 81,498 83,491 70,613 94,119 5 7

Healthcare/Hospital 2 68,058 68,058 55,891 70,590 4 -

Irrigation 12 100,634 95,082 88,613 109,005 9 6

Library 1 124,337 124,337 109,895 137,244 6 7

Memorial 1 40,200 40,200 - - 2 -



Reclamation 1 141,856 141,856 105,789 141,856 3 3

Recreation & Park 18 69,438 66,404 57,213 72,841 5 6



Transit 2 108,514 108,514 100,286 129,183 8 10

Utility 9 87,259 82,339 83,682 102,567 7 4

Water 54 100,941 103,400 84,924 113,741 8 6



30

Key Staff Salaries

Office Manager

Job Description: Plans and directs internal supportive services for organizational effectiveness and efficiency. Ensures internal office policies and procedures are implemented. Manages recordkeeping and filing systems, mail distribution, office supply inventory, phone systems and office equipment; directs receptionist and other office support staff. Coordinates purchasing and facilities management.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 93 64,595 63,086 54,372 71,718 9 2


Number of Full-Time Equivalent Employees 2 or fewer 4 36,730 35,308 40,391 42,752 10 - 3 to 5 18 49,332 47,715 43,565 58,780 9 2

6 to 10 26 64,106 60,286 52,911 70,845 10 2

11 to 20 19 71,495 68,286 59,687 76,925 8 2

21 to 50 13 74,233 69,906 54,976 73,891 9 3

51 to 100 5 70,450 70,947 63,791 80,025 4 3

More than 100 8 78,748 74,288 65,574 85,762 6 4


5,001 to 10,000 13 66,507 60,000 49,242 64,247 8 2

10,001 to 25,000 7 64,323 60,000 61,671 75,998 6 2

25,001 to 50,000 13 78,723 72,542 64,189 86,544 11 3

50,001 to 100,000 8 68,437 67,202 45,583 73,191 8 4

100,001 to 250,000 11 68,909 63,086 58,451 78,059 8 3

More than 250,000 10 73,898 73,567 58,008 75,229 9 2



31

Key Staff Salaries

Office Manager (continued)



Number of Staff

Supervised

Operating Revenue


District Type

Airport 1 60,445 60,445 47,840 62,400 7 1


- - - - - - -

Cemetery 6 56,221 56,603 43,740 61,916 11 2


13 66,449 60,126 54,980 64,224 7 2

Drainage - - - - - - -


Harbor/Port 3 62,752 63,313 45,312 61,738 12 1


Irrigation 3 67,107 68,286 62,429 70,901 5 3

Library 1 23,556 23,556 41,600 54,392 10 -

Memorial - - - - - - -


Fire/Police Protection 4 58,492 56,618 54,600 62,020 9 -


Recreation & Park 9 63,832 61,838 50,138 72,085 4 3

Resource Conservation 6 53,565 52,850 41,613 73,802 8 -


Transit - - - - - - -

Utility 5 63,717 58,677 43,988 57,448 10 1

Water 23 64,699 60,000 61,132 78,052 10 3



32

Key Staff Salaries

Board Secretary / Clerk

Job Description: Serves as administrative support to the Board of Directors. Prepares agenda and attends meetings; transcribes and edits minutes; prepares drafts of agenda items requiring action by the Board; and prepares correspondence and maintains files on official actions of the Board. Ensures records are maintained as required by law. Fulfills other duties as required to support the Board. Maintains high level of confidentiality.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 108 66,262 65,915 61,083 79,881 7 2


Central 9 43,804 52,078 48,796 65,210 8 - Coastal 11 68,192 68,631 54,996 71,440 8 1 Southern 34 81,514 82,430 68,990 91,016 8 2

Number of Full-Time Equivalent Employees 2 or fewer 16 36,947 35,400 19,600 44,933 7 1

3 to 5 9 41,918 36,000 27,867 39,400 7 2

6 to 10 12 54,967 56,460 46,604 61,836 7 2

11 to 20 12 52,866 59,700 49,701 71,534 3 2

21 to 50 27 71,784 68,900 57,208 75,615 8 2

51 to 100 9 90,190 86,160 71,984 91,375 10 1

More than 100 23 93,220 89,041 79,724 99,137 8 2


5,001 to 10,000 12 54,351 57,149 52,583 67,140 6 1

10,001 to 25,000 10 70,950 66,837 54,329 68,805 8 2

25,001 to 50,000 8 68,874 66,644 56,040 73,825 6 1

50,001 to 100,000 15 87,349 86,153 78,724 102,953 9 2

100,001 to 250,000 10 83,961 80,999 67,764 91,074 6 1

More than 250,000 21 78,932 80,263 72,076 86,861 8 2



33

Key Staff Salaries

Board Secretary / Clerk (continued)



Number of Staff

Supervised

Operating Revenue

$250,000 or less 14 49,192 49,454 46,440 71,127 7 1 $250,001 to $500,000 6 33,216 26,200 40,873 63,198 7 2

$500,001 to $1 million 7 27,239 25,056 27,626 46,429 6 - $1 million to $2.5 million 15 55,380 59,400 47,304 61,543 7 1 $2.5 million to $5 million 9 57,875 60,720 53,944 67,942 6 1 $5 million to $10 million 19 69,991 68,900 60,429 75,875 7 2 $10 million to $25 million 14 84,485 84,708 66,750 85,682 9 2 $25 million to $50 million 10 93,422 90,480 75,988 99,109 9 2 More than $50 million 14 91,376 83,211 77,567 98,434 8 2

District Type


3 70,949 80,263 57,974 80,624 10 -

Cemetery 4 37,794 39,605 38,830 50,948 5 - Community Services/Improvement

14 52,130 50,160 51,660 75,653 7 2

Drainage - - - - - - -


Harbor/Port 5 78,726 64,656 58,055 80,477 5 -

Healthcare/Hospital 2 64,550 64,550 - - 8 -

Irrigation 6 74,713 66,024 66,354 87,128 7 1

Library - - - - - - -

Memorial - - - - - - -

Mosquito & Vector Control 6 71,106 70,998 62,179 78,664 8 -


Reclamation 1 80,000 80,000 - - 2 1

Recreation & Park 5 80,011 83,658 67,710 86,766 7 1

Resource Conservation 1 36,000 36,000 - - 6 -


Transit 1 80,412 80,412 57,202 77,093 8 5

Utility 7 69,435 62,642 73,364 85,337 7 2

Water 29 72,620 76,190 66,528 85,630 8 2



34

Key Staff Salaries

Executive Assistant

Job Description: Serves as administrative assistant/secretary to the General Manager and/or upper-level management. Duties can include: composing correspondence and reports for the General Manager and Board; serving as a liaison between the General Manager and division/department managers; making travel arrangements, maintaining appointment schedules and calendars, and arranging meetings and conferences. Maintains high level of confidentiality.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 50 71,010 69,463 59,194 77,517 6 2

CSDA Networks Northern 1 69,243 69,243 46,860 72,696 10 3 Sierra 9 61,442 61,672 53,450 65,327 5 1 Bay Area 11 81,260 82,000 76,788 101,724 5 1 Central 7 56,765 58,760 46,646 67,503 6 1

Coastal 6 71,332 68,662 59,432 76,535 6 - Southern 16 75,568 78,877 58,463 76,678 8 2

Number of Full-Time Equivalent Employees 2 or fewer 1 45,000 45,000 45,000 43,884 12 - 3 to 5 2 53,700 53,700 31,000 29,120 6 1

6 to 10 3 45,240 44,054 37,749 50,593 7 - 11 to 20 6 65,085 62,598 55,430 71,807 9 - 21 to 50 14 70,441 70,019 54,999 73,928 5 2

51 to 100 7 73,736 67,066 59,521 79,042 8 2

More than 100 17 80,563 82,000 67,725 89,314 4 1


5,001 to 10,000 4 66,688 67,354 53,736 70,883 11 - 10,001 to 25,000 3 89,899 90,318 67,044 85,552 5 2

25,001 to 50,000 8 59,624 61,161 48,730 65,313 5 3

50,001 to 100,000 8 71,279 68,370 59,848 76,589 5 2

100,001 to 250,000 6 72,106 67,966 59,568 87,301 6 1

More than 250,000 15 76,335 79,748 63,781 87,829 6 1



35

Key Staff Salaries

Executive Assistant (continued)



Number of Staff

Supervised

Operating Revenue

$250,000 or less 2 74,864 74,864 62,833 85,335 1 1 $250,001 to $500,000 4 54,940 49,383 48,206 52,572 5 2

$500,001 to $1 million 1 39,850 39,850 30,000 - 15 - $1 million to $2.5 million 2 57,027 57,027 36,254 43,411 9 - $2.5 million to $5 million 4 57,241 57,000 46,573 60,199 8 - $5 million to $10 million 11 67,449 67,066 56,054 74,574 6 2 $10 million to $25 million 9 70,996 69,683 59,103 76,461 10 1 $25 million to $50 million 7 78,571 82,000 65,845 86,851 3 3 More than $50 million 10 86,726 83,928 68,966 92,965 5 1

District Type


2 82,618 82,618 68,619 83,595 4 3

Cemetery 1 37,400 37,400 31,000 - 5 1


1 62,046 62,046 43,638 45,583 12 -

Drainage - - - - - - -


Harbor/Port 2 62,435 62,435 50,974 71,967 1 -

Healthcare/Hospital 1 54,870 54,870 51,230 71,760 1 -

Irrigation 3 69,006 64,121 62,933 80,321 12 2

Library 1 67,066 67,066 63,834 79,720 2 -

Memorial - - - - - - -

Mosquito & Vector Control 3 48,425 51,953 40,711 57,446 13 -


Reclamation 1 70,000 70,000 - - 11 -

Recreation & Park 6 67,569 74,306 54,501 67,697 7 3

Resource Conservation 1 53,766 53,766 - - 3 -


Transit 2 84,091 84,091 75,295 96,714 4 1

Utility 1 45,000 45,000 65,032 82,232 10 1

Water 16 84,316 87,568 65,670 88,284 6 2


A “-“ indicates no data. “Responses” refers to the number providing actual annual salaries. Salary range and years in current position may have a different number of responses. Data on number of staff supervised were not requested for this position.

36

Key Staff Salaries

Information Technology Manager*

Job Description: Responsible for managing the overall Information Technology activities for the District; assisting in the implementation of the District’s strategic plan, goals and objectives; hiring, training, supervising and evaluating IT professional and technical staff; and managing/overseeing large Information Technology projects and initiatives.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 26 98,590 100,733 79,068 99,645 8

CSDA Networks Northern 2 84,986 84,986 64,729 92,666 11 Sierra 4 97,428 87,484 72,628 92,852 8 Bay Area 4 121,572 119,256 100,814 113,064 8 Central 2 84,074 84,074 58,552 88,795 11 Coastal 2 110,012 110,012 88,696 110,012 12 Southern 12 94,100 97,913 78,735 100,365 7

Number of Full-Time Equivalent Employees 2 or fewer - - - - - - 3 to 5 - - - - - - 6 to 10 - - - - - - 11 to 20 - - - - - - 21 to 50 9 82,424 80,787 65,852 88,719 9

51 to 100 9 100,820 104,600 79,985 101,401 10

More than 100 8 114,268 105,876 94,442 112,997 6

Population or Customers Served 5,000 or fewer - - - - - - 5,001 to 10,000 1 104,600 104,600 85,261 109,088 12

10,001 to 25,000 3 94,447 86,463 75,032 99,258 12

25,001 to 50,000 6 84,073 88,130 65,946 89,936 6

50,001 to 100,000 3 96,100 110,482 82,822 98,950 11

100,001 to 250,000 4 113,329 109,648 81,629 104,310 8

More than 250,000 9 103,261 100,680 85,111 102,401 6

*IT Manager was not specified as a position in the survey, however, the data provided indicated two distinct levels: Professional and Manager.

Each of these levels is presented separately in this report. Note that data on number of staff supervised by IT Manager were not captured.



37

Key Staff Salaries

Information Technology Manager (continued)



Number of Staff

Supervised

Operating Revenue

$250,000 or less - - - - - - $250,001 to $500,000 - - - - - - $500,001 to $1 million - - - - - - $1 million to $2.5 million - - - - - - $2.5 million to $5 million 2 70,890 70,890 59,892 76,628 8 $5 million to $10 million 5 83,023 80,787 63,973 83,140 8 $10 million to $25 million 8 98,828 98,129 79,764 105,538 9 $25 million to $50 million 8 111,509 106,241 89,343 107,160 8 More than $50 million 3 107,915 109,753 89,364 114,212 7

District Type

Airport 1 74,907 74,907 66,121 86,385 5


- - - - - -

Cemetery - - - - - - Community Services/Improvement

2 93,624 93,624 79,891 97,622 6

Drainage - - - - - -

Flood Control/Levee - - - - - -

Harbor/Port 1 77,480 77,480 66,936 91,200 3

Healthcare/Hospital - - - - - -

Irrigation 3 103,270 121,971 81,501 108,390 9

Library 2 85,736 85,736 70,830 88,384 11

Memorial - - - - - -

Mosquito & Vector Control 2 102,047 102,047 83,116 102,047 8

Fire/Police Protection - - - - - -

Reclamation - - - - - -

Recreation & Park 4 89,526 90,734 69,999 86,633 6

Resource Conservation - - - - - -

Sanitary/Sanitation 1 147,097 147,097 120,510 - 10

Transit - - - - - -

Utility 1 110,947 110,947 108,243 119,496 2

Water 9 102,465 106,716 78,992 104,589 10



38

Key Staff Salaries

Information Technology Professional

Job Description: Provides information systems support and assistance to District users; acts as primary resource to District staff regarding software, hardware, networking and/or information or computer systems questions and problems; troubleshoots, analyzes, diagnoses and resolves specific software and hardware problems/ inadequacies; provides technical assistance to departmental systems and users; coordinates implementation of software and hardware documentation; and delivers technical orientation to newly hired employees concerning the use of automated systems.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 36 71,496 77,704 65,659 85,578 6

CSDA Networks Northern - - - - - - Sierra 7 85,028 80,912 66,186 85,109 7 Bay Area 5 68,279 60,000 75,327 101,897 3 Central 7 64,595 73,788 56,795 73,855 6 Coastal 3 41,153 14,516 84,696 102,948 7 Southern 14 75,831 77,548 65,113 86,063 6

Number of Full-Time Equivalent Employees 2 or fewer 5 46,990 37,872 57,846 68,592 5

3 to 5 1 42,000 42,000 - - 4

6 to 10 9 65,185 77,313 67,360 86,274 8

11 to 20 - - - - - - 21 to 50 4 82,948 80,983 70,107 87,573 8

51 to 100 2 30,202 30,202 49,234 60,382 4

More than 100 15 87,869 86,442 68,516 90,743 5

Population or Customers Served 5,000 or fewer 2 57,592 57,592 51,007 64,048 8

5,001 to 10,000 3 58,563 64,248 65,752 88,268 3

10,001 to 25,000 5 52,416 42,000 53,490 68,903 11

25,001 to 50,000 6 75,419 79,644 66,420 85,328 7

50,001 to 100,000 2 39,894 39,894 54,682 73,981 2

100,001 to 250,000 9 75,376 78,095 63,935 88,387 6

More than 250,000 9 90,023 96,204 77,165 94,989 4



39

Key Staff Salaries

Information Technology Professional (continued)



Number of Staff

Supervised

Operating Revenue

$250,000 or less 2 62,302 62,302 52,995 70,370 12

$250,001 to $500,000 1 - - 57,720 70,324 - $500,001 to $1 million 4 24,734 25,468 39,034 37,564 7 $1 million to $2.5 million 4 77,034 80,983 68,867 84,770 5 $2.5 million to $5 million 3 45,506 32,000 62,742 81,866 2 $5 million to $10 million 4 63,540 64,595 57,430 70,663 2 $10 million to $25 million 4 96,539 99,354 78,127 100,840 9 $25 million to $50 million 5 69,711 77,313 69,754 87,853 9 More than $50 million 10 91,678 91,323 68,811 92,317 4

District Type

Airport - - - - - - AQMD/Air Pollution Control

1 102,944 102,944 71,208 86,636 4


1 64,248 64,248 47,940 64,248 1



Harbor/Port 1 112,800 112,800 84,600 112,800 1

Healthcare/Hospital 3 31,283 42,000 43,142 61,984 3

Irrigation 4 84,950 82,749 66,123 84,998 6

Library 5 35,704 36,420 47,662 60,537 5



Fire/Police Protection 2 98,042 98,042 82,769 100,538 2


Recreation & Park 1 25,000 25,000 - - 3


Sanitary/Sanitation 2 73,380 73,380 60,002 76,443 10

Transit - - - 63,544 82,076 -

Utility 2 88,386 88,386 73,382 94,608 5

Water 10 81,415 79,834 68,505 92,187 10



40

Key Staff Salaries

Customer Service Representative

Job Description: Primary duties include listening to, understanding, and responding to inquiries from customers. Researches and resolves customer complaints via phone, email, mail, or in-person; assists with errors, account questions, placement of orders, and cancellations; provides detailed information regarding services available, fees, schedules, policies, and procedures; resolves billing/payment issues; suggests solutions to customer problems.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 81 48,894 48,985 40,744 53,654 7



3 to 5 5 33,517 32,000 29,409 37,129 4

6 to 10 14 44,664 49,104 40,208 50,413 9

11 to 20 11 45,607 44,508 38,187 51,671 6

21 to 50 24 50,854 49,162 40,714 53,727 8

51 to 100 8 49,995 51,662 42,435 55,659 7

More than 100 18 55,261 55,368 43,528 57,529 8


5,001 to 10,000 11 46,159 48,394 38,347 50,275 9

10,001 to 25,000 14 49,540 48,048 38,947 53,425 6

25,001 to 50,000 15 48,489 48,528 39,849 52,780 7

50,001 to 100,000 11 54,404 53,809 44,621 57,981 8

100,001 to 250,000 6 53,096 52,394 42,548 55,588 6

More than 250,000 8 57,190 57,892 44,836 57,510 10



41

Key Staff Salaries

Customer Service Representative (continued)



Number of Staff

Supervised

Operating Revenue

$250,000 or less 4 40,118 42,042 36,633 55,572 8 $250,001 to $500,000 1 32,000 32,000 32,000 32,000 1 $500,001 to $1 million 4 37,980 37,866 33,941 41,917 10 $1 million to $2.5 million 10 43,572 41,724 37,232 49,200 10 $2.5 million to $5 million 12 42,305 41,348 36,099 47,678 5 $5 million to $10 million 16 49,209 47,871 38,606 53,316 7 $10 million to $25 million 15 54,325 54,551 44,388 56,087 8 $25 million to $50 million 10 53,550 51,102 45,510 56,343 6 More than $50 million 9 59,437 63,444 45,217 60,857 9

District Type

Airport - - - - - - AQMD/Air Pollution Control

1 57,309 57,309 42,660 57,312 15


9 46,399 49,449 36,916 47,294 8

Drainage 1 45,840 45,840 43,656 53,064 6

Flood Control/Levee - - - - - -

Harbor/Port 2 61,472 61,472 45,439 61,472 18


Irrigation 4 43,096 42,895 35,497 46,744 4

Library 2 40,662 40,662 36,034 41,036 12





Recreation & Park 7 40,496 38,189 33,923 47,365 6

Resource Conservation 2 32,904 32,904 28,602 48,528 3


Transit - - - 40,237 51,002 -

Utility 7 47,757 48,187 38,420 48,450 9

Water 39 52,865 54,551 43,883 58,197 8



42

Key Staff Salaries

Accountant / Bookkeeper

Job Description: Under the direction of the Controller/CFO/Finance Director, processes payroll, including auditing payroll reports and reconciling payroll records; inputs journal entries to general ledger; processes accounts receivable and payable; prepares accounting reports as requested; prepares any necessary billings; and processes purchase requests and orders.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 105 69,534 67,974 57,820 76,919 7



3 to 5 4 49,330 47,820 40,362 54,055 7

6 to 10 15 64,781 57,350 53,060 73,134 4

11 to 20 15 55,252 54,080 47,326 67,032 8

21 to 50 32 72,336 69,018 57,531 76,175 7

51 to 100 15 74,680 70,304 62,327 80,769 9

More than 100 20 83,178 81,498 67,094 86,959 6


5,001 to 10,000 11 60,559 62,000 50,349 69,319 7

10,001 to 25,000 15 64,447 63,000 55,901 72,727 4

25,001 to 50,000 15 69,965 65,784 56,966 74,543 8

50,001 to 100,000 14 78,179 80,102 65,079 81,568 6

100,001 to 250,000 11 68,732 70,061 53,276 68,924 9

More than 250,000 18 83,560 85,169 67,903 88,720 7



43

Key Staff Salaries

Accountant / Bookkeeper (continued)



Number of Staff

Supervised

Operating Revenue


District Type

Airport 1 86,446 86,446 56,304 80,220 10


3 64,343 60,652 63,360 77,096 2


12 61,960 59,675 52,433 71,893 4



Harbor/Port 5 63,493 67,974 50,570 68,348 11


Irrigation 8 56,905 59,058 49,521 78,440 8

Library 1 75,879 75,879 74,028 92,451 2

Memorial 1 63,360 63,360 - - 6



Reclamation 1 97,178 97,178 72,446 97,178 7

Recreation & Park 12 62,292 59,612 53,197 66,500 10



Transit - - - 65,568 81,060 2

Utility 2 71,922 71,922 65,061 82,250 8

Water 31 75,829 71,074 60,804 82,491 7



44

Key Staff Salaries

Administrative Assistant

Job Description: Under supervision, performs a variety of secretarial, clerical, and administrative duties for upper level management and supporting staff; relieves staff of administrative detail such as word processing, filing, faxing and fielding phone calls; assists in carrying out administrative policies and procedures; performs related duties as required.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 125 53,205 52,894 46,285 60,725 7



3 to 5 10 43,366 39,354 37,275 49,324 4

6 to 10 19 48,699 48,152 44,120 55,770 7

11 to 20 15 51,252 52,894 45,659 59,043 4

21 to 50 34 57,518 56,394 46,249 61,494 8

51 to 100 18 54,594 52,622 45,677 58,536 6

More than 100 21 60,981 61,512 50,213 66,559 6


5,001 to 10,000 7 55,489 56,327 47,209 62,850 7

10,001 to 25,000 18 52,893 52,150 47,722 60,060 7

25,001 to 50,000 16 54,555 56,278 44,670 58,619 8

50,001 to 100,000 23 54,529 52,852 47,752 62,461 5

100,001 to 250,000 14 50,270 47,246 43,270 56,253 5

More than 250,000 21 61,483 60,466 51,132 66,883 8



45

Key Staff Salaries

Administrative Assistant (continued)



Number of Staff

Supervised

Operating Revenue


District Type

Airport 2 46,472 46,472 39,210 54,249 2


1 72,259 72,259 54,038 72,259 20

Cemetery 1 31,200 31,200 - - 1


12 50,115 52,150 43,034 57,774 7



Harbor/Port 3 52,154 57,345 43,146 60,922 6


Irrigation 8 57,820 54,058 45,056 57,299 10

Library 5 40,600 49,213 42,978 54,664 3

Memorial 1 14,000 14,000 - - 14



Reclamation 1 67,392 67,392 50,253 67,392 13

Recreation & Park 15 49,196 47,278 42,161 53,317 7



Transit 1 49,636 49,636 47,824 62,524 8

Utility 2 57,206 57,206 55,379 66,398 1

Water 29 60,593 60,466 48,937 66,856 6



46

Key Staff Salaries

Office Assistant / Receptionist

Job Description: Performs routine office support duties, including answering phones and greeting walk-in customers, answering basic inquiries. Dispenses and receives documents; explains policies and procedures; directs callers or walk-in customers to the appropriate staff; receives and processes mail; maintains and/or updates a variety of records or logs; prepares miscellaneous documents which can include correspondence, purchase orders, etc.; enters and retrieves information manually or into/from a computer system; files documents.

Annual Salary


Average


Number of Staff

Supervised

All Respondents 86 40,917 40,524 37,072 46,958 5


Number of Full-Time Equivalent Employees 2 or fewer 1 11,000 11,000 - - 5

3 to 5 8 25,369 23,720 29,630 34,812 5

6 to 10 16 38,587 38,746 34,763 42,314 5

11 to 20 16 39,136 37,554 35,334 43,715 6

21 to 50 19 42,456 42,228 36,568 47,099 5

51 to 100 9 45,648 46,826 38,243 48,903 4

More than 100 17 49,639 52,107 40,221 52,165 5


5,001 to 10,000 7 41,815 40,788 38,259 48,703 6

10,001 to 25,000 11 38,389 38,616 36,573 42,712 6

25,001 to 50,000 12 35,097 33,990 34,829 42,951 7

50,001 to 100,000 11 40,865 39,187 37,723 47,736 3

100,001 to 250,000 10 44,637 46,844 36,621 47,334 4

More than 250,000 19 48,587 47,778 40,749 52,766 5



47

Key Staff Salaries

Office Assistant / Receptionist (continued)



Number of Staff

Supervised

Operating Revenue


District Type

Airport 1 27,801 27,801 30,600 52,462 1


4 42,308 44,584 33,241 44,910 5

Cemetery 5 32,500 37,440 35,407 45,742 7


8 36,030 38,917 33,223 41,632 5

Drainage 1 35,916 35,916 34,200 41,580 2


Harbor/Port 4 39,281 38,434 36,762 46,936 3


Irrigation 5 39,251 40,716 32,483 44,085 8

Library 3 40,897 31,054 42,280 42,644 8




Reclamation - - - 40,997 - -

Recreation & Park 11 36,149 31,616 30,900 39,771 7



Transit - - - 46,038 59,752 -

Utility 6 48,589 51,107 41,797 51,426 4

Water 21 45,348 44,384 39,790 50,999 5


49

Employee Benefits by Operating Revenue


50


All Respondents

$250,000 or less

$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million

EMPLOYEE BENEFITS

Medical - Employee

Responses 378 54 35 46 71 41 53 45 15 18

Fully Paid by District 56% 28% 37% 63% 70% 66% 60% 64% 60% 44%

Partially Paid by District 29% 11% 17% 26% 28% 32% 38% 36% 40% 56%

Employee Paid 1% - 3% - - - 2% - - -

Not Provided 15% 61% 43% 11% 1% 2% - - - -

Medical - Dependents

Responses 372 52 35 45 69 40 53 45 15 18



Employee Paid 7% 4% 6% 18% 10% 3% 9% 2% - -

Not Provided 22% 71% 57% 24% 13% 8% - - - -

Medical Expense Reimbursement Plan (MERP)

Responses 323 48 35 40 61 31 41 41 11 15

Fully Paid by District 4% - 3% 10% 7% - 2% 2% 9% 7%

Partially Paid by District 5% - 3% 8% 8% 3% 10% 7% - -

Employee Paid 3% 2% - - 2% 6% 2% 2% 9% 20%

Not Provided 88% 98% 94% 83% 84% 90% 85% 88% 82% 73%

Life Insurance - Employee

Responses 362 49 36 41 66 41 52 44 15 18


Partially Paid by District 4% - 6% 5% 6% 7% 4% 5% 7% -

Employee Paid 3% - - 2% 2% 5% 6% 7% - -

Not Provided 36% 82% 72% 63% 38% 20% 8% 2% - -

Life Insurance - Dependents

Responses 345 48 34 39 64 37 48 43 14 18

Fully Paid by District 10% 2% - 8% 6% 3% 15% 21% 29% 28%

Partially Paid by District 2% 2% 3% - 2% 8% - 2% - -

Employee Paid 15% 4% 3% 3% 13% 8% 19% 35% 21% 50%

Not Provided 73% 92% 94% 90% 80% 81% 67% 42% 50% 22%


51


All Respondents

$250,000 or less

$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million

EMPLOYEE BENEFITS (cont’d)

Dental Insurance - Employee

Responses 377 54 35 46 70 41 53 45 15 18



Employee Paid 2% - 3% - 3% 2% 2% 2% - 6%

Not Provided 20% 72% 57% 22% 9% 5% - - - -

Dental Insurance - Dependents

Responses 373 52 35 46 69 41 52 45 15 18



Employee Paid 9% 2% 6% 17% 14% 12% 12% 2% 7% 6%

Not Provided 25% 75% 69% 33% 16% 12% - - - -

Optical/Vision - Employee

Responses 373 52 35 46 68 41 53 45 15 18



Employee Paid 3% 2% 3% 2% 3% 5% 4% 4% - 11%

Not Provided 27% 77% 57% 30% 18% 22% 8% - - 6%

Optical/Vision - Dependents

Responses 368 50 34 45 68 41 53 44 15 18



Employee Paid 11% 6% 6% 20% 12% 10% 13% 9% 7% 17%

Not Provided 32% 78% 68% 38% 29% 29% 8% - - 6%

Short Term Disability Insurance

Responses 341 47 32 39 63 38 50 42 14 16



Employee Paid 15% 4% 6% 3% 17% 21% 24% 21% 21% 13%

Not Provided 52% 85% 81% 72% 54% 32% 32% 33% 21% 25%


52


All Respondents

$250,000 or less

$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million


Long Term Disability Insurance

Responses 342 47 32 39 63 39 49 43 14 16


Partially Paid by District 4% 2% 3% 3% 3% 10% 6% 2% - -

Employee Paid 12% 2% 6% 3% 21% 13% 16% 14% 14% 25%

Not Provided 51% 81% 81% 82% 59% 38% 29% 23% 14% -

Education Assistance

Responses 351 48 36 40 63 39 52 40 15 18



Employee Paid 1% - - - 2% - 2% - - -

Not Provided 48% 79% 78% 60% 59% 54% 23% 15% - 6%

Employee Assistance Program

Responses 350 49 34 40 63 37 50 44 15 18


Partially Paid by District 4% - 6% - 5% 3% 10% 5% - 6%

Employee Paid - - - - - - - 2% - -

Not Provided 59% 86% 82% 88% 78% 68% 28% 25% 7% 6%

Flexible Spending Account

Responses 344 47 34 41 64 37 47 42 14 18

Fully Paid by District 4% 2% - - 3% 5% 9% 7% 7% -

Partially Paid by District 6% - 3% - 8% 14% 11% 7% 14% 6%

Employee Paid 24% 4% 6% 5% 14% 19% 34% 50% 57% 89%

Not Provided 66% 94% 91% 95% 75% 62% 47% 36% 21% 6%


53


All Respondents

$250,000 or less

$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million

HEALTH INSURANCE PRACTICES

If district provides healthcare plan, percentage offering:

Responses 312 17 19 40 66 39 53 44 16 18

HSA/High Deductible 13% - 5% 10% 12% 8% 26% 16% 13% 17%

HMO 67% 59% 37% 48% 59% 59% 79% 84% 94% 89%

PPO 82% 76% 68% 63% 79% 87% 85% 95% 88% 100%

Point of Service (POS) 3% - 5% 3% 2% 8% - 5% 6% -

Self-Insured 4% 6% - 3% 6% - - 5% 13% 17%

Total healthcare costs as a percentage of payroll:

Responses 216 9 15 29 52 28 35 29 9 10

Average 18% 16% 14% 17% 18% 19% 16% 20% 14% 22%

Median 17% 17% 13% 17% 17% 18% 17% 21% 16% 19%

Percentage increase in healthcare costs in 2016 over 2015:*

Responses 192 5 11 21 44 25 38 29 8 11

Average 9% 10% 9% 10% 9% 9% 9% 9% 6% 8%

Median 9% 6% 8% 10% 8% 9% 9% 7% 6% 6%

*Fifteen respondents cited decreases in healthcare costs and were not included in this calculation. The average reduction in cost for

this group was 6%. When provided, reasons included: 1) department heads not replaced after departure; 2) discontinuation of

regular group coverage and reimbursement of less expensive Healthcare Act premiums; 3) premium reduction in group plans; and

4) higher deductibles resulted in decreased premium.


54


All Respondents

$250,000 or less

$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50 million

HEALTH INSURANCE PRACTICES (cont’d)

Employer's maximum contribution for full family medical coverage effective January 1, 2016 – dental coverage included:

Responses 84 4 5 10 20 12 21 6 4 2

Average $19,943 $21,881 $19,380 $18,567 $18,098 $21,779 $20,155 $20,393 $21,689 $24,711

Median $19,608 $22,763 $18,948 $17,816 $20,532 $22,766 $17,199 $20,126 $21,660 $24,711

Employer's maximum contribution for full family medical coverage effective January 1, 2016 – dental coverage not included:

Responses 168 7 7 13 33 24 27 33 10 14

Average $20,020 $18,319 $16,441 $19,006 $17,789 $18,903 $20,197 $23,788 $19,714 $21,774

Median $19,852 $19,380 $15,670 $19,604 $18,528 $19,031 $20,604 $20,913 $20,310 $21,059

Employer's maximum contribution for full family dental coverage effective January 1, 2016:

Responses 133 6 5 12 24 15 21 29 10 11

Average $1,507 $1,218 $867 $1,613 $1,317 $1,221 $1,858 $1,582 $1,583 $1,700

Median $1,500 $1,470 $1,214 $1,776 $1,296 $1,273 $1,644 $1,500 $1,530 $1,797


55


All Respondents $250,000 or less

$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million

RETIREMENT PLANS

Retirement plans offered:

Responses 367 50 35 43 70 40 52 44 16 17

Profit Sharing - - - - - - - - - 6%

Independent System DBP 4% - 6% 9% 4% - 2% - 13% 18%

PERS DBP 56% 20% 14% 47% 67% 68% 71% 80% 81% 59%

1937 Act DBP 4% - 3% - - 10% 12% 5% - -

SEP IRA 2% 2% 11% 7% 1% - - - - -

SIMPLE401(k) 2% 4% - 5% 3% - - - 6% -

401(k) 5% 2% 3% - 7% 5% 4% 7% 6% 18%

457 52% 12% 20% 28% 53% 68% 77% 80% 69% 88%

Money Purchase Plan 4% 2% 3% 7% 3% - 4% 5% 6% 6%

Other* 8% 8% 9% 9% 10% 8% 8% 5% - 18%

No Retirement Plan Offered

16% 64% 51% 14% 3% - - - - -

If Defined Benefit Plan (DBP), employer contribution as percentage of base salary:

Responses 154 3 3 14 43 20 24 27 10 10

Average 12% 7% 8% 10% 11% 13% 12% 11% 14% 17%

Median 11% 7% 7% 9% 9% 11% 11% 10% 13% 19%

If 401k, SEP IRA or 457, employer contribution as percentage of base salary:*

Responses 64 5 4 7 14 6 12 7 4 5

Average 6% 6% 5% 5% 7% 8% 5% 7% 6% 3%

Median 5% 4% 4% 3% 6% 7% 3% 5% 6% 3%

If 401k, SEP IRA or 457, employer contribution as dollar amount:*

Responses 30 - 1 5 4 5 4 3 5 3

Average $1,599 - $3,600 $2,760 $781 $566 $467 $1,250 $2,380 $2,367

Median $650 - $3,600 $3,000 $563 $240 $534 $650 $1,500 $1,800

*Additional retirement plans mentioned by respondents included 401(a), 403(b) and other DBPs. Of the employer contributions to

401k, SEP IRA or 457 accounts, 49 are matching contributions.


56



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million

RETIREMENT PLANS (cont’d)

If PERS, retirement plan formula:*

Responses 201 10 5 18 47 27 37 34 13 10

2% at 55 43% 40% 40% 44% 38% 52% 43% 50% 38% 30%

2% at 60 19% 10% 40% 28% 21% 15% 24% 15% - 30%

2.5% at 55 14% 20% 20% 11% 15% 7% 3% 15% 38% 30%

2.7% at 55 11% 20% - - 9% 19% 14% 12% 15% -

3% at 60 6% - - 6% 9% - 8% 3% 8% 10%

Other* 7% 10% - 11% 9% 7% 8% 6% - -

District offers OPEB:

Responses 311 21 18 38 66 39 52 44 16 17

Yes 50% 24% 6% 26% 35% 54% 69% 68% 75% 94%

No 50% 76% 94% 74% 65% 46% 31% 32% 25% 6%

If OPEB offered, administered by PERS:

Responses 151 4 1 10 23 20 35 30 12 16

Yes 59% 50% 100% 60% 70% 65% 60% 57% 50% 44%

No 41% 50% - 40% 30% 35% 40% 43% 50% 56%

* Responses based on latest tier prior to the California Public Employees' Pension Reform Act (PEPRA), which took effect in January 2013.

Additional formulas mentioned by respondents included 2% at 62, 2.5% at 55, 3% at 50, and 3% at 55.


57



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million


OPEB funding – Retiree:

Responses 144 3 - 9 20 21 34 30 12 15

Medical

Pre-funded 36% - - 44% 25% 29% 32% 40% 42% 60%

Pay-as-you-go 53% 67% - 33% 65% 71% 62% 43% 50% 27%

Both 8% - - 22% 10% - 6% 13% - 13%

Dental

Pre-funded 10% - - 22% 5% - 3% 13% 17% 27%

Pay-as-you-go 18% - - - 20% 19% 18% 20% 25% 20%

Both 2% - - - - - 3% 3% - 7%

Vision

Pre-funded 8% - - 22% 5% - 3% 10% 17% 20%

Pay-as-you-go 16% - - - 20% 14% 15% 20% 25% 13%

Both 1% - - - - - - 3% - -

Other*

Pre-funded 3% 33% - - - - - 7% 8% 7%

Pay-as-you-go 3% - - - - - - 7% 17% 7%

Both 1% - - - - - - 3% - -

OPEB funding – Spouse:

Responses 105 2 - 7 15 11 22 24 12 12

Medical

Pre-funded 34% - - 43% 27% 45% 23% 29% 42% 58%

Pay-as-you-go 53% 50% - 29% 60% 55% 73% 50% 50% 33%

Both 10% - - 29% 13% - 5% 21% - 8%

Dental

Pre-funded 11% - - 29% 7% - 5% 8% 17% 33%

Pay-as-you-go 20% - - - 20% 18% 23% 21% 25% 25%

Both 2% - - - - - - 4% - 8%

Vision

Pre-funded 11% - - 29% 7% - 5% 8% 17% 33%

Pay-as-you-go 18% - - - 20% 18% 18% 21% 25% 17%

Both 1% - - - - - - 4% - -

Other*

Pre-funded 4% 50% - - - - - 4% 8% 8%

Pay-as-you-go 4% - - - - - - 8% 17% -

Both - - - - - - - - - -

*Respondents also mentioned life insurance and stipends.


58



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million

PAID TIME OFF (PTO), VACATION & HOLIDAYS

Vacation/Sick or PTO offered:

Responses 368 54 36 44 69 40 50 43 16 16

PTO offered 21% 17% 31% 36% 16% 15% 22% 19% 13% 19%

Vacation/Sick offered 79% 83% 69% 64% 84% 85% 78% 81% 88% 81%

If vacation, employees can receive compensation for unused days:

Responses 279 41 25 26 54 33 39 34 14 13

Yes 39% 17% 20% 31% 31% 42% 49% 68% 64% 62%

No 61% 83% 80% 69% 69% 58% 51% 32% 36% 38%

If PTO, employees can receive compensation for unused days:

Responses 74 9 9 16 10 6 11 8 2 3

Yes 39% 44% 11% 19% 60% 50% 45% 63% 50% 33%

No 61% 56% 89% 81% 40% 50% 55% 38% 50% 67%

If PTO, district offers other paid sick leave:

Responses 75 9 11 16 11 6 11 6 2 3

Yes 19% 22% 18% 6% 18% - 18% 33% - 100%

No 81% 78% 82% 94% 82% 100% 82% 67% 100% -


59



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million

PAID TIME OFF (PTO), VACATION & HOLIDAYS (cont’d)

Vacation accruals in days – General Manager:

Responses 219 18 13 20 47 28 37 33 12 11

1 year or less

Average annual accrual 13 11 10 10 12 11 14 14 16 16

Median annual accrual 10 10 10 10 10 10 12 12 15 13

Average maximum allowed 24 14 16 21 24 31 24 28 30 28

Median maximum allowed 20 10 10 10 20 20 20 20 30 23

2 to 5 years





6 to 10 years





Over 10 years





Number of paid holidays per year

Average 12 10 11 11 12 12 13 12 12 11

Median 12 11 11 10 12 12 12 13 13 12


60



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million


Vacation accruals in days – Management:

Responses 193 12 11 15 34 26 37 32 14 12

1 year or less





2 to 5 years Average annual accrual 13 13 11 12 12 12 13 12 14 16








Over 10 years Average annual accrual 21 22 14 19 20 27 22 20 21 24





Average 12 10 10 10 12 12 12 12 12 11

Median 12 11 11 11 12 12 12 13 13 12


61



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million


Vacation accruals in days – Professional:

Responses 184 11 9 19 34 23 35 28 13 12

1 year or less Average annual accrual 12 9 9 9 12 13 11 11 12 18

















Average 12 10 10 10 12 12 13 12 12 11

Median 12 11 11 10 12 12 12 13 13 12


62



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million


Vacation accruals in days – Administrative:

Responses 217 16 11 18 50 29 37 30 14 12


















Average 12 10 11 11 12 12 13 16 12 11

Median 12 11 11 10 12 12 12 13 13 12


63



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million


PTO accruals in days – General Manager:

Responses 59 5 6 15 9 6 8 5 2 3


















Average 12 9 12 11 12 13 12 11 13 13

Median 12 10 12 12 12 13 12 12 13 13


64



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million


PTO accruals in days – Management:

Responses 52 4 2 13 6 6 9 7 2 3


















Average 11 10 12 12 10 13 12 11 13 13

Median 12 10 12 12 11 13 12 12 13 13


65



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million


PTO accruals in days – Professional:

Responses 51 4 4 11 7 6 9 5 2 3


















Average 12 10 12 12 11 13 11 10 13 13

Median 12 10 12 12 12 13 12 10 13 13


66



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million


PTO accruals in days – Administrative:

Responses 60 6 5 13 9 6 9 7 2 3


















Average 12 10 12 12 12 13 11 11 14 13

Median 12 10 12 12 12 13 12 12 14 13


67



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million

SICK AND OTHER PAID LEAVE

Paid Sick Days – Management:

Responses 238 20 17 22 52 28 38 34 13 14

Less than 1 year

Average 10 8 7 9 10 10 12 11 13 10

Median 12 7 6 10 12 12 12 12 12 12

1 year

Average 11 9 9 10 12 11 12 12 13 11

Median 12 10 11 12 12 12 12 12 12 12

2 to 5 years

Average 11 9 10 11 12 12 12 12 13 12

Median 12 12 11 12 12 12 12 12 12 12

6 to 10 years

Average 12 9 11 11 12 12 12 12 13 14

Median 12 12 12 12 12 12 12 12 12 12

Over 10 years

Average 12 9 12 10 12 12 12 12 13 12

Median 12 12 12 12 12 12 12 12 12 12


68



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million

SICK AND OTHER PAID LEAVE (cont’d)

Paid Sick Days – Professional:

Responses 201 14 11 18 40 24 38 29 13 14

Less than 1 year Average 10 8 8 9 9 10 11 11 12 10

Median 12 6 10 11 12 12 12 12 12 12

1 year Average 11 9 10 10 10 11 12 12 12 11

Median 12 12 10 12 12 12 12 12 12 12

2 to 5 years Average 11 9 10 11 10 12 11 12 12 12

Median 12 12 10 12 12 12 12 12 12 12

6 to 10 years Average 11 9 11 11 10 12 11 12 12 14

Median 12 12 12 12 12 12 12 12 12 12

Over 10 years Average 12 9 11 11 11 12 12 12 12 12

Median 12 12 12 12 12 12 12 12 12 12


69



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million


Paid Sick Days – Administrative:

Responses 233 18 15 19 52 29 41 32 13 14

Less than 1 year Average 10 7 7 10 10 10 12 12 12 10

Median 12 6 6 12 12 12 12 12 12 12

1 year Average 11 8 10 11 11 12 12 12 12 11

Median 12 9 11 12 12 12 12 12 12 12

2 to 5 years Average 11 8 10 11 11 12 12 12 12 12

Median 12 9 11 12 12 12 12 12 12 12

6 to 10 years Average 12 8 10 11 11 12 12 12 12 14

Median 12 9 12 12 12 12 12 12 12 12

Over 10 years Average 12 8 11 11 12 12 12 12 12 12

Median 12 9 12 12 12 12 12 12 12 12

Employees receive compensation for unused sick days:

Responses 280 41 25 26 57 32 39 34 13 13

Yes 17% 12% 4% - 12% 31% 18% 29% 8% 46%

No 83% 88% 96% 100% 88% 69% 82% 71% 92% 54%


70



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million


District provides paid personal/administrative days:

Responses 368 53 34 43 70 39 52 44 16 17

Yes 38% 11% 24% 21% 37% 38% 56% 57% 63% 59%

No 63% 89% 76% 79% 63% 62% 44% 43% 38% 41%

Personal/Administrative Days:

Responses 133 5 7 9 25 15 28 24 10 10

General Manager Average 8 8 5 7 7 10 9 8 13 7

Median 8 6 5 6 5 8 10 9 10 6

Management

Average 7 3 2 2 3 9 7 8 11 6

Median 5 1 2 2 2 5 7 8 9 5

Professional

Average 3 3 1 2 2 2 4 3 5 4

Median 2 2 1 2 1 2 2 - 5 5

Administrative

Average 3 3 1 3 1 3 4 3 2 2

Median 1 2 1 2 1 2 2 - - -

District provides paid bereavement leave:

Responses 365 52 34 43 70 37 52 44 16 17

Yes 78% 46% 50% 70% 87% 84% 94% 93% 94% 94%

No 22% 54% 50% 30% 13% 16% 6% 7% 6% 6%

If bereavement provided, maximum number of days:

Responses 243 20 13 25 52 25 38 41 15 14

Average 4 5 3 3 4 3 4 4 4 4

Median 3 4 3 3 3 3 3 3 3 5


71



$250,001 to

$500,000

$500,001 to $1

million

$1 to $2.5

million

$2.5 to $5

million

$5 to $10

million

$10 to $25

million

$25 to $50

million

More than $50

million


District provides paid jury duty:

Responses 362 49 35 43 69 37 52 44 16 17

Yes 84% 57% 60% 74% 91% 92% 98% 98% 100% 100%

No 16% 43% 40% 26% 9% 8% 2% 2% - -

If jury duty provided, maximum number of days:

Responses 290 25 20 31 61 29 49 43 15 17

Until Service Completed 69% 84% 50% 65% 74% 59% 71% 60% 73% 88%

Maximum Number of Days 31% 16% 50% 35% 26% 41% 29% 40% 27% 12%

Average 9 9 7 7 7 10 10 13 8 8

Median 10 10 8 5 10 10 10 10 9 8

District provides paid family medical leave:

Responses 359 51 34 42 66 37 52 44 16 17

Yes 18% 22% 18% 14% 18% 22% 19% 23% 6% 6%

No 82% 78% 82% 86% 82% 78% 81% 77% 94% 94%

If paid family medical leave provided, maximum number of days:

Responses 36 6 4 3 5 4 5 7 1 1

Average 47 16 46 35 49 66 59 57 46 60

Median 60 5 45.5 5 60 60 60 60 46 60


72


73

Employee Benefits by Network (see page 3 to identify your network)


74

Employee Benefits by Network

All

Respondents Northern Sierra

Bay Area

Central Coastal Southern

EMPLOYEE BENEFITS

Medical - Employee Responses 378 48 67 71 51 58 83

Fully Paid by District 56% 56% 52% 46% 69% 59% 58%

Partially Paid by District 29% 17% 34% 35% 14% 31% 34%

Employee Paid 1% - - - - - 2%

Not Provided 15% 27% 13% 18% 18% 10% 6%

Medical - Dependents Responses 372 47 66 69 51 58 81



Employee Paid 7% 4% 6% 7% 4% 14% 6%

Not Provided 22% 32% 23% 25% 24% 14% 16%

Medical Expense Reimbursement Plan (MERP) Responses 323 43 56 62 41 51 70



Employee Paid 3% 2% - 6% 2% - 6%

Not Provided 88% 91% 91% 87% 85% 84% 87%

Life Insurance - Employee Responses 362 46 64 70 45 56 81


Partially Paid by District 4% 11% 3% 4% - 5% 4%

Employee Paid 3% 2% 3% - 4% 4% 4%

Not Provided 36% 43% 31% 46% 38% 36% 26%

Life Insurance - Dependents Responses 345 45 58 66 45 53 78


Partially Paid by District 2% 2% - 5% - 2% 3%

Employee Paid 15% 2% 19% 12% 11% 17% 22%

Not Provided 73% 87% 72% 76% 76% 79% 59%


75


All


Bay Area



Dental Insurance - Employee Responses 377 47 67 71 51 58 83



Employee Paid 2% 4% 1% - - 3% 2%

Not Provided 20% 30% 16% 25% 25% 16% 14%

Dental Insurance - Dependents Responses 373 47 66 70 51 57 82



Employee Paid 9% 9% 12% 6% 2% 18% 10%

Not Provided 25% 32% 26% 27% 29% 19% 21%

Optical/Vision - Employee Responses 373 47 66 70 50 58 82



Employee Paid 3% 4% 3% - - 3% 9%

Not Provided 27% 30% 21% 37% 28% 26% 21%

Optical/Vision - Dependents Responses 368 46 63 69 51 58 81



Employee Paid 11% 7% 11% 7% 2% 19% 17%

Not Provided 32% 35% 27% 39% 33% 29% 27%

Short Term Disability Insurance Responses 341 47 57 66 43 53 75



Employee Paid 15% 6% 23% 6% 16% 11% 23%

Not Provided 52% 68% 49% 59% 49% 47% 43%


76


All


Bay Area



Long Term Disability Insurance Responses 342 45 58 67 42 53 77


Partially Paid by District 4% 7% - 1% - 8% 6%

Employee Paid 12% 7% 17% 3% 19% 8% 19%

Not Provided 51% 71% 48% 60% 50% 47% 36%

Education Assistance Responses 351 43 63 69 45 55 76



Employee Paid 1% - - - 4% - -

Not Provided 48% 67% 40% 49% 60% 45% 36%

Employee Assistance Program Responses 350 45 61 68 46 54 76


Partially Paid by District 4% 4% 5% - 7% 6% 4%

Employee Paid - - - - - - 1%

Not Provided 59% 84% 41% 68% 76% 54% 43%

Flexible Spending Account Responses 344 42 59 65 46 55 77

Fully Paid by District 4% 2% 5% 5% - 2% 6%


Employee Paid 24% 10% 29% 18% 24% 27% 31%

Not Provided 66% 86% 58% 68% 72% 64% 57%


77


All


Bay Area


HEALTH INSURANCE PRACTICES

If district provides healthcare plan, percentage offering:

Responses 312 33 56 58 39 50 76

HSA/High Deductible 13% 21% 16% 12% 15% 8% 12%

HMO 67% 21% 61% 76% 62% 58% 92%

PPO 82% 88% 84% 69% 69% 90% 89%

Point of Service (POS) 3% - 2% 5% 5% 2% 3%

Self-Insured 4% 3% 7% 5% 8% - 3%

Other 2% 3% 2% 2% 3% 2% 3%

Total healthcare costs as a percentage of payroll:

Responses 216 24 37 45 23 37 50

Average 18% 19% 20% 14% 19% 17% 17%

Median 17% 18% 22% 15% 20% 17% 17%

Percentage increase in healthcare costs in 2016 over 2015:*

Responses 192 19 31 37 24 35 46

Average 9% 12% 9% 8% 8% 9% 8%

Median 9% 11% 9% 7% 7% 9% 7%

*Fifteen respondents cited decreases in healthcare costs and were not included in this calculation. The average reduction in cost for

this group was 6%. When provided, reasons included: 1) department heads not replaced after departure; 2) discontinuation of

regular group coverage and reimbursement of less expensive Healthcare Act premiums; 3) premium reduction in group plans; and

4) higher deductibles resulted in decreased premium.


78


All


Bay Area


HEALTH INSURANCE PRACTICES (cont’d)

Employer's maximum contribution for full family medical coverage effective January 1, 2016 – dental coverage included:

Responses 84 8 16 14 13 16 17

Average $19,943 $19,598 $19,249 $20,999 $21,368 $20,334 $14,839

Median $19,608 $21,012 $19,701 $24,228 $23,328 $22,876 $15,600

Employer's maximum contribution for full family medical coverage effective January 1, 2016 – dental coverage not included:

Responses 168 18 28 33 20 24 45

Average $20,020 $20,297 $20,373 $21,228 $19,155 $17,810 $17,800

Median $19,852 $21,102 $21,417 $22,584 $19,620 $19,097 $18,419

Employer's maximum contribution for full family dental coverage effective January 1, 2016:

Responses 133 13 23 25 17 18 37

Average $1,507 $1,318 $1,371 $1,677 $1,445 $1,641 $1,504

Median $1,500 $1,273 $1,475 $1,632 $1,500 $1,561 $1,476


79


All


Bay Area


RETIREMENT PLANS

Retirement plans offered:

Responses 367 44 65 68 50 57 83

Profit Sharing - - - 1% - - -

Independent System DBP 4% - 6% 6% 2% 9% 1%

PERS DBP 56% 50% 57% 46% 40% 63% 70%

1937 Act DBP 4% - 3% 7% 4% 4% 2%

SEP IRA 2% 2% 3% 3% 2% 4% 1%

SIMPLE401(k) 2% - - 6% 2% - 2%

401(k) 5% 2% 2% 7% 8% 5% 5%

457 52% 36% 52% 50% 42% 54% 65%

Money Purchase Plan 4% - 6% 4% 10% - 1%

Other* 8% 7% 11% 7% 6% 4% 12%

No Retirement Plan Offered 16% 39% 12% 13% 22% 9% 10%

If Defined Benefit Plan (DBP), employer contribution as percentage of base salary:

Responses 154 17 26 26 15 26 44

Average 12% 11% 12% 14% 11% 12% 11%

Median 11% 10% 10% 11% 10% 11% 11%

If 401k, SEP IRA or 457, employer contribution as percentage of base salary:*

Responses 64 4 9 11 10 10 20

Average 6% 5% 6% 4% 8% 7% 5%

Median 5% 4% 5% 3% 9% 6% 3%

If 401k, SEP IRA or 457, employer contribution as dollar amount:*

Responses 30 3 4 10 1 3 9

Average $1,599 $450 $1,106 $1,803 $1,800 $1,023 $2,144

Median $650 $600 $363 $1,275 $1,800 $600 $1,500

*Additional retirement plans mentioned by respondents included 401(a), 403(b) and other DBPs. Of the employer contributions to

401k, SEP IRA or 457 accounts, 49 are matching contributions.


80


All


Bay Area



If PERS, retirement plan formula:*

Responses 201 22 36 31 20 35 57

2% at 55 43% 45% 47% 42% 30% 43% 46%

2% at 60 19% 14% 14% 13% 60% 23% 12%

2.5% at 55 14% 23% 11% 13% 5% 11% 18%

2.7% at 55 11% 5% 8% 26% - 6% 14%

3% at 60 6% 9% 6% 3% - 3% 9%

Other* 7% 5% 14% 3% 5% 14% 2%

District offers OPEB:

Responses 311 29 57 63 38 51 73

Yes 50% 48% 44% 49% 24% 51% 67%

No 50% 52% 56% 51% 76% 49% 33%

If OPEB offered, administered by PERS:

Responses 151 14 24 31 8 25 49

Yes 59% 57% 75% 39% 38% 76% 59%

No 41% 43% 25% 61% 63% 24% 41%

* Responses based on latest tier prior to the California Public Employees' Pension Reform Act (PEPRA), which took effect in January 2013.

Additional formulas mentioned by respondents included 2% at 62, 2.5% at 55, 3% at 50, and 3% at 55.


81


All


Bay Area



OPEB funding – Retiree:

Responses 144 10 27 33 15 38 21

Medical

Pre-funded 36% - 30% 36% 40% 47% 38%

Pay-as-you-go 53% 100% 52% 42% 60% 47% 57%

Both 8% - 19% 15% - 3% 5%

Dental

Pre-funded 10% - 7% 6% 13% 16% 10%

Pay-as-you-go 18% 50% 11% 12% 13% 21% 19%

Both 2% - 4% 6% - - -

Vision

Pre-funded 8% - 7% 3% 13% 13% 10%

Pay-as-you-go 16% 40% 11% 12% 13% 21% 10%

Both 1% - - 3% - - -

Other*

Pre-funded 3% - - 9% - 5% -

Pay-as-you-go 3% - - 3% - 8% 5%

Both 1% - - 3% - - -

OPEB funding – Spouse:

Responses 105 8 24 21 11 27 14

Medical

Pre-funded 34% - 25% 43% 45% 41% 36%

Pay-as-you-go 53% 100% 54% 33% 55% 52% 57%

Both 10% - 21% 19% - 4% 7%

Dental

Pre-funded 11% - 8% 10% 18% 19% 7%

Pay-as-you-go 20% 50% 13% 5% 18% 26% 29%

Both 2% - 4% 5% - - -

Vision

Pre-funded 11% - 8% 10% 18% 19% 7%

Pay-as-you-go 18% 38% 13% 10% 18% 26% 14%

Both 1% - - 5% - - -

Other*

Pre-funded 4% - - 10% - 7% -

Pay-as-you-go 4% - - 5% - 11% -

Both - - - - - - -

*Respondents also mentioned life insurance and stipends.


82


All


Bay Area


PAID TIME OFF (PTO), VACATION & HOLIDAYS

Vacation/Sick or PTO program:

Responses 368 47 65 70 49 55 82

PTO offered 21% 11% 28% 20% 27% 16% 22%

Vacation/Sick offered 79% 89% 72% 80% 73% 84% 78%

If vacation, employees can receive compensation for unused days:

Responses 279 39 45 51 35 45 64

Yes 39% 23% 42% 33% 31% 40% 56%

No 61% 77% 58% 67% 69% 60% 44%

If PTO, employees can receive compensation for unused days:

Responses 74 5 17 14 12 8 18

Yes 39% 20% 35% 50% 25% 13% 61%

No 61% 80% 65% 50% 75% 88% 39%

If PTO, district offers other paid sick leave:

Responses 75 5 17 14 12 9 18

Yes 19% 20% 12% 21% 8% 11% 33%

No 81% 80% 88% 79% 92% 89% 67%


83


All


Bay Area



Vacation accruals in days – General Manager:

Responses 219 27 30 39 25 38 60

1 year or less Average annual accrual 13 11 13 13 11 15 12

Median annual accrual 10 10 10 10 10 12 10

Average maximum allowed 24 27 23 28 23 30 18

Median maximum allowed 20 20 15 30 20 20 15

2 to 5 years Average annual accrual 14 13 14 15 13 15 13








Over 10 years Average annual accrual 21 19 20 22 20 22 21




Number of paid holidays per year Average 12 13 12 12 11 12 12

Median 12 13 12 12 11 12 12


84


All


Bay Area



Vacation accruals in days – Management:

Responses 193 23 30 32 23 31 54

1 year or less Average annual accrual 12 9 11 13 11 15 12












Over 10 years Average annual accrual 21 19 21 25 20 22 21





Median 12 13 12 12 12 12 12


85


All


Bay Area



Vacation accruals in days – Professional:

Responses 184 21 26 34 21 29 53

1 year or less

Average annual accrual 12 10 11 13 10 13 11




2 to 5 years





6 to 10 years





Over 10 years






Median 12 13 12 12 11 12 12


86


All


Bay Area



Vacation accruals in days – Administrative:

Responses 217 27 32 36 25 36 61

1 year or less





2 to 5 years





6 to 10 years





Over 10 years






Median 12 13 12 12 11 12 12


87


All


Bay Area



PTO accruals in days – General Manager:

Responses 59 4 11 14 10 7 13

1 year or less





2 to 5 years





6 to 10 years





Over 10 years






Median 12 11 12 12 12 12 12


88


All


Bay Area



PTO accruals in days – Management:

Responses 52 3 12 10 7 6 14

1 year or less





2 to 5 years





6 to 10 years





Over 10 years






Median 12 11 12 12 12 12 12


89


All


Bay Area



PTO accruals in days – Professional:

Responses 51 3 12 8 7 7 14

1 year or less





2 to 5 years





6 to 10 years





Over 10 years






Median 12 10 12 12 12 12 12


90


All


Bay Area



PTO accruals in days – Administrative:

Responses 60 4 14 12 8 7 15

1 year or less





2 to 5 years





6 to 10 years





Over 10 years






Median 12 10 12 12 12 12 12


91


All


Bay Area


SICK AND OTHER PAID LEAVE

Paid Sick Days – Management:

Responses 238 33 34 43 26 38 64

Less than 1 year Average 10 10 10 10 11 11 10

Median 12 12 12 12 12 12 12

1 year

Average 11 11 11 11 12 12 11

Median 12 12 12 12 12 12 12

2 to 5 years

Average 11 11 11 11 12 12 11

Median 12 12 12 12 12 12 12

6 to 10 years

Average 12 11 12 12 13 12 11

Median 12 12 12 12 12 12 12

Over 10 years

Average 12 11 12 13 13 12 11 Median 12 12 12 12 12 12 12


92


All


Bay Area



Paid Sick Days – Professional:

Responses 201 27 31 36 22 31 54


Median 12 12 12 12 12 12 12

1 year

Average 11 11 10 11 11 12 11

Median 12 12 12 12 12 12 12

2 to 5 years

Average 11 11 10 11 11 12 11

Median 12 12 12 12 12 12 12

6 to 10 years

Average 11 11 11 12 11 12 11

Median 12 12 12 12 12 12 12

Over 10 years

Average 12 11 11 13 12 12 11

Median 12 12 12 12 12 12 12


93


All


Bay Area



Paid Sick Days – Administrative:

Responses 233 32 34 41 26 37 63


Median 12 12 12 12 12 12 12

1 year

Average 11 11 11 11 11 12 11

Median 12 12 12 12 12 12 12

2 to 5 years

Average 11 11 11 11 12 12 11

Median 12 12 12 12 12 12 12

6 to 10 years

Average 12 11 12 12 12 12 11

Median 12 12 12 12 12 12 12

Over 10 years

Average 12 12 12 13 12 13 11

Median 12 12 12 12 12 12 12

Employees receive compensation for unused sick days:

Responses 280 41 46 51 34 44 64

Yes 17% 12% 2% 4% 18% 25% 34%

No 83% 88% 98% 96% 82% 75% 66%


94


All


Bay Area



District provides paid personal/administrative days:

Responses 368 47 65 70 49 55 82

Yes 38% 43% 37% 39% 16% 42% 44%

No 63% 57% 63% 61% 84% 58% 56%

Responses 133 19 23 27 8 23 33

General Manager Average 8 6 10 9 11 8 8

Median 8 5 8 10 9 7 7

Management

Average 7 4 8 7 6 6 7

Median 5 5 5 7 5 5 5

Professional

Average 3 3 3 5 - 2 3

Median 2 2 2 5 - - 2

Administrative

Average 3 2 2 4 - 1 3

Median 1 2 - 3 - - 1

District provides paid bereavement leave:

Responses 365 45 65 70 49 54 82

Yes 78% 73% 78% 64% 76% 85% 88%

No 22% 27% 22% 36% 24% 15% 12%

If bereavement provided, maximum number of days:

Responses 243 25 44 39 30 43 62

Average 4 3 4 4 4 4 4

Median 3 3 3 3 3 3 3


95


All


Bay Area



District provides paid jury duty:

Responses 362 44 63 69 50 54 82

Yes 84% 82% 79% 77% 78% 91% 95%

No 16% 18% 21% 23% 22% 9% 5%

Responses 290 33 48 50 36 46 77

Until Service Completed 69% 82% 73% 74% 67% 70% 58%

Maximum Number of Days 31% 18% 27% 26% 33% 30% 42%

Average 9 7 12 10 7 10 9

Median 10 8 10 10 5 9 10

District provides paid family medical leave:

Responses 359 44 63 69 49 52 82

Yes 18% 20% 8% 19% 22% 23% 18%

No 82% 80% 92% 81% 78% 77% 82%

If paid family medical leave provided, maximum number of days:

Responses 36 6 4 8 6 4 8

Average 47 42 52 50 39 60 45

Median 60 33 55 60 40 60 53


96


97

Appendices


98

Appendix A: Other Employee Benefits

Where the District pays the full cost or a portion of the cost for a benefit, does the District provide the

same level of benefit for all full-time employees regardless of employee group?

Additional benefits offered:*

Alternative work schedules/work arrangements:*

*Multiple selections possible

Yes88%

No12%

N = 339

Other 9% (includes multiple mentions of gym membership)

Vehicle/vehicle allowance 51%

Cell phone/cell phone allowance 68%

Uniforms/uniform allowance 79%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

N = 301

3 days/12 hours schedule 9%

Other 13% (includes multiple mentions of flexible scheduling)

Telecommuting 14%



0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

N = 163


99

Appendix B: Salary Increases

What types of salary increases are granted to staff?*

Do you offer employee incentive bonuses?

*Multiple selections possible

Other 10% (includes multiple mentions of negotiated MOU increases, longevity pay)

Length-of-Service/Step increases 34%

Merit/Performance-based increases 58%

Cost-of-Living increases 66%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

N = 352

Yes11%

No89%

N = 370


100

Appendix C: Salary Survey Questionnaire

Thank you for participating in the 2015-2016 California Special Districts Association (CSDA) Administrative Salary & Benefits Survey. CSDA has partnered with CPS HR Consulting with the goal of creating a final report that provides the most accurate, comprehensive, up-to-date look at salary, retirement, health benefits and more for key administrative positions.

The survey typically takes 15 to 20 minutes to complete. The survey is due by midnight on Monday, December 21. Please complete and submit the survey to:

California Special Districts Association 1112 I Street, Suite 200 Sacramento, CA 95814 Fax: 916.442.7889 [email protected]

All participants who complete the survey will receive an exclusive promotional code to receive a 20% discount when pre-ordering the 2015-2016 CSDA Salary & Benefits Survey report. In addition, participants will be eligible for a drawing to receive a full report at no cost.

Your feedback will remain confidential. Your responses will be combined with others and analyzed prior to sharing the results. The results will not include any identifying information and will be based on aggregate responses. Thank you for participating!

Your contact information will remain confidential; you may be contacted if clarification is needed

regarding your responses. Please provide your contact information below; the promotional code will be

sent to you via email after your responses are received.

Name:

Title:

Agency:

Email:

Phone:

Before returning your responses, please make a copy for your records.


101

I. District Profile

Primary county in which the District is located:

Alameda Alpine Amador Butte Calaveras Colusa Contra Costa Del Norte El Dorado Fresno Glenn

Humboldt Imperial Inyo Kern Kings Lake Lassen Los Angeles Madera Marin Mariposa

Mendocino Merced Modoc Mono Monterey Napa Nevada Orange Placer Plumas Riverside Sacramento

San Benito San Bernardino San Diego San Francisco San Joaquin San Luis Obispo San Mateo Santa Barbara Santa Clara Santa Cruz Shasta Sierra

Siskiyou Solano Sonoma Stanislaus Sutter Tehama Trinity Tulare Tuolumne Ventura Yolo Yuba

Number of Full-Time

Equivalent (FTE)* employees:

2 or fewer 3 to 5 6 to 10 11 to 20 21 to 50 51 to 100 More than 100

Approximate population or

number of customers served:

5,000 or less 5,001 to 10,000 10,001 to 25,000 25,001 to 50,000 50,001 to 100,000 100,001 to 250,000 More than 250,000

Total operating revenue for your District

as reported in your most recent audit:

$250,000 or less $250,001 to $500,000 $501,001 to $1 million $1,000,001 to $2.5 million $2,500,001 to $5 million $5,000,001 to $10 million $10,000,001 to $25 million $25,000,001 to $50 million More than $50 million

District type:

Airport AQMD/Air Pollution

Control Cemetery Community

Services/Improvement Drainage Fire Protection/Police

Flood Control/Levee Harbor/Port Healthcare/Hospital Irrigation Library Memorial Mosquito & Vector

Control

Reclamation Recreation & Park Resource Conservation Sanitary/Sanitation Transit Utility Water

Other (please specify): _____________________________________

*One full-time equivalent (FTE) equals one individual who works 40 hours per week, two individuals who each work

20 hours per week, etc.


102

II. Salary Data

This section of the survey requests salary information for the following positions:

General Manager Assistant General Manager Fire Chief and Assistant Fire Chief Police Chief and Assistant Police Chief Controller/CFO/Finance Manager HR Manager/Professional Engineering Manager/District Engineer Public Relations/Government

Affairs/Public Information Officer

Maintenance/Operations Manager Office Manager Board Secretary/Clerk Executive Assistant Information Technology Professional Customer Service Representative Accountant/Bookkeeper Administrative Assistant Office Assistant/Receptionist

A brief description is provided for each position in this survey. Please refer to position descriptions

and place employees in the position that describes responsibilities similar to those that occupy the

greatest percentage of their time. While all positions listed may not be present in your District, please

complete all that apply!

If there is no comparable position in your district, enter “NA” under the field for “Organization’s title

for position.”

Please report salary information for Full-Time Equivalent (FTE) employees only. One Full-Time

Equivalent (FTE) equals one individual who works 40 hours per week, two individuals who each work 20

hours per week, etc. Salaries should be reported as of November 1, 2015.

Salaries should be entered as annual salary. Where the actual salary information is requested.

Multiple employees in the same position. If more than one employee is in the same position, please

enter the average salary, average years in current position and average number of staff directly

supervised for all employees in the same position.

Enter rounded, whole numbers without decimal points. Do not enter "$" or "%" in your answer. Do

not enter estimated ranges (e.g., "10 to 12") - provide one number for each field.

Do not include company paid employment taxes or fringe benefits in the amounts reported.

Enter "1" under Years in Current Position if the employee has been in the position for less than one year.


103

General Manager: Serves as the Executive Officer of the District and for the Board of Directors; administers the District and has

exclusive management and control of the operations and works of the District, subject to approval by the board of

Directors; provides day-to-day leadership for the District; seeks to carry into effect the expressed policies of the

Board of Directors, including planning the short, medium and long term work program for the District; and

translates the goals and objectives of the Board to the community.

Organization’s Title

for Position (or NA)

Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Assistant General Manager:

Under the direction of the General Manager, plans, organizes and assists in the overall management and control of

the District; supervises and provides direction to the District’s division/department managers; ensures that the

goals, objectives and policies decided upon by the Board of Directors are implemented and tracks their progress;

and performs other duties and special projects as assigned by the General Manager.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Fire Chief: Plans, organizes, directs, and administers all operations of the fire department including administration (public

relations, management of budget, personnel, supplies, equipment, structures, and compliance/enforcement of

regulations, laws, policies and procedures), investigations, hazardous material response, rescue, and other

emergency services.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Assistant Fire Chief: Under the direction of the Fire Chief, assists in planning and directing the activities of the department. Manages

day-to-day operations; inspects and ensures the overall effectiveness of the department. Assures adherence to

established policies, procedures, and goals. Assumes the duties of the Fire Chief in the latter’s absence.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:


104

Police Chief:

Plans, organizes, directs, and administers all operations of the police department including administration (public

relations, management of budget, personnel, compliance/enforcement of regulations, laws, policies and

procedures), street patrol, investigations, and/or correctional operations. Provides leadership and motivation to

all police department personnel to facilitate the provision of efficient and effective public safety and ensure

maintenance of law and order.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Assistant Police Chief: Under the direction of the Police Chief, assists in planning and directing the activities of the department. Manages

day-to-day operations; inspects and ensures the overall effectiveness of the department. Assures adherence to

established policies, procedures, and goals. Assumes the duties of the Police Chief in the latter’s absence.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Controller/CFO/Finance Manager: Directs and controls the District’s financial, accounting, and treasury activities; prepares a wide variety of detailed

and analytical accounting, statistical, and narrative reports necessary for fiscal review; provides management and

the Board of Directors with expertise in the areas of fiscal planning and control, accounting, budgeting, and

investing public funds; supervises the daily work activities within accounting/bookkeeping including accounts

payable, accounts receivable, cash receipts, payroll, and general ledger; prepares monthly financial statements;

reconciles accounts; prepares special reports and analyses as required.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Human Resources Manager/Professional:

Supervises and directs all phases of the District’s personnel and employee relations program including: recruitment

and selection; classification and salary administration; employee benefits and educational programs; human

resources planning and policy development; and employee performance rating and orientation programs.

Administers a system of employee service records and other personnel records.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Is the Human Resources Manager/Professional position also responsible for management of the District’s safety program, risk management and loss control functions, liability insurance or self-insurance programs, workers’ compensation and claims administration? _____Yes _____No


105

Engineering Manager/District Engineer: Manages and provides direction for the District’s engineering needs and serves as the professional engineering

expert for the District. Organizes and directs engineering studies, reports, designs, and specifications; construction

of additions and improvements to the District’s infrastructure including operations, plant, system(s), and/or

stations; assures that the District’s capital improvements are made in a sound engineering and cost-effective

manner; works with various engineering consultants and personnel and oversees their work; and supervises and

performs a variety of duties relating to the drafting of detailed construction drawings and related maps and

specifications used in planning, maintenance and construction.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Public Relations/Government Affairs/Public Information Officer: Develops, organizes, and coordinates outreach activities, public education, community affairs, and publications;

prepares, formats and coordinates news material and other information for distribution to the communications

media, the general public, and District employees; directs the preparation of displays, speeches, brochures,

publications and other public education materials including films, video and slide shows regarding District activities

or facilities. May also include the implementation of strategies to advance legislative issues; represents the District

at meetings and hearings; prepares testimony for legislative activities.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Maintenance/Operations Manager: Plans, organizes, directs, and controls the activities of the District’s maintenance and operations including

preventive maintenance, repair and rehabilitation, and testing and inspection of operations, plant, system(s),

and/or stations; enforces safety regulations; supervises and directs the work of facilities/grounds maintenance

personnel in the construction, repair, cleaning, maintenance and inspection of District property/infrastructure.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Office Manager: Plans and directs internal supportive services for organizational effectiveness and efficiency. Ensures internal office

policies and procedures are implemented. Manages recordkeeping and filing systems, mail distribution, office

supply inventory, phone systems and office equipment; directs receptionist and other office support staff.

Coordinates purchasing and facilities management.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:


106

Board Secretary/Clerk: Serves as administrative support to the Board of Directors. Prepares agenda and attends meetings; transcribes and

edits minutes; prepares drafts of agenda items requiring action by the Board; and prepares correspondence and

maintains files on official actions of the Board. Ensures records are maintained as required by law. Fulfills other

duties as required to support the Board. Maintains high level of confidentiality.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Executive Assistant: Serves as administrative assistant/secretary to the General Manager and/or upper-level management. Duties can

include: composing correspondence and reports for the General Manager and Board; serving as a liaison between

the General Manager and division/department managers; making travel arrangements, maintaining appointment

schedules and calendars, and arranging meetings and conferences. Maintains high level of confidentiality.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Information Technology Professional: Provides information systems support and assistance to District users; acts as primary resource to District staff

regarding software, hardware, networking and/or information or computer systems questions and problems;

troubleshoots, analyzes and diagnoses specific software and hardware problems/inadequacies and resolves;

provides technical assistance to departmental systems and users; coordinates implementation of software and

hardware documentation; and delivers technical orientation to newly hired employees concerning the use of

automated systems.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Customer Service Representative: Primary duties include listening to, understanding, and responding to inquiries from customers. Researches and resolves customer complaints via phone, email, mail, or in-person; assists with errors, account questions, placement of orders, and cancellations; provides detailed information regarding services available, fees, schedules, policies, and procedures; resolves billing/payment issues; suggests solutions to customer problems.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:


107

Accountant/Bookkeeper: Under the direction of the Controller/CFO/Finance Director, processes payroll, including auditing payroll reports

and reconciling payroll records; inputs journal entries to general ledger; processes accounts receivable and

payable; prepares accounting reports as requested; prepares any necessary billings; and processes purchase

requests and orders.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Administrative Assistant: Under supervision, performs a variety of secretarial, clerical, and administrative duties for upper level

management and supporting staff; relieves staff of administrative detail such as word processing, filing, faxing and

fielding phone calls; assists in carrying out administrative policies and procedures; performs related duties as

required.



Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

Office Assistant/Receptionist: Performs routine office support duties, including answering phones and greeting walk-in customers, answering

basic inquiries. Dispenses and receives documents; explains policies and procedures; directs callers or walk-in

customers to the appropriate staff; receives and processes mail; maintains and/or updates a variety of records or

logs; prepares miscellaneous documents which can include correspondence, purchase orders, etc.; enters and

retrieves information manually or into/from a computer system; files documents.

Title for Position

(or NA)

Actual Annual

Salary

Annual Salary

Range – Min:

Annual Salary

Range - Max:

Years in current

position:

# of staff directly

supervised:

What types of salary increases are being granted to staff during your current fiscal year? Check all that apply.

Merit/Performance based increases

Cost-of-Living increases

Length-of-Service/Step increases

Other (please specify): ____________________

Do you offer employee incentive bonuses?

Yes No


108

III. Benefits

Benefits offered by the District:

Fully paid by District

Partially paid by District

Fully Paid by Employee

Is not provided

Medical - Employee

Medical - Dependents

Medical Reimbursement Plan (MERP)

Life Insurance - Employee

Life Insurance - Dependents

Dental Insurance - Employee

Dental Insurance - Dependents

Optical/Vision - Employee

Optical/Vision - Dependents

Short Term Disability Insurance

Long Term Disability Insurance

Education Assistance

Employee Assistance Program/Emotional

Wellness Plan

Section 125 Plan/Flexible Spending Account

Other (please specify below):

Other: _________________________________________________________

Where the District pays the full cost or a portion of the cost for a benefit, does the District provide the same

level of benefit for all full-time employees regardless of employee group?

Yes No

Additional benefits – please check all that are offered by your District:

Employer paid parking

Cell phone/cell phone allowance

Uniforms/uniform allowance

Vehicle/vehicle allowance



109

Alternative work schedules/work arrangements - Please check all that are offered by your District:

9 days/80 hours schedule



Telecommuting

Job sharing


IV. Health Insurance Practices

If your District provides a healthcare plan, please indicate what type(s). Check all that apply.

HSA/High Deductible

Health Maintenance Organization (HMO)

Preferred Provider Organization (PPO)

Point of Services (POS)

Self Insured


We do not offer health insurance.

If your District offers a healthcare plan, please answer the following questions, otherwise skip

to the next section (V. Retirement Plans).

Please indicate the total healthcare costs as a percent of payroll: _________%

Please indicate your District’s percentage increase for healthcare costs in 2016 over 2015 (or most

recent data): _________%

What is the employer's maximum contribution for full family medical coverage effective January 1,

2016? $_________

If dental coverage is included in medical, please check the box below:

dental cost included in medical

If dental coverage is NOT included in medical, what is the employer's maximum contribution for

full family dental coverage effective January 1, 2016?

$_________


110

V. Retirement Plans

What type of retirement plan does your District offer? Check all that apply.

Profit Sharing

Independent System Defined Benefit Plan

PERS Defined Benefit Plan

1937 Act Defined Benefit Plan

SEP IRA

SIMPLE401(k)

401(k)

457

Money Purchase plan


We do not offer a retirement plan.

Does your District offer other post-employment benefits (OPEB) to retirees?

Yes No

If you offer a PERS Defined Benefit Plan:

Enter the PERS retirement plan formula for the latest tier prior to PEPRA (to January 1, 2013):

2% at 55

2% at 60

2.5% at 55

2.7% at 55

3% at 60


If you offer an Independent System Defined Benefit Plan, PERS Defined Benefit Plan, or 1937

Act Defined Benefit Plan:

For your Defined Benefit Plan (PERS, 1937 Act, Independent System), what is the actuarially determined

Employer contribution (NOT including employee contributions paid by employer) as a percentage of base

salary? _____________%


111

If you offer a SEP IRA, Simple 401(k), 401(k), or 457 Retirement Plan, please answer the

following questions:

Please provide the Employer’s maximum contribution to the 401 K, SEP IRA, or 457:

If the maximum contribution is a percentage of base salary, enter percentage here: ____________%

If the maximum contribution is a dollar amount, enter annual dollar amount here: $___________

Indicate if this is a matching contribution below:

This is a matching contribution.

If you offer OPEB to retirees, please answer the following questions:

Are your OPEB benefits administered by PERS?

Yes No

Select the OPEB coverage available by checking the boxes:

Retiree Spouse

Pre-funded Pay-as-you-go Pre-funded Pay-as-you-go

Medical coverage

Dental coverage

Vision coverage

Other (specify

below):

Other: _______________________________________


112

VI. Leave

If your District uses a PTO program (combining vacation and sick leave), please answer the

following questions:

Does your District offer any other paid sick leave (e.g., Long-term sick leave) in addition to PTO?

Yes No

Can employees receive compensation for unused PTO days on an annual basis?

Yes No

If your District DOES NOT use a PTO program, please answer the following questions:

Can employees receive compensation for unused vacation days on an annual basis?

Yes No

Do employees receive compensation for unused sick days at the end of each service year?

Yes No

Enter the number of PTO or vacation days accrued per year for each year of service, as well as the maximum

amount that can be accrued in that particular year (indicate “0” if none -- do not leave blank):

General Manager Management Professional Administrative

Annual

Accrual

Max.

Accrual

Annual

Accrual

Max.

Accrual

Annual

Accrual

Max.

Accrual

Annual

Accrual

Max.

Accrual

1 year

2 to 5 years

6 to 10 years

Over 10 years

Number of paid

holidays per year

(including floating

holidays)

Enter the number of paid sick days; include sick leave not covered by a PTO program (indicate “0” if none -- do

not leave blank):

Management Professional Administrative

Less than 1 year on job

1 year

2 to 5 years

6 to 10 years

Over 10 years


113

Does your District provide paid personal/administrative days?

Yes No

If “yes”, indicate the maximum number of personal/administrative days:

Number of days per year

General Manager

Management

Professional

Administrative

Is bereavement leave paid for?

Yes No

If “yes”, what is maximum number of days? ___________

Is jury duty leave paid for?

Yes No

If “yes”, indicate either until service is complete or enter the maximum number of days:

Until service is complete.

Maximum number of days: ____________________

Is paid Family Medical Leave provided, separate from sick leave/PTO?

Yes No

If “yes”, what is maximum number of days? ___________

Thank you for providing your input. We appreciate any additional comments or clarification

that you wish to share before submitting your responses:

____________________________________________________________________________________________

____________________________________________________________________________________________

____________________________________________________________________________________________

____________________________________________________________________________________________

If you have any questions please contact CSDA Member Services at 877.924.2732 or [email protected]


114

Appendix D: Salary Survey Job Descriptions

GENERAL MANAGER Serves as the Executive Officer of the District and for the Board of Directors; administers the District and has exclusive management and control of the operations and works of the District, subject to approval by the Board of Directors; provides day-to-day leadership for the District; seeks to carry into effect the expressed policies of the Board of Directors, including planning the short, medium and long term work program for the District; and translates the goals and objectives of the Board to the community.

ASSISTANT GENERAL MANAGER Under the direction of the General Manager, plans, organizes and assists in the overall management and control of the District; supervises and provides direction to the District’s division/department managers; ensures that the goals, objectives and policies decided upon by the Board of Directors are implemented and tracks their progress; and performs other duties and special projects as assigned by the General Manager.

FIRE CHIEF Plans, organizes, directs, and administers all operations of the fire department including administration (public relations, management of budget, personnel, supplies, equipment, structures, and compliance/enforcement of regulations, laws, policies and procedures), investigations, hazardous material response, rescue, and other emergency services.

ASSISTANT FIRE CHIEF Under the direction of the Fire Chief, assists in planning and directing the activities of the department. Manages day-to-day operations; inspects and ensures the overall effectiveness of the department. Assures adherence to established policies, procedures, and goals. Assumes the duties of the Fire Chief in the latter’s absence.

POLICE CHIEF Plans, organizes, directs, and administers all operations of the police department including administration (public relations, management of budget, personnel, compliance/enforcement of regulations, laws, policies and procedures), street patrol, investigations, and/or correctional operations. Provides leadership and motivation to all police department personnel to facilitate the provision of efficient and effective public safety and ensure maintenance of law and order.

ASSISTANT POLICE CHIEF Under the direction of the Police Chief, assists in planning and directing the activities of the department. Manages day-to-day operations; inspects and ensures the overall effectiveness of the department. Assures adherence to established policies, procedures, and goals. Assumes the duties of the Police Chief in the latter’s absence.

CONTROLLER/CFO/FINANCE MANAGER Directs and controls the District’s financial, accounting, and treasury activities; prepares a wide variety of detailed and analytical accounting, statistical, and narrative reports necessary for fiscal review; provides management and the Board of Directors with expertise in the areas of fiscal planning and control, accounting, budgeting, and investing public funds; supervises the daily work activities within accounting/bookkeeping including accounts payable, accounts receivable, cash receipts, payroll, and general ledger; prepares monthly financial statements; reconciles accounts; prepares special reports and analyses as required.


115

HUMAN RESOURCES MANAGER/PROFESSIONAL Supervises and directs all phases of the District’s personnel and employee relations program including: recruitment and selection; classification and salary administration; employee benefits and educational programs; human resources planning and policy development; and employee performance rating and orientation programs. Administers a system of employee service records and other personnel records.

ENGINEERING MANAGER/DISTRICT ENGINEER Manages and provides direction for the District’s engineering needs and serves as the professional engineering expert for the District. Organizes and directs engineering studies, reports, designs, and specifications; construction of additions and improvements to the District’s infrastructure including operations, plant, system(s), and/or stations; assures that the District’s capital improvements are made in a sound engineering and cost-effective manner; works with various engineering consultants and personnel and oversees their work; and supervises and performs a variety of duties relating to the drafting of detailed construction drawings and related maps and specifications used in planning, maintenance and construction.

PUBLIC RELATIONS/GOVERNMENT AFFAIRS/PUBLIC INFORMATION OFFICER Develops, organizes, and coordinates outreach activities, public education, community affairs, and publications; prepares, formats and coordinates news material and other information for distribution to the communications media, the general public, and District employees; directs the preparation of displays, speeches, brochures, publications and other public education materials including films, video and slide shows regarding District activities or facilities. May also include the implementation of strategies to advance legislative issues. Represents the District at meetings and hearings; prepares testimony for legislative activities.

MAINTENANCE/OPERATIONS MANAGER Plans, organizes, directs, and controls the activities of the District’s maintenance and operations including preventive maintenance, repair and rehabilitation, and testing and inspection of operations, plant, system(s), and/or stations; enforces safety regulations; supervises and directs the work of facilities/grounds maintenance personnel in the construction, repair, cleaning, maintenance and inspection of District property/infrastructure.

OFFICE MANAGER Plans and directs internal supportive services for organizational effectiveness and efficiency. Ensures internal office policies and procedures are implemented. Manages recordkeeping and filing systems, mail distribution, office supply inventory, phone systems and office equipment; directs receptionist and other office support staff. Coordinates purchasing and facilities management.

BOARD SECRETARY/CLERK Serves as administrative support to the Board of Directors. Prepares agenda and attends meetings; transcribes and edits minutes; prepares drafts of agenda items requiring action by the Board; and prepares correspondence and maintains files on official actions of the Board. Ensures records are maintained as required by law. Fulfills other duties as required to support the Board. Maintains high level of confidentiality.

EXECUTIVE ASSISTANT Serves as administrative assistant/secretary to the General Manager and/or upper-level management. Duties can include: composing correspondence and reports for the General Manager and Board; serving as a liaison between the General Manager and division/ department managers; making travel arrangements, maintaining appointment schedules and calendars, and arranging meetings and conferences. Maintains high level of confidentiality.


116

INFORMATION TECHNOLOGY MANAGER* Responsible for managing the overall Information Technology activities for the agency; assisting in the implementation of the agency’s strategic plan, goals and objectives; hiring, training, supervising and evaluating IT professional and technical staff; and managing/overseeing large Information Technology projects and initiatives.

INFORMATION TECHNOLOGY PROFESSIONAL Provides information systems support and assistance to District users; acts as primary resource to District staff regarding software, hardware, networking and/or information or computer systems questions and problems; troubleshoots, analyzes and diagnoses specific software and hardware problems/inadequacies and resolves; provides technical assistance to departmental systems and users; coordinates implementation of software and hardware documentation; and delivers technical orientation to newly hired employees concerning the use of automated systems.

CUSTOMER SERVICE REPRESENTATIVE Primary duties include listening to, understanding, and responding to inquiries from customers. Researches and resolves customer complaints via phone, email, mail, or in-person; assists with errors, account questions, placement of orders, and cancellations; provides detailed information regarding services available, fees, schedules, policies, and procedures; resolves billing/payment issues; suggests solutions to customer problems.

ACCOUNTANT/BOOKKEEPER Under the direction of the Controller/CFO/Finance Director, processes payroll, including auditing payroll reports and reconciling payroll records; inputs journal entries to general ledger; processes accounts receivable and payable; prepares accounting reports as requested; prepares any necessary billings; and processes purchase requests and orders.

ADMINISTRATIVE ASSISTANT Under supervision, performs a variety of secretarial, clerical, and administrative duties for upper level management and supporting staff; relieves staff of administrative detail such as word processing, filing, faxing and fielding phone calls; assists in carrying out administrative policies and procedures; performs related duties as required.

OFFICE ASSISTANT/RECEPTIONIST Performs routine office support duties, including answering phones and greeting walk-in customers, answering basic inquiries. Dispenses and receives documents; explains policies and procedures; directs callers or walk-in customers to the appropriate staff; receives and processes mail; maintains and/or updates a variety of records or logs; prepares miscellaneous documents which can include correspondence, purchase orders, etc.; enters and retrieves information manually or into/from a computer system; files documents.

*IT Manager was not specified as a position in the survey, regardless, the data indicated two distinct levels: Professional and Manager. Each

position is presented separately in this report.

241 Lathrop Way Sacramento, CA 95815 916.263.3600 www.cpshr.us The 2015-2016 CSDA Administrative Salary & Benefits Survey has been prepared by CPS HR Consulting on behalf of the California Special Districts Association. Contributing authors: Jill Engelmann, Principal Consultant, and Marjorie Hertneck, Senior Marketing Analyst.

CPS HR Consulting is an innovative, client-centered human resources and management consulting firm specializing in solving the unique problems and challenges faced by government and non-profit agencies. As a self-supporting public agency, we understand the needs of public sector clients and have served as a trusted advisor to our clients for more than 75 years. For more information, visit our website at www.cpshr.us.

http://www.cpshr.us/

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CCRCD Job Descriptions

ACCOUNTANT / OFFICE ADMINISTRATOR JOB DESCRIPTION

INTRODUCTIONThis position is located in the Contra Costa Resource Conservation District office in Concord, CA. The employer is the Board of Directors of the Contra Costa Resource Conservation District, and day to day supervision will be by the Executive Director. The employee will be responsible for financial and administrative duties of the district. Must be able to work as a team player with the staff and have the ability to work with the public in a friendly and professional manner. Must be willing to complete a wide variety of duties in a productive, detailed, and organized manner.

ACCOUNTANT DUTIES

Fiscal Managementa. Full responsibility for the district financial records.b. Help develop draft annual budget with ED (April), and revisions, when necessary, for

board reviewc. Maintain monthly bank reconciliations, payables and receivables and financial reporting.d. Prepare invoices for all Grants according to the agreement, usually quarterly.e. Provide Grant Administrators with required documentation to submit invoices.f. Track and work along with Grant Administrators to ensure timely receipt of payments.g. Assist Grant Administrators with maintenance of project/grant accounting spreadsheets to

track project/grand budgets.h. Administer District’s CalCard/US Bank Visa account.i. Responsible for bi-weekly payroll through Quickbooks Intuit,, including required payroll tax

payments/reports and maintaining vacation and sick accrual.j. Work with auditor and the County Auditor-Controller Department to maintain financial

integrity throughout the fiscal year and file required reports and posting online when required, ie. Annual Audit & FTR.

k. Reconcile bank accounts monthly.l. Prepare and present monthly financial reports to Board members reporting on the

financial health of the District during monthly Board meetings.m. Participate and assist with annual audit with CPA

BOARD ADMINISTRATIVE ASSISTANT DUTIES

Assist with Monthly Board Meeting/Board of Directorsa. Set up meeting site with required supplies, if necessary.b. Prepare agenda for Board meetings, collect necessary documents and prepare Board packets.

Send out board packets in accordance to the Brown Act. c. Record minutes of the meeting and present minutes for approval at next Board meeting.d. Assist Board members in compliance with required forms and regulations: County, State

and District regulations (Form 700 Conflict of Interest Statement every year, Ethics Training & Sexual Harassment training every other year)

e. Assist directors with conference registrations, expense reimbursements, correspondence, and other miscellaneous items.

f. Assure compliance with the Brown Act and Division 9.g. Handle correspondence requirements with the county associated with Board appointments.

(Every other year in even years - start process in September) h. Communicate with county regarding any changes to the Board meetings.

OFFICE ADMINISTRATION DUTIES

Assist with Office Administrationa. Administer and maintain files related to human resources and personnel. This includes

assisting in processing new and departing employees and ongoing management of personnel files.

b. Maintain current personnel manual and policies communicating revisions with staff and ensuring policies are accessible to staff.

c. Assist the CCRCD Executive Director with general office tasks and special project requests.

d. Order supplies and equipment. Keep inventory of any fixed assets.e. Responsible for all insurance coverage and requirements.f. Complete all required federal and state forms/reports, including W2s and 1099s, 940 & 941.g. Prepare year end letter to acknowledge donorsh. Responsible for all subcontractors’ documentation and required year end reporting, 1099s.i. Responsible for Employee Benefits Administration.

• Serve as contact for SDRMA, present safety information to staff and complete safety inspections.

• Maintain Workers Compensation through SDRMA and submit timely reports as required.

• Serve as contact for 457(b) Plan and submit contributions timely.• Administer and maintain District’s employee health benefits.

j. Maintain information on all RCD office contracts and equipment.• Sublease with NRCS and equipment inventory, if any.

k. File correspondence and maintain organized filing system.

SUPERVISION

The incumbent is under the direct supervision of the Executive Director. Work will be reviewed for adherence to policy and standards. Most work is scheduled and performed without close supervision, though technical guidance and training are provided.

Desired Knowledge, Skills & Experience Knowledge of public administration requirements (familiarity with Brown Act requirements desirable). Ability to work well independently with a minimum amount of supervision and an ability to work

collaboratively with a diverse group of co-workers, participants, and partners. Ability to effectively communicate with a Board of Directors. Excellent organizational skills, including orderly record-keeping, and ability to set priorities, manage

time, work under pressure and manage multiple tasks effectively. Ability to evaluate the effectiveness of office policies and procedures and ability to modify/develop

policies and procedures as necessary. Interest in natural resource conservation in Contra Costa County.

Minimum Qualifications BA/BS from an accredited school in public administration, business administration, or a related field

and 2 years of administrative and accounting experience OR 4 years of experience with a non-profit

organization or public agency with specific experience in office management, financial systems, grant management, and human resource management.

Demonstrated proficiency with QuickBooks and ability to learn new accounting software as necessary. Ability to prepare and maintain detailed and accurate records, reports, and written correspondence. Competency with current computer technologies, including Outlook, Word, Excel, PowerPoint,

Publisher (or other desktop design software), and the Internet.

Physical RequirementsWork is performed in a normal office environment. The work requires the ability to talk, listen, observe, stoop, reach, sit, stand, move, climb and descend stairs, use repetitive motions, and traverse uneven terrain. The position requires the ability to operate a telephone, computer keyboard, copier, other typical equipment and motor vehicle, vision to read materials and a computer screen, and hearing and speech to communicate in person and over the telephone. Work requires lifting or moving up to 50 pounds. When necessary, the position requires the ability to work unusual shifts, including weekends.

Updated February 2021

Job Title: Agriculture Conservation Manager

Status: Part time to full-time

Reports to: Executive Director (ED)

Position Description

Contra Costa Resource Conservation District (CCRCD) seeks a highly motivated candidate with excellent qualifications to work with the Executive Director to develop a new Working Lands Program, which will provide technical and financial assistance to farmers, ranchers, and public and private land managers. The position requires independent initiative solving complex problems with limited resources in cooperation with a broad array of staff, partners, and clients. Employees are expected to enthusiastically support CCRCD’s public service mission to deliver voluntary conservation on working landscapes. The ideal candidate is a team player with a diverse skill set who demonstrates integrity, high standards, and a passion for generating enduring conservation results. We anticipate hiring a full-time position, however, a part time position may be considered for the right candidate.

Primary Responsibilities and Duties.

UWorking Lands ProgramU. Work with the Executive Director and agency partners to:

• Survey local agricultural producers to assess demographics, resource concerns, and adoption of conservation practices

• Recruit local farmers to implement demonstration projects that improve soil health, irrigation efficiency, water quality, water retention, and yield other natural resource benefits

• Establish CCRCD as an active hub of the CA Soil Health Network • Research and develop tools to support carbon beneficial practices on Contra Costa farms,

ranches, and other working lands • Research and develop policies to help County departments and local municipalities incorporate

working lands (e.g. farms, ranches, urban ag.) into green infrastructure plans, climate action plans, and watershed plans

• Organize technical workshops for farmers, ranchers, private landowners, public agencies, and homeowners to increase awareness of stewardship practices that protect soil, water, and habitat and improve watershed health

• Serve as CCRCD liaison and staff support to the San Joaquin Delta Water Quality Coalition, Contra Costa Farm Bureau, University of California, Cooperative Extension, reclamation districts, irrigation districts, local fire-safe councils, weed management areas, and other community groups

• Raise awareness of Contra Costa agriculture and improve urban-rural connections, by developing initiatives such as re-engaging the Contra Costa Food Systems Alliance, supporting County development of an agricultural ombudsman program, and/or working with partners to expand local, urban agriculture programs

• Assist other staff with CCRCD’s Watershed Program • Support emerging urban agriculture initiatives in Western and Central Contra Costa

• Provide permitting assistance to enrolled landowners in the Voluntary Local Program for threatened and endangered species permits, 1600 Streambed Alteration Agreement permits, and Regional Water Quality Control Board Waste Discharge Requirements (WDR) permits

Project Management. Work with CCRCD Staff, USDA Natural Resources Conservation Service (NRCS), and local partners to:

• Identify fundraising opportunities, prepare grant proposals, and manage grant agreements for projects and programs.

• Hire and manage consultants and contractors, including RFPs, contracting, and enforcement of scope, budget and timeline.

• Obtain and manage regulatory permits, CEQA compliance, water rights, and landowner agreements for projects.

• Conduct field work to assess site conditions, plan projects, verify contract and permit compliance, and monitor resources.

• Prepare progress reports and financial updates for landowners, funders, regulatory agencies, ED, and board.

CCRCD Program Support. Carry out administrative, education, and outreach for the Working Lands Program, including:

• Organize an annual local workgroup meeting with CCRCD and NRCS to identify local resource concerns.

• Develop and deliver presentations at community events, meetings, and workshops. • Prepare compelling written and visual content for annual report, publications, website, social

media, and presentations. • Assist ED and Board with strategic plan, organizational policies, and new project development.

Desired Knowledge, Skills, and Experience

• Advanced degree in soil science, biological or physical sciences, agricultural or range management, or closely related field

• Professional certification as an NRCS Conservation Planner, Certified Crop Advisor, Licensed Agricultural Pest Control Advisor, Certified Range Manager, Watershed Planner, or other Land Management Qualifications

• Experience with resource assessments, watershed/land management planning, or implementation of conservation practices

• Proficiency with ArcGIS modeling, scientific study design and statistical sampling, and/or field monitoring skills

• Working knowledge of California specialty crops, livestock production, and/or direct agricultural experience

• Working knowledge of email design platforms such as, but not limited to MailChimp

Minimum Qualifications

• Graduation from a four-year college or university with a degree in natural sciences, resource management, civil engineering, or related field and three years professional experience in a related field. Advanced degree may substitute for experience

• Excellent two-way communication skills, strong writing skills, and demonstrated public speaking ability

• Ability to work independently with a minimum supervision and work cooperatively with diverse stakeholders

• Strong organizational skills, including ability to prioritize daily and long-term objectives, manage complex multi-organizational projects effectively, and meet deadlines. Attention to detail and exceptional follow-up skills are critical.

• Competency with current computer technologies, including MS Outlook; Word; Excel; PowerPoint, and GPS/ArcGIS mapping

• California driver’s license and a clean driving record

Work Environment

Work and office hours are typically during business hours; however, the position requires periodic work during early morning, evening, and weekend hours to fulfill client, partner, and CCRCD needs. The primary place of employment is the Contra Costa NRCS/CCRCD Field Office in Concord, CA. Public speaking at meetings and large community events is required. Field work may be required. Local travel within Contra Costa County and occasionally within the greater Bay Area and Sacramento-San Joaquin Delta is required. Per CCRCD’s personnel policy, employment is at-will.

Physical Requirements

The primary workplace is an office with moderate noise level. Long hours required at a computer under artificial lighting. Repetitive hand use, eye/hand coordination, and extended periods of sitting or stationary activity in front of a screen is required. Periodic field work requires the ability to hike up to 2 miles over uneven terrain, in remote areas, with exposure to a wide range of adverse weather conditions (heat, cold, wind, rain, etc.) and to safely operate 4WD, standard transmission vehicle.

Compensation

CCRCD offers a competitive salary commensurate with experience, with an expected pay range between $26-$35/hour depending on qualifications and experience. Employees working 30-40 hours per week receive 100% medical coverage, pro-rated holiday, sick, and vacation benefits, and access to a voluntary deferred compensation program. Employees working 20+ hours per week receive pro-rated medical, holiday, sick, and vacation benefits. Program positions are grant-funded and currently funded for a period of 12-months with excellent opportunity for continued employment.

To Apply

If interested, please send a cover letter, resume, and CCRCD’s job application to the attention of Patty Pell, at [email protected]. Additional information is posted on the CCRCD website at http://www.ccrcd.org/.

The recruitment process may consist of, but is not limited to, an evaluation of the applicant’s qualifications, one or more interviews, and a written exam.

mailto:[email protected]

http://www.ccrcd.org/

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JOB DESCRIPTION

Job Title: Digital Communications Manager Status: Part-time (20-25 hrs) Reports to: Executive Director (ED) Position Description The Digital Communications Manager is in charge of all promotional print media, website production and updates, social media marketing, developing graphic assets and other content creation, photography, videography, video editing and production, and IT issues (for all staff), all while promoting the CCRCD’s brand awareness and mission statement. This role involves the latest technical and marketing strategies, educational development, and flexibility allowing for alternative creative directions as well as changes in project priorities. The Digital Communications Manager is expected to demonstrate integrity, ownership, high standards, quality output, be a team player, and a commitment to the CCRCD. In addition, the position requires attendance and participation at meetings and events deemed relevant to the role or as a staff member. On the other side of this role are times when you are asked as a staff member to participate in fundamental projects that do not call for your skill set at all, which may be anything from landscape labor, planting, environmental cleanups, trash assessments, or other assistance with other staff projects and/or events. Everyone helps everyone. Role Summary The Digital Communications Manager is responsible for the strategic design, implementation, and management of a range of on-line & off-line communication strategies targeting our growing audience, volunteers, and environmentally concerned community members. Primary Responsibilities and Duties

• Develop strategic communications planning for dissemination of marketing content • Create, adapt, improve, and optimize web communication for SEO and organic and keyword search • Manage the CCRCD branding • Develop/maintain social media profiles and quality content for posts and articles • Optimize print, and social media campaigns to generate interaction and brand exposure • Continue to build and maintain CCRCD’s online reputation


• Experience in designing and producing signage, booklets, posters, videos, and presentations among other skills • Proficiency with Photoshop, Illustrator, InDesign, Premiere Pro, Webflow, Google Suite admin, MS Office Suite • 1-3 years of experience in Digital Marketing • 3-5 years of experience in Adobe graphics and video applications • Knowledge of Search Engine Optimization (SEO) • Knowledge in the latest digital and social media technology and channels • Copywriting and copyediting • Knowledge of Facebook, YouTube, and Instagram; • Excellent knowledge of English (both speaking and writing)


• Graduation from a four-year college or university or equivalent in professional experience. • Project and deadline management skills

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• Ability to work independently with minimal supervision. • Ability to work cooperatively with diverse stakeholders. • Strong organizational skills, including the ability to prioritize daily and long-term objectives, manage complex multi-

organizational projects effectively, and meet deadlines. Attention to detail and reliable follow-up skills are critical. • Competency with Microsoft Office (Outlook, Word, Excel, PowerPoint) and Google Suite. • Highly motivated, quick-learner, self-starter • Must be able to present ideas, work in progress, and final art to colleagues • Must be able to except constructive criticism and collaboration from colleagues • California driver’s license and a clean driving record.

Work Environment Work and office hours are typically during business hours, however, the position requires periodic work during early morning, evening, and weekend hours to fulfill client, partner, and CCRCD needs. The primary workplace is the Contra Costa NRCS/CCRCD Field Office in the City of Concord, California. There is a possibility that you will be required to work from a home-office that utilizes internet and is setup for online meetings. Local travel within Contra Costa County and occasionally within the greater Bay Area and Sacramento-San Joaquin Delta is required. Per CCRCD’s personnel policy, employment is at-will. Physical Requirements The primary workplace is an office with moderate noise level. Long hours required at a computer under artificial lighting. Repetitive hand use, hand/eye coordination, and extended periods of sitting or stationary activity in front of a screen is required. The ability to hike up to 2 miles over uneven terrain, in remote areas, with exposure to a wide range of adverse weather conditions (heat, cold, wind, rain, etc.), and to safely climb steep creek embankments may be required. Ability to lift 15 lbs is required. When out in the field, you may be required to carry photographic and video equipment.

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JOB DESCRIPTION

Job Title: Watershed Conservation Coordinator (Lisa Damerel) Status: Semi-Full-Time Reports to: Executive Director (ED) Position Description The Watershed Conservation Coordinator manages watershed stewardship programs, conservation/restoration projects, special projects, and community outreach for assigned watersheds/partner groups. The Coordinator also provides CCRCD program support, as needed. The position requires attendance and participation at meetings and events in all Contra Costa County watersheds and for all CCRCD-supported groups—the rationale being that this Coordinator gains a unique, wide-ranging understanding of conservation/restoration initiatives, groups, and issues across the County and can provide specialized assistance accordingly. The position requires independent initiative to solve complex problems with limited resources in cooperation with CCRCD staff, partners, and clients. The Coordinator enthusiastically supports the CCRCD’s public service mission to facilitate conservation and stewardship of the County’s natural resources. The Coordinator is a team player with a diverse skill set who demonstrates integrity, a strong work ethic, high standards, and a personal commitment to enduring conservation results. Primary Responsibilities and Duties

Watershed Coordination—30% • Organize and implement stewardship activities including creek cleanups, trash assessments, restoration/volunteer

work days, and tabling at events. • Organize and facilitate events (e.g., workshops, webinars, tours) for watershed groups, the public, and CCRCD staff

members. These may include, but are not limited to, California Coastal Cleanup Day events, Martin Luther King Jr. Day of Service events, Earth Day/Week events, and May Watershed Awareness Month events.

• Inform/educate the public about current watershed issues and other environmental topics. • Train volunteers in local creek groups to practice, and ideally lead, stewardship of their local creeks/watersheds. • Assist volunteers who approach the CCRCD to plan and/or perform environmentally-focused community service and

restoration projects. These volunteers may include scouts, school or church groups, clubs, National Charity League members, etc.

• Participate in meetings of watershed councils and creek groups throughout incorporated and unincorporated areas of Contra Costa County (including, but not limited to, Walnut Creek, Danville, Martinez, San Pablo, Pinole, Port Costa, Crockett, Oakley, Knightsen, and Brentwood).

o Participate in Contra Costa Watershed Forum and executive committee meetings. o Participate in Walnut Creek Watershed Council (WCWC) and executive committee meetings. o Participate in Alhambra Watershed Council and Friends of Alhambra Creek meetings. o When feasible and/or requested, participate in Carquinez Watershed Council, Carquinez Recover the Waterfront

Committee, and Friends of Pinole Creek Watershed meetings. • Provide support (including grant-writing assistance, outreach, and event facilitation) for WCWC sub-groups, Alhambra

Watershed Council sub-groups, and other groups, as requested. • Visit creeks, gardens, parks, farms, and other sites to assess conservation opportunities, to learn about in-progress or

completed restoration projects, and to communicate with landowners and land managers regarding site-specific natural resource issues.

• Actively seek out opportunities to strengthen existing watershed-focused partnerships and start new, fruitful partnerships. This may involve participating in or facilitating strategic meetings with the CCRCD ED, Board, and/or staff; drafting MOUs and/or letters of support; and organizing meetings and/or phone calls with potential partners.

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CCRCD Program Support—20% • Assist the CCRCD ED, staff, and Board with new program development. • Identify fundraising opportunities and prepare grant proposals. • Attend workshops, conferences, and webinars to gain knowledge of conservation topics and watershed issues. • In collaboration with the CCRCD ED, manage publication of the CCRCD newsletter. This includes brainstorming effective

newsletter content, writing articles, editing articles, writing and/or editing newsletter email blasts, procuring photos and captions, and assisting with online layout.

• Regularly take photos at events and upload photos to the CCRCD server. • Regularly provide content to the CCRCD social media coordinator for use on the CCRCD website and/or social media. • Write and edit articles for the CCRCD Annual Report. • Create and deliver presentations about CCRCD programs and projects at CCRCD Board meetings, community events,

meetings, and workshops. • Provide support for CCRCD fundraising events and campaigns. • Prepare monthly staff reports for the CCRCD ED and Board. ARRT Coordination—20% • Provide administrative support for the WCWC sub-group, the Arundo Removal and Replacement Team (ARRT). • Provide planning and outreach assistance to ARRT sub-groups for ARRT activities and events. • Serve as the public relations and media coordinator for the ARRT, including researching, documenting, and

communicating with media contacts; writing and issuing press releases; and archiving ARRT media coverage. • Maintain an archive of ARRT project photos, plans, permits, and other documents. • Help the ARRT organize and facilitate meetings and workshops to educate the public about Arundo and the impact of

the invasive species on our watersheds. • Participate in Arundo monitoring, mapping, and removal activities.

CREEC Support—15% • Provide administrative support to the Carquinez Regional Environmental Education Center (CREEC) Board of Directors. • Participate in monthly CREEC Board meetings. • Provide outreach and marketing assistance for CREEC activities and events. • Organize and facilitate special events at CREEC. These may include cleanups, tree-plantings, plant sales, and socials. • Assist CREEC in fundraising efforts, including fundraising campaigns, tabling at events, and preparing grant proposals. • Assist CREEC with grant management. • Post updates to CREEC’s social media platforms and website. • Let the public know about CREEC and how they can get involved.

Monarch Conservation Program & Community Small Grants Program Management—15% • Develop and manage an active monarch/pollinator conservation program at the CCRCD.

o Build relationships with monarch experts and attend webinars/lectures to increase working knowledge of monarch biology, threats, and conservation practices.

o Participate in local and regional monarch conservation meetings (including, but not limited to, quarterly district-wide EBRPD Monarch Projects meetings and Bay Area Monarch Work Group meetings).

o Locate funding sources and apply for grants to fund monarch conservation projects. o Aim to work monarch conservation practices into CCRCD projects and grant proposals that are not centered on

monarch conservation. o Participate in hands-on monarch conservation activities that may include, but are not limited to, insect and plant

monitoring, seed collection, planting, habitat restoration and construction, and butterfly rearing. o Provide guidance for CCRCD staff members who participate in monarch conservation activities.

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• In collaboration with the CCRCD ED, develop and manage a community small grants program. o Create an overarching mission for the grant program and develop a grant cycle timeline. o Craft a grant application (with criteria and rubrics). o Create and manage the internal grant workflow. o Perform outreach to spread the word about the new grant program. o Provide public relations support, including writing and issuing press releases and responding to members of the

press and the public, as needed. o Intake grant applications and help determine which projects should be funded, according to the grant rubrics. o Meet with grantees and regularly follow up with them to ensure they perform proper grant management.

Desired Knowledge, Skills, and Experience • Bachelor’s degree with coursework and/or certificates in watershed management, natural sciences,

botany/horticulture, biology, resource management, public policy, nonprofit management, and/or a related field. • Proficiency with WordPress, Weebly, Canva, and Adobe Creative Suite. • Working knowledge of the flora and fauna of terrestrial, wetland, and aquatic habitats of Northern California and the

East Bay. • Familiarity with ESRI Arc GIS (and related apps) and community science apps (iNaturalist, eBird, Calflora, etc.). • Knowledge of and respect for federal, state, and local environmental policies and regulations. Minimum Qualifications • Graduation from a four-year college or university and at least three years of professional experience. • Sufficient academic, professional, and/or volunteer experience to acquire a working understanding of key physical and

biological processes influencing watershed functions and the consequences for land management. • Excellent communication skills, strong writing skills, and demonstrated public speaking ability. • Experience leading volunteers and respect for diverse backgrounds and perspectives. • Ability to work independently with minimal supervision. • Ability to work cooperatively with diverse stakeholders. • Strong organizational skills, including the ability to prioritize daily and long-term objectives, manage complex multi-

organizational projects effectively, and meet deadlines. Attention to detail and reliable follow-up skills are critical. • Competency with Microsoft Office (Word, Excel, PowerPoint) and Google Suite. • California driver’s license and a clean driving record. Work Environment Work and office hours are typically during business hours, however, the position requires periodic work during early morning, evening, and weekend hours to fulfill client, partner, and CCRCD needs. The primary workplace is the Contra Costa NRCS/CCRCD Field Office in the City of Concord, California. Public speaking at meetings and large community events is required. Fieldwork is required. Local travel within Contra Costa County and occasionally within the greater Bay Area and Sacramento-San Joaquin Delta is required. Per the CCRCD’s personnel policy, employment is at-will. Physical Requirements The primary workplace is an office with moderate noise level. Long hours required at a computer under artificial lighting. Repetitive hand use, hand/eye coordination, and extended periods of sitting or stationary activity in front of a screen is required. The ability to hike up to 2 miles over uneven terrain, in remote areas, with exposure to a wide range of adverse weather conditions (heat, cold, wind, rain, etc.), and to safely climb steep creek embankments may be required. Ability to lift 15 lbs is required.

EMPLOYMENT OPPORTUNITY

Job Title: Watershed Conservation Manager (Elissa Robinson) Status: 3/4 to full-time Reports to: Executive Director Application Deadline: TBD Position Description: CCRCD seeks a highly motivated employee to manage projects and provide technical assistance related to soil, water, and habitat on rangeland, farmlands, and urban watersheds. This position requires ability to analyze and solve complex problems related to hydrology, water quality, soil science, biology, agriculture, watershed management, and environmental regulations. The employee must be capable of independent initiative, while also working cooperatively with a diverse array of clientele, partners, and staff, particularly our primary partner, the Natural Resources Conservation Service (NRCS). Employees must serve as a positive role model for other employees, partners, and constituents by supporting the mission, vision, and values of CCRCD. The ideal candidate will be a team player with a diverse skill set and an internal drive to demonstrate the highest standards of quality, thoroughness, and integrity in the performance of their work, in order to deliver lasting conservation results for our partners and clients. Primary Responsibilities • Administer contract with Contra Costa County Flood Control District. Manage programs outlined in agreement, including

Walnut Creek Watershed Council, Contra Costa Watershed Forum, Marsh Creek Watershed Council, Quadrennial Contra

Costa Watershed Symposium, and other activities as needed.

• Assist in implementing the Prop 1 water needs to disadvantaged communities in Bay Point, Pittsburg and Antioch. And

developing project proposals for implementation.

• Participate in programs to increase Justice, Diversity, Equity, and Inclusion.

• Cultivate relationships with elected officials, boards and agencies to increase awareness of CCRCD projects and engagement

opportunities.

• Coordinate Bay-Delta region meetings when hosted by CCRCD.

• Prepare compelling written and visual content for annual report, publications, website and social media sites.

• Assist local watershed groups, CCRCD watershed coordinators, and community volunteers, as needed.

• Conduct fundraising, cultivate donors, prepare grant proposals, and manage funding agreements.

• Prepare permit applications, CEQA documents, landowner agreements, and water rights applications for projects.

• Prepare reports for landowners, funders, and regulatory agencies.

• Develop and deliver presentations about CCRCD projects at community events, meetings, and workshops.

• Organize technical workshops on resource conservation for farmers, ranchers, public land managers, rural and urban

landowners, and general public. Organize annual local workgroup meeting for CCRCD and NRCS.

• Coordinating with CARCD and BIPOC Committee

JOB DESCRIPTION

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Job Title: Watershed Conservation Manager (Lisa Anich) Status: Part-time (15-20 hours/week) Reports to: Executive Director (ED) Position Description The Watershed Conservation Manager manages the CCRCD internship program, coordinates watershed stewardship programs, and supports other CCRCD programs as needed. The position requires independent initiative solving complex problems with limited resources in cooperation with a broad array of staff, partners, and clients. Employees are expected to enthusiastically support CCRCD’s public service mission to deliver voluntary conservation on working landscapes. The ideal candidate is a team player with a diverse skill set who demonstrates integrity, high standards, and a personal commitment to enduring conservation results. Primary Responsibilities and Duties:

Watershed Conservation Coordination (40%) 1) Provide administrative support for local watershed councils and committees.

a) Coordinate watershed group meetings; b) Build partnerships with other organizations; c) Organize activities and events for watershed groups and the general public; d) Develop educational materials to inform the public about current watershed issues; e) Recruit and train volunteers for water quality monitoring, outreach, and other stewardship activities; f) Identify fundraising opportunities, prepare grant proposals, and manage grant agreements.

2) Organize and implement creek and shoreline cleanups. a) Schedule clean-ups and obtain permission from landowners and/or permits; b) Arrange for trash pick-up and/or dumpsters; c) Publicize clean-ups, manage volunteer sign-up sheets, prepare and distribute volunteer waivers; d) Lead the cleanup: delegate tasks to volunteers, organize supplies and refreshments, take photos; e) Follow up by submitting trash tallies, analyzing trends, and reporting back to community; f) Assist CCRCD with trash assessments, as needed.

CCRCD Grant-Funded Watershed Conservation Programs (30%) Work with CCRCD staff and organizational partners to implement programs (for example, street sweeping monitoring).

• East County Water Needs Assessment: identify local water priorities and projects that address water-related issues in disadvantaged communities and develop funding proposals. Make presentations, collect paper and online surveys, and organize listening sessions with small groups. Implement the Bay Area Regional Tap Water Testing Program locally. Participate in planning meetings, contract preparation, and invoicing.

Restoration Project Inspections and Monitoring (5%) • Inspect the Pinole Creek Fish Passage Project in accordance with the Operations and Maintenance Manual following all

“high flow events” and annually prior to the onset of winter rains; • Involve volunteers in monitoring and inspections; • Prepare and distribute annual inspection reports to CalTrans and Contra Costa Flood Control District; Distribute

EBMUD’s 2019 monitoring report to regulatory contacts (NOAA, CA DFW, SWRCB).

Action Conservation Team - Volunteer Program Coordination (15%) • Work with CCRCD staff to identify intern/volunteer opportunities; • Develop internships that are suited to interns’ learning objectives in five focus areas: communications/outreach,

watershed conservation, working lands management, environmental monitoring, and environmental education; • Recruit volunteers, answer inquires, and provide orientation for interns; • Log volunteer hours and follow schools’ requirements for interns who elect to earn academic credit;

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• Survey interns to determine effectiveness of ACT program; • Build a network of partner organizations; • Seek funding for program and paid internships.

CCRCD General Operations and Fundraising (10%) • Assist with other CCRCD fundraising events as needed; • Assist CCRCD ED, staff, and board with strategic plan and new program development; • Develop and deliver presentations about CCRCD projects at community events, meetings, and workshops; • Prepare progress reports and financial updates for CCRCD ED and Board.

STREAM Summer Camp • Organize and implement a summer camp for 3rd to 5th grade girls with a theme of Science, Technology, Restoration,

Engineering, Arts and Math (STREAM). • Advertise the camp to local schools and community groups. • Recruit women scientists to share their expertise with students. • Gather evaluations by camp participants and parents. Desired Knowledge, Skills, and Experience • Bachelor’s degree in watershed management, natural sciences, resource management, civil engineering, public policy,

hydrology, ecology, soil science, agriculture, or closely related field. • Proficiency with water quality monitoring equipment. • Working knowledge of the flora and fauna of terrestrial, wetland, and aquatic habitats of northern CA and the East Bay. • Knowledge of and respect for federal, state, and local environmental policies and regulations. • Competency with ESRI Arc GIS. Minimum Qualifications • Graduation from a four-year college or university and three years professional experience. • Sufficient academic, professional and/or volunteer experience to acquire a thorough understanding of key physical and

biological processes influencing watershed functions and the consequences for land management. • Excellent two-way communication skills, strong writing skills, and demonstrated public speaking ability. • Experience leading volunteers and respect for diverse backgrounds and perspectives. • Ability to work independently with a minimum supervision. • Strong organizational skills, including ability to prioritize daily and long-term objectives, manage complex multi-

organizational projects effectively, and meet deadlines. Attention to detail and follow-up skills are critical. • Competency with current computer technologies, including MS Outlook; Word; Excel; PowerPoint. • California driver’s license and a clean driving record. Work Environment Work and office hours are typically during business hours, however, the position requires periodic work during early morning, evening, and weekend hours to fulfill client, partner, and CCRCD needs. The primary place of employment is the Contra Costa NRCS/CCRCD Field Office in the City of Concord, California. Public speaking at meetings and large community events is required. Field work may be required. Local travel within Contra Costa County and occasionally within the greater Bay Area and Sacramento-San Joaquin Delta is required. Per CCRCD’s personnel policy, employment is at-will. Physical Requirements The primary workplace is an office with moderate noise level, with and periodic field work. Long hours required at a computer under artificial lighting. Repetitive hand use, eye/hand coordination, and extended periods of sitting or stationary activity in front of a screen is required. The ability to lift 20 lbs. The ability to hike up to 2 miles over uneven terrain, in remote areas, with exposure to a wide range of adverse weather conditions (heat, cold, wind, rain, etc.), and to safely climb steep creek embankments may be required.

Job Description Watershed Program Manager/Fundraising Coordinator

Job Title: Watershed Conservation Manager / Fundraising Coordinator Status: Part time to full-time Reports to: Executive Director (ED) Position Description Contra Costa Resource Conservation District (CCRCD) seeks highly motivated candidates with excellent qualifications to manage conservation projects, conduct community outreach, and provide technical assistance watershed stewardship programs. Requires independent initiative solving complex problems with limited resources in cooperation with a broad array of staff, partners, and clients. Employees are expected to enthusiastically support CCRCD’s public service mission to deliver voluntary conservation on working landscapes. In. addition, this position will include fundraising activities including, but not limited to, creating fundraising programs and events, coordinating donation and membership drives, and seeking funding from local and national Industrial and business partners. The ideal candidate is a team player with a diverse skill set who demonstrates integrity, high standards, and a personal commitment to enduring conservation results. We anticipate hiring a full-time position; however, a part time position may be considered for the right candidate. Primary Responsibilities and Duties

Watershed Coordination. Coordinate CCRCD’s watershed projects, including: • Coordinate meetings of local watershed councils and committees. • Organize and implement stewardship activities including creek cleanups, restoration work days, and watershed monitoring. • Recruit and train volunteers in local creek groups to take a leadership role in stewardship of their local watershed. • Organize public events and technical workshops for watershed groups, land managers, agencies, and the general public.

Project Management. Work with CCRCD staff and local partners to: • Implement conservation projects such as watershed restoration projects along urban creeks, and green infrastructure. • Identify fundraising opportunities, prepare grant proposals, and manage grant agreements for projects and programs. • Assist in managing consultants and contractors, which may include preparing requests for proposals, soliciting bids, negotiating

agreements, and managing contracts, including enforcement of scope, budget, and timeline. • Conduct field work to assess site conditions, plan projects, verify contract and permit compliance, and monitor resources. • Obtain and manage regulatory permits, CEQA compliance, water rights, and landowner agreements for projects. • Prepare progress reports and financial updates for landowners, funders, regulatory agencies, ED, and Board.

Outreach, Education, and Technical Assistance. Carry out CCRCD program responsibilities, including: • Participate in local weed management areas, water quality coalitions, and other community groups. • Organize technical workshops for volunteers and general public. • Develop and deliver presentations about CCRCD projects at community events, meetings, and workshops. • Prepare compelling written and visual content for annual report, publications, website, and social media sites. • Develop and operate stakeholder outreach database. • Work with ED and staff to assist in designing and executing programs in support of the CCRCD mission. • Assist ED and Board with strategic plan, organizational policies, and new program development.

Fundraising Coordination. Carry out CCRCD program responsibilities, including: • Participate in community group outreach with focus on fundraising opportunities. • Organize fundraising/membership events to assist with funding of programs. • Develop and deliver presentations about CCRCD projects at community events, meetings, and workshops. • Prepare compelling written and visual content for annual report, publications, website, and social media sites.

Job Description - Contra Costa Resource Conservation District Page 2 of 2

• Develop and operate donor and member outreach database. • Organize media events to publicize CCRCD programs and projects. • Work with ED and staff to assist in designing and execute fundraising events in support of the CCRCD mission


• Advanced degree in watershed management, hydrology, ecology, soil science, agriculture, or closely related field. • Professional certification in watershed facilitation, water quality monitoring, regulatory compliance, or related specialties.

Proficiency with water quality monitoring equipment. • Experience in membership, individual giving, corporations, and large/small events • Understanding of local political climate and ability to interface with governmental staff. • Proficiency with Microsoft Office products, Adobe products, Web design, Photoshop, HTML, and/or statistics. • Working knowledge of the flora and fauna of terrestrial, wetland, and aquatic habitats of northern CA and the East Bay.


• Graduation from a four-year college or university with a degree in watershed management, natural sciences, resource management, civil engineering, public policy, or related field and three years professional experience in a related field.

• Understanding of key ecological processes influencing local watershed functions and the consequences for land management. • Knowledge of and respect for federal, state, and local environmental policies and regulations. • Excellent two-way communication skills, strong writing skills, and demonstrated public speaking ability. • Grant seeking and writing experience including the ability to engage community for grant support. • Ability to work independently with a minimum supervision and work cooperatively with diverse stakeholders. • Strong organizational skills, including ability to prioritize daily and long-term objectives, manage complex multi-organizational

projects effectively, and meet deadlines. Attention to detail and exceptional follow-up skills are critical. • California driver’s license and a clean driving record.

Work Environment Work and office hours are typically during business hours; however, the position requires periodic work during early morning, evening, and weekend hours to fulfill client, partner, and CCRCD needs. The primary place of employment is the Contra Costa NRCS/CCRCD Field Office in the City of Concord, California. Public speaking at meetings and large community events is required. Field work is required. Local travel within Contra Costa County and occasionally within the greater Bay Area and Sacramento-San Joaquin Delta is required. Per CCRCD’s personnel policy, employment is at-will. Physical Requirements The primary workplace is an office with moderate noise level, with and periodic field work. Long hours required at a computer under artificial lighting. Repetitive hand use, eye/hand coordination, and extended periods of sitting or stationary activity in front of a screen is required. The ability to hike up to 2 miles over uneven terrain, in remote areas, with exposure to a wide range of adverse weather conditions (heat, cold, wind, rain, etc.), and to safely operate 4WD, standard transmission vehicle, may be required. Compensation CCRCD offers a competitive salary commensurate with experience, with an expected pay range between $26-45/hour depending on qualifications and experience. Employees working 30-40 hours per week receive 100% medical coverage, pro-rated holiday, sick, and vacation benefits, and access to a voluntary deferred compensation program. Employees working 20+ hours per week receive pro-rated medical, holiday, sick, and vacation benefits. Program positions are grant-funded and currently funded for a period of 12-months with excellent opportunity for continued employment. == Last updated, January 2021 ==

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