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Home My WebLink About21 Comp and Class Studyw � ACTION To: Board of Directors From: Kim Harris Date. April 04, 2018 Subject: Consideration of the 2017 Unrepresented Employee Compensation Study and Approval of Wage Ranges 1. WHY THIS MATTER IS BEFORE THE BOARD The 2017 Compensation Study requires Board review and approval of recommended unrepresented employee wage ranges. 2. HISTORY In order to hire and maintain a qualified workforce and ensure a competitive compensation package, the Board directed staff to have a salary study performed for the management and technical positions at the District. A Request for Proposal was distributed in March 2017 and awarded by the Board to Bryce Consulting in June 2017. 3. NEW INFORMATION Staff reviewed the 2017 Compensation Study from Bryce Consulting (report attached). The consultant's report addressed issues such as compaction and the relationship between positions. Based on staff's evaluation, along with direction from the Board, the following additional items were factored into staff's recommendation which are reflected in the proposed updated Unrepresented Employee Wage Ranges (attached). • Industry standards are such that positions reporting to the General Manager are better described as Directors. • Administrative Services Director • Electric Utility Director • Human Resources/Risk Director • Information Technology Director/CIO • Public Information Off icer/Stragetic Affairs Director • Water Utility Director • Adjust the Bryce Consulting salary recommendations as follows: Salary Study Staff Recommendation Number of Positions Recommended Change Affected less than 5% of No wage range change 11 increase/decrease 5% to 10% of Adjust to the 6 increase/decrease recommended range Greater than 10% of Adjustment to range not to 7 increase/decrease exceed 10% • Positions with wage ranges identified to decrease, allow current wage range for employees in those ranges to be Y-rated and remain the same. • The Electric Department reorganizaiton identifies that the Assistant General Manager/Power Supply Engineer/Electric Utility Manager position will be modified and then eliminated upon the departure of Mr. Hollabuagh in 2018. It is recommended that this position receive an increase to address the Bryce Consulting recommended salary adjustment, but due to the modification of duties, limit that increase to 5%. • Make the changes to the wage ranges retroactive to the beginning of this pay period, March 31, 2018. • Continue with the annual performance review process with the forms 4. FISCAL IMPACT The fiscal impact for FY18 with adjusting the wage ranges on March 31, 2018 is $67,000. Sufficient funds exist in the approved FY18 & FY19 budgets. Future fiscal impoacts to be considered the the District's budget process. 5. RECOMMENDATION Receive the salary study from Bryce Consulting and approve the Unrepresented Employees Wage Ranges with the job title and wage ranges adjustments effective March 31, 2018. Kim Harris Human Resource /Risk Manager Michael D. Holley General Manager TABLE OF CONTENTS Section I - Introduction 3 Section II - Compensation Study Survey Parameters 5 Section III - Compensation Survey Results 8 Section IV -Salary Setting Methodology 17 Appendix A —Detailed Datasheets A B —Miscellaneous Benefit Data B C —Salary Recommendations C SECTION I - INTRODUCTION The Truckee Donner Public Utility District retained Bryce Consulting to conduct a compensation study involving unrepresented positions. This report presents the compensation study results and recommendations for the District. This introductory section of the report addresses the compensation study objectives and methodology. This report includes: Section I Section II Section III Section IV STUDY OBJECTIVES Introduction Compensation Survey Parameters Compensation Survey Results Salary Setting Methodology In conducting the compensation phase of the study, Bryce Consulting, had the following major objectives: • Collect and analyze base salary and benefit data for the survey classes. • Develop a salary plan for all unrepresented classes using market data and internal relationships to ensure parity to the labor market and internal equity within the organization. • Prepare and present a comprehensive report outlining the methodology, results, and recommendations. STUDY METHODOLOGY The survey methodology utilized by Bryce Consulting included: • Utilizing the survey agencies' websites, where available, to collect base salary data and to collect and compare job descriptions, organization charts and position allocation lists to determine comparability. • Contacting the survey agencies to gain clarification and/or collect additional information regarding the classifications and salary and benefit data. Truckee Donner PUD — 2017 Compensation Study Page 3 Bryce Consulting In addition to the collection of base salary and benefit information, careful efforts were made to document the full -range of duties and requirements of the classes as comparable to the District's corresponding survey classes. This included the collection of: • Reporting relationships • Functional areas of responsibility • The class's relationship to other classes in the series The labor market 75th percentile was calculated, based on past practice, for maximum base salary, total cash (maximum base salary, the employee's share of retirement paid by the agency, longevity pay at Year 10, and the employer's contribution towards deferred compensation) and total compensation (total cash elements, plus the agency's contribution towards cafeteria, health, dental, vision, life and long term disability insurance, the agency's contribution towards retiree health savings account, less the employer's share of retirement paid by the employee). The data was collected in October and November 2017, Truckee Donner PUD — 2017 Compensation Study Page 4 SECTION II - COMPENSATION SURVEY PARAMETERS This section of the report presents the compensation survey parameters and includes: • Labor market employers and survey classes • Survey scope • Survey methodology SURVEY EMPLOYERS The overall objective in selecting survey employers is to define as accurately as possible the District's "Labor Market." A labor market consists of those employers with whom the District might compete with for employees. The criteria typically utilized in identifying those employers include the following: • EMPLOYER SIZE - As a general rule, the more similar employers are in size and complexity, the greater the likelihood that comparable positions exist within both organizations. Specifically, agencies of similar size to the District are likely to have departmental structures and organization of positions more similar to the District than organizations that are significantly larger or smaller in size. • GEOGRAPHIC PROXIMITY -Geographic proximity is another factor utilized in identifying an appropriate labor market. This factor is particularly important because it identifies those employers that the District must directly compete with to recruit and retain quality staff. • NATURE OF SERVICES PROVIDED - As a general rule, similar organizations are selected as survey employers, because they provide similar services. This is important for the following reasons: • Employers who provide similar services are most likely to compete with one another for employees. • These employers are most likely to have comparable jobs. • These employers are most likely to have similar organizational characteristics. Truckee Donner PUD — 2017 Compensation Study Page 5 Bryce Consulting LABOR MARKET Table 1 displays the survey agencies identified by the District. All of the agencies surveyed were able to participate in the process. Survey Agencies City of Alameda City of Healdsburg City of Palo Alto City of Redding City of Roseville City of Santa Clara City of Ukiah Contra Costa Water District Incline Village General Improvement District North Tahoe Public Utility District Plumas Sierra Rural Electric Cooperative South Tahoe Public Utility District Tahoe City Public Utility District Town of Truckee Truckee Meadows Water Authority Truckee Sanitary District SURVEY CLASSES All of the District's unrepresented classifications were included in the survey classifications. Assistant General Manager/Power Supply Engineer/Electric Utility Manager Associate Electric Engineer Customer Service Manager Director of Administrative Services Electric Engineer Electric Superintendent Electric System Engineer Electric Utility Manager Executive Assistant/District Clerk Finance/Accounting Manager Truckee Donner PUD — 2017 Compensation Study Table 2 displays the survey Page 6 Bryce Consulting Table 2 Survey Classifications GIS Coordinator Human Resources Risk Manager IT/IS/GIS Operations Manager IT/SCADA Engineer Network and Systems Administrator Program Manager -Customer Services/Conservation Public Information and Strategic Affairs Manager Senior Accountant/Analyst Special Projects Administrator Water Engineer Water Superintendent Water System Engineer Water Utility Manager SURVEY SCOPE The scope of the survey included the labor market agencies presented in this report The • Title of comparable class • Minimum and maximum monthly salary (for both new Classic members and PEPRA employees) • Longevity Pay at Year 10 • Employer pick-up of the employee contribution for retirement (for both new Classic members and PEPRA employees) • Employer contribution towards deferred compensation (for both new Classic members and PEPRA employees) • Education/Certification Pay • Employer contribution towards cafeteria plan, health, dental, vision insurance • Employer paid life insurance • Employer paid long term disability insurance • Retiree Health Savings Account contribution • Employee pick-up of employer contribution for retirement (for both new Classic members and PEPRA employees) • Cost of living information including date and amount of last and next cost of living increase. • Retirement benefit, formula and employer's rate • Retiree health benefit information • Paid leave (vacation, sick leave, holidays, administrative/management leave) Truckee Donner PUD — 2017 Compensation Study Page 7 SECTION III -COMPENSATION SURVEY RESULTS This section of the report presents the compensation survey findings. As indicated in the previous section, the survey involved the collection of compensation information for each of the survey classes from the labor market employers identified. Table 3 displays the comparability for each survey classification out of 16 survey agencies. It should be noted that those classifications with three or fewer matches are reported as insufficient data and it is not recommended that those classifications be surveyed in the future studies due to limited comparability. Comparability Survey Classifications Assistant General Manager/Power Supply Engineer/ Electric Utility Manager Number of Comparable 8 Associate Electric Engineer 2* Customer Service Manager 6 Director of Administrative Services 15 Electric Engineer 6 Electric Superintendent 7 Electric System Engineer 4 Electric Utility Manager 6 Executive Assistant/District Clerk 12 Finance/Accounting Manager 11 GIS Coordinator 7 Human Resources Risk Manager 13 IT/IS/GIS Operations Manager 9 IT/SCADA Engineer 2* Network and Systems Administrator 9 Program Manager -Customer Services/Conservation 3* Public Information and Strategic Affairs Manager 4 Senior Accountant/Analyst 10 Special Projects Administrator 1* Water Engineer 8 Water Superintendent 6 Water System Engineer 11 Water Utility Manager 6 *Insufficient Data Truckee Donner PUD — 2017 Compensation Study Page 8 Bryce Consulting BASE SALARY SURVEY RESULTS The data has been organized into a number of tables that summarize the District's relationship to the labor market for each class. The detailed compensation survey data sheets are presented in Appendix A of this report. Table 4 summarizes, for each classification, how the District's maximum base salaries compare to the labor market. The following data is presented: • Title of the District's classification. • The District's current maximum base salary for Classic and PEPRA employees. • The labor market 75th percentile for maximum monthly base salary for Classic and PEPRA employees. • Percentage the District's maximum base salary is above or below the 75th percentile of the labor market for Classic and PEPRA employees. BASE SALARY RESULTS Classic PEPRA % Truckee % Truckee Donner PUD Is nner PU D is Classification Truckee Donner Labor Market Above or Below Truckee Donner Labor Market Above or Belo PUD Maximum LaborSurvey 75th Percentile LaborDonner Base Salary Base Salary 75th Percentile Base Salary Base Salary I Assistant General Manager/Power Supply Engineer/Electric Utility Manager $17,420 $23,851-36.92% $17,420 $23,851 -36.92% Associate Electric Engineer $10,440 Insuff Data -- $10,440 Insuff Data --- Customer Service Manager $8,798 $11,609 -31.95% $8,798 $11,609 -31.95% Director of Administrative Services $13,649 $16,014 -17.32% $13,649 $16,014 -17.32% Electric Engineer $10,962 $13,439 -22.59% $10,962 $13,439 -22.59% Electric Superintendent $12,999 $13,551 -4.25% $12,999 $13,551 -4.25% Electric System Engineer $13,649 $13,751 -0.75% $13,649 $13,751 -0.75% Electric Utility Manager $15,048 $16,323 -8.47% $15,048 $16,323 -8.47% Executive Assistant/District Clerk $7,066 $8,982 -27.12% $7,066 $8,982 -27.12% Finance/Accounting Manager $10,962 $11,661 -6.38% $10,962 $11,661 -6.38% GIS Coordinator $9,469 $9,320 1.57% $9,469 $9,320 1.57% Human Resources Risk Manager $9,943 $11,667 -17.34% $9,943 $11,667 47.34% Truckee Donner PUD - 2017 Compensation Study Page 9 Bryce Consulting TABLE 4 BASE SALARY RESULTS Classic PEPRA % Truckee % Truckee Donner PUD Is Donner PUD Is Classification Truckee Donner Labor Market Above or Below Truckee Donner Labor Market Above or Below PUD Maximum LaborSurvey 75th Percentile .• Base Salary Base Salary 75th Percentile Base Salary Base Salary 75th Percentile IT/IS/GIS Operations Manager $12,085 $13,333-10.33% $12,085 $13,333 -10.33% IT/SCADA Engineer $9,943 Insuff Data --- $9,943 Insuff Data --- Network and Systems Administrator $9,469 $10,937 -15.50% $9,469 $10,937 -15.50% Program Manager - Customer Services/Conservation $9,018 Insuff Data --- $9,018 Insuff Data --- Public Information and Strategic Affairs Manager $13,324 $13,690 -2.75% $13,324 $13,690 -2.75% Senior Accountant/Analyst $9,469 $9,174 3.12% $9,469 $9,174 3.12% Special Projects Administrator $9,943 Insuff Data --- $9,943 Insuff Data --- Water Engineer $10,440 $10,497 -0.55% $10,440 $10,497 -0.55% Water Superintendent $10,962 $12,562 -14.60% $10,962 $12,562 -14.60% Water System Engineer $13,990 $11,661 16.65% $13,990 $11,661 16.65% Water Utility Manager $13,649 $16,970 -24.33% $13,649 $16,970 -24.33% TOTAL CASH SURVEY RESULTS Total cash represents the maximum base salary, the employee's share of retirement paid by the agency, longevity pay at Year 10, and the employer's contribution towards deferred compensation. Table 5 displays, for each classification, how the District compares to the labor market with respect to total cash. The following data is presented: • Title of the District's classification. • The District's current total cash for each classcation for Classic and PEPRA employees. • The labor market 75th percentile for total cash for Classic and PEPRA employees. • Percentage the District's total cash is above or below the 75th percentile of the labor market for Classic and PEPRA employees. Truckee Donner PUD — 2017 Compensation Study Page 10 Bryce Consulting 5 TOTALTABLE Classic PEPRA % Truckee % Truckee D. �. Survey . Truckee Labor Market Above or Below Truckee Labor Market Above or Below Donner PUD 75th Percentile LaborDonner PUD 75th Percentile Labor 75th Percentile Assistant General Manager/Power Supply Engineer/Electric Utility Manager $17,778 $25,590 -4194% $18,959 $24,511-29.28% Associate Electric Engineer $10,666 Insuff Data --- $11,374 Insuff Data --- Customer Service Manager $8,993 $11,791 -31.10% $9,590 $11,630 -21.27% Director of Administrative Services $13,936 $16,732 -20406% $14,862 $16,437 -10.60% Electric Engineer $11,198 $14,292 -27.63% $11,942 $13,647 -14.28% Electric Superintendent $13,274 $14,136 -6.49% $14,155 $13,694 3.26% Electric System Engineer $13,936 $14,073 -0.98% $14,862 $13,830 6.94% Electric Utility Manager $15,362 $17,574 -14.40% $16,382 $16,808 -2.60% Executive Assistant/District Clerk $7,229 $9,548 -3108% $7,708 $9,089 -17.92% Finance/Accounting Manager $11,198 $12,250 -9.39% $11,942 $12,250 -2.59% GIS Coordinator $9,677 $9,592 0.88% $10,319 $9,456 8.36% Human Resources Risk Manager $10,160 $11,688 -15004% $10,834 $11,688 -7.88% IT/IS/GIS Operations Manager $12,343 $14,133 -14.51% $13,162 $14,133 -7.38% IT/SCADA Engineer $10,160 Insuff Data --- $10,834 Insuff Data --- Network and Systems Administrator $9,677 $11,287 -16.64% $10,319 $11,265 -9.17% Program Manager - Customer Services/Conservation $9,218 Insuff Data --- $9,829 Insuff Data --- Public Information and Strategic Affairs Manager $13,605 $14,549 -6.94% $14,508 $14,475 0.23% Senior Accountant/Analyst $9,677 $9,645 0.33% $10,319 $9,645 6.53% Special Projects Administrator $10,160 Insuff Data --- $10,834 Insuff Data --- Water Engineer $10,666 $10,565 0095% $11,374 $10,565 7.12% Water Superintendent $11,198 $12,581 -12.35% $11,942 $12,617 -5.66% Truckee Donner PUD - 2017 Compensation Study Page 11 Bryce Consulting TOTAL COMPENSATION SURVEY RESULTS Total compensation represents the total cash elements, plus the agency's contribution towards cafeteria, health, dental, vision, life and long term disability insurance, the agency's contribution towards retiree health savings account, less the employer's share of retirement paid by the employee. Table 6 displays, for each classification, how the District compares to the labor market. The following data is presented: • Title of the District's classification. • The District's current total compensation for each classification for Classic and PEPRA employees. • The labor market 75th percentile for total compensation for Classic and PEPRA employees. • Percentage the District's total compensation t is above or below the 75th percentile of the labor market for Classic and PEPRA employees. Truckee Donner PUD — 2017 Compensation Study Page 12 Bryce Consulting 6 TOTALTABLE • • Classic PEPRA % Truckee % Truckee Donner PUD Is Donner PUD Is LaborTruckee ..ve or Labor Market Above Donner PUD 75th Percentile Below LaborDonner 75th Percentile Below Labor Classification TotalSurvey . Compensation Compensation Percentile Compensation Compensation Percentile Electric Superintendent $17,029 $16,150 5.16% $17,911 $16,150 9.83% Electric System Engineer $17,702 $16,610 6.17% $18,627 $16,610 10883% Electric Utility Manager $19,149 $19,963 -4.25% $20,169 $19,963 1002% Executive Assistant/District Clerk $10,673 $11,458 -7.35% $11,152 $11,458 -234% Finance/Accounting Manager $14,922 $15,048 -0.84% $15,666 $15,157 3.25% GIS Coordinator $13,308 $12,539 538% $13,950 $12,245 12022% Human Resources Risk Manager $13,828 $13,875 -0.34% $14,502 $13,875 4.32% IT/IS/GIS Operations Manager $16,084 $17,923 -11.43% $16,903 $17,923 -6.03% IT/SCADA Engineer $13,828 Insuff Data --- $14,502 Insuff Data --- Network and Systems Administrator $13,308 $13,753 -3035% $13,950 $13,753 1.41% Program Manager - Customer Services/Conservation $12,813 Insuff Data --- $13,425 Insuff Data --- Public Information and Strategic Affairs Manager $17,366 $18,192 -436% $18,269 $18,118 0683% Senior Accountant/Analyst $13,308 $11,444 14.00% $13,950 $11,444 17096% Special Projects Administrator $13,828 Insuff Data --- $14,502 Insuff Data --- Water Engineer $14,373 $12,890 10.32% $15,080 $12,936 14.22% Water Superintendent $14,922 $14,715 1,39% $15,666 $14,801 5.52% Water System Engineer $18,054 $14,503 19.67% $19,003 $14,454 2194% Water Utility Manager $17,702 $20,521 -15.93% $18,627 $20j625 -10.73% Truckee Donner PUD - 2017 Compensation Study Page 13 Bryce Consulting RELATIONSHIP TO THE MARKET For the Classic tier, on average, the District is 11.57% below market for maximum base salary; 13.78% below market for total cash; and 1.63% below market for total compensation. For the PEPRA tier, on average, the District is 11.57% below market for maximum base salary; 4.92% below market for total cash; and 3.27% above market for total compensation. MISCELLANEOUS BENEFIT DATA Appendix B presents the miscellaneous benefit data that was collected including cost of living, retirement practices, tuition reimbursement, pay for performance, retiree health benefits, and leave benefits. COST OF LIVING INCREASE -APPENDIX B—TABLE 1 The District's last cost of living increase included a 1.45% increase plus a 1.75% negotiated increase. The District's next cost of living increase is scheduled for January 2018 based on the CPI. With respect to the survey agencies, 13 agencies received an increase in 2017, depending on bargaining unit, ranging from 1.56% to 4%. 11 of the survey agencies have an increase scheduled for the end of 2017 or 2018 ranging from 2% to 4%. RETIREMENT PRACTICES — APPENDIX B —TABLE 2 With the legislative changes related to defined benefit plans within California, the District, as well as all of the survey agencies with a CalPERS plan, has a benefit of 2% @ 62 for PEPRA employees. The District has a CalPERS retirement plan with a benefit of 2.7% @ 55 based on the Average of 3 Last Years for Classic employees. With respect to the survey agencies, 12 have a CaIPERS plan, two are a1937 Act agencies, one is in Nevada PERS, and one has a defined contribution plan. With respect to Classic tier retirement benefits: • Six have a benefit of 2.7% • Three have a benefit of • Two have a benefit of 2% @ 60; • One have a benefit of 2.5% @ 55; • One has a benefit of 2.35% @ 55; • One has a benefit of 1.6% with 31 years of service or at age 62 • One has a benefit of 2.25% for each year with the age of retirement based on years of service With respect to Classic tier retirement formulas: Truckee Donner PUD — 2017 Compensation Study Page 14 Bryce Consulting • Eight have Single Highest Year; • Five have Highest 3 Year Average; • One has Average of Last 3 Years; • One agency did not provide the data. RETIREE MEDICAL BENEFITS —APPENDIX B—TABLE 3 The District does not contribute to a Retiree Health Savings Account but does contribute to retiree health benefits with 50% of the contribution paid with 10 years of service and an additional 5% for each year of service to a maximum of $475, or $375 if over the age of 65. For retiree plus dependents, the amount is increased to $725. Four of the survey agencies contribute to a Retiree Health Savings Account with the amounts ranging from $100 per month to $3,500 per year. With respect to retiree medical benefits, 10 of the survey agencies contribute to retiree health benefits ranging from the Public Employees' Medical and Hospital Care Act (PEMHCA) minimum to 100% of the cost of the premiums. Six of the agencies that contribute to retiree health benefits do not contribute for dependents TUITION REIMBURSEMENT —APPENDIX B—TABLE 4 The District has a tuition reimbursement policy whereby the District may reimburse up to 50% of the costs associated with tuition, fees and books. All of the survey agencies provide some level of tuition reimbursement for some or all of the bargaining units; however, the policy details vary by agency and, in some instance, by bargaining unit. The details are provided in Table 4 of Appendix B. PAY FOR PERFORMANCE — APPENDIX B —TABLE 5 The District does not have a pay for performance plan. 10 of the survey agencies provide some level of pay for performance for some or all of the bargaining units with the details varying as provided in Table 5 of Appendix B. LEAVE BENEFITS — APPENDIX B —TABLES 6 & 7 The District provides 80 hours of vacation at year 1; 120 hours at year 6; 160 hours at year 11; 168 hours at year 21; 200 hours at year 25; and 240 hours at year 30. The District provides 12 days of sick leave with an unlimited accrual, 11 holidays and 64 hours of administrative leave. Truckee Donner PUD — 2017 Compensation Study Page 15 Bryce Consulting With respect to vacation, on average, the labor market provides 88 — 117 hours at year 1; 127 — 150 hours at year 6; 153-170 hour at year 11; 189 —199 hours at year 21; 198 — 207 hours at year 25; and 201— 211 hours at year 30. It should be noted that one agency has paid time off whereby vacation and sick leave are combined. With respect to sick leave, 14 agencies provide 12 days, with 11 having an unlimited accrual. The labor market average for holidays is 12. Furthermore, 11 agencies provide administrative leave ranging from 14 hours to 120 hours. Truckee Donner PUD — 2017 Compensation Study Page 16 SECTION IV - SALARY SETTING METHODOLOGY This section of the report presents the salary setting methodology and salary recommendation guidelines for District classes. SALARY SETTING METHODOLOGY In setting salaries for the District, Bryce Consulting has applied consistent compensation principles and practices typically utilized in the public sector as outlined below: 1. The 75th percentile maximum labor market salary adjusted for benefits is used to set the maximum of the salary for the District's benchmark classification salary. 2. The adjusted labor market 75th percentile is placed on the closest salary range of the District's salary matrix. 3. Classes where insufficient data was collected are then set to the benchmarks using internal relationship guidelines typically utilized by local government agencies: • Approximately 10% - 15% between entry and journey level classes in a series. • Approximately 10% - 15% between journey and advanced journey level classes in a series. • Approximately 20% between manager and highest level supervised. As a practical matter, there could be occasions when market data will skew internal alignments. In those cases internal alignments may take precedence over market data. SALARY RECOMMENDATIONS Using the above methodology, Bryce Consulting prepared salary recommendations for all District unrepresented classes. The recommended salary plan has been included in Appendix C. It should be noted that the data collected was for 2017; however, any changes made to District salaries will occur in 2018. Therefore, it will be important for the District to not only consider the market data but to also consider a cost of living increase to stay consistent with the market since some of the agencies received an increase in January 2018. Truckee Donner PUD — 2017 Compensation Study Page 17 APPENDIX A DETAILED DATASHEETS Appendix A - Final Truckee Donner PUD Total Compensation Study 2017 Survey Classification Assistant General Manager/Power Supply Engineer/Electric Utility 75th Percentile- CLASSIC Employees Comparability 8 Truckee Donner PUD Maximum Base Salary $17,420 Base Salary Labor Market 75th Percentile Base Salary $23,851 Donner PUD Is Above or Below Labor Market 75th Percentile -36.92% Truckee Donner PUD Total Cash $17,778 Total Cash Labor Market 75th Percentile Total Cash $25,590 PUD Is Above or Below Labor Market 75th Percentile -43.94% I Truckee Donner PUD Total Compensation $21,602 Total Compensation Labor Market 75th Percentile Total Compensation $26,536 PUD Is Above or Below Labor Market 75th Percentile -22.84% Associate Electric Engineer $10,440 Insuff Data --- $10,666 Insuff Data --- $14,373 Insuff Data --- 2 Customer Service Manager $8,798 $11,609 -31.95% $8,993 $11,791 -31.10% $12,572 $13,726 -9.17% 6 Director of Administrative Services $13,649 $16,014 -17.32% $13,936 $16,732 -20.06% $17,702 $19,039 -7.56% 15 Electric Engineer $10,962 $13,439 -22.59% $11,198 $14,292 -27.63% $14,922 $15,758 -5.60% 6 Electric Superintendent $12,999 $13,551 -4.25% $13,274 $14,136 -6.49% $17,029 $16,150 5.16% 7 Electric System Engineer $13,649 $13,751 -0.75% $13,936 $14,073 -0.98% $17,702 $16,610 6.17% 4 Electric Utility Manager $15,048 $16,323 -8.47% $15,362 $17,574 -14.40% $19,149 $19,963 -4.25% 6 Executive Assistant/District Clerk $7,066 $8,982 -27.12% $7,229 $9,548 -32.08% $10,673 $11,458 -7.35% 12 Finance/Accounting Manager $10,962 $11,661 -6.38% $11,198 $12,250 -9.39% $14,922 $15,048 -0.84% 11 GIS Coordinator $9,469 $9,320 1.57% $9,677 $9,592 0.88% $13,308 $12,539 5.78% 7 Human Resources Risk Manager $9,943 $11,667 -17.34% $10,160 $11,688 -15.04% $13,828 $13,875 -0.34% 13 T/IS/GIS Operations Manager $12,085 $13,333 -10.33% $12,343 $14,133 -14.51% $16,084 $17,923 -11.43% 9 IT/SCADA Engineer $9,943 Insuff Data --- $10,160 Insuff Data --- $13,828 Insuff Data --- 2 Network and Systems Administrator $9,469 $10,937 -15.50% $9,677 $11,287 -16.64% $13,308 $13,753 -3.35% 9 Program Manager -Customer Services/Conservation $9,018 Insuff Data --- $9,218 Insuff Data --- $12,813 Insuff Data --- 3 Public Information and Strategic Affairs Manager $13,324 $13,690 -2.75% $13,605 $14,549 -6.94% $17,366 $18,192 -4.76% 4 Senior Accountant/Analyst $9,469 $9,174 3.12% $9,677 $9,645 0.33% $13,308 $11,444 14.00% 10 Special Projects Administrator $9,943 Insuff Data --- $10,160 Insuff Data --- $13,828 Insuff Data --- 1 Water Engineer $10,440 $10,497 -0.55% $10,666 $10,565 0.95% $14,373 $12,890 10.32% 8 Water Superintendent $10,962 $12,562 -14.60% $11,198 $12,581 -12.35% $14,922 $14,715 1.39% 6 Water System Engineer $13,990 $11,661 16.65% $14,284 $11,774 17.57% $18,054 $14,503 19.67% 11 Water Utility Manager $13,649 $16,970 -24.33% $13,936 $18,128 -30.08% $17,702 $20,521 -15.93% 6 -11.57% Page 1 of 25-13.78% -1.63% Appendix A - Final Truckee Donner PUD Total Compensation Study 2017 Survey Classification Assistant General Manager/Power Supply Engineer/Electric Utility 75th Percentile - PEPRA Employees Comparability 8 Truckee Donner PUD Maximum Base Salary $17,420 Base Salary Labor Market 75th Percentile Base Salary $23,851 Donner PUD Is Above or Below Labor Market 75th Percentile -36.92% Truckee Donner PUD Total Cash $18,959 Total Cash Labor Market 75th Percentile Total Cash $24,511 PUD Is Above or Below Labor Market 75th Percentile -29.28% I Truckee Donner PUD Total Compensation $22,783 Total Compensation Labor Market 75th Percentile Total Compensation $26,536 PUD Is Above or Below Labor Market 75th Percentile -16.47% Associate Electric Engineer $10,440 Insuff Data --- $11,374 Insuff Data --- $15,080 Insuff Data --- 2 Customer Service Manager $8,798 $11,609 -31.95% $9,590 $11,630 -21.27% $13,169 $13,656 -3.70% 6 Director of Administrative Services $13,649 $16,014 -17.32% $14,862 $16,437 -10.60% $18,627 $19,191 -3.02% 15 Electric Engineer $10,962 $13,439 -22.59% $11,942 $13,647 -14.28% $15,666 $15,758 -0.59% 6 Electric Superintendent $12,999 $13,551 -4.25% $14,155 $13,694 3.26% $17,911 $16,150 9.83% 7 Electric System Engineer $13,649 $13,751 -0.75% $14,862 $13,830 6.94% $18,627 $16,610 10.83% 4 Electric Utility Manager $15,048 $16,323 -8.47% $16,382 $16,808 -2.60% $20,169 $19,963 1.02% 6 Executive Assistant/District Clerk $7,066 $8,982 -27.12% $7,708 $9,089 -17.92% $11,152 $11,458 -2.74% 12 Finance/Accounting Manager $10,962 $11,661 -6.38% $11,942 $12,250 -2.59% $15,666 $15,157 3.25% 11 GIS Coordinator $9,469 $9,320 1.57% $10,319 $9,456 8.36% $13,950 $12,245 12.22% 7 Human Resources Risk Manager $9,943 $11,667 -17.34% $10,834 $11,688 -7.88% $14,502 $13,875 4.32% 13 T/IS/GIS Operations Manager $12,085 $13,333 -10.33% $13,162 $14,133 -7.38% $16,903 $17,923 -6.03% 9 IT/SCADA Engineer $9,943 Insuff Data --- $10,834 Insuff Data --- $14,502 Insuff Data --- 2 Network and Systems Administrator $9,469 $10,937 -15.50% $10,319 $11,265 -9.17% $13,950 $13,753 1.41% 9 Program Manager -Customer Services/Conservation $9,018 Insuff Data --- $9,829 Insuff Data --- $13,425 Insuff Data --- 3 Public Information and Strategic Affairs Manager $13,324 $13,690 -2.75% $14,508 $14,475 0.23% $18,269 $18,118 0.83% 4 Senior Accountant/Analyst $9,469 $9,174 3.12% $10,319 $9,645 6.53% $13,950 $11,444 17.96% 10 Special Projects Administrator $9,943 Insuff Data --- $10,834 Insuff Data --- $14,502 Insuff Data --- 1 Water Engineer $10,440 $10,497 -0.55% $11,374 $10,565 7.12% $15,080 $12,936 14.22% 8 Water Superintendent $10,962 $12,562 -14.60% $11,942 $12,617 -5.66% $15,666 $14,801 5.52% 6 Water System Engineer $13,990 $11,661 16.65% $15,232 $11,774 22.70% $19,003 $14,454 23.94% 11 Water Utility Manager $13,649 $16,970 -24.33% $14,862 $17,831 -19.98% $18,627 $20,625 -10.73% 6 -11.57% Page 2 of 25 -4.92% 3.27% Appentllx A - Final Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Re Retirement Retirement tirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by [M1e Paid by— Paid by— Cefer Beferretl Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Agency Cl assifi<alion (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEP—) (PE-) (Classic) (PEP-) Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation H—Ith Paitl by [M1e Paid by— Retirement Retirementof us ER Longevity (Most Employee Employee Paid by— Paid by th. retirement portion of pay al . Total C-1, Talal C-1, Cafeteria Enpens Life LTC Social Total Comp Total Comp OP ($) Employee Employee Paitl by EE retirement paid Years (Classic) (PE-) Plan Plan) Cenlal Vision Insurance Insurance Security RHSA (Classic) (PE-) (Classic) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments NOW Appe ,.A-Flnel Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Re Retirement Retirement tirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by [M1e Paid by— Paid by— Defer Befe .d Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Age.<y Cl assifi<alion (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEP—) (PE-) (Classic) (PEP-) Longevity pay al . Total C-1, Total C-1, Years (Classic) (PE-) Heal[IM1 (Most Cafeteria Expensive Life LTD Social Plan Plan) Dental Vision Insurance Insurance Security Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation Paitl by [M1e Paid by— Retirement Retirement of us ER Employee Employee Paid by— Paid by— retirement portion of Total Comp Total Comp OP ($) Employee Employee Paitl by EE retirement paid RHSA (Classic) (PE-) (Classic) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments ..... -. a Appe ,.A -Final Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Re Retirement Retirement tirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by [M1e Paid by— Paid by— Defer Befe .d Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Ag... y Cl assifi<ation (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEP—) (PE-) (Classic) (PEP-) Heal[IM1 Longevity (Most pay al . Total C-1, Total C-1, Cafeteria Expensive Life LTD Social Years (Classic) (PE-) Plan Plan) Dental Vision Insurance Insurance Security Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation Paitl by [M1e Paid by— Retirement Retirementof us ER Employee Employee Paid by— Paid by th. retirement portion of Total Comp Total Comp OP ($) Employee Employee Paitl by EE retirement paid RHSA (Classic) (PE-) (Classic) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments Appentllx A - Float Employer's Employer's Compenlsa[i Employee's Employee's Employee's Employee's Portion of Portion of Employer's Employer's Total Portion of Portion of Portion of Portion of ReRetirement Retirement Portion of Portion of ER portion Compensation Retirement Retirement tirement Retirement H—Ith Paitl by [M1e Paid by— Retirement Retirementof us ER Minimum Manimum Minimum Manimum Paid by— Paid by [M1e Paid by— Paid by— Deferretl Deferretl Longevity (Most Employee Employee Paid by— Paid by th. retirement portion of Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation pay at 10 Total Ca Total C-1, Cafeteria Expensive Life LTD Social Total Comp Total Comp OP ($) Employee Employee Paitl by EE retirement paid Agency Classification (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEPRA) (PE-) (Classic) (PEP-) Years (Classic) (PE-) Plan Plan) Dental Vision Insurance Insurance Security RHSA (Classic) (PE-) (Classic) (Classic) (A)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments Employeea Employees Compen u Employee's Employee's Employee's Employee's Patlon of Employer's Patlon of Employer's on minus Total Portion of Portico of Portion of Pcrticn of Retirement Portion of Retirement Portion of ER perM1cn Ccmpeneation Retirement Retlrement Retirement Retlrement ealth Pald by the Retlrement Paitl by the Retlrement of minus ER Minimum Maximum Minimum Maximum Paitl by the Paid by the Paitl by- Paid by the Det—d Dete d Longevity (Most Employee Paidby- Employee Paitl by- portion of Bargaining Bade Salary Base Salary Base Salary Base Salary Employer(%) Employer($) Employer Employer($) Compensation Compensation pay at to Total Cash Total Cash Cafeteria E.pen.N. Life Social Total Comp Total Comp (%) Employee (%) Employee Paitl by EE regr--pald Agency Classification tl nit (Classic) (Cl.-.) (PEPRA) (PEPRA) (Classic) (Classic) (%)(PEPRA) (PEPRA) (Classic) (PEPRA) years (Classic) (PEPRA) Plan Plan) Dental Vision Insurance Insuroce Security —A (Classic) (PEPRA) (Classic) ($)(Classic) (PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) comments a ssifica Agency Clation Employee. Employee. Compen u Employee's Employee's Employee's Employee's P-1-of Employer's P-1-of Employer's on minus Total Portion of Portion of Portion of Portion of Retirement Portion of Retirement Portion of ER porM1on Compensation Retirement Retlrement Retirement Retlrement ealth Paltl by the Retlrement Paitl by the Retlrement of minus ER Minimum Maximum Minimum Maximum Mid by the Paid by the Mid by- Paid by the Defemetl Deterretl Longevity (Most Employee Paitlby- Employee Mid by- portion of Bargaining B se Salary R se Salary B se Salary R se Salary Employer(%) Employer($) Employer Employer($) Compensatlon Compensation pay at to Total Cash Total Cash Cafeteria E.pen.We Sol Total Comp Total Comp (IN Employee (%) Employee Paitl by EE retlrement paltl unit (Classic) (Classic) (PEPRA) (PEPRA) (Cl.-.) (Classic) (%)(PEPRA) (PEPRA) (Classic) (PEPRA) years (Classic) (PEPRA) Plan Plan) Dental Vision Insurance Insurocia ce Security —A (Classic) (PEPRA) (Classic) ($)(Classic) (PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments a Appe ,.A -Flee) Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Re et Rirement Retirement tirement Retirement Minimum Manimum Minimum Manimum Paid by the Paid by the Paid by— Paid by— De s—d Befe iid Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Age.<y Cl assifi<alion (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEP-) (PE-) (Classic) (PEP-) Health Longevity (Most pay at . Total Cash Total Cash Cafeteria Expensive Life LTD Social Years (Classic) (PE-) Plan Plan) Dental Vision Insurance Insurance Security Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation itl Paby— Paid by— Retirement Retirement of us ER Employee Employee Paid by— Paid by the retirement portion of Total Comp Total Comp OP ($) Employee Employee Paid by EE retirement paid RHSA (Classic) (PE-) (Classic) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments 7 a Appentllx A - Float Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Re Retirement Retirement tirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by [M1e Paid by— Paid by— Defer Beferretl Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Agency Cl assifi<alion (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEP—) (PE-) (Classic) (PEP-) Heal[IM1 Longevity (Most pay al . Total C-h Total C-1, Cafeteria Expensive Life LTD Social Years (Classic) (PE-) Plan Plan) Dental Vision Insurance Insurance Security Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation Paitl by [M1e Paid by— Retirement Retirement of us ER Employee Employee Paid by— Paid by— retirement portion of Total Comp Total Comp OP ($) Employee Employee Paitl by EE retirement paid RHSA (Classic) (PE-) (Classic) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments a Appentllx A - Float Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Re Retirement Retirement tirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by [M1e Paid by— Paid by— Cefer Beferretl Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Agency Cl assificaiion (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEPRA) (PE-) (Classic) (PEP-) H—Ith Longevity (Most pay at 10 Total Ca Total C-1, Cafeteria Expensive Life LT. Social Years (Classic) (PE-) Plan Plan) Cenlal Vision Insurance Insurance Security Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation Paitl by [M1e Paid by— Retirement Retirementof us ER Employee Employee Paid by— Paid by th. retirement portion of Total Comp Total Comp OP ($) Employee Employee Paitl by EE retirement paid RHSA (Classic) (PE-) (Classic) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments -®- ��®' ��®' ��', err • .• • . Appentllx A - Float Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Retirement Retirement Retirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by— Paid by— Paid by lbe Ce —ad Beferretl Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Agency Classification (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEPRA) (PE-) (Classic) (PEP-) Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation Health Paitl by lbe Paid by lbe Retirement Retirement of us ER Longevity (Most Employee Employee Paid by— Paid by lbe retirement portion of pay al . Total Cash Talal Cash Cafeteria Expensive Life LTC Social Total Comp Total Comp (%) ($) Employee Employee paid by EE retirement paid Years (Classic) (PE-) Plan Plan) Cenlal Vision Insurance Insurance Security RHSA (Classic) (PE-) (Classic) (Classic) (1)(PEP-, ($)(PEPRA) (Classic) by EE(PEPRA) Comments r •: Appe ,.A -Float Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Re Retirement Retirement tirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by [M1e Paid by— Paid by— Defer Befe .d Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Agency Classification (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEP—) (PE-) (Classic) (PEP-) Longevity pay al . Total C-1, Total C-1, Years (Classic) (PE-) Heal[IM1 (Most Cafeteria Expensive Life LTD Social Plan Plan) Dental Vision Insurance Insurance Security Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation Paitl by [M1e Paid by— Retirement Retirement of us ER Employee Employee Paid by— Paid by— retirement portion of Total Comp Total Comp OP ($) Employee Employee Paitl by EE retirement paid RHSA (Classic) (PE-) (Classic) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments Employees Employees Compen u Employee's Employee's Employee's Employee's P-1-of Employer's P-1-of Employer's -minus Total Portion of Porticn of Portion of Particn of Retirement Portion of Retirement Portion of ER parM1an Campeneation Retirement Retlrement Retirement Retlrement ealth Paltl by the Retlrement Paitl by the Retlrement of minus ER Minimum Maximum Minimum Maximum Paitl by the Paid by the Paitl by- Paid by the Defemetl Deterretl Longevity (Most Employee Paitlby- Employee Paitl by- portion of Bargaining a se Salary a se Salary Base Salary Base Salary Employer(%) Employer($) Employer Employer($) Compenaatlon Compensation pay at to Total Cash Total Cash Cafeteria Expen.N. Life Social Total Comp Total Comp (IN Employee (%) Employee Paitl by EE retlrement paltl Agency Classification tl nit (Classic) (Classic) (PEPRA) (PEPRA) (Classic) (Classic) (%)(PEPRA) (PEPRA) (Classic) (PEPRA) years (Classic) (PEPRA) Plan Plan) Dental Vision Insurance Insuroce Security —A (Classic) (PEPRA) (Classic) ($)(Classic) (PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments Appentllx A - Float Employer's Employer's Compenlsa[i Employee's Employee's Employee's Employee's Portion of Portion of Employer's Employer's Total Portion of Portion of Portion of Portion of ReRetirement Retirement Portion of Portion of ER portion Compensation Retirement Retirement tirement Retirement H—Ith Paitl by [M1e Paid by— Retirement Retirementof us ER Minimum Manimum Minimum Manimum Paid by— Paid by [M1e Paid by— Paid by— Deferretl Deferretl Longevity (Most Employee Employee Paid by— Paid by th. retirement portion of Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation pay at 10 Total Ca Total C-1, Cafeteria Enpens Life LTD Social Total Comp Total Comp M ($) Employee Employee Paitl by EE retirement paid Agency Cl assifioaiion (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEPRA) (PE-) (Classic) (PEP-) Years (Classic) (PE-) Plan Plan) Dental Vision Insurance Insurance Security RHSA (Classic) (PE-) (Cl._.) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments.- r- . . ..-.. a Appe ,.A -Final Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Re Retirement Retirement tirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by [M1e Paid by— Paid by— Defer Befe .d Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Age.<y Cl assifi<alion (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEP—) (PE-) (Classic) (PEP-) Heal[IM1 Longevity (Most pay al . Total C-1, Total C-1, Cafeteria Expensive Life LTD Social Years (Classic) (PE-) Plan Plan) Dental Vision Insurance Insurance Security Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation Paitl by [M1e Paid by— Retirement Retirement of us ER Employee Employee Paid by— Paid by— retirement portion of Total Comp Total Comp OP ($) Employee Employee Paitl by EE retirement paid RHSA (Classic) (PE-) (Classic) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments a Appe ,.A -Float Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Re Retirement Retirement tirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by [M1e Paid by— Paid by— Cefer Befe .d Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Ag... y cl assifi<aiion (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEPRA) (PE-) (Classic) (PEP-) Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation H—Ith Paitl by [M1e Paid by— Retirement Retirementof us ER Longevity (Most Employee Employee Paid by— Paid by th. retirement portion of pay at 1. Total C-1, TClal C-1, Cafeteria Expensive Life LTC Social Total Comp Total Comp N ($) Employee Employee Paitl by EE retirement paid Years (Classic) (PE-) Plan Plan) Cenlal Vision Insurance Insurance Security RHSA (Classic) (PE-) (Cl._.) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments a Appentllx A - Final Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Retirement Retirement Retirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by— Paid by— Paid by lbe Ce —ad Beferretl Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Agency Classification (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEPRA) (PE-) (Classic) (PEP-) Health Longevity (Most pay al . Total Cash TClal Cash Cafeteria Expensive Life LTC Social Total Comp Total Comp Years (Classic) (PEP-) Plan Plan) Cenlal Vision Insurance Insurance Security RHSA (Classic) (PE-) Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation Paitl by lbe Paid by lbe Retirement Retirement of us ER Employee Employee Paid by— Paid by lbe retirement portion of (%) ($) Employee Employee paid by EE retirement paid (Classic) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments Appe ,.A -Final Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Retirement Retirement Retirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by— Paid by— Paid by lbe De —ad Bef.—d Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Agen<y Classification (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEPRA) (PE-) (Classic) (PEP-) Healttl Longevity (Most pay al . Total Cash TClal Cash Cafeteria Expensive Life LT. Social Years (Classic) (PEP-) Plan Plan) Cenlal Vision Insurance Insurance Security Total Comp Total Comp RHSA (Classic) (PE-) Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation Paitl by lbe Paid by lbe Retirement Retirement of us ER Employee Employee Paid by— Paid by lbe retirement portion of (%) ($) Employee Employee paid by EE retirement paid (Classic) (Classic) (1)(PEP-, ($)(PEP-, (Classic) by EE(PEP-, Comments Agency Employees Employees Compensate Employee's Employee's Employee's Employee's P-1-of Employer's P-1-of Employer's -minus Total Portion of Portion of Portion of Portion of Retirement Portion of Retlrement Portion of ER pordan Compensation Retirement Retlrement Retlrement Retlrement Health Pald by the Retlrement PAd by the Retirement of minus ER Minimum Maximum Minimum Maximum Paitl by- Paid by the Paitl by- Paid by the Deterred Deterred Longevity (Most Employee Paid by- Employee Mid by the ent portion of Base Salary Base Salary Base Salary Base Salary Employer(%) Employer($) Employer Employer($) Compensation Compensation pay at to Total Cash Total Cash Cafeteria Expensive Social Total Comp Total Comp (%) Employee (%) Employee paid by EE retlrement pald Classification (Classic) (Classic) (PEPRA) (PEPRA) (Classic) (Classec) (%)(PEPRA) (PEPRA) (Classic) (PEPRA) years (Classic) (PEPRA) Plan Plan) Dental Vision Insurance Insurance Security RHSA (Classic) (PEPRA) (Classec) ($)(Classic) (PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Retirement Retlrement Retlrement Retlrement Minimum Maximum Minimum Maximum Paitl by- Paid by the Paitl by the Paid by the Deterred Deterred Base Salary Base Salary Base Salary Base Salary Employer(%) Employer($) Employer Employer($) Compensation Compensation Agency Clasaifcation (Classic) (Classic) (PEPRA) (PEPRA) (Classic) (Classic) (%)(PEPRA) (PEPRA) (Classic) (PEPRA) Longevity pay at to Total Cash years (Classic) Total Cash (PEPRA) Cafeteria Plan earth (Most Expensive Plan) Dental Vision Insurance Employees Employees Compenaad Patlon of Employer's Patlon of Employer's on minus Total Retirement Portion of Retlrement Portion of ER pordan Compensation Pald by the Retlrement PAd by the Retirement of minus ER Employee Paid by- Employee Paitl by the ent portion of Social Total Comp Total Comp (%) Employee (%) Employee paid by EE retlrement pald Insuroce Security RHSA (Classic) (PEPRA) (Classic) (Classic) (PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments a Minimum Base Salary Agency Classification (Classic) Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Retirement Retlrement Retlrement Retlrement Maximum Minimum Maximum Paitl by- Paid by the Paid by- Paitl bythe Deterred Deterred Longevity Base Salary Base Salary Base Salary Employer(%) Employer($) Employer Employer($) Compensation Compensation pay at to Total Cash Total Cash Cafeteria (Classic) (PEPRA) (PEPRA) (Classic) (Classic) (%)(PEPRA) (PEPRA) (Classic) (PEPRA) years (Classic) (PEPRA) Plan earth (Most Expensive Plan) Dental Vision Insurance Employees Employees Compenaad P-1-of Employer's P-1-of Employer's Dorm... Total Retirement Portion of Retlrement Portion of ER pordan Compensation Pald by the Retlrement PAd by the Retirement of minus ER Employee Paid by- Employee Paitl by the ent portion of Social Total Comp Total Comp (%) Employee (%) Employee paid by EE retlrement pald Insuroce Security RHSA (Classic) (PEPRA) (Classic) ($)(Classic) (PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments a�� Employees Empl"y ,'a Compenaati Employee's Employee's Employee's Employee's Patlon of Employer's Patlon of Employer's on minus Total Portion of Portion of Portion of Portion of Retirement Portion of R.tirem.nt Portion of ER portion Compensation Retirement Retlrement Retirement Retlrement earth Pald by the Retlrement PAd by the Retirement of minus ER Minimum Maximum Minimum Maximum Paid by- Paid by the Paid by the Paid by the Deterred Oefemed Longevity (Most Employee Paid by- Employee Paitl by the ent portion of Base Salary Base Salary Base Salary Base Salary Employer(%) Employer($) Employer Employer($) Compensation Compensation pay at to Total Cash Total Cash Cafeteria Expensive Social Total Comp Total Comp (%) Employee (%) Employee paid by EE retlrement pald Agency Classification (Classic) (Classic) (PEPRA) (PEPRA) (Classic) (Classic) t%)(PEPRA) (PEPRA) (Classic) (PEPRA) years (Classic) (PEPRA) Plan Plan) Dental Vision Insurance Insuroce Security RHSA (Classic) (PEPRA) (Classic) (Classic) (PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comm.. 14 mill Appentllx A - Float Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Re Retirement Retirement tirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by [M1e Paid by— Paid by— Defer Beferretl Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Agency Classification (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEP—) (PE-) (Classic) (PEP-) Heal[IM1 Longevity (Most pay al . Total C-1, Total C-1, Cafeteria Expensive Life LTD Social Years (Classic) (PE-) Plan Plan) Dental Vision Insurance Insurance Security Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation Paitl by [M1e Paid by— Retirement Retirement of us ER Employee Employee Paid by— Paid by— retirement portion of Total Comp Total Comp OP ($) Employee Employee Paitl by EE retirement paid RHSA (Classic) (PE-) (Classic) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments Appentllx A - Float Employee's Employee's Employee's Employee's Portion of Portion of Portion of Portion of Re Retirement Retirement tirement Retirement Minimum Manimum Minimum Manimum Paid by— Paid by [M1e Paid by— Paid by— Defer Beferretl Base Salary Base Salary Base Salary Base Salary Employer (%) Employer ($) Employer Employer ($) Compensation Compensation Agency Cl assifi<alion (Classic) (Classic) (PE-) (PE-) (Classic) (Classic) �A)(PEP—) (PE-) (Classic) (PEP-) Heal[IM1 Longevity (Most pay al . Total C-1, Total C-1, Cafeteria Expensive Life LTD Social Years (Classic) (PE-) Plan Plan) Dental Vision Insurance Insurance Security Employer's Employer's Compenlsa[i Portion of Portion of Employer's Employer's Total Retirement Retirement Portion of Portion of ER portion Compensation Paitl by [M1e Paid by— Retirement Retirement of us ER Employee Employee Paid by— Paid by— retirement portion of Total Comp Total Comp OP ($) Employee Employee Paitl by EE retirement paid RHSA (Classic) (PE-) (Classic) (Classic) (%)(PEPRA) ($)(PEPRA) (Classic) by EE(PEPRA) Comments A..- Cost of Living Information Survey Agency Last COLA — (Date) Last COLA — (Amount) Next COLA - (Date) Next COLA - (Amount) Truckee Donner PUD 1.45% COLA + 1.75% 112017 negotiated increase + 1% Merit 112018 CPI based Bonus City of Alameda Exec. Mngt. Exec. Mngt. Exec. Mngt. Exec. Mngt. 1/2017 3% 1/2018 3% AMPU AMPU AMPU AMPU 1/2017 3% 1/2018 3% EUPA EUPA EUPA EUPA 1/2017 3% 1/2018 3% MCEA MCEA MCEA MCEA 1/2017 3% 1/2018 3% City of Healdsburg Exec. Mngt. Exec. Mngt. Exec. Mngt. Exec. Mngt. 6/2017 3.4% 7/2018 3% - 4% (CPI Based) MM MM MM MM 8/2017 3.4% 7/2018 3% - 4% (CPI Based) IBEW IBEW IBEW IBEW 6/2017 3.4% 7/2018 3% - 4% (CPI Based) CPI is based off of SF -Oakland - San Jose all Urban Consumers City of Palo Alto M/P M/P M/P M/P 7/2017 2.5% 7/2018 2.5% U M PAPA U M PAPA U M PAPA U M PAPA 2013 3% In negotiations TBD SEW SEW SEW SEW 7/2017 Varied by class 12/2017 3% City of Redding Unrep Unrep Unrep Unrep 8/2015 2% None Scheduled NA RIEO RIEO RIEO RIEO 12/2015 2.5% In negotiations TBD A..- Cost of Living Information Survey Agency Last COLA — (Date) Last COLA — (Amount) Next COLA - (Date) Next COLA - (Amount) City of Roseville Mngt & Conf./IBEW/Local 39 Mngt &Conf./IBEW/Local 39 Mngt & Conf./IBEW/Local 39 Mngt & Conf./IBEW/Local 39 1/2016 2% 1/2018 2% City of Santa Clara Unclassified Unclassified Unclassified Unclassified 12/2016 4% None Scheduled NA Prof. Engineers Prof. Engineers Prof. Engineers Prof. Engineers 12/2016 Varied by class 12/2017 5% City of Ukiah Dept. Heads Dept. Heads Dept. Heads Dept. Heads 9/2017 2.5% None Scheduled NA Mngt Mngt Mngt Mngt 9/2017 2.5% (but added to flex None Scheduled NA benefits) A/M A/M A/M A/M 9/2017 2.5% None Scheduled NA Contra Costa Water Unrep Unrep Unrep Unrep District 9/2017 4% None Scheduled NA Local 21 Local 21 Local 21 Local 21 11/2016 3.1% 11/2017 3% - 4.5% CPI is based off of SF -Oakland - San Jose all Urban Consumers Incline Village General 7/2017 3% 7/2018 TBD Improvement District North Tahoe Public 7/2017 2% COLA + None Scheduled NA Utility District (PEPRA salary increase was 0.892% for both classified and unclassified and Classic salary increase was 2.157% for both classified and unclassified) Plumas Sierra Rural IBEW IBEW IBEW IBEW Electric Cooperative 7/2017 3% None Scheduled NA Management Management Management Management 7/2017 Approx. 2% None Scheduled NA A..- Cost of Living Information Survey Agency Last COLA — (Date) Last COLA — (Amount) Next COLA - (Date) Next COLA - (Amount) South Tahoe Public Management Management Management Management Utility District 6/2017 2.5% 6/2018 2.5% Local 39 Local 39 Local 39 Local 39 6/2017 2.5% 6/2018 2.5% Tahoe City Public Utility 1/2017 1.56% 1/2018 Based on CPI District CPI is based off of the average of SF -Oakland -San Jose all Urban Wage Earners and Clerical Workers and CPI-W for US City Average All Items Town of Truckee Dept. Heads Dept. Heads Dept. Heads Dept. Heads 7/2017 2.5% Vary by contract NA MM MM MM MM 7/2017 2.5% None Scheduled NA Truckee Meadows 6/2017 3% 6/2018 TBD Water Authority Truckee Sanitary District 6/2017 2.5% 7/2018 TBD A.. - Retirement Practices (Classic Members) Survey Agency Retirement Agency Retirement Benefit Retirement Formula Employer Contribution (17/18) Truckee Donner PUD Ca1PERS 2.7% @ 55 Last 3 Years 11.049% City of Alameda CalPERS 2% @ 55 Single Highest Year 9% City of Healdsburg CalPERS 2% @ 60 Highest 3 Years 10.848% City of Palo Alto CalPERS 2% @ 60 Single Highest Year 10.039% City of Redding CalPERS 2% @ 55 Single Highest Year 7.653% City of Roseville CalPERS 2.7% @ 55 Single Highest Year 9.99% City of Santa Clara CalPERS 2.7% @ 55 Single Highest Year 9.893% City of Ukiah 12.538% CalPERS 2.7% @ 55 Single Highest Year Contra Costa Water District Own Plan 2.35% @ 55 Single Highest Year 23.38% Incline Village General NA- No Defined Benefit Plan Improvement District North Tahoe Public Utility CalPERS 2% @ 55 Last 3 Years 8.418% District Plumas Sierra Rural Electric Own Plan 1.6% with 31 years of service DNA 34.8%- Management Cooperative or age 62 32.10%- Union South Tahoe Public Utility CalPERS 2.7% @ 55 Highest 3 Years 11.049% District Tahoe City Public Utility CalPERS 2.7% @ 55 Single Highest Year 11.675% District Town of Truckee CaIPERS 2.5% @ 55 Highest 3 Years 10.277% Truckee Meadows Water Nevada PERS 2.25% for each year Highest 3 Years 28% Authority Age of retirement is based on years of service 5 Years = 65 10 Years = 62 30 Years = 55 33 1/3 Years = Any Age Truckee Sanitary District CalPERS 2.7% @ 55 Highest 3 Years 8.418% Agency Retiree Health Savings Account Appendix Retiree Health Practices Agency Monthly Agency Monthly Agency Monthly Vesting Contribution Contribution for Retiree Contribution for Retiree + 1 Contribution for Retiree + 2 Truckee Donner PUD $0 10 years = 50% + 5% for 10 years = 50% + 5% for 10 years = 50% + 5% for 10 years each additional year; to a each additional year; to a each additional year; to a max of $475 (or $375 if over max of $725 with 20 years max of $725 with 20 years age 65) with 20 years City of Alameda $0 PEMHCA Minimum No Additional Contribution No Additional Contribution 10 years with PERS 5 years with Agency City of Healdsburg $0 $0 $0 $0 NA City of Palo Alto $0 PERS Vesting PERS Vesting PERS Vesting 10 years 10 years = 50%; + 5% for 10 years = 50%; + 5% for 10 years = 50%; + 5% for each additional year; to a each additional year; to a each additional year; to a max of 100% with 20 years max of 100% with 20 years max of 100% with 20 years City of Redding $0 2% for each year of service 2% for each year of service 2% for each year of service 5 years up to 50% up to 50% up to 50% City of Roseville $100 (with 5 years of service) PEMHCA Minimum No Additional Contribution No Additional Contribution 10 years with PERS 5 years with Agency City of Santa Clara $50 $343 (Up to age 65) No Additional Contribution No Additional Contribution 10 years $205 (after age 65) City of Ukiah $0 $0 $0 $0 NA Contra Costa Water $0 100% 100% 100% 10 years District Incline Village General $0 $0 $0 $0 NA Improvement District North Tahoe Public $0 $0 $0 $0 NA Utility District Plumas Sierra Rural $3500/year (can also be used for $0 $0 $0 NA Electric Cooperative expenses while employed, but intended for retiree health insurance) South Tahoe Public Management $0 $0 $0 NA Utility District 1.68% Loca 139 $112/month Tahoe City Public $0 PEMHCA Minimum No Additional Contribution No Additional Contribution 10 years with PERS Utility District 5 years with Agency Agency Retiree Health Savings Account A.. - Retiree Health Practices Agency Monthly Agency Monthly Agency Monthly Vesting Contribution Contribution for Retiree Contribution for Retiree + 1 Contribution for Retiree + 2 Town of Truckee 1%- Dept. Heads PEMHCA Minimum No Additional Contribution No Additional Contribution 10 years with PERS $0- MM 5 years with Agency Truckee Meadows $0 Pre -age 65 = $235 x Years of No Additional Contribution No Additional Contribution 10 years Water Authority Service (up to 30 years) Post -age 65 = $105 x Years of Service (up to 35 years) *Employer contribution reduced by 5% per year for each year < 62 Truckee Sanitary $0 PERS Vesting PERS Vesting PERS Vesting 10 years District 10 years = 50%; + 5% for 10 years = 50%; + 5% for 10 years = 50%; + 5% for each additional year; to a each additional year; to a each additional year; to a max of 100% with 20 years max of 100% with 20 years max of 100% with 20 years Appendix Tuition Reimbursement Survey Agency Tuition Reimbursement Policy Truckee Donner PUD Each member of the management staff is encouraged to prepare a plan of professional development aimed at establishing and maintaining professional competence. The General Manager shall review said plan with the relevant staff person and approve a plan of professional development. The approved professional development plan may be eligible for reimbursement by the District for up to 50% of the costs of tuition, fees and books. City of Alameda Exec. Mngt. None AMPU $750/year EUPA $750/year MCEA $750/year City of Healdsburg Exec. Mngt. The City encourages and supports educational and training programs that provide career development, therefore the City shall provide educational reimbursement to Executive employees. To be eligible for reimbursement, courses shall be directly related to the employee's work and approved in advance by the City Manager. Employees shall submit a written stating the course outline and how the course will help in the employee's job and benefit the City. All courses shall be taken on the employee's own time. Tuition reimbursements are subject to budget limitations. MM The City will provide reimbursement for courses approved by the City Manager or his designee, subject to budget limitations. The employee shall submit a request in writing stating the course outline and how the course will help on the employee's job and benefit the City. The classes will be taken on the employee's own time. Students/employees who receive a "C" grade or better, shall be reimbursed for tuition, fees and material costs directly related to the approved course. Employees pursuing a graduate degree in a major related to their work shall be reimbursed for 50% of all such costs. If the student/employee leaves the employment of the City within one calendar year of having received such benefit, the employee will pay back to the City three-quarters (3/4) of said semester/quarter reimbursement. If the student/employee leaves the employment of the City within two calendar years of having received such benefit, the employee will pay back to the City one-half (1/2) of said semester/quarter reimbursement. IBEW The City will provide reimbursement for courses approved by the City Manager or his designee. The employee shall submit a request in writing stating the course outline and how the course will help on the employee's job and benefit the City. This written request shall be submitted and approved in writing prior to the start of the course. The classes will be taken on the Survey Agency Tuition Reimbursement Policy employee's own time. Students/employees who receive a "C" grade or better, or, where letter grades are not given, an employee who successfully passes the course, shall be reimbursed for tuition, fees and material costs directly related to the approved course, not to exceed $900.00 per school year. Beginning with fiscal year 2015-16, the annual amount for education reimbursement will increase to $1,500 per school year. If the student/employee leaves the employment of the City within one calendar year of having received such benefit, the employee will pay back to the City three-quarters (3/4) of said semester/quarter reimbursement. If the student/employee leaves the employment of the City within two calendar years of having received such benefit, the employee will pay back to the City one-half (1/2) of said semester/quarter reimbursement. Such amount to be deducted from final paycheck. City of Palo Alto I M/P and UMPAPA Professional Development - Reimbursement - The purpose of this program is to provide employees with resources to improve and supplement their job and professional skills. Reimbursement for authorized self-improvement activities may be granted each management and professional employee up to a maximum of five hundred dollars ($500) per fiscal year. A departmental training fund of one thousand dollars per employee ($1,000) will be established for subject matter, leadership or other training that the Department Director identifies as a need for employees within that Department. The following items are eligible for reimbursement: a) Civic and professional association memberships; b) Conference participation and travel expenses, which must occur within the compensation plan period; c) Educational programs, books and videos, and tuition reimbursement designed to maintain or improve the employee's skills in performing his or her job or future job opportunities, should support the City's mission or be necessary to meet the educational requirements for qualification for employment. Permissible educational expenses are refresher courses, courses dealing with current developments, academic or vocational courses, as well as the travel expenses associated with the courses as defined by the City's travel expense report from the Policy & Procedures Manual; d) Professional and trade journal subscriptions not to exceed 12 months; e) Approval will be at discretion of department head and signature is required on reimbursement form. SEW The City shall fund a Tuition Reimbursement Program for use by non -probationary employees in the unit with at least one (1) year of full time service with the City. This program will provide reimbursement to eligible SEW members for successful completion of undergraduate or graduate level courses or collegiate level certification courses related to employment opportunities with the City. The City will fund up to $100,000 for each fiscal year of the term of this MOU. The maximum reimbursement will be one thousand five hundred dollars ($1,500) per employee for each fiscal year of this MOU. The reimbursement will be provided if the following conditions are met: a. Courses must be pre -approved as job related by the division head or designee prior to the start of the course. b. Eligible expenses include required textbooks, tuition, fees, lab fees and equipment, but will not include parking fees or health fees related to enrollment. c. Employees must attain a final grace of "C" or better for both undergraduate and graduate work. Courses providing a "pass/fail" must achieve a "pass" to qualify for reimbursement. Ungraded undergraduate and graduate level courses will be reimbursement based on proof of successful completion. d. Requests for reimbursement shall be submitted in accordance with the procedures developed by the City. A request for reimbursement will not be considered submitted until it includes the relevant receipts and proof that the necessary erade or successful completion was earned. e. Reauests for reimbursement must be submitted within thirtv (30) Tuition Reimbursement Survey Agency Tuition Reimbursement Policy calendar days of the end of the fiscal year to be allocated to the fiscal year. f. Monies expended on tuition reimbursement will be subject to appropriate IRS regulations. g. Courses must be taken on the employee's off duty hours, unless prior approval is received from the employee's supervisor. h. The City may require reimbursement from the employee prior to completion of twelve months of service following receipt of the reimbursement. Reimbursement to the City will be to the extent allowable under law. i. This program is intended to provide educational and career development opportunities including licenses and certifications that are job related, and shall not replace other training currently offered by the City. City of Redding Unrep/RIEO Regular, non -probationary, employees who complete City approved courses taken for credit with a passing grade may, upon application, be reimbursed for the tuition, cost of required textbooks and required materials, including but not limited to computer software, calculators, videos, but not to include incidentals such as paper, pens and pencils. Employees must obtain prior approval from their Department Director. Reimbursement under this program shall be limited to two hundred dollars ($200.00) per course (semester/quarter). City of Roseville Mngt & Confidential Employees may be reimbursed for the tuition and fees connected with approved job related educational courses recognized by the U.S. Secretary of Education not to exceed the California State University full-time tuition rate per year. The cost of books is not covered in this agreement. The employee will submit the request for reimbursement to the Human Resources Department. The request must be made before the class has been completed. The Human Resources Department will make the final decision to accept or reject the request. No payment will be made until the final proof of passing grade is submitted to Human Resources. The City has established an annual educational reimbursement fund of $6,000 to be administered by the Human Resources Department. Once the fund balance is depleted, no further reimbursements will be approved. IBEW Employees may be reimbursed for the tuition and fees connected with job -related educational courses up to $150.00 per course, not to exceed $300.00 per year. The cost of books is not covered in this Agreement. The employee will submit the request for reimbursement to the supervisor, who will accept or reject the request. The request must be made before the class has been completed. The request will then be forwarded to the Human Resources Department, who will make the final decision to accept or reject the request. No payment will be made until the final proof of passing grade is submitted to the Human Resources Department. The City will maintain a maximum fund of $6,000 to be administered by the Human Resources Department for educational reimbursement. Once the fund balance is depleted, no further reimbursements will be approved. Local 39 Employees may be reimbursed for the tuition and fees connected with job -related educational courses and/or professional certification classes, including courses offered through adult education programs up to $1,500 per fiscal year. Books and CD's required for the actual class are not entitled to reimbursement. The employee will submit the request for reimbursement to the supervisor, who will accept or reject the request. The request must be made before the class has been completed. All requests for educational reimbursement shall be forwarded to the Human Resources Director regardless of approval or denial. The Human Resources Director will make the final decision to accept or reject the request. No payment will be made until the Appendix Tuition Reimbursement Survey Agency Tuition Reimbursement Policy final proof of passing grade or course completion is submitted to the Human Resources Director. The City will establish an annual fund of $15,000 for Local 39 employees to be administered by the Human Resources Department for educational reimbursement. An employee will only be reimbursed one time per class. Educational reimbursement requests shall be submitted to the Human Resources department by 5:00 p.m. on June 30th of each year. If valid requests for education reimbursements exceed the $15,000 fund, then a random drawing by the Human Resources Director will be held to determine which requests are honored. Once the fund balance is depleted, no further reimbursements will be approved. City of Santa Clara Tuition reimbursement is available, but the amount depends on the department's budget City of Ukiah Dept. Heads and Mngt None A/M It is the intent of the City of Ukiah (City) to recognize the future growth of both the City and its employees by adopting a Career Development Program which will encourage employees to avail themselves of job -related educational opportunities. The purpose of this action is to advance the employees' knowledge and interest in the direction of their career with the City, expand the employees' base of promoting, and enhance the City's effectiveness by improving the overall level of municipal service. This proposal is made with the realization that such a policy must be within the financial capability of the City, that the work for which the employee was originally appointed is given first priority, and that the City shall not expend, nor the employee accept, training funds with the intent of enabling the employee to secure a position with other agencies or business entities. Such training programs may include college or university courses, lectures, seminars, or continuing education courses. Provisions for the Career Development Program are as follows: reparation for classes and their requirements are to be completed on the employee's own time. To be eligible for funds, the employee must receive advance written approval by his/her Department Head and City Manager or designate. Funds to the employee shall be predicted upon a grade point of 2.0 or better; or verifiable attendance of lectures or seminars. Department Head and City Manager approval of all employee training courses shall be based upon the degree of value to the City, continuing development of employees, job skills, and the employee's stated intent to promote within the City. Mutual benefit training is coursework of equilateral benefits to the City and employee. This would include job related coursework and general courses applied to a degree related to the employee's present position or broad based promoting within the City. Criteria for this assessment would be based upon applicability of subject matter to a relevant degree or certification and be made by the employee's Department head. Up to 50% off the general education courses taken toward a degree related to the employee's field with the City may be covered by the program. The City shall try to allow up to three (3) flex hours per week for employees who need to take classes during working hours if no other non -working hour class is available. City participation shall consist of registration and costs of books and related materials. The City Manager shall cause a file to be kept in the Personnel Office in which a record of the Career Development Program is maintained. In addition, a record of each employee's participation in the program is to be placed in his/her personnel file. Contra Costa Water District Up to $3000 per Fiscal Year 10 Appendix Tuition Reimbursement Survey Agency Tuition Reimbursement Policy Incline Village General Educational Assistance; Employees may be reimbursed up to $1,500 towards an undergraduate degree or $4,000 for a Improvement District graduate degree, annually, for tuition and/or fees, other than books, for career- related education. The following qualifications must be met: 1. Employees must have minimum one year continuous service or four consecutive seasons with the District. 2. The course must be taken from an accredited institution of higher learning. 3. The course must be job or industry related or be required for a degree that is job or industry related. 4. An employee must request approval for educational assistance from his/her Department Head, prior to registering for classes. Upon approval by the Department Head, the request is forwarded for review and approval by the Director of Human Resources and General Manager. 5. Employees who do not complete the course with a grade of "C" or better, or who voluntarily terminate their employment within twelve (12) months of receiving educational assistance, must reimburse the District for the full amount of the assistance provided. North Tahoe Public Utility District Unclassified Employees may be considered for the Plan if they are full time employees and have completed 1,000 hours or more of work. Employees shall take courses of instruction on their own time. Plan benefits. The District will reimburse the employee no more than $5,250 a year for qualified educational programs. Should the IRS rules increase or decrease the $5,250 ceiling, this Plan automatically adopts the new ceiling on its effective date. Under Section 127 of the Internal Revenue Code, the employee receives the reimbursements under this Plan as tax-free fringe benefits. This Plan reimburses costs for tuition, fees, and books for college and university classes. The Plan does not reimburse costs for tools, supplies, meals, lodging, or transportation. Further, the Plan does not reimburse costs for any education that involves sports, games, or hobbies. Upon completion of the courses, the participant must provide an official transcript of grades and original receipts for all items for which he or she seeks reimbursement. Further, the District will not reimburse any amounts already reimbursed by any financial assistance, scholarship, or any other financial benefit derived from public or private programs. The participant must also attain a grade of "C" or better to qualify for benefits under the Plan. The District shall reimburse the participant within 15 days of request and proper submission of the supporting documents. Classified For college, community college and other courses for which academic credit is given, and which are approved by the DISTRICT, the cost of tuition, books, and course materials shall be reimbursed to the EMPLOYEE upon presentation of evidence of successful completion of the course, as determined by a passing grade from the institution presenting the course. No other compensation shall be rendered. For job related training courses designed to provide the EMPLOYEE with skills to improve efficiency or to provide for education necessary to obtain state mandated certificates, and continuing education units for certifications required for specific job descriptions, the DISTRICT shall provide payment of course fee, transportation, reimbursement for meals and lodging, and shall pay a maximum of eight (8) hours per day for attending such training. Plumas Sierra Rural Electric In order for the Cooperative's employees to maintain or improve a skill level required for the mutual benefit of the employee Cooperative and the Cooperative, the Cooperative will reimburse the employee for tuition incurred in the successful completion, with a minimum "C" grade, of any individual course that said employee may take for his/her improvement and the benefit of the Cooperative at an accredited institution. The General Manager will approve each individual course before the employee starts the course. Reimbursement will be made after presentation of receipts and course materials which become the 11 Appendix Tuition Reimbursement Survey Agency Tuition Reimbursement Policy property of the Cooperative. South Tahoe Public Utility District Management Any Employee may participate in special educational and training programs. A. Such programs shall be limited to those directly related to the District which provide knowledge and ability that cannot reasonably be provided on the job. B. All programs conducted outside District facilities, or those programs requiring District payment for tuition, registration fees, transportation, or other costs, shall be approved in advance using District -approved forms, fully completed and executed. C. All special educational and training programs shall be recorded and/or reported in the manner prescribed by the General Manger. D. The District shall pay the full cost of all tuition, examinations, books, and certification, provided the Employee successfully completes the pre -approved program. The District will pay the state fee for approved certificates and/or renewals. E. The District will allow time off with pay for Employees to take certification exams which are within the Employee's field of work, and with prior approval by the General Manager. If the Employee does not pass the exam, he/she may take time off without pay for reexaminations. Local 39 When approved by the General Manager or his designee, regular Employees shall be reimbursed for expenses incurred for educational training in a field that is related to the employee's job and career path. Educational expense reimbursement shall be provided to reimburse an Employee for out-of-pocket expenses for educational training that is not otherwise provided or paid by the District. All of the following expenses shall be reimbursed: A. Registration Fee B. Tuition/Enrollment Fee C. Required Books Employees will not be reimbursed for travel time, travel expenses, class time and study time. District vehicles may not be used for travel unless the Employee is on standby. Employees will be reimbursed for the above expenses, upon successful completion of their class work, up to a maximum of $1,600 per year. Tahoe City Public Utility District When practical and beneficial to the District, employees may participate in special educational and training programs. Employees are encouraged to upgrade their capabilities through training and special schooling. The District shall pay all costs incurred for special training or license that is assigned or required by the District. The District shall reimburse most cost effective amounts for books, tuition and lab fees for courses independently arranged by employee subject to prior approval by the Department Manager of the cost and content. Proof of satisfactory course completion is required to obtain the District's financial participation. Town of Truckee Dept. Heads None MM Employees shall be reimbursed for continuing education that benefits the employer and the employee as follows: The employee shall make a request to the Department Head to determine eligibility. The overall course of study or single classes must be related to the employee's employment with the Town. The Department Head shall forward the request with a recommendation to the Administrative Services Director who shall forward the request to the Town Manager for final approval. Reimbursement for continuing education is for tuition, lab fees and books and shall be based upon the grade received: a. A = 100% reimbursement 12 Survey Agency I Tuition Reimbursement Policy B = 85% reimbursement C = 70% reimbursement Any grade less than a C is not eligible for reimbursement. If a class is pass/fail, the eligible reimbursement is 85%. The maximum annual reimbursement will be $2,500 per fiscal year. Truckee Meadows Water Tuition reimbursement is only offered to non -represented employees as follows: Eligibility: Complete six (6) months of Authority service and 1,040 hours with TMWA; Courses, which must be work related/promotional, must be taken from an accredited institution or nationally recognized professional association; Annual limit of $4,000/fiscal year Truckee Sanitary District It is the District's policy to develop a better educated and more highly skilled work force by providing educational assistance to its employees in accordance with the guidelines set forth below. Only full-time employees who have completed at least one full year of continuous service with the District will be eligible for educational assistance. The District will reimburse employees for District approved costs of certain educational or training classes. To be reimbursable, the classes must be directly related to the employee's present job or must enhance the employee's potential for advancement to a position within the District which the individual has a reasonable expectation of achieving. Furthermore, the courses or programs must be offered by accredited institutions of learning and must be given at a time outside of the employee's regular working hours. Additionally, the employee must receive a grade of C (or its equivalent) or higher in order to obtain reimbursement. Requests for educational assistance must be approved prior to enrollment. Written requests shall be submitted to the General Manager by way of the employee's immediate supervisor. The written request must contain the following information: course title, course description, times and dates on which the employee desires to attend the course, name of educational institution offering the course, statement of expected costs related to the course and a brief statement of how the course is job -related. The supervisor shall provide the General Manager with his or her recommendation as to whether the request should be approved or denied. In determining whether to approve a request for educational assistance, supervisors and the General Manager will consider the nature and purpose of the course of study, the benefits to be derived by the employee and the District, the level of responsibility and the length of service of the employee and the estimated cost. The final decision shall be made by the General Manager. To receive reimbursement upon completion of a preapproved class, the employee shall submit the final grade statement alone with receipts for tuition. textbooks. reeistration. laboratory and library fees. 13 Appendix Pay for Performance Policies Survey Agency Pay for Performance Truckee Donner PUD None City of Alameda None City of Healdsburg None City of Palo Alto M/P and UMPAPA Control Point: The compensation plan includes separate multi -grade structures for both management and professional employees. Each grade will have a salary range with a mid -point which is 20% above the minimum, and 20% below the maximum of the range. All management and professional positions will be assigned an appropriate pay grade based on salary survey data and internal relationships. Actual salary within the range is determined by experience and performance. SEW None City of Redding Unrep/RIEO The City Manager may, based upon outstanding job performance, grant an exempt employee a one-time salary increase up to ten percent (10%) above the top of a classification range for a period not to exceed one (1) year. This one time increase is not cumulative and the employee would revert to the employee's regular salary rate at the end of the one- year period. City of Roseville Mngt. & Confidential For Confidential only- longevity pay of 2.5% with 10 years requires satisfactory performance; no other pay for performance IBEW None Local 39 Longevity pay of 2.5% with 10 -14 years requires satisfactory performance and 5% with 15+ years; no other pay for performance City of Santa Clara Unclassified Management Control Point; Min is 85% of Control Point and Max is 110% of Control Point Prof. Engineers None City of Ukiah Department Heads None Management Program was eliminated 14 Appendix Pay for Performance Policies Survey Agency Pay for Performance A/M Longevity Pay is performance based; 7 years and satisfactory or above performance =1%; 14 years and very competent performance =3%; 21 years and very competent performance = 5% Contra Costa Water District Unrepresented Up to 5% Local 21 None Incline Village General Improvement District None North Tahoe Public Utility District Unclassified Employees in the following positions who have reached Step 5 of their salary schedule are eligible to receive 1 %-3% earnable performance pay on an annual basis. Construction Administrator, Executive Assistant/Board Secretary, Human Resources/Risk Manager, Technology and Public Information Administrator, and Utility Operations Supervisor. Department Heads are eligible for an annual pay adjustment up to 3% after reaching step 5 based upon employee performance as determined by the General Manager/CEO as outlined in their employment contract. Classified Effective July 1, 2011, the past practice of providing cumulative performance -based salary increases at top step per year will be replaced by an annual earnable performance pay amount of up to a maximum of three percent (3%). This additional performance pay shall be for a one year period and is non -cumulative. Eligibility for a one year additional 3% performance pay after reaching the 5th step of the salary range will be based on the number of Superior or Outstanding ratings checked on the current Performance Evaluation form. This form has five rating factors: Unsatisfactory, Improvement Required, Meets Standards, Superior, and Outstanding for twelve categories. Percentage increases will be determined as follows: 1 superior or outstanding rating = 1%; 2 superior or outstanding ratings = 2% and 3 superior or outstanding rating = 3%. If the employee receives one or more rating factors below Meets Standards, then the employee will not be eligible for any Earnable Performance Pay and will need to wait until the next annual review. Plumas Sierra Rural Electric Cooperative Union None Management For Management employees - offer pay for performance and bonus payments for outstanding performance. No PSREC policy on this, it is at the discretion of the General Manager. South Tahoe Public Utility District None Tahoe City Public Utility District None 15 Survey Agency I Pay for Performance Town of Truckee Dept. Heads Employer contribution towards deferred compensation is based on performance. Also Salary adjustments are in coordination with MM pay for performance MM Employees will be eligible for pay increases based upon performance in each fiscal year. This merit based increase will be determined based on the Attachment "B" and applied to an employee's base pay. This schedule is based upon the Townss general fund revenue as defined in Attachment "C". The annual budgeted revenue will be modified for the change in assessed value as reported approximately in July of each year to the Town by the Nevada County Auditor -Controller. The Town will also utilize sales tax revenue projections provided by the outside consultant, a copy of which will be provided to the mid management group prior to July 31 of each year. Any employee merit based pay changes will then be awarded under the appropriate scale beginning July 1 of that year. The award date is based on the employee's annual evaluation date as determined by the Human Resource department. Range is 0- 6%. Each employee who has reached the top of their pay classification ("capped out"} will continue to be evaluated under the Town's Pay for Performance appraisal system. However; the employee's performance based pay would be in the form of a lump sum payment, not added to the base pay, and would be included in the employee's next payroll check and not on a separate check. The performance based incentive pay will be paid in based on the amounts calculated in accordance with Attachment "B". If an employee is not capped out and the PFP increase caps out their salary, any remaining increase will be paid in a lump sum with the total salary and lump sum payment _not to exceed the total calculated increase. A maximum incentive pay amount of $5,000 per year is allowed for Mid -Management Group classifications. If an employee's monthly pay is -above the top of the pay range for his/her position, the employee will be eligible for incentive pay, adjusted for the annual amount he/she is paid above the top of the range. Pay for performance is only available to non -represented employees as follows: Each fiscal year, MPAT employees have the opportunity to earn a total Pay for Performance award of up to 10% of their base pay. This compensation opportunity may consist of either a base pay adjustment; a lump sum component; or a combination of both. Pay for Truckee Meadows Water Authority Performance awards are at the discretion of the supervisor and/or leadership team. Truckee Sanitary District None 16 A.. Vacation -Table Leave Agency Year 1 Year 6 Year 11 Year 21 Year 25 Year 30 Max Accrual Annual Accrual Annual Accrual Annual Accrual Annual Accrual Annual Accrual Annual Accrual Truckee Donner 80 120 160 168 200 240 360 PUD1 City of Alameda Exec. Mngt. Exec. Mngt. Exec. Mngt. Exec. Mngt. Exec. Mngt. Exec. Mngt. Exec. Mngt. 150 187.5 187.5 187.5 187.5 187.5 320 hours AMPU/EUPA AMPU/EUPA AMPU/EUPA AMPU/EUPA AMPU/EUPA AMPU/EUPA AMPU/EUPA /MCEA /MCEA /MCEA /MCEA /MCEA /MCEA 1x + 10 days 75 116.25 135 172.5 187.5 187.5 MCEA 1x + 75 hours City of Healdsburg 80 120 144 184 200 200 Exec. Mngt/MM 3x IBEW 2x City of Palo Alto MP/UMPAPA MP/UMPAPA MP/UMPAPA MP/UMPAPA MP/UMPAPA MP/UMPAPA MP/UMPAPA/IBEW 120 160 160 200 200 200 3x SEW SEW SEW SEW SEW SEIU 80 120 160 200 200 200 City of Redding 80 120 140 180 200 200 Unrep 500 hours REIO 400 hours City of Roseville 96 112 128 160 160 160 2.5x City of Santa Clara 80 120 168 192 192 192 400 hours 1 From Year 21-Year 30 employee receives 1 additional day per year 2 Day is based on 7.5 hour day 17 A.. Vacation -Table Leave Agency Year 1 Year 6 Year 11 Year 21 Year 25 Year 30 Max Accrual Annual Accrual Annual Accrual Annual Accrual Annual Accrual Annual Accrual Annual Accrual City of Ukiah Dept. Heads Dept. Heads Dept. Heads Dept. Heads Dept. Heads Dept. Heads Dept. Heads 201 201 240 258 258 258 452.8 hours Mngt Mngt Mngt Mngt Mngt Mngt Management 161 161 200 218 218 218 452.8 hours A/M A/M A/M A/M A/M A/M A/M 104 122 161 208 208 208 432 hours Contra Costa Water Unrep Unrep Unrep Unrep Unrep Unrep 2x District 120 168 184 264 280 280 Local2l Local2l Local2l Local2l Local2l Local2l 80 168 184 264 280 280 Incline Village Supt. Supt. Supt. Supt. Supt. Supt. Supt. General 120 160 160 160 160 160 240 hours Improvement District All others All others All others All others All others All others All others 80 120 160 160 160 160 200 hours North Tahoe Public Unclassified Unclassified Unclassified Unclassified Unclassified Unclassified Unclassified Utility District 88 136 152 200 200 200 3x Classified Classified Classified Classified Classified Classified Classified 80 120 136 184 184 184 2x Plumas Sierra Rural 80 96 136 176 208 240 No defined max Electric Cooperative South Tahoe Public 80 120 160 168 176 176 Management Utility District 320 hours Loca 139 2x Tahoe City Public 120 176 216 232 248 248 Management Utility District 380 hours Supervisory 360 hours 18 A.. Vacation -Table Leave Agency Year 1 Year 6 Year 11 Year 21 Year 25 Year 30 Max Accrual Annual Accrual Annual Accrual Annual Accrual Annual Accrual Annual Accrual Annual Accrual Town of Truckee' 80 120 120 160 160 160 240 Truckee Meadows 132.64 155.84 179.04 225.44 244 267.2 DNA Water Authority4 Truckee Sanitary Exempt Exempt Exempt Exempt Exempt Exempt Exempt District 240 240 240 240 240 240 240 hours Non Exempt Non Exempt Non Exempt Non Exempt Non Exempt Non Exempt Non Exempt 80 120 120 160 160 160 240 hours Average 88-117 127-150 153-170 189-199 198-207 201-211 3 Truckee- DH's vacation varies per contract. 4 TMWA- Paid Time Off 19 Appendix Agency Sick Leave Sick Leave, Holidays, Administrative Sick Leave Holidays Administrative or Management Leave Annual Accrual Max Accrual (number of holidays + (number of hours per year) (days) (hours) floating per year) Truckee Donner PUD 12 Unlimited 10 + 1 = 11 64 hours City of Alameda 12 Unlimited 10 + 3.5 = 13.5 Exec. Mngt. 40 hours AMPU/EUPA/MCEA 0 City of Healdsburg 12 Unlimited 12 + 0 = 12 Exec. Mngt 100 hours MM 40 hours (City Manager can grant an additional 20 hours) IBEW 0 City of Palo Alto 12 1,000 hours 12 + 0 = 12 MP/UMPAPA 80 hours SEW 0 City of Redding 12 Unlimited 9.5 + 4 = 13.5 If exempt- up to 40 hours with Department Head approval and up to 80 hours with City Manager approval City of Roseville 12 Unlimited 11 + 1= 12 Management Up to 100 hours Confidential 40 hours Personal Leave IBEW 45 hours Personal Leave Local 39 45 hours Personal Leave 20 Agency Sick Leave A.. -Table Sick Leave, Holidays, Sick Leave Holidays Administrative or Management Leave Annual Accrual Max Accrual (number of holidays + (number of hours per year) (days) (hours) floating per year) City of Santa Clara 12 Unlimited 13 + 0 = 13 Unclassified 120 hours Prof. Engineers 0 City of Ukiah 12 Unlimited 13 + 1 = 14 Department Heads 120 hours Management 80 hours A/M 24 hours Personal Leave Contra Costa Water District 12 Unlimited Unrep Unrep 12+1=13 110hours Local 21 Local 21 12 + 0 = 12 56 hours Incline Village General 12 Unlimited 11 + 0 = 11 0 Improvement District North Tahoe Public Utility 12 Unlimited 12 + 0 = 12 Unclassified District 40 hours Classified 0 Plumas Sierra Rural Electric 12 520 hours 11 + 4 = 15 0 Cooperative South Tahoe Public Utility 12 Unlimited Management 0 District 9 + 3 = 12 Local 39 11+1=12 Tahoe City Public Utility 0-5 years = 8 days Unlimited 11 + 1 = 12 40 hours District 6+ years = 6 days Town of Truckee 12 1,000 hours 12 + 1 = 13 80 hours Truckee Meadows Water Included in Vacation NA 11 + 0 = 11 0 Authority 21 22 Appendix C Truckee Donner PUD Salary Recommendations Labor Market TDPUD is Total % above or D•%TDPUDis Increase/ Increase/ Current below Total (75th above or Decrease DeCurrent Maximum market max Compensation Percentile below total Recommended Recommended in Max in Max Total % from crease New Maximum Manager's Offi Classification Range Salary (Classic) (Classic) Classic) comp Range Max Salary Salary Compensation supervisor Recommended Internal Relationship General Manager Contract $20,172 --- --- --- --- -- $20,172 --- --- --- NA Not Surveyed Human Resources Risk Manager M37 $9,943 -17.34% $13,828 $13,875 -0.34% M40 $10,695 $752 7.56% $14,646 89% 7.5% above Customer Service Manager to maintain some consistency with current alignment Executive Assistant/District Clerk M23 $7,066 -27.12% $10,673 $11,458 -7.35% M27 $7,790 $724 10.25% $11,467 159% Market Public Information and Strategic Affairs Manager M49 $13,324 1 -2.75% $17,366 $18,192 -4.76% M50 $13,649 $325 2.44% $17,702 48% 10% below Director of Administrative Services Special Projects Administrator M37 $9,943 --- $13,828 Insuff Data --- M37 $9,943 $0 0.00% $13,828 103% Same as Customer Service Manager Director of Administrative Services M50 $13,649 -17.32% $17,702 $19,039 Administrative -7.56% Services M54 $15,048 $1,399 10.25% $19,149 34% Market Finance/Accounting Manager M41 $10,962 -6.38% $14,922 $15,048 -0.84% M41 $10,962 $0 0.00% $14,922 37% Market Senior Accountant/Analyst M35 $9,469 3.12% $13,308 $11,444 14.00% M27 $7,790 -$1,679 -17.73% $11,467 41% Market Program Manager -Customer Services/Conservation M33 $9,018 --- $12,813 --- --- M25 $7,419 -$1,599 -17.73% $11,060 103% 5% below Senior Accountant/Analyst; maintain current relationship Customer Service Manager M32 Assistant General Manager/Power Supply Engineer/Electric Utility M60 $8,798 $17,420 -31.95% -36.92% $12,572 $13,726 -9.17% M37 $9,943 $1,145 Electric Utility $21,602 $26,536-22.84% M64 $19,206 $1,786 13.01% 10.25% $13,828 51% $23,450 5% Market 20% above Electric Utility Manager Electric Utility Manager M54 $15,048 -8.47% $19,149 $19,963 -4.25% M56 $15,801 $753 5.00% $19,937 22% Market Electric Superintendent M48 $12,999 -4.25% $17,029 $16,150 5.16% M47 $12,690 -$309 -2.38% $16,710 25% 5% above market given that Electric Utility Manager is vacant but responsibilities are split between 2 positions Electric System Engineer M50 $13,649 -0.75% $17,702 $16,610 6.17% M50 $13,649 $0 0.00% $17,702 16% 15%above Electric Engineer Electric Engineer M41 $10,962 -22.59% $14,922 $15,758 -5.60% M44 $11,791 $829 7.56% $15,780 16% Market Associate Electric Engineer M39 $10,440 --- $14,373 --- M38 $10,185 -$255 -2.44% $14,093 34% 15% below Electric Engineer (no PE) IT/IS/GISOperations Manager M45 $12,085 -10.33% $16,084 $17,923 -11.43% M51 $13,990 $1,905 15.76% $18,054 37% Market IT/SCADA Engineer M37 $9,943 --- $13,828 Insuff Data --- M37 $9,934 -$9 -0.09% $13,818 41% Same as Network and Systems Administrator Network and Systems Administrator M35 $9,469 -15.50% $13,308 $13,753 -3.35% M37 $9,934 $465 4.91% $13,818 41% Market GIS Coordinator M35 $9,469 1.57% $13,308 $12,539 5.78% M35 $9,469 $0 0.00% $13,308 48% 5% below Network and Systems Administrator Water Utility Manager M50 $13,649 -24.33% $17,702 $20,521 -15.93% Water Utility M48 $12,999 -$650 -4.76% $17,029 55% 20%above Water Superintendent Water Superintendent M41 $10,962 -14.60% $14,922 $14,715 1.39% M40 $10,695 -$267 -2.44% $14,646 22% Market Water System Engineer M51 $13,990 16.65% $18,054 $14,503 19.67% M51 $13,990 $0 0.00% $18,054 -7% Market (keep at same level given that the Water Utility Manager is vacant) Water Engineer M39 1 $10,440 -0.55% $14,373 $12,890 1 10.32% M35 1 $9,469 1 -$971 -9.30% $13,308 37% 10% below market for Water System Engineer (PE) Truckee Donner Public Utility District Unrepresented Employees (Management and Technical) Wage Ranges Effective March 31, 2018 Position Monthly Annual Range Wage Wage Assistant GM/Power Supply Engineer Step 5 M62 $ 18,666 $ 223,992 Step 4 $ 17,777 $ 213,324 Step 3 $ 16,931 $ 203,172 Step 2 $ 16,125 $ 193,500 Step 1 $ 15,357 $ 184,284 Electric Utility Director Step 5 M56 $ 16,125 $ 193,500 Step 4 $ 15,357 $ 184,284 Step 3 $ 14,625 $ 175,500 Step 2 $ 13,929 $ 167,148 Step 1 $ 13,266 $ 159,192 Administrative Services Director Step 5 M54 $ 15,357 $ 184,284 Step 4 $ 14,625 $ 175,500 Step 3 $ 13,929 $ 167,148 Step 2 $ 13,266 $ 159,192 Step 1 $ 12,634 $ 151,608 Water System Engineer Step 5 M51 $ 14,277 $ 171,324 Step 4 $ 13,597 $ 163,164 Step 3 $ 12,950 $ 155,400 Step 2 $ 12,333 $ 147,996 Step 1 $ 11,746 $ 140,952 Water Utility Director Step 5 M50 $ 13,929 $ 167,148 Electric Engineering Manager Step 4 $ 13,266 $ 159,192 Step 3 $ 12,634 $ 151,608 Step 2 $ 12,032 $ 144,384 Step 1 $ 11,459 $ 137,508 Public Information & Stragetic Affairs Director Step 5 M49 $ 13,597 $ 163,164 Information Technology Director/CIO Step 4 $ 12,950 $ 155,400 Step 3 $ 12,333 $ 147,996 Step 2 $ 11,746 $ 140,952 Step 1 $ 11,187 $ 134,244 Electric Superintendent Step 5 M48 $ 13,266 $ 159,192 Step 4 $ 12,634 $ 151,608 Step 3 $ 12,032 $ 144,384 Step 2 $ 11,459 $ 137,508 Step 1 $ 10,914 $ 130,968 Electric Engineer Step 5 M44 $ 12,032 $ 144,384 Step 4 $ 11,459 $ 137,508 Step 3 $ 10,914 $ 130,968 Step 2 $ 10,394 $ 124,728 Step 1 $ 9,899 $ 118,788 Page 1 of 3 Position Monthly Annual Range Wage Wage Water Superintendent Step 5 M41 $ 11,187 $ 134,244 Finance / Accounting Manager Step 4 $ 10,654 $ 127,848 Step 3 $ 10,147 $ 121,764 Step 2 $ 9,663 $ 115,956 Step 1 $ 9,203 $ 110,436 Associate Electric Engineer Step 5 M39 $ 10,654 $ 127,848 Human Resources/Risk Director Step 4 $ 10,147 $ 121,764 Step 3 $ 9,663 $ 115,956 Step 2 $ 9,203 $ 110,436 Step 1 $ 8,765 $ 105,180 IT/SCADA Engineer Step 5 M37 $ 10,147 $ 121,764 Special Projects Administrator Step 4 $ 9,663 $ 115,956 Network and Systems Administrator Step 3 $ 9,203 $ 110,436 Step 2 $ 8,765 $ 105,180 Step 1 $ 8,348 $ 100,176 Customer Services Manager Step 5 M36 $ 9,899 $ 118,788 Step 4 $ 9,428 $ 113,136 Step 3 $ 8,979 $ 107,748 Step 2 $ 8,551 $ 102,612 Step 1 $ 8,144 $ 97,728 GIS Coordinator Step 5 M35 $ 9,663 $ 115,956 Senior Accountant/Analyst* Step 4 $ 9,203 $ 110,436 Water Engineer Step 3 $ 8,765 $ 105,180 Step 2 $ 8,348 $ 100,176 Step 1 $ 7,950 $ 95,400 Program Manager - Step 5 M33 $ 9,203 $ 110,436 Customer Service/Conservation* Step 4 $ 8,765 $ 105,180 Step 3 $ 8,348 $ 100,176 Step 2 $ 7,950 $ 95,400 Step 1 $ 7,572 $ 90,864 Senior Accountant/Analyst Step 5 M31 $ 8,765 $ 105,180 Step 4 $ 8,348 $ 100,176 Step 3 $ 7,950 $ 95,400 Step 2 $ 7,572 $ 90,864 Step 1 $ 7,211 $ 86,532 Program Manager- Step 5 M29 $ 8,348 $ 100,176 Customer Service/Conservation Step 4 $ 7,950 $ 95,400 Step 3 $ 7,572 $ 90,864 Step 2 $ 7,211 $ 86,532 Step 1 $ 6,868 $ 82,416 District Clerk/Executive Assistant Step 5 M27 $ 7,950 $ 95,400 Step 4 $ 7,572 $ 90,864 Step 3 $ 7,211 $ 86,532 Step 2 $ 6,868 $ 82,416 Step 1 $ 6,541 $ 78,492 Page 2 of 3 Position Range Monthly Wage Annual Wage IT/GIS Analyst Step 5 M26 $ 7,756 $ 93,072 Step 4 $ 7,387 $ 88,644 Step 3 $ 7,035 $ 84,420 Step 2 $ 6,700 $ 80,400 Step 1 $ 6,381 $ 76,572 General Manager - Contract Employee $ 20,584 $ 247,008 Approved by Board President Date Note: Positions listed in blue are for employees in the classification prior to March 31, 2018. 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