Employment Guide. Member Agencies

Full text

(1)

Employment

Guide

S

a

n

D

i

e

g

o

C

o

u

n

t

y

W

a

t

e

r

A

u

t

h

o

r

i

t

y

Member Agencies

Carlsbad MWD City of Del Mar City of Escondido

Fallbrook Public Utility District Helix Water District

City of National City** City of Oceanside Olivenhain MWD Otay Water District Padre Dam MWD

Camp Pendleton Marine Corps Base City of Poway

Rainbow MWD Ramona MWD

Rincon del Diablo MWD City of San Diego

San Dieguito Water District Santa Fe Irrigation District South Bay Irrigation District** Vallecitos Water District Valley Center MWD Vista Irrigation District Yuima MWD

A member of the San Diego County Board of Supervisors also serves as a representative to the Water Authority board of directors. ** The Sweetwater Authority is a service organization for the city of National City and the South Bay Irrigation District.

The Water Authority encourages qualified candidates to join our team.

This booklet presents an overview and is not intended to form a contract between the Water Authority and its employees or applicants. Some of the items covered are subject to changes.

4677 Overland Ave. I San Diego, CA 92123 I 858.522.6600 I job line: 858.522.6516 www.sdcwa.org

(2)

SECTION 1 Introduction . . . Page 3-4 SECTION 2 Organization . . . Page 5-6

— Organizational Values

— An Equal Opportunity Employer — Staff Organization

SECTION 3 New Hires . . . Page 7-8

— Probation

— Performance Review — Promotions

SECTION 4 The Basics . . . Page 9-10

— Work Schedules — Paydays — Holidays — Vacation — Leaves

SECTION 5 Group Benefits . . . Page 11-12

— Health, Dental, Vision, Life — Long-term Disability — Flexible Spending Account — Short-term Disability

— Occupational Injury or Illness — Retirement (PERS)

— Deferred Compensation — Social Security

SECTION 6 Additional Benefits . . . Page 13-14

— Employee Assistance Program — Tuition Reimbursement

— Employee Recognition Program — Employees’ Association

The San Diego County Water Authority’s Olivenhain Dam and Reservoir is the largest roller-compacted dam in North America. Water began flowing into the dam in late 2003. It has an emergency water storage capacity of 24,000 acre-feet.

(3)

4

W

A

T

E

R

A

U

T

H

O

R

I

T

Y

I

N

T

R

O

D

1

U

C

T

I

O

N

Search for Water

The San Diego County Water Authority's story originated more than a half-century ago, when the agency began delivering imported water from hundreds of miles away to a booming World War II-era San Diego County. In 1944, San Diego voters approved the formation of the San Diego County Water Authority as a public agency under the County Water Authority Act.

Reliability Through

Diversification

Providing a safe and reliable water supply to the people who live and work in the San Diego region is the mission of the Water Authority. The region's 3 million residents and $142 billion economy depend upon the Water Authority to fulfill this vital mission.

The best way to ensure reliability now and into the future is to avoid being overly dependent on a single source of water. Today, up to 90 percent of this region's water is imported from a single supplier.

New Imported

Water Supplies

In 2003, Southern California's Colorado River water agencies approved the Quantification Settlement Agreement, reducing California's over-dependence upon the Colorado River and the state's draw to its annual apportionment. The QSA cleared the way for the annual transfer of water from the Imperial Irrigation District to the Water Authority. Water conserved by concrete lining of the All-American and Coachella canals will provide additional water supplies to San Diego County.

Making the Most of

Local Supplies

The Water Authority’s effort to diversify local water supplies includes promoting the use of recycled water, water conser-vation, desalinating brackish (salty) groundwater through modern reverse osmosis technology and

developing ground-water storage programs. Furthermore, seawater desalination is now on the horizon as a new local water supply for San Diego County that is both drought-proof and cost-effective.

Mapping the Region's

Water Future

Through the Water Authority's Capital Improvement Program, new water supply options and facilities required to meet regional needs through 2030 are in San Diego's water future.

CIP projects will increase production of treated water, increase water storage, improve operational flexibility and expand the capacity of the aqueduct system.

These sound investments in a diversified water supply portfolio, local water resources and new water facilities will secure a safe and reliable water supply for the region well into the future.

(4)

Organizational Values

Key organizational values of importance to the Water Authority:

An Equal Opportunity

Employer

The San Diego County Water Authority maintains an equal employment oppor-tunity policy. The Water Authority pledges its continued commitment to provide equal access and fair treatment to all applicants, employees, prospective contractors and vendors.

The Water Authority provides fair and equal treatment and does not discrimi-nate against any individual or firm on the basis of race, religion, color, national origin, ancestry, physical handicaps, medical and mental condi-tions, marital status, age, gender or sexual orientation.

All personnel decisions including, but not limited to, those regarding com-pensation, employment, promotion, training, transfers and discipline are based solely on qualifications, experience and job performance of individual employees or applicants.

O

R

G

A

N

2

I

Z

A

T

I

O

N

•Customers— our highest priority

•Employees— our most valuable resource

•Communication– our key to understanding

•Teamwork— our commitment

•Excellence— our standard

•Integrity— our pledge

•Fiscal Responsibility— our duty

All employees are expected to give their full support to this policy in a manner which creates and maintains a non-discriminatory working environment in which all individuals are treated fairly. The Water Authority has excellent employer-employee relations, with a multi-year agreement with six employee groups. The technical/support, profes-sional/administrative and managerial/ supervisory groups are represented by Teamsters local 911. The three groups not represented are the executive, senior management and confidential.

Staff Organization

The Water Authority staff is directed by the General Manager, who reports to the Board of Directors.

In addition to the General Manager’s office and the General Counsel’s office, the Water Authority is organized into departments: Administrative Services, Engineering, Finance, Human Resources, Imported Water, Operations and

Maintenance, Public Affairs, Right of Way and Water Resources.

Communication

Teamwork

Excellence

Fiscal Responsibility

Integrity

Employees

Customers

(5)

Probation

Newly hired Water Authority employees in regular positions serve in a probation-ary status for six months. This creates an opportunity for them to learn about the job and allows the supervisor to thor-oughly evaluate the employees’ work.

During probation, employees will be given a three-month progress report and six-month performance appraisal. If they successfully complete the proba-tionary period, they will be designated “regular status” employees. If unsuc-cessful, employees may be subject to retention or separation from Water Authority service.

Employees who are promoted also serve a probationary period of six months. During this probationary period, they will be evaluated at the end of three and six months. Employees who do not satisfactorily complete probation may return to their prior position or to a position in the same or lower classifica-tion for which they are qualified, depending on availability.

3

Performance review

Employees are entitled to know how their supervisors view their work per-formance. To ensure that there is no misunderstanding, employees receive a formal performance review at least once a year during their anniversary month (or more often if required).

This review highlights the employees’ work performance, indicating where improvements are required. The review form becomes a permanent part of the employees’ file and is used for personnel actions ranging from salary increases to disciplinary actions. Employees are encouraged to contribute to the review process by openly discussing their performance evaluations with their supervisors.

Promotions

Vacant positions are initially publicized within the Water Authority to allow employees who believe they are quali-fied to apply. The positions are filled by the qualified candidates whose back-ground and performance most closely meet the requirements of the job.

8

W

A

T

E

R

A

U

T

H

O

R

I

T

Y

J

o

i

n

o

u

r

t

e

a

m

(6)

Work Schedules

Full-time employees are assigned to one of the following three bi-weekly work schedules which include consecutive days off:

44/36 Work Schedule— consists of eight nine-hour days and one eight-hour day in a pay period.

5/8’s Work Schedule— consists of five days, eight hours per day.

4/10’s Work schedule — consists of four days, ten hours per day.

Paydays

Employees are paid bi-weekly and may have their savings, checking or loan payments deducted from their pay-checks and automatically deposited into a participating financial institution of their choice.

Holidays

Employees enjoy 13 paid holidays each year which includes two floating holidays. Floating holidays may be used each fiscal year at the employees’ discretion.

T

h

e

4

B

a

s

i

c

s

Vacation

Regular employees accrue vacation based on length of service. The following is an example of a typical vacation schedule:

Commencement of Annual Accrual Years of Service Rate (days)

1 12 4 15 8 16 9 17 10 18 11 19 12 20 15 21 18 22 20 23 22 24 24+ 25

Leaves

Regular employees may be eligible for the following leaves of absence: sick, family care and medical emergency, bereavement, pregnancy, judicial, military and leave without pay.

(7)

Health Benefits

The Water Authority offers regular employees health, dental and vision insurance programs for themselves and their dependents.

Basic Plan– The Water Authority pays 100 percent of the basic plan.

Premium Plan– For full-time employees with eligible dependents choosing the premium plan, the Water Authority pays 50 percent of the monthly premium for costs that exceed the basic medical plan coverage.

In addition, the Water Authority provides life for the employee and dependent, accidental death and dis-memberment and long-term disability insurance at no cost to regular full-time employees.

Flexible Spending

Account

The Water Authority provides employ-ees with the opportunity to participate in a flexible spending plan. The plan allows employees to designate pre-tax dollars for certain health care and dependent care expenses, and thereby increases take-home pay.

Short-term Disability

Employees are offered an employee-paid (voluntary) short-term disability insurance program.

Occupational Injury

or Illness

The Water Authority assumes financial responsibility for treatment in cases of accidental occupational injury or illness. In addition, employees may receive compensation to replace a portion of lost wages.

G

r

o

u

p

B

e

n

e

f

i

t

s

5

Public Employees’

Retirement System

(PERS)

When joining the Water Authority, regular employees automatically become members of PERS. The Water Authority pays the employees’ 7 percent contribution to PERS.

Deferred

Compensation

The Water Authority maintains a

deferred compensation plan which offers employees the opportunity to

set aside a portion of their income on a pre-taxed basis until retirement. In addition, the Water Authority matches the contributions dollar for dollar, up to a specified limit.

Social Security

Water Authority employees are mem-bers of the Social Security system. Contributions to their Social Security account are deducted from their salary.

W

A

T

E

R

A

U

T

H

O

R

I

T

Y

12

(8)

A

d

d

i

t

i

o

n

a

6

l

B

e

n

e

f

i

t

s

Employee Assistance

Program

This program affords employees the opportunity of talking with trained pro-fessionals about their personal problems such as stress, alcohol or drug abuse, marriage and family counseling, and financial and legal concerns. This independent outside-service is available 24-hours-a-day and all information is strictly confidential. Employees and their dependents are eligible for three free assessment sessions per year.

Tuition Reimbursement

The Water Authority encourages all employees to maintain and enhance their skills and job knowledge through continuing education and training. Employees who are regular status with at least six months service may have a substantial amount of their educational expenses reimbursed by the Water Authority. These regular employees must earn a grade of C or higher and complete educational courses related to their current or future work at the Water Authority.

Employee Recognition

Program

The purpose of the Water Authority’s Employee Recognition Program is to recognize, motivate and reward the accomplishments and contributions of employees to the Water Authority. The program is designed to encourage and support efficiency, creativity in the workplace and an improved working environment to the maximum extent possible; and provide appropriate recog-nition and rewards commensurate with the successes of its employees.

Employees’ Association

The Employees’ Association organizes and plans events throughout the year to enhance the social enjoyment of Water Authority employees.

Some of the events include an annual breakfast, summer picnic, holiday party, discounted movie tickets and many other events. The association also considers each employee special and will celebrate or console with a gift or flowers for the employee in special times.

Figure

Updating...

References

Updating...