PHELAN PIÑON HILLS COMMUNITY SERVICES DISTRICT

Transcription

1 Phelan Piñon Hills Community Services District 4176 Warbler Road P. O. Box Phelan, CA (760) Fax (760) PHELAN PIÑON HILLS COMMUNITY SERVICES DISTRICT SPECIAL BOARD MEETING AGENDA February 8, 2012 Phelan Community Center 4128 Warbler Road, Phelan, CA SPECIAL BOARD MEETING 5:00 P.M. Call to Order Pledge of Allegiance Roll Call Public Comment Under this item, any member of the public wishing to directly address the Board on any item of interest that is within the subject matter jurisdiction of the Board, but not listed on the agenda, may do so at this time. However, the Board is prohibited by law from taking any action on any item not appearing on the agenda unless the action is otherwise authorized by the Brown Act. Any member of the public wishing to directly address the Board on any item listed on the agenda may do so when the item is being considered by the Board. If you wish to address the Board, please complete a Comment Card and present it to the Board Secretary. Speakers are requested to be brief in their remarks. The Chair may limit each speaker to a comment period of five (5) minutes. 1. Discussion Items a) Salary and Benefit Related Policies and Procedures b) Revenue Policies 2. Items for Next Workshop Agenda 3. Set Next Workshop Adjourn Pursuant to Government Code Section (a), any request for a disability-related modification or accommodation, including auxiliary aids or services, that is sought in order to participate in the above-agendized public meeting should be directed to the District s General Manager at (760) at least 24 hours prior to said meeting. Office (760) Phelan Piñon Hills P.O. Box , Phelan, CA Fax (760) Community Services District PPHCSD.org

2 Salary and Benefit Related Policies and Procedures 1. Salary Ranges and Classifications a. How the Salary Range is used and how it impacts existing staff and the ability to recruit staff b. How PPHCSD Salary Ranges compare to other agencies c. What is the impact if we don t maintain competitive salary ranges i. On current staff ii. On our ability to recruit experienced staff 2. Policy on C.O.L.A. a. Pros and cons of automatic C.O.L.A. adjustments to employee salaries b. Pros and cons of not considering C.O.L.A. in salary ranges c. Pros and cons of not considering C.O.L.A. when providing a budget allowance for salary increases 3. Employee Benefits: a. Retirement New Tier b. Medical, Dental, Vision Benefits Paid by the District c. What is the impact if we don t offer competitive benefits i. On current staff ii. On our ability to recruit experienced staff 4. Budget allowance for Salary increases a. How the budget allowance is used and how it impacts management s capacity to manage staff 5. Recommendation for Budget allowance of potential Salary Increases. a. C.O.L.A. to automatically impact employees? b. CPI to be used as a factor of the allowance for potential increase c. Merit allowance d. Combination of CPI and Merit allowance to equal % for potential increase

3 3.7 SALARY RANGES - The District has established pay ranges for the various job classifications of employees. In doing this, several factors were considered, including: the prevailing rates for similar positions in other water districts; the level of responsibility, technical qualifications, and the relative degree of interaction/decision making. Salary ranges are guidelines for budgetary purposes only and may not be adhered to strictly. Employees will be placed in their salary ranges according to their education, experience, and performance. In some cases, employees may be paid at a rate below the listed salary range for their job classification COST OF LIVING ADJUSTMENT (COLA) - It is the intent of the District to keep salary ranges at pace with inflation. The Consumer Price Index (CPI) for all urban consumers within California is used as a guideline. The January to December time frame for the prior year establishes the Cost of Living (COLA) rate each year. Salary ranges are adjusted accordingly, effective July 1st, and reflect the updated minimum and maximum salary for each position within the District. This adjustment provides a greater range within which the General Manager and Department Managers/Supervisors have authority, with approval of the General Manager, to increase individual salaries based on merit Salary increases are only the result of merit increases or promotion. Merit is based on employees performance evaluations. The allowable percentage for increases will be approved during the budget process. 3.8 RECLASSIFICATIONS - The General Manager is responsible for maintaining classifications of District job descriptions that reflect the wage and salary conditions found in other special districts or related industries. Wage and salary surveys are accomplished on an as needed basis. The surveys are based on comparable duties and responsibilities on District positions. When surveys or other data show that a position s classification requires changing, the Department Manager/Supervisor will be asked to review the duties and responsibilities of the job description. When the accuracy is verified, the job reclassification then will be submitted to the General Manager for approval. Since reclassification of a job will not automatically increase an employee s rate of pay, salary increases may be made during the scheduled evaluation cycles based on the employee s performance. In the event that a position classification has to be downgraded, the General Manager will determine if the individual s pay rate will be reduced. If the pay rate is not reduced, the pay rate will remain frozen until the range allows for additional increases. 3.9 CLASSIFICATION & SALARY RANGE APPROVAL - During the preparation of the District s Annual Budget, the General Manager will incorporate the salary ranges and classification of each job description into the labor budget. Final review and approval will be obtained concurrently with the adoption of the budget by the Board of Directors. Page A-2

4 Phelan Piñon Hills Community Services District JOB CLASSIFICATIONS 2011/2012 Budget Salary Range Salary Range Step Ranges - Hourly Step Ranges - Monthly JOB TITLE Level MINIMUM MAXIMUM MINIMUM MAXIMUM MEAN ADMINISTRATIVE TECH I , , , ADMINISTRATIVE TECH II , , , ADMINISTRATIVE TECH III , , , PARKS MAINTENANCE I , , , PARKS MAINTENANCE II , , , PARKS OPERATIONS SUPVSR , , , CUST. SERVICE/METER TECH I , , , CUST. SERVICE/METER TECH II , , , CUST. SERVICE/MTR SUPVSR , , , WATER SYSTEM OPERATOR I , , , WATER SYSTEM OPERATOR II , , , WATER OPERATIONS SUPVSR , , , BOARD SECTY/HR/RISK MGMT , , , ENGINEERING TECH/INSPECTOR , , , OPERATIONS MANAGER , , , PROJECT COORDINATOR , , , ADMIN. SVCS MGR/TREASURER , , , GENERAL MANAGER CONTRACT Page A-3

5 Phelan Piñon Hills Community Services District 2011/2012 SALARY RANGES - Includes 1.3% COLA Step: Level , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , Page A-4

6 CPI vs Actual & Budget 4.0% 3.5% 3.0% 2.5% 2.0% 1.5% 1.0% 0.5% 0.0% -0.5% -1.0% 2009/ / /2012 Change in CPI 3.5% 1.9% 1.3% Budget Allowance 3.0% 0.0% 1.0% Page A-5

7 Hourly Rate of Pay Level 75 Classification / / / /2012 Change in CPI to Salary Range Budget Allowance Page A-6

8 Cnty of SB City City Twentynine Palms Valley Three Valleys Rubidoux Rosamond Helendale PPHCSD PPHCSD Special Districts of Victorville of Hesperia WD CWD MWD CSD CSD CSD Mid Salary Actual Averaged SB County SB County SB County SB County LA County LA County Riverside County Kern County SB County 2010 AVERAGE Range Salaries - 11 CUSTOMERS/CONNECTIONS 8,484 33,522 26,518 7,600 12,000 11,000 6,000 5,000 2,800 6,800 OPERATIONS BUDGET 12.5M 26.6M 20.6 M 3.4 M 5.5 M 10.5 M 8.3 M 6.3 M 2.5 M 5M EMPLOYEES BENEFITS: MEDICAL Y Y Y Y Y Y Y Y Y Y DENTAL Y Y Y Y Y Y Y Y Y Y VISION Y Y Y Y Y Y Y Y Y Y If so, how much does District Contribute $626 $ % % SALARY SURVEY BASED ON STATE OF CALIFORNIA'S WEBSITE (LOCAL AGENCIES AND AGENCIES OF SIMILAR SIZE IN LOS ANGELES, SAN BERNARDINO, RIVERSIDE AND KERN COUNTIES) 100% of Dental & Vision 90% of Medical $1475** % $750 $800 LIFE Y Y Y Y Y Y Y Y Y Y RETIREMENT* Y Y Y Y Y Y Y Y Y Y BENEFITS FOR RETIREES Y-Medical Trust for EE's of 10yrs or more. Y - Medical Only Y - Medical Y - Medical Only Y - Medical, Dental, Vision Y - Medical Only N N N N If so, how much does District Contribute All but a portion of the retirees unused sick time. **** (see below) $112 90% for EE/75% for Spouse*** % $355 N/A N/A N/A N/A DEFERRED COM N Y Y Y Y Y Y Y Y N Does District Contribute N N Y* N N Y N N N N CALPERS SBCERA 2.5%@55 2.7%@55 EMPLOYER 0.00% % % + 3% of EE Port % 2.5%@55 3%@60 2.7%@55 2%@55 3%@60 2%@55 2.7%@ % + 8% of EE Port 10.06% 16.03% + 8% EE Port 14.00% 14.34% + 2.5% towards EE port % + 8% EE 100% EMPLOYEE Dep on Age of Entry 0.00% 5.00% 0.00% 0.00% 7.00% 0.00% 8.00% 5.50% 0.00% SALARY % INCREASE 0.00% 0.00% 2.00% 2.28% 1.00% 0.00% 1.80% 0.00% 0.00% 1.30% COLA 0.00% Y N N Y N N N N N ANNUAL DAYS: HOLIDAYS SICK DAYS VACATION DAYS: 1 YR YRS 15 after 8320 svc. Hrs YRS 20 after svc Hrs YRS 20 after svc Hrs YRS 20 after svc Hrs MAX CARRIED OVER ***** unlimited % OVER (UNDER) % OVER (UNDER) SALARIES: MONTHLY AVERAGE MID AVERAGE MID ADMIN TECH I 2,736 2,949 3,316 2,660 3,751 3,358 2,955 3,218 3,810 3,295 3, % 2, % ADMIN TECH II 3,399 3,778 3,656 2,819 4,557 3,942 3,385 4,527 N/A 3,814 3, % 3, % CUST SVC/METER SVC TECH I 3,112 2,878 3,316 2,660 3,751 5,273 3,388 4,156 N/A 3,757 3, % 3, % CUST SVC/METER SVC TECH II 3,269 3,099 3,936 3,143 4,557 5,343 4,208 4,790 N/A 4,330 4, % 3, % WTR OPER I 3,435 3,099 3,656 2,660 3,751 5,273 3,644 4,156 3,889 3,861 3, % 3, % WTR OPER II 3,509 3,778 4,031 3,143 4,557 5,343 4,209 4,790 4,636 4,387 4, % 3, % OPERATIONS SUPER 3,889 4,958 5,224 3,721 5,275 5,895 4,687 5,461 N/A 5,044 4, % 4, % PROJECT COORD 5,124 N/A 5,760 N/A N/A 7,288 7,405 N/A N/A 6,818 6, % 5, % CUST SVC SUPER 3,889 4,958 5,224 3,721 5,025 5,895 4,687 5,431 N/A 4,997 4, % 4, % BD SEC/HR ANALYST/RISK 3,203 4,069 4,976 4,032 4,784 4,888 4,346 5,652 N/A 4,780 4, % 5, % OPER. MGR 5,797 6,508 5,760 8,310 7,953 7,182 9,253 6,658 6,340 7,351 6, % 6, % ADM. SER. MGR 6,399 7,736 8,512 N/A 7,953 10,272 10,873 7,897 8,158 8,944 8, % 8, % GENERAL MGR 10,285 10,151 11,408 10,739 10,834 17,917 20,983 12,608 10,416 13,558 10, % 10, % Page A-7

9 * 2% FOR Professional/Supervisory and Management Poistions ** Increased to $1575 mo January 1, 2012 *** 90% of Medical provided the employee retired from CalPERS after 55 and had 10 years of service with the District. 75% of Spouce if the spouse was enrolled in the Districts Medical as a dependant for a minimum of 24 months. **** Retirement Medical Coverage - The City shall be responsible for retirees' (beginning with eight years of service) medical insurance premium as follows: (Based on the Health Net HMO medical plan, single-party rate): Years of Service Aug City Paid 100% 75% 50% 25% Retirees may continue dental and vision insurance coverage at their own expense. Retirees must have been previously enrolled, for the prior fiscal year, in the City s medical insurance at time of retirement to be eligible to continue the coverage after retirement. Effective February 11, 2000, a qualified retired employee may opt for a one-time pay-off in lieu of monthly medical retirement benefits. This shall be paid on a pro-rated basis, contingent upon years of service described above. Years of Service Aug City Paid 100% 75% 50% 25% Pay-off Amount $14, $11, $8, $5, These amounts may change annually, based on the CPI applied to the City employees wages. *****County Max Vacation: 160 hrs for 1,040-8,320 hrs. of service, 240 for hrs of service and 320 over 18,720 hrs of service Page A-8

10 4.2 GROUP HEALTH INSURANCE - The District offers Medical, Dental, Life and Vision group insurance for all regular employees working thirty (30) or more hours per week, and their dependents. It is mandatory that each employee be covered with health insurance either under the Districts insurance or by showing proof of Insurance elsewhere. Dental and Vision Insurance are mandatory with the Districts insurance. If an employee chooses to cover his or her family with the plans available and the premium(s) exceed those determined by the Board of Directors as approved in the annual budget, the employee will be responsible for payment to the District which will be deducted directly from his or her payroll (one half will be deducted twice monthly). Coverage begins on the first day of the month following the end of the sixtieth (60th) day of employment. Details of all plans available are explained in pamphlets which each employee is encouraged to review before his or her decision is made. It is mandatory that each employee notify Human Resources whenever there are any additions or deletions occur in his or her dependent status. Page A-9

11 PPHCSD Board Meeting Minutes October 8, 2008 Page 3 of Approval Of Employee Medical, Holiday, Vacation & Sick Time Benefit Package. Mr. Bartz briefed the Board on the handout that was provided to the Board. Vice President Johnson asked if the Board members would be included in the Health Benefits. Mr. Kennedy stated the District can choose to provide the benefits to the Board members. The Benefits Committee recommendation is for the CSD to pay $ towards the employees benefits. The employee could choose a higher plan and pay the difference. If the employee chooses a lesser plan, the employee will not receive the difference. Director Morrissette noted the cost comparisons given to the Board are last year s numbers. Mr. Bartz stated the Board would review this item yearly with the Annual Budget. Director Anderson asked if this would cause an adjustment to the Budget. Mr. Bartz stated this is included in the Budget. He also noted there will be less employees covered by the CSD then what the County was charging the District for. Vice President Johnson stated this is comparable to what other Districts are paying. A public attendee noted that sick time usually isn t used if employees are happy. Director Morrissette stated the Benefits Committee is working on the Employee manual and stated these items are covered extensively in the manual. President Roberts asked if the sick days will roll over. Mr. Bartz stated they will. Reg Adams, a public attendee, stated he would like to have items, like the presentation, at the end of the meeting. Page A-10

12 % Inc. over Prev. Yr Cost Per Mo. % Inc. over Prev. Yr. Cost Per Mo. % Inc. over Prev. Yr. Cost Per Mo. % Inc. over Prev. Yr. Cost Per Mo. Kaiser HMO 2.50% $ 1, % $ 1, % $ 1, % $ 1, CalCare HM 9.74% $ 1, % $ 1, % $ 1, % $ 1, Classic 3.69% $ 1, % $ 1, % $ 1, % $ 1, % Inc. over Prev. Yr Cost Per Mo. % Inc. over Prev. Yr. Cost Per Mo. % Inc. over Prev. Yr. Cost Per Mo. % Inc. over Prev. Yr. Cost Per Mo. Delta Denta 13.30% $ % $ % $ % $ VSP 0.00% $ % $ % $ % $ % Inc. over Prev. Yr Cost Per Mo. % Inc. over Prev. Yr. Cost Per Mo. % Inc. over Prev. Yr. Cost Per Mo. % Inc. over Prev. Yr. Cost Per Mo. Kaiser HMO 2.50% $ 1, % $ 1, % $ 1, % $ 1, CalCare HM 9.74% $ 1, % $ 1, % $ 1, % $ 1, Classic + D 3.69% $ 1, % $ 1, % $ 1, % $ 1, The District pays $ towards the employees Medical, Dental & Vision Premiums. % Inc. over Prev. Yr. Medical Premiums Dental & Vision Premiums Total Premiums Amount out of pocket per month for an employee with a family Cost Per Mo. % Inc. over Prev. Yr. Cost Per Mo. % Inc. over Prev. Yr. Cost Per Mo. % Inc. over Prev. Yr. Cost Per Mo. Kaiser HMO 2.50% $ % $ % $ % $ CalCare HM 9.74% $ % $ % $ 1, % $ 1, Classic + D 3.69% $ % $ % $ % $ Page A-11

13 Monthly Premiums Health, Dental & Vision Premiums $1, $1, $1, $1, $1, $ $ $ Kaiser HMO + D & V $1, $1, $1, $1, CalCare HMO + D & V $1, $1, $1, $1, Amount Paid by District $ $ $ $ Page A-12

14 Monthly Amount Paid Portion of Premium Paid by Employees $1, $1, $ $ $ $ $ Kaiser HMO + D & V $ $ $ $ CalCare HMO + D & V $ $ $1, $1, Page A-13

15 Revenue Policies 1. Water Operations Budget Acceptable Profit or Loss basis i. Cash basis ii. Depreciation Impact iii. Revenues exceeding operational and non-operational costs iv. Revenues falling short of operational and non-operational costs 2. Property Tax Revenue i. What should Tax Revenue be used for? 1. Parks and Street Lighting 2. Subsidize Water Operations 3. Water Capital Improvements/Upgrades/New Facilities 3. Other Revenue Solar Project i. What shall funds be used for? 1. Parks Maintenance and Improvements 2. Subsidize Water Operations 3. Water Capital Improvements/Upgrades/New Facilities

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52 Phelan Piñon Hills Community Services District 4176 Warbler Road P. O. Box Phelan, CA (760) Fax (760) DATE: February 7, 2012 TO: FROM: SUBJECT: Board of Directors Don Bartz, General Manger Debbie Bishop, Board Secretary Salary and Benefit Related Policies and Procedures Updated information UPDATE Attached are updated Salary Survey s for the Boards Review at the February 8, 2012 Special Board Meeting. The following corrections were made to the original survey you were given (Salary Survey #1): The number of employees for the County of San Bernardino Adjustments were made to the salary information for the Project Coordinator, Administrative Services Manager and General Manager positions in order to use the most appropriate job description comparisons for those positions. The attached Salary Survey #2 is the information requested by Director Fahrlender at the last Board Meeting. He had requested that Three Valleys MWD and Rubidoux had been removed. Also attached is a corrected Job Classification sheet. The MEAN column had not calculated correctly in the original one distributed to the Board. Board of Directors Charlie Johnson, President Joe Fahrlender, Vice President Ken Anderson, Director Al Morrissette, Director Mark Roberts, Director

53 Phelan Piñon Hills Community Services District JOB CLASSIFICATIONS 2011/2012 Budget Salary Range Salary Range Step Ranges - Hourly Step Ranges - Monthly JOB TITLE Level MINIMUM MAXIMUM MINIMUM MAXIMUM MEAN ADMINISTRATIVE TECH I , , , ADMINISTRATIVE TECH II , , , ADMINISTRATIVE TECH III , , , PARKS MAINTENANCE I , , , PARKS MAINTENANCE II , , , PARKS OPERATIONS SUPVSR , , , CUST. SERVICE/METER TECH I , , , CUST. SERVICE/METER TECH II , , , CUST. SERVICE/MTR SUPVSR , , , WATER SYSTEM OPERATOR I , , , WATER SYSTEM OPERATOR II , , , WATER OPERATIONS SUPVSR , , , BOARD SECTY/HR/RISK MGMT , , , ENGINEERING TECH/INSPECTOR , , , OPERATIONS MANAGER , , , PROJECT COORDINATOR , , , ADMIN. SVCS MGR/TREASURER , , , GENERAL MANAGER CONTRACT Salary Ranges and Classifications, Job Classifications 1112, 02/06/2012, 4:45 PM Page A-3

54 Cnty of SB City City Twentynine Palms Valley Three Valleys Rubidoux Rosamond Helendale PPHCSD PPHCSD Special Districts of Victorville of Hesperia WD CWD MWD CSD CSD CSD Mid Salary Actual Averaged SB County SB County SB County SB County LA County LA County Riverside County Kern County SB County 2010 AVERAGE Range Salaries - 11 CUSTOMERS/CONNECTIONS 8,484 33,522 26,518 7,600 12,000 11,000 6,000 5,000 2,800 6,800 OPERATIONS BUDGET 12.5M 26.6M 20.6 M 3.4 M 5.5 M 10.5 M 8.3 M 6.3 M 2.5 M 5M EMPLOYEES BENEFITS: MEDICAL Y Y Y Y Y Y Y Y Y Y DENTAL Y Y Y Y Y Y Y Y Y Y VISION Y Y Y Y Y Y Y Y Y Y If so, how much does District Contribute $626 $ % % 100% of Dental & Vision 90% of Medical $1475** % $750 $800 LIFE Y Y Y Y Y Y Y Y Y Y RETIREMENT* Y Y Y Y Y Y Y Y Y Y BENEFITS FOR RETIREES SALARY SURVEY #1 BASED ON STATE OF CALIFORNIA'S WEBSITE (LOCAL AGENCIES AND AGENCIES OF SIMILAR SIZE IN LOS ANGELES, SAN BERNARDINO, RIVERSIDE AND KERN COUNTIES) Y-Medical Trust for EE's of 10yrs or more. Y - Medical Only Y - Medical Y - Medical Only Y - Medical, Dental, Vision Y - Medical Only N N N N If so, how much does District Contribute All but a portion of the retirees unused sick time. **** (see below) $112 90% for EE/75% for Spouse*** % $355 N/A N/A N/A N/A DEFERRED COM N Y Y Y Y Y Y Y Y N Does District Contribute N N Y* N N Y N N N N CALPERS SBCERA 2.5%@55 2.7%@55 EMPLOYER 0.00% % % + 3% of EE Port % 2.5%@55 3%@60 2.7%@55 2%@55 3%@60 2%@55 2.7%@ % + 8% of EE Port 10.06% 16.03% + 8% EE Port 14.00% 14.34% + 2.5% towards EE port % + 8% EE 100% EMPLOYEE Dep on Age of Entry 0.00% 5.00% 0.00% 0.00% 7.00% 0.00% 8.00% 5.50% 0.00% SALARY % INCREASE 0.00% 0.00% 2.00% 2.28% 1.00% 0.00% 1.80% 0.00% 0.00% 1.30% COLA 0.00% Y N N Y N N N N N ANNUAL DAYS: HOLIDAYS SICK DAYS VACATION DAYS: 1 YR YRS 15 after 8320 svc. Hrs YRS 20 after svc Hrs YRS 20 after svc Hrs YRS 20 after svc Hrs MAX CARRIED OVER ***** unlimited % OVER (UNDER) % OVER (UNDER) SALARIES: MONTHLY AVERAGE MID AVERAGE MID ADMIN TECH I 2,736 2,949 3,316 2,660 3,751 3,358 2,955 3,218 3,810 3,195 3, % 2, % ADMIN TECH II 3,399 3,778 3,656 2,819 4,557 3,942 3,385 4,527 N/A 3,758 3, % 3, % CUST SVC/METER SVC TECH I 3,112 2,878 3,316 2,660 3,751 5,273 3,388 4,156 N/A 3,567 3, % 3, % CUST SVC/METER SVC TECH II 3,269 3,099 3,936 3,143 4,557 5,343 4,208 4,790 N/A 4,043 4, % 3, % WTR OPER I 3,435 3,099 3,656 2,660 3,751 5,273 3,644 4,156 3,889 3,729 3, % 3, % WTR OPER II 3,509 3,778 4,031 3,143 4,557 5,343 4,209 4,790 4,636 4,222 4, % 3, % OPERATIONS SUPER 3,889 4,958 5,224 3,721 5,275 5,895 4,687 5,461 N/A 4,889 4, % 4, % PROJECT COORD 7,239 7,219 7,353 N/A N/A 7,288 7,405 5,265 N/A 6,962 6, % 5, % CUST SVC SUPER 3,889 4,958 5,224 3,721 5,025 5,895 4,687 5,431 N/A 4,854 4, % 4, % BD SEC/HR ANALYST/RISK 3,203 4,069 4,976 4,032 4,784 4,888 4,346 5,652 N/A 4,494 4, % 5, % OPER. MGR 5,797 6,508 5,760 8,310 7,953 7,182 9,253 6,658 6,340 7,085 6, % 6, % ADM. SER. MGR 9,180 7,736 8,512 N/A 7,953 10,272 10,873 7,897 8,158 8,823 8, % 8, % GENERAL MGR 10,387 10,151 11,408 10,739 10,834 17,917 20,983 12,608 10,416 12,827 10, % 10, %

55 * 2% FOR Professional/Supervisory and Management Poistions ** Increased to $1575 mo January 1, 2012 *** 90% of Medical provided the employee retired from CalPERS after 55 and had 10 years of service with the District. 75% of Spouce if the spouse was enrolled in the Districts Medical as a dependant for a minimum of 24 months. **** Retirement Medical Coverage - The City shall be responsible for retirees' (beginning with eight years of service) medical insurance premium as follows: (Based on the Health Net HMO medical plan, single-party rate): Years of Service Aug City Paid 100% 75% 50% 25% Retirees may continue dental and vision insurance coverage at their own expense. Retirees must have been previously enrolled, for the prior fiscal year, in the City s medical insurance at time of retirement to be eligible to continue the coverage after retirement. Effective February 11, 2000, a qualified retired employee may opt for a one-time pay-off in lieu of monthly medical retirement benefits. This shall be paid on a pro-rated basis, contingent upon years of service described above. Years of Service Aug City Paid 100% 75% 50% 25% Pay-off Amount $14, $11, $8, $5, These amounts may change annually, based on the CPI applied to the City employees wages. *****County Max Vacation: 160 hrs for 1,040-8,320 hrs. of service, 240 for hrs of service and 320 over 18,720 hrs of service

56 SALARY SURVEY #2 BASED ON STATE OF CALIFORNIA'S WEBSITE (LOCAL AGENCIES AND AGENCIES OF SIMILAR SIZE IN LOS ANGELES, SAN BERNARDINO, RIVERSIDE AND KERN COUNTIES) Cnty of SB City City Twentynine Palms Valley Rosamond Helendale PPHCSD PPHCSD Special Districts of Victorville of Hesperia WD CWD CSD CSD Mid Salary Actual Averaged SB County SB County SB County SB County LA County Kern County SB County 2010 AVERAGE Range Salaries CUSTOMERS/CONNECTIONS 8,484 33,522 26,518 7,600 12,000 5,000 2,800 6,800 OPERATIONS BUDGET 12.5M 26.6M 20.6 M 3.4 M 5.5 M 6.3 M 2.5 M 5M EMPLOYEES BENEFITS: MEDICAL Y Y Y Y Y Y Y Y DENTAL Y Y Y Y Y Y Y Y VISION Y Y Y Y Y Y Y Y If so, how much does District Contribute $626 $ % % % $750 $800 LIFE Y Y Y Y Y Y Y Y RETIREMENT* Y Y Y Y Y Y Y Y BENEFITS FOR RETIREES Y-Medical Trust for EE's of 10yrs or more. Y - Medical Only Y - Medical Y - Medical Only Y - Medical, Dental, Vision N N N If so, how much does District Contribute All but a portion of the retirees unused sick time. **** (see below) $112 90% for EE/75% for Spouse*** % N/A N/A N/A DEFERRED COM N Y Y Y Y Y Y N Does District Contribute N N Y* N N N N N CALPERS SBCERA 2.5%@55 2.7%@55 EMPLOYER 0.00% % % + 3% of EE Port % 2.5%@55 3%@60 2.7%@55 2%@55 2.7%@ % + 8% of EE Port 14.00% 14.34% + 2.5% towards EE port % + 8% EE 100% EMPLOYEE Dep on Age of Entry 0.00% 5.00% 0.00% 0.00% 8.00% 5.50% 0.00% SALARY % INCREASE 0.00% 0.00% 2.00% 2.28% 1.00% 0.00% 0.00% 1.30% COLA 0.00% Y N N Y N N N ANNUAL DAYS: HOLIDAYS SICK DAYS VACATION DAYS: 1 YR YRS 15 after 8320 svc. Hrs YRS 20 after svc Hrs YRS 20 after svc Hrs YRS 20 after svc Hrs MAX CARRIED OVER ***** % OVER (UNDER) % OVER (UNDER) SALARIES: MONTHLY AVERAGE MID AVERAGE MID ADMIN TECH I 2,736 2,949 3,316 2,660 3,751 3,218 3,810 3,206 3, % 2, % ADMIN TECH II 3,399 3,778 3,656 2,819 4,557 4,527 N/A 3,789 3, % 3, % CUST SVC/METER SVC TECH I 3,112 2,878 3,316 2,660 3,751 4,156 N/A 3,312 3, % 3, % CUST SVC/METER SVC TECH II 3,269 3,099 3,936 3,143 4,557 4,790 N/A 3,799 4, % 3, % WTR OPER I 3,435 3,099 3,656 2,660 3,751 4,156 3,889 3,521 3, % 3, % WTR OPER II 3,509 3,778 4,031 3,143 4,557 4,790 4,636 4,063 4, % 3, % OPERATIONS SUPER 3,889 4,958 5,224 3,721 5,275 5,461 N/A 4,755 4, % 4, % PROJECT COORD 7,239 7,219 7,353 N/A N/A 5,265 N/A 6,769 6, % 5, % CUST SVC SUPER 3,889 4,958 5,224 3,721 5,025 5,431 N/A 4,708 4, % 4, % BD SEC/HR ANALYST/RISK 3,203 4,069 4,976 4,032 4,784 5,652 N/A 4,453 4, % 5, % OPER. MGR 5,797 6,508 5,760 8,310 7,953 6,658 6,340 6,761 6, % 6, % ADM. SER. MGR 9,180 7,736 8,512 N/A 7,953 7,897 8,158 8,239 8, % 8, % GENERAL MGR 10,387 10,151 11,408 10,739 10,834 12,608 10,416 10,935 10, % 10, %

57 * 2% FOR Professional/Supervisory and Management Poistions ** Increased to $1575 mo January 1, 2012 *** 90% of Medical provided the employee retired from CalPERS after 55 and had 10 years of service with the District. 75% of Spouce if the spouse was enrolled in the Districts Medical as a dependant for a minimum of **** Retirement Medical Coverage - The City shall be responsible for retirees' (beginning with eight years of service) medical insurance premium as follows: (Based on the Health Net HMO medical plan, single-party rate): Years of Service Aug City Paid 100% 75% 50% 25% Retirees may continue dental and vision insurance coverage at their own expense. Retirees must have been previously enrolled, for the prior fiscal year, in the City s medical insurance at time of retirement to be eligible to continue the coverage after retirement. Effective February 11, 2000, a qualified retired employee may opt for a one-time pay-off in lieu of monthly medical retirement benefits. This shall be paid on a pro-rated basis, contingent upon years of service described Years of Service Aug City Paid 100% 75% 50% 25% Pay-off Amount $14, $11, $8, $5, These amounts may change annually, based on the CPI applied to the City employees wages. *****County Max Vacation: 160 hrs for 1,040-8,320 hrs. of service, 240 for hrs of service and 320 over 18,720 hrs of service