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HomeMy WebLinkAbout2017 TDPUD Compensation Study - Appendix B Misc Benefit Data1 Appendix B - Table 1 Cost of Living Information Survey Agency Last COLA – (Date) Last COLA – (Amount) Next COLA - (Date) Next COLA - (Amount) Truckee Donner PUD 1/2017 1.45% COLA + 1.75% negotiated increase + 1% Merit Bonus 1/2018 CPI based City of Alameda Exec. Mngt. 1/2017 AMPU 1/2017 EUPA 1/2017 MCEA 1/2017 Exec. Mngt. 3% AMPU 3% EUPA 3% MCEA 3% Exec. Mngt. 1/2018 AMPU 1/2018 EUPA 1/2018 MCEA 1/2018 Exec. Mngt. 3% AMPU 3% EUPA 3% MCEA 3% City of Healdsburg Exec. Mngt. 6/2017 MM 8/2017 IBEW 6/2017 Exec. Mngt. 3.4% MM 3.4% IBEW 3.4% Exec. Mngt. 7/2018 MM 7/2018 IBEW 7/2018 Exec. Mngt. 3% - 4% (CPI Based) MM 3% - 4% (CPI Based) IBEW 3% - 4% (CPI Based) CPI is based off of SF-Oakland- San Jose all Urban Consumers City of Palo Alto M/P 7/2017 UMPAPA 2013 SEIU 7/2017 M/P 2.5% UMPAPA 3% SEIU Varied by class M/P 7/2018 UMPAPA In negotiations SEIU 12/2017 M/P 2.5% UMPAPA TBD SEIU 3% City of Redding Unrep 8/2015 RIEO 12/2015 Unrep 2% RIEO 2.5% Unrep None Scheduled RIEO In negotiations Unrep NA RIEO TBD 2 Appendix B - Table 1 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 1/2016 Mngt &Conf./IBEW/Local 39 2% Mngt & Conf./IBEW/Local 39 1/2018 Mngt & Conf./IBEW/Local 39 2% City of Santa Clara Unclassified 12/2016 Prof. Engineers 12/2016 Unclassified 4% Prof. Engineers Varied by class Unclassified None Scheduled Prof. Engineers 12/2017 Unclassified NA Prof. Engineers 5% City of Ukiah Dept. Heads 9/2017 Mngt 9/2017 A/M 9/2017 Dept. Heads 2.5% Mngt 2.5% (but added to flex benefits) A/M 2.5% Dept. Heads None Scheduled Mngt None Scheduled A/M None Scheduled Dept. Heads NA Mngt NA A/M NA Contra Costa Water District Unrep 9/2017 Local 21 11/2016 Unrep 4% Local 21 3.1% Unrep None Scheduled Local 21 11/2017 Unrep NA Local 21 3% - 4.5% CPI is based off of SF-Oakland- San Jose all Urban Consumers Incline Village General Improvement District 7/2017 3% 7/2018 TBD North Tahoe Public Utility District 7/2017 2% COLA + (PEPRA salary increase was 0.892% for both classified and unclassified and Classic salary increase was 2.157% for both classified and unclassified) None Scheduled NA Plumas Sierra Rural Electric Cooperative IBEW 7/2017 Management 7/2017 IBEW 3% Management Approx. 2% IBEW None Scheduled Management None Scheduled IBEW NA Management NA 3 Appendix B - Table 1 Cost of Living Information Survey Agency Last COLA – (Date) Last COLA – (Amount) Next COLA - (Date) Next COLA - (Amount) South Tahoe Public Utility District Management 6/2017 Local 39 6/2017 Management 2.5% Local 39 2.5% Management 6/2018 Local 39 6/2018 Management 2.5% Local 39 2.5% Tahoe City Public Utility District 1/2017 1.56% 1/2018 Based on CPI 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 7/2017 MM 7/2017 Dept. Heads 2.5% MM 2.5% Dept. Heads Vary by contract MM None Scheduled Dept. Heads NA MM NA Truckee Meadows Water Authority 6/2017 3% 6/2018 TBD Truckee Sanitary District 6/2017 2.5% 7/2018 TBD 4 Appendix B - Table 2 Retirement Practices (Classic Members) Survey Agency Retirement Agency Retirement Benefit Retirement Formula Employer Contribution (17/18) Truckee Donner PUD CalPERS 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 CalPERS 2.7% @ 55 Single Highest Year 12.538% Contra Costa Water District Own Plan 2.35% @ 55 Single Highest Year 23.38% Incline Village General Improvement District NA- No Defined Benefit Plan North Tahoe Public Utility District CalPERS 2% @ 55 Last 3 Years 8.418% Plumas Sierra Rural Electric Cooperative Own Plan 1.6% with 31 years of service or age 62 DNA 34.8%- Management 32.10%- Union South Tahoe Public Utility District CalPERS 2.7% @ 55 Highest 3 Years 11.049% Tahoe City Public Utility District CalPERS 2.7% @ 55 Single Highest Year 11.675% Town of Truckee CalPERS 2.5% @ 55 Highest 3 Years 10.277% Truckee Meadows Water Authority Nevada PERS 2.25% for each year Age of retirement is based on years of service 5 Years = 65 10 Years = 62 30 Years = 55 33 1/3 Years = Any Age Highest 3 Years 28% Truckee Sanitary District CalPERS 2.7% @ 55 Highest 3 Years 8.418% 5 Appendix B - Table 3 Retiree Health Practices Agency Retiree Health Savings Account Contribution Agency Monthly Contribution for Retiree Agency Monthly Contribution for Retiree + 1 Agency Monthly Contribution for Retiree + 2 Vesting Truckee Donner PUD $0 10 years = 50%; + 5% for each additional year; to a max of $475 (or $375 if over age 65) with 20 years 10 years = 50%; + 5% for each additional year; to a max of $725 with 20 years 10 years = 50%; + 5% for each additional year; to a max of $725 with 20 years 10 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 10 years = 50%; + 5% for each additional year; to a max of 100% with 20 years PERS Vesting 10 years = 50%; + 5% for each additional year; to a max of 100% with 20 years PERS Vesting 10 years = 50%; + 5% for each additional year; to a max of 100% with 20 years 10 years City of Redding $0 2% for each year of service up to 50% 2% for each year of service up to 50% 2% for each year of service up to 50% 5 years 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) $205 (after age 65) No Additional Contribution No Additional Contribution 10 years City of Ukiah $0 $0 $0 $0 NA Contra Costa Water District $0 100% 100% 100% 10 years Incline Village General Improvement District $0 $0 $0 $0 NA North Tahoe Public Utility District $0 $0 $0 $0 NA Plumas Sierra Rural Electric Cooperative $3500/year (can also be used for expenses while employed, but intended for retiree health insurance) $0 $0 $0 NA South Tahoe Public Utility District Management 1.68% Local 39 $112/month $0 $0 $0 NA Tahoe City Public Utility District $0 PEMHCA Minimum No Additional Contribution No Additional Contribution 10 years with PERS 5 years with Agency 6 Appendix B - Table 3 Retiree Health Practices Agency Retiree Health Savings Account Contribution Agency Monthly Contribution for Retiree Agency Monthly Contribution for Retiree + 1 Agency Monthly Contribution for Retiree + 2 Vesting Town of Truckee 1%- Dept. Heads $0- MM PEMHCA Minimum No Additional Contribution No Additional Contribution 10 years with PERS 5 years with Agency Truckee Meadows Water Authority $0 Pre-age 65 = $235 x Years of 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 No Additional Contribution No Additional Contribution 10 years Truckee Sanitary District $0 PERS Vesting 10 years = 50%; + 5% for each additional year; to a max of 100% with 20 years PERS Vesting 10 years = 50%; + 5% for each additional year; to a max of 100% with 20 years PERS Vesting 10 years = 50%; + 5% for each additional year; to a max of 100% with 20 years 10 years 7 Appendix B - Table 4 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 8 Appendix B - Table 4 Tuition Reimbursement 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 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. SEIU 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 SEIU 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 grade or successful completion was earned. e. Requests for reimbursement must be submitted within thirty (30) 9 Appendix B - Table 4 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 10 Appendix B - Table 4 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 11 Appendix B - Table 4 Tuition Reimbursement Survey Agency Tuition Reimbursement Policy Incline Village General Improvement District Educational Assistance; Employees may be reimbursed up to $1,500 towards an undergraduate degree or $4,000 for a 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 Cooperative In order for the Cooperative’s employees to maintain or improve a skill level required for the mutual benefit of the employee 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 12 Appendix B - Table 4 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 13 Appendix B - Table 4 Tuition Reimbursement Survey Agency Tuition Reimbursement Policy b. B = 85% reimbursement c. 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 Authority Tuition reimbursement is only offered to non-represented employees as follows: Eligibility: Complete six (6) months of 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 along with receipts for tuition, textbooks, registration, laboratory and library fees. 14 Appendix B - Table 5 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. SEIU 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 15 Appendix B - Table 5 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 16 Appendix B - Table 5 Pay for Performance Policies Survey Agency 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. Truckee Meadows Water Authority 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 Performance awards are at the discretion of the supervisor and/or leadership team. Truckee Sanitary District None 17 Appendix B - Table 6 Vacation Leave Agency Year 1 Annual Accrual Year 6 Annual Accrual Year 11 Annual Accrual Year 21 Annual Accrual Year 25 Annual Accrual Year 30 Annual Accrual Max Accrual Truckee Donner PUD1 80 120 160 168 200 240 360 City of Alameda2 Exec. Mngt. 150 AMPU/EUPA /MCEA 75 Exec. Mngt. 187.5 AMPU/EUPA /MCEA 116.25 Exec. Mngt. 187.5 AMPU/EUPA /MCEA 135 Exec. Mngt. 187.5 AMPU/EUPA /MCEA 172.5 Exec. Mngt. 187.5 AMPU/EUPA /MCEA 187.5 Exec. Mngt. 187.5 AMPU/EUPA /MCEA 187.5 Exec. Mngt. 320 hours AMPU/EUPA 1x + 10 days 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 120 SEIU 80 MP/UMPAPA 160 SEIU 120 MP/UMPAPA 160 SEIU 160 MP/UMPAPA 200 SEIU 200 MP/UMPAPA 200 SEIU 200 MP/UMPAPA 200 SEIU 200 MP/UMPAPA/IBEW 3x 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 18 Appendix B - Table 6 Vacation Leave Agency Year 1 Annual Accrual Year 6 Annual Accrual Year 11 Annual Accrual Year 21 Annual Accrual Year 25 Annual Accrual Year 30 Annual Accrual Max Accrual City of Ukiah Dept. Heads 201 Mngt 161 A/M 104 Dept. Heads 201 Mngt 161 A/M 122 Dept. Heads 240 Mngt 200 A/M 161 Dept. Heads 258 Mngt 218 A/M 208 Dept. Heads 258 Mngt 218 A/M 208 Dept. Heads 258 Mngt 218 A/M 208 Dept. Heads 452.8 hours Management 452.8 hours A/M 432 hours Contra Costa Water District Unrep 120 Local 21 80 Unrep 168 Local 21 168 Unrep 184 Local 21 184 Unrep 264 Local 21 264 Unrep 280 Local 21 280 Unrep 280 Local 21 280 2x Incline Village General Improvement District Supt. 120 All others 80 Supt. 160 All others 120 Supt. 160 All others 160 Supt. 160 All others 160 Supt. 160 All others 160 Supt. 160 All others 160 Supt. 240 hours All others 200 hours North Tahoe Public Utility District Unclassified 88 Classified 80 Unclassified 136 Classified 120 Unclassified 152 Classified 136 Unclassified 200 Classified 184 Unclassified 200 Classified 184 Unclassified 200 Classified 184 Unclassified 3x Classified 2x Plumas Sierra Rural Electric Cooperative 80 96 136 176 208 240 No defined max South Tahoe Public Utility District 80 120 160 168 176 176 Management 320 hours Local 39 2x Tahoe City Public Utility District 120 176 216 232 248 248 Management 380 hours Supervisory 360 hours 19 Appendix B - Table 6 Vacation Leave Agency Year 1 Annual Accrual Year 6 Annual Accrual Year 11 Annual Accrual Year 21 Annual Accrual Year 25 Annual Accrual Year 30 Annual Accrual Max Accrual Town of Truckee3 80 120 120 160 160 160 240 Truckee Meadows Water Authority4 132.64 155.84 179.04 225.44 244 267.2 DNA Truckee Sanitary District Exempt 240 Non Exempt 80 Exempt 240 Non Exempt 120 Exempt 240 Non Exempt 120 Exempt 240 Non Exempt 160 Exempt 240 Non Exempt 160 Exempt 240 Non Exempt 160 Exempt 240 hours Non Exempt 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 20 Appendix B - Table 7 Sick Leave, Holidays, and Administrative Leave Agency Sick Leave Annual Accrual (days) Sick Leave Max Accrual (hours) Holidays (number of holidays + floating per year) Administrative or Management Leave (number of hours 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 SEIU 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 21 Appendix B - Table 7 Sick Leave, Holidays, and Administrative Leave Agency Sick Leave Annual Accrual (days) Sick Leave Max Accrual (hours) Holidays (number of holidays + floating per year) Administrative or Management Leave (number of hours 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 12 + 1 = 13 Local 21 12 + 0 = 12 Unrep 110 hours Local 21 56 hours Incline Village General Improvement District 12 Unlimited 11 + 0 = 11 0 North Tahoe Public Utility District 12 Unlimited 12 + 0 = 12 Unclassified 40 hours Classified 0 Plumas Sierra Rural Electric Cooperative 12 520 hours 11 + 4 = 15 0 South Tahoe Public Utility District 12 Unlimited Management 9 + 3 = 12 Local 39 11 + 1 = 12 0 Tahoe City Public Utility District 0-5 years = 8 days 6+ years = 6 days Unlimited 11 + 1 = 12 40 hours Town of Truckee 12 1,000 hours 12 + 1 = 13 80 hours Truckee Meadows Water Authority Included in Vacation NA 11 + 0 = 11 0 22 Appendix B - Table 7 Sick Leave, Holidays, and Administrative Leave Agency Sick Leave Annual Accrual (days) Sick Leave Max Accrual (hours) Holidays (number of holidays + floating per year) Administrative or Management Leave (number of hours per year) Truckee Sanitary District 12 2,000 hours 10 + 1 = 11 0