HomeMy Public PortalAbout20140326 - Agenda Packet - Board of Directors (BOD) - 14-09
REGULAR MEETING
BOARD OF DIRECTORS OF THE
MIDPENINSULA REGIONAL OPEN SPACE DISTRICT
Administrative Office – Board Room
330 Distel Circle, Los Altos, CA 94022
Wednesday, March 26, 2014
MEETING BEGINS AT 7:00 P.M.
A G E N D A
7:00 REGULAR MEETING OF THE BOARD OF DIRECTORS OF THE MIDPENINSULA
REGIONAL OPEN SPACE DISTRICT
ORAL COMMUNICATIONS – PUBLIC
ADOPTION OF AGENDA
SPECIAL ORDER OF THE DAY
Proclamation Honoring Dennis Danielson on his Retirement
CONSENT CALENDAR
1. Approve Minutes of the Special and Regular Board Meetings
March 12, 2014
2. Approve Revised Claims Report
BOARD BUSINESS
3. Acceptance of the District’s 2013-14 Compensation Study Report (R-14-66)
Staff Contact: Kevin Woodhouse, Assistant General Manager
General Manager’s Recommendation: Accept the District’s 2013-14 Compensation Study
Report prepared by Koff & Associates.
4a. Adoption of the Midpeninsula Regional Open Space District Fiscal Year 2014-15 Action Plan
and Budget (R-14-58)
Staff Contact: Kate Drayson, Administrative Services Manager and Lynn Tottori, Senior
Management Analyst
Committee Recommendation:
1. Adopt the Midpeninsula Regional Open Space District Fiscal Year 2014-15 Action Plan
and Budget as proposed by the General Manager.
Meeting 14-09
2. Direct the General Manager to:
a. Evaluate changing the District’s fiscal year start date from April 1 to July 1.
b. Identify a mechanism for the Board to (1) identify new potential Action Plan projects
ahead of the yearly Action Plan development process and (2) consider activating
deferred projects for inclusion in the annual Action Plan.
4b. Adoption of the Midpeninsula Regional Open Space District Fiscal Year 2014-15 Action Plan
(R-14-59)
Staff Contact: Kate Drayson, Administrative Services Manager
General Manager’s Recommendation: Adopt the Midpeninsula Regional Open Space District
Fiscal Year 2014-15 Action Plan
4c. Adoption of the Midpeninsula Regional Open Space District Fiscal Year 2014-15 Budget (R-
14-60)
Staff Contact: Kate Drayson, Administrative Services Manager and Lynn Tottori, Senior
Management Analyst
General Manager’s Recommendation: Adopt a Resolution approving the budget for Fiscal
Year 2014-15, as well as the new Classification and Compensation Plan for Fiscal Year 2014-
15, which reflects the salary costs that are included in the proposed budget
5. Approval of the Fiscal Year 2014-15 Annual Claims List (R-14-61)
Staff Contact: Kate Drayson, Administrative Services Manager and Andrew Taylor,
Accountant
District Controller’s Recommendation: Approve the Fiscal Year 2014-15 Annual Claims List,
including debt service payments.
6. Agreement to Manage Slender False Brome on Private Properties near District Preserves (R-14-
48)
Staff Contact: Cindy Roessler, Senior Resource Management Specialist
General Manager’s Recommendation: Authorize the General Manager to:
1. Approve a cooperative agreement with the San Mateo County Resource Conservation
District for a total of $100,350 in Fiscal Year 2014-15 to treat slender false brome on
private properties near District preserves.
2. Exercise the option to extend the agreement for a second and third year if the program is
successful for a total not-to-exceed amount of $311,866 over the three-year term.
7.
Special District Leadership Foundation’s District Transparency Certificate of Excellence (R-14-
09)
Staff Contact: Jennifer Woodworth, District Clerk
General Manager’s Recommendation: Direct staff to include application to Special District
Leadership Foundation’s District Transparency Certificate of Excellence Program and
completion of associated requirements in the District’s FY2014-15 District-wide Action Plan
8. Assignments to Santa Clara Valley Water District’s Water Commission (R-14-65)
Staff Contact: Jennifer Woodworth, District Clerk
General Manager’s Recommendation: Assign one Director as the Midpeninsula Regional Open
Space District Representative and assign one Director as an alternate to Santa Clara Valley
Water District’s Water Commission.
INFORMATIONAL REPORTS – Reports on compensable meetings attended. Brief reports or
announcements concerning activities of District Directors and staff; opportunity to refer public or
Board questions to staff for factual information; request staff to report back to the Board on a matter at
a future meeting; or direct staff to place a matter on a future agenda.
A. Committee Reports
B. Staff Reports
C. Director Reports
ADJOURNMENT
TO ADDRESS THE BOARD: The President will invite public comment on agenda items at the time each item is considered by the Board of Directors. You may address
the Board concerning other matters during Oral Communications. Each speaker will ordinarily be limited to three minutes. Alternately, you may comment to the
Board by a written communication, which the Board appreciates.
Consent Calendar: All items on the Consent Calendar may be approved without discussion by one motion. Board members, the General Manager, and members of the
public may request that an item be removed from the Consent Calendar during consideration of the Consent Calendar.
In compliance with the Americans with Disabilities Act, if you need assistance to participate in this meeting, please contact the District Clerk at (650) 691-1200.
Notification 48 hours prior to the meeting will enable the District to make reasonable arrangements to ensure accessibility to this meeting.
Written materials relating to an item on this Agenda that are considered to be a public record and are distributed to Board members less than 72 hours prior to the
meeting, will be available for public inspection at the District’s Administrative Office located at 330 Distel Circle, Los Altos, California 94022.
CERTIFICATION OF POSTING OF AGENDA
I, Jennifer Woodworth, District Clerk for the Midpeninsula Regional Open Space District (MROSD), declare that the
foregoing agenda for the Regular Meeting of the MROSD Board of Directors was posted and available for review on
March 21, 2014, at the Administrative Offices of MROSD, 330 Distel Circle, Los Altos California, 94022. The agenda
materials are also available on the District’s web site at http://www.openspace.org.
Signed this 21st day of March, 2014, at Los Altos, California.
March 12, 2014
Board Meeting 14-08
SPECIAL AND REGULAR MEETING
BOARD OF DIRECTORS
MIDPENINSULA REGIONAL OPEN SPACE DISTRICT
Administrative Office
330 Distel Circle
Los Altos, CA 94022
March 12, 2014
DRAFT MINUTES
SPECIAL MEETING – STUDY SESSION
CALL TO ORDER
President Harris called the Special Meeting of the Midpeninsula Regional Open Space District
Board of Directors to order at 5:34 p.m.
ROLL CALL
Members Present: Jed Cyr, Cecily Harris, Larry Hassett, and Curt Riffle
Members Absent: Nonette Hanko, Yoriko Kishimoto, and Pete Siemens
Staff Present: General Manager Steve Abbors, Assistant General Manager Kevin
Woodhouse, General Counsel Sheryl Schaffner, and District Clerk
Jennifer Woodworth
III. Data Gathering Results of the District’s 2013-14 Compensation Study Update
Director Siemens arrived at 5:36 p.m.
Assistant General Manager Woodhouse presented the staff report. Mr. Woodhouse described the
obligations under the Field Employees Association Memorandum of Agreement and Committee
and Board Approval of the Comparator Agencies. Mr. Woodhouse explained the use of
benchmark positions and those positions whose compensation is determined through an internal
alignment process. Mr. Woodhouse explained the process used to solicit employee review and
comment on the preliminary data. Mr. Woodhouse summarized the data gathered by Koff &
Associates and compared it to the 2010 results. Mr. Woodhouse explained that the integrity of a
compensation study may be compromised when different agencies are used as comparators as
was done between the 2010 and 2013 studies. Mr. Woodhouse stated that it is proposed that the
report be accepted at the March 26th Board meeting with implementation determinations to be
made at a later date. Finally, Mr. Woodhouse stated that staff is recommending the Board direct
Meeting 14-08 Page 2
the Action Plan & Budget Committee develop Employee Compensation Guiding Principles for
full Board consideration.
Director Riffle inquired as to how the District compares to other agencies as it pertains to the
number of positions within a range of +/- 5% of the median.
Katie Kaneko of Koff & Associates explained that a majority of the positions at the District is
relatively close to the median, which is preferred for compensation studies.
Director Riffle suggested that the Board may want to determine that as part of the Employee
Compensation Guiding Principles that the District maintains the right to provide compensation
for specific positions that is not in line with future compensation studies.
Director Siemens commented on the effect on employee salary and employee benefits as
CalPERS costs transfer from an employee benefit to a deduction from employee salary.
Director Riffle inquired if other agencies have Employee Compensation Guiding Principles.
Ms. Kaneko reported that other agencies do develop guiding principles but they vary widely.
Public comment opened at 6:20 p.m.
Brendan Dolan, Lead Open Space Technician, described the graphic provided by the Field
Employees Association displaying the number of District staff positions 5% above or 5% below
the median for their benchmark positions.
Alex Hapke, Secretary of the Field Employees Association, stated the Field Employee
Association’s recommendation that the County of Riverside be removed as a comparator agency
based on its distant location, lower median income and housing costs, and it not being required to
provide a fourth match for several benchmark positions. Mr. Hapke also stated that total
compensation be used for the 2013-14 Compensation Study to determine salary and benefits
because 62% of District employees are more than 5% undercompensated.
Brad Pennington, Field Employees Association President, stated that total compensation should
be used when implementing the Compensation Survey results because the results show that more
than half of District staff is undercompensated.
Brendan McKibbon, a member of the Field Employees Association, spoke against the use of the
median compensation as a guiding principle. Mr. McKibbon inquired if the District is average,
the work done by the employees is average and whether the District expects the work to be done
by District employees is expected to be average.
Public comment closed at 6:34 p.m.
Director Hassett expressed his support for the development of Employee Compensation Guiding
Principles by the Action Plan & Budget Committee.
Director Riffle inquired as the effect of adding or removing comparator agencies from the study.
Meeting 14-08 Page 3
Ms. Kaneko explained that if the Board’s objective is to see how the market has changed since
the last compensation study, then the same comparators should have been used. However,
during the 2010 Compensation Study, it was acknowledged that the agencies used at that time
did not provide as accurate of information for benchmark comparisons as the comparator
agencies currently being used.
Director Riffle inquired as to the benefits pros and cons of salary versus compensation.
Ms. Kaneko explained that salary and total compensation should both be studied. Ms. Kaneko
stated that her firm’s recommendation for the previous compensation study was to look at
benefits separately from salary. At that time, benefits were slightly below the market, and they
are now more below market. These two should be looked at separately.
Director Siemens asked that Ms. Kaneko provide information in her final report outlining areas
where the District has lower benefits.
Director Riffle stated that the District wants to attract and maintain the best people but must
weigh that goal against public accountability. Director Riffle stated his opinion this can be
looked at by developing guiding principles.
Motion: Director Siemens moved, and Director Cyr seconded the motion to direct the Action
Plan and Budget Committee to develop Employee Compensation Guiding Principles for full
Board consideration during Fiscal Year 2014-15 and prior to Board consideration of
implementation of any compensation changes based on the results of the 2013-14 Compensation
Study Update.
General Manager Steve Abbors commented that the organization must continue to make
decisions that allow the District to remain sustainable. Mr. Abbors also commented on the use of
different comparators from study to study and the importance of using the same comparator
agencies for each subsequent study. Mr. Abbors stated that the median is not the same as the
average, and his belief that none of the District’s employees are average. Finally, Mr. Abbors
commented that the District may need to look at employee benefits.
VOTE: 5-0-0 (Directors Hanko and Kishimoto absent)
Director Hassett thanked Ms. Kaneko and staff for their work on this project.
V. ADJOURNMENT
President Harris adjourned the Special Meeting of the Board of Directors of the Midpeninsula
Regional Open Space District at 6:54 p.m.
REGULAR MEETING
I. CALL TO ORDER
President Harris called the Regular Meeting of the Midpeninsula Regional Open Space District
Board of Directors to order at 7:15 p.m.
Meeting 14-08 Page 4
II. ROLL CALL
Members Present: Jed Cyr, Cecily Harris, Larry Hassett, Curt Riffle, and Pete Siemens
Members Absent: Nonette Hanko and Yoriko Kishimoto
Staff Present: General Manager Steve Abbors, Assistant General Manager Ana Ruiz,
Assistant General Manager Kevin Woodhouse, General Counsel Sheryl
Schaffner, Administrative Services Manager Kate Drayson, Natural
Resources Manager Kirk Lenington, Cindy Roessler, Resource
Management Specialist I Joel Silverman, Acting Operations Manager
Brian Malone, Senior Management Analyst Gordon Baillie, and District
Clerk Jennifer Woodworth
III. ORAL COMMUNICATIONS
No speakers were present
IV. ADOPTION OF AGENDA
Motion: Director Riffle moved, and Director Siemens seconded the motion to adopt the agenda.
VOTE: 5-0-0 (Directors Hanko and Kishimoto absent)
V. CONSENT CALENDAR
1. Approve Minutes of the Special and Regular Board Meetings of February 26, 2014
2. Approve the Revised Claims Report
3. Contract Extension with the California Pension Group, LLC., for Legislative
Consulting Services Related to Public Employee Pensions (R-14-44)
General Manager’s Recommendation: Authorize a contract extension with the California
Pension Group, LLC., as follows: (1) Extend the contract by twelve months to March 31, 2015.
(2) Increase the existing $22,000 contract amount by $12,000 to a not-to-exceed total amount of
$34,000 for legislative consulting services related to potential legislative changes in employee
pensions.
4. Resolution Supporting Assembly Bill 1799 (R-14-57)
General Manager’s Recommendation: Adopt the attached Resolution supporting Assembly Bill
1799, which would make substantive improvements to the Planning and Zoning Law and
eliminate an overly burdensome requirement to government entities or special district while
ensuring the long-term stewardship of mitigation lands.
Public Comment opened at 7:17 p.m.
No speakers present.
Meeting 14-08 Page 5
Public comment closed at 7:17 p.m.
Motion: Director Cyr moved, and Director Hassett seconded the motion to approve the Consent
Calendar.
VOTE: 5-0-0 (Directors Hanko and Kishimoto absent)
VI. BOARD BUSINESS
5. San Carlos Wheeler Plaza Project, Disposal of Former Redevelopment Agency
Property and Entry into Related Compensation Agreement (R-14-51)
Assistant General Manager Ana Ruiz presented the staff report summarizing the planned
Wheeler Plaza project and explained the requirement of San Carlos to enter into agreements with
the affected government agencies to approve the transfer. Ms. Ruiz explained that any positive
or negative fiscal impact to the District is projected to be minimal.
Al Savay, City of San Carlos Community Development Director, explained that the properties
proposed for development are being sold for a minimal amount to further the development of the
project.
Director Harris commented that members of the San Carlos community are in favor of the
project.
Public hearing opened at 7:27 p.m.
No speakers were present.
Public hearing closed at 7:27 p.m.
Motion: Director Cyr moved, and Director Riffle seconded the motion to adopt a Resolution
consenting to the sale of the Wheeler Plaza Project site in the City of San Carlos and authorizing
the General Manager to enter into a Compensation Agreement with the City of San Carlos and its
Successor Agency.
VOTE: 5-0-0 (Directors Hanko and Kishimoto absent)
6. Revised Claims Report Format and Changes to Payment Approval Process (R-14-
54)
Administrative Services Manager Kate Drayson presented the staff report stating the Action Plan
and Budget Committee’s recommendation for full Board approval of the changes. Ms. Drayson
explained that it is recommended that the Board authorize the General Manager to pay all claims
under $25,000, which would be brought to the Board for ratification after payment and
significantly reduce the need for urgent checks.
Public hearing opened at 7:36 p.m.
Meeting 14-08 Page 6
No speakers were present.
Public hearing closed at 7:36 p.m.
Motion: Director Riffle moved, and Director Siemens seconded the motion to approve the
proposed changes to the Claims Report format and adopt a resolution authorizing the General
Manager or designee to approve the payment of Claims up to $25,000.
VOTE: 5-0-0 (Directors Hanko and Kishimoto absent)
7. Cooperative Agreement with Calflora to Develop the Weed Manager Database and
a Customized Pest Database for the District (R-14-47)
Cindy Roessler presented the staff report describing the use of a database to track pests on
District properties as part of the Integrated Pest Management Program. Ms. Roessler provided
examples of how the database could be used as it applies to the District, allowing for staff to
track trends, complete research quickly, and increased ability to track and control for invasive
plants and herbicide use.
Director Riffle inquired if additional staff would be needed to maintain the database.
Ms. Roessler explained that the data is currently being collected for the Environmental Impact
Report for the Integrated Pest Management Program, which Calflora may be able to input
immediately. She does not anticipate an excessive amount of data entry above what is currently
being done, but any increase is primarily related to tracking for the District’s tenants’ properties,
which is a requirement under the Integrated Pest management Program.
Public hearing opened at 8:01 p.m.
No speakers were present.
Public hearing closed at 8:01 p.m.
Motion: Director Siemens moved, and Director Cyr seconded the motion to authorize the
General Manager to approve a cooperative agreement with Calflora for a total not-to-exceed
amount of $31,000 to develop the Weed Manager Database, also customized as a pest database,
for the District’s Integrated Pest Management Program.
VOTE: 5-0-0 (Directors Hanko and Kishimoto absent)
8. Status Report on Resource Management Grant Program (R-14-55)
Resource Management Specialist I Joel Silverman presented the staff report. Mr. Silverman
outlined the Resource Management Grant Program’s purpose and guidelines, reviewed several of
past grant award recipients’ projects, and new grant award recipient projects
Director Riffle inquired as to the number of grant applications received and if staff believes that
the District should potentially fund additional grants.
Meeting 14-08 Page 7
Mr. Silverman explained that staff is currently balancing funding limitations as well as limits on
staff time to manage the grant programs. In future years, staff may be able to manage additional
grants.
Director Harris suggested that the grant recipients be announced on the District’s website.
Public hearing opened at 8:26 p.m.
No speakers were present.
Public hearing closed at 8:26 p.m.
No Board action necessary.
9. Calendar Year 2013 Field Enforcement Activity Report and Ten-Year Field Activity
Summary (R-14-08)
Senior Management Analyst Gordon Baillie presented the staff report summarizing increases in
District and non-District violations including marijuana cultivation, parking violations, and dog
off-leash violations. Mr. Baillie also described the most frequent violations for 2013 and the
number of fatalities to which staff responded.
Director Riffle inquired if staff has noticed definite trends based on the information in the
database.
Acting Operations Manager Brian Malone reported staff has noticed an increased trend in
marijuana cultivation and continues to provide notice to the public regarding these dangers.
Public hearing opened at 8:47 p.m.
Alexander Hapke, Skyline Ranger, commented on trends in the Skyline area stating that due to a
lack of rain, warm temperatures, and additional daylight hours, dog off-leash violations and
cyclists without helmets often increase, but violations in areas which are off-limits based on
weather conditions will often decrease because more areas of the preserves are open due to the
warm, dry weather.
Public hearing closed at 8:50 p.m.
No Board action necessary.
VIII. STAFF REPORTS
Assistant General Manager Ana Ruiz reported that the District is responding to suggested
implementation recommendations resulting from the recent Santa Clara County Local Agency
Formation Commission Service Review.
Assistant General Manager Kevin Woodhouse reported that he represented the District in a
meeting with Pacific Gas & Electric, Committee for Green Foothills and San Mateo County
Meeting 14-08 Page 8
regarding the pipeline potentially running through Edgewood. Pacific Gas & Electric will be
further evaluating their analysis of the proposed pipeline.
General Manager Steve Abbors reported that he met with the new Executive Director of
Audubon Society and attended several local city council meetings to discuss the Vision Plan
process and information related to the funding measure.
IX. DIRECTOR REPORTS
The Board submitted their compensatory forms to the District Clerk.
Director Hassett reported that he visited the newly opened El Corte de Madera parking lot.
Director Cyr reported that he recently hiked in Pulgas Ridge and Coyote Ridge.
Director Riffle reported that he gave a presentation to the Kiwanis Club of Los Altos and worked
at the Mountain View Art and Wine Festival. Director Riffle also reported that he attended the
first day of the Council of California Land Trusts Conference.
Director Harris reported that she spoke to the Redwood City Council earlier in the week and
plans to speak to the San Carlos City Council in April.
Director Siemens reported that he made a presentation to the Saratoga City Council and attended
the Santa Clara County Special Districts Association quarterly meeting.
X. ADJOURNMENT TO CLOSED SESSION
President Harris adjourned the Regular Meeting of the Board of Directors of the Midpeninsula
Regional Open Space District into a Closed Session at 9:08 p.m.
CONFERENCE WITH LEGAL COUNSEL – EXISTING LITIGATION.
(GOVERNMENT CODE SECTION 54956.9(d)(1))
Name of Case: Midpeninsula Regional Open Space District v. County of Santa Clara, et
al. (Lehigh Quarry CEQA Matter)
Santa Clara County Superior Court Case No. 1-12-CV-236881
XI. ADJOURNMENT
President Harris adjourned a Closed Session of the Board of Directors of the Midpeninsula
Regional Open Space District at 10:25 p.m.
________________________________
Jennifer Woodworth, CMC
District Clerk
page 1 of 2
CLAIMS REPORT
MEETING 14-09
DATE 03-26-14
MIDPENINSULA REGIONAL OPEN SPACE DISTRICT
Check
Number
Vendor No. and Name Invoice Description Check
Date
Payment
Amount
66230 10102 - SHUTE, MIHALY & WEINBERGER LLP CEQA Challenge To Reclamation Plan Environmental Impact Report 03/20/2014 36,887.98
Legal Services - Amicus Brief On Lehigh Vested Rights Appeal 03/20/2014
CEQA Challenge To Reclamation Plan Environmental Impact Report 03/20/2014
Legal Services - Amicus Brief On Lehigh Vested Rights Appeal 03/20/2014
CEQA Challenge To Reclamation Plan Environmental Impact Report 03/20/2014
Legal Services - Amicus Brief On Lehigh Vested Rights Appeal 03/20/2014
CEQA Challenge To Reclamation Plan Environmental Impact Report 03/20/2014
Legal Services - Amicus Brief On Lehigh Vested Rights Appeal 03/20/2014
66223 10082 - PATSONS MEDIA GROUP Hard Drive Back up 03/20/2014 28,361.75
Winter Newsletter 2013-2014 03/20/2014
Nature Center Brochures 03/20/2014
Business Cards 03/20/2014
Strategic Plan Summary Report 03/20/2014
Business Cards 03/20/2014
Business Cards 03/20/2014
Business Cards 03/20/2014
Business Cards 03/20/2014
South Skyline Maps 03/20/2014
Purisima Creek Brochure 03/20/2014
Spring Newsletter 2014 03/20/2014
St. Joseph's Hill Brochure 03/20/2014
Geocache Booklet 03/20/2014
Skyline Ridge Trail Brochure 03/20/2014
Black History Celebration Flyer 03/20/2014
66207 10606 - ASCENT ENVIRONMENTAL INC Environmental Consulting Services - Integrated Pest Management 03/20/2014 23,747.55
66211 10546 - ECOLOGICAL CONCERNS INC Vegetation Management - Skyline Ridge 03/20/2014 8,322.22
Maintain & Monitor Vegetation - Skyline Tree Farm Phase III 03/20/2014
66210 10463 - DELL BUSINESS CREDIT Notebooks for AO & FFO 03/20/2014 7,165.64
66204 11358 - L.A. HEARNE COMPANY Fencing Supplies For Livestock At McDonald Ranch 03/19/2014 5,315.38
66203 11342 - SAN JOSE CITY TIMES Publication of Ordinance Number 14-02 03/19/2014 3,903.80
66212 11354 - ENVIRONMENTAL SCIENCE ASSOCIATES McDonald Ranch House Historic Evaluation 03/20/2014 3,090.00
66202 11318 - CONFLUENCE RESTORATION Mindego Gateway Staging Area Planting & Maintenance 03/19/2014 2,164.00
66229 10178 - SEARS COMMERCIAL ONE Storage Box - SFO Shop 03/20/2014 1,768.45
66206 10154 - ALL PREMIUM PROMOTIONAL PRODUCTS District Logo Lapel Pins For Volunteer Appreciation Events 03/20/2014 1,658.58
66199 *10180 - PG & E 7805891084-1 03/18/2014 1,083.48
3449721585-4 03/18/2014
3449721585-4 03/18/2014
page 2 of 2
Check
Number
Vendor No. and Name Invoice Description Check
Date
Payment
Amount
3942336544-2 03/18/2014
7975319624-9 03/18/2014
66209 10616 - BKF ENGINEERS Survey Work For Ravenswood Bay Trail - Powell Demolition 03/20/2014 1,080.00
66205 10004 - ACCOUNTEMPS Accounting Temp 03/20/2014 1,079.67
66231 10152 - TADCO SUPPLY Janitor Cart 03/20/2014 946.22
Janitorial Supplies - RSA 03/20/2014
Janitorial Supplies - RSA 03/20/2014
66213 10187 - GARDENLAND POWER EQUIPMENT Chain Saw Supplies - FFO Shop 03/20/2014 894.15
66198 10584 - EDENRED COMMUTER BENEFIT SOLUTIONS LLC Commuter Checks 2014 Q2 03/17/2014 872.14
66222 10076 - OFFICE TEAM Office Temp - Front Desk Coverage 03/20/2014 810.88
Office Temp - Real Property Administrative Assistant 03/20/2014
66228 10136 - SAN JOSE WATER COMPANY Water - RSA 03/20/2014 703.74
Water - RSA 03/20/2014
66215 10042 - HOGE, FENTON, JONES & APPEL INC Legal Services - Chiocchi Litigation 03/20/2014 644.50
66232 10338 - THE ED JONES CO INC Leather Flat Badge Holders 03/20/2014 604.69
Retired Ranger Badge 03/20/2014
66217 11102 - KOENIG, PEGGY Reimburse - Advertising For "Black History" Event & ECDM Opening 03/20/2014 558.14
66214 10416 - HAPKE, ALEX Reimbursement - PRAC Conference Expenses 03/20/2014 546.82
66235 10527 - WASTE MANAGEMENT Dumpster Service - FFO 03/20/2014 364.00
66233 10403 - UNITED SITE SERVICES INC Sanitation Services -"Black History" Event - Ravenswood 03/20/2014 353.15
66221 11157 - MULLEN, PAMELA Reimbursement - Office Supplies 03/20/2014 316.88
Reimbursement - Open Space Technician Interview Panel Lunches 03/20/2014
66216 10452 - IFLAND SURVEY Alma Waterline Easement & Legal Description - Dariano Property 03/20/2014 300.00
66225 11353 - RAICES DE MEXICO Ballet Folklorico For Founder's Day Event 03/20/2014 250.00
66218 10259 - LENINGTON, KIRK Reimbursement - Cell Phone Apr-Feb14 03/20/2014 220.00
66219 11326 - LEXISNEXIS MATTHEW BENDER Subscription-Print Service March 2014 03/20/2014 178.00
66220 10664 - MISSION TRAIL WASTE SYSTEMS Garbage Service - AO 03/20/2014 117.50
66201 11357 - SKYWOOD TRADING POST Parking Lot Rental Fee For ECDM Grand Opening Event 03/18/2014 75.00
66224 10265 - PRIORITY 1 Removal Of Radio & Antenna 03/20/2014 75.00
66200 *10261 - PROTECTION ONE Fire Inspection Monitoring 03/18/2014 66.85
66227 10130 - ROESSLER, CINDY Reimbursement - Cell Phone Jan-Feb14 03/20/2014 40.00
66208 10183 - BARRON PARK SUPPLY CO INC Plumbing Parts For Patrol Truck Pumper 03/20/2014 39.53
66234 10165 - UPS Shipping Charges - AO 03/20/2014 27.96
66226 10134 - RAYNE OF SAN JOSE Water Service - Fremont Older 03/20/2014 26.25
Grand Total 134,659.90
*Annual Claims
R-14-66
Meeting 14-09
March 26, 2014
AGENDA ITEM 3
AGENDA ITEM
Acceptance of the District’s 2013-14 Compensation Study Report
GENERAL MANAGER’S RECOMMENDATION
Accept the District’s 2013-14 Compensation Study Report prepared by Koff & Associates.
SUMMARY
The current Memorandum of Agreement with the District Field Employees Association, as
amended by a Side Letter of Agreement dated November 27, 2013, requires the District to
complete a Compensation Study Update by March 31, 2014. At its meeting of November 13,
2013, the Board of Directors approved the study consultant’s (Koff & Associates)
recommendation of twelve (12) comparator agencies, and added two additional comparator
agencies for a total of fourteen (14) (R-13-97). In a Study Session on March 12, 2014, the Board
of Directors received an update on the process and results of the data gathering phase of the
study and directed the Action Plan and Budget Committee to develop Employee Compensation
Guiding Principles for full Board consideration during Fiscal Year 2014-15 and prior to Board
consideration of implementation of any compensation changes based on the results of the study
(R-14-17). The narrative portion of the final study report is provided as Attachment 1. The
background data sheets for each classification, as well as other appendices, can be obtained
electronically through the District’s website or upon request from the District, and were provided
electronically to the Board of Directors. The final study report explains the study process,
market compensation findings, internal salary relationships, and implementation factors and
options. Although the final report discusses implementation options and provides a potential
salary range schedule and placements, it emphasizes that market survey data is just one tool in
evaluating future compensation decisions. Following acceptance of the final study report, the
Action Plan and Budget Committee will begin work during the summer of 2014 to develop
Employee Compensation Guiding Principles. Following development of these principles, the
Board will consider any compensation implementation recommendations to be made by the
General Manager.
DISCUSSION
The staff report for the March 12, 2014, Study Session “Data Gathering Results of the District’s
2013-14 Compensation Study Update,” provides detailed information about the process for this
study and the data gathering results (Attachment 2). In summary, based on top-range salary, the
R-14-17 Page 2
average of all 36 benchmarked positions is 1.8% above the median of comparators. When
adding in the value of benefits, called “total compensation,” the average of all 36 benchmarked
positions is 2.8 percent below the median of comparators. These data results are very different
from the 2011 study, which showed the average for top-range salary of all benchmarked
positions at 5.3 percent below the median of comparators. Although the results generally suggest
that District salaries are currently more in alignment with market comparisons than several years
ago, an accurate and conclusive comparison to the old study cannot be made because the two
studies utilized very different sets of comparator agencies. The results of this study will help
inform any compensation change recommendations the General Manager may bring to the Board
in the future, combined with the previous studies’ results, internal salary relationship factors,
affordability, accountability to the public, and organizational management needs, including
quality employee recruitment and retention goals and other employee compensation guiding
principles to be adopted by the Board.
The development of employee compensation guiding principles, which the Board referred to the
Action Plan and Budget Committee as a work item for summer 2014, is intended to bring clarity
to the Board’s employee compensation philosophy and minimize process and philosophy
inconsistencies between this compensation study and any future study. As presented to the
Board at the March 12, 2014 Study Session, potential topics to be addressed in the guiding
principles may include:
• Purpose of competitive compensation, such as recruitment and retention of high-quality
employees
• Accountability to the public
• Definition of “competitive” compensation
• Non-compensatory benefits of District employment
• Salary vs. benefits
• Future compensation studies – when, how, consistency with previous studies, consistency
of comparator agencies
• Focused compensation reviews vs. organization-wide studies
Koff & Associates provided in the final report an analysis of market salary data and the District’s
existing internal salary relationships in order to develop a potential salary range schedule and
salary range placements for all District classifications (provided in Appendices III and IV to the
Final Report). This analysis and potential implementation option will be informative to the
General Manager’s evaluation of implementation options, but does not necessarily include all the
organizational management factors that will need to be considered before any implementation
decisions, as mentioned above.
FISCAL IMPACT
There is no fiscal impact related to acceptance of the 2013-14 Compensation Study Report. The
fiscal impact of General Manager recommendations for compensation changes based on the
study results, if or when any changes are recommended, will be analyzed and reported to the
Board of Directors at the time of any recommendations.
PUBLIC NOTICE
Notice was provided pursuant to the Brown Act. No additional notice is necessary.
R-14-17 Page 3
CEQA COMPLIANCE
No compliance is required as this action is not a project under the California Environmental
Quality Act (CEQA).
NEXT STEP
During summer 2014, the Action Plan and Budget Committee will begin developing Employee
Compensation Guiding Principles, for subsequent consideration by the full Board and prior to
Board consideration of implementation of any compensation changes based on the results of the
2013-14 Compensation Study.
Attachments:
1. Narrative section of 2013-14 Compensation Study Report
2. March 12, 2014, Study Session report
Prepared by:
Kevin S. Woodhouse, Assistant General Manager
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KOFF & ASSOCIATES, INC.
Human Resource Consulting Since 1984
FINAL REPORT
Of The
COMPENSATION STUDY
For The
MIDPENINSULA REGIONAL OPEN SPACE DISTRICT
March 2014
KOFF & ASSOCIATES, INC.
6400 Hollis Street, Suite 5
Emeryville, CA 94608
510.658.KOFF (5633) - voice
510.652.KOFF (5633) – fax
800.514.5195 – toll free
Attachment 1
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www.KoffAssociates.com
KOFF & ASSOCIATES, INC.
Human Resource Consulting Since 1984
FINAL REPORT
Of The
COMPENSATION STUDY
For The
MIDPENINSULA REGIONAL OPEN SPACE DISTRICT
TABLE OF CONTENTS
Page
Background ...............................................................................................1
Study Process ............................................................................................1
Market Compensation Findings ................................................................6
Internal Salary Relationships ....................................................................8
Implementation Factors & Options ...........................................................9
Using the Market Data as a Tool ............................................................11
Appendix I – Results Summary
Appendix II – Market Base Salary Findings
Appendix III – Potential Salary Range Schedule
Appendix IV – Potential Salary Range Placements
Appendix V –Additional Benefits Summary
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KOFF & ASSOCIATES, INC.
Human Resource Consulting Since 1984
FINAL REPORT
Of The
COMPENSATION STUDY
For The
MIDPENINSULA REGIONAL OPEN SPACE DISTRICT
BACKGROUND
The Midpeninsula Regional Open Space District (MROSD) contracted with Koff &
Associates, Inc. to conduct a comprehensive compensation study. Compensation
findings, internal salary relationships, and implementation factors and options are
discussed in this report.
This compensation review process was precipitated by:
The requirement to update the total compensation study conducted in 2010-11,
pursuant to an obligation set forth in the July 1, 2012-June 30, 2015
Memorandum of Agreement with the District Field Employees Association, as
amended by a Side Letter of Agreement dated November 27, 2013.
The interest of management and the Board of Directors that employees should be
recognized for the level and scope of work performed and that they are paid on a
fair and competitive basis that allows MROSD to recruit and retain a high-quality
staff;
The interest to ensure that internal relationships of salaries are based upon
objective analysis including both quantitative and qualitative factors, resulting in
equity across the District.
STUDY PROCESS
Benchmarking Classifications
Thirty six (36) classifications were selected in order to collect compensation data within
the defined labor market. Survey classes that had the most consistent and useful survey
data were used as “benchmarks” in building the compensation plan. Benchmark classes
are those classes that are tied directly to market salary data during the salary setting
process. These classes are used as a means of anchoring the District’s overall
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compensation plan to the market. Other job classifications not surveyed would be
aligned on the proposed compensation plan using internal equity principals.
Survey or benchmark classifications included classes that are reasonably well known, and
clearly and concisely described. They are commonly used classes such that other like
classes may readily be found in other agencies in order to ensure that sufficient
compensation data will be compiled.
These survey classifications included:
Accountant Maintenance, Construction, & Resources
Supervisor
Accounting Technician Management Analyst II
Administrative Assistant Media Communications Supervisor
Administrative Services Manager Natural Resources Manager
Area Superintendent Open Space Technician
Assistant General Counsel II Operations Manager
Community Outreach Specialist Planner III
District Clerk Planning Manager
Docent Program Manager Public Affairs Manager
Equipment Mechanic/Operator Public Affairs Specialist
Executive Assistant Ranger
GIS Administrator Real Property Manager
GIS Technician Real Property Specialist
Human Resources Analyst Resource Management Specialist
Human Resources Supervisor Supervising Ranger
Human Resources Technician
Information Technology Administrator
Information Technology Technician
Training and Safety Specialist
Volunteer Program Manager
Web Administrator
When we contact the comparator agencies to identify possible matches for each of the
benchmarked classifications, there is an assumption that we will not be able to find
comparators that are 100% equivalent to the classifications at MROSD. Therefore, we do
not just go by job titles, which can often be misleading, but we analyze each class
description before we consider it as a comparator. Our methodology is to analyze each
class description according to the factors listed on page 5 and we require that a position’s
“likeness” be at approximately 70% of the matched position to be included.
When we do not find an appropriate match with one class, we often use “brackets” which
can be functional or represent a span in scope of responsibility. A functional bracket
means that the job of one classification at MROSD is performed by two classifications at
a comparator agency. A “bracket” representing a span in scope means that the
comparator agency has one class that is “bigger” in scope and responsibility and one
position that is “smaller,” where MROSD’s class falls in the middle.
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In all, of the thirty-six (36) benchmarked classifications identified, we were able to
collect sufficient data from the comparator agencies on all thirty-six (36) of the
classifications.
Benchmarking Comparator Agencies
The second, most important step in conducting a market salary study is the determination
of appropriate agencies for comparison.
In considering the selection of valid agencies for salary comparator purposes, a number
of factors should be taken into consideration:
1. Organizational type and structure – We generally recommend that agencies of a
similar size, providing similar services to that of MROSD be used as comparators.
However, the District provides unique and specialized services that are offered in
other geographic vicinities but not always housed within a special district entity.
Accordingly there were a number of larger entities that were chosen because of the
provision of open space services. The other comparators chosen were comprised of
seven (7) counties, two (2) municipalities, and seven (5) special districts. (For this
total, Riverside and Sonoma were considered part of the County system.)
When it comes to the more technical types of classes, such as those specializing in
Open Space or Resource Management, the size of an organization is not as critical, as
these classes perform fairly similar work due to its technical nature regardless of the
size of the organization.
The difference in size of organization becomes more important when comparing
classes at the management level. The scope of work and responsibility for
management becomes much larger as an organization grows. Factors such as
management of a large staff, consequence of error, the political nature of the job, and
its visibility all grow with larger organizations. For example, it may not be
appropriate to compare an Administrative Services Department Manager position at a
special district with a staff of approximately 110 employees with a City or County
Administration Director position at a large agency in charge of multiple divisions,
each with a large staff and with several managerial and supervisory levels reporting to
that position. In this case, we often look to the next lower and/or other classifications
as a compromise.
2. Similarity of population, staff, and operational budgets – These elements provide
guidelines in relation to resources required (staff and funding) and available for the
provision of services. Again, larger agencies were selected as comparators, even
though they serve larger populations and have larger budgets.
3. Scope of services provided and geographic location – Organizations providing the
same services are ideal for comparators and most comparator agencies surveyed
provide similar services to MROSD. As mentioned above, one of the challenges of
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this study was to identify a sufficient number of comparator agencies within the
geographic area that provide similar open space services. Because there were not a
sufficient number of public agencies providing similar services within the Bay Area,
we expanded our search to other agencies within the state of California due to the
similarities in program areas to agencies in those areas.
When it comes to management and executive classifications, the types of services
provided by an agency become less important, as each agency still needs
administrative, financial, and in most cases operations and maintenance and program-
related leadership classifications. At the management level, differences in size and
scope of services are more critical when considering comparators, as explained
above.
4. Labor market – In the reality that is today’s labor market, many agencies are in
competition for the same pool of qualified employees. No longer do individuals
necessarily live in the communities they serve. As mentioned above, the geographic
labor market area, where MROSD may be recruiting from or losing employees to,
was taken into consideration when selecting comparator organizations. Furthermore,
by selecting employers within a geographic proximity to the District, the resulting
labor market data generally reflects the region’s cost of living, housing costs, growth
rate, and other demographic characteristics to the same extent as competing
employers to the District. However, it was difficult to find a sufficient number of
agencies that provide a similar scope of open space services within the immediate
geographic region. It was necessary to look at agencies that were outside of the
immediate labor market to get sufficient market data related to the technical
specialties within MROSD. When this occurs we are able to apply geographic
differentiators to adjust upward the compensation in those agencies that have a lower
cost of labor.
5. Compensation Philosophy – Does the organization regularly conduct a market
survey, and, once completed, how is this information applied? Many agencies pay to
the median, some pay to the average, others may pay to a higher percentile. In
addition, salary ranges may be set strictly upon market base salary values or may
include the total value of salary and benefits when developing a compensation policy.
All of the above elements should be considered in selecting the group of comparator
agencies. The District agreed on a list of comparator agencies and the following fourteen
(14) agencies were used as comparators for the purposes of this market study:
City of Palo Alto
City of Walnut Creek
County of Marin
County of Sacramento
County of San Mateo
County of Santa Clara
County of Santa Cruz
East Bay Regional Park District
Livermore Area Recreation & Park District
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Marin Municipal Water District
Riverside County Regional Park & Open Space District
Santa Clara County Open Space Authority
Santa Clara Valley Water District
Sonoma County Agricultural Preservation & Open Space District
Data
Collection
Data was mostly collected in November and December of 2013 through websites,
planned telephone conversations with human resources, accounting, and/or finance
personnel at each comparator agency, and careful review of agency documentation of
classification descriptions, memoranda of understanding, organization charts, and other
documents. We updated the County of San Mateo, Livermore Area Recreation & Park
District, and Santa Clara County Open Space Authority information in January 2014 due
to a salary range increase that was published near that time.
We believe that the salary data collection step is the most critical for maintaining the
overall credibility of any study. We rely very heavily on MROSD classification
descriptions, as they are the foundation for our comparison. Personnel staff of the
comparator agencies were interviewed by telephone, whenever possible, to understand
their organizational structure and possible classification matches.
In identifying appropriate comparisons for MROSD’s classifications, we use the same
factors and criteria that we analyze when updating the District’s classification plan
structure and determining the proper allocation of each position during the classification
study process. Factors that we consider include:
Education and experience requirements;
Knowledge, abilities, and skills required to perform the work;
The scope and complexity of the work;
The authority delegated to make decisions and take action;
The responsibility for the work of others, program administration, and for
budget dollars;
Problem solving/ingenuity;
Contacts with others (both inside and outside of the organization);
Consequences of action and decisions; and
Working conditions.
All salary survey and benefit information can be found in Appendix II and a summary of
the results can be found in Appendix I. For each surveyed class, there are three
information pages:
Market Base (Top Step) Salary Summary Data
Benefit Detail (Monthly Equivalent Values)
Monthly Total Compensation Cost Summary Data
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Our analysis includes the mean (average) and median (midpoint) comparator data for
each benchmarked classification (assuming we were able to identify at least four
matches). In agreement with industry best practice, our firm recommends reviewing the
median, rather than the average, when evaluating the data. The median is the exact
midpoint of all the market data we collected, with 50% of market data below and 50% of
market data above. We recommend using the median methodology as it is not skewed by
extremely high or low salary values (unlike the mean).
MARKET COMPENSATION FINDINGS
As mentioned above, all of the compensation data can be found in Appendix II of this
report. The market base compensation salary findings for each class surveyed are listed
below, using the median results, arranged in descending order from the most positive
percentile (above market) to the most negative (below market). The market base total
compensation findings are also listed below. The percentile represents the difference
between MROSD’s current base salary/total compensation for each classification and the
median base salary/total compensation of the comparator agencies.
Classification
% above or below Top
Monthly Median
% above or below
Total Comp Median
Accountant 13.0% 4.6%
Accounting Technician 11.1% 7.3%
Executive Assistant 8.2% 3.0%
Web Administrator 7.7% 15.1%
Human Resources Technician 6.7% -0.5%
Planner III 6.7% 0.2%
Public Affairs Manager 6.7% 2.6%
Media Communications Supervisor 6.6% -2.3%
Public Affairs Specialist 5.3% -1.1%
Real Property Manager 5.1% 3.0%
Maintenance, Construction, and Resource Supervisor 4.1% -15.7%
Administrative Assistant 4.3% -1.3%
Docent Program Manager 3.3% 3.5%
Ranger 3.2% -8.5%
Management Analyst II 3.0% 2.9%
Information Technology Technician 1.9% -5.2%
Information Technology Administrator 1.8% -0.1%
Training And Safety Specialist 1.8% 3.4%
Operations Manager 1.6% -1.7%
GIS Administrator 1.1% -3.3%
Real Property Specialist 0.8% -2.3%
Administrative Services Manager 0.8% -5.8%
Resource Management Specialist II 0.4% -8.5%
Open Space Technician 0.1% -9.9%
Area Superintendent -0.1% -10.0%
Natural Resources Manager -0.9% -4.4%
Human Resources Supervisor -1.1% 1.6%
Volunteer Program Manager -1.1% -3.7%
District Clerk -1.3% -7.7%
GIS Technician -1.5% 0.6%
Supervising Ranger -2.0% -17.1%
Planning Manager -5.0% -9.3%
Equipment Mechanic/Operator -5.3% -6.5%
Community Outreach Specialist -6.6% -5.5%
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Assistant General Counsel II -16.7% -20.3%
Human Resources Analyst Proposed Proposed
Market base salary results show that out of thirty-six (36) benchmarked classifications
twenty (24) are paid above the market median. Fourteen (14) classes are paid above the
market median by 5% or less, eight (8) classes are paid above the market median by more
than 5% and less than 10%, and two (2) classes are paid above the market by more than
10% and less than 20%.
Of the 36 benchmarked classifications, eleven (11) are paid below the market median.
Eight (8) classes are paid below the market by 5% or less, two (2) classes are paid below
the market by more than 5% and less than 10%, and one (1) class is paid below the
market by more than 10% and less than 20%.
Generally, we consider a classification falling within 5% of the median to be competitive
in the labor market for salary survey purposes because of the differences in compensation
policy and actual scope of work and position requirements. However, when considering
implementation options, MROSD could adopt a closer standard.
Market total compensation results show that twelve (12) of the benchmarked
classifications are paid above the market median. Ten (10) classes are paid above the
market by less than 5%, one (1) class is paid above the market by more than 5% and less
than 10%, and one class is paid above the market by more than 10%.
Twenty-three (23) benchmarked classifications are paid below the market median. Ten
(10) classes are paid below the market median by less than 5%, nine (9) classes are paid
below the market by more than 5% and less than 10%, three (3) classes are paid below
the market by more than 10% and less than 20%, and one (1) class is paid below the
market by more than 20%.
Overall, these differences between market base salaries and total compensation indicate
that MROSD’s benefits package, in terms of cost, is less than that of the market. Further
analysis indicates that, on average, classifications are 1.8% above the market median for
base salaries, while that figure changes to 2.8% below market based on total
compensation, which is a 4.6% difference on average.
There are a couple of reasons for the difference between base salaries and total
compensation.
Five (5) comparator agencies pay a greater amount for medical, dental, vision,
employee assistance, life, and disability insurances compared to MROSD.
Nine (9) of the comparator agencies have richer retirement contributions with six
(6) of the comparators participating in both Social Security and enhanced PERS
retirement programs.
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Due to the fact that MROSD’s benefits package is less than that of the market, we will
base our salary recommendations on top monthly salary and recommend that MROSD
address benefits separately. Total compensation is a culmination of many factors derived
by a blending of different stakeholder perspectives. The Board’s perspective is reflected
by the determination of a District market compensation philosophy. The employee
viewpoint is incorporated through the meet and confer process by the communication of
preferred total compensation components. It is the role of management to balance the
need to attract and retain a quality workforce with the fiscal responsibility. Until the
stakeholders are able to articulate their different perspectives, so that the District can
evaluate and determine the best course of action related to total compensation, we are
recommending no changes to benefits at this time.
Additional Benefits Information
The District requested the collection of additional benefits information, from the
comparator agencies, specifically retiree health, pay differentials, part time benefits,
retirement formulas, longevity, housing programs, and budget strategies. The results of
our findings could not be quantified in our benefits data spreadsheets but can be found in
Appendix IV of this report.
INTERNAL SALARY RELATIONSHIPS
Building from the salary levels established for identified benchmark classes, internal
salary relationships were developed and consistently applied in order to develop potential
specific salaries to be considered for all non-benchmark classes. Appendix IV presents
proposed salary range placements for MROSD that factor in the current internal salary
relationship guidelines. This proposal is just one option for MROSD’s consideration.
While analyzing internal relationships, the same factors were considered that we used in
previously constructing MROSD’S classification plan, allocating positions to specific
classifications within the plan, and comparing MROSD’s current classifications to the
labor market during this compensation study.
In addition, when considering an appropriate salary range level, there are certain standard
human resources practices that are normally applied, as follows:
As mentioned above, a salary within 5% of the market average or median is
considered to be competitive in the labor market for salary survey purposes
because of the differences in compensation policy and actual scope of the position
and its requirements. However, a closer standard can be adopted by an agency.
Certain internal percentages are often applied. Those that are the most common
are:
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The differential between a trainee and experienced class in a series (I/II or
Trainee/Experienced) is generally 10% to 15%;
A lead or advanced journey-level (III or Senior-level) position is generally
placed 10% to 15% above the next lower experienced level; and
A full supervisory position is normally placed at least 10% to 25% above
the highest level supervised, depending upon the breadth and scope of
supervision.
We can also make internal equity adjustments between classifications such as
Manager and/or Supervisor, especially within one department.
When a market or internal equity adjustment is granted to one class in a series, the
other classes in the series are also adjusted accordingly to maintain internal
equity.
Internal equity between certain levels of classification is a fundamental factor to be
considered when making salary decisions. When conducting a market compensation
survey, results can often show that certain classifications that are aligned with each other
are not the same in the outside labor market. However, as an organization, careful
consideration needs to be given to these alignments because they represent internal value
of classifications within job families, as well as across the organization.
There were sixteen (16) classifications that were not benchmarked for the study. For all
classifications that were not benchmarked, internal alignments with other classifications
will need to be considered, either in the same class series or those classifications that
have similar scope of work, level of responsibility, and knowledge, skills, and abilities
that are of high value to MROSD. Where it is difficult to ascertain internal relationships
due to unique qualifications and responsibilities, reliance can be placed on past internal
relationships. It is important for MROSD management to carefully review these internal
relationships and determine if they are still appropriate given the current market data.
It is important to analyze market data and internal relationships within class series as well
as across the organization, and make adjustments to salary range placements as necessary
based in the needs of the organization.
MROSD may want to make other internal equity adjustments as it implements a
compensation strategy. This market survey is only a tool to be used by MROSD to
determine market indexing and salary determination. Detailed information regarding
each class’ current salary and the percentage difference to the market median is found in
Appendix I of this report.
IMPLEMENTATION FACTORS AND OPTIONS
Pay
Philosophy
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MROSD has many options regarding what type of compensation plan it wants to
implement. This decision will be based on what the District’s pay philosophy is, at
which level it desires to pay its employees compared to the market, whether it is going to
consider additional alternative compensation programs, and how great the competition is
with other agencies over recruitment of a highly-qualified workforce.
Another consideration will be the cost of MROSD’s pay philosophy. Bringing all
employees to the market median would denote an increase of MROSD’s payroll expenses
and may not be feasible to accomplish with one immediate adjustment.
Monthly Salary Plan
The current MROSD salary structure consists of 10 steps that are 2.5% apart from each
other. This is an effective salary structure. Appendix III contains a proposed salary
schedule, should MROSD choose to implement a compensation plan that maintains this
salary structure.
Salary Range Placements
Should MROSD choose to implement a compensation plan that combines the market data
results and internal alignment factors, Appendix IV illustrates the proposed salary range
placement for each classification based on our analysis of market data and internal
relationships. This proposal is just one option for MROSD’s consideration. Initially,
each benchmark classification was placed into the salary range schedule closest to its
market base salary median. We then internally aligned all non-benchmarked
classifications within the market framework. The spreadsheet also includes our rationale
for each proposed placement and the projected percentage change.
In the future, if MROSD decides to implement annual across-the-board Competitive
Market Increases (CMIs), the salary schedule needs to be increased by the appropriate
percentage and each individual salary range will move up with this adjustment. This will
ensure that the internal salary relationships are preserved and the salary schedule remains
structured and easily administered.
Options for
Implementation
While MROSD may be interested in bringing all salaries to the market median, in most
cases this goal may not be reached with a single adjustment. In this case, one option is to
use a phased implementation approach. Normally, if the compensation implementation
program must be carried over months or years, the classes that are farthest from the
market median should receive the greatest equity increase (separate from any cost of
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living increase). If a class falls within five percent (5%) of the market median, it would
be logical to make no equity adjustment in the first round of changes. However, if a class
is more than 5% (or in this case, more than 10%) below the market median, a higher
percentage change may be initially warranted to begin minimizing the disparity.
For example, if the District decided to implement the proposed salary range placements
over a three (3) year period, then the following guidelines could be applied for the initial
increase of the three-year implementation plan:
Market Disparity % Increase
0 to 4.99% 0 to 2.49%
5.0% to 10.39% 2.5% to 4.99%
10.4% to 12.99% 5.0% to 7.49%
13.0% to 19.99% 7.5% to 9.99%
20.0% and above 10.0%
The initial first year adjustment represents the adjustment needed in order provide a
portion of the equity increase and to place the class into the closest step (but not below)
where they are now. Subsequent increases would be spaced on a similar schedule (at
annual intervals) based upon the remaining disparity after each adjustment.
Please note that typically, for those classes that had a market disparity of 0 to 4.99%, we
recommend a 0% increase in the first year and an adjustment in the second year.
Depending upon the District’s financial situation, which will have to be reviewed before
each further adjustment is made, all market disparity adjustments are intended to be
completed by the third year. The District may also consider a similar implementation
plan over a longer period of time, such as a five (5)-year implementation plan.
Another option is to move employees into the salary range that is recommended for each
class based on this market study and to the step within the new range that is closest to
their current compensation. If employees’ current salaries are so far below market that
their current compensation falls below even the bottom of the newly recommended range,
then larger adjustments may need to be considered to move those employees at least to
the bottom of the new salary range.
MROSD may spend additional time to go through a process of deliberation and decision-
making as to what compensation philosophy it should implement to attract, motivate, and
retain a high-quality workforce.
One implementation option for MROSD would be to Y-rate all employees that are at a
salary above their current market salary range until the market numbers “catch up” with
their current salary. This will result in no immediate loss of income, but will delay any
future increases until the incumbent’s salary is within the salary range.
Other options to “freezing” a class’ salary in place until the market catches up are:
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“Grandfathering” of salary ranges: this means that the salary range for the
classification is adjusted down to what the market numbers are. However, current
incumbents would continue being paid at the current rate of pay (which would put
them outside of the new and adjusted salary range for the class) until they leave
MROSD or retire. Any new-hires would be paid within the newly established
salary range.
Single-incumbent classes: if a class only has one incumbent, an option would be
to wait until the person leaves or retires from MROSD and then adjust the salary
range for the class according to the market.
Another option, of course, is to actually reduce salaries down to where the market
numbers are. However, from a legal as well as an employee relations perspective, it is
highly questionable whether that really is a viable option. Legal representation for
different agencies has various interpretations of the legality of reducing salaries.
USING MARKET DATA AND THIS REPORT AS A TOOL
We wish to reiterate that this report and our findings are meant to be a tool for MROSD
to create and implement an equitable compensation plan. Compensation strategies are
designed to attract and retain excellent staff. However, financial realities and MROSD’s
expectations may also come into play when determining appropriate compensation
philosophies and strategies. The collected data represents a market survey that will give
MROSD an instrument to make future compensation decisions.
It has been a pleasure working with MROSD on this critical project. Please do not
hesitate to contact us if we can provide any additional information or clarification
regarding this report.
Respectfully Submitted,
Koff & Associates, Inc.
Katie Kaneko
President
6400 Hollis Street, Suite 5, Emeryville, CA 94608 TEL 510-658-KOFF (5633) FAX 510-652-KOFF (5633)
www.KoffAssociates.com
Appendix I
Results Summary
Midpenisula Regional Open Space District
Results Summary
January 2014
Classification MROSD Current
Monthly Salary Average % above
or below Median % above
or below
MROSD Monthly
Total Comp Average % above
or below Median % above
or below
Accountant $7,114 $6,522 8.3%$6,192 13.0%$10,345 $9,753 5.7%$9,867 4.6%
Accounting Technician $5,710 $5,092 10.8%$5,076 11.1%$8,519 $7,870 7.6%$7,893 7.3%
Administrative Assistant $5,348 $5,153 3.6%$5,121 4.3%$8,084 $7,999 1.0%$8,193 -1.3%
Aministrative Services Manager $11,588 $12,065 -4.1%$11,499 0.8%$15,948 $17,114 -7.3%$16,866 -5.8%
Area Superintendent $9,534 $9,545 -0.1%$9,539 -0.1%$13,369 $13,749 -2.8%$14,708 -10.0%
Assistnt General Counsel II $10,767 $12,114 -12.5%$12,561 -16.7%$14,811 $17,024 -14.9%$17,821 -20.3%
Community Outreach Specialist $7,470 $7,827 -4.8%$7,966 -6.6%$10,781 $11,576 -7.4%$11,368 -5.5%
District Clerk $9,080 $9,430 -3.9%$9,194 -1.3%$12,749 $13,888 -8.9%$13,736 -7.7%
Docent Program Manager $6,941 $6,796 2.1%$6,712 3.3%$10,134 $10,148 -0.1%$9,779 3.5%
Equipment Mechanic/Operator $6,146 $6,470 -5.3%$6,474 -5.3%$9,120 $9,651 -5.8%$9,710 -6.5%
Executive Assistant $6,453 $6,114 5.3%$5,927 8.2%$9,413 $9,300 1.2%$9,133 3.0%
Gis Administrator $8,858 $8,885 -0.3%$8,761 1.1%$12,477 $12,663 -1.5%$12,887 -3.3%
Gis Technician $5,853 $5,878 -0.4%$5,941 -1.5%$8,691 $8,905 -2.5%$8,642 0.6%
Human Resources Analyst Proposed $7,779 N/A $7,681 N/A N/A $11,401 N/A $11,286 N/A
Human Resources Supervisor $9,534 $9,609 -0.8%$9,642 -1.1%$13,304 $13,541 -1.8%$13,087 1.6%
Human Resources Technician $5,710 $5,608 1.8%$5,328 6.7%$8,519 $8,567 -0.6%$8,561 -0.5%
IT Administrator $8,035 $8,001 0.4%$7,889 1.8%$11,317 $11,543 -2.0%$11,324 -0.1%
IT Technician $6,146 $6,067 1.3%$6,031 1.9%$9,044 $9,098 -0.6%$9,514 -5.2%
Maint, Construction, & Rsrc Spv $7,843 $7,827 0.2%$7,521 4.1%$11,136 $11,773 -5.7%$12,880 -15.7%
Management Analyst II $7,843 $7,052 10.1%$7,609 3.0%$11,237 $11,215 0.2%$10,914 2.9%
Media Communications Supervisor $9,301 $9,015 3.1%$8,692 6.6%$13,019 $13,139 -0.9%$13,321 -2.3%
Natural Resources Manager $11,588 $11,448 1.2%$11,695 -0.9%$15,948 $16,223 -1.7%$16,653 -4.4%
Open Space Technician $5,309 $5,561 -4.8%$5,302 0.1%$8,112 $8,746 -7.8%$8,913 -9.9%
Operations Manager $11,588 $11,200 3.3%$11,407 1.6%$16,013 $15,899 0.7%$16,280 -1.7%
Planner III $8,647 $8,278 4.3%$8,071 6.7%$12,219 $12,000 1.8%$12,201 0.2%
Planning Manager $11,588 $12,081 -4.3%$12,162 -5.0%$15,948 $16,886 -5.9%$17,429 -9.3%
Public Affairs Manager $11,588 $11,389 1.7%$10,816 6.7%$15,948 $16,319 -2.3%$15,531 2.6%
Public Affairs Specialist $7,470 $7,495 -0.3%$7,075 5.3%$10,781 $10,997 -2.0%$10,894 -1.1%
Ranger $6,146 $6,023 2.0%$5,949 3.2%$9,120 $9,609 -5.4%$9,893 -8.5%
Real Property Manager $11,588 $11,032 4.8%$10,999 5.1%$15,948 $15,569 2.4%$15,476 3.0%
Real Property Specialist $7,843 $7,735 1.4%$7,781 0.8%$11,237 $11,148 0.8%$11,500 -2.3%
Resource Management Specialist II $7,470 $7,610 -1.9%$7,441 0.4%$10,637 $11,224 -5.5%$11,544 -8.5%
Supervising Ranger $7,843 $7,939 -1.2%$8,000 -2.0%$11,151 $12,214 -9.5%$13,061 -17.1%
Training And Safety Specialist $7,843 $7,403 5.6%$7,706 1.8%$11,237 $10,932 2.7%$10,854 3.4%
Volunteer Program Manager $6,941 $7,033 -1.3%$7,020 -1.1%$10,134 $10,421 -2.8%$10,508 -3.7%
Web Administrator $8,035 $7,685 4.4%$7,416 7.7%$11,471 $10,678 6.9%$9,736 15.1%
Top Monthly Salary Data Monthly Total Compensation Data
6400 Hollis Street, Suite 5, Emeryville, CA 94608 TEL 510-658-KOFF (5633) FAX 510-652-KOFF (5633)
www.KoffAssociates.com
Appendix II
Market Compensation Findings
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
ACCOUNTANT
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Accountant II $8,022 $8,022 6/24/2013 Unknown Unknown
2 City of Walnut Creek Accountant II $7,604 $7,604 10/25/2013 6/20/2014 2.5%
3 Marin Municipal Water District Accountant II $7,319 $7,319 7/1/2013 7/1/2014 2 -3%
4 Midpeninsula Regional Open Space District Accountant $7,114 $7,114 7/1/2013 7/1/2014 3%
5 Sonoma County Agricultural Preservation & OSD Accountant ll3 $5,938 12.3%$6,668 7/1/2009 10/28/2014 1%
6 City of Palo Altoa Accountant 6 $6,648 $6,648 5/18/2013 Unknown Unknown
7 County of Santa Cruz Accountant II $5,706 8.7%$6,202 6/13/2009 Unknown Unknown
8 County of Marin Accountant II 5 $6,182 $6,182 7/1/2009 7/1/2014 2-3%
9 County of San Mateo Accountant II 1 $6,155 $6,155 11/10/2013 Unknown Unknown
10 East Bay Regional Park District b Accountant II $5,987 $5,987 4/1/2013 4/1/2014 2%
11 County of Sacramento Accountant $5,361 9.8%$5,886 6/22/2008 Unknown Unknown
12 County of Santa Clara Accountant II4 $5,832 $5,832 12/23/2013 Unknown Unknown
13 Riverside County Regional Park & Open Space District Accountant II – Parks2 $5,092 13.2%$5,764 6/27/2013 7/1/2014 2%
Santa Clara County Open Space Authority N/C
Livermore Area Recreation & Park District N/C
Average of Comparators $6,320 $6,522
% MROSD Above/Below 11.2%8.3%
Median of Comparators $6,071 $6,192
% MROSD Above/Below 14.7%13.0%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
b) East Bay Regional Park District works a 37.5 hour workweek.
1 - Accountant II may plan, direct, review, and evaluate work of fiscal office support staff.
2 - Accountant II – Parks may supervise clerical and/or technical staff.
3 - Accountant II may supervise payroll function; this classification is not in the District but is a classification in the Regional Parks Department.
4 - Accountant II may lead lower-level staff.
5- Accountant II may plan, direct, and review the work of technical and office support staff; County no longer has a Payroll Accountant classification.
6 - Accountant may supervise support staff.
7- MROSD's classification is bracketed by two comparators to encompass all duties.
8- Senior Accountant may exercise technical and functional supervision over clerical staff or lower-level accountants; Senior Administrative Analyst oversees payroll function.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
ACCOUNTING TECHNICIAN
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Accounting Technician $6,585 $6,585 6/24/2013 Unknown Unknown
2 Marin Municipal Water District Account Clerk III / Payroll Technician / Fiscal Specialist 1 $6,414 $6,414 7/1/2013 7/1/2014 2 -3%
3 Midpeninsula Regional Open Space District Accounting Technician $5,710 $5,710 7/1/2013 7/1/2014 3%
4 Riverside County Regional Park & Open Space District Accounting Assistant II – Parks $4,698 13.2%$5,318 6/27/2013 7/1/2014 2%
5 East Bay Regional Park District b Account Clerk $5,252 $5,252 4/1/2013 4/1/2014 2%
6 Livermore Area Recreation & Park District District Bookkeeper3 $5,220 $5,220 7/1/2013 Unknown Unknown
7 City of Walnut Creek Accounting Assistant / Payroll Technician 1 $5,217 $5,217 6/22/2012 Unknown Unknown
8 Sonoma County Agricultural Preservation & OSD Payroll Clerk2 $4,520 12.3%$5,076 7/1/2009 10/28/2014 1%
9 City of Palo Alto Accounting Specialist $4,900 $4,900 7/1/2012 Unknown Unknown
10 County of San Mateo Fiscal Office Specialist $4,725 $4,725 11/10/2013 Unknown Unknown
11 County of Santa Cruz Account Clerk $4,300 8.7%$4,674 6/13/2009 Unknown Unknown
12 County of Santa Clara Accountant Assistant / Payroll Services Clerk1 $4,523 $4,523 12/23/2013 Unknown Unknown
13 County of Marina Accounting Assistant $4,520 $4,520 7/1/2009 7/1/2014 2-3%
14 County of Sacramento Account Clerk Level II $3,440 9.8%$3,777 6/20/2010 Unknown Unknown
Santa Clara County Open Space Authority N/C
Average of Comparators $4,947 $5,092
% MROSD Above/Below 13.4%10.8%
Median of Comparators $4,725 $5,076
% MROSD Above/Below 17.2%11.1%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) County of Marin works a 37.5 hour workweek.
b) East Bay Regional Park District works a 37.5 hour workweek.
1 - MROSD's classification is bracketed by two comparators to encompass all duties.
2 - The District does not have Payroll Clerk classification but are in the Regional Parks Department; the District has an Accounting Technician that performs specialized and complex technical accounting
work and may supervise staff.
3 - District Bookkeeper requires any combination of education and experience equivalent to completion of high school and 2 years schooling beyond high school and 4 years of experience.
4- Accounting Technician requires any combination of experience and training equivalent to an Associate of Arts degree and 3 years of experience.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
ADMINISTRATIVE ASSISTANT
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Administrative Assistant $6,269 $6,269 6/24/2013 Unknown Unknown
2 Marin Municipal Water District Administrative Assistant $6,130 $6,130 7/1/2013 7/1/2014 2 -3%
3 County of Marina Senior Secretary $5,766 $5,766 7/1/2009 7/1/2014 2-3%
4 County of Santa Clara Executive Assisstant II $5,427 $5,427 12/23/2013 Unknown Unknown
5 Midpeninsula Regional Open Space District Administrative Assistant $5,348 $5,348 7/1/2013 7/1/2014 3%
6 City of Palo Alto Administrative Associate II $5,235 $5,235 7/1/2012 Unknown Unknown
7 City of Walnut Creek Office Specialist 1 $5,137 $5,137 6/22/2012 Unknown Unknown
8 East Bay Regional Park District b Secretary $5,104 $5,104 4/1/2013 4/1/2014 2%
9 County of San Mateo Administrative Secretary II $5,070 $5,070 11/10/2013 Unknown Unknown
10 County of Santa Cruz Division Secretary $4,451 8.7%$4,838 6/13/2009 Unknown Unknown
11 Riverside County Regional Park & Open Space District Secretary II - Parks $4,032 13.2%$4,564 6/27/2013 7/1/2014 2%
12 Sonoma County Agricultural Preservation & OSD Senior Office Assistant2 $3,861 12.3%$4,336 7/1/2009 10/28/2014 1%
13 County of Sacramento Secretary $3,609 9.8%$3,962 6/20/2010 Unknown Unknown
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $5,008 $5,153
% MROSD Above/Below 6.4%3.6%
Median of Comparators $5,121 $5,121
% MROSD Above/Below 4.3%4.3%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) County of Marin works a 37.5 hour workweek.
b) East Bay Regional Park District works a 37.5 hour workweek.
1- Office Specialist requires graduation from high school supplemented by secretarial or business coursework or training and 3 years of experience
2- The District does not have the Office Assistant, Senior classification but is in the Regional Parks Department.
3- Administrative Services Manager requires an AA degree or higher and 1 year of experience.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
ADMINISTRATIVE SERVICES MANAGER
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Marin Municipal Water District Finance Division Manager $16,026 $16,026 7/1/2013 7/1/2014 2 -3%
2 Riverside County Regional Park & Open Space District Bureau Chief – Parks3 $12,205 13.2%$13,816 7/1/2013 7/1/2014 2%
3 City of Palo Alto a Assistant Director Administrative Services $13,031 $13,031 5/18/2013 Unknown Unknown
4 Santa Clara Valley Water District Financial Services Unit Manager $12,946 $12,946 6/24/2013 Unknown Unknown
5 East Bay Regional Park District Chief Financial Officer/Controller / Assistant Finance Officer 1,2 $12,512 $12,512 4/1/2013 4/1/2014 2%
6 Midpeninsula Regional Open Space District Administrative Services Manager $11,588 $11,588 7/1/2013 7/1/2014 3%
7 County of San Mateo Deputy Controller $11,546 $11,546 11/10/2013 Unknown Unknown
8 County of Santa Cruz Chief of Fiscal Services $10,535 8.7%$11,452 6/13/2009 Unknown Unknown
9 City of Walnut Creek Finance Manager $11,120 $11,120 10/25/2013 6/20/2014 2.5%
10 County of Santa Clara Administrative Services Manager III / Controller-Treasurer Division
Manager 1,4
$11,021 $11,021 12/23/2013 Unknown Unknown
11 County of Sacramento Chief of Departmental Administrative Services $9,862 9.8%$10,829 6/20/2010 Unknown Unknown
12 County of Marin Department of Finance Division Chief $10,580 $10,580 7/1/2009 7/1/2014 2-3%
13 Sonoma County Agricultural Preservation & OSD OSD Administrative and Fiscal Services Manager / Department
Administrative Services Director1
$8,815 12.3%$9,899 7/1/2008 10/28/2014 1%
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $11,683 $12,065
% MROSD Above/Below -0.8%-4.1%
Median of Comparators $11,333 $11,499
% MROSD Above/Below 2.2%0.8%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1- MROSD's classification is bracketed by two or more comparators to encompass all duties.
2- Chief Financial Officer/ Controller and Assistant Finance Officer require a Bachelor’s Degree from an accredited college or university in accounting, finance or closely related field.
3 - Bureau Chief – Parks may oversee administration bureau, including human resources and financial functions.
4 - The Administrative Services Manager III requires sufficient administrative or business management experience.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
AREA SUPERINTENDENT
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 City of Walnut Creek Public Services Manager 1 $12,291 $12,291 10/25/2013 6/20/2014 2.5%
2 Marin Municipal Water District Watershed Resources Manager 4 $11,644 $11,644 7/1/2013 7/1/2014 2 -3%
3 County of San Mateo Park Superintendent 2 $10,995 $10,995 11/10/2013 Unknown Unknown
4 East Bay Regional Park District Park Unit Manager 6 $10,778 $10,778 4/1/2013 4/1/2014 2%
5 City of Palo Alto a Division Manager - Open Space 11 $10,072 $10,072 5/18/2013 Unknown Unknown
6 County of Santa Clara Manager of Park Maintenance Services / Manager of Park
Ranger Operations8,9
$9,539 $9,539 12/23/2013 6/23/2014 2%
7 Midpeninsula Regional Open Space District Area Superintendent $9,534 $9,534 7/1/2013 7/1/2014 3%
8 County of Marin Parks/Open Space Superintendent10 $9,462 $9,462 7/1/2009 7/1/2014 2-3%
9 County of Santa Cruz Parks Manager, Maintenance 3 $8,202 8.7%$8,916 6/13/2009 Unknown Unknown
10 County of Sacramento Park Ranger Manager 7 $7,026 9.8%$7,715 6/20/2010 Unknown Unknown
11 Livermore Area Recreation & Park District Parks and Facilities Manager 5 $7,455 $7,455 7/1/2013 Unknown Unknown
12 Riverside County Regional Park & Open Space District Area Park Manager - Parks $5,411 13.2%$6,125 6/27/2013 7/1/2014 2%
Santa Clara County Open Space Authority N/C
Santa Clara Valley Water District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $9,352 $9,545
% MROSD Above/Below 1.9%-0.1%
Median of Comparators $9,539 $9,539
% MROSD Above/Below -0.1%-0.1%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1- Public Services Manager does not require certifications
2- Park Superintendent does not require certifications.
3- Parks Manager, Maintenance requires Agricultural Pest Control Advisor License only.
4- Watershed Resources Manager does not require any certifications except for First Aid and CPR certificate.
5 - Parks and Facilities Manager requires Qualified Applicator's certificate, Qualified Applicator's license, and/or Agricultural Pest Control Advisor license only.
6- Park Unit Manager requires 4 years of experience and no additional license/certifications beyond a valid California State driver’s license.
7- Park Ranger Manager requires POST Basic certificate and CPR certificate only.
8 - MROSD's classification is bracketed by two comparators to encompass all duties.
9 - Manager of Park Maintenance Services does not require California Penal Code 832 Certificate or any other license/certifications. Manager of Park Ranger Operations requires
possession of the American Red Cross Emergency Response First Aid certification (First Responder Level or higher) and American Red Cross CPR for the Professional
Rescuer certification before completion of the probationary period, and possession of current California Penal Code Section 832 Powers of Arrest certificate.
10 - Certifications are not required.
11- Division Manager – Open Space does not require any certifications.
12- Park Operations Manager & Resource Manager do not require certifications.
13- Deputy Chief Ranger oversees for administration support, resource protection, visitors service, facilities and maintenance, and visitor protection; requires Park Ranger’s Association of CA General Ranger certification
and AA degree; requires training as Level 1 Reserve Officer training, NWCG Advanced wildland firefighter training, POST Supervisor and Management school, Internal Affairs and Force Investigation school, and NAI
certified Interpretive Guide certificate.
14- Parks and Open Space Manager does not supervise Ranger staff (contract service) and does not require any certifications.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
ASSISTANT GENERAL COUNSEL II
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Assistant District Counsel $15,605 $15,605 6/28/2010 Unknown Unknown
2 County of Santa Cruz Attorney IV - County Counsel $12,093 8.7%$13,145 6/13/2009 Unknown Unknown
3 East Bay Regional Park District Assistant District Counsel $13,054 $13,054 4/1/2013 4/1/2014 2%
4 County of Santa Clara Attorney III - County Counsel $12,922 $12,922 12/23/2013 Unknown Unknown
5 City of Walnut Creek Assistant City Attorney / Deputy City Attorney 1 $12,689 $12,689 10/25/2013 6/20/2014 2.5%
6 County of Marin County Counsel III $12,561 $12,561 7/1/2009 7/1/2014 2-3%
7 Riverside County Regional Park & Open Space District Deputy County Counsel III2 $10,952 13.2%$12,398 7/1/2013 7/1/2014 2%
8 County of San Mateo Deputy County Counsel II $11,000 $11,000 11/10/2013 Unknown Unknown
9 Midpeninsula Regional Open Space District Assistant General Counsel II $10,767 $10,767 7/1/2013 7/1/2014 3%
10 City of Palo Alto a Senior Deputy City Attorney $10,115 $10,115 5/18/2013 Unknown Unknown
11 County of Sacramento Attorney Level III - Civil $9,018 9.8%$9,902 6/20/2010 Unknown Unknown
12 Sonoma County Agricultural Preservation & OSD Deputy County Counsel II3 $8,787 12.3%$9,868 7/1/2008 10/28/2014 1%
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $11,709 $12,114
% MROSD Above/Below -8.7%-12.5%
Median of Comparators $12,093 $12,561
% MROSD Above/Below -12.3%-16.7%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1 - MROSD's classification is bracketed by two comparators to encompass all duties.
2 - Deputy County Counsel III is not in the Regional Parks and Open Space District.
3 - The District does not have a Deputy County Counsel II classification (in County Counsel department).
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
COMMUNITY OUTREACH SPECIALIST
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 City of Walnut Creek Community Relations Officer $9,121 $9,121 10/25/2013 6/20/2014 2.5%
2 Santa Clara Valley Water District Public Information Representative II $8,857 $8,857 6/24/2013 Unknown Unknown
3 Midpeninsula Regional Open Space District Community Outreach Specialist $7,470 $7,470 7/1/2013 7/1/2014 3%
4 Marin Municipal Water District Public Information Representative 1 $7,075 $7,075 7/1/2013 7/1/2014 2 -3%
5 East Bay Regional Park District a Community Outreach Coordinator $6,255 $6,255 4/1/2013 4/1/2014 2%
City of Palo Alto N/C
County of Marin N/C
County of Sacramento N/C
County of San Mateo N/C
County of Santa Clara N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Riverside County Regional Park & Open Space District N/C
Santa Clara County Open Space Authority N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $7,827 $7,827
% MROSD Above/Below -4.8%-4.8%
Median of 2014 Comparators $7,966 $7,966
% MROSD Above/Below -6.6%-6.6%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) East Bay Regional Park District works a 37.5 hour workweek.
1- Public Information Representative requires any combination of education and experience equivalent to an Associate’s degree and 3 years of experience.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
DISTRICT CLERK
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Riverside County Regional Park & Open Space District Assistant Clerk of the Board 4 $10,816 13.2%$12,244 7/1/2013 7/1/2014 2%
2 County of Santa Clara Assistant Clerk of the Board of Supervisors 6 $10,902 $10,902 12/23/2013 Unknown Unknown
3 Santa Clara Valley Water District Deputy Clerk of the Board / Clerk of the Board 8,9 $10,230 $10,230 7/1/2013 Unknown Unknown
4 East Bay Regional Park District Clerk of the Board 3 $9,357 $9,357 4/1/2013 4/1/2014 2%
5 City of Palo Altoa Assistant City Clerk / City Clerk 8 $9,267 $9,267 5/18/2013 Unknown Unknown
6 City of Walnut Creek City Clerk 1 $9,121 $9,121 10/25/2013 6/20/2014 2.5%
7 Midpeninsula Regional Open Space District District Clerk $9,080 $9,080 7/1/2013 7/1/2014 3%
8 County of Santa Cruz Chief Deputy Clerk, Board of Supervisors $8,306 8.7%$9,029 6/13/2009 Unknown Unknown
9 County of Sacramento Assistant Clerk to the Board of Supervisors $7,847 9.8%$8,616 6/22/2008 Unknown Unknown
10 Sonoma County Agricultural Preservation & OSD Chief Deputy Clerk of the Board 5 $7,594 12.3%$8,528 7/1/2008 10/28/2014 1%
11 County of Marin Assistant Clerk to Board of Supervisors 7 $7,010 $7,010 7/1/2009 7/1/2014 2-3%
County of San Mateo N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C 2
Santa Clara County Open Space Authority N/C
Average of Comparators $9,045 $9,430
% MROSD Above/Below 0.4%-3.9%
Median of Comparators $9,194 $9,194
% MROSD Above/Below -1.3%-1.3%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1- City Clerk requires possession of or ability to obtain, within two years of employment, Certified Municipal Clerk (CMC) certification; possession of or ability to obtain, within eight
to ten years of employment, a Master Municipal Clerk (MMC) certification; possession of or ability to obtain California Notary Public certification within six months of employment.
2- Administrative Secretary to the General Manager acts as confidential secretary to the General Manager and acts as Secretary to the Board.
3- Clerk of the Board requires equivalent to graduation from high school, supplemented by appropriate business or secretarial school training and 5 years responsible experience.
4 - Assistant Clerk of the Board is not in the Regional Parks and Open Space District.
5 - Chief Deputy County Clerk does not require a Bachelor’s degree; the District does not have a Chief Deputy County Clerk classification (in County Clerk department).
6 - Assistant Clerk of the Board of Supervisors requires education and experience equivalent to an AA or higher-level degree and progressively responsible administrative and managerial experience.
7 - Assistant Clerk to Board of Supervisors requires any combination of education and experience equivalent to 5 years of experience.
8 - MROSD's classification is bracketed by two comparators to encompass all duties.
9- Deputy Clerk of the Board requires any combination of experience and training equivalent to completion of the 12th grade and 4 years of experience.
10- City Clerk is appointed by the City Council.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
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DOCENT PROGRAM MANAGER
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 County of Santa Clara Parks Interpretive Program Supervisor / Program Manager II 1 $8,586 $8,586 12/23/2013 6/23/2014 2%
2 Midpeninsula Regional Open Space District Docent Program Manager $6,941 $6,941 7/1/2013 7/1/2014 3%
3 Santa Clara County Open Space Authority Coordinator of Interpretive Programs 2 $6,895 $6,895 6/13/2013 Unknown Unknown
4 East Bay Regional Park District Supervising Naturalist IV $6,814 $6,814 4/1/2013 4/1/2014 2%
5 County of Marin Open Space Interpretive Naturalist $6,611 $6,611 7/1/2009 7/1/2014 2-3%
6 Riverside County Regional Park & Open Space District Interpretive Services Supervisor - Parks $5,586 13.2%$6,323 6/27/2013 7/1/2014 2%
7 County of Sacramento Park Interpretive Supervisor 3 $5,053 9.8%$5,548 6/20/2010 Unknown Unknown
City of Palo Alto N/C
City of Walnut Creek N/C
County of San Mateo N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara Valley Water District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $6,591 $6,796
% MROSD Above/Below 5.0%2.1%
Median of Comparators $6,712 $6,712
% MROSD Above/Below 3.3%3.3%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
1- MROSD's classification is bracketed by two comparators to encompass all duties.
2- Coordinator of Interpretive Programs requires any combination of education and experience equivalent to a minimum of 2 years of college coursework and 3 years of experience.
3- Park Interpretive Supervisor is a first-level supervisory classification.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
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EQUIPMENT MECHANIC/OPERATOR
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Heavy Equipment Operator / Equipment Mechanic II 1,2 $7,738 $7,738 6/24/2013 Unknown Unknown
2 Marin Municipal Water District Senior Heavy Equipment Operator / Automotive Mechanic II /
Resource Projects Coordinator 1,3
$6,872 $6,872 7/1/2013 7/1/2014 2 -3%
3 County of Santa Cruz Lead Heavy Equipment Operator - Disposal Site 4 $6,079 8.7%$6,608 6/13/2009 Unknown Unknown
4 County of San Mateo Parks & Open Space Equipment Operator / Equipment Mechanic II
1,5
$6,602 $6,602 11/10/2013 Unknown Unknown
5 County of Marina Maintenance Equipment Operator / Heavy Equipment Mechanic 1,6 $6,474 $6,474 7/1/2009 7/1/2014 2-3%
6 City of Palo Alto Lead Heavy Equipment Operator / Motorized Equipment Mechanic
II 1,7
$6,233 $6,233 7/1/2012 Unknown Unknown
7 Midpeninsula Regional Open Space District Equipment Mechanic/Operator $6,146 $6,146 7/1/2013 7/1/2014 3%
8 County of Santa Clara Park Equipment Operator / Park Maintenance Crew Chief / Fleet
Services Mechanic 1,10
$5,955 $5,955 12/23/2013 Unknown Unknown
9 East Bay Regional Park District Heavy Equipment Operator / Senior Equipment Mechanic 1,8 $5,928 $5,928 4/1/2013 4/1/2014 2%
10 Riverside County Regional Park & Open Space District Senior Equipment Operator 9 $5,140 13.2%$5,818 7/11/2013 7/1/2014 2%
City of Walnut Creek N/C
County of Sacramento N/C
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $6,336 $6,470
% MROSD Above/Below -3.1%-5.3%
Median of Comparators $6,233 $6,474
% MROSD Above/Below -1.4%-5.3%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) County of Marin works a 37.5 hour workweek.
1- MROSD's classification is bracketed by two comparators to encompass all duties.
2- Heavy Equipment Operator and Equipment Mechanic II require Class A driver’s license only.
3- Senior Heavy Equipment Operator requires Class A driver’s license and completion of certificate in wildland fire academy for dozer operator only. Automotive Mechanic II requires Class A driver’s license and possession of ASE Master
Auto Technician and CA Advanced Emissions Specialist Technician license.
4- Lead Heavy Equipment Operator - Disposal Site requires Class A driver's license only.
5- Parks & Open Space Equipment Operator and Equipment Mechanic III do not require possession of, or ability to obtain, Basic First Aid and Cardiopulmonary Resuscitation (CPR) and fire suppression training certifications.
6 - Maintenance Equipment Operator requires possession of a valid Class A Driver's License within one year of appointment and possession of or ability to obtain within one year of appointment designated certificates in first-aid
and cardiopulmonary resuscitation (CPR). Heavy Equipment Mechanic requires possession of a valid California class A driver’s license and a satisfactory driving record as obtained from the Department of Motor vehicles.
7 - Lead Heavy Equipment Operator is assigned to Utilities or Public Works (not Parks/Open Space), however essential duties, skills, and knowledge are similar; Basic First Aid, CPR and fire suppression certifications
are not required. Motorized Equipment Mechanic II does not require Basic First Aid, CPR, and fire suppression certifications.
8- Heavy Equipment Operator and Senior Equipment Mechanic do not require any license/certification beyond a valid class A California Driver’s license for Heavy Equipment Operator and a valid Class B California Driver’s license for Senior
Equipment Mechanic.
9 - Senior Equipment Operator is not in the Regional Parks and Open Space District and does not require certifications.
10 - Park Equipment Operator does not require Basic First Aid, CPR, or fire training certifications. Park Maintenance Crew Chief does not require fire training certifications. Fleet Services Mechanic requires a forklift operators certification
within six (6) months of appointment and a air Conditioning and Refrigerant license/certification issued by the State of California within six (6) months of appointment; no additional certifications are required.
11- Equipment Operator III requires appropriate Colorado driver's license; First Aide and CPR certificates are not requires.
12- Heavy Equipment Specialist requires Class A DL and Hazardous Waste Operations and Competent Person certificate; Equipment Mechanic II requires Class B driver's license; no other certifications are required.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
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EXECUTIVE ASSISTANT
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Executive Assistant $7,453 $7,453 6/24/2013 Unknown Unknown
2 County of Santa Clara Executive Assistant II / Secretary to the County Executive 1 $7,042 $7,042 12/23/2013 Unknown Unknown
3 East Bay Regional Park District Executive Secretary $6,537 $6,537 4/1/2013 4/1/2014 2%
4 City of Palo Alto b Executive Assistant to the City Manager 2 $6,486 $6,486 5/8/2013 Unknown Unknown
5 Midpeninsula Regional Open Space District Executive Assistant $6,453 $6,453 7/1/2013 7/1/2014 3%
6 County of Marin a Executive Secretary / Executive Assistant to the County
Adminstrator 1,3
$6,425 $6,425 7/1/2009 7/1/2014 2-3%
7 City of Walnut Creek Executive Assistant to the City Manager / Executive Assistant 1 $5,983 $5,983 6/21/2013 Unknown Unknown
8 County of San Mateo Executive Secretary - Confidential $5,871 $5,871 11/10/2013 Unknown Unknown
9 Riverside County Regional Park & Open Space District Executive Assistant II - Parks $5,115 13.2%$5,790 7/1/2013 7/1/2014 2%
10 Santa Clara County Open Space Authority Executive Assistant $5,737 $5,737 6/13/2013 Unknown Unknown
11 County of Santa Cruz Executive Secretary $5,233 8.7%$5,688 6/13/2009 Unknown Unknown
12 Sonoma County Agricultural Preservation & OSD OSD Executive Secretary $4,894 12.3%$5,496 7/1/2008 10/28/2014 1%
13 County of Sacramento Executive Secretary $4,425 9.8%$4,858 6/22/2008 Unknown Unknown
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C 4
Average of Comparators $5,933 $6,114
% MROSD Above/Below 8.1%5.3%
Median of Comparators $5,927 $5,927
% MROSD Above/Below 8.2%8.2%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) County of Marin works a 37.5 hour workweek.
b) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1- MROSD's classification is bracketed by two comparators to encompass all duties.
2 - The Executive Assistant to the City Manager requires a Bachelor’s degree and 3 years of journey level experience.
3 - Executive Secretary typically requires the equivalent to four years of substantial and increasingly responsible secretarial experience which includes at least two years as an advanced journey
level secretary providing management level support.
4- Administrative Secretary to the General Manager acts as confidential secretary to the General Manager and acts as Secretary to the Board.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
GIS ADMINISTRATOR
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Marin Municipal Water District Information Systems Analyst Supervisor 1 $10,870 $10,870 7/1/2013 7/1/2014 2 -3%
2 Santa Clara Valley Water District GIS Analyst III $10,019 $10,019 6/24/2013 Unknown Unknown
3 City of Palo Alto Senior Technologist 2 $9,502 $9,502 5/18/2013 Unknown Unknown
4 Sonoma County Agricultural Preservation & OSD Geographic Information Systems Coordinator 3 $8,082 12.3%$9,077 7/1/2008 10/28/2014 1%
5 Midpeninsula Regional Open Space District GIS Administrator $8,858 $8,858 7/1/2013 7/1/2014 3%
6 County of Sacramento Senior Geographic Information Systems Analyst $8,004 9.8%$8,788 6/20/2010 Unknown Unknown
7 County of Santa Clara GIS Analyst / GIS Analyst Supervisor 4 $8,776 $8,776 12/23/2013 6/23/2014 2%
8 County of Santa Cruz GIS Manager / Senior Departmental Information Systems
Analyst 4
$8,047 8.7%$8,747 6/13/2009 Unknown Unknown
9 County of Marina Geographic Information Systems Analyst II / Geographic
Information Systems Manager 4
$8,710 $8,710 7/1/2009 7/1/2014 2-3%
10 City of Walnut Creek Information Systems Analyst III 5 $8,673 $8,673 10/25/2013 6/20/2014 2.5%
11 County of San Mateo Senior Information Technology Analyst 6 $8,629 $8,629 11/10/2013 Unknown Unknown
12 Riverside County Regional Park & Open Space District GIS Senior Analyst / GIS Supervisor Analyst 4,7 $6,602 13.2%$7,473 6/27/2013 7/1/2014 2%
13 East Bay Regional Park Districtb Geographic Information System Coordinator $7,354 $7,354 4/1/2013 4/1/2014 2%
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $8,606 $8,885
% MROSD Above/Below 2.8%-0.3%
Median of Comparators $8,651 $8,761
% MROSD Above/Below 2.3%1.1%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) County of Marin works a 37.5 hour workweek.
b)East Bay Regional Park District works a 37.5 hour workweek.
1- Information Systems Analyst Supervisor provides direct ongoing supervision to assigned staff and may serve as technical authority for one or more related specialties or major systems, such as GIS.
2- Senior Technologist is a general IT classification that identifies City needs, organizes projects, and implements all aspects of the City’s GIS including overseeing application development,
contract development, and software acquisition.
3- The District does not have a Geographic Information Systems Coordinator classification (general County class).
4- MROSD's classification is bracketed by two comparators to encompass all duties.
5- Information Systems Analyst III, when assigned to GIS, requires a combination of education and experience equivalent to an Associate’s degree and 3 years of experience.
Also requires the ability to obtain and maintain Department of Justice required system security access and completion of a background check.
6- Senior Information Technology Analyst is a general classification that may be assigned to develop GIS applications, perform geo-spatial database modeling and development,
and recommend policies and procedures.
7 - Both classifications are not in the Regional Parks and Open Space District but are allocated to other departments in the County.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
GIS TECHNICIAN
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Marin Municipal Water District Senior Engineering Technician - GIS $7,219 $7,219 7/1/2013 7/1/2014 2 -3%
2 Sonoma County Agricultural Preservation & OSD Geographic Information Systems Technician II 1 $5,830 12.3%$6,547 7/1/2009 10/28/2014 1%
3 County of San Mateo Information Technology Analyst / Drafting Technician II /
Planning Technician / Planner I 2,3
$6,208 $6,208 11/10/2013 Unknown Unknown
4 Santa Clara County Open Space Authority Planning/GIS Technician $6,026 $6,026 6/13/2013 Unknown Unknown
5 County of Marina Resource Specialist GIS / Assistant Open Space Planner 2,4 $6,002 $6,002 7/1/2009 7/1/2014 2-3%
6 County of Santa Clara GIS Technician I / Planner I 2,5 $5,880 $5,880 12/23/2013 Unknown Unknown
7 Midpeninsula Regional Open Space District GIS Technician $5,853 $5,853 7/1/2013 7/1/2014 3%
8 Riverside County Regional Park & Open Space District GIS Specialist II 6 $4,838 13.2%$5,477 7/11/2013 7/1/2014 2%
9 East Bay Regional Park Districtb Geographic Information Systems Technician $5,250 $5,250 4/1/2013 4/1/2014 2%
10 County of Santa Cruz GIS Technician II 7 $4,694 8.7%$5,102 6/13/2009 Unknown Unknown
11 County of Sacramento Geographic Information Systems Technician Level II 8 $4,615 9.8%$5,067 6/20/2010 Unknown Unknown
City of Palo Alto N/C
City of Walnut Creek N/C
Livermore Area Recreation & Park District N/C
Santa Clara Valley Water District N/C
Average of Comparators $5,656 $5,878
% MROSD Above/Below 3.4%-0.4%
Median of Comparators $5,855 $5,941
% MROSD Above/Below 0.0%-1.5%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) County of Marin works a 37.5 hour workweek.
b) East Bay Regional Park District works a 37.5 hour workweek.
1 - The District does not have a Geographic Information Systems Technician classification (general County class).
2- MROSD's classification is bracketed by two comparators to encompass all duties.
3- Information Technology Analyst that requires any combination of education and experience equivalent to graduation from four-year college or equivalent technical certification
and 1 year of experience and is a general classification that administers GIS system, conducts special/surface analysis, and produces maps, exhibits, and analytical reports;
Drafting Technician II requires any combination of education and experience equivalent to 1 year of experience; Planning Technician requires any combination of education
and experience equivalent to college level coursework; Planner I requires any combination of education and experience equivalent to Bachelor's degree.
4- Resource Specialist GIS and Assistant Open Space Planner require equivalent to graduation from a four-year college or university.
5 - GIS Technician I is a journey-level class that requires education, training, and experience equivalent to completion of 2 years of college or technical school and 2 years of experience.
6 - GIS Specialist II is not in the Regional Parks and Open Space District. GIS Specialist II requires three years of sub professional or professional GIS experience;
college coursework can substitute for some professional experience.
7- GIS Technician II requires any combination of education and experience equivalent to completion of 15 semester units of coursework and 3 months of experience.
8- Geographic Information Systems Technician Level II requires successful completion of 30 semester or 45 quarter units or 1 year of experience.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
HUMAN RESOURCES ANALYST
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
Midpeninsula Regional Open Space District Human Resources Analyst Proposed Proposed
1 Santa Clara Valley Water District Management Analyst II $9,303 $9,303 6/24/2013 Unknown Unknown
2 East Bay Regional Park District Human Resources Officer II $8,913 $8,913 4/1/2013 4/1/2014 2%
3 City of Walnut Creek Administrative Analyst II 1 $8,290 $8,290 10/25/2013 6/20/2014 2.5%
4 Marin Municipal Water District Human Resources Analyst $8,099 $8,099 7/1/2013 7/1/2014 2 -3%
5 County of San Mateo Management Analyst III $7,812 $7,812 11/10/2013 Unknown Unknown
6 County of Santa Cruz Associate Personnel Analyst $7,120 8.7%$7,739 6/13/2009 Unknown Unknown
7 Riverside County Regional Park & Open Space District Human Resources Analyst II2 $6,734 13.2%$7,623 7/1/2013 7/1/2014 2%
8 County of Santa Clara Human Resources Analyst / Employee Relations Analyst 4 $7,409 $7,409 12/23/2013 Unknown Unknown
9 Sonoma County Agricultural Preservation & OSD Human Resources Analyst II3 $6,554 12.3%$7,360 7/1/2008 10/28/2014 1%
10 County of Marin Personnel Analyst II $7,218 $7,218 7/1/2009 7/1/2014 2-3%
11 City of Palo Alto a Senior Human Resources Administrator / Human Resources
Representative4
$6,889 $6,889 5/18/2013 Unknown Unknown
12 County of Sacramento Personnel Analyst $6,092 9.8%$6,689 6/22/2008 Unknown Unknown
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $7,536 $7,779
% MROSD Above/Below N/A N/A
Median of Comparators $7,314 $7,681
% MROSD Above/Below N/A N/A
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1- Administrative Analyst II performs a wide variety of administrative staff assignments in the assigned operating department. Staff may also function as a program manager or as
a specialist in a program area (e.g., Human Resources, Finance, Arts and Recreation). Administrative Analyst II may supervise staff.
2 - Human Resources Analyst II is not in the Regional Parks and Open Space District.
3 - The District does not have a Human Resources Analyst II classification (in Human Resources department).
4 - MROSD's classification is bracketed by two comparators to encompass all duties.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
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HUMAN RESOURCES SUPERVISOR
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 East Bay Regional Park District Human Resources Manager / Human Resources Officer II 1,2 $11,580 $11,580 4/1/2013 4/1/2014 2%
2 Riverside County Regional Park & Open Space District Human Resources Services Manager3 $9,961 13.2%$11,276 7/1/2013 7/1/2014 2%
3 Santa Clara Valley Water District Program Administrator $10,273 $10,273 6/24/2013 Unknown Unknown
4 City of Walnut Creek Human Resources Manager/ Administrative Analyst II1 $9,705 $9,705 10/25/2013 6/20/2014 2.5%
5 County of Marin Principal Personnel Analyst $9,670 $9,670 7/1/2009 7/1/2014 2-3%
6 County of Sacramento Personnel Services Manager $8,782 9.8%$9,642 6/22/2008 Unknown Unknown
7 County of Santa Cruz Principal Personnel Analyst $8,854 8.7%$9,624 6/13/2009 Unknown Unknown
8 Midpeninsula Regional Open Space District Human Resources Supervisor $9,534 $9,534 7/1/2013 7/1/2014 3%
9 County of San Mateo Human Resources Program Manager II $9,499 $9,499 11/10/2013 Unknown Unknown
10 Sonoma County Agricultural Preservation & OSD Human Resources Manager/ Human Resources Analyst III1,4 $7,918 12.3%$8,892 7/1/2008 10/28/2014 1%
11 Santa Clara County Open Space Authority Administration Manager $8,084 $8,084 6/13/2013 Unknown Unknown
12 Livermore Area Recreation & Park District Human Resources Manager $7,455 $7,455 7/1/2013 Unknown Unknown
City of Palo Alto N/C
County of Santa Clara N/C
Marin Municipal Water District N/C
Average of Comparators $9,253 $9,609
% MROSD Above/Below 2.9%-0.8%
Median of Comparators $9,499 $9,642
% MROSD Above/Below 0.4%-1.1%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
1 - MROSD's classification is bracketed by two comparators to encompass all duties.
2 - Human Resources Manager requires 8 years of experience and Human Resources Officer ll requires 3 years of experience.
3 - Human Resources Services Manager is not in the Regional Parks and Open Space District.
4 - The District does not have a Human Resources Manager or Human Resources Analyst III classifications (in Human Resources department).
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
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HUMAN RESOURCES TECHNICIAN
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Human Resources Technician II $7,091 $7,091 6/24/2013 Unknown Unknown
2 Marin Municipal Water District Human Resources Technician 2 $6,797 $6,797 7/1/2013 7/1/2014 2 -3%
3 East Bay Regional Park Districtc Human Resources Assistant 3 $6,309 $6,309 4/1/2013 4/1/2014 2%
4 Livermore Area Recreation & Park District Administrative Assistant8 $6,307 $6,307 7/1/2013 Unknown Unknown
5 Midpeninsula Regional Open Space District Human Resources Technician $5,710 $5,710 7/1/2013 7/1/2014 3%
6 County of Marina Personnel Technician $5,687 $5,687 7/1/2009 7/1/2014 2-3%
7 City of Walnut Creek Office Specialist - Confidential 1 $5,541 $5,541 6/21/2013 Unknown Unknown
8 Sonoma County Agricultural Preservation & OSD Human Resources Technician6 $4,745 12.3%$5,328 7/1/2008 10/28/2014 1%
9 County of Santa Cruz Personnel Technician $4,884 8.7%$5,309 6/13/2009 Unknown Unknown
10 County of San Mateo Human Resources Technician - Confidential $5,283 $5,283 11/10/2013 Unknown Unknown
11 City of Palo Altob Human Resources Assistant - Confidential $5,067 $5,067 5/18/2013 Unknown Unknown
12 Riverside County Regional Park & Open Space District Human Resources Technician II5 $4,301 13.2%$4,869 7/1/2013 7/1/2014 2%
13 County of Santa Clara Human Resources Assistant II 7 $4,813 $4,813 12/23/2013 Unknown Unknown
14 County of Sacramento Personnel Specialist Level II 4 $4,096 9.8%$4,497 6/22/2008 Unknown Unknown
Santa Clara County Open Space Authority N/C
Average of Comparators $5,455 $5,608
% MROSD Above/Below 4.5%1.8%
Median of Comparators $5,283 $5,328
% MROSD Above/Below 7.5%6.7%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) County of Marin works a 37.5 hour workweek.
b)City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
c)East Bay Regional Park District works a 37.5 hour workweek.
1- Office Specialist – Confidential requires graduation from high school supplemented by secretarial or business coursework or training and 3 years of experience
2- Human Resources Technician requires any combination of experience and education equivalent to completion of high school and 3 years of experience.
3- Human Resources Assistant requires any combination of education and experience equivalent to a four-year degree and 3 years of experience.
4- Personnel Specialist Level II does not require college coursework.
5 - Human Resources Technician II is not in the Regional Parks and Open Space District.
6 - The District does not have a Human Resources Technician classification (in Human Resources department).
7 - Human Resources Assistant II requires training and experience equivalent to possession of a high school diploma and 3 years of experience.
8 - Administrative Assistant requires any combination of experience and education equivalent to a Bachelor's degree and 4 years of experience.
9 - MROSD's classification is bracketed by two comparators to encompass all duties.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
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INFORMATION TECHNOLOGY ADMINISTRATOR
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Information Systems Analyst II $9,077 $9,077 6/24/2013 Unknown Unknown
2 City of Palo Alto Technologist $8,683 $8,683 7/1/2012 Unknown Unknown
3 County of San Mateo Systems Engineer $8,629 $8,629 11/10/2013 Unknown Unknown
4 Marin Municipal Water District Information Technology Analyst II $8,594 $8,594 7/1/2013 7/1/2014 2 -3%
5 Sonoma County Agricultural Preservation & OSD Department Information Systems Coordinator 1 $7,456 12.3%$8,373 7/1/2009 10/28/2014 1%
6 Midpeninsula Regional Open Space District Information Technology Administrator $8,035 $8,035 7/1/2013 7/1/2014 3%
7 Riverside County Regional Park & Open Space District IT Systems Administrator II / IT Network Administrator II 2,3 $6,983 13.2%$7,904 6/27/2013 7/1/2014 2%
8 County of Santa Clara Information Systems Analyst II $7,874 $7,874 12/23/2013 Unknown Unknown
9 County of Sacramento Information Technology Analyst II $6,930 9.8%$7,610 6/20/2010 Unknown Unknown
10 County of Santa Cruz Departmental Systems Analyst $6,873 8.7%$7,471 6/13/2009 Unknown Unknown
11 City of Walnut Creek Information Systems Analyst II $7,464 $7,464 10/25/2013 6/20/2014 2.5%
12 County of Marina Systems Support Analyst II $7,416 $7,416 7/1/2009 7/1/2014 2-3%
13 East Bay Regional Park Districtb Systems Administrator $6,917 $6,917 4/1/2013 4/1/2014 2%
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $7,741 $8,001
% MROSD Above/Below 3.7%0.4%
Median of Comparators $7,460 $7,889
% MROSD Above/Below 7.2%1.8%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) County of Marin works a 37.5 hour workweek.
b)East Bay Regional Park District works a 37.5 hour workweek.
1 - The District does not have Department is Coordinator classification (general County class).
2 - MROSD's classification is bracketed by two comparators to encompass all duties.
3 - IT Systems Administrator and IT Network Administrator II are not in the Regional Parks and Open Space District.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
INFORMATION TECHNOLOGY TECHNICIAN
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Information Systems Technician II 3 $7,453 $7,453 6/24/2013 Unknown Unknown
2 County of Marina Technology Systems Specialist II $7,416 $7,416 7/1/2009 7/1/2014 2-3%
3 County of San Mateo Information Technology Technician 2 $6,705 $6,705 11/10/2013 Unknown Unknown
4 City of Palo Alto Desktop Technician6 $6,243 $6,243 7/1/2012 Unknown Unknown
5 East Bay Regional Park Districtb Information Services Support Technician II $6,186 $6,186 4/1/2013 4/1/2014 2%
6 Midpeninsula Regional Open Space District Information Technology Technician $6,146 $6,146 7/1/2013 7/1/2014 3%
7 County of Santa Clara Information Systems Technician II $6,031 $6,031 12/23/2013 Unknown Unknown
8 County of Santa Cruz Computer Operations Technician III $5,455 8.7%$5,930 6/13/2009 Unknown Unknown
9 Sonoma County Agricultural Preservation & OSD Department Information Systems Technician II5 $5,025 12.3%$5,643 7/1/2009 10/28/2014 1%
10 Riverside County Regional Park & Open Space District IT User Support Technician II-Parks4 $4,842 13.2%$5,481 6/27/20103 7/1/2014 2%
11 City of Walnut Creek Computer Technician 1 $5,081 $5,081 6/22/2012 Unknown Unknown
12 County of Sacramento Information Technology Technician Level II $4,162 9.8%$4,570 6/20/2010 Unknown Unknown
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $5,873 $6,067
% MROSD Above/Below 4.4%1.3%
Median of Comparators $6,031 $6,031
% MROSD Above/Below 1.9%1.9%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) County of Marin works a 37.5 hour workweek.
b)East Bay Regional Park District works a 37.5 hour workweek.
1- Computer Technician requires equivalent to graduation from high school supplemented by coursework and 6 months of experience.
2- Information Technology Technician requires any combination of education and experience equivalent to high school diploma plus technical certification from an accredited
college and 1 year of experience.
3- Information Systems Technician II requires any combination of experience and training equivalent to completion of the 12th grade supplemented by 30 semester units of college
level coursework and 2 years of experience.
4 - IT User Support Technician II-Parks requires a high school diploma or GED and two years of experience.
5 - Department Information Systems Technician II requires any combination of education and training equivalent to completion of 9 semester or 12 quarter units and 2 years of experience;
this is a general County classification (not specific to the District).
6 - Requires sufficient education, training, and/or work experience equivalent to a Bachelor's degree and 2 years of experience.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
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MAINTENANCE, CONSTRUCTION, AND RESOURCE SUPERVISOR
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Senior Field Operations Administrator 4 $10,273 $10,273 6/24/2013 Unknown Unknown
2 Marin Municipal Water District Watershed Maintenance Supervisor 3 $8,994 $8,994 7/1/2013 7/1/2014 2 -3%
3 City of Walnut Creek Open Space Supervisor 1 $8,743 $8,743 10/25/2013 6/20/2014 2.5%
4 County of Santa Clara Park Maintenance Supervisor 8 $8,000 $8,000 12/23/2013 6/23/2014 2%
5 Midpeninsula Regional Open Space District Maintenance, Construction, and Resource Supervisor $7,843 $7,843 7/1/2013 7/1/2014 3%
6 City of Palo Alto Community Services Manager $7,521 $7,521 5/18/2013 Unknown Unknown
7 Livermore Area Recreation & Park District Senior Park Supervisor 10 $7,455 $7,455 7/1/2013 Unknown Unknown
8 County of Santa Cruz Parks Maintenance Supervisor / Parks Manager,
Maintenance 2,11
$6,740 8.7%$7,326 6/13/2009 Unknown Unknown
9 East Bay Regional Park District Park Supervisor IV 5 $6,681 $6,681 4/1/2013 4/1/2014 2%
10
Riverside County Regional Park & Open Space District Park Maintenance Supervisor – Parks / Area Parks Manager -
Parks 7,11
$4,811 13.2%$5,445 6/27/2013 7/1/2014 2%
11 Santa Clara County Open Space Authority N/C
County of Marin N/C
County of Sacramento N/C
County of San Mateo N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $7,691 $7,827
% MROSD Above/Below 1.9%0.2%
Median of Comparators $7,521 $7,521
% MROSD Above/Below 4.1%4.1%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
1- Open Space Supervisor oversees construction, maintenance, and resource management, as well as enforcement activities; certifications are not required.
2- Parks Maintenance Supervisor requires Class A driver’s license and Qualified Applicators certificate only.
3- Watershed Maintenance Supervisor requires any combination of experience and education equivalent to a Bachelor’s degree and 4 years of experience; requires Class B driver’s license,
First Aid and CPR certificate, and completion of wildland fire academy only.
4- Senior Field Operations Administrator requires any combination of experience and training equivalent to completion of the 12th grade supplemented by college level coursework and 4 years
of experience; requires Qualified Applicator’s and Confined Space Attendant certificates only.
5- Park Supervisor requires equivalent to completion of the twelfth grade, and four years of experience in the East Bay Regional Park District classification of Park Ranger II or Park Craft
Specialist OR six years of recent experience in landscape/park facility maintenance, construction, or related field and which demonstrates the ability to provide effective supervision and
quality customer service. Park Supervisor IV does not require any license or certifications.
6- Supervising Open Space Technician requires Class B driver’s license and First Aid and CPR certificates only.
7 - Park Maintenance Supervisor – Parks does not require certifications.
8 - Park Maintenance Supervisor class description does not specify driver’s license class type required, the position requires possession of a Standard First Aid and CPR certificate issued by the American Red Cross
before completion of the probationary period; possession of one (1) of the following cards: a qualified Applicator certificate, qualified Application license or A.P.C.A.C. in pest control category of B,C,F, before completion
of probationary period; possession of a Water Treatment Operator Grade 1 license before completion of the probationary period.
9 - Supervisor, Open Space is no longer a current classification
10 - Senior Park Supervisor requires CA Qualified Applicator's Certificate only.
11- MROSD's classification is bracketed by two comparators to encompass all duties.
12- Parks Supervisor requires high school graduation or equivalent and 5 years of experience; certifications are not required.
13- Operations Manager and Construction Services Manager do not require First Responder or Qualified Applicator’s certificates.
14- Parks Section Manager and Parks Supervisor do not require Class B driver’s license and CPR and First Responder certificates.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
MANAGEMENT ANALYST II
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Management Analyst II $9,303 $9,303 6/24/2013 Unknown Unknown
2 Sonoma County Agricultural Preservation & OSD Administrative Analyst II $7,501 12.3%$8,424 7/1/2008 10/28/2014 1%
3 City of Walnut Creek Administrative Analyst II $8,290 $8,290 10/25/2013 6/20/2014 2.5%
4 County of Santa Clara Management Analyst / Management Analysis Program
Manager I1,2
$7,896 $7,896 12/23/2013 6/23/2014 2%
5 Midpeninsula Regional Open Space District Management Analyst II $7,843 $7,843 7/1/2013 7/1/2014 3%
6 County of San Mateo Management Analyst III / Program Services Manager I 1 $7,812 $7,812 11/10/2013 Unknown Unknown
7 County of Santa Cruz Departmental Administrative Analyst $7,164 8.7%$7,787 6/13/2009 Unknown Unknown
8 County of Marin Administrative Analyst II $7,431 $7,431 7/1/2009 7/1/2014 2-3%
9 Marin Municipal Water District Administrative Analyst $7,075 $7,075 7/1/2013 7/1/2014 2 -3%
10 Riverside County Regional Park & Open Space District Administrative Services Analyst II – Parks/ Administrative
Analyst 1
$6,247 13.2%
$7,072
6/27/2013 7/1/2014 2%
11 County of Sacramento Associate Administrative Analyst Level II $6,431 9.8%$7,061 6/22/2008 Unknown Unknown
12 East Bay Regional Park Districta Administrative Analyst II $6,470 $6,470 4/1/2013 4/1/2014 2%
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
City of Palo Alto N/C
Average of Comparators $7,420 $7,693
% MROSD Above/Below 5.4%1.9%
Median of Comparators $7,431 $7,787
% MROSD Above/Below 5.3%0.7%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a)East Bay Regional Park District works a 37.5 hour workweek.
1- MROSD's classification is bracketed by two comparators to encompass all duties.
2- Management Analyst class description states the requirements as sufficient education or training and experience which directly demonstrates the possession and application of the following knowledge, skills and abilities.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
MEDIA COMMUNICATIONS SUPERVISOR
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Marin Municipal Water District Public Information Officer $10,955 $10,955 7/1/2013 7/1/2014 2 -3%
2 Santa Clara Valley Water District Program Administrator $10,273 $10,273 6/24/2013 Unknown Unknown
3 East Bay Regional Park District Community Relations Manager $9,357 $9,357 4/1/2013 4/1/2014 2%
4 Midpeninsula Regional Open Space District Media Communications Supervisor $9,301 $9,301 7/1/2013 7/1/2014 3%
5 City of Walnut Creek Community Relations Officer $9,121 $9,121 10/25/2013 6/20/2014 2.5%
6 Sonoma County Agricultural Preservation & OSD OSD Community Relations Manager $7,740 12.3%$8,692 7/1/2008 10/28/2014 1%
7 City of Palo Altoa Communications Manager $8,510 $8,510 5/18/2013 Unknown Unknown
8 County of Santa Clara Public Communications Program Manager $8,359 $8,359 8/11/2008 Unknown Unknown
9 County of Sacramento Communication & Media Officer II / Communication & Media
Officer III 1
$7,338 9.8%$8,057 6/20/2010 Unknown Unknown
10 County of San Mateo Management Analyst III $7,812 $7,812 11/10/2013 Unknown Unknown
County of Marin N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Riverside County Regional Park & Open Space District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $8,829 $9,015
% MROSD Above/Below 5.1%3.1%
Median of Comparators $8,510 $8,692
% MROSD Above/Below 8.5%6.6%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1- MROSD's classification is bracketed by two comparators to encompass all duties.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
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NATURAL RESOURCES MANAGER
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Environmental Services Manager $12,946 $12,946 6/24/2013 Unknown Unknown
2 Riverside County Regional Park & Open Space District Natural Resources Manager - Parks / Assistant Parks Director -
Parks 1
$11,396 13.2%$12,900 7/1/2013 7/1/2014 2%
3 City of Palo Altoa Assistant Director of Planning and Community Environment $12,779 $12,779 5/18/2013 Unknown Unknown
4 East Bay Regional Park District Chief of Stewardship $11,851 $11,851 4/1/2013 4/1/2014 2%
5 Midpeninsula Regional Open Space District Natural Resources Manager $11,588 $11,588 7/1/2013 7/1/2014 3%
6 County of Sacramento Environmental Program Manager II / Planning Director, Planning
Services Division 1
$10,510 9.8%$11,540 6/22/2008 Unknown Unknown
7 County of Santa Clara Parks Natural Resource Program Supervisor / Deputy Director of
Parks and Recreation1,2
$9,933 $9,933 12/23/2013 Unknown Unknown
8 County of Marin Planning & Resource Chief, Parks & Open Space $9,922 $9,922 7/1/2009 7/1/2014 2-3%
9 Sonoma County Agricultural Preservation & OSD OSD Program Manager $8,651 12.3%$9,715 7/1/2008 10/28/2014 1%
City of Walnut Creek N/C
County of San Mateo N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $10,998 $11,448
% MROSD Above/Below 5.1%1.2%
Median of Comparators $10,953 $11,695
% MROSD Above/Below 5.5%-0.9%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1- MROSD's classification is bracketed by two comparators to encompass all duties.
2 - Parks Natural Resource Program Supervisor requires possession of a Standard First Aid and CPR certificate issued by the American Red Cross before completion of the probationary period.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
OPEN SPACE TECHNICIAN
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Maintenance Worker II 3 $6,585 $6,585 6/24/2013 Unknown Unknown
2 Marin Municipal Water District Maintenance Worker II 2 $6,365 $6,365 7/1/2013 7/1/2014 2 -3%
3 Santa Clara County Open Space Authority Open Space Technician 5 $5,310 $5,310 6/13/2013 Unknown Unknown
4 Midpeninsula Regional Open Space District Open Space Technician $5,309 $5,309 7/1/2013 7/1/2014 3%
5 East Bay Regional Park District Park Craft Specialist 4 $5,302 $5,302 4/1/2013 4/1/2014 2%
6 County of Santa Clara Parks Maintenance Craft Worker $5,301 $5,301 12/23/2013 Unknown Unknown
7 City of Walnut Creek Park Maintenance Worker 1 $5,172 $5,172 6/22/2012 Unknown Unknown
8 Livermore Area Recreation & Park District Open Space Maintenance Technician II6 $4,893 $4,893 7/1/2013 Unknown Unknown
City of Palo Alto N/C
County of Marin N/C
County of Sacramento N/C
County of San Mateo N/C
County of Santa Cruz N/C
Riverside County Regional Park & Open Space District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $5,561 $5,561
% MROSD Above/Below -4.8%-4.8%
Median of Comparators $5,302 $5,302
% MROSD Above/Below 0.1%0.1%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
1- Park Maintenance Worker is a general classification that may be assigned to open space maintenance; requires a Qualified Applicator certificate; Basic First Aid and CPR
certifications are not required.
2- Maintenance Worker II is a general classification that may be assigned to maintenance of natural resources and watershed facilities, including hiking trails, watershed roads, erosion
control structures, recreation facilities, fish habitat improvements, employee housing, and other administrative buildings.
3- Maintenance Worker II requires Class B driver’s license.
4- Park Craft Specialist requires five years experience in maintenance, construction or similar work environment; employees in this position must possess and maintain the ability to wear a respirator.
5- Open Space Technician requires Basic First Aid, CPR, Chainsaw Operator, and 4-wheel drive and ATV safety certifications only.
6 - Open Space Maintenance Technician II requires Class A driver's license, First Aid, and Professional Rescuer CPR certificates, and completion of basic wildland firefighthing course.
7- Open Space Technician duties performed by Park Ranger classification series.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
OPERATIONS MANAGER
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 East Bay Regional Park District Chief of Park Operations 3 $13,054 $13,054 4/1/2013 4/1/2014 2%
2 County of Santa Clara Deputy Director Of Parks & Recreation6 $11,866 $11,866 12/23/2013 Unknown Unknown
3 Santa Clara Valley Water District Field Operations Unit Manager 2 $11,729 $11,729 6/24/2013 Unknown Unknown
4 Midpeninsula Regional Open Space District Operations Manager $11,588 $11,588 7/1/2013 7/1/2014 3%
5 Riverside County Regional Park & Open Space District Park Superintendent – Parks / Assistant Parks Director1,4 $10,077 13.2%$11,407 7/1/2013 7/1/2014 2%
6 County of Marin Deputy Director Parks and Open Space Operations $10,556 $10,556 7/1/2009 7/1/2014 2-3%
7 Sonoma County Agricultural Preservation & OSD Park Manager5 $9,192 12.3%$10,323 7/1/2008 10/28/2014 1%
8 County of Sacramento Deputy Director, Regional Parks 2 $8,620 9.8%$9,465 6/22/2008 Unknown Unknown
City of Palo Alto N/C
City of Walnut Creek N/C
County of San Mateo N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $10,728 $11,200
% MROSD Above/Below 7.4%3.3%
Median of Comparators $10,556 $11,407
% MROSD Above/Below 8.9%1.6%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
1- MROSD's classification is bracketed by two comparators to encompass all duties.
2- Certifications are not required.
3- Chief of Park Operations dos not require any license or certification beyond a valid California Driver’s license.
4 - Park Superintendent – Parks and Assistant Parks Director do not require certifications.
5 - The District does not have Park Manager classification but this class is in the Regional Parks Department; Bachelor’s degree and certifications are not required.
6 - Deputy Director of Parks & Recreations does not require any license or certifications.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
PLANNER III
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Environmental Planner II / Senior Environmental Planner 1 $9,788 $9,788 6/24/2013 Unknown Unknown
2 City of Walnut Creek Senior Planner $9,170 $9,170 10/25/2013 6/20/2014 2.5%
3 Riverside County Regional Park & Open Space District Senior Environmental Planner3 $7,748 13.2%$8,770 7/1/2013 7/1/2014 2%
4 City of Palo Altoa Senior Planner / Landscape Architect Park Planner 1 $8,661 $8,661 5/18/2013 Unknown Unknown
5 Midpeninsula Regional Open Space District Planner III $8,647 $8,647 7/1/2013 7/1/2014 3%
6 Sonoma County Agricultural Preservation & OSD OSD Stewardship Coordinator $7,221 12.3%$8,110 7/1/2009 10/28/2014 1%
7 County of Santa Cruz Park Planner III / Park Planner IV 1,2 $7,389 8.7%$8,032 6/13/2009 Unknown Unknown
8 Santa Clara County Open Space Authority Open Space Planner/Project Manager $7,814 $7,814 6/13/2013 Unknown Unknown
9 Livermore Area Recreation & Park District Landscape Architect/CIP Manager 4 $7,794 $7,794 7/1/2013 Unknown Unknown
10 County of Santa Clara Planner III $7,654 $7,654 12/23/2013 Unknown Unknown
11 County of Sacramento1 Planner II / Planner III $6,373 9.8%$6,997 6/22/2008 Unknown Unknown
County of Marin N/C
County of San Mateo N/C
East Bay Regional Park District N/C
Marin Municipal Water District N/C
Average of Comparators $7,961 $8,279
% MROSD Above/Below 7.9%4.3%
Median of Comparators $7,771 $8,071
% MROSD Above/Below 10.1%6.7%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1- MROSD's classification is bracketed by two comparators to encompass all duties.
2- Park Planner IV requires registration as an architect, civil engineer, and/or landscape architect.
3- Senior Planner may exercise indirect supervision over other professional, technical, and clerical staff.
4- Landscape Architect/CIP Manager requires Landscape Architect license.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
PLANNING MANAGER
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 County of Santa Cruz Assistant Planning Director $12,870 8.7%$13,990 6/13/2009 Unknown Unknown
2 County of Santa Clara Planning Manager $13,919 $13,919 12/23/2013 Unknown Unknown
3 Santa Clara Valley Water District Environmental Services Manager $12,946 $12,946 6/24/2013 Unknown Unknown
4 City of Palo Altoa Assistant Director of Planning and Community Environment $12,779 $12,779 5/18/2013 Unknown Unknown
5 City of Walnut Creek Planning Manager $12,474 $12,474 10/25/2013 6/20/2014 2.5%
6 East Bay Regional Park District Chief, Planning/Stewardship $11,851 $11,851 4/1/2013 4/1/2014 2%
7 County of Sacramento Planning Director, Planning Services Division / Principal Planner 1 $10,631 9.8%$11,673 6/22/2008 Unknown Unknown
8 Midpeninsula Regional Open Space District Planning Manager $11,588 $11,588 7/1/2013 7/1/2014 3%
9 County of San Mateo Deputy Director of Community Development $11,546 $11,546 11/10/2013 Unknown Unknown
10 County of Marin Planning & Resource Chief, Parks & Open Space $9,922 $9,922 7/1/2009 7/1/2014 2-3%
11 Sonoma County Agricultural Preservation & OSD OSD Program Manager $8,651 12.3%$9,715 7/1/2008 10/28/2014 1%
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Riverside County Regional Park & Open Space District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $11,759 $12,081
% MROSD Above/Below -1.5%-4.3%
Median of Comparators $12,162 $12,162
% MROSD Above/Below -5.0%-5.0%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1- MROSD's classification is bracketed by two comparators to encompass all duties.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
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PUBLIC AFFAIRS MANAGER
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Riverside County Regional Park & Open Space District Public Information Officer2 $12,649 13.2%$14,319 7/1/2014 7/1/2014 2%
2 Santa Clara Valley Water District Community & Public Relations Manager / Government Relations
Manager 1
$13,439 $13,439 6/24/2013 Unknown Unknown
3 Midpeninsula Regional Open Space District Public Affairs Manager $11,588 $11,588 7/1/2013 7/1/2014 3%
4 Sonoma County Agricultural Preservation & OSD OSD Community Relations Manager / Community &
Governmental Affairs Manager1
$9,815 12.3%$11,022 7/1/2008 10/28/2014 1%
5 City of Palo Altoa Communications Manager / Chief Communications Officer1 $10,611 $10,611 Unknown Unknown
6 County of Sacramento Communication & Media Officer III / Communication & Media
Director / Government Relations & Legislative Officer 1
$8,936 9.8%$9,812 6/22/2008 Unknown Unknown
7 East Bay Regional Park District Community Relations Manager / Government & Legislative
Affairs Manager 1
$9,135 $9,135 4/1/2013 4/1/2014 2%
City of Walnut Creek N/C
County of Marin N/C
County of San Mateo N/C
County of Santa Clara N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $10,764 $11,389
% MROSD Above/Below 7.1%1.7%
Median of Comparators $10,213 $10,816
% MROSD Above/Below 11.9%6.7%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1- MROSD's classification is bracketed by two comparators to encompass all duties.
2 - Public Information Officer is not in the Regional Parks and Open Space District.
3- Community Relations Manager is currently vacant; Assistant to the City Manager coordinates community relations program, including media relations and legislative program.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
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PUBLIC AFFAIRS SPECIALIST
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Public Information Representative II $8,857 $8,857 6/24/2013 Unknown Unknown
2 Riverside County Regional Park & Open Space District Senior Public Information Specialist3 $6,890 13.2%$7,799 6/27/2013 7/1/2014 2%
3 Midpeninsula Regional Open Space District Public Affairs Specialist $7,470 $7,470 7/1/2013 7/1/2014 3%
4 Marin Municipal Water District Public Information Representative 1 $7,075 $7,075 7/1/2013 7/1/2014 2 -3%
5 East Bay Regional Park Districta Public Information Supervisor 2 $7,037 $7,037 4/1/2013 4/1/2014 2%
6 Santa Clara County Open Space Authority Communications Specialist $6,705 $6,705 6/13/2013 Unknown Unknown
City of Palo Alto N/C
City of Walnut Creek N/C
County of Marin N/C
County of Sacramento N/C
County of San Mateo N/C
County of Santa Clara N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $7,313 $7,495
% MROSD Above/Below 2.1%-0.3%
Median of Comparators $7,037 $7,075
% MROSD Above/Below 5.8%5.3%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a)East Bay Regional Park District works a 37.5 hour workweek.
1- Public Information Representative requires any combination of education and experience equivalent to an Associate’s degree and 3 years of experience.
2- May Supervise other Public Information Staff.
3 - Senior Public Information Specialist is not in the Regional Parks and Open Space District.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
RANGER
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 East Bay Regional Park District Police Officer 4 $6,724 $6,724 10/1/2012 Unknown Unknown
2 Marin Municipal Water District Park Ranger II 3 $6,562 $6,562 7/1/2013 7/1/2014 2 -3%
3 Midpeninsula Regional Open Space District Ranger $6,146 $6,146 7/1/2013 7/1/2014 3%
4 County of Santa Clara Park Ranger II 9 $5,949 $5,949 3/19/2012 6/23/2014 2%
5 Sonoma County Agricultural Preservation & OSD Park Ranger II 8 $4,974 12.3%$5,586 12/16/2008 10/28/2014 1%
6 County of Sacramento Park Ranger 5 $4,823 9.8%$5,296 6/20/2010 Unknown Unknown
City of Palo Alto N/C
City of Walnut Creek N/C 1
County of Marin N/C 10
County of San Mateo N/C 2
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C 6
Riverside County Regional Park & Open Space District N/C 7
Santa Clara County Open Space Authority N/C
Santa Clara Valley Water District N/C
Average of Comparators $5,807 $6,023
% MROSD Above/Below 5.5%2.0%
Median of Comparators $5,949 $5,949
% MROSD Above/Below 3.2%3.2%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
1- Open Space Ranger does not require any certification beyond possession of or ability to obtain Red Cross Certificates in First Aid & CPR.
2- Park Ranger II requires PC832 certificate but is not considered a Peace Officer.
3- Park Ranger II requires POST Basic certificate, completion of wildland fire academy or basic wildland firefighter/fire behavior course, and EMT card.
4- Police Officer must meet current peace officer selection standards as set by the California Commission on Peace Officer Standards and Training (POST).
5- Park Ranger requires POST Basic and CPR certificates only.
6 - Park Ranger requires Class B driver's license, Professional Rescuer CPR, and First Responder First Aid certificates, and PC832 certificate only.
7 - Park Ranger II requires valid certificates in First Aid, CPR/AED, and have successfully completed PC 832. Basic Water Rescue issued by the American Red Cross
or YMCA must be completed within 12 months of employment.
8 - The District does not have Park Ranger II classifications but these classes are in the Regional Parks Department; Park Ranger II requires completion of 290-hour basic law enforcement training (equivalent to PC832 course).
9 - Park Ranger II requires possession of, or ability to, obtain an American Red Cross Emergency Response card or equivalent before completion of the probationary period;
10 - Open Space Park Ranger requires completion of POST certified PC832 Powers of Arrest but is not considered a Peace Officer.
11- Resource Park Ranger requires a Bachelor's degree and 2 years of experience; completion of POST program or equivalent required; Fist Aide and CPR certifications are not required.
12- Park Ranger II requries certification as Peace Officer.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
REAL PROPERTY MANAGER
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Riverside County Regional Park & Open Space District Deputy Director of Real Property 1 $11,366 13.2%$12,866 7/1/2013 7/1/2014 2%
2 Santa Clara Valley Water District Real Estate Services Unit Manager $12,326 $12,326 6/28/2010 Unknown Unknown
3 East Bay Regional Park District Land Acquisitions Manager $11,851 $11,851 4/1/2013 4/1/2014 2%
4 Midpeninsula Regional Open Space District Real Property Manager $11,588 $11,588 7/1/2013 7/1/2014 3%
5 County of Santa Clara Manager of Real Estate Assets $11,337 $11,337 12/23/2013 6/23/2014 2%
6 County of Santa Cruz Chief Real Property Agent $10,356 8.7%$11,257 6/13/2009 Unknown Unknown
7 County of Sacramento Chief, Real Estate Division $9,782 9.8%$10,741 6/20/2010 Unknown Unknown
8 County of San Mateo Real Property Services Manager $10,473 $10,473 11/10/2013 Unknown Unknown
9 City of Palo Altoa Manager Real Property $10,250 $10,250 5/18/2013 Unknown Unknown
10 Sonoma County Agricultural Preservation & OSD Real Estate Manager 2 $8,688 12.3%$9,756 7/1/2008 10/28/2014 1%
11 County of Marin Chief Real Property Agent $9,462 $9,462 7/1/2009 7/1/2014 2-3%
City of Walnut Creek N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $10,589 $11,032
% MROSD Above/Below 8.6%4.8%
Median of Comparators $10,414 $10,999
% MROSD Above/Below 10.1%5.1%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1- Deputy Director of Real Property is not in the Regional Parks and Open Space District.
2- The District does not have Real Estate Manager (general County class).
3- Real Property Program Administrator is not a supervisor classification and reports to the Transportation and Policy Manager.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
REAL PROPERTY SPECIALIST
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Associate Real Estate Agent 2 $9,077 $9,077 6/24/2013 Unknown Unknown
2 Sonoma County Agricultural Preservation & OSD OSD Land Acquisition Specialist $7,698 12.3%$8,645 7/1/2008 10/28/2014 1%
3 County of San Mateo Real Property Agent III $8,568 $8,568 11/10/2013 Unknown Unknown
4 Marin Municipal Water District Real Property Agent 1 $7,859 $7,859 7/1/2013 7/1/2014 2 -3%
5 Midpeninsula Regional Open Space District Real Property Specialist $7,843 $7,843 7/1/2013 7/1/2014 3%
6 County of Santa Cruz Real Property Agent $7,167 8.7%$7,791 6/13/2009 Unknown Unknown
7 East Bay Regional Park Districtb Senior Land Acquisition Specialist / Land Acquisition Specialist 3 $7,781 $7,781 4/1/2013 4/1/2014 2%
8 County of Marina Real Property Agent II $7,618 $7,618 7/1/2009 7/1/2014 2-3%
9 County of Sacramento Real Estate Officer Level II $6,736 9.8%$7,396 6/20/2010 Unknown Unknown
10 County of Santa Clara Associate Real Estate Agent $7,090 $7,090 12/23/2013 Unknown Unknown
11 Riverside County Regional Park & Open Space District Real Property Agent III4 $5,878 13.2%$6,654 6/27/2013 7/1/2014 2%
12 City of Palo Alto Real Property Agent $6,605 $6,605 7/1/2012 Unknown Unknown
City of Walnut Creek N/C
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $7,462 $7,735
% MROSD Above/Below 4.9%1.4%
Median of Comparators $7,618 $7,781
% MROSD Above/Below 2.9%0.8%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) County of Marin works a 37.5 hour workweek.
b)East Bay Regional Park District works a 37.5 hour workweek.
1- Real Property Agent requires any combination of education and experience equivalent to coursework in real property appraisal or engineering technology and 2 years of experience.
2- Associate Real Estate Agent requires senior designation of the International Right of Way Association.
3- MROSD's classification is bracketed by two comparators to encompass all duties.
4 - Real Property Agent III is not in the Regional Parks and Open Space District.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
RESOURCE MANAGEMENT SPECIALIST II
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 East Bay Regional Park District Wildland Vegetation Program Manager 1 $9,357 $9,357 4/1/2013 4/1/2014 2%
2 Santa Clara Valley Water District Vegetation Program Specialist II 2 $9,077 $9,077 6/24/2013 Unknown Unknown
3 County of San Mateo Natural Resource Manager 3 $9,047 $9,047 11/10/2013 Unknown Unknown
4 Marin Municipal Water District Vegetation Ecologist 4 $8,193 $8,193 7/1/2013 7/1/2014 2 -3%
5 Midpeninsula Regional Open Space District Resource Management Specialist II $7,470 $7,470 7/1/2013 7/1/2014 3%
6 County of Santa Cruz Resource Planner III $6,845 8.7%$7,441 6/13/2009 Unknown Unknown
7 County of Sacramento Senior Natural Resource Specialist $6,304 9.8%$6,922 6/20/2010 Unknown Unknown
8 Santa Clara County Open Space Authority Resource Management Specialist $6,760 $6,760 6/13/2013 Unknown Unknown
9 County of Santa Clara Parks Natural Resource Management Coordinator 6 $6,294 $6,294 12/23/2013 Unknown Unknown
10 Riverside County Regional Park & Open Space District Natural Resources Specialist – Parks $4,772 13.2%$5,402 6/27/2013 7/1/2014 2%
City of Palo Alto N/C
City of Walnut Creek N/C
County of Marin N/C 7
Livermore Area Recreation & Park District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $7,405 $7,610
% MROSD Above/Below 0.9%-1.9%
Median of Comparators $6,845 $7,441
% MROSD Above/Below 8.4%0.4%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
1- Wildlife Vegetation Program Manager requires certification as a professional rangeland manager, or the ability to obtain certification within three years.
2- Vegetation Program Specialist II requires Qualified Applicator certificate and Pest Control Advisory license.
3- Natural Resource Manager requires certification as or eligibility to obtain certification as a Qualified Applicator of Herbicides by the State of California within one year of appointment.
4- Vegetation Ecologist requires CA Department of Pesticide Regulation Qualified Applicator license and First Aid and CPR certificates.
5- MROSD's classification is bracketed by two comparators to encompass all duties.
6 - Parks Natural Resource Management Coordinator requires possession of a Standard First Aid and CPR certificate issued by the American Red Cross before completion of the probationary period.
7 - Resource Specialist – GIS performs resource management duties such as field projects to enhance natural resources, wildlife, vegetation, and terrestrial and aquatic ecosystems, as well as responsibility for GIS program.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
SUPERVISING RANGER
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Marin Municipal Water District Watershed Protection Manager - Chief Ranger 3 $10,903 $10,903 7/1/2013 7/1/2014 2 -3%
2 East Bay Regional Park District Police Sergeant 4 $8,055 $8,055 10/1/2012 Unknown Unknown
3 County of Santa Clara Park Ranger Supervisor 8 $8,000 $8,000 12/23/2013 6/23/2014 2%
4 Midpeninsula Regional Open Space District Supervising Ranger $7,843 $7,843 7/1/2013 7/1/2014 3%
5 Sonoma County Agricultural Preservation & OSD Park Ranger III $5,903 12.3%$6,629 7/1/2009 10/28/2014 1%
6 County of Sacramento Park Ranger Supervisor 5 $5,565 9.8%$6,110 6/20/2010 Unknown Unknown
City of Palo Alto N/C 6
City of Walnut Creek N/C 1
County of Marin N/C9
County of San Mateo N/C 2
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Riverside County Regional Park & Open Space District N/C 7
Santa Clara County Open Space Authority N/C
Santa Clara Valley Water District N/C
Average of Comparators $7,685 $7,939
% MROSD Above/Below 2.0%-1.2%
Median of Comparators $8,000 $8,000
% MROSD Above/Below -2.0%-2.0%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
1- Open Space Supervisor oversees enforcement, as well as construction, maintenance, and resource management activities; this is not a Peace Officer.
2- Park Ranger III and Park Ranger IV require PC832 law enforcement certificate but are not considered Peace Officers.
3- Watershed Protection Manager – Chief Ranger requires successful completion of PC832, graduation from Santa Rosa JC National Park Service Ranger Academy or POST Basic certificate,
completion of Marin County Wildland Fire Academy or wildland firefighter/fire behavior course, and EMT card.
4- Police Sergeant requires equivalent to completion of the 12th grade and not less than 60 semester/90 quarter units of college level courses.
5- Park Ranger Supervisor requires POST Basic and CPR certificates only.
10 - Senior Ranger is a lead-level, not supervisor classification; Ranger staff reports to Supervisor, Open Space who oversees construction, maintenance, and resource management in addition to field
enforcement activities; both are not considered Peace Officers.
7 - Park Ranger Supervisor - Parks requires PC832 certificate is not considered a Peace Officer.
8 - Park Ranger Supervisor requires possession of the American Red Cross Emergency Response First Aid certification (First Responder Level or higher) and American Red Cross CPR for the Professional Rescuer
certification before completion of the probationary period; possession of current California Penal Code Section 832 Powers of Arrest certificate.
9 - Ranger classifications (including supervisory-level) require POST certified PC832 Powers of Arrest but are not considered Peace Officers.
10- Resource Park Ranger, Senior is a lead/specialist class that supervises, counsels, and evaluates work of employees.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
TRAINING AND SAFETY SPECIALIST
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Marin Municipal Water District Safety & Risk Manager / Safety & Technical Training Specialist 1 $8,280 $8,280 7/1/2013 7/1/2014 2 -3%
2 County of Sacramento Senior Training & Development Specialist / Senior Safety Specialist 1 $7,297 9.8%$8,012 6/20/2010 Unknown Unknown
3 County of Marin Safety Officer / Training and Development Specialist1 $7,849 $7,849 7/1/2009 7/1/2014 2-3%
4 Midpeninsula Regional Open Space District Training & Safety Specialist $7,843 $7,843 7/1/2013 7/1/2014 3%
5 City of Palo Altoa Safety Officer $7,563 $7,563 5/18/2013 Unknown Unknown
6 Riverside County Regional Park & Open Space District Safety Coordinator / Training Officer1,3 $5,805 13.2%$6,571 7/1/2013 7/1/2014 2%
7 County of Santa Clara Associate Training & Development Specialist II / Associate Environmental
Health & Safety Analyst 1,4
$6,144 $6,144 9/25/2012 Unknown Unknown
City of Walnut Creek N/C
County of San Mateo N/C
County of Santa Cruz N/C
East Bay Regional Park District N/C 2
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Santa Clara Valley Water District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $7,156 $7,403
% MROSD Above/Below 8.8%5.6%
Median of Comparators $7,430 $7,706
% MROSD Above/Below 5.3%1.8%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) City of Palo Alto Management and Professional bargaining unit mid-point used as top monthly salary.
1- MROSD's classification is bracketed by two comparators to encompass all duties.
2- Human Resources Assistant plans and implements District’s training program, in addition to performing technical and administrative duties related to classification and compensation,
recruitment and selection, benefits, and employee relations.
3 - Safety Coordinator and Training Officer are not in the Regional Parks and Open Space District.
4 - The Associate Environmental Health & Safety Analyst does not require possession of, or ability to obtain, a valid CPR, First Aid, and AED Instructor certification.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
VOLUNTEER PROGRAM MANAGER
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 County of Santa Clara Program Manager I 2 $8,280 $8,280 12/23/2013 6/23/2014 2%
2 County of Sacramento Volunteer Program Coordinator $7,515 9.8%$8,252 6/20/2010 Unknown Unknown
3 Santa Clara County Open Space Authority Volunteer Programs Supervisor $7,240 $7,240 6/13/2013 Unknown Unknown
4 Marin Municipal Water District Watershed Volunteer Coordinator $7,075 $7,075 7/1/2013 7/1/2014 2 -3%
5 County of San Mateo Program Coordinator II $7,020 $7,020 11/10/2013 Unknown Unknown
6 Midpeninsula Regional Open Space District Volunteer Program Manager $6,941 $6,941 7/1/2013 7/1/2014 3%
7 East Bay Regional Park District Supervising Naturalist IV $6,814 $6,814 4/1/2013 4/1/2014 2%
8 Riverside County Regional Park & Open Space District Volunteer Services Program Manager-Parks $5,739 13.2%$6,497 7/1/2013 7/1/2014 2%
9 County of Marin Volunteer Program Coordinator $6,450 $6,450 7/1/2009 7/1/2014 2-3%
10 City of Walnut Creek Program Specialist 1 $5,670 $5,670 6/22/2012 Unknown Unknown
City of Palo Alto N/C3
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Santa Clara Valley Water District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $6,867 $7,033
% MROSD Above/Below 1.1%-1.3%
Median of Comparators $7,020 $7,020
% MROSD Above/Below -1.1%-1.1%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
1- Program Specialist is a general classification that may be assigned to develop and coordinate volunteer program.
2 - Program Manager I is a general classification; working title is Volunteer Services Manager.
3 - Volunteer Coordinator has less program development and management responsibilities, thus it is not a good match.
Midpeninsula Regional Open Space District
Top Monthly Salary Data
January 2014
Page 1a of 1 MROSD Top Monthly Salary Spreadsheet 03 20 14.xls
WEB ADMINISTRATOR
Top Cost of Adjusted Next Next
Monthly Labor %Top Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Salary Adjustment Salary Date Increase Increase
1 Santa Clara Valley Water District Web Analyst $10,019 $10,019 6/24/2013 Unknown Unknown
2 County of San Mateo Information Technology Analyst 1 $8,459 $8,459 11/10/2013 Unknown Unknown
3 Midpeninsula Regional Open Space District Web Administrator $8,035 $8,035 7/1/2013 7/1/2014 3%
4 County of Marina Systems Support Analyst II $7,416 $7,416 7/1/2009 7/1/2014 2-3%
5 Riverside County Regional Park & Open Space District IT Web Developer II3 $5,945 13.2%$6,730 6/27/2013 7/1/2014 2%
6 East Bay Regional Park District Website Designer 2 $5,801 $5,801 4/1/2013 4/1/2014 2%
City of Palo Alto N/C
City of Walnut Creek N/C
County of Sacramento N/C
County of Santa Clara N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $7,528 $7,685
% MROSD Above/Below 6.3%4.4%
Median of Comparators $7,416 $7,416
% MROSD Above/Below 7.7%7.7%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
a) County of Marin works a 37.5 hour workweek.
b) East Bay Regional Park District works a 37.5 hour workweek.
1- Information Technology Analyst is a general classification that may be assigned to create, update, and/or maintain intra and/or internet websites.
2- Website Designer requires an Associate of Arts Degree in Computer Science, Information Systems, or related field.
3 - IT Web Developer II is not in the Regional Parks and Open Space District; requires completion of 30 semester or 45 quarter units from an accredited college and 2 years of experience.
4- Information Technology Analyst II is a general classification that may serve as the City’s website specialist.
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
ACCOUNTANT
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 City of Walnut Creek Accountant II $11,527 10/25/2013 6/20/2014 2.5%
2 Santa Clara Valley Water District Accountant II $11,236 6/24/2013 Unknown Unknown
3 Marin Municipal Water District Accountant II $10,817 7/1/2013 7/1/2014 2 -3%
4 City of Palo Alto Accountant $10,446 5/18/2013 Unknown Unknown
5 Midpeninsula Regional Open Space District Accountant $10,345 7/1/2013 7/1/2014 3%
6 Sonoma County Agricultural Preservation & OSD Accountant ll $10,122 7/1/2009 10/28/2014 1%
7 County of Santa Cruz Accountant II $9,900 6/13/2009 Unknown Unknown
8 County of Santa Clara Accountant II $9,835 12/23/2013 Unknown Unknown
9 East Bay Regional Park District Accountant II $9,785 4/1/2013 4/1/2014 2%
10 County of Marin Accountant II $8,581 7/1/2009 7/1/2014 2-3%
11 County of San Mateo Accountant II $8,294 11/10/2013 Unknown Unknown
12 County of Sacramento Accountant $8,273 6/22/2008 Unknown Unknown
13 Riverside County Regional Park & Open Space District Accountant II – Parks $8,218 6/27/2013 7/1/2014 2%
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $9,753
% MROSD Above/Below 5.7%
Median of Comparators $9,867
% MROSD Above/Below 4.6%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
ACCOUNTING TECHNICIAN
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Marin Municipal Water District Account Clerk III / Payroll Technician / Finance Specialist $9,673 7/1/2013 7/1/2014 2 -3%
2 Santa Clara Valley Water District Accounting Technician $9,530 6/24/2013 Unknown Unknown
3 East Bay Regional Park District Account Clerk $8,848 4/1/2013 4/1/2014 2%
4 Midpeninsula Regional Open Space District Accounting Technician $8,519 7/1/2013 7/1/2014 3%
5 City of Walnut Creek Accounting Assistant / Payroll Technician $8,419 6/22/2012 Unknown Unknown
6 County of Santa Clara Accountant Assistant / Payroll Services Clerk $8,099 12/23/2013 Unknown Unknown
7 Sonoma County Agricultural Preservation & OSD Payroll Clerk $8,074 7/1/2009 10/28/2014 1%
8 City of Palo Alto Accounting Specialist $7,893 7/1/2012 Unknown Unknown
9 County of Santa Cruz Account Clerk $7,870 6/13/2009 Unknown Unknown
10 Riverside County Regional Park & Open Space District Accounting Assistant II – Parks $7,645 6/27/2013 7/1/2014 2%
11 Livermore Area Recreation & Park District District Bookkeeper $7,398 7/1/2013 Unknown Unknown
12 County of San Mateo Fiscal Office Specialist $6,622 11/10/2013 Unknown Unknown
13 County of Marin Accounting Assistant $6,433 7/1/2009 7/1/2014 2-3%
14 County of Sacramento Account Clerk Level II $5,810 6/20/2010 Unknown Unknown
Santa Clara County Open Space Authority N/C
Average of Comparators $7,870
% MROSD Above/Below 7.6%
Median of Comparators $7,893
% MROSD Above/Below 7.3%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
ADMINISTRATIVE ASSISTANT
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Marin Municipal Water District Administrative Assistant $9,314 7/1/2013 7/1/2014 2 -3%
2 County of Santa Clara Executive Assistant II $9,298 12/23/2013 Unknown Unknown
3 Santa Clara Valley Water District Administrative Assistant $9,156 6/24/2013 Unknown Unknown
4 East Bay Regional Park District Secretary $8,660 4/1/2013 4/1/2014 2%
5 City of Walnut Creek Office Specialist $8,324 6/22/2012 Unknown Unknown
6 City of Palo Alto Administrative Associate II $8,297 7/1/2012 Unknown Unknown
7 County of Santa Cruz Division Secretary $8,088 6/13/2009 Unknown Unknown
8 Midpeninsula Regional Open Space District Administrative Assistant $8,084 7/1/2013 7/1/2014 3%
9 County of Marin Senior Secretary $8,005 7/1/2009 7/1/2014 2-3%
10 Sonoma County Agricultural Preservation & OSD Senior Office Assistant $7,120 7/1/2009 10/28/2014 1%
11 County of San Mateo Administrative Secretary II $7,025 11/10/2013 Unknown Unknown
12 Riverside County Regional Park & Open Space District Secretary II - Parks $6,676 6/27/2013 7/1/2014 2%
13 County of Sacramento Secretary $6,026 6/20/2010 Unknown Unknown
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $7,999
% MROSD Above/Below 1.0%
Median of Comparators $8,193
% MROSD Above/Below -1.3%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
ADMINISTRATIVE SERVICES MANAGER
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Marin Municipal Water District Finance Division Manager $23,148 7/1/2013 7/1/2014 2 -3%
2 Riverside County Regional Park & Open Space District Bureau Chief – Parks $19,658 7/1/2013 7/1/2014 2%
3 City of Palo Alto Assistant Director Administrative Services $18,389 5/18/2013 Unknown Unknown
4 East Bay Regional Park District Chief Financial Officer / Controller & Assistant Finance Officer $18,197 4/1/2013 4/1/2014 2%
5 Santa Clara Valley Water District Financial Services Unit Manager $17,738 6/24/2013 Unknown Unknown
6 County of Santa Clara Administrative Services Manager III / Controller-Treasurer Division
Manager
$17,360 12/23/2013 Unknown Unknown
7 County of San Mateo Deputy Controller $16,373 11/10/2013 Unknown Unknown
8 County of Santa Cruz Chief of Fiscal Services $16,242 6/13/2009 Unknown Unknown
9 Midpeninsula Regional Open Space District Administrative Services Manager $15,948 7/1/2013 7/1/2014 3%
10 City of Walnut Creek Finance Manager $15,796 10/25/2013 6/20/2014 2.5%
11 County of Sacramento Chief of Departmental Administrative Services $14,433 6/20/2010 Unknown Unknown
12 Sonoma County Agricultural Preservation & OSD OSD Administrative and Fiscal Services Manager / Department
Administrative Services Director
$14,255 7/1/2008 10/28/2014 1%
13 County of Marin Department of Finance Division Chief $13,675 7/1/2009 7/1/2014 2-3%
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $17,105
% MROSD Above/Below -7.3%
Median of Comparators $16,866
% MROSD Above/Below -5.8%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
AREA SUPERINTENDENT
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 City of Walnut Creek Public Services Manager $17,678 10/25/2013 6/20/2014 2.5%
2 Marin Municipal Water District Watershed Resources Manager $16,592 7/1/2013 7/1/2014 2 -3%
3 East Bay Regional Park District Park Unit Manager $16,053 4/1/2013 4/1/2014 2%
4 County of San Mateo Park Superintendent $15,718 11/10/2013 Unknown Unknown
5 County of Santa Clara Manager of Park Maintenance Services / Manager of Park
Ranger Operations
$15,156 12/23/2013 6/23/2014 2%
6 City of Palo Alto Division Manager - Open Space $14,708 5/18/2013 Unknown Unknown
7 Midpeninsula Regional Open Space District Area Superintendent $13,369 7/1/2013 7/1/2014 3%
8 County of Santa Cruz Parks Manager, Maintenance $13,135 6/13/2009 Unknown Unknown
9 County of Marin Parks/Open Space Superintendent $12,116 7/1/2009 7/1/2014 2-3%
10 County of Sacramento Park Ranger Manger $10,745 6/20/2010 Unknown Unknown
11 Livermore Area Recreation & Park District Parks and Facilities Manager $9,989 7/1/2013 Unknown Unknown
12 Riverside County Regional Park & Open Space District Area Park Manager - Parks $8,731 6/27/2013 7/1/2014 2%
Santa Clara County Open Space Authority N/C
Santa Clara Valley Water District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $13,693
% MROSD Above/Below -2.4%
Median of Comparators $14,708
% MROSD Above/Below -10.0%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
ASSISTANT GENERAL COUNSEL II
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Santa Clara Valley Water District Assistant District Counsel $21,983 6/28/2010 Unknown Unknown
2 County of Santa Clara Attorney III - County Counsel $19,137 12/23/2013 Unknown Unknown
3 East Bay Regional Park District Assistant District Counsel $18,866 4/1/2013 4/1/2014 2%
4 County of Santa Cruz Attorney IV - County Counsel $18,293 6/13/2009 Unknown Unknown
5 City of Walnut Creek Assistant City Attorney / Deputy City Attorney $17,872 10/25/2013 6/20/2014 2.5%
6 Riverside County Regional Park & Open Space District Deputy County Counsel III $17,804 7/1/2013 7/1/2014 2%
7 County of Marin County Counsel III $16,054 7/1/2009 7/1/2014 2-3%
8 County of San Mateo Deputy County Counsel II $14,821 11/10/2013 Unknown Unknown
9 Midpeninsula Regional Open Space District Assistant General Counsel II $14,811 7/1/2013 7/1/2014 3%
10 City of Palo Alto Senior Deputy City Attorney $14,761 5/18/2013 Unknown Unknown
11 Sonoma County Agricultural Preservation & OSD Deputy County Counsel II $14,216 7/1/2008 10/28/2014 1%
12 County of Sacramento Attorney Level III - Civil $13,368 6/20/2010 Unknown Unknown
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $17,016
% MROSD Above/Below -14.9%
Median of Comparators $17,804
% MROSD Above/Below -20.2%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
COMMUNITY OUTREACH SPECIALIST
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 City of Walnut Creek Community Relations Officer $13,442 10/25/2013 6/20/2014 2.5%
2 Santa Clara Valley Water District Public Information Representative II $12,228 6/24/2013 Unknown Unknown
3 Midpeninsula Regional Open Space District Community Outreach Specialist $10,781 7/1/2013 7/1/2014 3%
4 Marin Municipal Water District Public Information Representative $10,508 7/1/2013 7/1/2014 2 -3%
5 East Bay Regional Park District Community Outreach Coordinator $10,127 4/1/2013 4/1/2014 2%
Santa Clara County Open Space Authority N/C
Riverside County Regional Park & Open Space District N/C
City of Palo Alto N/C
County of Marin N/C
County of Sacramento N/C
County of San Mateo N/C
County of Santa Clara N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $11,576
% MROSD Above/Below -7.4%
Median of Comparators $11,368
% MROSD Above/Below -5.5%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
DISTRICT CLERK
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Riverside County Regional Park & Open Space District Assistant Clerk of the Board $17,556 7/1/2013 7/1/2014 2%
2 County of Santa Clara Assistant Clerk of the Board of Supervisors $17,128 12/23/2013 Unknown Unknown
3 Santa Clara Valley Water District Deputy Clerk of the Board / Clerk of the Board $15,260 6/28/2010 Unknown Unknown
4 East Bay Regional Park District Clerk of the Board $14,297 4/1/2013 4/1/2014 2%
5 City of Palo Alto Assistant City Clerk / City Clerk $14,030 5/18/2013 Unknown Unknown
6 City of Walnut Creek City Clerk $13,442 10/25/2013 6/20/2014 2.5%
7 County of Santa Cruz Chief Deputy Clerk, Board of Supervisors $13,279 6/13/2009 Unknown Unknown
8 Midpeninsula Regional Open Space District District Clerk $12,749 7/1/2013 7/1/2014 3%
9 Sonoma County Agricultural Preservation & OSD Chief Deputy Clerk of the Board $12,474 7/1/2008 10/28/2014 1%
10 County of Sacramento Assistant Clerk to the Board of Supervisors $11,838 6/22/2008 Unknown Unknown
11 County of Marin Assistant Clerk to Board of Supervisors $9,577 7/1/2009 7/1/2014 2-3%
County of San Mateo N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $13,888
% MROSD Above/Below -8.9%
Median of Comparators $13,736
% MROSD Above/Below -7.7%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
DOCENT PROGRAM MANAGER
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 County of Santa Clara Parks Interpretive Program Supervisor / Program Manager II $13,624 12/23/2013 6/23/2014 2%
2 East Bay Regional Park District Supervising Naturalist IV $10,839 4/1/2013 4/1/2014 2%
3 Santa Clara County Open Space Authority Coordinator of Interpretive Programs $10,461 6/13/2013 Unknown Unknown
4 Midpeninsula Regional Open Space District Docent Program Manager $10,134 7/1/2013 7/1/2014 3%
5 County of Marin Open Space Interpretive Naturalist $9,096 7/1/2009 7/1/2014 2-3%
6 Riverside County Regional Park & Open Space District Interpretive Services Supervisor - Parks $8,987 6/27/2013 7/1/2014 2%
7 County of Sacramento Park Interpretive Supervisor $7,878 6/20/2010 Unknown Unknown
City of Palo Alto N/C
City of Walnut Creek N/C
County of San Mateo N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara Valley Water District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $10,148
% MROSD Above/Below -0.1%
Median of Comparators $9,779
% MROSD Above/Below 3.5%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
EQUIPMENT MECHANIC/OPERATOR
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Santa Clara Valley Water District Heavy Equipment Operator / Equipment Mechanic II $10,924 6/24/2013 Unknown Unknown
2 County of Santa Cruz Lead Heavy Equipment Operator - Disposal Site $10,438 6/13/2009 Unknown Unknown
3 Marin Municipal Water District Senior Heavy Equipment Operator / Automotive Mechanic II /
Resource Projects Coordinator
$10,251 7/1/2013 7/1/2014 2 -3%
4 County of Santa Clara Park Equipment Operator / Park Maintenance Crew Chief / Fleet
Services Mechanic
$9,999 12/23/2013 Unknown Unknown
5 East Bay Regional Park District Heavy Equipment Operator / Senior Equipment Mechanic $9,710 4/1/2013 4/1/2014 2%
6 City of Palo Alto Lead Heavy Equipment Operator / Motorized Equipment Mechanic
II
$9,502 7/1/2012 Unknown Unknown
7 Midpeninsula Regional Open Space District Equipment Mechanic/Operator $9,120 7/1/2013 7/1/2014 3%
8 County of San Mateo Parks & Open Space Equipment Operator / Equipment Mechanic II $8,871 11/10/2013 Unknown Unknown
9 County of Marin Maintenance Equipment Operator / Heavy Equipment Mechanic $8,724 7/1/2009 7/1/2014 2-3%
10 Riverside County Regional Park & Open Space District Senior Equipment Operator $8,438 7/11/2013 7/1/2014 2%
City of Walnut Creek N/C
County of Sacramento N/C
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $9,651
% MROSD Above/Below -5.8%
Median of Comparators $9,710
% MROSD Above/Below -6.5%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
EXECUTIVE ASSISTANT
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 County of Santa Clara Executive Assistant II/ Secretary to the County Executive $11,440 6/16/2008 Unknown Unknown
2 Santa Clara Valley Water District Executive Assistant $10,561 6/24/2013 Unknown Unknown
3 East Bay Regional Park District Executive Secretary $10,504 4/1/2013 4/1/2014 2%
4 City of Palo Alto Executive Assistant to the City Manager $10,245 5/8/2013 Unknown Unknown
5 Midpeninsula Regional Open Space District Executive Assistant $9,413 7/1/2013 7/1/2014 3%
6 County of Santa Cruz Executive Secretary $9,217 6/13/2009 Unknown Unknown
7 City of Walnut Creek Executive Assistant to the City Manager / Executive Assistant $9,204 6/21/2013 Unknown Unknown
8 Santa Clara County Open Space Authority Executive Assistant $9,061 6/13/2013 Unknown Unknown
9 County of Marin Executive Secretary/ Executive Assistant to the County
Administrator
$8,918 7/1/2009 7/1/2014 2-3%
10 Riverside County Regional Park & Open Space District Executive Assistant II - Parks $8,494 7/1/2013 7/1/2014 2%
11 County of San Mateo Executive Secretary - Confidential $8,442 11/10/2013 Unknown Unknown
12 Sonoma County Agricultural Preservation & OSD OSD Executive Secretary $8,438 7/1/2008 10/28/2014 1%
13 County of Sacramento Executive Secretary $7,073 6/22/2008 Unknown Unknown
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Average of Comparators $9,300
% MROSD Above/Below 1.2%
Median of Comparators $9,133
% MROSD Above/Below 3.0%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
GIS ADMINISTRATOR
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Marin Municipal Water District Information Systems Analyst Supervisor $15,219 7/1/2013 7/1/2014 2 -3%
2 City of Palo Alto Senior Technologist $13,997 5/18/2013 Unknown Unknown
3 County of Santa Clara GIS Analyst / GIS Analyst Supervisor $13,741 12/23/2013 6/23/2014 2%
4 Santa Clara Valley Water District GIS Analyst III $13,437 6/24/2013 Unknown Unknown
5 Sonoma County Agricultural Preservation & OSD Geographic Information Systems Coordinator $13,197 7/1/2008 10/28/2014 1%
6 County of Santa Cruz GIS Manager / Senior Departmental Information Systems
Analyst
$12,921 6/13/2009 Unknown Unknown
7 City of Walnut Creek Information Systems Analyst III $12,854 10/25/2013 6/20/2014 2.5%
8 Midpeninsula Regional Open Space District GIS Administrator $12,477 7/1/2013 7/1/2014 3%
9 County of Sacramento Senior Geographic Information Systems Analyst $12,046 6/20/2010 Unknown Unknown
10 East Bay Regional Park District Geographic Information System Coordinator $11,528 4/1/2013 4/1/2014 2%
11 County of Marin Geographic Information Systems Analyst II / Geographic
Information Systems Manager
$11,340 7/1/2009 7/1/2014 2-3%
12 County of San Mateo Senior Information Technology Analyst $11,186 11/10/2013 Unknown Unknown
13 Riverside County Regional Park & Open Space District GIS Senior Analyst / GIS Supervisor Analyst $10,472 6/27/2013 7/1/2014 2%
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $12,662
% MROSD Above/Below -1.5%
Median of Comparators $12,887
% MROSD Above/Below -3.3%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
GIS TECHNICIAN
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Marin Municipal Water District Senior Engineering Technician - GIS $10,690 7/1/2013 7/1/2014 2 -3%
2 Sonoma County Agricultural Preservation & OSD Geographic Information Systems Technician II $9,968 7/1/2009 10/28/2014 1%
3 County of Santa Clara GIS Technician I / Planner I $9,899 12/23/2013 Unknown Unknown
4 Santa Clara County Open Space Authority Planning/GIS Technician $9,411 6/13/2013 Unknown Unknown
5 East Bay Regional Park District Geographic Information Systems Technician $8,846 4/1/2013 4/1/2014 2%
6 Midpeninsula Regional Open Space District GIS Technician $8,691 7/1/2013 7/1/2014 3%
7 County of Santa Cruz GIS Technician II $8,439 6/13/2009 Unknown Unknown
8 County of San Mateo Information Technology Analyst / Drafting Technician II /
Planning Technician / Planner I
$8,356 11/10/2013 Unknown Unknown
9 County of Marin Resource Specialist GIS / Assistant Open Space Planner $8,135 7/1/2009 7/1/2014 2-3%
10 Riverside County Regional Park & Open Space District GIS Specialist II $7,992 7/11/2013 7/1/2014 2%
11 County of Sacramento Geographic Information Systems Technician Level II $7,316 6/20/2010 Unknown Unknown
City of Palo Alto N/C
City of Walnut Creek N/C
Livermore Area Recreation & Park District N/C
Santa Clara Valley Water District N/C
Average of Comparators $8,905
% MROSD Above/Below -2.5%
Median of Comparators $8,642
% MROSD Above/Below 0.6%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
HUMAN RESOURCES ANALYST
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
Midpeninsula Regional Open Space District Human Resources Analyst Proposed
1 East Bay Regional Park District Human Resources Officer II $13,713 4/1/2013 4/1/2014 2%
2 Santa Clara Valley Water District Management Analyst II $12,757 6/24/2013 Unknown Unknown
3 City of Walnut Creek Administrative Analyst II $12,410 10/25/2013 6/20/2014 2.5%
4 County of Santa Clara Human Resources Analyst / Employee Relations Analyst $12,046 12/23/2013 Unknown Unknown
5 Marin Municipal Water District Human Resources Analyst $11,803 7/1/2013 7/1/2014 2 -3%
6 County of Santa Cruz Associate Personnel Analyst $11,638 6/13/2009 Unknown Unknown
7 Sonoma County Agricultural Preservation & OSD Human Resources Analyst II $10,933 7/1/2008 10/28/2014 1%
8 County of San Mateo Management Analyst III $10,914 11/10/2013 Unknown Unknown
9 Riverside County Regional Park & Open Space District Human Resources Analyst II $10,862 7/1/2013 7/1/2014 2%
10 City of Palo Alto Senior Human Resources Administrator / Human Resources
Representative
$10,746 5/18/2013 Unknown Unknown
11 County of Marin Personnel Analyst II $9,785 7/1/2009 7/1/2014 2-3%
12 County of Sacramento Personnel Analyst $9,210 6/22/2008 Unknown Unknown
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $11,401
% MROSD Above/Below N/A
Median of Comparators $11,286
% MROSD Above/Below N/A
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
HUMAN RESOURCES SUPERVISOR
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 East Bay Regional Park District Human Resources Manager / Human Resources Officer II $17,044 4/1/2013 4/1/2014 2%
2 Riverside County Regional Park & Open Space District Human Resources Services Manager $16,222 7/1/2013 7/1/2014 2%
3 City of Walnut Creek Human Resources Manager/ Administrative Analyst II $14,167 10/25/2013 6/20/2014 2.5%
4 County of Santa Cruz Principal Personnel Analyst $14,029 6/13/2009 Unknown Unknown
5 Santa Clara Valley Water District Program Administrator $13,909 6/24/2013 Unknown Unknown
6 Sonoma County Agricultural Preservation & OSD Human Resources Manager/ Human Resources Analyst III $13,767 7/1/2008 10/28/2014 1%
7 Midpeninsula Regional Open Space District Human Resources Supervisor $13,304 7/1/2013 7/1/2014 3%
8 County of Sacramento Personnel Services Manager $13,070 6/22/2008 Unknown Unknown
9 County of San Mateo Human Resources Program Manager II $12,676 11/10/2013 Unknown Unknown
10 County of Marin Principal Personnel Analyst $12,583 7/1/2009 7/1/2014 2-3%
11 Santa Clara County Open Space Authority Administration Manager $11,897 6/13/2013 Unknown Unknown
12 Livermore Area Recreation & Park District Human Resources Manager $9,989 7/1/2013 Unknown Unknown
City of Palo Alto N/C
County of Santa Clara N/C
Marin Municipal Water District N/C
Average of Comparators $13,577
% MROSD Above/Below -2.1%
Median of Comparators $13,767
% MROSD Above/Below -3.5%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
HUMAN RESOURCES TECHNICIAN
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 East Bay Regional Park District Human Resources Assistant $10,196 4/1/2013 4/1/2014 2%
2 Marin Municipal Water District Human Resources Technician $10,157 7/1/2013 7/1/2014 2 -3%
3 Santa Clara Valley Water District Human Resources Technician II $10,131 6/24/2013 Unknown Unknown
4 County of Santa Cruz Personnel Technician $8,713 6/13/2009 Unknown Unknown
5 City of Walnut Creek Office Specialist - Confidential $8,677 6/21/2013 Unknown Unknown
6 Livermore Area Recreation & Park District Administrative Assistant $8,658 7/1/2013 Unknown Unknown
7 County of Santa Clara Human Resources Assistant II $8,561 12/23/2013 Unknown Unknown
8 Midpeninsula Regional Open Space District Human Resources Technician $8,519 7/1/2013 7/1/2014 3%
9 City of Palo Alto Human Resources Assistant - Confidential $8,479 5/18/2013 Unknown Unknown
10 Sonoma County Agricultural Preservation & OSD Human Resources Technician $8,218 7/1/2008 10/28/2014 1%
11 County of Marin Personnel Technician $7,911 7/1/2009 7/1/2014 2-3%
12 County of San Mateo Human Resources Technician - Confidential $7,710 11/10/2013 Unknown Unknown
13 Riverside County Regional Park & Open Space District Human Resources Technician II $7,303 7/1/2013 7/1/2014 2%
14 County of Sacramento Personnel Specialist Level II $6,651 6/22/2008 Unknown Unknown
Santa Clara County Open Space Authority N/C
Average of Comparators $8,567
% MROSD Above/Below -0.6%
Median of Comparators $8,561
% MROSD Above/Below -0.5%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
INFORMATION TECHNOLOGY ADMINISTRATOR
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 County of Santa Clara Information Systems Analyst II $12,545 12/23/2013 Unknown Unknown
2 Santa Clara Valley Water District Information Systems Analyst II $12,489 6/24/2013 Unknown Unknown
3 City of Palo Alto Technologist $12,460 7/1/2012 Unknown Unknown
4 Marin Municipal Water District Information Technology Analyst II $12,429 7/1/2013 7/1/2014 2 -3%
5 Sonoma County Agricultural Preservation & OSD Department Information Systems Coordinator $12,321 7/1/2009 10/28/2014 1%
6 City of Walnut Creek Information Systems Analyst II $11,353 10/25/2013 6/20/2014 2.5%
7 Midpeninsula Regional Open Space District Information Technology Administrator $11,317 7/1/2013 7/1/2014 3%
8 County of Santa Cruz Departmental Systems Analyst $11,296 6/13/2009 Unknown Unknown
9 County of San Mateo Systems Engineer $11,186 11/10/2013 Unknown Unknown
10 Riverside County Regional Park & Open Space District IT Systems Administrator II / IT Network Administrator II $11,029 6/27/2013 7/1/2014 2%
11 East Bay Regional Park District Systems Administrator $10,971 4/1/2013 4/1/2014 2%
12 County of Sacramento Information Technology Analyst II $10,618 6/20/2010 Unknown Unknown
13 County of Marin Systems Support Analyst II $9,821 7/1/2009 7/1/2014 2-3%
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $11,543
% MROSD Above/Below -2.0%
Median of Comparators $11,324
% MROSD Above/Below -0.1%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
INFORMATION TECHNOLOGY TECHNICIAN
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Santa Clara Valley Water District Information Systems Technician II $10,561 6/24/2013 Unknown Unknown
2 County of Santa Clara Information Systems Technician II $10,100 12/23/2013 Unknown Unknown
3 East Bay Regional Park District Information Services Support Technician II $10,039 4/1/2013 4/1/2014 2%
4 County of Marin Technology Systems Specialist II $9,736 7/1/2009 7/1/2014 2-3%
5 County of Santa Cruz Computer Operations Technician III $9,537 6/13/2009 Unknown Unknown
6 City of Palo Alto Desktop Technician $9,514 7/1/2012 Unknown Unknown
7 Midpeninsula Regional Open Space District Information Technology Technician $9,044 7/1/2013 7/1/2014 3%
8 County of San Mateo Information Technology Technician $8,936 11/10/2013 Unknown Unknown
9 Sonoma County Agricultural Preservation & OSD Department Information Systems Technician II $8,804 7/1/2009 10/28/2014 1%
10 City of Walnut Creek Computer Technician $8,257 6/22/2012 Unknown Unknown
11 Riverside County Regional Park & Open Space District IT User Support Technician II-Parks $7,855 6/27/20103 7/1/2014 2%
12 County of Sacramento Information Technology Technician Level II $6,736 6/20/2010 Unknown Unknown
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $9,098
% MROSD Above/Below -0.6%
Median of Comparators $9,514
% MROSD Above/Below -5.2%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
MAINTENANCE, CONSTRUCTION, AND RESOURCE SUPERVISOR
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Santa Clara Valley Water District Senior Field Operations Administrator $13,934 6/24/2013 Unknown Unknown
2 County of Santa Cruz Parks Maintenance Supervisor / Parks Manager, Maintenace $13,135 6/13/2009 Unknown Unknown
3 City of Walnut Creek Open Space Supervisor $12,972 10/25/2013 6/20/2014 2.5%
4 Marin Municipal Water District Watershed Maintenance Supervisor $12,964 7/1/2013 7/1/2014 2 -3%
5 County of Santa Clara Park Maintenance Supervisor $12,880 12/23/2013 6/23/2014 2%
6 City of Palo Alto Community Services Manager $11,533 5/18/2013 Unknown Unknown
7 Midpeninsula Regional Open Space District Maintenance, Construction, and Resource Supervisor $11,136 7/1/2013 7/1/2014 3%
8 East Bay Regional Park District Park Supervisor IV $10,669 4/1/2013 4/1/2014 2%
9 Livermore Area Recreation & Park District Senior Parks Supervisor $10,006 7/1/2013 Unknown Unknown
10
Riverside County Regional Park & Open Space District Park Maintenance Supervisor – Parks/ Area Parks Manager-
Parks
$7,852 6/27/2013 7/1/2014 2%
11 Santa Clara County Open Space Authority N/C
County of Marin N/C
County of Sacramento N/C
County of San Mateo N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $11,772
% MROSD Above/Below -5.7%
Median of Comparators $12,880
% MROSD Above/Below -15.7%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
MANAGEMENT ANALYST II
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Santa Clara Valley Water District Management Analyst II $12,757 6/24/2013 Unknown Unknown
2 County of Santa Clara Management Analyst / Management Analysis Program
Manager I
$12,698 12/23/2013 6/23/2014 2%
3 City of Walnut Creek Administrative Analyst II $12,410 10/25/2013 6/20/2014 2.5%
4 Sonoma County Agricultural Preservation & OSD Administrative Analyst II $12,337 7/1/2008 10/28/2014 1%
5 County of Santa Cruz Departmental Administrative Analyst $11,699 6/13/2009 Unknown Unknown
6 Midpeninsula Regional Open Space District Management Analyst II $11,237 7/1/2013 7/1/2014 3%
7 County of San Mateo Management Analyst III / Program Services Manager I $10,914 11/10/2013 Unknown Unknown
8 Marin Municipal Water District Administrative Analyst $10,508 7/1/2013 7/1/2014 2 -3%
9 East Bay Regional Park District Administrative Analyst II $10,401 4/1/2013 4/1/2014 2%
10 County of Marin Administrative Analyst II $10,041 7/1/2009 7/1/2014 2-3%
11 Riverside County Regional Park & Open Space District Administrative Services Analyst II – Parks/ Administrative
Analyst
$9,899 6/27/2013 7/1/2014 2%
12 County of Sacramento Associate Administrative Analyst Level II $9,699 6/22/2008 Unknown Unknown
City of Palo Alto N/C
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $11,215
% MROSD Above/Below 0.2%
Median of Comparators $10,914
% MROSD Above/Below 2.9%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
MEDIA COMMUNICATIONS SUPERVISOR
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Marin Municipal Water District Public Information Officer $15,751 7/1/2013 7/1/2014 2 -3%
2 East Bay Regional Park District Community Relations Manager $14,289 4/1/2013 4/1/2014 2%
3 Santa Clara Valley Water District Program Administrator $13,909 6/24/2013 Unknown Unknown
4 City of Walnut Creek Community Relations Officer $13,442 10/25/2013 6/20/2014 2.5%
5 County of Santa Clara Public Communications Program Manager $13,321 8/11/2008 Unknown Unknown
6 Midpeninsula Regional Open Space District Media Communications Supervisor $13,019 7/1/2013 7/1/2014 3%
7 City of Palo Alto Communications Manager $12,763 5/18/2013 Unknown Unknown
8 Sonoma County Agricultural Preservation & OSD OSD Community Relations Manager $12,690 7/1/2008 10/28/2014 1%
9 County of Sacramento Communication & Media Officer II/ Communication & Media
Officer III
$11,160 6/20/2010 Unknown Unknown
10 County of San Mateo Management Analyst III $10,914 11/10/2013 Unknown Unknown
Riverside County Regional Park & Open Space District N/C
County of Marin N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $13,137
% MROSD Above/Below -0.9%
Median of Comparators $13,321
% MROSD Above/Below -2.3%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
NATURAL RESOURCES MANAGER
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Riverside County Regional Park & Open Space District Natural Resources Manager - Parks $18,461 7/1/2013 7/1/2014 2%
2 City of Palo Alto Assistant Director of Planning & Community Environment $18,075 5/18/2013 Unknown Unknown
3 Santa Clara Valley Water District Environmental Services Manager $17,738 6/24/2013 Unknown Unknown
4 East Bay Regional Park District Chief of Stewardship $17,380 4/1/2013 4/1/2014 2%
5 Midpeninsula Regional Open Space District Natural Resources Manager $15,948 7/1/2013 7/1/2014 3%
6 County of Santa Clara Parks Natural Resource Program Supervisor / Deputy Director of
Parks and Recreation
$15,910 12/23/2013 Unknown Unknown
7 County of Sacramento Environmental Program Manager II/ Planning Director - Planning
Services Division
$15,250 6/22/2008 Unknown Unknown
8 Sonoma County Agricultural Preservation & OSD OSD Program Manager $14,025 6/9/1929 10/28/2014 1%
9 County of Marin Planning & Resource Chief, Parks & Open Space $12,882 7/1/2009 7/1/2014 2-3%
City of Walnut Creek N/C
County of San Mateo N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $16,215
% MROSD Above/Below -1.7%
Median of Comparators $16,645
% MROSD Above/Below -4.4%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
OPEN SPACE TECHNICIAN
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Marin Municipal Water District Maintenance Worker II $9,636 7/1/2013 7/1/2014 2 -3%
2 Santa Clara Valley Water District Maintenance Worker II $9,555 6/24/2013 Unknown Unknown
3 County of Santa Clara Parks Maintenance Craft Worker $9,131 12/23/2013 Unknown Unknown
4 East Bay Regional Park District Park Craft Specialist $8,913 4/1/2013 4/1/2014 2%
5 Santa Clara County Open Space Authority Open Space Technician $8,588 6/13/2013 Unknown Unknown
6 City of Walnut Creek Park Maintenance Worker $8,366 6/22/2012 Unknown Unknown
7 Midpeninsula Regional Open Space District Open Space Technician $8,112 7/1/2013 7/1/2014 3%
8 Livermore Area Recreation & Park District Open Space Maintenance Technician II $7,035 7/1/2013 Unknown Unknown
City of Palo Alto N/C
County of Marin N/C
County of Sacramento N/C
County of San Mateo N/C
County of Santa Cruz N/C
Riverside County Regional Park & Open Space District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $8,746
% MROSD Above/Below -7.8%
Median of Comparators $8,913
% MROSD Above/Below -9.9%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
OPERATIONS MANAGER
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 East Bay Regional Park District Chief of Park Operations $18,866 4/1/2013 4/1/2014 2%
2 County of Santa Clara Deputy Director Of Parks & Recreation $18,493 12/23/2013 Unknown Unknown
3 Riverside County Regional Park & Open Space District Park Superintendent – Parks / Assistant Parks Director $16,509 7/1/2013 7/1/2014 2%
4 Santa Clara Valley Water District Field Operations Unit Manager $16,280 6/24/2013 Unknown Unknown
5 Midpeninsula Regional Open Space District Operations Manager $16,013 7/1/2013 7/1/2014 3%
6 Sonoma County Agricultural Preservation & OSD Park Manager $14,788 7/1/2008 10/28/2014 1%
7 County of Marin Deputy Director Parks and Open Space Operations $13,444 7/1/2009 7/1/2014 2-3%
8 County of Sacramento Deputy Director, Regional Parks $12,865 6/22/2008 Unknown Unknown
City of Palo Alto N/C
City of Walnut Creek N/C
County of Boulder N/C
County of San Mateo N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Average of Comparators $15,892
% MROSD Above/Below 0.8%
Median of Comparators $16,280
% MROSD Above/Below -1.7%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
PLANNER III
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 City of Walnut Creek Senior Planner $13,471 10/25/2013 6/20/2014 2.5%
2 Santa Clara Valley Water District Environmental Planner II / Senior Enviornmental Planner $13,358 6/24/2013 Unknown Unknown
3 City of Palo Alto Senior Planner / Landscape Architect Park Planner $12,934 5/18/2013 Unknown Unknown
4 County of Santa Cruz Park Planner III / Park Planner IV $12,329 6/13/2009 Unknown Unknown
5 County of Santa Clara Planner III $12,252 12/23/2013 Unknown Unknown
6 Midpeninsula Regional Open Space District Planner III $12,219 7/1/2013 7/1/2014 3%
7 Riverside County Regional Park & Open Space District Senior Environmental Planner $12,149 7/1/2013 7/1/2014 2%
8 Sonoma County Agricultural Preservation & OSD OSD Stewardship Coordinator $11,981 7/1/2009 10/28/2014 1%
9 Santa Clara County Open Space Authority Open Space Planner/Project Manager $11,571 6/13/2013 Unknown Unknown
10 Livermore Area Recreation & Park District Landscape Architect/CIP Manager $10,383 7/1/2013 Unknown Unknown
11 County of Sacramento Planner II / Planner III $9,570 6/22/2008 Unknown Unknown
County of Marin N/C
County of San Mateo N/C
East Bay Regional Park District N/C
Marin Municipal Water District N/C
Average of Comparators $12,000
% MROSD Above/Below 1.8%
Median of Comparators $12,201
% MROSD Above/Below 0.2%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
PLANNING MANAGER
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 County of Santa Clara Planning Manager $21,232 12/23/2013 Unknown Unknown
2 County of Santa Cruz Assistant Planning Director $19,316 6/13/2009 Unknown Unknown
3 City of Palo Alto Assistant Director of Planning and Community Environment $18,075 5/18/2013 Unknown Unknown
4 Santa Clara Valley Water District Environmental Services Manager $17,738 6/24/2013 Unknown Unknown
5 City of Walnut Creek Planning Manager $17,461 10/25/2013 6/20/2014 2.5%
6 East Bay Regional Park District Chief, Planning/Stewardship $17,380 4/1/2013 4/1/2014 2%
7 Midpeninsula Regional Open Space District Planning Manager $15,948 7/1/2013 7/1/2014 3%
8 County of San Mateo Deputy Director of Community Development $15,469 11/10/2013 Unknown Unknown
9 County of Sacramento Planning Director, Planning Services Division / Principal Planner $15,403 6/22/2008 Unknown Unknown
10 Sonoma County Agricultural Preservation & OSD OSD Program Manager $14,025 7/1/2008 10/28/2014 1%
11 County of Marin Planning & Resource Chief, Parks & Open Space $12,695 7/1/2009 7/1/2014 2-3%
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Riverside County Regional Park & Open Space District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $16,879
% MROSD Above/Below -5.8%
Median of Comparators $17,420
% MROSD Above/Below -9.2%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
PUBLIC AFFAIRS MANAGER
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Riverside County Regional Park & Open Space District Public Information Officer $20,260 7/1/2014 7/1/2014 2%
2 Santa Clara Valley Water District Community & Public Relations Manger / Government Relations
Manager
$19,273 6/24/2013 Unknown Unknown
3 Midpeninsula Regional Open Space District Public Affairs Manager $15,948 7/1/2013 7/1/2014 3%
4 Sonoma County Agricultural Preservation & OSD OSD Community Relations Manager/ Community &
Governmental Affairs Manager
$15,763 7/1/2008 10/28/2014 1%
5 City of Palo Alto Communications Manager / Chief Communications Officer $15,377 Unknown Unknown
6 East Bay Regional Park District Community Relations Manager / Government & Legislative
Affairs Manager
$14,022 4/1/2013 4/1/2014 2%
7 County of Sacramento Communication & Media Officer III / Communication & Media
Director / Government Relations & Legislative Officer
$13,264 6/22/2008 Unknown Unknown
County of Santa Clara N/C
City of Walnut Creek N/C
County of Marin N/C
County of San Mateo N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $16,327
% MROSD Above/Below -2.4%
Median of Comparators $15,570
% MROSD Above/Below 2.4%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
PUBLIC AFFAIRS SPECIALIST
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Santa Clara Valley Water District Public Information Representative II $12,228 6/24/2013 Unknown Unknown
2 East Bay Regional Park District Public Information Supervisor $11,123 4/1/2013 4/1/2014 2%
3 Riverside County Regional Park & Open Space District Senior Public Information Specialist $10,894 6/27/2013 7/1/2014 2%
4 Midpeninsula Regional Open Space District Public Affairs Specialist $10,781 7/1/2013 7/1/2014 3%
5 Marin Municipal Water District Public Information Representative $10,508 7/1/2013 7/1/2014 2 -3%
6 Santa Clara County Open Space Authority Communications Specialist $10,231 6/13/2013 Unknown Unknown
City of Walnut Creek N/C
City of Palo Alto N/C
County of Marin N/C
County of Sacramento N/C
County of San Mateo N/C
County of Santa Clara N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $10,997
% MROSD Above/Below -2.0%
Median of Comparators $10,894
% MROSD Above/Below -1.1%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
RANGER
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 East Bay Regional Park District Police Officer $11,643 10/1/2012 Unknown Unknown
2 County of Santa Clara Park Ranger II $10,158 3/19/2012 6/23/2014 2%
3 Marin Municipal Water District Park Ranger II $9,893 7/1/2013 7/1/2014 2 -3%
4 Midpeninsula Regional Open Space District Ranger $9,120 7/1/2013 7/1/2014 3%
5 Sonoma County Agricultural Preservation & OSD Park Ranger II $8,689 12/16/2008 10/28/2014 1%
6 County of Sacramento Park Ranger $7,663 6/20/2010 Unknown Unknown
City of Palo Alto N/C
City of Walnut Creek N/C
County of Marin N/C
County of San Mateo N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Riverside County Regional Park & Open Space District N/C
Santa Clara County Open Space Authority N/C
Santa Clara Valley Water District N/C
Average of Comparators $9,609
% MROSD Above/Below -5.4%
Median of Comparators $9,893
% MROSD Above/Below -8.5%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
REAL PROPERTY MANAGER
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Riverside County Regional Park & Open Space District Deputy Director of Real Property $18,417 7/1/2013 7/1/2014 2%
2 East Bay Regional Park District Land Acquisitions Manager $17,380 4/1/2013 4/1/2014 2%
3 County of Santa Clara Manager of Real Estate Assets $17,202 12/23/2013 6/23/2014 2%
4 Santa Clara Valley Water District Real Estate Services Unit Manager $16,994 6/28/2010 Unknown Unknown
5 County of Santa Cruz Chief Real Property Agent $16,006 6/13/2009 Unknown Unknown
6 Midpeninsula Regional Open Space District Real Property Manager $15,948 7/1/2013 7/1/2014 3%
7 City of Palo Alto Manager Real Property $14,929 5/18/2013 Unknown Unknown
8 County of Sacramento Chief, Real Estate Division $14,332 6/20/2010 Unknown Unknown
9 County of San Mateo Real Property Services Manager $14,195 11/10/2013 Unknown Unknown
10 Sonoma County Agricultural Preservation & OSD Real Estate Manager $14,076 7/1/2008 10/28/2014 1%
11 County of Marin Chief Real Property Agent $12,078 7/1/2009 7/1/2014 2-3%
City of Walnut Creek N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $15,561
% MROSD Above/Below 2.4%
Median of Comparators $15,468
% MROSD Above/Below 3.0%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
REAL PROPERTY SPECIALIST
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Santa Clara Valley Water District Associate Real Estate Agent $12,489 6/24/2013 Unknown Unknown
2 East Bay Regional Park District Senior Land Acquisition Specialist / Land Acquisition Specialist $12,072 4/1/2013 4/1/2014 2%
3 County of Santa Cruz Real Property Agent $12,008 6/13/2009 Unknown Unknown
4 Sonoma County Agricultural Preservation & OSD OSD Land Acquisition Specialist $11,965 7/1/2008 10/28/2014 1%
5 County of Santa Clara Associate Real Estate Agent $11,504 6/16/2008 Unknown Unknown
6 Marin Municipal Water District Real Property Agent $11,500 7/1/2013 7/1/2014 2 -3%
7 Midpeninsula Regional Open Space District Real Property Specialist $11,237 7/1/2013 7/1/2014 3%
8 County of San Mateo Real Property Agent III $11,115 11/10/2013 Unknown Unknown
9 County of Sacramento Real Estate Officer Level II $10,035 6/20/2010 Unknown Unknown
10 County of Marin Real Property Agent II $9,970 7/1/2009 7/1/2014 2-3%
11 City of Palo Alto Real Property Agent $9,952 7/1/2012 Unknown Unknown
12 Riverside County Regional Park & Open Space District Real Property Agent III $9,414 6/27/2013 7/1/2014 2%
City of Walnut Creek N/C
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Average of Comparators $11,093
% MROSD Above/Below 1.3%
Median of Comparators $11,500
% MROSD Above/Below -2.3%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
RESOURCE MANAGEMENT SPECIALIST II
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 East Bay Regional Park District Wildland Vegetation Program Manager $14,289 4/1/2013 4/1/2014 2%
2 Santa Clara Valley Water District Vegetation Program Specialist II $12,514 6/24/2013 Unknown Unknown
3 County of San Mateo Natural Resource Manager $12,457 11/10/2013 Unknown Unknown
4 Marin Municipal Water District Vegetation Ecologist $11,922 7/1/2013 7/1/2014 2 -3%
5 County of Santa Cruz Resource Planner III $11,544 6/13/2009 Unknown Unknown
6 Midpeninsula Regional Open Space District Resource Management Specialist II $10,637 7/1/2013 7/1/2014 3%
7 County of Santa Clara Parks Natural Resource Management Coordinator $10,448 12/23/2013 Unknown Unknown
8 Santa Clara County Open Space Authority Resource Management Specialist $10,298 6/13/2013 Unknown Unknown
9 County of Sacramento Senior Natural Resource Specialist $9,789 6/20/2010 Unknown Unknown
10 Riverside County Regional Park & Open Space District Natural Resources Specialist – Parks $7,753 6/27/2013 7/1/2014 2%
City of Palo Alto N/C
City of Walnut Creek N/C
County of Marin N/C
Livermore Area Recreation & Park District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $11,224
% MROSD Above/Below -5.5%
Median of Comparators $11,544
% MROSD Above/Below -8.5%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
SUPERVISING RANGER
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Marin Municipal Water District Watershed Protection Manager - Chief Ranger $15,721 7/1/2013 7/1/2014 2 -3%
2 East Bay Regional Park District Police Sergeant $13,548 10/1/2012 Unknown Unknown
3 County of Santa Clara Park Ranger Supervisor $13,061 12/23/2013 6/23/2014 2%
4 Midpeninsula Regional Open Space District Supervising Ranger $11,151 7/1/2013 7/1/2014 3%
5 Sonoma County Agricultural Preservation & OSD Park Ranger III $10,112 7/1/2009 10/28/2014 1%
6 County of Sacramento Park Ranger Supervisor $8,613 6/20/2010 Unknown Unknown
City of Palo Alto N/C
City of Walnut Creek N/C
County of Marin N/C
County of San Mateo N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Riverside County Regional Park & Open Space District N/C
Santa Clara County Open Space Authority N/C
Santa Clara Valley Water District N/C
Average of Comparators $12,211
% MROSD Above/Below -9.5%
Median of Comparators $13,061
% MROSD Above/Below -17.1%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
TRAINING AND SAFETY SPECIALIST
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Marin Municipal Water District Safety & Risk Manager / Safety & Technical Training Specialist $12,409 7/1/2013 7/1/2014 2 -3%
2 City of Palo Alto Safety Officer $11,585 5/18/2013 Unknown Unknown
3 Midpeninsula Regional Open Space District Training & Safety Specialist $11,237 7/1/2013 7/1/2014 3%
4 County of Sacramento Senior Training & Development Specialist / Senior Safety Specialist $11,167 6/20/2010 Unknown Unknown
5 County of Marin Safety Officer / Training and Development Specialist $10,542 7/1/2009 7/1/2014 2-3%
6 County of Santa Clara Associate Training & Development Specialist II / Associate Environmental
Health & Safety Analyst
$10,348 9/25/2012 Unknown Unknown
7 Riverside County Regional Park & Open Space District Safety Coordinator / Training Officer $9,541 7/1/2013 7/1/2014 2%
City of Walnut Creek N/C
County of San Mateo N/C
County of Santa Cruz N/C
East Bay Regional Park District N/C
Livermore Area Recreation & Park District N/C
Santa Clara County Open Space Authority N/C
Santa Clara Valley Water District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $10,932
% MROSD Above/Below 2.7%
Median of Comparators $10,854
% MROSD Above/Below 3.4%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
VOLUNTEER PROGRAM MANAGER
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 County of Santa Clara Program Manager I $13,215 12/23/2013 6/23/2014 2%
2 County of Sacramento Volunteer Program Coordinator $11,396 6/20/2010 Unknown Unknown
3 Santa Clara County Open Space Authority Volunteer Programs Supervisor $10,877 6/13/2013 Unknown Unknown
4 East Bay Regional Park District Supervising Naturalist IV $10,839 4/1/2013 4/1/2014 2%
5 Marin Municipal Water District Watershed Volunteer Coordinator $10,508 7/1/2013 7/1/2014 2 -3%
6 Midpeninsula Regional Open Space District Volunteer Program Manager $10,134 7/1/2013 7/1/2014 3%
7 Riverside County Regional Park & Open Space District Volunteer Services Program Manager-Parks $9,906 7/1/2013 7/1/2014 2%
8 County of San Mateo Program Coordinator II $9,305 11/10/2013 Unknown Unknown
9 City of Walnut Creek Program Specialist $8,960 6/22/2012 Unknown Unknown
10 County of Marin Volunteer Program Coordinator $8,781 7/1/2009 7/1/2014 2-3%
City of Palo Alto N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Santa Clara Valley Water District N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $10,421
% MROSD Above/Below -2.8%
Median of Comparators $10,508
% MROSD Above/Below -3.7%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Total Monthly Comp Data
January 2014
Page 1a of 1 MROSD Total Monthly Comp Spreadsheet 03 20 14.xls
WEB ADMINISTRATOR
Total Next Next
Monthly Effective Salary Percentage
Rank Comparator Agency Class Title Comp Date Increase Increase
1 Santa Clara Valley Water District Web Analyst $13,606 6/24/2013 Unknown Unknown
2 Midpeninsula Regional Open Space District Web Administrator $11,471 7/1/2013 7/1/2014 3%
3 County of San Mateo Information Technology Analyst $10,988 11/10/2013 Unknown Unknown
4 County of Marin Systems Support Analyst II $9,736 7/1/2009 7/1/2014 2-3%
5 East Bay Regional Park District Website Designer $9,548 4/1/2013 4/1/2014 2%
6 Riverside County Regional Park & Open Space District IT Web Developer II $9,512 6/27/2013 7/1/2014 2%
City of Palo Alto N/C
City of Walnut Creek N/C
County of Sacramento N/C
County of Santa Clara N/C
County of Santa Cruz N/C
Livermore Area Recreation & Park District N/C
Marin Municipal Water District N/C
Santa Clara County Open Space Authority N/C
Sonoma County Agricultural Preservation & OSD N/C
Average of Comparators $10,678
% MROSD Above/Below 6.9%
Median of Comparators $9,736
% MROSD Above/Below 15.1%
NOTE: All calculations exclude Midpeninsula Regional Open Space District
N/C - Non Comparator
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
ACCOUNTANT
Agency
Class Title Accountant Accountant Accountant II Accountant II Accountant Accountant II Accountant II Accountant II Accountant II N/C Accountant II Accountant II – N/C Accountant II Accountant ll
Parks
Top Monthly Salary $7,114 $6,648 $7,604 $6,182 $5,886 $6,155 $5,832 $6,202 $5,987 $7,319 $5,764 $8,022 $6,668
Employee Retirement
PERS $142 $124 $408 $434 $239 $73
Enhanced PERS Formula $352 $535 $232 $189 $289 $189 $296 $589 $565 $397 $653
EPMC $29 $1
12 Month Highest Salary $96 $90 $103 $79 $84 $78 $108 $90
Social Security $365 $382 $362 $385 $371 $454 $357 $413
Other
Insurance
Cafeteria $968 $806
Health $1,551 $1,788 $1,791 $188 $1,256 $982 $2,001 $1,593 $1,931 $1,440 $1,506 $500
Dental $83 $165 $111 $123 $84 $83 $48 $195 $118 $140 $107
Vision $10 $10 $13 $13 $8 $10 $18 $24 $17
EAP $5 $3 $2 $4 $6 $2 $5 $3 $3 $6 $3
Life $20 $12 $12 $1 $4 $4 $4 $17 $3 $4 $5
LTD $41 $29 $16 $3 $28 $1 $44
STD/SDI $60 $2 $39
Other3 $5 $300
Leave
Vacation $410 $384 $673 $357 $338 $377 $381 $644 $345 $423 $333 $494 $438
Holidays $301 $307 $351 $333 $283 $284 $269 $298 $311 $366 $310 $370 $282
Administrative/Personal $260 $256 $439 $238 $90 $93
Auto Allowance
Uniform Allowance $20
Deferred Compensation $167 $33
Other1,2 $208 $600
Benefit Cost $3,231 $3,799 $3,923 $2,399 $2,386 $2,139 $4,003 $3,697 $3,798 N/C $3,498 $2,454 N/C $3,214 $3,454
Total Monthly Comp.$10,345 $10,446 $11,527 $8,581 $8,273 $8,294 $9,835 $9,900 $9,785 N/C $10,817 $8,218 N/C $11,236 $10,122
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
3 - SEIU recieves an additional $300 per month for Health Reimbursement Arrangement.
Sonoma Co
Agri
Preservation &
OSD
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
County of
Sacramento
County of San
Mateo
County of
Santa Claraa
County of
Santa Cruz
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Santa Clara
County OSA
Santa Clara
Valley WD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
ACCOUNTING TECHNICIAN
Agency
Account Clerk III /
Class Title Accounting Accounting Accounting Asst Accounting Account Clerk Fiscal Office Account Asst / Account Account District Payroll Tech / Accounting N/C Accounting Payroll Clerk
Technician Specialist / Payroll Tech Assistant Level II Specialist Payroll Svcs Clerk Clerk Clerk Bookkeeper Financial Spec Asst II – Parks Technician
Top Monthly Salary $5,710 $4,900 $5,217 $4,520 $3,777 $4,725 $4,523 $4,674 $5,252 $5,220 $6,414 $5,318 $6,585 $5,076
Employee Retirement
PERS $114 $90 $317 $327 $210 $52 $64
Enhanced PERS Formula $283 $394 $159 $138 $224 $143 $260 $516 $521 $326 $497
EPMC $22 $1
12 Month Highest Salary $77 $66 $70 $61 $63 $70 $72 $89 $69
Social Security $234 $293 $280 $290 $326 $398 $330 $315
Other
Insurance
Cafeteria $968 $806
Health $1,551 $1,788 $1,961 $208 $1,256 $982 $2,001 $1,593 $1,931 $1,181 $1,440 $1,506 $500
Dental $83 $165 $111 $123 $84 $83 $48 $195 $95 $118 $140 $107
Vision $10 $10 $13 $13 $8 $10 $18 $42 $24 $17
EAP $5 $3 $2 $4 $6 $2 $5 $5 $3 $3 $6 $3
Life $16 $9 $12 $1 $4 $4 $4 $15 $21 $3 $4 $8
LTD $11 $20 $16 $2 $84 $24 $1 $34
STD/SDI $53 $2 $32
Other1 $5 $300
Leave
Vacation $329 $283 $462 $261 $217 $289 $296 $485 $303 $326 $370 $307 $405 $333
Holidays $242 $264 $241 $243 $182 $218 $209 $225 $273 $301 $321 $286 $304 $215
Administrative/Personal $99 $60 $70 $76
Auto Allowance
Uniform Allowance $20
Deferred Compensation $92 $33
Other2 $600
Benefit Cost $2,809 $2,993 $3,202 $1,913 $2,033 $1,896 $3,576 $3,196 $3,597 $2,178 $3,259 $2,327 N/C $2,946 $2,998
Total Monthly Comp.$8,519 $7,893 $8,419 $6,433 $5,810 $6,622 $8,099 $7,870 $8,848 $7,398 $9,673 $7,645 N/C $9,530 $8,074
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- SEIU recieves an additional $300 per month for Health Reimbursement Arrangement.
2 - SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of Santa
Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
ADMINISTRATIVE ASSISTANT
Agency
Class Title Administrative Administrative Office Senior Secretary Administrative Executive Division Secretary N/C Administrative Secretary II N/C Administrative Senior Office
Assistant Associate II Specialist Secretary Secretary II Assistant II Secretary Assistant Parks Assistant Assistant
Top Monthly Salary $5,348 $5,235 $5,137 $5,766 $3,962 $5,070 $5,427 $4,838 $5,104 $6,130 $4,564 $6,269 $4,336
Employee Retirement
PERS $107 $115 $380 $339 $204 $61
Enhanced PERS Formula $265 $421 $157 $176 $269 $148 $253 $493 $447 $310 $425
EPMC $27 $1
12 Month Highest Salary $72 $71 $69 $73 $65 $62 $85 $59
Social Security $246 $314 $336 $300 $316 $380 $283 $269
Other
Insurance
Cafeteria $970 $806
Health $1,551 $1,788 $1,961 $188 $1,256 $982 $2,001 $1,593 $1,931 $1,440 $1,506 $500
Dental $83 $165 $111 $123 $84 $83 $48 $195 $118 $140 $107
Vision $10 $10 $13 $13 $8 $10 $18 $24 $17
EAP $5 $3 $2 $4 $6 $2 $5 $3 $3 $6 $3
Life $15 $9 $12 $1 $4 $4 $4 $15 $3 $4 $8
LTD $11 $20 $16 $2 $23 $1 $29
STD/SDI $51 $2 $30
Other1 $5 $300
Leave
Vacation $309 $302 $454 $333 $228 $311 $355 $502 $294 $354 $263 $386 $285
Holidays $226 $282 $237 $349 $191 $234 $250 $233 $265 $307 $246 $289 $183
Administrative/Personal $93 $59 $104 $83 $72
Auto Allowance
Uniform Allowance $20
Deferred Compensation $92 $33
Other2 $600
Benefit Cost $2,736 $3,063 $3,187 $2,239 $2,064 $1,955 $3,871 $3,250 $3,556 N/C $3,184 $2,112 N/C $2,887 $2,784
Total Monthly Comp.$8,084 $8,297 $8,324 $8,005 $6,026 $7,025 $9,298 $8,088 $8,660 N/C $9,314 $6,676 NC $9,156 $7,120
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- SEIU recieves an additional $300 per month for Health Reimbursement Arrangement.
2 - SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional
Open Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
AMINISTRATIVE SERVICES MANAGER
Agency
Assistant Chief of Admin Svcs Mgr III /CFO /OSD Admin &
Class Title Administrative Director Finance Dept of Fin Departmental Deputy Controller-Treasurer Chief of Controller & N/C Finance Bureau Chief – N/C Financial Svcs Fiscal Svcs Mgr /
Services Manager Admin Svcs Manager Division Chief Admin Svcs Controller Division Mgr Fiscal Svcs Asst Fin Officer Division Mgr Parks Unit Manager DPT Admin Svcs Dir
Top Monthly Salary $11,588 $13,031 $11,120 $10,580 $10,829 $11,546 $11,021 $11,452 $12,512 $16,026 $13,816 $12,946 $9,899
Employee Retirement
PERS $232 $212 $871 $771 $500 $962
Enhanced PERS Formula $574 $1,049 $339 $323 $546 $349 $619 $1,290 $1,354 $641 $970
EPMC $54 $58
12 Month Highest Salary $156 $176 $150 $149 $155 $187 $175 $134
Social Security $605 $605 $605 $605 $605 $605 $605 $605
Other
Insurance
Cafeteria $970 $892
Health $1,551 $1,788 $1,772 $1,256 $982 $1,839 $1,593 $1,931 $1,440 $1,506 $500
Dental $83 $165 $111 $123 $104 $83 $48 $195 $118 $140 $107
Vision $10 $10 $13 $13 $8 $10 $18 $24 $17
EAP $5 $3 $2 $4 $6 $2 $5 $3 $3 $6 $3
Life $33 $23 $18 $4 $21 $29 $11 $99 $52 $9 $4 $19
LTD $81 $43 $14 $50 $113 $5 $61 $98 $14 $65
STD/SDI $125 $15
Other $17 $5 $208
Leave
Vacation $669 $752 $984 $610 $623 $707 $1,526.02 $925 $722 $1,234 $1,806 $797 $650
Holidays $490 $601 $513 $570 $521 $533 $509 $551 $650 $801 $797 $598 $419
Administrative/Personal $557 $501 $513 $407 $60 $170 $440 $241 $308 $349 $286
Auto Allowance $904 $450
Uniform Allowance
Deferred Compensation $217 $108 $108 $75
Other1,2 $208 $363 $600
Benefit Cost $4,360 $5,358 $4,676 $3,095 $3,621 $4,827 $6,339 $4,807 $5,702 N/C $7,140 $5,859 N/C $4,791 $4,374
Total Monthly Comp.$15,948 $18,389 $15,796 $13,675 $14,450 $16,373 $17,360 $16,259 $18,214 N/C $23,166 $19,675 N/C $17,738 $14,273
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional
Open Space District
City of Palo
Alto
City of Walnut
Creek County of Marin County of
Sacramento
County of
San Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co Agri
Preservation & OSD
County of Santa
Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
AREA SUPERINTENDENT
Agency
Division Mgr of Park Maint
Class Title Area Manager Public Svcs Parks/Open Park Ranger Park Svcs/ Mgr of Park Parks Mgr, Park Unit Parks &Facilities Watershed Area Park N/C N/C N/C
Superintendent Open Space Manager Space Supt Manager Superintendent Ranger Ops Maintenance Manager Manager Resources Mgr Mgr - Parks
Top Monthly Salary $9,534 $10,072 $12,291 $9,462 $7,715 $10,995 $9,539 $8,916 $10,778 $7,455 $11,644 $6,125
Employee Retirement
PERS $191 $189 $829 $191 $431 $75 $116
Enhanced PERS Formula $472 $811 $375 $289 $1,302 $272 $534 $937 $600
EPMC $4 $1
12 Month Highest Salary $129 $136 $166 $120 $101 $605 $83
Social Security $478 $605 $591 $553 $605 $587 $380
Other
Insurance
Cafeteria $970 $806
Health $1,551 $1,788 $1,772 $1,256 $982 $2,001 $1,593 $1,931 $1,181 $1,440
Dental $83 $165 $111 $123 $104 $83 $48 $195 $95 $118
Vision $10 $10 $13 $13 $8 $10 $18 $42
EAP $5 $3 $2 $4 $6 $2 $5 $5 $3 $3
Life $27 $18 $20 $4 $21 $7 $11 $87 $21 $14 $5
LTD $62 $47 $14 $113 $5 $119 $44 $43
STD/SDI $108 $2
Other $17 $5 $208
Leave
Vacation $550 $581 $1,087 $546 $444 $673 $917 $720 $622 $466 $672 $353
Holidays $403 $465 $567 $437 $371 $507 $440 $429 $560 $430 $582 $330
Administrative/Personal $348 $387 $709 $182 $57 $343 $207 $224
Auto Allowance $300 $904
Uniform Allowance $65 $38 $71
Deferred Compensation $217 $77
Other1 $208 $258
Benefit Cost $3,835 $4,635 $5,387 $2,654 $3,031 $4,723 $5,617 $4,220 $5,293 $2,534 $5,553 $2,606 N/C N/C N/C
Total Monthly Comp.$13,369 $14,708 $17,678 $12,116 $10,745 $15,718 $15,156 $13,135 $16,070 $9,989 $17,197 $8,731 N/C N/C N/C
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of Santa
Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
ASSISTNT GENERAL COUNSEL II
Agency
Senior Assistant
Class Title Assistant General Deputy City Attorney / County Attorney Deputy County Attorney III - Attorney IV - Asst District N/C N/C Deputy County N/C Assistant Deputy County
Counsel II City Attorney Dep City Attorney Counsel III Level III - Civil Counsel II County Counsel Co Counsel Counsel Counsel III District Counsel Counsel II
Top Monthly Salary $10,767 $10,115 $12,689 $12,561 $9,902 $11,000 $12,922 $13,145 $13,054 $12,398 $15,605 $9,868
Employee Retirement
PERS $215 $251 $829 $905 $522
Enhanced PERS Formula $533 $814 $387 $383 $640 $401 $646 $1,215 $772 $967
EPMC $63
12 Month Highest Salary $145 $137 $171 $174 $177 $167 $211 $133
Social Security $605 $605 $605 $605 $605 $605 $605
Other
Insurance
Cafeteria $970 $892
Health $1,551 $1,788 $1,772 $1,256 $982 $1,894 $1,593 $1,931 $1,506 $500
Dental $83 $165 $111 $123 $104 $83 $48 $195 $140 $107
Vision $10 $10 $13 $13 $8 $10 $18 $24 $17
EAP $5 $3 $2 $4 $6 $2 $5 $3 $6 $3
Life $31 $18 $21 $4 $21 $4 $11 $103 $9 $4 $19
LTD $63 $49 $14 $113 $6 $88 $37 $65
STD/SDI $131 $75
Other $17 $5
Leave
Vacation $621 $584 $1,122 $725 $569 $674 $1,243 $1,062 $753 $1,621 $1,681 $648
Holidays $456 $467 $586 $676 $476 $508 $596 $632 $678 $715 $720 $417
Administrative/Personal $393 $389 $732 $483 $57 $506 $251 $420 $285
Auto Allowance $450
Uniform Allowance
Deferred Compensation $217 $99 $108 $333
Other1,2 $208 $332 $600
Benefit Cost $4,044 $4,646 $5,183 $3,493 $3,483 $3,821 $6,215 $5,165 $5,830 N/C N/C $5,423 N/C $6,378 $4,366
Total Monthly Comp.$14,811 $14,761 $17,872 $16,054 $13,385 $14,821 $19,137 $18,310 $18,883 M/C N/C $17,821 N/C $21,983 $14,233
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of Santa
Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
COMMUNITY OUTREACH SPECIALIST
Agency
Community
Class Title Community Outreach N/C Comm Relations N/C N/C N/C N/C N/C Outreach N/C Public Info N/C N/C Public Info N/C
Specialist Officer Coordinator Representative Rep II
Top Monthly Salary $7,470 $9,121 $6,255 $7,075 $8,857
Employee Retirement
PERS $149 $250 $71
Enhanced PERS Formula $370 $278 $310 $570 $438
EPMC $1
12 Month Highest Salary $101 $123 $120
Social Security $388 $439
Other
Insurance
Cafeteria
Health $1,551 $1,772 $1,931 $1,440 $1,506
Dental $83 $111 $195 $118 $140
Vision $10 $13 $24
EAP $5 $2 $5 $3 $6
Life $22 $15 $18 $3 $4
LTD $35 $3 $27 $1
STD/SDI $63 $43
Other $5
Leave
Vacation $431 $807 $361 $409 $545
Holidays $316 $421 $325 $354 $409
Administrative/Personal $273 $526 $102
Auto Allowance
Uniform Allowance $20
Deferred Compensation $217 $33
Other
Benefit Cost $3,311 N/C $4,321 N/C N/C N/C N/C N/C $3,872 N/C $3,433 N/C N/C $3,371 N/C
Total Monthly Comp.$10,781 N/C $13,442 N/C N/C N/C N/C N/C $10,127 N/C $10,508 N/C N/C $12,228 N/C
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Clara
County of
Santa Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
DISTRICT CLERK
Agency
Class Title District Asst City Clerk/City Asst Clerk to Asst Clerk to the N/C Asst Clerk of the Chief Dep Clerk, Clerk of N/C N/C Assistant Clerk N/C Deputy / Clerk Chief Dep Clerk
Clerk City Clerk Clerk Board of Supvs Board of Supvs Board of Supvs Board of Supvs the Board of the Board of the Board of the Board
Top Monthly Salary $9,080 $9,267 $9,121 $7,010 $8,616 $10,902 $9,029 $9,357 $12,244 $10,230 $8,528
Employee Retirement
PERS $182 $140 $763 $374
Enhanced PERS Formula $449 $746 $278 $214 $540 $275 $463 $1,200 $506 $836
EPMC $53
12 Month Highest Salary $123 $125 $123 $147 $122 $165 $138 $115
Social Security $534 $587 $560 $587 $587 $529
Other
Insurance
Cafeteria $970 $892
Health $1,551 $1,788 $1,772 $188 $1,256 $2,001 $1,593 $1,931 $1,506 $500
Dental $83 $165 $111 $123 $83 $48 $195 $140 $107
Vision $10 $10 $13 $13 $10 $18 $24 $17
EAP $5 $3 $2 $4 $6 $5 $3 $6 $3
Life $26 $17 $15 $4 $29 $11 $76 $9 $4 $16
LTD $57 $35 $113 $4 $87 $24 $56
STD/SDI $94 $49
Other $5
Leave
Vacation $524 $535 $807 $404 $495 $1,510 $729 $540 $1,601 $1,102 $560
Holidays $384 $428 $421 $377 $414 $503 $434 $486 $659 $472 $361
Administrative/Personal $332 $356 $526 $270 $347 $180 $275 $246
Auto Allowance $325 $450
Uniform Allowance
Deferred Compensation $217 $86 $108 $333
Other1,2 $208 $289 $600
Benefit Cost $3,669 $4,763 $4,321 $2,567 $3,221 N/C $6,226 $4,251 $4,940 N/C N/C $5,312 N/C $5,029 $3,946
Total Monthly Comp.$12,749 $14,030 $13,442 $9,577 $11,838 N/C $17,128 $13,279 $14,297 N/C N/C $17,556 N/C $15,260 $12,474
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek County of Marin County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of Santa
Claraa
County of Santa
Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
DOCENT PROGRAM MANAGER
Agency
Open Space Parks Interpretive Interpretive Coordinator
Class Title Docent Program N/C N/C Interpretive Park Interpretive N/C Program Supv /N/C Supervising N/C N/C Services Supv - of Interpretive N/C N/C
Manager Naturalist Supervisor Prog Mgr II Naturalist IV Parks Programs
Top Monthly Salary $6,941 $6,611 $5,548 $8,586 $6,814 $6,323 $6,895
Employee Retirement
PERS $139 $132 $601 $273 $483
Enhanced PERS Formula $344 $202 $425 $337 $620 $210
EPMC $42
12 Month Highest Salary $94 $116 $85
Social Security $344 $532 $422 $392
Other
Insurance
Cafeteria $968 $806
Health $1,551 $188 $1,256 $2,001 $1,931 $2,015
Dental $83 $123 $83 $195 $83
Vision $10 $13 $10 $10
EAP $5 $4 $6 $5 $3 $2
Life $20 $1 $7 $20 $5 $4
LTD $3 $45 $16
STD/SDI $68 $2
Other $5
Leave
Vacation $400 $381 $319 $826 $393 $365 $398
Holidays $294 $356 $267 $396 $354 $340 $265
Administrative/Personal $254 $254 $80
Auto Allowance
Uniform Allowance $20
Deferred Compensation
Other
Benefit Cost $3,193 N/C N/C $2,485 $2,330 N/C $5,039 N/C $4,025 N/C N/C $2,663 $3,566 N/C N/C
Total Monthly Comp.$10,134 N/C N/C $9,096 $7,878 N/C $13,624 N/C $10,839 N/C N/C $8,987 $10,461 N/C N/C
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of Santa
Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
EQUIPMENT MECHANIC/OPERATOR
Agency
Lead Heavy Equip Maint Equip Parks & Open Park Equp Op / Lead Hvy Heavy Equip SR Heavy Equip Heavy Equip
Class Title Equipment Opr/Motorized N/C Operator / Heavy N/C Space Equip Opr Park Maint Chief /Equip Opr Operator / Sr N/C Opr / Aut Mech II / Sr Equipment N/C Operator /N/C
Mechanic/Operator Equip Mech II Equip Mech / Equip Mech II Fleet Srvcs Mech Disposal Equip Mech Res Proj Coord Operator Equip Mech II
Top Monthly Salary $6,146 $6,233 $6,474 $6,602 $5,955 $6,608 $5,928 $6,872 $5,818 $7,738
Employee Retirement
PERS $123 $129 $417 $463 $237 $69 $116
Enhanced PERS Formula $304 $502 $197 $295 $202 $293 $553 $570 $383
EPMC $29 $1
12 Month Highest Salary $83 $84 $80 $89 $79 $104
Social Security $409 $369 $410 $368 $426 $361
Other
Insurance
Cafeteria $968 $835
Health $1,551 $1,788 $188 $982 $2,001 $1,593 $1,931 $1,440 $1,506
Dental $83 $165 $84 $83 $48 $195 $118 $140
Vision $10 $10 $8 $10 $18 $24
EAP $5 $3 $4 $2 $5 $3 $3 $6
Life $18 $11 $4 $4 $4 $17 $3 $5 $4
LTD $11 $16 $3 $26 $1
STD/SDI $59 $2 $37
Other $5
Leave
Vacation $355 $360 $373 $404 $389 $686 $342 $397 $336 $476
Holidays $272 $336 $349 $305 $275 $318 $308 $344 $313 $357
Administrative/Personal $106 $92 $89
Auto Allowance
Uniform Allowance $65 $42 $54 $20 $25
Deferred Compensation $33
Other
Benefit Cost $2,974 $3,270 N/C $2,250 N/C $2,269 $4,044 $3,830 $3,782 N/C $3,380 $2,619 N/C $3,186 N/C
Total Monthly Comp.$9,120 $9,502 N/C $8,724 N/C $8,871 $9,999 $10,438 $9,710 N/C $10,251 $8,438 N/C $10,924 N/C
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
Midpeninsula Regional Open
Space District City of Palo Alto City of Walnut
Creek County of Marin County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of Santa
Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
EXECUTIVE ASSISTANT
Agency
Executive Asst Exec Sec/
Class Title Executive Executive Asst to the CM / Exec Asst Executive Executive Exec Asst II Executive Executive N/C N/C Executive Asst Executive Executive OSD Executive
Assistant to the CM Exec Asst to the Cnty Adm Secretary Secretary - Conf Sec to County Secretary Secretary II - Parks Assistant Assistant Secretary
Executive
Top Monthly Salary $6,453 $6,486 $5,983 $6,425 $4,858 $5,871 $7,042 $5,688 $6,537 $5,790 $5,737 $7,453 $5,496
Employee Retirement
PERS $129 $129 $443 $493 $398 $261 $402
Enhanced PERS Formula $319 $522 $182 $196 $349 $173 $324 $567 $175 $369 $539
EPMC $35
12 Month Highest Salary $87 $88 $81 $95 $77 $78 $101 $74
Social Security $301 $364 $437 $353 $405 $359 $341
Other
Insurance
Cafeteria $970 $892
Health $1,551 $1,788 $1,866 $188 $1,256 $982 $2,001 $1,593 $1,931 $2,015 $1,506 $500
Dental $83 $165 $111 $123 $104 $83 $48 $195 $83 $140 $107
Vision $10 $10 $13 $13 $8 $10 $18 $10 $24 $17
EAP $5 $3 $2 $4 $6 $2 $5 $3 $2 $6 $3
Life $19 $12 $12 $1 $21 $4 $4 $56 $9 $4 $4 $8
LTD $40 $23 $17 $3 $41 $16 $1 $36
STD/SDI $65 $36
Other2 $5 $124
Leave
Vacation $372 $374 $529 $371 $279 $360 $460 $591 $377 $334 $331 $459 $361
Holidays $273 $299 $276 $389 $234 $271 $325 $273 $339 $312 $221 $344 $233
Administrative/Personal $112 $249 $69 $247.12 $108 $66 $86
Auto Allowance
Uniform Allowance
Deferred Compensation $56 $108 $33
Other1,3 $208 $600
Benefit Cost $2,960 $3,759 $3,221 $2,493 $2,214 $2,571 $4,399 $3,528 $3,967 N/C N/C $2,704 $3,324 $3,108 $2,942
Total Monthly Comp.$9,413 $10,245 $9,204 $8,918 $7,073 $8,442 $11,440 $9,217 $10,504 N/C N/C $8,494 $9,061 $10,561 $8,438
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- Unrepresented Confidential and Unrepresented employees recive 2.25% salary for Health Reimbursement Arrangement.
3 -SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin
Municipal WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
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GIS ADMINISTRATOR
Agency
Geographic IS GIS Analyst /GIS Mgr / SR
Class Title GIS Senior IS Analyst II / SR Geographic SR IT / GIS Analyst SR Departmental GIS N/C Info Systems GIS Sr Analyst/N/C GIS Geographic IS
Administrator Technologist Analyst III Geo IS Mgr IS Analyst Analyst Supervisor IS Analyst Coordinator Analyst Supv GIS Supv Analyst Analyst III Coordinator
Top Monthly Salary $8,858 $9,502 $8,673 $8,710 $8,788 $8,629 $8,776 $8,747 $7,354 $10,870 $7,473 $10,019 $9,077
Employee Retirement
PERS $177 $174 $614 $294 $109
Enhanced PERS Formula $438 $765 $265 $266 $434 $267 $364 $875 $732 $496 $889
EPMC $43 $1
12 Month Highest Salary $120 $128 $117 $118 $118 $101 $135 $123
Social Security $545 $535 $544 $542 $456 $605 $463 $563
Other
Insurance
Cafeteria $968 $806
Health $1,551 $1,788 $1,791 $146 $1,256 $982 $2,001 $1,593 $1,931 $1,440 $1,506 $500
Dental $83 $165 $111 $123 $84 $83 $48 $195 $118 $140 $107
Vision $10 $10 $13 $13 $8 $10 $18 $24 $17
EAP $5 $3 $2 $4 $6 $2 $5 $3 $3 $6 $3
Life $26 $17 $14 $4 $4 $4 $11 $21 $3 $5 $17
LTD $59 $33 $16 $113 $3 $41 $53 $60
STD/SDI $74 $2
Other $5
Leave
Vacation $511 $548 $767 $503 $505 $528 $574 $706 $424 $628 $431 $617 $596
Holidays $375 $439 $400 $402 $423 $398 $405 $421 $382 $544 $402 $462 $384
Administrative/Personal $324 $365 $500 $168 $135 $336 $262
Auto Allowance
Uniform Allowance $20
Deferred Compensation $167 $88 $33
Other1,2 $208 $294 $600
Benefit Cost $3,619 $4,496 $4,181 $2,630 $3,257 $2,558 $4,965 $4,174 $4,173 N/C $4,366 $2,999 N/C $3,419 $4,121
Total Monthly Comp.$12,477 $13,997 $12,854 $11,340 $12,046 $11,186 $13,741 $12,921 $11,528 N/C $15,236 $10,472 N/C $13,437 $13,197
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of Santa
Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park &
OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
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GIS TECHNICIAN
Agency
Resource Spec Geographic IS IT Analyst /
Class Title GIS N/C N/C GIS / Asst Open Tech Level II Drafting Tech II GIS Tech I /GIS GIS N/C SR Engineering GIS Planning/GIS N/C Geographic IS
Technician Space Planner Plan Tech / Plan I Planner I Technician II Technician Tech - GIS Specialist II Technician Technician II
Top Monthly Salary $5,853 $6,002 $5,067 $6,208 $5,880 $5,102 $5,250 $7,219 $5,477 $6,026 $6,547
Employee Retirement
PERS $117 $120 $412 $357 $210 $72 $110 $422
Enhanced PERS Formula $290 $183 $291 $156 $260 $581 $537 $184 $642
EPMC $29 $1
12 Month Highest Salary $79 $79 $69 $74 $88
Social Security $314 $385 $365 $316 $325 $448 $340 $406
Other
Insurance
Cafeteria $968 $835
Health $1,551 $188 $1,256 $982 $2,001 $1,593 $1,931 $1,440 $2,015 $500
Dental $83 $123 $84 $83 $48 $195 $118 $83 $107
Vision $10 $13 $8 $10 $18 $10 $17
EAP $5 $4 $6 $2 $5 $3 $3 $2 $3
Life $17 $1 $4 $4 $4 $15 $3 $5 $4 $8
LTD $16 $2 $27 $16 $43
STD/SDI $52 $2
Other1 $5 $300
Leave
Vacation $338 $346 $291 $380 $384 $530 $303 $417 $316 $348 $430
Holidays $248 $323 $244 $287 $271 $245 $273 $361 $295 $232 $277
Administrative/Personal $101 $90 $70
Auto Allowance
Uniform Allowance $20
Deferred Compensation
Other2 $600
Benefit Cost $2,838 N/C N/C $2,132 $2,249 $2,148 $4,019 $3,336 $3,596 N/C $3,471 $2,515 $3,385 N/C $3,421
Total Monthly Comp.$8,691 N/C N/C $8,135 $7,316 $8,356 $9,899 $8,439 $8,846 N/C $10,690 $7,992 $9,411 N/C $9,968
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- SEIU recieves an additional $300 per month for Health Reimbursement Arrangement.
2 - SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek County of Marin County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
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HUMAN RESOURCES ANALYST
Agency
Sr HR HR Analyst/ Associate
Class Title Human Resources Administrator/Administrative Personnel Personnel Management Employee Rel Personnel HR N/C HR HR N/C Management HR
Analyst HR Rep Analyst II Analyst II Analyst Analyst III Analyst Analyst Officer II Analyst Analyst II Analyst II Analyst II
Top Monthly Salary Proposed $6,889 $8,290 $7,218 $6,689 $7,812 $7,409 $7,739 $8,913 $8,099 $7,623 $9,303 $7,360
Employee Retirement
PERS $144 $589 $519 $357 $81
Enhanced PERS Formula $555 $253 $220 $367 $236 $441 $652 $747 $460 $721
EPMC $36 $1
12 Month Highest Salary $93 $112 $100 $104 $103 $126 $99
Social Security $415 $484 $459 $480 $553 $502 $473 $456
Other
Insurance
Cafeteria $970 $892
Health $1,788 $1,772 $146 $1,256 $982 $2,001 $1,593 $1,931 $1,440 $1,506 $500
Dental $165 $111 $123 $104 $83 $48 $195 $118 $140 $107
Vision $10 $13 $13 $8 $10 $18 $24 $17
EAP $3 $2 $4 $6 $2 $5 $3 $3 $6 $3
Life $12 $14 $1 $21 $7 $11 $73 $3 $9 $4 $14
LTD $43 $32 $14 $113 $4 $31 $54 $1 $49
STD/SDI $89 $45
Other $17 $5
Leave
Vacation $397 $733 $416 $385 $478 $712.43 $625 $514 $468 $440 $572 $483
Holidays $318 $383 $389 $322 $361 $342 $372 $463 $405 $410 $429 $311
Administrative/Personal $265 $478 $278 $41 $298 $171 $107 $212
Auto Allowance
Uniform Allowance
Deferred Compensation $217 $108 $33
Other1,2 $208 $600
Benefit Cost N/A $3,857 $4,120 $2,567 $2,521 $3,101 $4,636 $3,898 $4,801 N/C $3,704 $3,239 N/C $3,454 $3,574
Total Monthly Comp.N/A $10,746 $12,410 $9,785 $9,210 $10,914 $12,046 $11,638 $13,713 N/C $11,803 $10,862 N/C $12,757 $10,933
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
HUMAN RESOURCES SUPERVISOR
Agency
HR Mgr/Principal Principal
Class Title Human Resources N/C Admin Personnel Personnel HR Program N/C Personnel HR Manager / HR N/C HR Administration Program HR Manager/
Supervisor Analyst II Analyst Svcs Manager Manager II Analyst HR Officer II Manager Services Mgr Manager Administrator HR Analyst III
Top Monthly Salary $9,534 $9,705 $9,670 $9,642 $9,499 $9,624 $11,580 $7,455 $11,276 $8,084 $10,273 $8,892
Employee Retirement
PERS $191 $193 $716 $463 $75 $566
Enhanced PERS Formula $472 $296 $295 $294 $573 $1,105 $247 $509 $871
EPMC
12 Month Highest Salary $129 $131 $130 $101 $152 $139 $120
Social Security $605 $589 $605 $605 $605 $551
Other
Insurance
Cafeteria $970 $892
Health $1,551 $1,772 $1,256 $982 $1,593 $1,931 $1,181 $2,015 $1,506 $500
Dental $83 $111 $123 $104 $48 $195 $95 $83 $140 $107
Vision $10 $13 $13 $8 $18 $42 $10 $24 $17
EAP $5 $2 $4 $6 $2 $5 $5 $3 $2 $6 $3
Life $27 $16 $4 $21 $11 $92 $21 $9 $4 $4 $17
LTD $37 $14 $113 $5 $119 $8 $16 $1 $59
STD/SDI $116 $49
Other $17 $5
Leave
Vacation $550 $859 $558 $554 $582 $777 $668 $466 $1,474 $466 $632 $584
Holidays $403 $448 $521 $464 $438 $463 $601 $430 $607 $311 $474 $376
Administrative/Personal $348 $560 $372 $49 $370 $223 $93 $119 $256
Auto Allowance
Uniform Allowance
Deferred Compensation $217 $96 $108 $33
Other1 $323 $600
Benefit Cost $3,770 N/C $4,462 $2,913 $3,444 $3,523 N/C $4,421 $5,482 $2,534 N/C $4,964 $3,813 $3,635 $4,062
Total Monthly Comp.$13,304 N/C $14,167 $12,583 $13,087 $13,022 N/C $14,046 $17,061 $9,989 N/C $16,239 $11,897 $13,909 $12,954
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
1- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Clara
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin
Municipal WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
HUMAN RESOURCES TECHNICIAN
Agency
Class Title Human Resources HR Assistant Office Specialist Personnel Personnel HR Tech - HR Personnel HR Administrative HR HR N/C HR HR
Technician Confidential Confidential Technician Spec Level II Confidential Assistant II Technician Assistant Assistant Technician Technician II Technician II Technician
Top Monthly Salary $5,710 $5,067 $5,541 $5,687 $4,497 $5,283 $4,813 $5,309 $6,309 $6,307 $6,797 $4,869 $7,091 $5,328
Employee Retirement
PERS $114 $114 $398 $337 $372 $252 $63 $68
Enhanced PERS Formula $283 $408 $169 $173 $238 $162 $312 $547 $477 $351 $522
EPMC $24 $1
12 Month Highest Salary $77 $68 $75 $65 $72 $85 $66 $96 $72
Social Security $279 $328 $298 $329 $391 $421 $302 $330
Other
Insurance
Cafeteria $970 $892
Health $1,551 $1,788 $1,866 $188 $1,256 $982 $2,001 $1,593 $1,931 $1,181 $1,440 $1,506 $500
Dental $83 $165 $111 $123 $104 $83 $48 $195 $95 $118 $140 $107
Vision $10 $10 $13 $13 $8 $10 $18 $42 $24 $17
EAP $5 $3 $2 $4 $6 $2 $5 $5 $3 $3 $6 $3
Life $16 $9 $12 $1 $21 $7 $4 $18 $21 $3 $9 $4 $8
LTD $31 $21 $17 $3 $101 $26 $35 $1 $35
STD/SDI $63 $34
Other2 $5 $120
Leave
Vacation $329 $292 $490 $328 $259 $324 $463 $551 $364 $394 $393 $281 $436 $350
Holidays $242 $234 $256 $345 $216 $244 $222 $255 $328 $364 $340 $262 $327 $225
Administrative/Personal $99 $195 $64 $103 $82
Auto Allowance
Uniform Allowance $20
Deferred Compensation $56 $108 $33
Other1,3 $208 $600
Benefit Cost $2,809 $3,412 $3,136 $2,224 $2,154 $2,427 $3,748 $3,404 $3,887 $2,351 $3,360 $2,435 N/C $3,040 $2,890
Total Monthly Comp.$8,519 $8,479 $8,677 $7,911 $6,651 $7,710 $8,561 $8,713 $10,196 $8,658 $10,157 $7,303 N/C $10,131 $8,218
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- Unrepresented Confidential and Unrepresented employees recive 2.25% salary for Health Reimbursement Arrangement.
3 - SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
IT ADMINISTRATOR
Agency
Systems IT Systems
Class Title IT Technologist IS Support IT Systems IS Departmental Systems N/C IT Analyst II Admin II / IT N/C IS Dept IS
Administrator Analyst II Analyst II Analyst II Engineer Analyst II Sys Analyst Administrator Network Admin II Analyst II Coordinator
Top Monthly Salary $8,035 $8,683 $7,464 $7,416 $7,610 $8,629 $7,874 $7,471 $6,917 $8,594 $7,904 $9,077 $8,373
Employee Retirement
PERS $161 $148 $551 $277 $86
Enhanced PERS Formula $398 $699 $228 $226 $390 $228 $342 $692 $775 $449 $821
EPMC $39 $1
12 Month Highest Salary $108 $117 $101 $106 $101 $107 $123 $113
Social Security $472 $535 $488 $463 $429 $533 $490 $519
Other
Insurance
Cafeteria $968 $806
Health $1,551 $1,788 $1,791 $146 $1,256 $982 $2,001 $1,593 $1,931 $1,440 $1,506 $500
Dental $83 $165 $111 $123 $84 $83 $48 $195 $118 $140 $107
Vision $10 $10 $13 $13 $8 $10 $18 $24 $17
EAP $5 $3 $2 $4 $6 $2 $5 $3 $3 $6 $3
Life $23 $16 $12 $4 $4 $4 $11 $20 $3 $5 $4 $8
LTD $11 $29 $16 $113 $3 $33 $56 $1 $55
STD/SDI $69 $2 $44
Other1 $5 $300
Leave
Vacation $464 $501 $660 $428 $438 $528 $515 $603 $399 $496 $456 $559 $550
Holidays $340 $468 $344 $342 $366 $398 $363 $359 $359 $430 $426 $419 $354
Administrative/Personal $139 $431 $143 $121 $287 $105
Auto Allowance
Uniform Allowance $20
Deferred Compensation $167 $76 $33
Other2 $255 $600
Benefit Cost $3,282 $3,778 $3,889 $2,405 $3,009 $2,558 $4,671 $3,825 $4,054 N/C $3,835 $3,125 N/C $3,412 $3,947
Total Monthly Comp.$11,317 $12,460 $11,353 $9,821 $10,618 $11,186 $12,545 $11,296 $10,971 N/C $12,429 $11,029 N/C $12,489 $12,321
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- SEIU recieves an additional $300 per month for Health Reimbursement Arrangement.
2 - SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek County of Marin County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park &
OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
IT TECHNICIAN
Agency
Class Title IT Desktop Computer Technology Sys IT Technician IT IS Computer Ops IS N/C N/C IT User Support N/C IS Department IS
Technician Technician Technician Specialist II Level II Technician Technician II Technician III Support Tech II Tech II Parks Technician II Technician II
Top Monthly Salary $6,146 $6,243 $5,081 $7,416 $4,570 $6,705 $6,031 $5,930 $6,186 $5,481 $7,453 $5,643
Employee Retirement
PERS $123 $148 $422 $415 $247
Enhanced PERS Formula $304 $503 $155 $226 $299 $181 $306 $537 $369 $553
EPMC $30
12 Month Highest Salary $83 $84 $69 $81 $80 $74 $101 $76
Social Security $283 $416 $374 $368 $384 $340 $350
Other
Insurance
Cafeteria $968 $806
Health $1,551 $1,788 $1,961 $146 $1,256 $982 $2,001 $1,593 $1,931 $1,506 $500
Dental $83 $165 $111 $123 $84 $83 $48 $195 $140 $107
Vision $10 $10 $13 $13 $8 $10 $18 $24 $17
EAP $5 $3 $2 $4 $6 $2 $5 $3 $6 $3
Life $18 $11 $12 $1 $4 $4 $4 $18 $4 $8
LTD $11 $20 $16 $3 $1 $37
STD/SDI $62 $2 $36
Other1 $5 $300
Leave
Vacation $355 $360 $449 $428 $263 $411 $394 $616 $357 $316 $459 $370
Holidays $260 $336 $235 $399 $220 $309 $278 $285 $321 $295 $344 $239
Administrative/Personal $106 $59 $93 $86
Auto Allowance
Uniform Allowance $20
Deferred Compensation $92 $33
Other2 $600
Benefit Cost $2,898 $3,272 $3,176 $2,320 $2,166 $2,232 $4,068 $3,608 $3,853 N/C N/C $2,373 N/C $3,108 $3,161
Total Monthly Comp.$9,044 $9,514 $8,257 $9,736 $6,736 $8,936 $10,100 $9,537 $10,039 N/C N/C $7,855 N/C $10,561 $8,804
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- SEIU recieves an additional $300 per month for Health Reimbursement Arrangement.
2 - SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek County of Marin County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
MAINTENANCE, CONSTRUCTION, AND RESOURCE SUPERVISOR
Agency
Parks Maint Senior Park Maint
Class Title Maintenance, Construction,Community Open Space N/C N/C N/C Park Maint Supervisor Park Parks Watershed Supv - Parks/N/C Senior Field N/C
& Resource Supervisor Svcs Mgr Supervisor Supervisor Prks Mgr Maint Supervisor IV Supervisor Maint Supv Area Prks Mgr Ops Admin
Top Monthly Salary $7,843 $7,521 $8,743 $8,000 $7,326 $6,681 $7,455 $8,994 $5,445 $10,273
Employee Retirement
PERS $157 $560 $267 $75 $90
Enhanced PERS Formula $388 $605 $267 $396 $272 $331 $724 $534 $509
EPMC $39 $1
12 Month Highest Salary $106 $102 $118 $108 $120 $101 $74 $139
Social Security $496 $553 $414 $558 $338
Other
Insurance
Cafeteria $806
Health $1,551 $1,788 $1,772 $2,001 $1,593 $1,931 $1,181 $1,440 $1,506
Dental $83 $165 $111 $83 $48 $195 $95 $118 $140
Vision $10 $10 $13 $10 $18 $42 $24
EAP $5 $3 $2 $5 $5 $3 $3 $6
Life $23 $14 $14 $7 $11 $19 $21 $3 $5 $4
LTD $47 $34 $113 $3 $119 $34 $39 $1
STD/SDI $67 $2 $49
Other $5
Leave
Vacation $452 $434 $773 $769 $720 $385 $466 $519 $314 $632
Holidays $332 $347 $404 $369 $429 $347 $430 $450 $293 $474
Administrative/Personal $121 $289 $504 $343 $119
Auto Allowance
Uniform Allowance1 $65 $42 $20 $17 $25
Deferred Compensation $217 $33
Other $208
Benefit Cost $3,293 $4,012 $4,229 N/C N/C N/C $4,880 $4,220 $3,989 $2,551 $3,940 $2,407 $3,660 N/C
Total Monthly Comp.$11,136 $11,533 $12,972 N/C N/C N/C $12,880 $13,135 $10,669 $10,006 $12,934 $7,852 N/C $13,934 N/C
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1) Unable to obtain current uniform allowance data for Livermore Area Recreation and Park District.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
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MANAGEMENT ANALYST II
Agency
Mgmt Analyst /Admin Services
Class Title Management N/C Administrative Administrative Associate Admin Mgmt Analyst III / Mgmt Analysis Departmental Administrative N/C Administrative Analyst II - Parks/N/C Management Administrative
Analyst II Analyst II Analyst II Analyst Level II Prog Svcs Mgr I Prog Mgr I Admin Analyst Analyst II Analyst Admin Analyst Analyst II Analyst II
Top Monthly Salary $7,843 $8,290 $7,431 $7,061 $7,812 $7,896 $7,787 $6,470 $7,075 $7,072 $0 $9,303 $8,424
Employee Retirement
PERS $157 $149 $589 $553 $259 $71
Enhanced PERS Formula $388 $253 $227 $391 $238 $320 $570 $693 $460 $826
EPMC $39 $1
12 Month Highest Salary $106 $112 $107 $105 $95 $126 $114
Social Security $438 $484 $490 $483 $401 $439 $438 $522
Other
Insurance
Cafeteria $970 $806
Health $1,551 $1,772 $146 $1,256 $982 $2,001 $1,593 $1,931 $1,440 $1,506 $500
Dental $83 $111 $123 $104 $83 $48 $195 $118 $140 $107
Vision $10 $13 $13 $8 $10 $18 $24 $17
EAP $5 $2 $4 $6 $2 $5 $3 $3 $6 $3
Life $23 $14 $1 $21 $7 $11 $19 $3 $4 $16
LTD $32 $14 $113 $3 $27 $1 $56
STD/SDI $65 $2 $45
Other $17 $5
Leave
Vacation $452 $733 $429 $406 $478 $759 $629 $373 $409 $408 $572 $553
Holidays $332 $383 $400 $339 $361 $364 $374 $336 $354 $381 $429 $356
Administrative/Personal $287 $478 $286 $54 $41 $300 $107 $243
Auto Allowance
Uniform Allowance $20
Deferred Compensation $217 $33
Other1 $600
Benefit Cost $3,394 N/C $4,120 $2,610 $2,638 $3,101 $4,803 $3,912 $3,931 N/C $3,433 $2,827 N/C $3,454 $3,913
Total Monthly Comp.$11,237 N/C $12,410 $10,041 $9,699 $10,914 $12,698 $11,699 $10,401 N/C $10,508 $9,899 N/C $12,757 $12,337
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin Municipal
WD
Riverside Co
Regional Park &
OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
MEDIA COMMUNICATIONS SUPERVISOR
Agency
Community Public
Class Title Media Communications Communications Relations N/C Communication &Management Communications N/C Comm Relations N/C Public Info N/C N/C Program OSD Community
Supervisor Manager Officer Media Officer II/III Analyst III Program Mgr Manager Officer Administrator Relations Mgr
Top Monthly Salary $9,301 $8,510 $9,121 $8,057 $7,812 $8,359 $9,357 $10,955 $10,273 $8,692
Employee Retirement
PERS $186 $589 $585 $374 $110
Enhanced PERS Formula $460 $685 $278 $414 $463 $882 $509 $852
EPMC $41 $1
12 Month Highest Salary $126 $115 $123 $113 $139 $117
Social Security $500 $484 $518 $580 $605 $539
Other
Insurance
Cafeteria
Health $1,551 $1,788 $1,772 $1,256 $982 $2,001 $1,931 $1,440 $1,506 $500
Dental $83 $165 $111 $123 $104 $83 $195 $118 $140 $107
Vision $10 $10 $13 $13 $8 $10 $24 $17
EAP $5 $3 $2 $6 $2 $5 $3 $6 $3
Life $27 $15 $15 $4 $21 $7 $76 $14 $4 $16
LTD $53 $35 $14 $4 $42 $1 $57
STD/SDI $94 $49
Other $17 $5 $208
Leave
Vacation $537 $491 $807 $463 $478 $804 $540 $633 $632 $570
Holidays $394 $393 $421 $387 $361 $386 $486 $548 $474 $368
Administrative/Personal $340 $327 $526 $41 $180 $211 $119 $251
Auto Allowance
Uniform Allowance
Deferred Compensation $217 $81 $33
Other1,2 $208 $270 $600
Benefit Cost $3,718 $4,253 $4,321 N/C $3,103 $3,101 $4,961 N/C $4,933 N/C $4,813 N/C N/C $3,635 $3,998
Total Monthly Comp.$13,019 $12,763 $13,442 N/C $11,160 $10,914 $13,321 N/C $14,289 N/C $15,768 N/C N/C $13,909 $12,690
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin
Municipal WD
Riverside Co
Regional Park &
OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
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NATURAL RESOURCES MANAGER
Agency
Asst Dir of Planning &Env Prgm Mgr II/Parks Natural Res Natural Resources
Class Title Natural Resources Planning & Com N/C Resources Chief-Planning Dir -N/C Prog Supv / Dep N/C Chief,N/C N/C Mgr - Parks/Asst N/C Environ Srvcs OSD
Manager Environment Prks & Opn Spc Plnng Svcs Div Dir of Parks & Rec Stewardship Prks Dir-Prks Manager Program Mgr
Top Monthly Salary $11,588 $12,779 $9,922 $11,540 $9,933 $11,851 $12,900 $12,946 $9,715
Employee Retirement
PERS $232 $198 $695 $474
Enhanced PERS Formula $574 $1,029 $303 $492 $587 $1,264 $641 $952
EPMC $49
12 Month Highest Salary $156 $173 $134 $174 $175 $131
Social Security $605 $616 $605 $605 $602
Other
Insurance
Cafeteria $970 $892
Health $1,551 $1,788 $188 $1,256 $1,839 $1,931 $1,506 $500
Dental $83 $165 $123 $83 $195 $140 $107
Vision $10 $10 $13 $10 $24 $17
EAP $5 $3 $4 $6 $5 $3 $6 $3
Life $33 $23 $4 $29 $94 $9 $4 $18
LTD $79 $45 $5 $92 $14 $64
STD/SDI $119 $15
Other $5
Leave
Vacation $669 $737 $572 $664 $1,375 $684 $1,687 $797 $638
Holidays $490 $590 $534 $555 $458 $615 $744 $598 $411
Administrative/Personal $557 $492 $191 $153 $228 $349 $280
Auto Allowance $450
Uniform Allowance
Deferred Compensation $115 $108 $75
Other1,2 $208 $387 $600
Benefit Cost $4,360 $5,296 N/C $2,960 $3,727 N/C $5,977 N/C $5,546 N/C N/C $5,578 N/C $4,791 $4,324
Total Monthly Comp.$15,948 $18,075 N/C $12,882 $15,267 N/C $15,910 N/C $17,397 N/C N/C $18,478 N/C $17,738 $14,040
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek County of Marin County of
Sacramento
County of
San Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of Santa
Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin
Municipal WD
Riverside Co
Regional Park &
OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
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OPEN SPACE TECHNICIAN
Agency
Class Title Open Space N/C Park Maint N/C N/C N/C Parks Maint N/C Park Craft Open Space Maintenance N/C Open Space Maintenance N/C
Technician Worker Craft Worker Specialist Maint Tech II Worker II Technician Worker II
Top Monthly Salary $5,309 $5,172 $5,301 $5,302 $4,893 $6,365 $5,310 $6,585
Employee Retirement
PERS $106 $371 $212 $49 $64 $372
Enhanced PERS Formula $263 $158 $262 $262 $512 $162 $326
EPMC $26 $1
12 Month Highest Salary $72 $70 $72 $66 $89
Social Security $329 $329 $395
Other
Insurance
Cafeteria
Health $1,551 $1,961 $2,001 $1,931 $1,181 $1,440 $2,015 $1,506
Dental $83 $111 $83 $195 $95 $118 $83 $140
Vision $10 $13 $10 $42 $10 $24
EAP $5 $2 $5 $5 $3 $2 $6
Life $15 $12 $4 $15 $21 $3 $4 $4
LTD $20 $2 $78 $24 $16 $1
STD/SDI $53 $32
Other $5
Leave
Vacation $306 $458 $347 $306 $306 $368 $306 $405
Holidays $235 $239 $245 $275 $282 $318 $204 $304
Administrative/Personal $92 $60 $82 $61 $76
Auto Allowance
Uniform Allowance $65 $20 $17 $25 $42 $25
Deferred Compensation $92 $33
Other
Benefit Cost $2,803 N/C $3,194 N/C N/C N/C $3,830 N/C $3,610 $2,142 $3,271 N/C $3,277 $2,971 N/C
Total Monthly Comp.$8,112 N/C $8,366 N/C N/C N/C $9,131 N/C $8,913 $7,035 $9,636 N/C $8,588 $9,555 N/C
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
OPERATIONS MANAGER
Agency
Class Title Operations N/C N/C Dep Dir Parks & Deputy Director, N/C Deputy Dir of N/C Chief, N/C N/C Park Supt Parks /N/C Field Ops Park
Manager Open Space Ops Regional Parks Parks & Rec Park Operations Asst Parks Dir Unit Manager Manager
Top Monthly Salary $11,588 $10,556 $9,465 $11,866 $13,054 $11,407 $11,729 $10,323
Employee Retirement
PERS $232 $211 $831 $522
Enhanced PERS Formula $574 $322 $587 $646 $1,118 $581 $1,012
EPMC $58
12 Month Highest Salary $156 $160 $154 $158 $139
Social Security $587 $605 $605 $605 $605
Other
Insurance
Cafeteria $970 $892
Health $1,551 $1,256 $1,839 $1,931 $1,506 $500
Dental $83 $123 $83 $195 $140 $107
Vision $10 $13 $10 $24 $17
EAP $5 $4 $6 $5 $3 $6 $3
Life $33 $4 $29 $103 $9 $4 $19
LTD $53 $6 $81 $14 $68
STD/SDI $131 $15
Other $5 $600
Leave
Vacation $669 $609 $544 $1,643 $753 $1,491 $722 $677
Holidays $490 $568 $455 $548 $678 $658 $541 $437
Administrative/Personal $557 $203 $183 $251 $316 $298
Auto Allowance $450
Uniform Allowance $65
Deferred Compensation $95 $108 $75
Other $317
Benefit Cost $4,425 N/C N/C $2,888 $3,400 N/C $6,628 N/C $5,830 N/C N/C $5,119 N/C $4,551 $4,483
Total Monthly Comp.$16,013 N/C N/C $13,444 $12,865 N/C $18,493 N/C $18,883 N/C N/C $16,526 N/C $16,280 $14,805
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek County of Marin County of
Sacramento
County of
San Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin
Municipal WD
Riverside Co
Regional Park &
OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
PLANNER III
Agency
Sr. Planner/Landscape Senior Open Space OSD
Class Title Planner III Landscape Senior N/C Planner II/N/C Planner III Park Planner III / N/C Architect/N/C Environmental Planner/Project Env Plan III / Stewardship
Arch Prk Planner Planner Planner III Park Planner IV CIP Manager Planner Manager Sr Env Plan Coordinator
Top Monthly Salary $8,647 $8,647 $9,170 $6,997 $7,654 $8,032 $7,794 $8,770 $7,814 $9,788 $8,110
Employee Retirement
PERS $173 $536 $562 $78 $547
Enhanced PERS Formula $428 $696 $280 $379 $245 $860 $238 $485 $795
EPMC $38
12 Month Highest Salary $117 $117 $124 $103 $108 $105 $118 $132 $109
Social Security $434 $475 $498 $544 $503
Other
Insurance
Cafeteria $806
Health $1,551 $1,788 $1,791 $1,256 $2,001 $1,593 $1,181 $2,015 $1,506 $500
Dental $83 $165 $111 $123 $83 $48 $95 $83 $140 $107
Vision $10 $10 $13 $13 $10 $18 $42 $10 $24 $17
EAP $5 $3 $2 $6 $5 $3 $2 $6 $3
Life $25 $16 $15 $1 $4 $4 $21 $5 $4 $4 $8
LTD $54 $35 $125 $62 $16 $1 $54
STD/SDI $2 $47
Other2 $300
Leave
Vacation $499 $499 $811 $402 $500 $834 $487 $506 $451 $602 $532
Holidays $366 $399 $423 $336 $353 $386 $450 $472 $301 $452 $343
Administrative/Personal $316 $333 $529 $118 $90 $113
Auto Allowance
Uniform Allowance $25
Deferred Compensation $167 $33
Other1,3 $208 $600
Benefit Cost $3,572 $4,287 $4,301 N/C $2,573 N/C $4,599 $4,297 N/C $2,589 N/C $3,378 $3,757 $3,570 $3,871
Total Monthly Comp.$12,219 $12,934 $13,471 N/C $9,570 N/C $12,252 $12,329 N/C $10,383 N/C $12,149 $11,571 $13,358 $11,981
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- SEIU recieves an additional $300 per month for Health Reimbursement Arrangement.
3 - SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District City of Palo Alto City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of Santa
Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
PLANNING MANAGER
Agency
Asst Dir of Plan & Resource Plan Dir, Plan
Class Title Planning Planning & Comm Planning Chief, Parks &Srvcs Div /Deputy Dir of Planning Asst Planning Chief, Planning/N/C N/C N/C N/C Environ Srvcs OSD Program
Manager Environment Manager Open Space Prin Planner Comm Dev Manager Director Stewardship Manager Manager
Top Monthly Salary $11,588 $12,779 $12,474 $9,922 $11,673 $11,546 $13,919 $13,990 $11,851 $12,946 $9,715
Employee Retirement
PERS $232 $198 $871 $974 $474
Enhanced PERS Formula $574 $1,029 $380 $303 $689 $427 $587 $641 $952
EPMC $68
12 Month Highest Salary $156 $173 $168 $188 $189 $175 $131
Social Security $605 $605 $605 $605 $605 $587
Other
Insurance
Cafeteria $970
Health $1,551 $1,788 $1,772 $1,256 $982 $1,839 $1,593 $1,931 $1,506 $500
Dental $83 $165 $111 $123 $104 $83 $48 $195 $140 $107
Vision $10 $10 $13 $13 $8 $10 $18 $24 $17
EAP $5 $3 $2 $4 $6 $2 $5 $6 $3
Life $33 $23 $20 $4 $21 $29 $11 $94 $4 $18
LTD $79 $48 $14 $63 $113 $5 $14 $64
STD/SDI $119 $15
Other $17 $5
Leave
Vacation $669 $737 $1,103 $572 $671 $707 $1,927 $1,130 $684 $797 $638
Holidays $490 $590 $576 $534 $561 $533 $642 $673 $615 $598 $411
Administrative/Personal $557 $492 $576 $191 $60 $214 $538 $228 $349 $280
Auto Allowance $450
Uniform Allowance
Deferred Compensation $217 $117 $75
Other1,2 $208 $391 $600
Benefit Cost $4,360 $5,296 $4,987 $2,773 $3,747 $3,924 $7,331 $5,344 $5,546 N/C N/C N/C N/C $4,791 $4,310
Total Monthly Comp.$15,948 $18,075 $17,461 $12,695 $15,420 $15,469 $21,249 $19,333 $17,397 N/C N/C N/C N/C $17,738 $14,025
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District City of Palo Alto City of Walnut
Creek County of Marin County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay Regional
Park District
Livermore Area
Rec & Park
District
Marin
Municipal WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
PUBLIC AFFAIRS MANAGER
Agency
Comm Mgr/Comm & Media Officer III Comm Relations OSD Comm Rel
Class Title Public Affairs Chief Comm N/C N/C / Comm & Media Dir N/C N/C N/C Mgr / Govt & N/C N/C Public Info N/C Comm & PR Mgr Mgr/ Comm & Gov
Manager Officer / Govt Rel & Leg Off Leg Affairs Mgr Officer Govt Rel Mgr Affairs Mgr
Top Monthly Salary $11,588 $10,611 $9,812 $9,135 $14,319 $13,439 $11,022
Employee Retirement
PERS $232 $365
Enhanced PERS Formula $574 $854 $452 $1,403 $665 $1,080
EPMC
12 Month Highest Salary $156 $143 $193 $181 $149
Social Security $605 $605 $587 $605
Other
Insurance
Cafeteria $892
Health $1,551 $1,788 $1,256 $1,931 $1,506 $500
Dental $83 $165 $123 $195 $140 $107
Vision $10 $10 $13 $24 $17
EAP $5 $3 $6 $5 $3 $6 $3
Life $33 $19 $4 $75 $9 $4 $21
LTD $66 $4 $102 $32 $73
STD/SDI $91 $65
Other $5
Leave
Vacation $669 $612 $564 $527 $1,872 $1,447 $723
Holidays $490 $490 $472 $474 $771 $620 $466
Administrative/Personal $557 $408 $176 $362 $318
Auto Allowance $450
Uniform Allowance
Deferred Compensation $98 $108 $333
Other1,2 $208 $329 $600
Benefit Cost $4,360 $4,767 N/C N/C $3,470 N/C N/C N/C $4,905 N/C N/C $5,941 N/C $5,835 $4,662
Total Monthly Comp.$15,948 $15,377 N/C N/C $13,281 N/C N/C N/C $14,039 N/C N/C $20,260 N/C $19,273 $15,684
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin County of Sacramento County of
San Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay Regional
Park District
Livermore
Area Rec &
Park District
Marin
Municipal WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
PUBLIC AFFAIRS SPECIALIST
Agency
Public Public Public
Class Title Public Affairs N/C N/C N/C N/C N/C N/C N/C Information N/C Information Sr Public Info Communications Information N/C
Specialist Supervisor Rep Specialist Specialist Rep II
Top Monthly Salary $7,470 $7,037 $7,075 $7,799 $6,705 $8,857
Employee Retirement
PERS $149 $281 $71 $469
Enhanced PERS Formula $370 $348 $570 $764 $205 $438
EPMC $1
12 Month Highest Salary $101 $105 $120
Social Security $436 $439 $484
Other
Insurance
Cafeteria $806
Health $1,551 $1,931 $1,440 $2,015 $1,506
Dental $83 $195 $118 $83 $140
Vision $10 $10 $24
EAP $5 $5 $3 $3 $2 $6
Life $22 $20 $3 $5 $4 $4
LTD $3 $27 $55 $16 $1
STD/SDI $70 $2 $43
Other $5
Leave
Vacation $431 $406 $409 $450 $387 $545
Holidays $316 $365 $354 $420 $258 $409
Administrative/Personal $273 $77 $102
Auto Allowance
Uniform Allowance $20
Deferred Compensation $33
Other
Benefit Cost $3,311 N/C N/C N/C N/C N/C N/C N/C $4,086 N/C $3,433 $3,095 $3,526 $3,371 N/C
Total Monthly Comp.$10,781 N/C N/C N/C N/C N/C N/C N/C $11,123 N/C $10,508 $10,894 $10,231 $12,228 N/C
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of
San Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa
Clara
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
RANGER
Agency
Class Title Ranger N/C N/C N/C Park N/C Park N/C Police N/C Park N/C N/C N/C Park Ranger II
Ranger Ranger II Officer Ranger II
Top Monthly Salary $6,146 $5,296 $5,949 $6,724 $6,562 $5,586
Employee Retirement
PERS $123 $416 $605 $66
Enhanced PERS Formula $304 $294 $918 $528 $547
EPMC $29 $54 $1
12 Month Highest Salary $83 $80 $158 $75
Social Security $328 $369 $417 $407 $346
Other
Insurance
Cafeteria
Health $1,551 $1,256 $2,001 $1,719 $1,440 $500
Dental $83 $123 $83 $195 $118 $110
Vision $10 $13 $10 $17
EAP $5 $6 $5 $3 $3
Life $18 $1 $4 $22 $3 $49
LTD $20 $25 $20
STD/SDI
Other $5
Leave
Vacation $355 $305 $572 $388 $379 $482
Holidays $272 $255 $275 $336 $328 $258
Administrative/Personal $106
Auto Allowance
Uniform Allowance $65 $79 $75 $78 $33 $41
Deferred Compensation $56
Other1 $600
Benefit Cost $2,974 N/C N/C N/C $2,367 N/C $4,208 N/C $4,919 N/C $3,331 N/C N/C N/C $3,103
Total Monthly Comp.$9,120 N/C N/C N/C $7,663 N/C $10,158 N/C $11,643 N/C $9,893 N/C N/C N/C $8,689
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
REAL PROPERTY MANAGER
Agency
Class Title Real Property Manager N/C Chief Real Chief, Real Real Property Mgr of Real Chief Real Land Acquisition N/C N/C Deputy Dir of N/C Real Estate Svcs Real Estate
Manager Real Property Property Agent Estate Division Svcs Mgr Estate Assets Property Agent Manager Real Property Unit Manager Manager
Top Monthly Salary $11,588 $10,250 $9,462 $10,741 $10,473 $11,337 $11,257 $11,851 $12,866 $12,326 $9,756
Employee Retirement
PERS $232 $189 $790 $794 $474
Enhanced PERS Formula $574 $825 $289 $561 $343 $587 $1,261 $610 $956
EPMC $56
12 Month Highest Salary $156 $138 $153 $152 $174 $166 $132
Social Security $605 $605 $605 $605 $605 $605 $587
Other
Insurance
Cafeteria $970 $892
Health $1,551 $1,788 $1,256 $982 $2,001 $1,593 $1,931 $1,506 $500
Dental $83 $165 $123 $104 $83 $48 $195 $140 $107
Vision $10 $10 $13 $8 $10 $18 $24 $17
EAP $5 $3 $4 $6 $2 $5 $3 $6 $3
Life $33 $18 $4 $21 $7 $11 $94 $9 $4 $18
LTD $64 $14 $113 $5 $91 $14 $64
STD/SDI $119 $15
Other $17 $5
Leave
Vacation $669 $591 $546 $618 $641 $1,090 $909 $684 $1,682 $759 $640
Holidays $490 $473 $437 $516 $483 $523 $541 $615 $742 $569 $413
Administrative/Personal $557 $394 $182 $55 $433 $228 $332 $281
Auto Allowance $450
Uniform Allowance
Deferred Compensation $107 $108 $75
Other1,2 $208 $360 $600
Benefit Cost $4,360 $4,679 N/C $2,616 $3,608 $3,722 $5,882 $4,766 $5,546 N/C N/C $5,567 N/C $4,669 $4,320
Total Monthly Comp.$15,948 $14,929 N/C $12,078 $14,349 $14,195 $17,220 $16,023 $17,397 N/C N/C $18,434 N/C $16,994 $14,076
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
2- SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay Regional
Park District
Livermore
Area Rec &
Park District
Marin
Municipal WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
REAL PROPERTY SPECIALIST
Agency
SR Land Acquisition Associate
Class Title Real Property Real Property N/C Real Property Real Estate Real Property Associate Real Real Property Specialist / Land N/C Real Property Real Property N/C Real Estate OSD Land Acquisition
Specialist Agent Agent II Officer Level II Agent III Estate Agent Agent Acquisition Spec Agent Agent III Agent Specialist
Top Monthly Salary $7,843 $6,605 $7,618 $7,396 $8,568 $7,090 $7,791 $7,781 $7,859 $6,654 $9,077 $8,645
Employee Retirement
PERS $157 $152 $496 $545 $311 $79
Enhanced PERS Formula $388 $532 $232 $351 $238 $385 $633 $652 $449 $847
EPMC $35 $1
12 Month Highest Salary $106 $89 $96 $105 $90 $123 $117
Social Security $459 $531 $440 $483 $482 $487 $413 $536
Other
Insurance
Cafeteria $968 $806
Health $1,551 $1,788 $146 $1,256 $982 $2,001 $1,593 $1,931 $1,440 $1,506 $500
Dental $83 $165 $123 $84 $83 $48 $195 $118 $140 $107
Vision $10 $10 $13 $8 $10 $18 $24 $17
EAP $5 $3 $4 $6 $2 $5 $3 $3 $6 $3
Life $23 $12 $1 $4 $4 $4 $22 $3 $5 $4 $8
LTD $11 $16 $3 $30 $47 $1 $57
STD/SDI $78 $2 $44
Other1 $5 $195
Leave
Vacation $452 $381 $439 $425 $525 $464 $809 $449 $454 $384 $559 $567
Holidays $332 $356 $410 $356 $395 $327 $375 $404 $393 $358 $419 $366
Administrative/Personal $287 $109 $105
Auto Allowance
Uniform Allowance $20
Deferred Compensation $33
Other2 $600
Benefit Cost $3,394 $3,347 N/C $2,352 $2,639 $2,547 $4,414 $4,218 $4,291 N/C $3,641 $2,760 N/C $3,412 $3,920
Total Monthly Comp.$11,237 $9,952 N/C $9,970 $10,035 $11,115 $11,504 $12,008 $12,072 N/C $11,500 $9,414 N/C $12,489 $12,565
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- Unrepresented Confidential and Unrepresented employees recive 2.25% salary for Health Reimbursement Arrangement.
2 - SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co Agri
Preservation & OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay Regional
Park District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
RESOURCE MANAGEMENT SPECIALIST II
Agency
Parks Natural Wildland Natural Resources Resource Vegetation
Class Title Resource Management N/C N/C N/C Sr Natural Natural Resource Resource Mgmt Resource Vegetation N/C Vegetation Specialist – Parks Management Program N/C
Specialist II Resources Spec Manager Coordinator Planner III Program Mgr Ecologist Specialist Specialist II
Top Monthly Salary $7,470 $6,922 $9,047 $6,294 $7,441 $9,357 $8,193 $5,402 $6,760 $9,077
Employee Retirement
PERS $149 $415 $682 $441 $521 $374 $82 $473
Enhanced PERS Formula $370 $312 $227 $463 $660 $529 $206 $449
EPMC $31 $1
12 Month Highest Salary $101 $85 $100 $73 $123
Social Security $429 $561 $390 $461 $580 $508 $335
Other
Insurance
Cafeteria $806
Health $1,551 $1,149 $982 $2,001 $1,593 $1,931 $1,440 $2,015 $1,506
Dental $83 $123 $104 $83 $48 $195 $118 $83 $140
Vision $10 $13 $8 $10 $18 $10 $24
EAP $5 $6 $2 $5 $3 $3 $2 $6
Life $22 $1 $21 $4 $4 $76 $3 $4 $4
LTD $14 $4 $31 $16 $1
STD/SDI $94 $2 $44
Other $17 $5
Leave
Vacation $431 $398 $554 $412 $773 $540 $473 $312 $390 $559
Holidays $316 $333 $418 $290 $358 $486 $410 $291 $260 $419
Administrative/Personal $129 $47 $97 $180 $78 $105
Auto Allowance
Uniform Allowance $25
Deferred Compensation $33
Other
Benefit Cost $3,167 N/C N/C N/C $2,867 $3,410 $4,154 $4,103 $4,933 N/C $3,729 $2,351 $3,538 $3,437 N/C
Total Monthly Comp.$10,637 N/C N/C N/C $9,789 $12,457 $10,448 $11,544 $14,289 N/C $11,922 $7,753 $10,298 $12,514 N/C
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin
Municipal WD
Riverside Co
Regional Park &
OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
SUPERVISING RANGER
Agency
Watershed
Class Title Supervising N/C N/C N/C Park Ranger N/C Park Ranger N/C Police N/C Protection Mgr -N/C N/C N/C Park
Ranger Supervisor Supervisor Sergeant Chief Ranger Ranger III
Top Monthly Salary $7,843 $6,110 $8,000 $8,055 $10,903 $6,629
Employee Retirement
PERS $157 $160 $725 $109
Enhanced PERS Formula $388 $1,092 $1,099 $878 $650
EPMC $3 $65 $1
12 Month Highest Salary $106 $189 $89
Social Security $379 $496 $499 $605 $411
Other
Insurance
Cafeteria
Health $1,551 $1,256 $2,001 $1,719 $1,440 $500
Dental $83 $123 $83 $195 $118 $107
Vision $10 $13 $10 $17
EAP $5 $6 $5 $3 $3
Life $23 $1 $7 $26 $14 $5
LTD $20 $41 $44
STD/SDI
Other1 $5 $208 $300
Leave
Vacation $452 $351 $769 $465 $630 $435
Holidays $332 $294 $369 $403 $545 $280
Administrative/Personal $136 $210
Auto Allowance
Uniform Allowance $65 $79 $71 $78 $33 $41
Deferred Compensation
Other2 $600
Benefit Cost $3,308 N/C N/C N/C $2,503 N/C $5,061 N/C $5,493 N/C $4,835 N/C N/C N/C $3,483
Total Monthly Comp.$11,151 N/C N/C N/C $8,613 N/C $13,061 N/C $13,548 N/C $15,738 N/C N/C N/C $10,112
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- SEIU recieves an additional $300 per month for Health Reimbursement Arrangement.
2 - SCAP & OSD offers an hourly cash allowance of $3.45 per hour to EE, in addition to their hourly regular earning rate.
Midpeninsula Regional
Open Space District
City of Palo
Alto
City of
Walnut
Creek
County of
Marin
County of
Sacramento
County of
San Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
District
Livermore
Area Rec &
Park District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
TRAINING AND SAFETY SPECIALIST
Agency
Safety Officer SR Training &Assoc Train & Dev Safety & Risk Mgr
Class Title Training & Safety Safety Officer N/C / Training Dev Spec / N/C Spec II / Assoc Environ N/C N/C N/C / Safety & Tech Safety Coord / N/C N/C N/C
Specialist & Dev Spec SR Safety Spec Health & Safety Ana Training Spec Training Off
Top Monthly Salary $7,843 $7,563 $7,849 $8,012 $6,144 $8,280 $6,571
Employee Retirement
PERS $157 $157 $430 $83
Enhanced PERS Formula $388 $609 $239 $304 $666 $644
EPMC $30 $1
12 Month Highest Salary $106 $102 $83 $89
Social Security $497 $381 $513 $407
Other
Insurance
Cafeteria $970 $892
Health $1,551 $1,788 $146 $1,256 $2,001 $1,440
Dental $83 $165 $123 $83 $118
Vision $10 $10 $13 $10
EAP $5 $3 $4 $6 $3 $3
Life $23 $14 $4 $7 $13 $89
LTD $47 $31 $5
STD/SDI
Other $208
Leave
Vacation $452 $436 $453 $461 $591 $478 $379
Holidays $332 $349 $423 $385 $284 $414 $354
Administrative/Personal $287 $291 $302 $62 $159
Auto Allowance
Uniform Allowance
Deferred Compensation $80 $108
Other1 $208 $268
Benefit Cost $3,394 $4,022 N/C $2,694 $3,155 N/C $4,203 N/C N/C N/C $4,129 $2,970 N/C N/C N/C
Total Monthly Comp.$11,237 $11,585 N/C $10,542 $11,167 N/C $10,348 N/C N/C N/C $12,409 $9,541 N/C N/C N/C
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
1- City of Palo Alto contributes $2,500 per year (Excess Benefit) that can be designated among the following options: Medical FSA, Dependent Care FSA, Non-taxable Professional Development Spending Account, or Deferred Compensation.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of
San Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of Santa Claraa County of
Santa Cruz
East Bay
Regional Park
District
Livermore Area
Rec & Park
District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
VOLUNTEER PROGRAM MANAGER
Agency
Watershed Volunteer
Class Title Volunteer Program N/C Program Volunteer Volunteer Program Program N/C Supervising N/C Volunteer Svcs Program Volunteer N/C N/C
Manager Specialist Prog Coord Prog Coord Coordinator II Manager I Naturalist IV Coordinator Mgr-Parks Prog Supv
Top Monthly Salary $6,941 $5,670 $6,450 $8,252 $7,020 $8,280 $6,814 $7,075 $6,497 $7,240
Employee Retirement
PERS $139 $129 $580 $273 $71 $507
Enhanced PERS Formula $344 $173 $197 $410 $337 $570 $637 $221
EPMC $41 $1
12 Month Highest Salary $94 $77 $112 $88
Social Security $512 $435 $513 $422 $439 $403
Other
Insurance
Cafeteria $970 $892
Health $1,551 $1,961 $188 $1,256 $982 $2,001 $1,931 $1,440 $2,015
Dental $83 $111 $123 $84 $83 $195 $118 $83
Vision $10 $13 $13 $8 $10 $10
EAP $5 $2 $4 $6 $2 $5 $3 $3 $2
Life $20 $12 $4 $4 $7 $20 $3 $9 $4
LTD $22 $16 $3 $27 $46 $16
STD/SDI $68
Other $5
Leave
Vacation $400 $502 $372 $474 $430 $796 $393 $409 $849 $418
Holidays $294 $262 $347 $397 $324 $382 $354 $354 $375 $278
Administrative/Personal $254 $65 $124 $84
Auto Allowance
Uniform Allowance $20
Deferred Compensation $92 $83 $108
Other $276
Benefit Cost $3,193 N/C $3,290 $2,331 $3,144 $2,285 $4,934 N/C $4,025 N/C $3,433 $3,410 $3,637 N/C N/C
Total Monthly Comp.$10,134 N/C $8,960 $8,781 $11,396 $9,305 $13,215 N/C $10,839 N/C $10,508 $9,906 $10,877 N/C N/C
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
Midpeninsula Regional Open
Space District
City of
Palo Alto
City of Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
Distirct
Livermore
Area Rec &
Park District
Marin Municipal
WD
Riverside Co
Regional Park
& OSD
Midpeninsula Regional Open Space District
Benefits Detail
January 2014
Page 1b of 1 3/20/2014 MROSD Benefits Spreadsheet 03 20 14.xls
WEB ADMINISTRATOR
Agency
Class Title Web N/C N/C Sys Support N/C IT N/C N/C Website N/C N/C IT Web N/C Web N/C
Administrator Analyst II Analyst Designer Developer II Analyst
Top Monthly Salary $8,035 $7,416 $8,459 $5,801 $6,730 $10,019
Employee Retirement
PERS $161 $148 $232
Enhanced PERS Formula $398 $226 $287 $660 $496
EPMC
12 Month Highest Salary $108 $91 $135
Social Security $524 $360 $417
Other
Insurance
Cafeteria $968 $806
Health $1,551 $146 $982 $1,931 $1,506
Dental $83 $84 $195 $140
Vision $10 $8 $24
EAP $5 $4 $2 $5 $3 $6
Life $23 $4 $17 $5 $4
LTD $16 $2 $48 $1
STD/SDI $58 $2 $48
Other $5
Leave
Vacation $464 $428 $518 $335 $388 $617
Holidays $340 $399 $390 $301 $362 $462
Administrative/Personal $294 $116
Auto Allowance
Uniform Allowance $20
Deferred Compensation $33
Other
Benefit Cost $3,436 N/C N/C $2,320 N/C $2,529 N/C N/C $3,747 N/C N/C $2,782 N/C $3,588 N/C
Total Monthly Comp.$11,471 N/C N/C $9,736 N/C $10,988 N/C N/C $9,548 N/C N/C $9,512 N/C $13,606 N/C
Note: Total Monthly Compensation number may vary slightly from the sum of its components due to cell formulas & rounding.
a) County of Santa Clara benefits based on 2013 data.
Midpeninsula Regional Open
Space District
City of Palo
Alto
City of
Walnut
Creek
County of
Marin
County of
Sacramento
County of San
Mateo
Santa Clara
County OSA
Santa Clara
Valley WD
Sonoma Co
Agri
Preservation &
OSD
County of
Santa Claraa
County of
Santa Cruz
East Bay
Regional Park
Distirct
Livermore
Area Rec &
Park District
Marin
Municipal
WD
Riverside Co
Regional Park
& OSD
6400 Hollis Street, Suite 5, Emeryville, CA 94608 TEL 510-658-KOFF (5633) FAX 510-652-KOFF (5633)
www.KoffAssociates.com
Appendix III
Proposed Monthly Salary Plan
Appendix III
Midpeninsula Regional Open Space District
Proposed Salary Schedule
March 2014
Page 1 of 2 Proposed Salary Schedule
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
1 $2,739 $2,807 $2,877 $2,949 $3,023 $3,099 $3,176 $3,255 $3,337 $3,420
2 $2,807 $2,877 $2,949 $3,023 $3,099 $3,176 $3,255 $3,337 $3,420 $3,506
3 $2,876 $2,947 $3,021 $3,097 $3,174 $3,253 $3,335 $3,418 $3,504 $3,591
4 $2,947 $3,021 $3,097 $3,174 $3,253 $3,335 $3,418 $3,504 $3,591 $3,681
5 $3,019 $3,095 $3,172 $3,251 $3,333 $3,416 $3,501 $3,589 $3,679 $3,771
6 $3,095 $3,172 $3,251 $3,333 $3,416 $3,501 $3,589 $3,679 $3,771 $3,865
7 $3,172 $3,251 $3,333 $3,416 $3,501 $3,589 $3,679 $3,771 $3,865 $3,962
8 $3,250 $3,331 $3,414 $3,499 $3,587 $3,677 $3,768 $3,863 $3,959 $4,058
9 $3,331 $3,414 $3,499 $3,587 $3,677 $3,768 $3,863 $3,959 $4,058 $4,160
10 $3,412 $3,497 $3,585 $3,674 $3,766 $3,860 $3,957 $4,056 $4,157 $4,261
11 $3,497 $3,585 $3,674 $3,766 $3,860 $3,957 $4,056 $4,157 $4,261 $4,368
12 $3,583 $3,672 $3,764 $3,858 $3,955 $4,053 $4,155 $4,259 $4,365 $4,474
13 $3,672 $3,764 $3,858 $3,955 $4,053 $4,155 $4,259 $4,365 $4,474 $4,586
14 $3,762 $3,856 $3,952 $4,051 $4,152 $4,256 $4,362 $4,472 $4,583 $4,698
15 $3,856 $3,952 $4,051 $4,152 $4,256 $4,362 $4,472 $4,583 $4,698 $4,815
16 $3,950 $4,049 $4,150 $4,254 $4,360 $4,469 $4,581 $4,695 $4,813 $4,933
17 $4,049 $4,150 $4,254 $4,360 $4,469 $4,581 $4,695 $4,813 $4,933 $5,056
18 $4,147 $4,251 $4,357 $4,466 $4,578 $4,692 $4,810 $4,930 $5,053 $5,179
19 $4,251 $4,357 $4,466 $4,578 $4,692 $4,810 $4,930 $5,053 $5,179 $5,309
20 $4,355 $4,464 $4,575 $4,690 $4,807 $4,927 $5,050 $5,176 $5,306 $5,438
21 $4,464 $4,575 $4,690 $4,807 $4,927 $5,050 $5,176 $5,306 $5,438 $5,574
22 $4,572 $4,687 $4,804 $4,924 $5,047 $5,173 $5,303 $5,435 $5,571 $5,710
23 $4,687 $4,804 $4,924 $5,047 $5,173 $5,303 $5,435 $5,571 $5,710 $5,853
24 $4,801 $4,921 $5,044 $5,170 $5,299 $5,432 $5,568 $5,707 $5,850 $5,996
25 $4,921 $5,044 $5,170 $5,299 $5,432 $5,568 $5,707 $5,850 $5,996 $6,146
26 $5,041 $5,167 $5,296 $5,429 $5,564 $5,704 $5,846 $5,992 $6,142 $6,296
27 $5,167 $5,296 $5,429 $5,564 $5,704 $5,846 $5,992 $6,142 $6,296 $6,453
28 $5,293 $5,426 $5,561 $5,700 $5,843 $5,989 $6,138 $6,292 $6,449 $6,610
29 $5,426 $5,561 $5,700 $5,843 $5,989 $6,138 $6,292 $6,449 $6,610 $6,776
30 $5,558 $5,697 $5,839 $5,985 $6,135 $6,288 $6,445 $6,607 $6,772 $6,941
31 $5,697 $5,839 $5,985 $6,135 $6,288 $6,445 $6,607 $6,772 $6,941 $7,115
32 $5,836 $5,982 $6,131 $6,284 $6,442 $6,603 $6,768 $6,937 $7,110 $7,288
33 $5,982 $6,131 $6,284 $6,442 $6,603 $6,768 $6,937 $7,110 $7,288 $7,470
Range #Monthly Salary Range
Appendix III
Midpeninsula Regional Open Space District
Proposed Salary Schedule
March 2014
Page 2 of 2 Proposed Salary Schedule
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10Range #Monthly Salary Range
34 $6,128 $6,281 $6,438 $6,599 $6,764 $6,933 $7,106 $7,284 $7,466 $7,652
35 $6,281 $6,438 $6,599 $6,764 $6,933 $7,106 $7,284 $7,466 $7,652 $7,844
36 $6,434 $6,595 $6,760 $6,929 $7,102 $7,279 $7,461 $7,648 $7,839 $8,035
37 $6,595 $6,760 $6,929 $7,102 $7,279 $7,461 $7,648 $7,839 $8,035 $8,236
38 $6,756 $6,924 $7,098 $7,275 $7,457 $7,643 $7,834 $8,030 $8,231 $8,437
39 $6,924 $7,098 $7,275 $7,457 $7,643 $7,834 $8,030 $8,231 $8,437 $8,648
40 $7,093 $7,271 $7,452 $7,639 $7,830 $8,026 $8,226 $8,432 $8,643 $8,859
41 $7,271 $7,452 $7,639 $7,830 $8,026 $8,226 $8,432 $8,643 $8,859 $9,080
42 $7,448 $7,634 $7,825 $8,021 $8,221 $8,427 $8,637 $8,853 $9,075 $9,302
43 $7,634 $7,825 $8,021 $8,221 $8,427 $8,637 $8,853 $9,075 $9,302 $9,534
44 $7,820 $8,016 $8,216 $8,422 $8,632 $8,848 $9,069 $9,296 $9,528 $9,767
45 $8,016 $8,216 $8,422 $8,632 $8,848 $9,069 $9,296 $9,528 $9,767 $10,011
46 $8,211 $8,417 $8,627 $8,843 $9,064 $9,291 $9,523 $9,761 $10,005 $10,255
47 $8,417 $8,627 $8,843 $9,064 $9,291 $9,523 $9,761 $10,005 $10,255 $10,511
48 $8,622 $8,838 $9,059 $9,285 $9,517 $9,755 $9,999 $10,249 $10,505 $10,768
49 $8,838 $9,059 $9,285 $9,517 $9,755 $9,999 $10,249 $10,505 $10,768 $11,037
50 $9,053 $9,279 $9,511 $9,749 $9,993 $10,243 $10,499 $10,761 $11,030 $11,306
51 $9,279 $9,511 $9,749 $9,993 $10,243 $10,499 $10,761 $11,030 $11,306 $11,589
52 $9,506 $9,743 $9,987 $10,237 $10,493 $10,755 $11,024 $11,299 $11,582 $11,871
53 $9,743 $9,987 $10,237 $10,493 $10,755 $11,024 $11,299 $11,582 $11,871 $12,168
54 $9,981 $10,231 $10,486 $10,749 $11,017 $11,293 $11,575 $11,864 $12,161 $12,465
55 $10,231 $10,486 $10,749 $11,017 $11,293 $11,575 $11,864 $12,161 $12,465 $12,777
56 $10,480 $10,742 $11,011 $11,286 $11,568 $11,857 $12,154 $12,458 $12,769 $13,088
57 $10,742 $11,011 $11,286 $11,568 $11,857 $12,154 $12,458 $12,769 $13,088 $13,415
58 $11,004 $11,279 $11,561 $11,850 $12,147 $12,450 $12,761 $13,080 $13,407 $13,743
59 $11,279 $11,561 $11,850 $12,147 $12,450 $12,761 $13,080 $13,407 $13,743 $14,086
60 $11,554 $11,843 $12,139 $12,443 $12,754 $13,073 $13,400 $13,734 $14,078 $14,430
61 $11,843 $12,139 $12,443 $12,754 $13,073 $13,400 $13,734 $14,078 $14,430 $14,791
62 $12,132 $12,435 $12,746 $13,065 $13,392 $13,726 $14,069 $14,421 $14,782 $15,151
63 $12,435 $12,746 $13,065 $13,392 $13,726 $14,069 $14,421 $14,782 $15,151 $15,530
64 $12,739 $13,057 $13,384 $13,718 $14,061 $14,413 $14,773 $15,142 $15,521 $15,909
65 $13,057 $13,384 $13,718 $14,061 $14,413 $14,773 $15,142 $15,521 $15,909 $16,307
6400 Hollis Street, Suite 5, Emeryville, CA 94608 TEL 510-658-KOFF (5633) FAX 510-652-KOFF (5633)
www.KoffAssociates.com
Appendix IV
Proposed Salary Range Placement
Appendix IV
Midpeninsula Regional Open Space District
Proposed Range Placement Recommendations
March 2014
Page 1 of 2 3/20/2014 Proposed Salary Max
Assistant General Manager $14,086 N/A 60 $14,430 2.44%Internal alignment: 22.5% above Administrative Services Manager, Natural
Resources Manager, Operations Manager, and Planning Manager.recommendation is 20% below GM salary
Assistant General Counsel II $10,767 $12,561 54 $12,465 15.77%Market and range placement.currently 45% below GC; recommendation will be 25% below GC
Administrative Services Manager $11,588 $11,499 51 $11,589 0.01%Market and range placement.
Natural Resources Manager $11,588 $11,695 51 $11,589 0.01%Market and range placement.
Operations Manager $11,588 $11,407 51 $11,589 0.01%Market and range placement and internal alignment: anchor to Administrative
Services Manager and Natural Resources Manager.market only = 50 ($11,306)
Planning Manager $11,588 $12,162 51 $11,589 0.01%Market and range placement and internal alignment: anchor to Administrative
Services Manager and Natural Resources Manager.market only = 53 ($12,168)
Assistant General Counsel I $10,255 N/A 50 $11,306 10.25%Internal alignment: 10% below Assistant General Counsel II.currently 5% below AGC II
Public Affairs Manager $11,588 $10,816 49 $11,037 -4.75%Market and range placement and internal alignment: anchor to Real Property
Manager.market only = 48 ($10,768)
Real Property Manager $11,588 $10,999 49 $11,037 -4.75%Market and range placement.
Area Superintendent $9,534 $9,539 43 $9,534 0.00%Market and range placement.
Human Resources Supervisor $9,534 $9,642 43 $9,534 0.00%Market and range placement.
District Clerk $9,080 $9,194 42 $9,302 2.44%Market and range placement.
Senior Resource Management Specialist $9,301 N/A 41 $9,080 -2.38%Internal alignment: 20% above Resource Management Specialist II.currently 25% above RMS II
Senior Planner $9,534 N/A 40 $8,859 -7.08%Internal alignment: 10% above Planner III.
Senior Management Analyst $9,080 N/A 40 $8,859 -2.43%Internal alignment: 15% above Management Analyst.
GIS Administrator $8,858 $8,761 40 $8,859 0.01%Market and range placement.
Media Communications Supervisor $9,301 $8,692 39 $8,648 -7.02%Market and range placement.
Planner III $8,647 $8,071 36 $8,035 -7.08%Market and range placement.
Supervising Ranger $7,843 $8,000 36 $8,035 2.45%Market and range placement.
Community Outreach Specialist $7,470 $7,966 36 $8,035 7.56%Market and range placement.
Information Technology Administrator $8,035 $7,889 35 $7,844 -2.38%Market and range placement.
Real Property Specialist $7,843 $7,781 35 $7,844 0.01%Market and range placement.
Management Analyst II $7,843 $7,609 34 $7,652 -2.44%Market and range placement.
Human Resources Analyst Proposed $7,681 34 $7,652 Proposed Market and range placement.
Training and Safety Specialist $7,843 $7,706 34 $7,652 -2.44%Market and range placement.
Website Administrator $8,035 $7,416 33 $7,470 -7.03%Market and range placement.
Maintenance, Construction, and Resource Supervisor $7,843 $7,521 33 $7,470 -4.76%Market and range placement.
Resource Management Specialist II $7,470 $7,441 33 $7,470 0.00%Market and range placement.
Public Affairs Specialist $7,470 $7,075 31 $7,115 -4.75%Market and range placement.
Management Analyst I $7,114 N/A 30 $6,941 -2.43%Internal alignment: 10% below Management Analyst II.
Volunteer Program Manager $6,941 $7,020 30 $6,941 0.00%Market and range placement.
Docent Program Manager $6,941 $6,712 29 $6,776 -2.38%Market and range placement.
Resource Management Specialist I $6,775 N/A 29 $6,776 0.01%Internal alignment: 10% below Resource Management Specialist II.
Planner II $7,114 N/A 28 $6,610 -7.08%Internal alignment: 20% below Planner III.
Class Title Rationale
Current
Maximum
Monthly Salary
Market
Placement
Proposed
Salary Range
Proposed
Maximum
Monthly Salary
Percent
Difference
Appendix IV
Midpeninsula Regional Open Space District
Proposed Range Placement Recommendations
March 2014
Page 2 of 2 3/20/2014 Proposed Salary Max
Class Title Rationale
Current
Maximum
Monthly Salary
Market
Placement
Proposed
Salary Range
Proposed
Maximum
Monthly Salary
Percent
Difference
Equipment Mechanic/Operator $6,146 $6,474 27 $6,453 5.00%Market and range placement.
Planner I $6,775 N/A 26 $6,296 -7.07%Internal alignment: 5% below Planner II and 5% above GIS Technician.
Accountant $7,114 $6,192 25 $6,146 -13.61%Market and range placement.
Executive Assistant $6,453 $5,927 24 $5,996 -7.08%Market and range placement.
Information Technology Technician $6,146 $6,031 24 $5,996 -2.44%Market and range placement.
Ranger $6,146 $5,949 24 $5,996 -2.44%Market and range placement.
GIS Technician $5,853 $5,941 24 $5,996 2.44%Market and range placement.
Volunteer Program Lead $5,853 N/A 24 $5,996 2.44%Internal alignment: 15% below Volunteer Program Manager.
Public Affairs Program Coordinator $6,146 N/A 23 $5,853 -4.77%Internal alignment: 20% below Public Affairs Specialist.
Lead Open Space Technician $5,853 N/A 23 $5,853 0.00%Internal alignment: 10% above Open Space Technician.
Senior Administrative Assistant $5,996 N/A 22 $5,710 -4.77%Internal alignment: 10% above Administrative Assistant.
Senior Accounting Technician $6,295 N/A 21 $5,574 -11.45%Internal alignment: 10% above Accounting Technician.
Human Resources Technician $5,710 $5,328 19 $5,309 -7.02%Market and range placement.
Farm Maintenance Worker $5,309 N/A 19 $5,309 0.00%Internal alignment: anchor to Open Space Technician.
Open Space Technician $5,309 $5,302 19 $5,309 0.00%Market and range placement.
Administrative Assistant $5,348 $5,121 18 $5,179 -3.16%Market and range placement.
Accounting Technician $5,710 $5,076 17 $5,056 -11.45%Market and range placement.
Seasonal Open Space Technician $3,865 N/A 6 $3,865 0.00%Internal alignment: 32.5% below Open Space Technician.
Legend for columns:
Column 1 - Classification Title.
Column 2 - MROSD's current monthly maximum salaries.
Column 3 - Market placement shows the market median dollar values derived from the market survey results.
Column 4 - Salary range number of the consultant's newly proposed salary range schedule.
Column 5 - Monthly maximum salary of the consultant's newly proposed salary ranges.
Column 6 - This percentage expresses the difference between the MROSD's current salaries and the consultant's proposed salaries.
Column 7 - The rationale expresses how the consultant arrived at each proposed maximum monthly salary recommendation (i.e., the proposed range placement within the newly proposed salary range schedule).
Appendix IV
Midpeninsula Regional Open Space District
Proposed Range Placement Recommendations
March 2014
Page 1 of 2 3/20/2014 Department
Administration
Assistant General Manager $14,086 N/A 60 $14,430 2.44%Internal alignment: 22.5% above Administrative Services Manager, Natural
Resources Manager, Operations Manager, and Planning Manager.recommendation is 20% below GM salary
Administrative Services Manager $11,588 $11,499 51 $11,589 0.01%Market and range placement.
Human Resources Supervisor $9,534 $9,642 43 $9,534 0.00%Market and range placement.
District Clerk $9,080 $9,194 42 $9,302 2.44%Market and range placement.
Information Technology Administrator $8,035 $7,889 35 $7,844 -2.38%Market and range placement.
Human Resources Analyst Proposed $7,681 34 $7,652 Proposed Market and range placement.
Training and Safety Specialist $7,843 $7,706 34 $7,652 -2.44%Market and range placement.
Website Administrator $8,035 $7,416 33 $7,470 -7.03%Market and range placement.
Accountant $7,114 $6,192 25 $6,146 -13.61%Market and range placement.
Executive Assistant $6,453 $5,927 24 $5,996 -7.08%Market and range placement.
Information Technology Technician $6,146 $6,031 24 $5,996 -2.44%Market and range placement.
Senior Accounting Technician $6,295 N/A 21 $5,574 -11.45%Internal alignment: 10% above Accounting Technician.
Human Resources Technician $5,710 $5,328 19 $5,309 -7.02%Market and range placement.
Accounting Technician $5,710 $5,076 17 $5,056 -11.45%Market and range placement.
General Counsel
Assistant General Counsel II $10,767 $12,561 54 $12,465 15.77%Market and range placement.currently 45% below GC; recommendation will be 25% below GC
Assistant General Counsel I $10,255 N/A 50 $11,306 10.25%Internal alignment: 10% below Assistant General Counsel II.currently 5% below AGC II
Natural Resources
Natural Resources Manager $11,588 $11,695 51 $11,589 0.01%Market and range placement.
Senior Resource Management Specialist $9,301 N/A 41 $9,080 -2.38%Internal alignment: 20% above Resource Management Specialist II.currently 25% above RMS II
Resource Management Specialist II $7,470 $7,441 33 $7,470 0.00%Market and range placement.
Resource Management Specialist I $6,775 N/A 29 $6,776 0.01%Internal alignment: 10% below Resource Management Specialist II.
Operations
Operations Manager $11,588 $11,407 51 $11,589 0.01%Market and range placement and internal alignment: anchor to Administrative
Services Manager and Natural Resources Manager.market only = 50 ($11,306)
Area Superintendent $9,534 $9,539 43 $9,534 0.00%Market and range placement.
Supervising Ranger $7,843 $8,000 36 $8,035 2.45%Market and range placement.
Maintenance, Construction, and Resource Supervisor $7,843 $7,488 33 $7,470 -4.76%Market and range placement.
Equipment Mechanic/Operator $6,146 $6,474 27 $6,453 5.00%Market and range placement.
Ranger $6,146 $5,949 24 $5,996 -2.44%Market and range placement.
Lead Open Space Technician $5,853 N/A 23 $5,853 0.00%Internal alignment: 10% above Open Space Technician.
Farm Maintenance Worker $5,309 N/A 19 $5,309 0.00%Internal alignment: anchor to Open Space Technician.
Open Space Technician $5,309 $5,302 19 $5,309 0.00%Market and range placement.
Seasonal Open Space Technician $3,865 N/A 6 $3,865 0.00%Internal alignment: 32.5% below Open Space Technician.
RationaleClass Title
Current
Maximum
Monthly Salary
Market
Placement
Proposed
Salary Range
Proposed
Maximum
Monthly Salary
Percent
Difference
Appendix IV
Midpeninsula Regional Open Space District
Proposed Range Placement Recommendations
March 2014
Page 2 of 2 3/20/2014 Department
RationaleClass Title
Current
Maximum
Monthly Salary
Market
Placement
Proposed
Salary Range
Proposed
Maximum
Monthly Salary
Percent
Difference
Planning
Planning Manager $11,588 $12,162 51 $11,589 0.01%Market and range placement and internal alignment: anchor to Administrative
Services Manager and Natural Resources Manager.market only = 53 ($12,168)
Senior Planner $9,534 N/A 40 $8,859 -7.08%Internal alignment: 10% above Planner III.
GIS Administrator $8,858 $8,761 40 $8,859 0.01%Market and range placement.
Planner III $8,647 $8,071 36 $8,035 -7.08%Market and range placement.
Planner II $7,114 N/A 28 $6,610 -7.08%Internal alignment: 20% below Planner III.
Planner I $6,775 N/A 26 $6,296 -7.07%Internal alignment: 5% below Planner II and 5% above GIS Technician.
GIS Technician $5,853 $5,941 24 $5,996 2.44%Market and range placement.
Public Affairs
Public Affairs Manager $11,588 $10,816 49 $11,037 -4.75%Market and range placement and internal alignment: anchor to Real Property
Manager.market only = 48 ($10,768)
Media Communications Supervisor $9,301 $8,692 39 $8,648 -7.02%Market and range placement.
Community Outreach Specialist $7,470 $7,966 36 $8,035 7.56%Market and range placement.
Public Affairs Specialist $7,470 $7,075 31 $7,115 -4.75%Market and range placement.
Volunteer Program Manager $6,941 $7,020 30 $6,941 0.00%Market and range placement.
Docent Program Manager $6,941 $6,712 29 $6,776 -2.38%Market and range placement.
Volunteer Program Lead $5,853 N/A 24 $5,996 2.44%Internal alignment: 15% below Volunteer Program Manager.
Public Affairs Program Coordinator $6,146 N/A 23 $5,853 -4.77%Internal alignment: 20% below Public Affairs Specialist.
Real Property
Real Property Manager $11,588 $10,999 49 $11,037 -4.75%Market and range placement.
Real Property Specialist $7,843 $7,781 35 $7,844 0.01%Market and range placement.
General
Senior Management Analyst $9,080 N/A 40 $8,859 -2.43%Internal alignment: 15% above Management Analyst.
Management Analyst II $7,843 $7,609 34 $7,652 -2.44%Market and range placement.
Management Analyst I $7,114 N/A 30 $6,941 -2.43%Internal alignment: 10% below Management Analyst II.
Senior Administrative Assistant $5,996 N/A 22 $5,710 -4.77%Internal alignment: 10% above Administrative Assistant.
Administrative Assistant $5,348 $5,121 18 $5,179 -3.16%Market and range placement.
Legend for columns:
Column 1 - Classification Title.
Column 2 - MROSD's current monthly maximum salaries.
Column 3 - Market placement shows the market median dollar values derived from the market survey results.
Column 4 - Salary range number of the consultant's newly proposed salary range schedule.
Column 5 - Monthly maximum salary of the consultant's newly proposed salary ranges.
Column 6 - This percentage expresses the difference between the MROSD's current salaries and the consultant's proposed salaries.
Column 7 - The rationale expresses how the consultant arrived at each proposed maximum monthly salary recommendation (i.e., the proposed range placement within the newly proposed salary range schedule).
6400 Hollis Street, Suite 5, Emeryville, CA 94608 TEL 510-658-KOFF (5633) FAX 510-652-KOFF (5633)
www.KoffAssociates.com
Appendix V
Additional Benefits
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 1 of 17 Retiree Health Benefits
Midpeninsula Regional Open
Space District
EE who retires from District and who begins receiving CalPERS retirement benefits within 120 days of separation from District employment will be eligible to continue his/her CalPERS
medical plan coverage during retirement; District currently contributes $350 per month toward cost of such EE’s retiree medical plan premium.
City of Palo Alto
Management, Confidential, Professional, Appointed: EE hired prior to 1/1/04, monthly City-paid premium contributions for retiree-selected health plan through CalPERS will be made as provided under
PEMHCA. City’s contribution for EE retiring on/after 1/1/07 and prior to 3/31/11 shall be amount necessary to pay for cost of enrollment in health benefits plan up to monthly premium for second most
expensive plan offered to active staff during contract term. City’s contribution for EE hired before 1/1/04 who retires on/after 3/30/11, shall be same contribute amount it makes from time to time for active
City EE. EE hired after 1/1/04, is eligible for 50% of specified ER health premium contribution after 10 years of service credit provided 5 of those years were performed with city; after 10 years of service,
each additional service credit year increases ER contribution % by 5% until at 20 years = 100% and 90% of dependent coverage. City’s premium contribution for EE hired after 1/1/04 = minimum
contribution set by PERS based on weighted average of available health plan premiums. SEIU: Monthly City-paid premium contributions for a retiree-selected health plan through the CalPERS Health
Benefits Program will be made as provided under the Public Employees’ Medical and Hospital Care Act. Effective 1/1/07 the City’s monthly employer contribution for each retiree shall be the amount
necessary to pay for the cost of his or her enrollment, in a health benefits plan up to the monthly premium for the 2nd most expensive plan offered to the SEIU employee (among the existing array of plans).
However, the City contribution for an employee hired before January 1, 2005 who retires on or after April 1, 2011 shall be the same contribution amount it makes from time to time for active City employees.
For 2012, the contribution for dependents is 95% (100% in 2013) of difference between the applicable “Employee and One Dependent” or “Family” maximum employer contribution for Active SEIU
employees and the maximum monthly employer contribution for “Employee Only” coverage.
City of Walnut Creek Retirement Health Savings Plan: EE with 15 cumulative yrs of regular, full-time service through 25th year of service, contributions are remitted in arrears for each complete month of an EE’s active service;
100% immediate vesting; General – City contributes $75 per month and Confidential, Professional, and General Management – City contributes $125 per month.
County of Marin
Benefit Plan 1: EE membership date prior to 10/1/87 with 5 years of credited County service and continuity of coverage = 100% payment of medical and dental premiums for retiree. Benefit Plan 2: EE
membership date prior to 10/1/93 with 5 years of credited County service and continuity of coverage = $2,275 per year for medical and dental premiums and Medicare reimbursement. Benefit Plan 3: EE
membership date on/after 10/1/93 (and eligibility for Plan 1 and/or 2) with 5 years of credited County service and continuity of coverage = benefit premiums paid subject to years of credited service; if EE has
30+ years of credited service County will pay for spousal coverage based on same criteria as retiree. Benefit Plan 4: EE membership date on/after 1/1/08 with 5 years of credited County service and
continuity of coverage = benefit premiums paid subject to years of credited service with allocation factor of $150 per year to max of $3,000 at 20 years.
County of Sacramento County contributes $25 per pay period to Retiree Health Savings Plan. County will not provide a subsidy toward retiree health and dental insurance.
Agency Retiree Health Benefits
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 2 of 17 Retiree Health Benefits
Agency Retiree Health Benefits
County of San Mateo
Management, Attorneys, Confidential: For EE who hired prior to 4/1/08, County will pay one month’s health, dental, and vision premium for EE and eligible dependents for each 8 hours of unused sick leave.
For EE who were hired between 4/1/08 and 12/31/10, County will pay $700 toward premium for one month of retiree health plan and full cost of one month of dental and vision coverage for every 8 hours of
unused sick leave. For active management EE, County will contribute $100 per month during employment to post-employment health reimbursement account on pre-tax basis. For management EE hired
after 1/1/11, County will pay $400 toward premium for one month of retiree health plan for every 8 hours of unused sick leave; upon exhaustion of sick leave, management will be credited with additional
hours of sick leave as follows: 10-15 years of service = 96 hours, 15-20 years of service = 192 hours, 20+ years of service = 288 hours. AFSCME, SEIU: County pays $440 toward monthly premium for one
retiree plan (either health/dental) for every 8 hrs of unused sick leave; annual inflation factor for those who retire with at least 15 yrs of service; 8-hr sick leave conversion reduced to 6 hrs if more than 20 yrs
service; EE credited with additional sick leave hrs based on yrs service; EE separating from County service without retirement are not eligible for this benefit.
County of Santa Clara
If hired prior to 8/12/96, must be 50 years of age and have 5 years of service; if hired between 8/12/96 and 6/18/06 must be 50 years of age and have 8 years of service; if hired on/after 6/19/06 must be 50
years of age and have 10 years of service. All must retire from PERS and County on same date. County provides premium payment equivalent to 100% of Kaiser and VHP in service area rate for retiree
only. CEMA, CCAA EE contribute $13.50 on biweekly basis to offset portion of the County’s annual required contribution.
County of Santa Cruz
Effective, 1/1/12, County contributes PEMHCA minimum (2014 = $119 per month) toward retiree medical premiums. In addition, County may make a longevity contribution to reimburse retirees for a portion
of the cost of health premium deducted from the retiree’s pension. Longevity contributions shall be paid directly to the retiree by the County. EE who retire on/after 1/1/12 longevity contribution toward
retiree health insurance, when added to PEMHCA minimum will total amount show in the following schedule: 0-5 years = PEMHCA minimum only; each additional year of service above 5 years shall be
recognized with fixed $ increase up to max of $507 for retiree only and max of $557 for retiree plus one or more dependents at age 55 with 20 years of service. Retirees who retired on/before 12/31/11 from
County shall be given one-time election to choose between longevity contribution or alternative longevity contribution: 0-5 years of service = PEMHCA minimum, 6-15 years of service: retiree only = $367
per month and retire plus one or more = $457 per month; 16+ years of service: retiree only = $450 per month and retire plus one or more = $513 per month.
East Bay Regional Park District
AFSCME: District contributes $100 per month for retiree age 55 up to 65 with 10+ yrs service, District contributes $200 per month for retiree age 55 to 65 with 20+ yrs of service. The retiree and spouse or
domestic partner shall have the option of continuing enrollment in the District offered health plans until age 65 at their own expense. District will contribute $1 per month as the employer required PEMHCA
amount for retirees enrolled in CalPERS medical plans. Beginning in 2012, the monthly contribution amount will increase by 5% each year until the time that the employer contribution for retirees equals the
employer contribution paid for employees, which in 2012 is $112 a month, under the equal contribution method. As supplemental medical coverage, each retired employee and spouse will be offered one of
the following options at District expense, if the employee was hired by the District as a regular employee prior to January 1, 2012: (1) Enrollment in the AARP Extended Medicare Supplement (M) or (2)
Reimbursement, in an amount equal to the amount required to fund the AARP option, of the premium paid by the retiree for medical coverage or (3) If enrolled as a retiree in a CalPERS Health Plan,
reimbursement will be in an amount equal to the amount required to fund the AARP option less the amount contributed by the District as the Public Employees Medical and Hospital Care Act (PEMHCA)
employer contribution. POA: The District will contribute to retiree medical (i.e. all current and future retirees of the CalPERS retirement plan) at a cost per month per retiree equal to the PEMHCA minimum
(set at $108.00 for 2011) required each year.
Livermore Area Recreation & Park
District
None. Retiree benefits through ACERA. Presently ACERA provides a retired member who has ten (10) or more years of service and is enrolled in an ACERA sponsored health plan a Monthly Medical
Allowance (MMA) for the payment of their health insurance premium. The amount of the allowance is prorated according to a member's years of ACERA service credit. There is no contribution paid toward
health plan premiums for a retiree with less than 10 years of service or for surviving spouses or beneficiaries and former spouses. MMA amounts are as follows: 0-9 years = $0; 10-14 years = $261.08 per
month; 15-19 years = $391.62 per month; 20+ years = $522.16 per month.
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 3 of 17 Retiree Health Benefits
Agency Retiree Health Benefits
Marin Municipal Water District
The District will contribute toward covered retired employees, as defined by PERS regulations for the PERS covered retiree or the retiree and one dependent. Any additional costs for retired employees for
the PERS medical insurance coverage chosen by the retired employees shall be their responsibility. The maximum District contribution will be up to the middle plan (high to low) offered. The District shall
pay for dental coverage for a retiree plus one dependent, for those retirees with ten (10) or more full years of continuous service with the District, until the retiree attains age 65.
Riverside County Regional Park &
Open Space District
General Parks Unit; Park Supervisory; Professional; Trades, Labor, & Craft; Inspections & Technical; Supervisory: County contributes $25 per month for health insurance through County. Parks
Management, Unrepresented Management Attorneys, Management, Confidential, Unrepresented Management: EE on/after 11/1/05, County contributes $256 per month for health insurance through
County.
Mountains Recreation &
Conservation Authority None
Riverside County Regional Park &
Open Space District
General Parks Unit; Park Supervisory; Professional; Trades, Labor, & Craft; Inspections & Technical; Supervisory: County contributes $25 per month for health insurance through County. Parks
Management, Unrepresented Management Attorneys, Management, Confidential, Unrepresented Management: EE on/after 11/1/05, County contributes $256 per month for health insurance through
County.
Santa Clara County Open Space
Authority None
Santa Clara Valley Water Distirct
EE hired prior to 12/30/06: Medical coverage is provided for retired employees with 10 years of continuous District service. Medical coverage is provided for retired employees and one eligible dependent
with 15 or more years of continuous District service. Medical, Dental and Vision coverage is provided for retired Unclassified employees plus two (2) or more eligible dependents with 25 or more years of
continuous District service. EE hired on/after 12/30/06 and prior to 3/1/07: Medical coverage is provided for retired employees with 10 years of continuous District service. Medical premium cost sharing is
required with the same contribution percentage as active employees and based on the medical premium amount applicable to active employees or retirees, whichever is less. Medical coverage is provided
for retired employees and one eligible dependent with 15 or more years of continuous District service. Medical premium cost sharing is required with the same contribution percentage as active employees
and based on the medical premium amount applicable to active employees or retirees, whichever is less. Medical, Dental and Vision coverage is provided for retired Unclassified employees plus two (2) or
more eligible dependents with 25 or more years of continuous District service. Medical premium cost sharing is required with the same contribution percentage as active employees and based on the
medical premium amount applicable to active employees or retirees, whichever is less. EE hired on/after 3/1/07: Medical coverage is provided for retired employees with 15 years of continuous District
service. Medical premium cost sharing is required with the same contribution percentage as active employees and based on the medical premium amount applicable to active employees or retirees,
whichever is less. Medical coverage is provided for retired employees and one eligible dependent with 20 or more years of continuous District service. Medical premium cost sharing is required with the
same contribution percentage as active employees and based on the medical premium amount applicable to active employees or retirees, whichever is less.
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 4 of 17 Retiree Health Benefits
Agency Retiree Health Benefits
Sonoma County Agricultural
Preservation & Open Space
District
Department Head, Administrative Management, Unrepresented Confidential, Unrepresented, SCLEA: EE hired before 1/1/90 (and continuously employed without break in service, contributing member to
SCERA, and retire directly from County service) receive the following benefits through 5/31/09: County will contribute toward cost of any eligible retiree and eligible dependents, the same $ amount as
contributed toward active Unrepresented Administrative Management EE (BU 50). EE hired on/after 1/1/90 but before 1/1/09 (and 10+ years of service (retiree only) or 20+ years (retiree plus dependent),
contributing member to SCERA, and retire directly from County service) receive the following benefits through 5/31/09: County will contribute toward cost of any eligible retiree and eligible dependents, the
same $ amount as contributed toward active Unrepresented Administrative Management EE (BU 50). Effective 12/10/02, County shall contribute to cost of County-sponsored medical plan for eligible DH
and spouse, domestic partner, and/or eligible dependent provided DH has at least 10 years of service. Effective 6/1/09, above retiree health benefits shall be replaced with the following: County will
contribute toward cost of any eligible retiree and eligible dependents, the same $ amount as contributed toward active Unrepresented Administrative Management EE (BU 50) plus additional specified $
amount. For EE hired on/after 1/1/09, County shall contribute to a Defined Contribution retiree medical benefit plan (HRA); EE eligible must be contributing member of SCERA and 2 years of consecutive
years of service; initial County contribution = $2,400; after initial contribution, County shall contribute $0.58 per pay status hour (~$100 per month). SEIU: EE hired before 1/1/09, retiree must have
completed at least 10 years of consecutive regular F/T paid County service, be a contributing member of SCERA, and retire directly from County service. County shall contribute the same amount as
contributed toward cost of County offered medical plans for active unrep admin management EE (BU 50) (no less than $500 per month). Surviving spouse shall receive same benefits and contributions. EE
hired on/after 1/1/09, County shall contribute to defined contribution retiree medical benefit plan for EE in form of deposit to Health Reimbursement Arrangement (HRA); initial contribution = $2,400 and
regular on-going contribution = $0.58 per pay status hour (~$100 per month). Surviving spouse may continue benefits but is responsible for costs.
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 5 of 17 Pay Differentials
Midpeninsula Regional Open Space District
Open Space Technician (OST) who possess or acquire valid Class A or B
license with tanker endorsement and who are willing to use it as directed by
District receive 1% differential in pay; Lead OST who have valid Class A
license and willing to use it as directed by District receive 1% differential in
pay.
Represented: EE not residing in District housing called back to work from his/her residence outside of regular work hours will
receive minimum of 3 hours of call-back time paid at time and ½; EE residing in District housing called back to work from
his/her residence outside of regular work hours will receive minimum of 1 hour call-back time paid at time and ½. Court
Appearance and Court Standby: EE required to appear in court outside of regular work hours will receive minimum 2 hours
callback time paid at time and ½; and EE placed by court on standby outside of regular work hours may choose to report to
work or remain available to court away from work and EE who report to work will receive minimum of 2 hours standby time paid
at time and ½, provide court appearance does not overlap with scheduled shift and EE who chooses to remain available to court
away from work receive compensation of ½ of hourly rate of pay for minimum of 2 hours, provided court standby does not
overlap with his/her scheduled shift or any other on-duty work time.
Represented: EE with minimum 10 years of consecutive service
and has no below standard rating on last performance
evaluation shall be eligible for 1% lump sum payment after
completion of annual performance evaluation. Unrepresented:
1% after 10 years of service (lump sum payment) with no below
standards performance evaluation, and thereafter annually, and
only if at top of salary range.
City of Palo Alto
SEIU: A Heavy Equipment Operator, Line Person, Line Person Lead, or
Maintenance Mechanic who possesses the legally required certification for
operation of any crane will receive an increase of one percent (1%) of their base
rate. SEIU: The City will pay special registration and/or certification fees which are
required by Management. SEIU: The City will pay for the Department of Motor
Vehicles (DMV) licensing fees for all employees required to maintain a
Commercial Driver's License in accordance with the California Vehicle Code and
applicable laws prescribed by the Department of Transportation.
Management, Confidential, Professional, Appointed: EE eligible for OT may be entitled to stand-by pay approved by CM on case by case
basis; compensation: M-F = $40 per day, Sat, Sun, and Holidays = $58 per day. xempt management and professional classifications will
be compensated for call out pay with management approval as follows: EE previously left City premises, is called back to work location
outside of regularly scheduled working hours, call back is for emergency arising out of situations involving real or potential loss of service,
property, or personal danger; compensation: M-F = $140 per day, Sat and Sun = $200 per day. SEIU: Employees performing standby duty
shall be compensated at the daily rates established:
Monday through Friday $50 Saturday, Sunday, Holidays $73. Employees not otherwise excluded from receiving overtime pay who are
called out to perform work shall be compensated for at least two hours' pay from the time of the call-out for each occurrence at the
appropriate overtime rate. The two-hour minimum does not apply to employees called out to work while earning pay for being in a standby
status unless called out to perform billable customer convenience work in which case the two-hour minimum will apply.
Management, Confidential, Professional, Appointed: Night shift
differential = 5% if assigned to shift between 6 pm and 8 am.
SEIU: Night shift premium of $1.44 per hour shall be paid to
employees for work performed between 6:00 p.m. and 8:00 a.m. This
premium shall not apply to an employee whose schedule does not
qualify for shift differential who requests an earlier scheduled start
time that would otherwise qualify the employee for the premium. A
minimum of two hours must be worked between 6 p.m. and 8:00 a.m.
to qualify for the premium.
City of Walnut Creek None When EE is called out for overtime work, minimum payment for each such call out shall be 3 hours pay at straight time rate or time and
one-half for hours actually worked, whichever is greater. None
County of Marin None
MCMEA: EE who departed from work location and is called back is guaranteed minimum of 4 hours employment at applicable rate of pay
unless OT work immediately precedes regular shift. EE assigned to standby status shall be paid 1 hour’s pay at EE’s hourly salary rate for
every 4-hour period or fraction thereof. Administrative Response Compensation provided to EE who are required to be available by
telephone or pager from 5:00 pm to 8:00 am on weekdays and 24-hours on Sat, Sun, and holidays; EE will be paid $2.50 per hour.
MAPE: EE who departed work location and called back is guaranteed 4 hours’ employment at applicable rate of pay unless OT work
immediately precedes regular shift. EE assigned to standby shall receive 2 hours’ pay for each 8-hour shift EE is on standby and not
called back to work.
MCMEA: Offered but only to Detention Nursing
Supervisor, Mental Health Unit Supervisor, and
Supervising Crisis Specialist. MAPE: County agrees to
pay 5% shift premium for swing shift (4+ hours worked
between 5 PM and Midnight) and 10% shift premium for
graveyard shift (4+ hours worked between 10 PM and 8
AM).
County of Sacramento
Park Maintenance Supervisor and Park Maintenance Worker: 2% for CA
Qualified Applicators License and 1.5% for Qualified Applicators Certificate;
additional 0.5% for each additional CA Qualified Applicators License/Certification
category used in conjunction with work. 3% differential for Agricultural Pest
Control Advisors License + 0.5% differential for additional CA Agricultural Pest
Control Advisor’s License category used in conjunction with work. Additional 1%
of pay for Class A DL with Hazardous Materials Endorsement or Tanker
Endorsement (BU 006, Park Maintenance Supervisor, and Senior Equipment
Mechanic). Account Clerk Levels I-III, Accounting Technician, Office Assistant
Level I-II, Office Specialist Level I-II, Real Estate Specialist, Secretary, Senior
Office Assistant, Senior Office Specialist: 30-59 undergraduate semester units
above MQ’s for job class = 2.5% of base salary and 60+ undergraduate semester
units above MQ’s for job class = 2.5% of base salary. Certification that is not
required as part of MQ’s and certificates from CSU, UC, and community college
system; total certificate and education incentive pay max = 5%. Natural Resource
Supervisor, Natural Resources Specialist, Senior Natural Resources Specialist:
Wildlife Biologist certification = 2% incentive pay. Equipment Mechanic or
Automotive Mechanic (Range A and B): Up to max 6%: ASE certificates = 0.5% -
4% and State CA Welder certification/qualification = 2%.
BU 001, 005, 006, 17, 31: EE required to remain on standby for emergency work shall be compensated equivalent to 2 hours straight time
pay for each standby shift (standby shift of >4 hours shall be compensated at 1 hour for BU 005). EE who performs emergency work on
standby duty shall be compensated minimum of 2 hours OT per shift. EE not on standby called back to work shall be compensated
minimum 2 hours OT.
BU 001, 005, 17: EE who work night shift (before 8:00 am and after
5:00 pm) receive 7.5% of daily rate. BU 10: EE who work night shift
(before 8:00 am and after 5:00 pm) receive 5% of daily rate.
Agency Education and Certification Incentive Pay On-Call and Call-Out Pay Shift Differential Pay
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 6 of 17 Pay Differentials
Agency Education and Certification Incentive Pay On-Call and Call-Out Pay Shift Differential Pay
County of San Mateo None
Management: EE assigned to on-call duty shall be paid $2 per hour for each hour. AFSCME: Employees shall be paid an hourly rate of
$4.40 for time in which they are required to be in an on‐call status.
AFSCME and SEIU: EE assigned to work shift of 8 hrs or more which
starts between 2:00 pm and 3:00 am shall be paid for all hrs worked
during such shift at 8% above EE’s base pay (at least $20 above EE’s
base pay); split shift defined as normal daily shift which is worked over
span of more than 9 consecutive hrs, EE shall be paid $3 per each
split shift worked in addition to all other compensation. Management
:Employees shall be paid shift differential for all hours so worked
between the hours of 6:00 p.m. and 6:00 a.m. Shift differential pay is
pay at a rate that is one step above the employee's base pay in the
salary range for his/her classification.
County of Santa Clara None
SEIU: Workers assigned to on-call duty shall receive $33 for each 8-hour shift of assigned call duty.SEIU: Workers assigned to on-call duty shall receive $33 for each 8-
hour shift of assigned call duty.
County of Santa Cruz None
General Represented, Middle Management: Time spent answering phone calls or responding to calls by phone is considered time worked
which counts towards OT; EE who is called back to duty shall be considered on-call until reaches job site; travel time to job site shall not be
considered time worked; time worked shall be deducted from prescribed on-call shift to determine appropriate on-call pay; EE assigned to
on-call shall receive $2.00 per hour when assigned to be on-call (or $16 for 8-hour period, $32 for 16-hour period, and $48 for 24-hour
period). EE ordered to return to work site by the department head or designated agent following termination of normal work shift shall be
considered to be on call-back; responses to phone calls or performing work at home shall not be considered call-back duty; travel time to
and from work site shall not be considered time worked; if EE has physically left home and receives call cancelling call-back, 2-hour
minimum shall be paid; EE shall be compensated for actual time worked at 1.5 times regular hourly rate provided minimum 2 hours of OT
compensation shall be allowed for all periods of work less than 2 hours.
General Represented: Swing Shift: EE who work 8+ consecutive
hours including at least 4 hours of work between hours of 5:00 pm
and 12:00 am shall be paid at rate of $1.00 per hour above hourly
salary rate. Graveyard Shift: EE who work 8+ consecutive hours
including at least 4 hours between hours of 12:00 am and 8:00 am
shall be paid at rate of $1.10 per hour above hourly salary rate.
Middle Management: EE who work 8+ consecutive hours including at
least 4 hours of work between hours of 6:00 pm and 8:00 am shall be
paid 5% above hourly salary rate.
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 7 of 17 Pay Differentials
Agency Education and Certification Incentive Pay On-Call and Call-Out Pay Shift Differential Pay
AFSCME: Class A driver’s license = $600 per year. Regular employees in the
classifications Park Ranger II, Park Craft Specialist, Park Supervisor, Senior
Equipment Mechanic, and Farm Technician 1 who maintain a commercial driver’s
license shall receive annual incentive pay. Employees in other classifications who
are approved for participation in the program by their department chief or Assistant
General Manager shall receive incentive pay. The annual incentive for obtaining a
Commercial Class A License shall be $800. The annual incentive for obtaining a
Commercial Class B License shall be $400. The incentive shall be included with
employee paychecks on or before December 1st of each year. Employees shall
receive commercial driver acting pay at $15 for each day they operate equipment
requiring a Class A or Class B commercial driver’s license. Contra Costa Trails
and Roads and Trails Park Craft Specialists: Contra Costa Trails and Roads and
Trails Park Craft Specialists shall possess a State of California Class A Drivers
License and shall receive a 5% pay differential. These positions shall not be
eligible for any other Commercial Drivers License Incentive Pay or Acting Driver
Pay. Supervision of Quagga Mussel Inspection Program. The Del Valle Park Craft
Specialist shall receive a six percent (6%) salary incentive for the coordination of
the Quagga Mussel Inspection Program and the supervision of the Del Valle park
staff on the regular weekly days off of the Del Valle Park Supervisor in lieu of
receiving $15.00 per day acting pay. Industrial Fire Lieutenants are required to
maintain a valid CA Firefighter Endorsement (F) and will receive an annual
incentive of $800.00. Industrial Firefighters who maintain a valid CA Firefighter
Endorsement (F) will receive an annual incentive of $400.00. The incentive pay will
be included with employee paychecks on or before December 1 of each year.
Incentives will be prorated when a license is obtained or not renewed after the
beginning of the calendar year. Industrial Firefighters are required to attend annual
Emergency Vehicle Operations Course (EVOC) training.
Police Association: A 1.0% incentive will be paid for sworn personnel who possess
an Intermediate Certificate. A 2.5% incentive will be paid to sworn personnel who
possess an Associate of Arts degree or an Advanced Certificate. A 3.5% incentive
will be paid to sworn personnel who possess an Associate
of Arts degree and an Intermediate Certificate. A 5.0% incentive will be paid to
sworn personnel who possess a Bachelor’s Degree or who possess an Associate
of Arts degree and an Advanced Certificate. A 6.0% incentive will be paid to sworn
personnel who possess a Bachelor’s Degree and an Intermediate Certificate. A
7.5% incentive will be paid to sworn personnel who possess a Bachelor’s Degree
and an Advanced Certificate. Police Sergeants, Police Officers, Communications
Dispatcher/Community Service Officers, Dispatch Supervisors, the Property and
Evidence Specialist and Fire Captains required by this Department or by State
Law to attend a training class on a duty day, but not contiguous with their shift, will
be guaranteed a minimum of three hours overtime at 1.5 times their regular rate. If
the required training is contiguous with a regular duty shift, the employee shall be
guaranteed a minimum of one hour overtime at 1.5 times their regular rate. If the
training falls on a regular day off, the employee will be guaranteed a minimum of
four hours overtime at 1.5 times their regular rate. When a Communications
Dispatcher/Community Service Officer or Dispatch Supervisor is assigned as a
Communications Training Officer (CTO) and working directly with the Dispatcher-
in-Training to train a newly hired employee, the Communications
Dispatcher/Community Service Officer will receive 5% of base pay for each such
day. When a Police Officer or Sergeant is assigned as a Field Training Officer
(FTO) and working directly with the Officer-in-Training, the FTO shall receive 5%
of base pay for each such day.
East Bay Regional Park District
AFSCME: EE called back to from home to work outside of regularly scheduled shift shall be paid at OT rate either actual time on job plus
portal-to-portal pay or 2 hours, whichever is greater. EE assigned to standby duty shall receive 2 hours regular pay for each 8 hours on
standby. POA: Standby time is computed at the rate of 1/2 straight time, for the actual time on standby status. If overtime worked is
contiguous with a work shift, it will include actual time at 1.5 times the regular rate. When such time is on scheduled time off, the employee
will receive a minimum of three (3) hours at 1.5 times the regular rate or the actual hours at 1.5 times the regular rate, whichever is greater.
When such time is on a scheduled day off, the employee will receive a minimum of four (4) hours at 1.5 times the regular rate or the actual
hours at 1.5 times the regular rate, whichever is greater. When an officer has a court appearance scheduled on time off, and such
appearance is canceled with less than 24 hours notice, the officer shall be given two hours of pay at 1.5 times the regular rate. An
employee called to duty on a normal day off will receive a minimum of four hours pay at 1.5 times the regular rate. An employee called to
duty on a duty day, but not an extension of their regular tour of duty, nor for training time, will receive a minimum of three hours of pay at
the overtime rate. When an employee is on callback status they will also be entitled to one hour of travel time computed at 1.5 times the
regular rate in addition to the above listed minimums.
AFSCME: 25% for EE regularly assigned to hours after 7:00 pm;
second shift in equipment maintenance receives 7.5%.
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 8 of 17 Pay Differentials
Agency Education and Certification Incentive Pay On-Call and Call-Out Pay Shift Differential Pay
Livermore Area Recreationn & Park District None EE receive minimum of 2 hours of overtime pay. 2.5% of base salary.
Marin Municipal Water District None
SEIU: EE on standby shall receive 2 hours of regular straight time hourly pay for each regular work day of standby duty and 3 hours of
regular straight time hourly pay for each regularly scheduled day off and holiday. In the event EE is on standby for period shorter or longer
than 7 days, pro rata amount shall be paid. EE called back to work outside normal work hours shall receive minimum credit of 2 hours,
even if time worked is less than amount credited, and this time shall be deemed overtime and paid at 1.5 times regular hourly rate of pay.
SEIU: EE on standby shall receive 2 hours of regular straight time
hourly pay for each regular work day of standby duty and 3 hours of
regular straight time hourly pay for each regularly scheduled day off
and holiday. In the event EE is on standby for period shorter or longer
than 7 days, pro rata amount shall be paid. EE called back to work
outside normal work hours shall receive minimum credit of 2 hours,
even if time worked is less than amount credited, and this time shall
be deemed overtime and paid at 1.5 times regular hourly rate of pay.
Riverside County Regional Park & Open Space
District
General Park Unit and Park Supervisory: District shall designate at least 3 EE, as
part of assigned duties, may be required to drive equipment that requires Class A
or B license; EE hired prior to 5/7/98 who maintains Class A or B license and
designated to operate such equipment shall receive biweekly bonus calculated at
rate = $0.10 per hour, not to exceed 80 hours biweekly; Certified Pool
Operator/Municipal Pool Operator = $0.15 per hour; Pesticide License, Certified
Pest Control Applicator, Certified Playground Inspector, Grade I Wastewater
certificate, Grade I Water Distribution certificate, and Grade I Water Treatment
certificate = $0.25 per hour; Licensed Pest Control Advisor = $0.50 per hour.
Professional: Land Surveyor or Architecture license = 10 range differential.
General Park Unit, Park Supervisory: Callback pay is minimum of 1-hour callback; standby pay equal to 1 hour for every 8 hours on
standby (select classifications only = $1.29 per hour). Professional: Callback pay is minimum 1-hour call back, some classifications 3-hour
minimum; standby pay is 1 hour for every 8 hours on standby, some classifications receive $2.75, $3.00, or $3.75 per hour. Trades, Labor,
& Craft; Inspections & Technical: Callback pay is minimum of 1-hour callback; standby pay equal to 1 hour for every 8 hours on standby
(select classifications only = $1.20 per hour). Non-Exempt Confidential and Management: Minimum of 1 hour call back; 1 hour for every 8
hours on standby. Supervisory: Callback pay is minimum 1-hour call back, some classifications 3-hour minimum; standby pay is 1 hour for
every 8 hours on standby.
General Park Unit, Park Supervisory: 3:00 pm – 11:30 pm = $1.05 per
hour and 11:30 pm – 7:30 am = $1.85 per hour; field operations day
shift after 4:30 pm = $1.05 per hour and after 11:30 pm = $1.85 per
hour; administration day shift after 5:00 pm = $1.05 per hour, if over
30 minutes after completion of regular shift. Trades, Labor, & Craft;
Inspections & Technical: 3:00 pm – 11:00/11:30 pm = $0.60 per hour,
11:00 pm – 7:00/7:30 am = $1.20 per hour; select classifications 3:00
pm – 11:00 pm = $0.75 per hour, 11:00 pm – 7:00 am = $1.30 per
hour. Non-Exempt Confidential and Management: 3:00 pm – 11:00
pm = $0.60 per hour, 11:00 pm – 7:00 am = $1.20 per hour.
Professional and Supervisory: 3:00 pm – 11:30 pm = $0.60 per hour,
11:00 pm – 7:30 am = $1.20 per hour.
Santa Clara County Open Space Authority None Non None
Santa Clara Valley Water Distirct None
EA: EE required to remain on-call during non-working hours shall receive 1 hour pay for first 5-8 hours within single 24-hour period and ½
hour pay for each additional 5-8 hours within same 24-hour period. EE who is on-call for entire weekend shall receive 8 hours pay for
weekend. EE reporting to work from on-call status or who are called back to work from off-duty hours shall be paid on portal-to-portal
basis meaning time from when EE enters District facility to time when EE leaves District facility. EE shall be compensated for 2 hours, or
actual time worked, whichever is greater at 1.5 EE’s base rate of pay.
EA: EE required to remain on-call during non-working hours shall
receive 1 hour pay for first 5-8 hours within single 24-hour period and
½ hour pay for each additional 5-8 hours within same 24-hour period.
EE who is on-call for entire weekend shall receive 8 hours pay for
weekend. EE reporting to work from on-call status or who are called
back to work from off-duty hours shall be paid on portal-to-portal basis
meaning time from when EE enters District facility to time when EE
leaves District facility. EE shall be compensated for 2 hours, or actual
time worked, whichever is greater at 1.5 EE’s base rate of pay.
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 9 of 17 Pay Differentials
Agency Education and Certification Incentive Pay On-Call and Call-Out Pay Shift Differential Pay
Sonoma County Agricultural Preservation & Open
Space District
SCLEA: Full time management employees (0044) are given an allowance of $750
per year for staff development. SEIU: Non- Supervisory receive $600 per year and
Supervisory receive $650 per year for staff development.
nrepresented Confidential, Unrepresented: EE assigned to standby duty shall receive $4.75 per hour. If and when County calls EE back to
work EE shall be paid call-back pay = minimum of 2 hours or each hour actually worked at 1.5x EE’s base hourly rate. EE asked to
respond by phone shall receive minimum of 1 hour at 1.5x EE’s base hourly rate. SEIU: If and when County calls EE back to work EE
shall be paid call-back pay = minimum of 2 hours or each hour actually worked at 1.5x EE’s base hourly rate. If and when County calls
Maintenance EE back to work EE shall be paid call-back pay = minimum of 3 hours or each hour actually worked at 1.5x EE’s base hourly
rate. EE asked to respond by phone shall receive minimum of 1 hour at 1.5x EE’s base hourly rate. EE assigned to standby duty shall
receive $4.75 per hour. SLCEA: Each employee who is assigned to standby shall be paid $3.25 for each hour that the employee stands by
on call. Employees who are called back to work after having completed the normal shift and after having left the work site, shall be entitled
to receive a minimum of two (2) hours pay at the applicable rate for all callbacks received within that two hours call-back period. Such
employees who are called back to work shall be compensated for regular time or overtime, as the case may be.
Unrepresented Confidential and Unrepresented; SEIU: EE who works
more than 50% of shift hours between 2 pm and 10 pm to receive
evening shift differential = 5% above EE’s base hourly rate. EE who
works more than 50% of shift hours between 10 pm and 8 am receive
night shift premium = 10% above EE’s base hourly rate. SLCEA:
Employees in the classes of Park Ranger I/II entitled to receive shift
differential premium, shall be paid as follows: An employee whose
shift starts at 7:00 a.m. or later and ends by 7:00 p.m. shall not be
eligible for shift pay. An employee who is assigned to work and
actually works fifty percent (50%) or more of his or her assignment on
an evening shift, (2:00 p.m. to 10:00 p.m.), or a night shift, (10:00 p.m.
to 8:00 a.m.), is entitled to receive a shift differential premium for
hours worked as defined below: a) Shift differential premium pay shall
be paid only for hours worked on the defined shift. b) An employee
who is assigned to and works fifty percent (50%) or more of his or her
shift hours between 2:00 p.m. and 10:00 p.m. shall receive the
evening shift differential premium specified in Section 16.4.2. The
evening shift premium shall be paid for all hours worked after 2:00
p.m. and up to the ending of the assigned shift, if the night shift
premium eligibility does not apply. c) An employee who is assigned to
and works fifty percent (50%) or more of this or her shift hours
between 10:00 p.m. and 8:00 a.m. shall receive the night shift
premium. The night shift premium shall be paid for all hours worked
after 10:00 p.m. up to the ending of the assigned night shift, if the
evening shift premium eligibility does not apply. Shift Differential –
Evening and Nighta) Evening shift premium: five percent (5%) of the
base hourly rate per hour, for each eligible hour. b) Night shift
premium: ten percent (10%) of the base hourly rate per hour, for each
eligible hour.
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 10 of 17 Part-Time Benefits
Midpeninsula Regional Open Space District Represented: Medical, dental, and basic life insurance benefits for regular part-time (one-half time or greater) EE shall be provided on a prorated basis.
City of Palo Alto SEIU, Management, Professional: City medical premium contributions will be prorated for part-time employees based on the number of hours per week the part-time employee is assigned to work.
City of Walnut Creek
General: EE receive prorated general leave benefits and holiday pay; effective until 9/17/09 (for medical coverage effective through 10/31/09), authorized part-time EE schedule to work 20 hours or
more per week on a continuous basis, City shall contribute amount equal to ½ of Kaiser Traditional Plan single-party rate; effective 9/18/09 (for medical coverage effective 11/1/09), City shall
contribute amount equal to ½ of Kaiser Traditional Plan single-party rate with EE cost-sharing equal to 1% of gross earnings. Confidential: EE receive prorated general leave benefits and holiday
pay; effective until 8/20/09 (for medical coverage effective through 9/30/09), authorized part-time EE schedule to work 20 hours or more per week on a continuous basis, City shall contribute
amount equal to ½ of Kaiser Traditional Plan single-party rate; effective 8/21/09 (for medical coverage effective 10/1/09), City shall contribute amount equal to 47.5% of Kaiser Traditional Plan
single-party rate with EE cost-sharing. Professional: EE receive prorated general leave benefits and holiday pay; effective until 8/20/09 (for medical coverage effective through 9/30/09), authorized
part-time EE schedule to work 20 hours or more per week on a continuous basis, City shall contribute amount equal to ½ of Kaiser Traditional Plan single-party rate; effective 8/21/09 (for medical
coverage effective 10/1/09), City shall contribute amount equal to ½ of Kaiser Traditional Plan single-party rate with EE cost-sharing equal to 0.55% of gross earnings. General Management:
Professional: EE receive prorated general leave benefits, holiday pay, administrative leave, management development plan; effective until 8/20/09 (for medical coverage effective through 9/30/09),
authorized part-time EE schedule to work 20 hours or more per week on a continuous basis, City shall contribute amount equal to ½ of Kaiser Traditional Plan single-party rate; effective 8/21/09 (for
medical coverage effective 10/1/09), City shall contribute amount equal to ½ of Kaiser Traditional Plan single-party rate with EE cost-sharing equal to 1% of gross earnings.
County of Marin
MCMEA: All regular-hire EE working less than ½ time per pay period will be ineligible for County medical, dental, and life insurance coverage and/or any other benefit options. MAPE: Part-time,
regular-hire employees who are normally assigned to work half time or more in a pay period shall be entitled to all benefits provided in this Chapter on a pro-rata basis. Part-time, regular-hire
employees, who are normally assigned to work less than half a pay period and who were hired prior to October 1, 1986 and who elected to continue benefit coverage shall also be entitled to all
benefits provided in this Chapter on a pro-rata basis.
County of Sacramento Regular P/T EE who work minimum of 40 hours per biweekly pay period shall be eligible to participate in benefit programs.
Agency Part-time Benefits
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 11 of 17 Part-Time Benefits
Agency Part-time Benefits
County of San Mateo
AFSCME and SEIU Extra Help: County pays 50% of total HealthWorx premium (dental & vision benefits not covered); EE pays 7.5% of salary per pay period into 401(a) deferred compensation
account and upon termination of employment funds can be rolled over into another qualified account; EE who do not work on holiday but work scheduled shift immediately before and after holiday,
receive 4 hrs holiday pay at straight time; also eligible for shift differential pay and on-call pay (if hard-to-fill position).
County of Santa Clara Park Ranger, SEIU: EE filling P/T positions of ½-time or more shall receive prorated medical, dental, vision, and life contributions; EE working 20 hr or less in workweek will receive evening shift
differential if at least 2 hrs of assigned schedule of contiguous hrs meet guidelines.
County of Santa Cruz
P/T General Represented EE shall be eligible to receive annual leave on prorated basis after completing hours of service equivalent to 6 months. P/T Middle Management EE shall be eligible to
receive prorated vacation after completion hours of service equivalent to 1 year; shall also be advanced initial credit of administrative leave equal to number of authorized weekly hours at time of
appointment. County agrees to pay entire EE coverage for P/T positions (20+ hours per week) in same manner as F/T EE for medical, dental, vision, and life insurance benefits.
East Bay Regional Park District
Part time employee refers to any employee who normally works less than 35 hours per week. A full time employee normally works 35 hours or more per week. Regular part time employees shall
accrue vacation and all other benefits afforded full time regular employees on a pro rata basis according to the time such employee actually works in relation to the normal work week for the full
time classification. Six month employees assigned to job classifications in Appendix A shall be part of the Unit and shall be entitled to benefits hereunder except for limitations described under the
Major Medical/Hospital Insurance Plan.
Livermore Area Recreation & Park District Temporary part-time non-benefited EE’s and their eligible family members receive 20% off District recreational classes, camps, and activities, as well as season swim pass and free admittance to
various “drop-in programs”.
Marin Municipal Water District Regular, Part-Time EE hired for less than 40-hour workweek are eligible for fringe benefits on a pro rata basis.
Riverside County Regional Park & Open Space
District P/T regular EE hired after 1/1/90 are eligible for flexible benefit program; 20-29 hrs per week = 50% of contribution and 30-39 hrs per week = 75% contribution.
Santa Clara County Open Space Authority EE who works 20 or more hours per week, but less than 40 is considered a part-time employee. Benefit premiums for part-time employees are paid on a pro-
rated basis. EE working less than 20 hours a week, are also considered part-time employees, but are not eligible for benefits
Santa Clara Valley Water Distirct P/T EE who work minimum 40 hours per pay period and participate in PERS are entitled to the following benefits on same terms as F/T regular EE: medical, vision, dental, life, and disability
insurances. EE receive holiday, vacation, sick, and personal leave on prorated basis.
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 12 of 17 Part-Time Benefits
Agency Part-time Benefits
Sonoma County Agricultural Preservation & Open
Space District
Department Head, Administrative Management, Unrepresented Confidential, Unrepresented, SEIU: County shall contribute to EE’s deferred compensation account as follows: EE contribution =
3.5% and County contribution = 4%. County contributes to health premiums on prorated basis. EE allocated to position of 32+ hours biweekly (0.4 FTE) shall be eligible to participate in County
health plans (medical, dental, and vision). Unrepresented Administrative Management and Unrepresented Confidential EE who is allocated to position of 0.75+ FTE shall receive coverage as if
were F/T EE. SLCEA: Part-time employees in allocated positions of thirty-two (32) hours or more biweekly (.40 FTE
minimum) shall be eligible to participate in the County’s medical, dental and vision plans and the
County’s contribution toward their premiums shall be pro-rated. Pro-ration shall be based on the
number of pay status hours in the pay period, excluding overtime.
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 13 of 17 Other Benefits
Midpeninsula Regional Open Space District 2.5%@55
Represented: EE with minimum 10
years of consecutive service and has
no below standard rating on last
performance evaluation shall be
eligible for 1% lump sum payment after
completion of annual performance
evaluation. Unrepresented: 1% after 10
years of service (lump sum payment)
with no below standards performance
evaluation, and thereafter annually, and
only if at top of salary range.
EE pay 50% of market rent; Rangers preferred; EE expected to be on-call and respond to call.None
City of Palo Alto 2.7%@55 None There are no City-owned housing benefits for EE.
SEIU: $35 per pay period shall be paid to a bilingual employee whose abilities have been determined by
the Human Resource Director as qualifying to fill positions requiring bilingual speaking and/or writing ability
when the employee regularly performs such duties. SEIU: Mechanics in Equipment Maintenance, Park
Maintenance Lead, Motorized Equipment Mechanic and Mobile Service Technician shall be paid a tool
allowance of $610 annually. SEIU, Management, Professional: Public Transit and Vanpool. The City
provides tax-free commute incentives up to the current IRS limit, as may be amended from time to time,
(currently $125/month) are available through the Commuter Check Direct (CCD) website for employees
using Bay Area public transportation or riding in a registered vanpool at least 60% of their scheduled work
days. Administration of the Commuter Check benefit shall be subject to the rules and regulations of the third-
party administrator. b) Bicycle. The City will provide employees with a tax-free incentive of $20 per month to
eligible employees who ride a bicycle to work. c) Carpool. The City will provide with a taxable incentive of
$30 per month to each eligible employee in a carpool with two or more licensed drivers. d) Walk. The City
will provide employees with a taxable incentive of $20 per month to eligible employees who walk to work.
City of Walnut Creek 2%@55 None
There are currently three rangers who reside at City properties; monthly rent for each facility is $402,
effective July 1, 2010; "Tenant agrees that, as part of the consideration paid for the use and occupancy
of the premises, Tenant will. . .respond to operational, maintenance, and visitor service needs in the
Walnut Creek Open Space which may occur outside of the Tenant's regular working hours and respond
to any emergency situation occurring at or in the immediate vicinity of the Walnut Creek Open Space”.
Career Development Allowance (Admin Policy 79-5) Employees are reimbursed for expenses under the
career development allowance or expenses are paid directly by the City e.g. attending a conference.
County of Marin 2%@55 None None None
County of Sacramento BU 17 - Tier II
3%@50 None None
Park Maintenance Worker: Park Maintenance Worker I assigned to operate dozer or lager, grader or larger,
or back hoe will receive 5% pay differential. Senior Park Maintenance Worker assigned to work remote
sites and does not report to onsite supervisor shall receive 5% differential.
County of San Mateo Not PERS; 2%@55.5 None None
AFSCME, SEIU: Bilingual Pay A salary differential of $50 biweekly shall be paid incumbents of positions
requiring bilingual proficiency as designated by the appointing authority and Human Resources Director.
Bilingual pay for employees carrying a caseload at least 50% of which is comprised of non‐English speaking
clients shall be paid a salary differential of $60. Park Rangers with a current California Grade II Wastewater
Certificate who provide relief for the Ranger
assigned to Memorial Park wastewater treatment plant, shall receive the amount of one step (5.74%) in
addition to all other compensation when providing relief. Only one employee may be so assigned.
Park Rangers and the Equipment Mechanic/Operator, Parks, assigned to perform maintenance work at the
Parks Division maintenance Unit at Coyote Point shall receive premium pay at the rate of ten percent (10%)
of their base salary in addition to all other compensation.
Agency Longevity Program Housing Programs OtherRetirement Formula
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 14 of 17 Other Benefits
Agency Longevity Program Housing Programs OtherRetirement Formula
County of Santa Clara
Non-Safety:
2.5%@55; Safety:
3%@50
None None
PRA: Field Training Differential = 5% per hour. SEIU: Stenography differential = 5% if taking and
transcribing dictation is ~10% of job, position is only one in office available to take dictation, or position acts
as back-up in situation where there are several persons to dictate (Office Specialist series and
Administrative Assistant); Pesticide recommendation differential = one salary range higher than regular
position’s class (~5%) when assigned to write pesticide recommendations for Parks & Recreation
department. CEMA: A Park Field Support Manager who obtains and maintains a valid Agricultural Pest
Control Advisor License issued by the State of California and is assigned to perform pest control advisory
functions shall be compensated at a range approximately seven and a half percent (7.5%) higher than that
specified for regular positions in this classification. This differential shall be limited to one position in Parks.
PRA, SEIU, CEMA: On recommendation of the appointing authority and the Director of Personnel, the
County may approve payments of $150.00 per month to a bilingual employee whose abilities have been
determined by the Director of Personnel as qualifying to fill positions requiring bilingual speaking and/or
writing ability. CEMA: The County has established a Manager/Supervisor Program for the purpose of
training all managerial and administrative professional staff. The County has set aside eighty five thousand
dollars ($85,000) per fiscal year during the term of this Agreement to conduct this training program for all
CEMA represented employees.
County of Santa Cruz 2%@55
General Represented: Prior to 7/12/97, EE
who completed 30 years of service = 3%
differential. On/After 7/12/97, EE who
completed 25 years of service = 3%
differential. Middle Management and
Executive Management: EE with 25 years
of F/T service shall be paid 3% of base
hourly rate.
None
Middle Management: On 12/7/91, EE received $0.29 per hour increase in base hourly salary in lieu of
receipt of previous business expense allowance. Executive Management: $100 per year Business Expense
Allowance.
East Bay Regional Park District
Non-POA:, AFSCME,
Management &
Confidential:
2.5%@55; POA:
3%@50
None None
Craft Lead Pay: Journey level employees who supervise field projects shall be entitled to lead pay of $15
per day if the following criteria are met: (a) Employee is responsible for the project; (b) Project must be
estimated to last or does last 10 working days or more; and (c) Employee must supervise 2 or more journey
level staff. The Ranger II, Park Craft Specialist, and the Apprentice positions working in the Maintenance
Division shall be considered journey level for the purpose of this article. Spray Pay Premium: There shall be
a $13 per day premium for an employee who broadcast sprays chemicals listed under categories "I Danger''
and "II Warning'' in the District approved chemical list.
American Association of Retired Persons (AARP): Each employee, upon reaching age 64, and all retired
employees will be provided a membership for themselves and their spouse in AARP at District expense.
Safety Glasses: The District will pay up to the District designated amount (See Personnel Administrative
Manual) for prescription safety glasses.
Livermore Area Recreation & Park District 1.33%@50%None
Any employee of the District, when assigned to additional duties as a security watch at a public park or
campground, may be entitled to free or reduced rental charge for quarters or trailer space in addition to
the normal compensation.
None
Marin Municipal Water District 2.7%@55 None N/A – Program not established; using MROSD as a reference in developing/revising program.None
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 15 of 17 Other Benefits
Agency Longevity Program Housing Programs OtherRetirement Formula
Riverside County Regional Park & Open Space District 3%@60 None
Parks General Unit and Park Supervisory: Rates for maintenance, including living quarters, meals, or
laundry service, furnished by District to any EE, shall be fixed by resolution of the Board of Supervisors
from time to time. Possessory interest tax on District owned residence in a County park occupied by
District EE is assessed and paid annually. District shall meter utilities and charge EE for utilities used at
actual rate and amount. Resident employees are not expected to be available to Dept at all times;
availability will be determined by scheduled work hours, scheduled standby, and authorized overtime.
Dept EE who reside in County-owned housing not as condition of employment are required to pay fair
market value rent, utilities, and possessory interest tax. Dept EE who reside in mobile homes will pay
utilities and possessory interest tax. Dept EE who reside in County-owned home as condition of
employment pay monthly maintenance fee, utilities, and posessory interest tax.
Equipment Operator II: Equipment Operators operating any dozer which is a D-8 equivalent or larger, shall
be paid $1.00 per hour for time actually worked operating the dozer; or Equipment Operators operating a
trash compactor shall be paid $0.50 per hour for time actually worked operating the compactor. The
Regional Park & Open-Space District shall designate at least three (3) employees who, as part of their
assigned duties, may be required to drive equipment that requires the operator to possess and maintain a
valid California Class “A” or "B" Driver's License. An employee hired prior to May 7, 1998, who maintains a
current California Class “A” or "B" Driver's License and is designated to operate such equipment, shall
receive a biweekly bonus, calculated at the rate of ten cents ($0.10) per hour for each hour worked, not to
exceed eighty (80) hours per biweekly pay period.
Santa Clara County Open Space Authority 2%@55
Sick leave conversion plan: upon
resignation, separation from service, or
retirement, EE in good standing with 5+
years of service shall receive cash
payment of equivalent cash value of 1/3
accrued sick leave.
None None
Santa Clara Valley Water Distirct
2.5%@55 hired
before 3/19/12;
2%@60 hired
on/after 3/19/12.
None None
EA: Incumbents of classes who possess, maintain, and use in the regular course of their duties, a Qualified
Applicators Certificate (QAC - pesticide spray card), shall be compensated at a rate two (2) ranges higher
than that to which they are otherwise entitled. Maintenance Worker III and Heavy
Equipment Operator who obtain and maintain a valid crane certification shall be compensated at a rate two
(2) ranges higher than that to which they are normally entitled. Senior Maintenance Workers that carried the
crane certification prior to their appointment to that position will also be included for this differential.
Sonoma County Agricultural Preservation & Open
Space District 3%@60 None
SEIU: Park Ranger III, Parks & Grounds Maintenance Worker I/II, and Parks & Grounds Maintenance
Supervisor may be assigned to live in County-provided housing. Consideration in assignment to housing
within each ranger area will be given to rank in following order by earliest hire date: 1) Rangers, 2) Park
Maintenance Workers…no rent is charged. EE granted license to utilize housing will be charged
individual maintenance cost based upon cost of providing utilities and normal maintenance upkeep of
residence structure; Board of Supervisors shall set maintenance fee and fee shall be deducted from EE
paycheck, not to exceed 15% of salary. No standby or callback pay will be paid except for off-shift work
including emergency responses will be counted toward hours work for computing OT. Reasonable cost
of housing will not be added to EE’s base hourly rate in computing regular rate of pay. SLCEA: Any
employee in the class of Park Ranger I/II may be assigned to live in County provided housing.
Consideration in assignment to housing within each ranger area will be given to rank in the following
order by earliest hire date: 1) Rangers, 2) Park Maintenance Workers, 3) Aquatic Specialist, 4)Events
Services Supervisor, and 5) Building Events Workers
Unrepresented Confidential: EE shall be entitled to receive premium pay of $0.90 per hour. Staff
Development Benefit Allowance: Unrepresented = $500 per year; Unrepresented Confidential = $750 per
year; Board of Supervisor, Administrative Management, Elected DH, DH = $950 per year; used for
reimbursement of computer hardware and mobile devices, wellness/physical fitness, continuing education,
or in-service training. One-Time Lump Sum Payment (Unrep Confidential, Unrep, SEIU): On 4/10/13,
County shall pay EE with one-time lump sum payment as follows: base pay up to $36.50 per hour = $455,
base pay up to $36.51 per hour = $682.50; in additional County shall contribute into EE’s HRA one-time,
lump sum payment of $100. On 12/4/13, County shall pay EE with one-time lump sum payment as follows:
base pay up to $36.50 per hour = $735, base pay up to $36.51 per hour = $1,102. On 12/4/14, County shall
pay EE with one-time lump sum payment as follows: base pay up to $36.50 per hour = $525, base pay up to
$36.51 per hour = $787.50; in additional County shall contribute into EE’s HRA one-time, lump sum
payment of $100. SCLEA: The County will make available $400 per year for each eligible full-time employee
and $200 per year for each eligible part-time employee for use towards a physical fitness program. SEIU:
Any employee in the class of Park Ranger Trainee, Park Ranger III and Parks & Grounds Maintenance
Worker II who is permanently assigned to the North Coast reporting locations for Stillwater Cove and
Gualala shall receive a ten percent (10%) premium for all hours assigned and actually worked.
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 16 of 17 Budget Strategies
Midpeninsula Regional Open Space
District
In 2012 District employees paid 2% towards California Public Employees’ Retirement System (CalPERS). Upon the ratification of a
new employee agreement in 2012 employees’ contribution to retirement increased 2% each year and District employees now
contribute 6%. By July 1, 2014 District employees will pay 8% of their PERS contribution towards retirement.
Employees hired on or after January 1, 2013 receive 2%@62 formula for retirement and pay 6.25% towards their retirement. District
City of Palo Alto Tiered Retirement System: EE hired on/after 7/17/10, City offers 2%@60 formula and effective 10/6/12, EE pay 7% contribution.
City of Walnut Creek
EE cost-sharing for Medical Insurance - General: Effective 9/18/09, 1% of actual gross regular earnings; Confidential: Effective 8/21/09, 5% of
Kaiser premium for required coverage level; Professional: Effective 8/21/09, % of gross regular earnings based on coverage level (EE only =
0.55%, 2-party = 0.9%, and Family = 1.3%); General Management: Effective 8/21/09, 1% go gross regular earnings. Mandatory Time Off
(Furlough) – General, Confidential, Professional, General Management: 4 days in 2009-10 and 4 days in 2010-11.Money Purchase Plan – In
2009, City stopped contributing on behalf of EE.Executive: Effective 7/1/09 through 6/30/11, City Manager, City Attorney, and Executive EE
agreed to voluntary 2% reduction in base salaries.
County of Marin No COLAS given in current fiscal year; under soft hiring freeze.
County of Sacramento None.
County of San Mateo
Tiered Retirement System: EE hired on/after 7/1/11 receive 1.725%@58 (Plan V). AFSCME: New Retirement Plans: For new employees hired
on or after July 1, 2011, upon the adoption of a resolution making Government Code section 31676.1 effective, the retirement benefit options
shall be: Current Plan 3: Non‐contributory plan. If a member elects Plan 3 with the option to transfer to Plan 5 after providing the equivalent of
five years of service (10,400 hours) to the County that option is for future Plan 5 service only. After providing the equivalent of ten years of
service (20,800 hours) to the County, employees may elect to transfer to Plan 4 by entering into an agreement with the San Mater County
Employees’ Retirement Association (SamCERA) to pay all of the incremental employee and employer contributions that would have been
required if the employee had been in Plan 4 since the date of employment, plus interest. Plan 5: 1.725% @ 58 (pre‐enhancement tier) with no
3% cost share
Current Plan 4: 2% @ 55.5 (as described in 25.3 above) is closed to new employees hired on or after the effective date of the commencement
of Plan 5. However, employees may transfer into Plan 4 after providing the equivalent of ten years (20800 hours) of service in Plan 5, and
entering into an agreement with the San Mateo County Employee’s Retirement Association to pay all of the employee and employer
contributions that would have been required if the employee had been in Plan 4 since the date of employment. Retirement COLA: Employees
hired after January 1, 2011 or upon agreement with all bargaining units in the retirement plan (whichever is later) and as is set forth by
resolution, new employees will pay up to 50% of the Retirement COLA cost as determined by SamCERA.
County of Santa Clara
Furlough: CCAA EE required to take 3 unpaid furlough days in 2012 and 2013. SEIU between 06/25/12 and 06/23/13 all workers must take 4
unpaid furlough days (32 hours). CEMA in FY 13 all full-time, regular employees will be required to take 2 days (16 hours) of furlough Part-time
employees shall have furlough hours pro-rated. EAA in FY 13 all full time, regular employees will be required to take 3 days (24 hours) of
furlough. Part-time employees shall have furlough hours pro-rated.
County of Santa Cruz
General Represented: All EE were required to take 144 hours (~6.92% of pay) of unpaid furlough between 7/9/11 and 7/6/12 and additional
114.576 hours (~4.62%) between 7/7/12 and 9/10/13. Unrepresented Executive Group (Elected Officials and County Counsel Attorneys),
Middle Management: For fiscal year 7/1/12 through 6/30/13 = 108.16 hours of unpaid furlough time.
East Bay Regional Park District None.
Agency Budget-Driven Human Resources Strategies
Midpeninsula Regional Open Space District
Additional Benefits
January 2014
Page 17 of 17 Budget Strategies
Agency Budget-Driven Human Resources Strategies
Livermore Area Recreation & Park District 2013-2014: Increase employee contribution to ACERA by 1%, decreased ER’s contribution by 1%; wages were frozen 2008 – 2013; some
positions have been eliminated; a couple of programs that received subsidy were eliminated; increased fees in programs.
Marin Municipal Water District None.
Riverside County Regional Park & Open
Space District
Trades, Labor, & Craft and Inspections & Technical: EE shall be required to take minimum of 5 hrs of unpaid personal leave per pay period
(minimum of 120 hrs) during fiscal year 2010-11; EE shall be required to take 4 hrs unpaid personal leave per pay period (minimum of 88 hrs)
during fiscal year 2011-12; effective 8/12/10, cost of living increases shall be frozen and not payable during duration of MOU (expires 6/30/12).
Professional and Supervisory: Employees will be permitted to take voluntary furlough time.
Santa Clara County Open Space Authority None.
Santa Clara Valley Water Distirct None.
Sonoma County Agricultural Preservation &
Open Space District
EE hired on/after 1/1/13 receive 2%@62 formula with final compensation based on 3 year average; members will pay 50% of normal costs plus
3.03% of pensionable compensation toward County’s employer contribution to retirement costs
R-14-17
Meeting 14-08
March 12, 2014
STUDY SESSION ITEM 1
AGENDA ITEM
Data Gathering Results of the District’s 2013-14 Compensation Study Update
GENERAL MANAGER’S RECOMMENDATIONS
1. Receive an update on the process and results of the data gathering phase of the District’s
2013-14 Compensation Study Update; and
2. Direct the Action Plan and Budget Committee to develop Employee Compensation
Guiding Principles for full Board consideration during Fiscal Year 2014-15 and prior to
Board consideration of implementation of any compensation changes based on the results
of the 2013-14 Compensation Study Update.
SUMMARY
The current Memorandum of Agreement with the District Field Employees Association, as
amended by a Side Letter of Agreement dated November 27, 2013, requires the District to
complete a Compensation Study Update by March 31, 2014. At its meeting of November 13,
2013, the Board of Directors approved the study consultant’s (Koff & Associates)
recommendation of twelve (12) comparator agencies, and added two additional comparator
agencies for a total of fourteen (14) (R-13-97). Koff & Associates now has completed the data
gathering phase of the study. The purpose of this study session is for the Board to receive an
update on the process undertaken in gathering the compensation data from the comparator
agencies for the District’s 36 benchmark classifications, including the substantial review and
comment process engaged with employees, and to receive a summary of the data gathering
results. This update is intended to provide an opportunity for the Board to ask questions of
project staff and Koff & Associates to understand the study prior to finalization of the study
report. The report will be finalized and brought to the Board for consideration of acceptance at
the March 26, 2014 Board meeting. Any implementation of compensation changes based on
data results in the final report will be evaluated subsequent to July 1, 2014. During this
evaluation period, the General Manager recommends the Action Plan and Budget Committee
develop Employee Compensation Guiding Principles for full Board consideration during Fiscal
Year (FY) 2014-15 and prior to Board consideration of implementation of any compensation
changes based on the results of the 2013-14 Compensation Study Update.
R-14-17 Page 2
DISCUSSION
The current Memorandum of Agreement (MOA) with the District Field Employees Association
(FEA), as amended by a Side Letter of Agreement dated November 27, 2013, requires the
District to complete a compensation survey update. To begin the process for the new study, a
Compensation Study Committee comprised of management and FEA representatives met four
times to discuss potential factors for consideration when selecting comparator agencies and
benchmark positions. The Committee prepared a memorandum summarizing its
recommendations to the General Manager who then forwarded it to Koff & Associates
(Consultant), and directed the Consultant to review the comparator agencies from the 2010 study
and recommend any changes for the 2013 update. At the November 13, 2013 Board meeting, the
Board approved the 12 comparator agencies recommended by the Consultant, and also added the
Santa Clara County Open Space Authority and the Santa Clara Valley Water District as
comparators.
Koff & Associates conducted the compensation survey update in November and December 2013
using 36 District positions as benchmark classifications. The salary and benefits benchmarking
is now complete. Employees received the preliminary data results in mid-January, organized in
three data sheets (top monthly salary, benefits, and total monthly compensation) showing
comparison data from the benchmark classifications in the comparator agencies. Employees
were provided the opportunity to review and comment on the preliminary data, particularly
whether the benchmark positions in the comparator agencies were accurate comparisons, from
the employee’s perspective, to their own position. Project staff and Koff & Associates held
meetings on January 22 with both FEA and Non-Represented staff to hear and respond to
questions about the study. Following a three week review period for employees, written
comments were received from 54 employees about their specific benchmark comparisons, and
36 general comments/questions were received. Koff & Associates and the project team provided
responses to the general questions on February 28 (Attachment 1), including longer responses to
two of the more prominent questions – “Cost of Labor, Labor Market Geographic Adjustor, and
Cost of Living,” and “Salary and Total Compensation.”
Koff & Associates also responded to employee comments about their benchmark comparisons,
conducted additional research and data gathering as necessary, and revised benchmark
comparisons as warranted. A summary of the data results for the 36 benchmarked classifications
is provided in Attachment 2. There are 15 other positions that were not benchmarked, but which
tier off benchmarked positions based on internal alignment factors. The existing internal
alignment relationships between positions will be included in the final compensation study
update report.
In summary, the data show that three positions have top-range salaries that are greater than 5
percent below the median of comparator agencies, while 10 positions are greater than 5 percent
above the median of comparator agencies. According to Koff & Associates, the +/-5 percent
guideline is standard practice when conducting compensation studies. As Koff stated in the final
2011 Classification and Compensation Study for the District, “A salary within 5 percent of the
market median is considered to be competitive in the labor market for salary survey purposes
because of the differences in compensation policy and actual scope of the position and its
requirements.” Based on top-range salary, the average of all 36 benchmarked positions is 1.8%
above the median of comparators. When adding in the value of benefits, called “total
compensation,” the average of all 36 benchmarked positions is 2.9 percent below the median of
R-14-17 Page 3
comparators, with 13 positions greater than 5 percent below the median of comparator agencies,
and 2 positions greater than 5 percent above the median of comparator agencies. The data show
that the value of District benefits is competitive on average, but slightly below median of
comparators.
The data results are very different from the 2011 study, which showed the average for top-range
salary of all benchmarked positions at 5.3 percent below the median of comparators. However,
an accurate comparison to the old study cannot be made because it utilized a very different set of
comparator agencies. In order to normalize approaches to any future compensation studies, and
to meaningfully evaluate the results of this study from an organizational management
perspective, the General Manager recommends that the Board direct the Action Plan and Budget
Committee to develop Employee Compensation Guiding Principles for full Board consideration
during FY2014-15 and prior to Board consideration of implementation of any compensation
changes based on the results of the 2013-14 Compensation Study Update. Such Guiding
Principles could help bring clarity to the Board’s employee compensation philosophy and
minimize process and philosophy inconsistencies between this compensation study and any
future study.
The President of Koff & Associates, Katie Kaneko, will be available at the study session to
explain the compensation study update process and results in more detail and answer questions
from the Board.
FISCAL IMPACT
There is no fiscal impact related to completion of the Compensation Study Update. The fiscal
impact of General Manager recommendations for compensation changes based on the study
results, if or when any changes are recommended, will be analyzed and reported to the Board of
Directors at the time of any recommendations.
PUBLIC NOTICE
Notice was provided pursuant to the Brown Act. No additional notice is necessary.
CEQA COMPLIANCE
No compliance is required as this action is not a project under the California Environmental
Quality Act (CEQA).
ALTERNATIVES
The Board may wish to consider the following alternatives:
1. Receive the update on the process and results of the data gathering phase of the District’s
2013-14 Compensation Study Update, but do not pursue at this time development of
Employee Compensation Guiding Principles; or
2. Direct the follow-up development of Employee Compensation Guiding Principles to a
committee other than the Action Plan and Budget committee, create an ad-hoc
committee, or direct this work to return first to the full Board;
R-14-17 Page 4
3. Direct the General Manager to complete the final report for the Compensation Study
Update, but do not require that the final report be brought back to the Board for
acceptance.
NEXT STEP
Koff & Associates will prepare the final report presenting the findings of the Compensation
Survey Update, which will be submitted to the Board for acceptance on March 26, 2014. If the
Board approves Part 2 of the General Manager’s recommendation, the Action Plan and Budget
Committee would begin developing Employee Compensation Guiding Principles during summer
2014, for subsequent consideration by the full Board and prior to Board consideration of
implementation of any compensation changes based on the results of the 2013-14 Compensation
Study Update.
Attachments:
1. Responses to General Questions from Employees
2. Summary of Compensation Survey Update Results
Prepared by:
Kevin S. Woodhouse, Assistant General Manager
ATTACHMENT 1
Compensation Study Questions from Staff Meetings on January 22, 2014
Administrative Office
1. How was the cost of living increase calculated?
Response: In this study, cost of labor was used to adjust for salary differences in geographic
locations outside of the SF Bay Area. The cost of labor adjusters were calculated by the Economic
Research Institute (www.erieri.com) and reflect, amongst other factors, the cost of living. More
information is provided following these questions about cost of living and cost of labor as it pertains
to this compensation study update.
2. How recent is the geographic adjuster data – is this economic data current?
Response: The geographic adjuster data comes from the Economic Research Institute and is
updated quarterly.
3. The survey uses salary data from 2009 for Santa Cruz while others were 2013.
Response: The most recent salary data from Santa Cruz is from 2009 because they haven’t had an
increase since then.
4. Can we see the job descriptions for the benchmark positions in each agency?
Response: Job descriptions were provided to staff on January 30, 2014 as requested.
5. We gave detailed information about Administrative Assistant duties in the last study, can we update
our duties to include IAFS data entry?
Response: HR reviewed the Administrative Assistant position job description as part of the IAFS
staffing analysis in 2013 and determined that the IAFS data entry is within the scope of the job
description.
6. How do we know how other agencies derive top step? What is their process?
Response: Most agencies determine the top step to be the highest level of payment for a given job
classification. Where agencies in our comparator list vary from this standard process, Koff has noted
this in the data.
7. How is educational or degree attainment taken into consideration between agencies?
Response: Educational attainment is included in the job descriptions in comparator agencies and is
considered when Koff evaluates appropriate benchmark positions.
8. How is educational incentive pay that would affect salary accounted for in comparing other
positions?
Response: Educational incentive pay is generally classified as a benefit and not part of base salary.
9. Cost of living and cost of labor – are different – which are we looking at for this comparison?
Response: The Cost of Labor was used in this study to adjust between different geographic
locations. More information is provided following these questions about cost of living and cost of
labor as it pertains to this compensation study update.
10. What is the exact geographic area we are looking at for cost of labor/living?
Response: We are looking at the labor cost in the greater bay area. An economic adjuster was
applied to the four agencies that are considered outside of the District’s labor market to account for
labor market geographic difference.
11. Concerns that calculations are not done accurately.
Response: We have requested clarification on calculations that were questioned.
12. What measurement is used to determine likeness of position? 70%? 60%?
Response: The benchmark positions should be a 70% match in terms of like responsibilities, skills,
knowledge and educational requirements.
13. How are soft skills/hard skills captured in the data?
Response: Koff looks at the whole position and several factors, including:
• Education and experience requirements;
• Knowledge, abilities, and skills required to perform the work;
• The scope and complexity of the work;
• The authority delegated to make decisions and take action;
• The responsibility for the work of others, program administration, and for budget dollars;
• Problem solving/ingenuity;
• Contacts with others (both inside and outside of the organization);
• Consequences of action and decisions; and
• Working conditions.
Koff does not allocate points to each area (quantitative approach), but takes more of a qualitative
approach to analyzing the factors above for all positions in comparison to the District’s. The
threshold for a match is approximately a 70% likeness in terms of all of the factors above.
14. Can we see the list of all benchmarked positions?
Response: This information was provided to staff on January 30, 2014
15. Can retiree benefits be quantified?
Response: It is difficult to quantify retiree benefits because these benefits are granted in the future
and not in the present like compensation, and many agencies’ benefits include numerous variables
based on years of service and labor group and so vary widely from employee to employee. Retiree
health benefits are not reflected in the benefits comparator sheets will be included in the appendices
of the final report.
16. Comparator agencies – are we looking at full time regular positions or contractors?
Response: This compensation study looks at permanent full time positions in other agencies, not
contractors.
Field Office
1. Retiree health is not included in benefits?
Response: See the response to Question #15.
2. Ranger classification: “unknown” listed for increases for East Bay Regional Park District and County
of Sacramento – do we have info on when the contracts end? Can’t they put that date if they have it?
Response: Koff did not gather contract expiration dates. These dates are not typically included in
compensation surveys.
3. Amounts that employer pays of employee portion of retirement contributions – is that in the data?
Response: Yes, that amount is reflected in the retirement benefits data.
4. Does County of Sacramento pay only Social Security? Verify, do they have a pension system?
Response: Yes, Sacramento offers a retirement benefit (Sacramento County Employee’s Retirement
System). However, the County does not pay the employee contribution which is why there is no
value reported.
5. Ranger – Sonoma lists a contractor position – explain.
Response: The Park Ranger II is not a contract position. The footnote is stating that the
classification is not allocated to the Open Space District, but is a classification used in the County. We
did this for all benchmark classifications. If we did not find an appropriate match at the District, then
we looked to the broader County for a match. The District and County have the same compensation
practices and benefits. Additionally, the District classifications belong to County bargaining units.
6. Follow up to previous question: Are the benefits the same for the County and the Agricultural
District?
Response: Yes.
7. When was 50% of median set as the level of compensation for the District?
Response: As part of the 2010 Classification and Compensation study, the board directed that
District salaries be set at the median of comparator agencies for top-range salary data.
8. What will happen to the 3% COLA currently scheduled for July 1, 2014?
Response: The District is contractually bound to give a 3% COLA to FEA classifications on July 1,
2014. Any changes to this COLA would be subject to meet and confer.
9. Rangers are under in benefits by 10% - will the District implement the study based on total
compensation?
Response: The compensation study provides data on salary, benefits, and total compensation. More
information is provided following these questions about factors to be considered in looking at top-
range salary comparisons versus total compensation comparisons.
10. Equipment Mechanic Operator – we found a comparable position at both Santa Cruz and Riverside.
Why difference in treatment?
Response: Koff’s responses to detailed questions on matches for individual benchmark comparisons
will be provided directly to those employees.
11. Where is the uniform allowance – salary or benefits?
Response: Uniform allowance is included under benefits.
12. Next salary increase?
Response: If the next salary increase for a comparator agency was known and contractually
obligated at the time of this study Koff included this information.
13. What date was the data for County of Santa Clara, and the Open Space Authority?
Response: The most recent information has been included in the updated position data sheets.
14. Did Riverside help?
Response: Riverside was able to provide comparator positions to a majority of District positions,
particularly some of the more unique positions which had few comparators. The compensation data
from Riverside varied by position and was not consistently above or below the District’s salaries. A
geographic salary adjustment was added to the Riverside data.
15. List of benchmarked positions?
Response: This information was provided to staff on January 30.
16. Can we discuss the results of the compensation study with management?
Response: If implementation of the compensation study results affects FEA salaries or benefits,
management and the FEA will meet and confer over these changes.
17. Was it always 5% difference between Open Space Technician / Lead Open Space Technician – why?
When was it changed?
Response: The difference between OST and Lead OST is closer to 10%. This alignment was
established in the last Compensation Study.
18. Equipment Mechanic Operator – if compensation is 3% below median, will there be a 3% increase?
Response: Implementation of the Compensation Study results is unknown at this time.
19. Cost of living vs. cost of labor.
Response: More details provided below.
20. How does the unemployment rate factor in to the cost of labor?
Response: More details provided below.
Cost of Labor, Labor Market Geographic Adjustor, and Cost of Living
Numerous questions continue to be raised about the distinction between “cost of living” and
“cost of labor,” and the extent to which the “labor market geographic adjustor” is reflective of
geographic cost of living differences.
As was explained during the 2011 compensation study, and again during this study in
November, 2013, during the selection of the Comparator Agencies and subsequent Board
approval, one of the challenges for the District is identifying a sufficient number of comparator
agencies within the geographic area that provide similar open space services. Consequently,
the study had to expand to other agencies within California. While the County of Sacramento
and the Riverside County Regional Park and Open Space District remain as comparators,
more greater Bay Area agencies were added for this study -- County of Santa Cruz, Livermore
Area Recreation and Park District, Marin Municipal Water District, Santa Clara County Open
Space Authority, and Santa Clara Valley Water District. Even with these greater Bay Area
agency additions, Riverside and Sacramento counties remained essential as comparators for
the study to achieve a sufficient number of benchmark classification matches. Of the fourteen
comparator agencies as approved by the Board for this study, four are considered outside the
District’s labor market, resulting in cost of labor adjustments as follows:
• Riverside County Regional Park and Open Space District – 13.2%
• Sonoma County Agricultural Preservation and Open Space District – 12.3%
• County of Santa Cruz – 8.7%
• County of Sacramento – 9.8%
These labor market adjustors are from the Economic Research Institute
(http://www.erieri.com/).
However, numerous comments have suggested that these labor market adjustors do not make
up for the cost of living differences, particularly the cost of housing, between these different
geographic areas. This is generally true. Prevailing pay rates in the Bay Area’s labor market
do not compensate employees for their cost of living. Prevailing pay rates are designed to pay
employees a competitive salary for the particular jobs they perform and the specific
skill/capability sets that they offer to the organization. And by basing pay scales on local
prevailing pay rates, an employer is reflecting local cost of living, including cost of housing, to
the same extent as all other employers in the area. In other words, while the cost of labor is
only generally reflective of the region’s cost of living, employment/unemployment rates,
housing costs, growth rate, and other demographic characteristics, it is precisely reflective of
the extent to which other agencies that compete with the District’s talent pool are
compensating their employees for their cost of living.
It is also worth noting the more technical difference between cost of living and cost of labor
when looking at a specific cost of a good or service, such as housing. While cost of living
indexes are usually derived from the Consumer Price Index, which is a more prescriptive
formula calculation based on prices of goods and services paid by consumers, the cost of
labor is not a formulaic calculation. Instead, it is determined from comprehensive surveys of
employers, which reflect supply and demand in the labor market. ERI is a leading source of
this survey information, and states that their data “reflect inputs for 35,726,711 job incumbents,
providing competitive benchmark comparisons for salary increase planning and staffing
patterns in 12 million organizations.” Therefore, while an economist can specify how the cost
of housing factors into the CPI and cost of living calculation, the same economist would reply
with a more theoretical and statistical answer about labor market supply and demand when
answering how the cost of labor reflects the cost of housing.
Salary and Total Compensation
As part of the 2013-14 Compensation Survey Update, Koff & Associates has collected both
top-range salary data and total compensation data (salary plus benefits) for 36 benchmark
positions. The data results show the percentage variation for district benchmark positions
above or below the median of the District’s comparator agencies for both top range salary and
total compensation. Because the total compensation data show more positions below median
of comparators than the top-range salary data, numerous comments have been received from
employees suggesting that implementation of any compensation changes as a result of this
compensation survey update should be based on the total compensation data instead of the
top-range salary data. However, there are numerous factors that management needs to
consider from an organizational-wide perspective in this evaluation:
• Benefits are typically applied equally to all District employees, so there is limited control in
individually adjusting benefits. This is particularly true of major cost benefits such as health
insurance and retirement pensions with CalPERS. Salaries can be adjusted by individual
classifications, while also keeping internal alignment concerns in mind. However,
implementing compensation changes by adjusting salaries to make up for benefits that are
lower than median could contort salary comparisons and internal salary alignment.
• Comparing benefit values between comparator agencies is more complex than comparing
salaries. For example, numerous agencies participate in Social Security in addition to
CalPERS for their pension benefit, yet how these two pension systems affect each other for
one’s pension calculation in retirement is too individualized to reflect as part of this study.
In addition, for those that participate in Social Security, the mandatory 6.2% contribution
from the employee’s salary is not reflected in the salary comparison.
• District benefits remain competitive with comparator agencies. On average, District
benefits are only slightly below the median.
These factors – maintaining uniformity of benefits while not upsetting internal alignment,
challenges with comparing benefits between comparator agencies, and the competitiveness of
current benefits – are important considerations when implementing compensation study
results. Based on these factors, compensation changes following the last study were
approved by the Board based on salary only, not total compensation.
R-14-58
Meeting 14-09
March 26, 2014
AGENDA ITEM 4A
AGENDA ITEM
Adoption of the Midpeninsula Regional Open Space District Fiscal Year 2014-15 Action Plan
and Budget
ACTION PLAN AND BUDGET COMMITTEE RECOMMENDATIONS
1. Adopt the Midpeninsula Regional Open Space District Fiscal Year 2014-15 Action Plan and
Budget as proposed by the General Manager (Refer to Items B and C).
2. Direct the General Manager to:
a. Evaluate changing the District’s fiscal year start date from April 1 to July 1.
b. Identify a mechanism for the Board to (1) identify new potential Action Plan projects
ahead of the yearly Action Plan development process and (2) consider activating deferred
projects for inclusion in the annual Action Plan.
SUMMARY
The Action Plan & Budget Committee (ABC) and staff met three times in February 2014 to
review the District Fiscal Year 2014-15 (FY2014-15) Proposed Action Plan and Budget. Based
on the Controller’s projection of $32.9 million in property tax revenue, the final proposed budget
remains within the guideline targets for both the Operating and Capital Budgets. The action plan
that accompanies the budget reflects an ongoing focus on the implementation of the District’s
Strategic Plan (i.e., Vision Plan Implementation Guide, Evaluation of the Business Model, and
Capital Finance Program). Unique this year and included in the budget are the election expenses
for the General Obligation Bond funding measure that will be placed on the June 2014 ballot.
BACKGROUND
The ABC is tasked with reviewing the proposed annual District budget to ensure fiscal
responsibility and the allocation of sufficient financial resources to accomplish the District’s
annual action plan. In doing so, the ABC also ensures that the action plan and budget are clearly
linked, with the action plan informing the budget allocations. In addition, the ABC reviews any
pending ABC action items from the previous year and identifies new potential items for
inclusion, and recommends to the Board those that should be accomplished during that fiscal
year versus defer to the following fiscal year.
DISCUSSION
During February 2014, the ABC met three times with the General Manager, department
managers, and various staff to review the District’s FY2014-15 Proposed Action Plan and
R-14-58 Page 2
Budget. The FY2014-15 Proposed Action Plan includes 96 Key Projects, down from 110 in the
prior year, and reflects a continued focus on implementing the District’s Strategic Plan.
For FY2014-15, the District Controller is projecting $32.91 million in property tax revenue, an
increase of 6.6% over the prior fiscal year, and has set the Operating Expense (OpEx) Guideline
at 55.5% of the FY2014-15 projected property tax revenue. The proposed FY2014-15 operating
budget totals $18.65 million and is slightly below the OpEx target of $18.7 million. The Capital
Expenditure (CapEx) Guideline is set at 10.5% of property tax revenue and the five-year moving
average used to prepare this budget is 7.9%, well below the guideline. Supplementing the $32.9
million in property tax revenue is other revenue, grant income, and cash reserves for a total of
$43.9 million to cover the FY2014-15 proposed expenses.
On February 6, 2014, the ABC reviewed the District’s proposed FY2014-15 Budget of $43.9
million, which includes the following key components:
• Continued implementation of the District’s Strategic Plan with a focus on the Vision Plan
Implementation Guide, Evaluation of the Business Model, and Capital Finance Program,
including a General Obligation Bond measure for the June 2014 ballot.
• A 3% salary increase that is partially offset by: 1) elimination of District paid employee
retirement contributions; and 2) an 8.5% reduction in the employer-paid retirement
contribution.
• A proposed net staffing increase of 4.5 positions, 2.0 of which are regular, 2.5 of which are
temporary.
The ABC confirmed the District’s ability to sustain the cost increases related to these changes
through its review of staff’s Five-Year OpEx Forecast and the Controller’s property tax revenue
and cash flow projections. While revenues are projected to experience future annual increases
that can sustain the additional proposed staff, the Board also carefully considers whether the
position additions are necessary. As part of the Proposed FY2014-15 Budget, the ABC reviewed
the following proposed position additions and explanation of need:
• Equipment Mechanic Operator (EMO) (1.0 regular FTE) – The addition of a regular
Equipment Mechanic Operator to help address the backlog of maintenance projects, assist
with the expansion of capital improvement projects, and execute repairs on newly purchased
properties.
• Open Space Technician (OST) (1.0 regular FTE) – A new regular Open Space Technician to
address the growing need for repairs and improvements on new properties as well as conduct
routine maintenance on the District’s growing trail system.
• Resource Management Specialist II (1.0 regular FTE) – A temporary Resource Management
Specialist I would be deleted to offset the addition of a regular II position to provide
expertise and capacity to administer the District’s growing Grazing and Agricultural Use
Programs (net-zero position impact).
• Real Property Assistant (1.0 temporary FTE) – A one-year temporary Real Property
Assistant to assist in addressing the backlog of property management issues that have
remained deferred over the last year due to the redeployment of staff to manage the Capital
Finance Project.
R-14-58 Page 3
• Human Resource Analyst I (1.0 temporary FTE) – A one-year temporary HR Analyst to
provide added capacity in all areas of the Human Resources Department and allow existing
staff to focus on upcoming negotiations, the Business Model Evaluation Project, and other
ongoing Human Resources functions.
• Public Affairs Assistant (1.0 temporary FTE) – A half-time intern position would be
converted to a full-time temporary Public Affairs Assistant for one-year to focus on public
outreach and education to successfully implement the District’s Strategic Plan.
• Capital Project Manager (1.0 temporary FTE) – The temporary Capital Project Manager for
the Operations Department approved by the Board for FY2013-14 would be extended for
another year to complete capital projects started in FY2013-14.
BOARD COMMITTEE REVIEW
The information provided as part of this agenda item was reviewed by the ABC on February 4,
February 6, and February 11, 2014. This Agenda Report was also reviewed by the ABC.
ABC Recommendations:
1. Adopt the Proposed FY2014-15 Action Plan and Budget – The ABC has reviewed the
Proposed FY2014-15 District Action Plan and Budget and confirmed that both meet District
budgetary guidelines. The ABC recommends the Board approve the General Manager’s
Proposed FY2014-15 Action Plan and Budget, including the position additions listed above.
2. Evaluate Changes to the Fiscal Year – The District’s fiscal year begins on April 1 while most
other public agencies start their fiscal year on July 1, including San Mateo and Santa Clara
Counties and CalPERS. The ABC recommends that the General Manager evaluate changing
the District’s fiscal year to begin July 1 to enable the District to better project revenues and
expenses, and create other operational efficiencies.
3. Board Input on Action Plan Projects – During its review of the FY2014-15 Proposed Action
Plan, the ABC discussed a desire to create a process by which the Board can identify
potential new Action Plan projects ahead of the annual action plan development process.
The ABC also identified a desire to include a means by which the Board can consider
activating previously deferred projects for inclusion in the annual Action Plan. The
Committee therefore recommends that the General Manager identify an appropriate process
and schedule for the Board to identify project priorities and consider previously deferred
projects for inclusion in the annual action plan.
FISCAL IMPACT
Approval of the proposed FY2014-15 Budget by the Board would authorize $43,920,271 to
accomplish the District’s work plan for FY2014-15.
PUBLIC NOTICE
Public notice was provided as required by the Brown Act. No additional notice is required.
R-14-58 Page 4
CEQA COMPLIANCE
This proposed action is not a project under the California Environmental Quality Act (CEQA)
and no environmental review is required.
NEXT STEPS
If approved by the Board, staff would begin implementing the FY2014-15 Action Plan and
Budget effective April 1, 2014.
Responsible Department Manager:
Kate Drayson, Administrative Services Manager
Prepared by:
Lynn Tottori, Sr. Management Analyst
Kate Drayson, Administrative Services Manager
Contact: Action Plan and Budget Committee
Yoriko Kishimoto, Chair
Curt Riffle
Pete Siemens
R-14-59
Meeting 14-09
March 26, 2014
AGENDA ITEM 4B
AGENDA ITEM
Adoption of the Midpeninsula Regional Open Space District Fiscal Year 2014-15 Action Plan
GENERAL MANAGER’S RECOMMENDATION
Adopt the Midpeninsula Regional Open Space District Fiscal Year 2014-15 Action Plan.
SUMMARY
The proposed Fiscal Year 2014-15 (FY2014-15) Action Plan was initially reviewed by the Board
of Directors (Board) at its regular meeting on February 26, 2014 (R-14-38) with no substantive
changes requested. The item is returning to the Board for a second reading and includes the
General Manager’s recommendation for final approval.
DISCUSSION
The District’s annual action plan is initially reviewed by the Board each February and brought
back to the Board with any requested changes for a second reading and final approval in March.
The proposed FY2014-15 Action Plan was reviewed by the Board at its regular meeting on
February 26, 2014 (R-14-38) with no substantive changes requested. The proposed FY2014-15
Action Plan is returning to the Board for a second reading and final approval.
FISCAL IMPACT
Fiscal impact is identified for each Key Project within the Action Plan document. The proposed
annual District budget is linked to the Action Plan to reflect project costs. For more information
on the FY2014-15 Budget, please refer to Board Agenda Item 4C.
BOARD COMMITTEE REVIEW
The Action Plan and Budget Committee reviewed the proposed FY2014-15 Action Plan on
February 4, 6, and 11 and recommends approval by the full Board.
PUBLIC NOTICE
Notice was provided pursuant to the Brown Act. No additional notice is necessary.
R-14-59 Page 2
CEQA COMPLIANCE
No compliance is required as this action is not a project under the California Environmental
Quality Act (CEQA). The Action Plan contains anticipated projects that will require further
Board review and approval, some of which may be subject to CEQA review. These projects will
comply with all CEQA requirements prior to proceeding as a normal part of the implementation
process.
NEXT STEP
Projects listed in the FY2014-15 Action Plan would be implemented according to the schedules
described in the Action Plan.
Responsible Manager:
Ana Ruiz, Assistant General Manager, AICP
Prepared by:
Kate Drayson, Administrative Services Manager
Contact person:
Stephen E. Abbors, General Manager
Kate Drayson, Administrative Services Manager
R-14-60
Meeting 14-09
March 26, 2014
AGENDA ITEM 4C
AGENDA ITEM
Adoption of the Midpeninsula Regional Open Space District Fiscal Year 2014-15 Budget
GENERAL MANAGER’S RECOMMENDATION
Adopt a Resolution approving the budget for Fiscal Year 2014-15 (FY2014-15), as well as the
Classification and Compensation Plan for Fiscal Year 2014-15, which reflects the salary costs
that are included in the proposed budget.
SUMMARY
The proposed FY2014-15 District Budget was reviewed by the Board of Directors (Board) at the
February 26, 2014 Board meeting (Report R-14-39) and is returning to the Board for a second
reading and final approval (see Table 1). The proposed FY2014-15 District Budget of $43.9
million would be funded by projected property tax revenues of $32.9 million and funds from
other revenue sources, grants, and use of District cash reserves totaling $11.0 million (refer to
Table 1). Of the total budget, the proposed operating expense (OpEx) budget of $18.6 million is
slightly below the OpEx Guideline of $18.7 million and the capital expense (CapEx) budget of
$5.1 million is well below the CapEx Guideline. Land and associated costs total $9.3 million
and debt is another $8.9 million. The remaining $1.9 million is comprised of expenses
associated with implementation of the Strategic Plan, Property Management Program expenses,
and General Obligation (GO) Bond election costs. Built into the operating costs are the new
salary adjustments by classification as shown in Exhibit A.
TABLE 1: PROPOSED FY2014-15 DISTRICT-WIDE BUDGET
Revenue
Property Tax $32,906,000 75%
Other Revenue $5,661,448 13%
Cash Reserves $5,352,823 12%
Total $43,920,271 100%
Expenditures
Operating Expenditures $18,649,133 42 %
Land, Debt, and Associated Costs $18,247,601 42 %
Capital Expenditures $ 5,105,076 12%
GO Bond Election Expenses $ 812,075 2 %
Strategic Plan $ 635,836 1 %
Property Management $ 470,550 1 %
Total District Expenditures $43,920,271 100%
DISCUSSION
The proposed FY2014-15 District Budget was presented for initial review at the February 26,
2014 regular meeting of the Board of Directors (Board) (Report R-14-39) and is returning to the
Board for a second reading and final approval (see Table 1). The proposed FY2014-15 Budget
totals $43,930,271. A summary of the major expenditure categories is reflected in Table 1 above
and more detail is provided in Exhibit B.
The proposed budget was developed based on the District Controller’s November 2013 property
tax revenue forecast of $32.9 million for FY2014-15, and includes Operating and Capital
spending Guidelines of 55.5% and 10.5% of property tax revenue, respectively. The proposed
budget reflects work to be completed on the District’s 96 projects listed in the Action Plan
(Report R-14-38), with particular focus on the following Strategic Plan implementation projects:
Vision Plan Implementation Guide, Evaluation of the Organizational Business Model, Capital
Finance Program, and General Obligation Bond measure for the June 2014 ballot.
The Proposed FY2014-15 Budget reflects increases over the FY2013-14 Midyear Budget largely
attributable to the District’s staffing portion of the Operating expenses, which include the costs
of filling existing staff vacancies in FY2013-14, the proposed addition of 4.5 FTEs (Full time
equivalent employees), and a 3% salary COLA (Cost of Living Adjustment) effective July 1,
2014.
Partially offsetting the District’s increased expenses are savings in the CalPERS benefit costs
due to the increase in employee contributions from 6% to 8%. Additionally, as a result of the
payoff of the District’s $2.52 million CalPERS Side Fund liability in March 2013, the District’s
Employer CalPERS retirement rate dropped 1.3 percentage points, from 17.04% to 15.7%.
Further details of the proposed budget are included in Exhibit A of the attached resolution, which
presents the District’s proposed Classification and Compensation Plan with the inclusion of the
Board-authorized position classifications and associated salary ranges and Exhibit B, which
provides a summary of the District’s FY2014-15 Proposed Budget.
BOARD COMMITTEE
The Action Plan and Budget Committee reviewed the proposed FY2014-15 District Budget on
February 4, February 6, and February 11 and recommends approval by the full Board.
FISCAL IMPACT
Approval of the proposed FY2014-15 District Budget by the Board would authorize $43,920,271
in spending to accomplish the District’s work plan for the next fiscal year.
PUBLIC NOTICE
Public notice has been provided as required by the Brown Act. No additional public notice is
required.
CEQA COMPLIANCE
The proposed action is not considered a project under the California Environmental Quality Act
(CEQA) and no environmental review is required.
NEXT STEPS
The FY2014-15 Budget would take effect beginning April 1, 2014.
Attachments:
1. Resolution Approving the FY2014-15 Budget
Responsible Managers:
Kate Drayson, Administrative Services Manager
Prepared by:
Lynn Tottori, Sr. Management Analyst
Kate Drayson, Administrative Services Manager
Contact person:
Lynn Tottori, Sr. Management Analyst
Kate Drayson, Administrative Services Manager
RESOLUTION NO. 14-XX
RESOLUTION OF THE BOARD OF DIRECTORS OF THE
MIDPENINSULA REGIONAL OPEN SPACE DISTRICT
ADOPTING THE BUDGET FOR FISCAL YEAR 2014-15
The Board of Directors of the Midpeninsula Regional Open Space District does resolve
as follows:
SECTION ONE. Adopt the budget for the Midpeninsula Regional Open Space District
for the Fiscal Year 2014-15 as set forth in Exhibit B attached hereto.
SECTION TWO. Approve amendment to the Position Classification and Compensation
Plan as set forth in Exhibit A attached hereto.
SECTION THREE. Monies are hereby appropriated in accordance with said budget.
* * * * * * * * * * * * * * * * * * * *
EXHIBIT A
Time
Minimum Maximum Minimum Maximum Minimum Maximum Minimum Maximum Base
Seasonal Open Space Technician 17.856 22.298 3,095 3,865 37,140 46,380 Part-time
Farm Maintenance Worker 24.525 30.629 4,251 5,309 51,012 63,708 Full-time
Open Space Technician*24.525 30.629 4,251 5,309 51,012 63,708 Full-time
Administrative Assistant 25.125 31.373 4,355 5,438 52,260 65,256 Full-time
Accounting Technician 26.377 32.942 4,572 5,710 54,864 68,520 Full-time
Human Resources Technician 26.377 32.942 4,572 5,710 54,864 68,520 Full-time
Lead Open Space Technician*27.040 33.767 4,687 5,853 56,244 70,236 Full-time
GIS Technician 27.040 33.767 4,687 5,853 56,244 70,236 Full-time
Volunteer Program Lead 27.040 33.767 4,687 5,853 56,244 70,236 Full-time
Senior Administrative Assistant 27.698 34.592 4,801 5,996 57,612 71,952 Full-time
Ranger 28.390 35.458 4,921 6,146 59,052 73,752 Full-time
Equipment Mechanic/Operator 28.390 35.458 4,921 6,146 59,052 73,752 Full-time
Public Affairs Program Coordinator 28.390 35.458 4,921 6,146 59,052 73,752 Full-time
Information Technology Technician 28.390 35.458 4,921 6,146 59,052 73,752 Full-time
Senior Accounting Technician 29.083 36.317 5,041 6,295 60,492 75,540 Full-time
Executive Assistant 29.810 37.229 5,167 6,453 62,004 77,436 Full-time
Resource Management Specialist I 31.298 39.087 5,425 6,775 65,100 81,300 Full-time
Planner I 31.298 39.087 5,425 6,775 65,100 81,300 Full-time
Docent Program Manager 32.065 40.044 5,558 6,941 66,696 83,292 Full-time
Volunteer Program Manager 32.065 40.044 5,558 6,941 66,696 83,292 Full-time
Planner II 32.867 41.042 5,697 7,114 68,364 85,368 Full-time
Management Analyst I 32.867 41.042 5,697 7,114 68,364 85,368 Full-time
Accountant 32.867 41.042 5,697 7,114 68,364 85,368 Full-time
Resource Management Specialist II 34.506 43.096 5,981 7,470 71,772 89,640 Full-time
Public Affairs Specialist 34.506 43.096 5,981 7,470 71,772 89,640 Full-time
Community Outreach Specialist 34.506 43.096 5,981 7,470 71,772 89,640 Full-time
Training and Safety Specialist 36.231 45.248 6,280 7,843 75,360 94,116 Full-time
Real Property Specialist 36.231 45.248 6,280 7,843 75,360 94,116 Full-time
Management Analyst II 36.231 45.248 6,280 7,843 75,360 94,116 Full-time
Supervising Ranger 36.231 45.248 6,280 7,843 75,360 94,116 Full-time
Range 22
Midpeninsula Regional Open Space District - CLASSIFICATION & COMPENSATION PLAN
Fiscal Year 2014/2015 - Effective 04/01/2014
Last revised: 4/01/12, 6/27/12, 11/26/2012, 4/25/2013
Classification Title
Step Range Hourly Range $Monthly Range $Annual Range $
Range 6
Range 19
Range 19
Range 20
Range 22
Range 29
Range 23
Range 23
Range 23
Range 24
Range 25
Range 25
Range 25
Range 25
Range 26
Range 27
Range 29
Range 35
Range 30
Range 30
Range 31
Range 31
Range 31
Range 33
Range 33
Range 33
Range 35
Range 35
Range 35
EXHIBIT A
Time
Minimum Maximum Minimum Maximum Minimum Maximum Minimum Maximum Base
Midpeninsula Regional Open Space District - CLASSIFICATION & COMPENSATION PLAN
Fiscal Year 2014/2015 - Effective 04/01/2014
Last revised: 4/01/12, 6/27/12, 11/26/2012, 4/25/2013
Classification Title
Step Range Hourly Range $Monthly Range $Annual Range $
Maintenance, Construction & Resource
Supervisor 36.231 45.248 6,280 7,843 75,360 94,116 Full-time
Website Administrator 37.119 46.356 6,434 8,035 77,208 96,420 Full-time
Information Technology Administrator 37.119 46.356 6,434 8,035 77,208 96,420 Full-time
Planner III 39.946 49.887 6,924 8,647 83,088 103,764 Full-time
GIS Administrator 40.921 51.104 7,093 8,858 85,116 106,296 Full-time
Senior Management Analyst 41.942 52.385 7,270 9,080 87,240 108,960 Full-time
District Clerk 41.942 52.385 7,270 9,080 87,240 108,960 Full-time
Media Communications Supervisor 42.969 53.660 7,448 9,301 89,376 111,612 Full-time
Senior Resource Management Specialist 42.969 53.660 7,448 9,301 89,376 111,612 Full-time
Area Superintendent 44.042 55.004 7,634 9,534 91,608 114,408 Full-time
Human Resources Supervisor 44.042 55.004 7,634 9,534 91,608 114,408 Full-time
Senior Planner 44.042 55.004 7,634 9,534 91,608 114,408 Full-time
Assistant General Counsel I 47.371 59.163 8,211 10,255 98,532 123,060 Full-time
Assistant General Counsel II 49.742 62.117 8,622 10,767 103,464 129,204 Full-time
Administrative Services Manager 53.533 66.854 9,279 11,588 111,348 139,056 Full-time
Natural Resources Manager 53.533 66.854 9,279 11,588 111,348 139,056 Full-time
Operations Manager 53.533 66.854 9,279 11,588 111,348 139,056 Full-time
Planning Manager 53.533 66.854 9,279 11,588 111,348 139,056 Full-time
Public Affairs Manager 53.533 66.854 9,279 11,588 111,348 139,056 Full-time
Real Property Manager 53.533 66.854 9,279 11,588 111,348 139,056 Full-time
Assistant General Manager 65.071 81.265 11,279 14,086 135,348 169,032 Full-time
* OST will receive an additional 1% stipend for Class A or B license; Lead OST 1% for Class A.
Board Appointee Group Compensation
Hourly
Salary
Monthly
Salary
Annual
Salary
Effective
Date
Last
Revised
General Manager $99.963 $17,327 $207,924 4/1/2013 10/23/2013
Controller - Part-time position $63.756 $11,051 $132,612 4/1/2013 10/23/2013
General Counsel $89.860 $15,575 $186,909 4/1/2013 10/23/2013
Range 43
Range 35
Range 36
Range 36
Range 39
Range 40
Range 41
Range 41
Range 42
Range 42
Range 43
Range 43
Range 51
Range 51
Range 59
Range 46
Range 48
Range 51
Range 51
Range 51
Range 51
EXHIBIT B
Midpeninsula Regional Open Space District
Proposed Budget Summary
FY2014-15
2013-2014 2013-2014 2014-2015 Per centage
Adopted M id-Year Proposed Change from 2013-14
Budget Budget Budget M id-Year
I.Revenues
A.Tax Revenues 30,051,000 30,863,000 32,906,000 6.6%
A1.Santa Clara County Parks Income 306,000 306,000 313,500 2.5%
A2.Residual Redevelopment 234,000 860,000 650,000 (24.4%)
B.Grant Income - Acquisition Grant - - 740,000
Grant Income - Development Grant 2,386,000 2,234,924 884,000 (60.4%)
C.Interest Income 280,000 280,000 265,000 (5.4%)
D.Property Management-Rental Income 1,084,000 1,084,000 1,108,948 2.3%
E.Other Income 205,000 205,000 200,000 (2.4%)
F. Land Donation 1,500,000 1,500,000 1,500,000 0.0%
TOTAL REVENUES 36,046,000 37,332,924 38,567,448 3.3%
II.Change in Reser ves (4,960,413) (3,714,489) (5,352,823) 44.1%
III.Expenditures
A.
1.Interest 5,876,077 5,876,077 5,748,505 (2.2%)
2.Principal 2,998,888 2,998,888 3,145,096 4.9%
Debt Ser vice Subtotal 8,874,965 8,874,965 8,893,601 0.2%
B.Salaries
1.Board Appointees 423,449 423,449 460,488 8.7%
2.General Manager Appointees 9,488,472 9,488,472 10,243,335 8.0%
3.Vacation Payout 47,461 47,461 67,351 41.9%
Salaries Subtotal 9,959,382 9,959,382 10,771,174 8.2%
C.Benefits 3,710,927 3,710,857 3,955,144 6.6%
D.Director's Fees 29,000 29,000 29,000 0.0%
Salaries and Benefits Subtotal 13,699,309 13,699,239 14,755,318 7.7%
Debt Service
EXHIBIT B
Midpeninsula Regional Open Space District
Proposed Budget Summary
FY2014-15
2013-2014 2013-2014 2014-2015 Per centage
Adopted M id-Year Proposed Change from 2013-14
Budget Budget Budget M id-Year
E.Services and Supplies 4,920,431 5,032,001 5,755,152 14.4%
F.Fixed Assets
1.New & Prior Land Purchases 7,250,000 7,250,000 8,500,000 17.2%
2.
Real Property Support Costs -
Appraisals, Title, Legal,
Engineering 823,500 893,500 969,000 8.4%
3.Structures and Improvements 4,693,208 4,552,708 4,203,000 (7.7%)
4.Field/Office Equipment 325,000 325,000 454,200 39.8%
5.Vehicles 420,000 420,000 390,000 (7.1%)
Fixed Assets Subtotal 13,511,708 13,441,208 14,516,200 8.0%
TOTAL BUDGET 41,006,413 41,047,413 43,920,271 7.0%
R-14-61
Meeting 14-09
March 26, 2014
AGENDA ITEM 5
AGENDA ITEM
Approval of the Fiscal Year 2014-15 Annual Claims List
CONTROLLER'S RECOMMENDATION
Approve the Fiscal Year 2014-15 Annual Claims List, including debt service payments.
SUMMARY
In accordance with Board Policy 1.03, the Annual Claims list for the coming fiscal year
(FY2014-15) is submitted to the Board of Directors for review and approval. These annual
claims items are included in the proposed FY2014-15 Budget, which is scheduled for Board of
Directors consideration and approval as a separate Agenda Item at this same Regular Meeting of
March 26, 2014.
DISCUSSION
In accordance with Board Policy 1.03, the list of annual claims for the coming fiscal year
(FY2014-15) is submitted to the Board of Directors for review and approval. These annual
claims items are included in the proposed FY2014-15 Budget, which is scheduled for
consideration and approval by the Board of Directors as a separate Agenda Item at this same
Regular Meeting of March 26, 2014 (R-14-60).
Included as part of the annual claims on page 2 of this report is a recusal statement that is read by
the presiding Board member for Director Hanko on her economic conflict of interests in AT&T
and/or Verizon claims. The purpose of this annual recusal statement is to enable Director Hanko
to meet her conflict of interest recusal responsibilities with respect to Verizon and AT&T at one
annual meeting rather than being required to repeat the same recusal statement at each regular
Board meeting when claims are presented on the Consent Calendar. If approved, recusals on
AT&T and/or Verizon claims by Director Hanko will not need to be made at each regular Board
meeting.
The debt service claims list reflects payments required of the District to meet outstanding District
debt obligations. Attachment A lists the District's current debt service annual claims for
FY2014-15, and Attachment B provides a detailed list of debt service obligations.
R-14-61 Page 2
ITEM DESCRIPTION AMOUNT
Staff Salaries $9,911,921
Debt Service (includes note paying agent fees)$8,874,965
Retirement Plans $1,812,027
Group Insurance Premiums $1,594,500
State Mandated Insurance-Unemployment & Workers Comp.$304,400
Fuel - Valley Oil Company $150,000
Dispatch Services (City of Mountain View)$150,000
Utilities - PG&E-Electrical & Propane; Cal Water $139,120
Wellington Park Investors (AO Office Lease)$97,152
Legislative Consultant (Public Policy Advocates)$58,000
Deer Hollow Farm Agreement (City of Mountain View)$50,000
Director's Fees $29,000
Janitorial Services - 3 Offices $28,280
Sonic.net - Internet Provider $24,080
Verizon, AT&T*** & TelePacific Communications $23,879
American Tower Corporation (Coyote Peak Repeater)$20,000
Antenna Site Rental - Pinnacle (Repeater Site)$20,000
WEX (Union 76 credit card)$20,000
Payroll Services (ADP)$18,000
Copier Leases and Usage - 3 Offices $17,400
Green Waste/Mission Trail Waste/Recology (Garbage services)$15,910
Tomita Radio Equipment Site Rental $15,000
The Ferguson Group $10,000
Office Alarm Services (ADT/Protection One/Tyco Integrate)$9,050
Amerigas $4,800
Landscaping Services (330 Distel Circle)$4,800
Pitney Bowes Postage Machine Lease $1,860
Bank Fees $1,240
FedEx/UPS (Courier services)$1,000
Data Safe (Shredding services)$500
TOTAL:$23,406,884
ANNUAL CLAIMS
***Annual Recusal Statement: Director Hanko is voluntarily recusing herself from voting on all
claims for AT&T and Verizon.
BOARD COMMITTEE REVIEW
This item does require Board Committee review.
FISCAL IMPACT
This item will have no financial impact as the listed Annual Claims have been included in the
R-14-61 Page 3
proposed FY2014-15 Budget, which is scheduled to be approved by the Board of Directors at
this same Regular Meeting of March 26, 2014 (R-14-60). Approval of the proposed Annual
Claims would authorize the accounting office to pay salaries and benefits, debt service, and
recurring services in a timely and efficient manner. This item would minimize the occurrence of
late fees, finance charges or urgent check requests.
PUBLIC NOTICE
Public notice was provided as required by the Brown Act. No additional notice is required.
CEQA COMPLIANCE
Approval of the Annual Claims is not considered a project under the California Environmental
Quality Act (CEQA) and no environmental review is required.
NEXT STEPS
If approved by the Board, staff would prepare open purchase orders for the listed vendors and
pay bills as they are received.
Attachments:
1. Current Debt Service Annual Claims FY2014-15
2. Detailed List of Debt Service Obligations FY2014-15
Responsible Manager:
Kate Drayson, Administrative Services Manager
Prepared by:
Kate Drayson, Administrative Services Manager
Andrew Taylor, Accountant
PRINCIPAL INTEREST
NOTEHOLDER-LAND
Daloia 20,096.02 4,752.94
Hunt 0.00 75,000.00
Bergman 0.00 34,000.00
Subtotal-Notes 20,096.02 113,752.94
BONDS PAYABLE
2004 Revenue Bonds 695,000.00 1,343,905.00
2005 Refunding 1,210,000.00 30,250.00
2007 Bonds - Series A 730,000.00 2,491,250.00
2011 Bonds 70,000.00 1,081,475.00
2012 Refunding 420,000.00 687,950.00
Subtotal-Notes 3,125,000.00 5,634,830.00
TOTALS - NOTEHOLDERS & BONDS 3,145,096.02 5,748,582.94
TOTAL DEBT SERVICE 8,893,678.96
ATTACHMENT 1
ANNUAL CLAIMS
DEBT SERVICE
FISCAL YEAR 2014-2015
Close of Remaining Principal Final FY 2014/2015 - Debt Service Payments
Payable to Escrow Original Note Rate %Term At March 31, 2014 Payment Due Total Principal Interest
Daloia 10/11/2002 240,000.00 6.25%15 Years 82,239.57 10/10/2017 24,848.96 20,096.02 4,752.94
Hunt 04/15/2003 1,500,000.00 5.50%10 years 1,500,000.00 04/01/2023 75,000.00 0.00 75,000.00
Bergman 10/27/2010 850,000.00 4.00%5 Years 850,000.00 11/30/2015 34,000.00 0.00 34,000.00
2,590,000.00 2,432,239.57 133,848.96 20,096.02 113,752.94
2004 Bonds 01/30/2004 31,900,009.95 2%-5%30 years 30,491,585.00 *04/01/2033 2,038,905.00 695,000.00 1,343,905.00
2005 Refunding Notes 07/28/2005 4,630,000.00 4%-5%10 years 1,210,000.00 09/01/2015 1,240,250.00 1,210,000.00 30,250.00
2007 Bonds Series A 12/15/2006 52,415,000.00 4%-5%20 years 50,665,000.00 09/01/2027 3,221,250.00 730,000.00 2,491,250.00
2011 Bonds 05/05/2011 20,500,000.00 2% to 6%30 years 20,455,000.00 09/01/2041 1,151,475.00 70,000.00 1,081,475.00
2012 Refunding Notes 02/02/2012 31,264,707.20 2% to 6%30 years 32,763,702.15 *09/01/2041 1,107,950.00 420,000.00 687,950.00
140,709,717.15 135,585,287.15 8,759,830.00 3,125,000.00 5,634,830.00
143,299,717.15 138,017,526.72 8,893,678.96 3,145,096.02 5,748,582.94
* Includes Accretions
DEBT SERVICE
FISCAL YEAR 2014-2015
ATTACHMENT 2
R-14-48
Meeting 14-09
March 26, 2014
AGENDA ITEM 6
AGENDA ITEM
Agreement to Manage Slender False Brome on Private Properties near District Preserves
GENERAL MANAGER’S RECOMMENDATION
Authorize the General Manager to:
1. Approve a cooperative agreement with the San Mateo County Resource Conservation
District for a total of $100,350 in Fiscal Year 2014-15 to treat slender false brome on private
properties near District preserves.
2. Exercise the option to extend the agreement for a second and third year if the program is
successful for a total not-to-exceed amount of $311,866 over the three-year term.
SUMMARY
The Midpeninsula Regional Open Space District (District) has a program to manage slender false
brome (SFB) in San Mateo County to protect native redwood forests on its preserves and
adjacent private lands. This cooperative agreement would transfer the coordination with
preserve neighbors to manage slender false brome on their property from contingent District staff
to the San Mateo County Resource Conservation District (RCD) for a three-year period.
DISCUSSION
Slender false brome (Brachypodium sylvaticum) is a non-native, invasive grass that is becoming
established in the redwood forests of San Mateo County and has the potential to alter the natural
resources and fire risk of these native forests.
On December 14, 2005 (see R-05-122), the District Board of Directors approved a ten-year plan
to eradicate SFB from Thornewood Open Space Preserve and the surrounding Woodside
neighborhoods. Progress has been made on controlling SFB on District preserves and
surrounding private properties. However, increased efforts at detection have made it obvious that
SFB is more widespread throughout San Mateo County than originally thought. In 2009, the
total net area of land infested with SFB was estimated to be 100 acres (40 acres of District land
and 60 acres of adjacent private lands). Since 2009, slender false brome has been treated on
approximately 185 acres of private property (92 property owners).
Previously, the District’s SFB Program was managed primarily by a part-time contingent
employee with the assistance of a part-time intern. At this time the District’s SFB program has
reached maximum capacity for the number of acres that can be effectively administered in one
R-14-48 Page 2
season with the current staffing allocation. The part-time contingent position is currently vacant.
Savings from this position will be applied to the RCD contract if approved by the Board.
Recently, the RCD offered to partner with the District in managing the control of SFB on private
property and they are well-qualified to assist the District in this type of work. The RCD is a
non-regulatory special district that works directly with private property owners to protect,
conserve, and restore natural resources through information, education, and technical assistance
programs. Their staff has experience surveying for invasive plants, GIS mapping, community
outreach, and funding the installation of resource protection projects on private properties. Last
year, the RCD successfully obtained and implemented a grant from the U.S. Fish and Wildlife
Service to map the recently discovered population of SFB along La Honda Creek.
This three-year cooperative agreement would fund the RCD in managing the control of SFB on
private properties in San Mateo County. In the first year, the amount of private property acres to
be treated is expected to be approximately 100 acres and to occur on the approximately 90
private properties in the Woodside area currently in the slender false brome management
program as developed by the District. Year Two and Year Three of this agreement are optional
and contingent on both parties determining the pilot year is successful. In Year Two and Year
Three, the treatment acres are expected to increase by approximately ten percent. The RCD
would be responsible for communicating with the private property owners, surveying their
properties, treating slender false brome therein, post-treatment surveys, and submitting progress
reports to the District. The District will continue to fund treatment of slender false brome on
properties near District preserves. The RCD may apply for and receive grant funds for treatment
of slender false brome at other locations in San Mateo County that are not near District
preserves.
FISCAL IMPACT
The proposed FY2014-15 budget scheduled for adoption on March 26, 2014 includes funds in
the amount of $100,350 for the first year of managing slender false brome on private properties.
Should this agreement be extended for years two and three, funding would be included as part of
the proposed annual budgets for consideration by the Board of Directors.
BOARD COMMITTEE REVIEW
No committee review required.
PUBLIC NOTICE
Public notice was provided as required by the Brown Act.
CEQA COMPLIANCE
The treatment of SFB is covered by the District’s January 2013 Slender False Brome – Amended
Integrated Pest Management Program, Subsequent Initial Study and Negative Declaration. The
RCD will follow all conditions set out by that environmental review and also any new provisions
subsequently developed under the District’s Integrated Pest Management Program which is
expected to be finalized in 2014.
R-14-48 Page 3
NEXT STEPS
Upon approval by the Board of Directors, the General Manager will be authorized to enter into a
cooperative agreement with the RCD to manage slender false brome on private properties in the
Woodside area.
Responsible Department Head:
Kirk Lenington, Natural Resource Manager
Prepared by:
Cindy Roessler, Senior Resource Management Specialist
R-14-09
Meeting 14-09
March 26, 2014
AGENDA ITEM 7
AGENDA ITEM
Special District Leadership Foundation’s District Transparency Certificate of Excellence
GENERAL MANAGER’S RECOMMENDATION
Direct staff to include application to Special District Leadership Foundation’s District
Transparency Certificate of Excellence Program and completion of associated requirements in
the District’s FY2014-15 District-wide Action Plan.
SUMMARY
At its retreat on October 18, 2013, the Board received an update on staff’s efforts in applying for
the Special District Leadership Foundation’s District Transparency Certificate of Excellence and
requested staff return at a future Board meeting to provide information on specific actions to be
taken to complete the application.
DISCUSSION
The Special District Leadership Foundation (SDLF) created the District Transparency Certificate
of Excellence Program (Transparency Certificate) in an effort to promote transparency in
operations and governance of special districts to the public/constituents and provide special
districts with an opportunity to showcase their efforts in transparency. The program is made
available to districts that apply and meet the specified requirements, which include general,
website, and outreach best practices.
The Board of Directors has requested information regarding the application requirements and the
associated staff resources required to complete those requirements. Staff has examined the
required criteria and application process to apply for the Transparency Certificate. The process
will require submission of a variety of documents and policies, Board and staff training, and
completion of the application. Staff has collected the District’s current policies and other
documents necessary to start the application process. Some requirements, such as updating the
District’s financial reserve policy and creating a comprehensive reimbursement policy will need
to be finalized and approved by the Board and/or General Manager as well as updating the
District’s website prior to completing the Transparency Certificate application.
If the Board decides to pursue the application for the Transparency Certificate and receives the
award, the District will receive: a certificate for display, recognition on the SLDF website, a
letter to legislators within the District’s boundaries announcing the achievement, and recognition
in the California Special District magazine and the CSDA eNews.
R-14-09 Page 2
Staff evaluated the program and believes efforts to enhance transparency are important, and
opportunities to demonstrate best practices are being met by the District in this area are
important to furthering customer confidence. Staff therefore would like to participate in this
program with the intent to review current practices and to achieve the certification.
FISCAL IMPACT
There is no fiscal impact associated with application for the Transparency Certificate; however,
staff time will be required to be draft the required policies and update the website to include
compulsory information.
BOARD COMMITTEE REVIEW
Board Committee review is not required for this item.
PUBLIC NOTICE
Public notice was provided as required by the Brown Act.
CEQA COMPLIANCE
This item is not subject to the California Environmental Quality Act (CEQA).
NEXT STEPS
Upon Board approval, staff will include pursuit of the Special District Leadership Foundation’s
District Transparency Certificate of Excellence in the District-wide Action Plan for FY2014-15.
Attachments
1. District Transparency Certificate of Excellence brochure
2. District Transparency Certificate of Excellence checklist
Responsible Department Head:
Steve Abbors, General Manager
Prepared by:
Jennifer Woodworth, District Clerk
Which Program
applies to you?
SPECIAL DISTRICr
LEADERSHIP FOUNDATION
What Is SDLF •••
.-.. ,:
The Special District Leadership Foundation (SDLF)
is an independent, non-profit organization form(.-d to
promote good governance and best prn.ct:ic.es among
California's special districts through certification,
acc.reditation '!no other recognition programs. The
SDLF and its activities are supported through the
California Spe�i� Distrkts Association and
Special District Risk Management Authority.
turrent SDU Programs
- Special Distl'ilt Administrator Certification
-District of Distinction Accreditation
-Recognition in Special District Governance
-DistrictTransparency Certifkate of Excellence
~
trIas
lis.itt
T.rauspurel£Y
[ertili£"lte oJ
bte.lle.D£e
SPECIAL DISTRlcr
LEADERSHIP FOUNDATION
Attachment 1
SHOWCASE YOUR DL,)TRICT'S COMMITMENT TO -mANSPARENCY
This program was created by the Special District
Leadership Foundation (SDLF) in an effort to
promote transparency in the operations and
governance of specials districts to the public and
to provide special districts with an opportunjty ....
to showcase their efforts in transparency. There
are no fees for this certificate and districts 'will
be recognized for two full years.
Wily sllould your districl earn tHe DistrICt Transparency
(ertilitate oj Excellence?
1. The certificate covers all gencral, website, and out.reach
best prilctices and rcquir�mcnts regarding transparency for
special districts.
2. Eanring t.�e certificate is a tangible acknowledgement of
your transparencY effort�.
3. "Demonstrate. to �our constituents and other stah�h()ldcrs
)'our digu'ict's (;o�lmiunent to being open and a\.ccs.�jble
to them.
4. Earning the certificate demonst.rates a commitment to
engaging the public and creating greater 'J\\'3.renc:ss of your
district's acthities.
Three main sublett areas
BASIC TRANSPARENCY REQUIREMENTS
Some rC<luirr..mr..nts include.: Proof of current ethic.s training for
all board members, timely filing of State Controner's Special
Districts Financial Tran�aClions and Compensation Report.
\YEBSITE REQUlREMENTS
Some requirements include: display of names of board
members and their terms of office, board meeting �chccll1k!;,
thc distrkt's mission statr�mt�nt,
OUTREACH REQUIREME)'..'TS
Some requirements include: an example of a re gular district
newsletter or communication, an example or a communit)!
notification through press release to local med.ia outlet
announcing upcmTling l:l.Ullg deadilne for election and process
for seeking a position on the distTict board.
These are only a sampling of all the
rtq\ljT('.mcnt� nt�eded to complete I.�
the transparency certificate. VlhiJe ,� it takes time to compile these
,., re<]uircmcnt�, being able to shine a fJ
light on alJ of the efforts your district has taken
to be transparent is iny;:iluahle to the public.
Wllat tlte district retelVes
• Certificate for display (C01"i!l'ing 2 yelUs)
• W.indo\\' cling to �ho\\'ca�c your achievement
• Press release. template
• Re.cognition on the SDLF website
• Letter to legislators within the district's boundalies
announring the achievement
• Recognition in Cnf:pmlio Special Disfricr. tn<lga7,inc
and the CSDA e-News
QuestlOus
Please C'Ontact the SDLF office at 916.23"1.2939.
Bow do J prOceed?
To get the fun snhmi.�!.'i()n criteria and to dmmloarl
an application, visit w,,,,y,sdlforg.
Step 1: Complete the reqllirc1TIcnt. check1i5t
Step 2: Send checklist and all supporting materials
or contact Ule SDLF staff on how to submit all
materials electTOnicillly:
SDLF
1112 1 Street, Suite 200
Sacramento, CA 95814
Step 3:. Apl)l'oval process review petformed by
SDLF staff
Step 4; RcC'ic:ve your certificate and recognition
Attachment 1
BASIC REQUIREMENTS
Current Ethics Training for all Board Members
(Government Code Section 53235)
Provide copies of training certificates along with date
completed
Compliance with the Ralph M. Brown Act(Government Code Section 54950 et. al )
Provide copy of current policy related to Brown Act
compliance
Provide copy of a current meeting agenda (including
opportunity for public comment)
Adoption of policy related to handling Public
Records Act requests
Provide copy of current policy
Adoption of Reimbursement Policy, if district provides
any reimbursement of actual and necessary expenses (Government Code Section 53232.2 (b))
Provide copy of current policy
Annual disclosure of board member or employee
reimbursements for individual charges over $100 for
services or products. This information is to be made
available for public inspection. “Individual charge”
includes, but is not limited to: one meal, lodging for one
day, or transportation. (Government Code Section 53065.5)
Provide copy of the most recent document and how it is
accessible
Timely filing of State Controller’s Special Districts
Financial Transactions Report - includes compensation
disclosure. (Government Code Section 53891)
Provide copy of most recent filing
SDLF staff will verify that district is not listed on the
State Controller’s ‘non-compliance list’
Conduct Annual Audits
(Government Code Section 26909 and 12410.6)
Provide copy of most recent audit and management letter and
a description of how/where documents were made available
to the public
Other Policies – have current policies addressing the
following areas (provide copies of each):
Conflict of Interest
Code of Ethics/Values/Norms or Board Conduct
Financial Reserves Policy
WEBSITE REQUIREMENTS
Maintain a district website with the following items
(provide website link; all are required)
Names of Board Members and their terms of office
Name of general manager and key staff along with contact
information
Election procedure and deadlines
Board meeting schedule (Regular meeting agendas must be posted
72 hours in advance pursuant to Government Code Section 54954.2 (a)
(1) and Government Code Section 54956 (a))
District’s mission statement
Description of district’s services/functions and service area
Authorizing statute/enabling act (Principle Act or Special Act)
Current district budget
Most recent financial audit
Archive of Board meeting minutes for at least the last 6 months
List of compensation of Board Members and staff and/or link to
State Controller’s webpage with the data
Website also must include at least 4 of the following items:
Post Board Member ethics training certificates
Picture, biography and email address of board members
Last 3 years of audits
Reimbursement and Compensation Policy
Financial Reserves Policy
Online/downloadable Public Records Act request form
Audio or video recordings of board meetings
Map of district boundaries/service area
Link to California Special Districts Association mapping program
Most recent Municipal Service Review (MSR) and Sphere of Influence
(SOI) studies (full document or link to document on another site)
on all of your district’s efforts
shinea light
District Transparency Certificate
of Excellence checklist
Continued on reverse
Showcase your district’s commitment to transparency
Questions about SDLF or the transparency program? Call us for more information at 916.231.2939
Attachment 2
OUTREACH/BEST PRACTICES REQUIREMENTS
Must complete at least 2 of the following items:
Regular district newsletter or communication (printed
and/or electronic) that keeps the public, constituents and
elected officials up-to-date on district activities (at least
twice annually)
Provide copy of most recent communication and short
description on the frequency of the communication, how it’s
distributed and to whom
Community notification through press release to local
media outlet announcing upcoming filing deadline for
election and process for seeking a position on the district
board, prior to that election (or prior to the most recent
deadline for consideration of new appointments for those
districts with board members appointed to fixed-terms)
Provide copy of the press release (and the printed article if
available)
Complete salary comparison/benchmarking for district
staff positions using a reputable salary survey (at least
every 5 years)
Provide brief description of the survey and process used as
well as the general results
Special Community Engagement Project
Designed and completed a special project promoting community
engagement with the district (potential projects may be broad in
nature or focus on specific issues such as rate-setting, recycled
water, identifying community needs, etc.)
Submit an overview of the community engagement project,
reviewing the process undertaken and results achieved
Hold annual informational public budget hearings that
engage the public (outreach, workshops, etc.) prior to
adopting the budget
Provide copy of most recent public budget hearing notice and
agenda
Community Transparency Review
The district would be required to obtain a completed
overview checklist from at least 2 of the following
individuals* (the district may choose to conduct the overview with
these individuals simultaneously or separately):
Chair of the County Civil Grand Jury
Editor of a reputable local print newspaper (only one may count
toward requirement)
LAFCo Executive Officer
County Auditor-Controller
Local Legislator (only one may count toward requirement)
Executive Director or President of local Chamber of Commerce
General Manager of a peer agency (special district, city or county)
* Provide proof of completion signed by individuals completing
Community Transparency Review
SDLF is supported by
The Special District Leadership Foundation (SDLF) is an independent, non-profit organization formed to promote
good governance and best practices among California’s special districts through certification, accreditation and other
recognition programs. SDLF is supported through the California Special Districts Association and Special District
Risk Management Authority.
checklist continued
How do I proceed?
Step 1: Complete the requirement checklist
Step 2: Send checklist and all supporting materials
or contact the SDLF staff on how to submit all
materials electronically:
SDLF
1112 I Street, Suite 200
Sacramento, CA 95814
Step 3: Approval process review performed by
SDLF staff
Step 4: Recieve your certificate and recognition
Attachment 2
R-14-65
Meeting 14-09
March 26, 2014
AGENDA ITEM 8
AGENDA ITEM
Assignments to Santa Clara Valley Water District’s Water Commission
GENERAL MANAGER’S RECOMMENDATION
Assign one Director as the Midpeninsula Regional Open Space District Representative and
assign one Director as an alternate to Santa Clara Valley Water District’s Water Commission.
SUMMARY AND DISCUSSION
In February 2013, the Santa Clara Valley Water District (SCVWD) Board of Directors created
an Advisory Committee Ad Hoc Committee (Ad Hoc Committee) to review and make
recommendations regarding the current Board Advisory Committees’ structures, functions and
purposes. The Ad Hoc Committee’s recommendations were accepted by the SCVWD Board on
January 14, 2014.
One of the recommendations of the Ad Hoc Committee was to consolidate the current five Flood
Protection and Watershed Advisory Committees into a Water Commission; expand the
Commission scope to include water supply, flood protection, and environmental stewardship;
and expand the membership of the Commission to include one representative and one alternate
from both the Santa Clara County Open Space Authority and the Midpeninsula Regional Open
Space District.
An email request was received from the SCVWD for an appointment of one representative and
one alternate from the Open Space Authority to serve on the SCVWD Board’s 2014-2015 Water
Commission with membership expiring December 31, 2015. The assigned representative is
expected to commit to regularly attending Commission meetings to participate in discussions,
vote on action items, and take important information back to their jurisdictions. When a
representative is not available to attend a meeting, the assigned alternate is expected to attend on
their behalf. The Commission meets quarterly on the fourth Wednesday of the month from
12:00-2:00 p.m. The next meeting is scheduled for April 9, 2014, at the Santa Clara Valley
Water District.
FISCAL IMPACT
There is no fiscal impact resulting from this Board action. The assignments to the Santa Clara
Valley Water District’s Water Commission are non-compensable.
R-14-65 Page 2
BOARD COMMITTEE REVIEW
Board Committee Review is not required for this item.
PUBLIC NOTICE
Public notice was provided as required by the Brown Act.
CEQA COMPLIANCE
This item is not subject to the California Environmental Quality Act (CEQA).
NEXT STEPS
One Director will serve as the District’s representative and one Director will serve as an alternate
on the Santa Clara Valley Water District’s Water Commission.
Responsible Department Head:
Steve Abbors, General Manager
Prepared by:
Jennifer Woodworth, District Clerk