Agenda packet — Orange County Power Authority Board of Directors, April 30, 2024 (part 3 of 3)

General Market Commentary
• Median number of sick days is 10 days.
• 59% of the plans offer carryover leave with either
unlimited carryover or a limited number of days.
• 4% of the plans allow for accumulated sick days
to be cashed out at termination.
67 3%
44%
53%
Yes No
Separate Bank
Included in PTO
Not Offered
Key Take Away
OCPA is aligned with the peer group median by including Sick Leave within their PTO plan.
61%
Offer carryover of Sick
Leave
4%
Offer payout upon
termination
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
$900
A 1st Quartile Mean Median 3rd Quartile
Sick Leave
*Parental Leave is not included in the relative dollar value, rank, or index positioning as this benefit is not utilized by all employees on an annual basis.

Paid Leave
Parental Leave
• Peer Group Position
• 60% of the peers reported a separate Parental
Leave benefit.
• The remaining peers did not report data for this
benefit.
• 96% of those that provide a Parental Leave
policy provide coverage for non-birth parent.
• 100% of those that provide a Parental Leave
policy provide coverage for adoptive parent.

General Market Commentary
• 16% provide a Maternity Leave with the median
benefit being 8 weeks.
• 5% provide Paternity Leave with the median
benefit being 2 weeks.
• 49% provide a Parental Leave benefit with the
median Parental Leave benefit being 6 weeks.
• Of organizations offering Parental Leave, 79% of
organizations allow leave to be used for
Adoption, and 40% of organizations allow leave
to be used for placement of a Foster child.
68 Median Plan Design Your Plan
Design
Plan Type Parental Leave Family Leave
Number of Weeks 6 weeks 0 weeks
Percent of Pay Replaced 100% of pay 100% of pay
Key Take Away
OCPA is below the median by providing no paid parental leave, compared to the median plan which offers 6 weeks at 100% pay replacement.

Offer Parental Leave
60%
18%
Offer Maternity Leave
Offer Paternity Leave
6%
Peer Group Position
• OCPA’s below-median position is a result of
providing a plan design that is below median for
Long-Term Disability combined with requiring
the employees to pay for full coverage on Short-Term Disability, offset by offering a plan design for Life Insurance that is above the median plan
design.
• 1% of the peers do not provide an employer paid
Life Insurance plan therefore no value is
generated.
• 5% of the peers do not provide an employer paid
Short-Term Disability plan therefore no values
are generated.
• 12% of the peers do not provide an employer
paid a Long-Term Disability plan therefore no
values are generated.

General Market Commentary
• 98% provide employer paid basic life insurance.
• 78% provide employer paid Short-Term
Disability.
• 80% provide employer paid Long-Term
Disability.

Life & Disability
Key Take Away
OCPA’s below-median position is a result of providing a plan design that is below the median for Long-Term Disability combined with requiring the employees to pay for full coverage on Short-Term Disability, offset by providing an above median plan design for the Life Insurance benefit.
69 ### ### #REF! #REF! #REF! #REF!
Your Rank: 569 out of 652 Index: 62
$0
$200
$400
$600
$800
$1,000
$1,200
A 1st Quartile Mean Median 3rd Quartile
Life and Disablity
Your Rank: 7 out of 645 Index: 212
$0
$50
$100
$150
$200
$250
$300
$350
$400
$450
A 1st Quartile Mean Median 3rd Quartile
Life Insurance
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
A 1st Quartile Mean Median 3rd Quartile
Short-Term Disability
Your Rank: 429 out of 576 Index: 87
$0
$50
$100
$150
$200
$250
$300
A 1st Quartile Mean Median 3rd Quartile
Long-Term Disability
0%
Life & Disability
Life Insurance
Peer Group Position
• OCPA’s above-median position is the result of
offering a flat payout of $200,000 compared to
the median plan that provides a 1.5x pay plan
with a maximum payout of $300,000.
• Amongst broad-based employee benefits, the
multiple of pay ranges from 1x to 4x pay.
• 10% of the peers provide a flat dollar payout.
• The maximum Benefit amount ranges from
$50,000 - $2,500,000.
• 7% of the peers provide employer-paid spouse
and dependent life insurance.
• 2% of the peers require employees to pay 100%
of the plan cost; therefore, no value is generated
General Market Commentary
• The median plan design being 1.5x pay benefit.
• 15% provide a flat benefit plan.
• 85% provide a percent of pay Life Insurance
plan.
• 86% provide a Basic AD&D benefit equal to the
Basic Life Insurance benefit.
• 9% provide employer paid spouse/dependent
Life Insurance.

Key Take Away
OCPA is above the median plan design as a
result of providing a flat payout of $200,000
compared to the median plan that provides a 1.5x
pay with a maximum of $300,000.
98%
Offer employer-paid
Basic Life Insurance
7%
Offer employer-paid
Spouse/Dependent
Life Insurance
Median Plan
Design
Your Plan
Design
Multiple of Pay 1.5x pay Flat $200,000
pay out
Maximum Coverage Amount $300,000 $200,000
Salary Definition Base Pay Base Pay
70 Your Rank: 7 out of 645 Index: 212
$0
$50
$100
$150
$200
$250
$300
$350
$400
$450
A 1st Quartile Mean Median 3rd Quartile
Life Insurance
82%
75% 82%
Life & Disability
Short-Term Disability
Peer Group Position
• Short-Term Disability benefit values are based
on amounts payable in the first 6 months of
disability; Sick Leave carryover and LTD
commencing before 6 months of disability are
included in Short-Term Disability.
• OCPA‘s requires the employees to pay for the
Short-Term disability benefit thus resulting in a
$0 value.
• 5% of the peers require employees to pay 100%
of the plan cost; therefore, no value is generated
General Market Commentary
• 78% provide employer-paid coverage
• Typical plan covers 60% of base pay up to 26
weeks with an unlimited weekly benefit
• 42% of participants provide all or a portion of the
disability at 100% pay replacement
Key Take Away
OCPA‘s position is a result of requiring the
employees to pay for the full coverage.

Median Plan Design Your Plan Design
Benefit 100% for 8 weeks; 80%
and 60% for the
remaining weeks that
varies by service.

Salary Definition Base pay
Elimination Period 7 days
Maximum Weekly
Benefit
Unlimited
71 Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
A 1st Quartile Mean Median 3rd Quartile
Short-Term Disability
95%
Provide employer-subsidized
Short-Term Disability
82%
82%
Life & Disability
Long-Term Disability
Peer Group Position
• OCPA’s below-median position is a result of
providing a 60% pay replacement with a monthly
maximum of $5,000, compared to the median
providing a 60% pay replacement with a monthly
maximum of $12,500 for all employees.
• 5% of the peers require employees to pay 100%
of the plan cost; therefore, no value is
generated.
• The range of pay replacement is from 40% -
75% median pay replacement is 60%.
• Maximum benefit ranges from $5,000-$20,000.
• 84% of the plans use the Family Social Security
offset; 15% of the peers use the Individual Social
Security offset; and 1% do not use an offset at
all.

General Market Commentary
• The median pay replacement being 60%.
• Median monthly maximum is $10,000.
• The majority of the peers provide a family Social
Security offset.

Key Take Away
OCPA’s position is a result of providing a 60%
pay replacement with a monthly maximum of
$5,000, compared to the median plan providing a
60% pay replacement with a monthly maximum of
$12,500.

Median Plan Design Your Plan Design
Benefit
60% pay replacement 60% pay replacement
Salary Definition Base pay Base pay
Maximum Monthly
Benefit $12,500 $5,000
Social Security Offset
Family Offset Family Offset
72 Your Rank: 429 out of 576 Index: 87
$0
$50
$100
$150
$200
$250
$300
A 1st Quartile Mean Median 3rd Quartile
Long-Term Disability
88%
Provide employer-subsidized
Long-Term Disability
82%
82%
*Nontraditional benefits are not included in the relative dollar value, rank, or index positioning.

Prevalence Data
Non-Traditional Benefits
Education Assistance
Peer Group Position
• Twenty-three organizations, including OCPA,
indicated they had an Education Assistance
plan.
• Two peers provide a reimbursement percentage
other than 100%.
• Reimbursement limits amongst the peers range
from $2,500-$10,000 per year for undergraduate
and $2,500-$12,000 for graduate.
• Nineteen peers vary their tuition reimbursement
based on grades.
• None of the peers provide tuition reimbursement
to an employee’s spouse or children.
• One peer reported offering a Student Loan
refinancing option where the employer provides
up to $1,200 per year with a lifetime maximum of
$7,500.

General Market Commentary
• 82% provide educational assistance.
• The median reimbursement limits is $5,250 per
year for both undergraduate and graduate
courses.
• 78% require employees to payback upon
termination
Educational Assistance Median Plan
Design
Reimbursement % 100%
Maximum Annual Dollar
Limit
$5,250
Require Payback upon
Termination
Yes
Covers Books Yes
90%
0%
Yes No
Student Loan Repayment
Educational Assistance
73 * Percentage based on those that responded.

Non-Traditional Benefits
Additional Benefits
General Market Commentary
• Mercer conducted the 2022 Flexible Working
Policies and Practices survey with 749
respondents and found that the happiest
employees are hybrid workers; 77% report
being able to maintain a reasonable work-life
balance.
• 53% of employers are working to expand the
types of flexibility offered
• 42% offer part-time schedules
• 70% offer flex time (e.g., adjusted
start and stop times)
• 32% have, or are considering
offering, a 4-day workweek to all or
some employees
• 18% offer variable or alternative shifts
• 14% offer phased or flexible
retirement
74 Non-traditional Benefits Yes No Percent
Adoption Benefits 326 219 60%
Business Casual Policy 409 65 86%
Child/Elder Care Assistance 318 204 61%
College Scholarships 175 316 36%
Discount Purchasing 430 95 82%
Employee Assistance Plan 589 10 98%
Flextime 347 144 82%
Formal Training/Professional
Development Program
443 65 87%
Free/Subsidized Parking 395 117 77%
Funeral Leave 540 17 97%
Gambling Addiction Counseling 220 241 48%
Home Computer Offered 132 327 29%
Job Sharing 89 372 19%
Lactation Rooms 450 53 90%
Legal Counseling 382 142 73%
Onsite Child Care 88 406 18%
Onsite Fitness Facility 336 186 64%
Non-traditional Benefits Yes No Percent
Paid/Subsidized Offsite Fitness
Facility
194 301 39%
Parental/Family Leave 499 76 87%
Pre-Retirement Counseling 303 269 53%
Satellite Workplace 118 340 26%
Subsidized Eating Facility 171 309 36%
Telecommuting 365 125 75%
Wellness Program 512 73 88%
Work at Home Policy 430 95 77%
82%
82%
Appendix
The following supporting documents are being
provided for your reference and were used in the
support of this report.
• Summary of Plan Features – this report displays
participant data imported from Mercer’s national
benefits database and is the basis for the
valuation.
• Methodology – This section details the methods
used by Mercer to value the benefit plans
included in the Summary of Plan Features report
for each comparator organization.

Medical Plan Organization A Organization B Organization C Organization D Plan ID MD0010 MD0020 MD0020 MD0020
General
Plan Type PPO EPO PPO PPO
Plan Type Comments
Plan Status Active Active Active Active
Plan is Out-of-Area Plan No No No No
Plan is a Silent PPO Not Specified Not Specified Not Specified Not Specified Percent Of All Employees Participating
in This Plan
This plan has an HSA/HRA included (If
Yes, data is in the HSA/HRA section, at
bottom)
Yes No Yes Yes
This plan has Post-retirement Medical
Coverage (If yes, data is in the Retiree Medical sections, at bottom) No Yes Yes No
Deductibles
Deductible Levels
Level Individual Individual Individual Individual
In Net %
In Net Amt $1,500.00 $0.00 $1,500.00 $2,000.00
In Net Tier 2 %
In Net Tier 2 Amt
Out of Net %
Out of Net Amt $5,000.00 $3,000.00 $4,000.00
Level Individual + 1 Individual + 1 Individual + 1 Individual + 1 In Net %
In Net Amt $0.00
In Net Tier 2 %
In Net Tier 2 Amt
Out of Net %
Out of Net Amt
Level Family Family Family Family
In Net %
In Net Amt $3,000.00 $0.00 $3,000.00 $4,000.00
In Net Tier 2 %
In Net Tier 2 Amt
Out of Net %
Out of Net Amt $10,000.00 $6,000.00 $8,000.00
Summary of Plan Features

BENEFITS VALUATION ANALYSIS
1 Copyright © 2020 Mercer (US) Inc. All rights reserved.

METHODOLOGY
This section details the methods used by Mercer to value the benefit plans included in the Plan Value Comparisons and Employee Profile Comparisons sections. For each item
discussed, we provide an example illustrating how each plan is valued. Note: Your organization’s plan features may vary somewhat from the examples provided. However, we have
applied these techniques, with adjustments where necessary, to the actual features of your plan.

SECTION CONTENTS
The Methodology contains the following sections:

PRINCIPLES
• Basic methodology
• Market valuation
• Mean use
• Participation
• Personal substitution

NATIONAL COMPOSITE WORKFORCE
▪ Workforce demographics
▪ Target bonuses
▪ Position classification
▪ Cash Compensation
▪ Annual Salary
▪ Bonus

RETIREMENT/SAVINGS
• Defined Benefit plans
• Defined Contribution plans
• Stock Purchase plans

HEALTH/GROUP BENEFITS
• Medical benefits
• Dental benefits
• Dependent Care Spending Accounts
• Health Care Spending Accounts
• Post-retirement Medical benefits

PAID LEAVE
• Paid Time Off
• Vacation
• Holidays
• Personal Leave
• Sick Leave

TIME LOSS BENEFITS
• Life Insurance benefits
• Short-term Disability benefits
• Long-term Disability benefits
75 Copyright © 2023 Mercer (US) LLC. All rights reserved. 4C. Benefits Valuation Analysis
76 Comparison to Utilities / Energy Industry
Your Rank: 18 out of 42 Index: 102
$0
$5,000
$10,000
$15,000
$20,000
$25,000
$30,000
$35,000
A 1st Quartile Mean Median 3rd Quartile
Total Benefits
About the Report
Rank - Identifies your organization’s plan value
position relative to the peer group values
Index - Illustrates the relationship of your benefit
values to the median values of the peer group (the
median value equals an index of 100)
Organization A – Represents
Your Company
77 50th Percentile/Median:

The "middle" value among
the peer group
75th Percentile/3rd Quartile:
75% of the peers’ value is
less than this value
25th Percentile/1st Quartile:
25% of the peers’ value is
less than this value
Mean:

The arithmetic average
among the peer group
Benefits 2023 Summary Benefits 2023 Summary
Retirement Rank =
19th
Index =
110
OCPA’s above-median comparison is driven by a total
employer contribution for the Defined Contribution that is at 14% compared to the median contribution of about 13%
Paid Leave Rank =
2 nd
Index =
128
OCPA’s above-median position is driven by providing more Holidays and PTO days compared to the median plan.

Medical Rank =
17th
Index =
103
OCPA’s competitive position is a result of requiring the employees to pay a competitive amount of the total premium for all levels of coverage compared to the median plan
combined with plan provisions that are slightly more favorable compared to the median plan.

Life &
Disability
Rank =
38th
Index =
56 OCPA’s below-median position is a result of providing a plan design that is below median for Long-Term Disability
combined with requiring the employees to pay for full
coverage on Short-Term Disability, offset by offering a plan design for Life Insurance that is above the median plan design.

Dental Rank =
39th
Index =
56 OCPA’s below median comparison is a result of requiring the employees to pay more of the premium compared to the
median plan combined with plan provisions that are slightly below the median designs.

Executive Summary
78 Overall Index Rating
Index of 102
Orange County Power Authority benefits
are 2% above the median value for
Retirement, Health, Paid Leave and Life &
Disability benefits
Orange County Power Authority
BVA Relative Value
$ 29,495
per employee per year relative value for
Retirement, Health, Paid Leave and Life &
Disability benefits
Orange County Power Authority’s
Median
BVA Relative Value
$ 28,807
per employee per year relative value for
Retirement, Health, Paid Leave and Life &
Disability benefits
Overall Rank
Rank of 18
Orange County Power Authority benefits are
ranked 19 out of 42 organizations when
combining Retirement, Health, Paid Leave and
Life & Disability benefits
Copyright © 2023 Mercer (US) Inc. All rights reserved.

Total Benefits
• Peer Group Position
• OCPA’s overall Total Benefits position is
generated by:
• Above-median comparison is driven by a total
employer contribution for the Defined
Contribution that is above the median plan
design.
• Below-median position is driven by a Dental
plan design that is below the median plan
design, offset by a Medical plan design that is
competitive to the median plan value.
• Above-median position is driven by providing
more days off within the PTO plan compared
to the median plan combined with offering
more Holidays compared to the median plan
design.
• Below-median position is driven by a below
median for Long-Term Disability plan design
combined with requiring the employees to pay
for full coverage on Short-Term Disability,
offset by offering a plan design for Life
Insurance that is above the median plan
design.

Key Take Away
OCPA’s overall total benefits position is aligned with the median value as a result of providing plan designs that are above the median plan for Retirement Savings and Paid Leave, offset by the designs for Health Group and the Life & Disability benefits that are below the median plan designs.
79 Your Rank: 18 out of 42 Index: 102
$0
$5,000
$10,000
$15,000
$20,000
$25,000
$30,000
$35,000
A 1st Quartile Mean Median 3rd Quartile
Total Benefits
Your Rank: 19 out of 42 Index: 107
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Retirement Savings
Your Rank: 31 out of 42 Index: 94
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
$18,000
A 1st Quartile Mean Median 3rd Quartile
Health Group
Your Rank: 2 out of 42 Index: 128
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Paid Leave
Your Rank: 38 out of 42 Index: 56
$0
$200
$400
$600
$800
$1,000
$1,200
$1,400
A 1st Quartile Mean Median 3rd Quartile
Life Insurance and Disability
Retirement Savings
Peer Group Position
• OCPA’s above-median comparison is driven by
a total employer contribution for the Defined
Contribution that is at 14% compared to the
median contribution of about 13%.
• Seventeen peers provide an active Defined
Benefit plan to new hires.
• Seven peers offer a Stock Purchase plan.

General Market Commentary
• Over the past five years, this study observed a
23% decrease in organizations offering active
Defined Benefit Retirement Plans.
• As a result, more organizations provide funding
through fixed or discretionary non-matching
contributions to a Defined Contribution Plan, as
reported by 57% of organizations in this study.
• Organizations are also encouraging participation
in pretax savings plans with automatic
enrollment features, reported by 54% of
organizations. The median enrollment
percentage among the peers is 4%.

Key Take Away
OCPA’s above the median comparison is a result of the total employer contribution being 14% compared to the overall median employer contribution among all options within the Retirement Category that is about 13%.
80 Your Rank: 19 out of 42 Index: 107
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Retirement/Savings
Your Rank: N/A Index: N/A
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
A 1st Quartile Mean Median 3rd Quartile
Defined Benefit
Your Rank: 6 out of 41 Index: 180
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
A 1st Quartile Mean Median 3rd Quartile
Defined Contribution
Your Rank: N/A Index: N/A
$0
$200
$400
$600
$800
$1,000
$1,200
A 1st Quartile Mean Median 3rd Quartile
Stock Purchase
Retirement Savings
Defined Benefit
Peer Group Position
• Seventeen peers provide an active Defined
Benefit. One peer provides a Defined Benefit
plan for the CEO only and thus was not included
in the values.
• The remaining organizations, including OCPA,
do not provide an active Defined Benefit plan.
• Twelve peers reported a Defined Benefit plan for
which the benefit was either grandfathered or
frozen. Per the valuation methodology,
grandfathered and frozen plans are not included
in the analysis.

General Market Commentary
• Offered by 17% of organizations, where the most
common plan types are Final Average Pay plans
and Cash Balance plans.
• 52% have a five-year vesting schedule.
• 42% include bonus in the definition of pay.
• 21% have an excess feature removes legislated
limit.
81 Key Take Away
OCPA is aligned with the peer group median by
not providing a Defined Benefit plan.

Offer a Defined Benefit plan
41%
29%
Have a frozen or grandfathered Defined
Benefit plan
Include bonus in the definition of pay
12%
Your Rank: N/A Index: N/A
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
A 1st Quartile Mean Median 3rd Quartile
Defined Benefit
Median Plan Your Plan
Design
Type of Plan Final Average
5-Year Average
Formula .015 * DP1 *
(CSE up to 40).

Salary Definition Base Pay
Excess Plan for
Salary Limits Yes
Retirement Savings
Defined Contribution
Peer Group Position
• OCPA’s total employer contribution is derived
from a matching contribution totals 4% of pay
and a non-matching contribution of 10%
compared to the median plan that includes both
an employer match and non-matching
contribution that totals 6.5% of compensation
that includes bonus pay.
• Twenty-two peers provide a matching only plan;
sixteen peers provide matching and non-matching contributions; and two peers provide a non-matching contribution only.
• Total employer contributions for the peer group
range from 2.13% to 15%.
• One peer provides all value through their
Defined Benefit plan.

General Market Commentary
• Offered by 99% of organizations, where the
median total employer contribution is 6%.
• 84% offer employer match.
• 56% offer employer non-match.
• 57% include bonus in the definition of pay.
• 40% offer immediate vesting for employer
contributions.
82 Key Take Away
OCPA’s above-median comparison is a result of
providing a matching and non-matching
contribution that totals 14% compared to the
median plan which provides a total employer
contribution of 6.5% with a salary definition that
includes bonus.
48%
45%
95%
Yes No
Offer employer match
Offer employer non-match
Include bonus in the definition of pay
Median Plan Your Plan Design
Matching
Contribution
50% of the
first 5%
100% of the
first 4%
Non-Matching
Contribution 4% 10%
Salary Definition Base + Bonus Pay Base Pay
Excess Plan for
Salary Limits Yes Yes
Your Rank: 6 out of 41 Index: 180
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
A 1st Quartile Mean Median 3rd Quartile
Defined Contribution
Retirement Savings
Stock Purchase Plan
Peer Group Position
• The primary driver of value in a Stock Purchase
plan is the level of employer funding via a match
or discount on the purchase of the stock.
• Eight peers provide a Stock Purchase plan
where one peer does not provide a discount or a
match.
• Of the remaining peers, five provide a discount
ranging from 5% to 15% and the remaining
peers provide a matching contribution.

General Market Commentary
• Offered by 14% of organizations, where 80% of
these organizations provide a plan with a
discount.
• The median discount is 15%. • 25% include bonus in the definition of pay. • 10% is the median maximum employee contribution.
83 0%
29%
71%
Yes No
Offer a discount
Offer match
Include bonus in the definition of pay
Key Take Away
OCPA is aligned with the peer group by not
offering a Stock Purchase Plan.

Your Rank: N/A Index: N/A
$0
$200
$400
$600
$800
$1,000
$1,200
A 1st Quartile Mean Median 3rd Quartile
Stock Purchase
Health Group
Peer Group Position
• OCPA’s below-median position is driven by a
Dental plan design that is below the median plan
value, offset slightly by a competitive Medical
plan design that is aligned with the median plan
value.
• Sixteen peers provide an employer-subsidized
Post-Retirement Medical coverage.
• Three peers provides an employer-subsidized
Flexible Spending Accounts.

General Market Commentary
• Health benefit cost jumped 6.3% in 2021 (to an
average of $14,542 per employee), following last
year’s increase of just 3.4%. Smaller employers,
typically fully-insured, were hit with especially
high increases, cost rose by 9.6% on average.
• Employers avoided cost-cutting changes to plan
design in 2021 – in fact, we saw average
deductibles actually decline for some coverage
types. Benefit priorities have shifted in response
to the pandemic’s impact on the workforce.

Many employers view supporting the mental,
emotional and behavioral health of employees
as a business imperative.

Key Take Away
OCPA’s overall Health Group position is below the median value as a result of providing a Dental plan that provides a less rich plan design and a higher cost share compared to the median plan, offset slightly by a Medical plan that is competitive with the median plan design. 84 Your Rank: 31 out of 42 Index: 94
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
$18,000
A 1st Quartile Mean Median 3rd Quartile
Health/Group
Your Rank: 16 out of 42 Index: 104
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
A 1st Quartile Mean Median 3rd Quartile
Medical
Your Rank: 39 out of 42 Index: 56
$0
$500
$1,000
$1,500
$2,000
$2,500
A 1st Quartile Mean Median 3rd Quartile
Dental
$0
$100
$200
$300
$400
$500
$600
A 1st Quartile Mean Median 3rd Quartile
Flexible Spending Accounts
Your Rank: N/A Index: N/A
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$4,000
$4,500
A 1st Quartile Mean Median 3rd Quartile
Post-retirement Medical
Health Group
Medical
Peer Group Position
• The plan with the largest percentage of
employee participation was valued for all
organizations in this study; OCPA’s PPO plan
was valued.
• OCPA’s aligned-with-median position is a result
of cost share and plan provisions that are slightly
more favorable to the employees.
• The average employee cost-share for valued
plans is 12% for employee only coverage and
16% for family coverage.
• Four peers vary their cost share by salary.
• Three peers do not require the employees to pay
for their medical plan.

General Market Commentary
• 74% have a PPO Medical Option with an
average cost share of 19% for employee only
and 24% for family.
• 77% have a HDHP Medical Option with an
average cost share of 13% for employee only
and 17% for family.
• 22% have a HMO Medical Option with an
average cost share of 16% for employee only
and 25% for family.

Key Take Away
OCPA’s competitive position is a result of
requiring the employees to pay a competitive
amount of the total premium for all levels of
coverage compared to the median plan combined
with plan provisions that are slightly more
favorable compared to the median plan.

Median Plan Design Your Plan Design
Plan Type EPO PPO
Employee
Cost-Share
15% Employee Only
18% Family
14% Employee Only
15% Family
Annual Deductible $0 Individual
$0 Family
$500 Individual
$1,000 Family
Out-of-Pocket
Limit
$3,630 Individual
$7,260 Family
$2,000 Individual
$4,000 Family
Coinsurance/
Copayments
$340 Inpatient Hospital
$30 Office Visit
$30 Rx
20% Inpatient Hospital
$20 Office Visit
$30 Rx
Employer
HSA/HRA Funding

N/A N/A
85 Your Rank: 16 out of 42 Index: 104
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
A 1st Quartile Mean Median 3rd Quartile
Medical
Your Plan Design
PPO HDHP PPO or POS EPO or HMO
In-Network
Deductible
$500 Individual
$1,000 Family
$2,000/Individual
$4,000/Family
$800/Individual
$1,600/Family
$500/Individual
$1,500/Family
In-Network
Inpatient
Hospital
20% Coinsurance 20% Coinsurance $340 Copay or
15% Coinsurance 10% Coinsurance
In-Network
Office Visits $20 Copay 20% Coinsurance $25 Copay or
20% Coinsurance $20 Copay
In-Network Out-of-Pocket Limits
$2,000 Individual
$4,000 Family
$3,500/Individual
$7,000/Family
$3,300/Individual
$6,600/Family
$3,000/Individual
$6,000/Family
Employer

HSA/HRA
Funding
Not Applicable $750/Individual
$1,500/Family Not Applicable Not Applicable
Employee Cost-Share
14% Employee Only
15% Family
11% Employee Only
13% Family
18% Employee Only
20% Family
16% Employee Only
20% Family
*The details on this page do not represent the median value, rather the median plan features for each of the various plan designs offered among the peers and is inclusive of all plans offered (not just the ones with the largest percentage of employee enrollment).

Offer an HDHP
73%
71%
Offer a PPO or POS
Offer an EPO or HMO
22%
Median Medical Plan Features
86 Health Group
Medical
Copyright © 2023 Mercer (US) Inc. All rights reserved.

Health Group
Post-Retirement Medical
Peer Group Position
• Sixteen peers provide an employer-subsidized
post-retirement medical plan where two peers
provide an employer subsidized plan for Post-65
coverage in addition to Pre-65 coverage.
• Nine peers provide an access plan.
• Access-only plans allow retirees to enroll in
an employer sponsored plan but require the
retiree to pay the full cost of coverage,
therefore no value is generated.

General Market Commentary
• Over the past five years we have seen a 9%
decrease in organizations offering retiree
medical coverage to newly hired employees.
• 25% of the organizations offer an employer
subsidized plan for pre-65 coverage.
• 23% of the organizations offer an employer
subsidized plan for post-65 coverage.
• Many organizations have opted to
grandfather/freeze these plans or provide
access-only plans, which allow retirees to enroll,
but require the retiree to pay the full cost of
coverage.

Key Take Away
OCPA is aligned with the median by not offering a
Post-Retirement Medical plan.
78%
Not Offered
2%
Access Only
20%
Employer
Sponsored
39%
Not Offered
22%
Access Only
39%
Employer
Sponsored
87 Copyright © 2023 Mercer (US) Inc. All rights reserved.

Pre 65 Post 65
Your Rank: N/A Index: N/A
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$4,000
$4,500
A 1st Quartile Mean Median 3rd Quartile
Post-retirement Medical
Peer Group Position
• The plan with the largest percentage of
employee participation was valued for all
organizations in this study.
• OCPA’s below median comparison is a result of
requiring the employees to pay more of the
premium compared to the median plan
combined with plan provisions that are slightly
below the median designs.
• The average employee cost-share for valued
plans is 20% for employee only and 24% for
family coverage.

General Market Commentary
• Median employee cost share – 40% for
employee only coverage and 47% for family
coverage.
• Median Plan Coverage is 100% for preventive,
80% for basic, 50% for major and 50% for
orthodontia coverage.
• Median annual maximum is $1,500 and median
lifetime orthodontia is $1,500.

Key Take Away
OCPA’s below-median position is a result of
providing plan provisions that are slightly less rich
compared to the peer group median combined
with a cost share that requires the employees to
pay more of the total premium compared to the
median plan.

Median Plan Design Your Plan Design
Plan Type Silent PPO Silent PPO
Employee
Cost-Share
16% Employee Only
16% Employee + Child
16% Employee + Spouse
16% Family
53% Employee Only
50% Employee + Child
50% Employee + Spouse
53% Family
Annual Deductible $50/Individual
$150/Family
$50/Individual
$150/Family
Maximums
(Annual/Lifetime)
$1,750 Annual /
$1,000 - Orthodontia
$1,500 Annual /
$500 Orthodontia
Coinsurance 100% Preventive
80% Basic
50% Major
50% Orthodontia
100% Preventive
80% Basic
60% Major
50% Orthodontia
Health Group
Dental
88 Your Rank: 39 out of 42 Index: 56
$0
$500
$1,000
$1,500
$2,000
$2,500
A 1st Quartile Mean Median 3rd Quartile
Dental
Paid Leave
• Peer Group Position
• OCPA’s above-median position is driven by
providing more Holidays and PTO days
compared to the median plan.
• Thirteen peers provide a Paid Time Off plan that
combines various elements of Paid Leave and
twenty-eight peers provide a traditional vacation
plan.
• Six peers provide a separate Personal Leave
plan.
• Twenty-six peers provide a separate Sick Leave
plan.

General Market Commentary
• Only 42 percent of respondents with PTO plans
say that most of their employees take all of their
allotted time, down from 51 percent in 2018 —
and 15 percent say employees actually use less
than 50 percent of PTO days.
• More than half report that open
accruals/balances at the time of transition from a
standard vacation/PTO plan were forfeited
(where allowable); about two-fifths paid out
balances and the rest allowed the
accruals/balances to be used for STD top-off
pay.

Key Take Away
OCPA’s above-median position is a result of offering a total number of days off for the PTO plan and Holidays that are greater than the median plans.
89 Your Rank: 2 out of 42 Index: 128
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Paid Leave
Your Rank: 2 out of 14 Index: 127
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
A 1st Quartile Mean Median 3rd Quartile
Paid Time Off
Your Rank: N/A Index: N/A
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$4,000
A 1st Quartile Mean Median 3rd Quartile
Vacation
Your Rank: 7 out of 42 Index: 109
$0
$500
$1,000
$1,500
$2,000
$2,500
A 1st Quartile Mean Median 3rd Quartile
Holiday
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
$900
A 1st Quartile Mean Median 3rd Quartile
Personal Leave
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
$900
$1,000
A 1st Quartile Mean Median 3rd Quartile
Sick Leave
Paid Leave
Total Leave
• Peer Group Position
• OCPA’s position is a result of offering a total
number of days off that is more than the median
plan at every level of service.
• None of the peers provides an unlimited plan to
any of their employees.
• OCPA provides the following:
- PTO ranging from 22.5 days at hire to 32.5
days after ten years of service.
- 12 Holidays.
• The median plan provides the following:
- Traditional Vacation plan ranging from 15
days at hire to 25 days after twenty years of
service.
- 12 Holidays.
- 7 Sick days – please note that Mercer’s
methodology is for 35% of the days available
will be used for the Sick Leave value.
90 Years of
Service
Median Total
Leave
Your Total
Leave Difference
1 Year 29.45 Days 35.5 Days +6.05 Days
5 Years 29.45 Days 39.5 Days +10.05 Days
10 Years 34.45 Days 44.5 Days +10.05 Days
Key Take Away
OCPA’s above-median position is a result of
providing a total number of days that is greater
than the median plan.

Years of
Service
Median Total
Leave
Your Total
Leave Difference
15 Year 39 Days 44.5 Days +10.05 Days
20 Years 39 Days 44.5 Days +5.05 Days
25 Years 39 Days 44.5 Days +5.05 Days
Your Rank: 2 out of 42 Index: 128
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Paid Leave
Paid Leave
Vacation / Paid Time Off
• Peer Group Position
• Thirteen peers provide a Paid Time Off plan
whereby vacation days are included with other
elements of paid leave such as personal leave,
holidays, and/or sick leave.
• Twenty-eight peers provide a traditional vacation
plan.
• 95% of the peers allow for carryover, with the
median number of days being about 30 days.
• Ten peers allow for selling of time off.

General Market Commentary
• Types of Paid Leave – Please note, some
employers may offer a PTO plan to one group of
employees and Vacation plan to others
• 52% offer a traditional vacation plan
• 50% offer a Paid Time Off (PTO) plan
• 5% offer an Unlimited Time off Plan
• 72% allow carryover of unused days for
traditional plans with a median of 30 days.
• 80% allow carryover of unused days for PTO
plans with a median 30 days.
91 Key Take Away
Among the fourteen organizations that provide a Paid Time Off plan, OCPA is above the median plan design as a result of providing more days off among the peer group at all levels of service.
68%
Offer a Vacation Plan
32%
Offer a PTO Plan
Your Rank: 2 out of 14 Index: 127
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
A 1st Quartile Mean Median 3rd Quartile
Paid Time Off
Your Rank: N/A Index: N/A
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$4,000
A 1st Quartile Mean Median 3rd Quartile
Vacation
Years of
Service
Median
Paid Time Off Plan Your Plan Design
1 Year 12 Days 23.5 Days
5 Years 20 Days 27.5 Days
10 Years 25 Days 32.5 Days
15 Years 30 Days 32.5 Days
20 Years 30 Days 32.5 Days
25 Years 30 Days 32.5 Days
Paid Leave
Personal and Holidays
• Peer Group Position
Personal Days
• Six peers provide a Personal Leave plan where
the median plan provides 2 days.
• The range of days offered among those days
that provide personal days is between 1 and 5
days.
• Three peers combine Personal Leave and Sick
Leave (2 days were used as the assumed
number of days for the value).

Holidays
• All forty-two organizations, including OCPA,
provide a separate Holiday plan.
• OCPA is above the median as a result of
providing 12 days compared to the median
number of holidays being 11.

General Market Commentary
• Personal Days – Median number of personal
days is 3 days.
• Holidays – Median number of holidays is 10
days.
92 Personal Days Paid Holidays
Key Take Away
OCPA is aligned with the peer group by including Personal Leave within the PTO plan combined with offering one more holiday compared to the median plan.

Minimum
9 Median
13 Maximum
11 17% 32% 51%
Separate Bank Included In
PTO
Not Offered
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
$900
A 1st Quartile Mean Median 3rd Quartile
Personal Leave
Your Rank: 7 out of 42 Index: 109
$0
$500
$1,000
$1,500
$2,000
$2,500
A 1st Quartile Mean Median 3rd Quartile
Holiday
Paid Leave
Sick Leave
• Peer Group Position
• Sick Leave Methodology benefit values are
based on an assumption of only 35% of the
number of days available are valued.
• When informal plans are used or Sick Leave left
to the discretion of management, 10 days are
used to generate the values.
• Thirteen peers include Sick Leave within the
PTO bank.
• Twenty-six peers provide a separate Sick Leave
plan where the range of days offered are from 5
– 20.
• Twenty peers allow for carryover of unused sick
days.
• Four peers allow employees to cash out unused
Sick days where only one of the four peers allow
a 100% payout at either termination or
retirement.

General Market Commentary
• Median number of sick days is 10 days.
• 59% of the plans offer carryover leave with either
unlimited carryover or a limited number of days.
• 4% of the plans allow for accumulated sick days
to be cashed out at termination.
93 5%
32%
63%
Yes No
Separate Bank
Included in PTO
Not Offered
Key Take Away
OCPA is aligned with the peer group median by including Sick Leave within their PTO plan.
77%
Offer carryover of Sick
Leave
15%
Offer payout upon
termination
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
$900
$1,000
A 1st Quartile Mean Median 3rd Quartile
Sick Leave
*Parental Leave is not included in the relative dollar value, rank, or index positioning as this benefit is not utilized by all employees on an annual basis.

Paid Leave
Parental Leave
• Peer Group Position
• Twenty peers reported a separate Parental
Leave benefit.
• The remaining peers did not report data for this
benefit.
• 78% of those that provide a Parental Leave
policy provide coverage for non-birth parent.
• 72% of those that provide a Parental Leave
policy provide coverage for adoptive parent.

General Market Commentary
• 16% provide a Maternity Leave with the median
benefit being 8 weeks.
• 5% provide Paternity Leave with the median
benefit being 2 weeks.
• 49% provide a Parental Leave benefit with the
median Parental Leave benefit being 6 weeks.
• Of organizations offering Parental Leave, 79% of
organizations allow leave to be used for
Adoption, and 40% of organizations allow leave
to be used for placement of a Foster child.
94 Median Plan Design Your Plan
Design
Plan Type Parental Leave Parental Leave
Number of Weeks 6 weeks 0 weeks
Percent of Pay Replaced 100% of pay 100% of pay
Key Take Away
OCPA is below the median by providing no paid parental leave, compared to the median plan which offers 6 weeks at 100% pay replacement.

Offer Parental Leave
44%
12%
Offer Maternity Leave
Offer Paternity Leave
2%
Peer Group Position
• OCPA’s below-median position is a result of
providing a plan design that is below median for
Long-Term Disability combined with requiring
the employees to pay for full coverage on Short-Term Disability, offset by offering a plan design for Life Insurance that is above the median plan
design.
• One peer does not provide an employer paid
Life Insurance plan therefore no value is
generated.
• Two peers do not provide an employer paid
Short-Term Disability plan and a Long-Term
Disability plan therefore no values are
generated.

General Market Commentary
• 98% provide employer paid basic life insurance.
• 78% provide employer paid Short-Term
Disability.
• 80% provide employer paid Long-Term
Disability.

Life & Disability
Key Take Away
OCPA’s below-median position is a result of providing a plan design that is below the median for Long-Term Disability combined with requiring the employees to pay for full coverage on Short-Term Disability, offset by providing an above median plan design for the Life Insurance benefit.
95 ### ### #REF! #REF! #REF! #REF!
Your Rank: 38 out of 42 Index: 56
$0
$200
$400
$600
$800
$1,000
$1,200
$1,400
A 1st Quartile Mean Median 3rd Quartile
Life and Disablity
Your Rank: 2 out of 40 Index: 209
$0
$50
$100
$150
$200
$250
$300
$350
$400
$450
A 1st Quartile Mean Median 3rd Quartile
Life Insurance
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
A 1st Quartile Mean Median 3rd Quartile
Short-Term Disability
Your Rank: 35 out of 41 Index: 85
$0
$50
$100
$150
$200
$250
$300
A 1st Quartile Mean Median 3rd Quartile
Long-Term Disability
0%
Life & Disability
Life Insurance
Peer Group Position
• OCPA’s below-median position is the result of
offering 1x pay benefit compared to the median
plan that provides a 1.5x pay plan with a
maximum payout of $1,000,000.
• Amongst broad-based employee benefits, the
multiple of pay ranges from 1x to 4x pay.
• Two peers provide a flat dollar payout.
• The maximum Benefit amount ranges from
$50,000 - $2,500,000.
• Seven peers provide employer-paid spouse and
dependent life insurance.
• Two peers require employees to pay 100% of
the plan cost; therefore, no value is generated
General Market Commentary
• The median plan design being 1.5x pay benefit.
• 15% provide a flat benefit plan.
• 85% provide a percent of pay Life Insurance
plan.
• 86% provide a Basic AD&D benefit equal to the
Basic Life Insurance benefit.
• 9% provide employer paid spouse/dependent
Life Insurance.

Key Take Away
OCPA is above the median plan design as a
result of providing a flat payout of $200,000
compared to the median plan that provides a 2x
pay for employees earning less than $130,000.

Please note, for those employees that earn more
than $135,000, OCPA’s position will begin to
move towards a below-median comparison as a
result of the maximum payout which is limited to
$200,000 for OCPA compared to the median plan
which has a maximum of $1,000,000.

Median Plan
Design
Your Plan
Design
Multiple of Pay 1.5x pay Flat $200,000
pay out
Maximum Coverage Amount $1,000,000 $200,000
Salary Definition Base Pay Base Pay
96 Your Rank: 2 out of 40 Index: 209
$0
$50
$100
$150
$200
$250
$300
$350
$400
$450
A 1st Quartile Mean Median 3rd Quartile
Life Insurance
95%
Offer employer-paid
Basic Life Insurance
17%
Offer employer-paid
Spouse/Dependent
Life Insurance
82%
75% 82%
Life & Disability
Short-Term Disability
Peer Group Position
• Short-Term Disability benefit values are based
on amounts payable in the first 6 months of
disability; Sick Leave carryover and LTD
commencing before 6 months of disability are
included in Short-Term Disability.
• OCPA‘s requires the employees to pay for the
Short-Term disability benefit thus resulting in a
$0 value.
• Thirty-four peers provide all or some weeks at
100% pay replacement (includes sick leave
carryover).
• One peer requires employees to pay 100% of
the plan cost; therefore, no value is generated
General Market Commentary
• 78% provide employer-paid coverage
• Typical plan covers 60% of base pay up to 26
weeks with an unlimited weekly benefit
• 42% of participants provide all or a portion of the
disability at 100% pay replacement
Key Take Away
OCPA‘s position is a result of requiring the
employees to pay for the full coverage.

Median Plan Design Your Plan Design
Benefit 100% for 13 weeks; 60%
for the remaining weeks
through LTD.

Salary Definition Base pay
Elimination Period 7 days
Maximum Weekly
Benefit
Unlimited
98%
Provide employer-subsidized
Short-Term Disability
97 Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
A 1st Quartile Mean Median 3rd Quartile
Short-Term Disability
82%
82%
Life & Disability
Long-Term Disability
Peer Group Position
• OCPA’s below-median position is a result of
providing a 60% pay replacement with a monthly
maximum of $5,000, compared to the median
providing a 60% pay replacement with a monthly
maximum of $15,000 for all employees.
• One peer requires employees to pay 100% of
the plan cost; therefore, no value is generated.
• Pay replacement ranges from 50% - 70% with
the median pay replacement being 60%.
• Maximum benefit ranges from $3,000-$25,000.
• Eight peers use the Individual selection for the
Social Security offset, while the remaining peers
use the Family selection.

General Market Commentary
• The median pay replacement being 60%.
• Median monthly maximum is $10,000.
• The majority of the peers provide a family Social
Security offset.

Median Plan Design Your Plan Design
Benefit
60% pay replacement 60% pay replacement
Salary Definition Base pay Base pay
Maximum Monthly
Benefit $15,000 $5,000
Social Security Offset
Family Offset Family Offset
95%
Provide employer-subsidized
Long-Term Disability
98 Your Rank: 35 out of 41 Index: 85
$0
$50
$100
$150
$200
$250
$300
A 1st Quartile Mean Median 3rd Quartile
Long-Term Disability
82%
82%
*Nontraditional benefits are not included in the relative dollar value, rank, or index positioning.

General Market Commentary
• 82% provide educational assistance. • The median reimbursement limits is $5,250 per year for both undergraduate and graduate
courses.
• 78% require employees to payback upon
termination
Educational Assistance Median Plan
Design
Reimbursement% 100%
Maximum Annual Dollar
Limit
$5,250
Require Payback upon
Termination
Yes
Covers Books Yes
90%
0%
Yes No
Student Loan Repayment
Educational Assistance
99 * Percentage based on those that responded.

Non-Traditional Benefits
Additional Benefits
General Market Commentary
• Mercer conducted the 2022 Flexible Working
Policies and Practices survey with 749
respondents and found that the happiest
employees are hybrid workers; 77% report
being able to maintain a reasonable work-life
balance.
• 53% of employers are working to expand the
types of flexibility offered
• 42% offer part-time schedules
• 70% offer flex time (e.g., adjusted
start and stop times)
• 32% have, or are considering
offering, a 4-day workweek to all or
some employees
• 18% offer variable or alternative shifts
• 14% offer phased or flexible
retirement
100
Non-traditional Benefits Yes No Percent
Adoption Benefits 15 23 39%
Business Casual Policy 30 6 83%
Child/Elder Care Assistance 18 21 46%
College Scholarships 10 26 28%
Discount Purchasing 18 18 50%
Employee Assistance Plan 38 1 97%
Executive Company Car 10 23 30%
Financial Planning Assistance 25 11 69%
Flextime 31 7 82%
Formal Training/Professional
Development Program
31 5 86%
Free/Subsidized Parking 25 11 69%
Funeral Leave 38 1 97%
Gambling Addiction Counseling 16 19 46%
Home Computer Offered 6 28 18%
Infertility Services 12 19 39%
Job Sharing 3 34 8%
Lactation Rooms 32 7 82%
Legal Counseling 19 17 53%
Life Insurance - Business
Travel/Accident
30 10 75%
Military Leave 28 1 97%
Non-executive Company Car 6 26 19%
Onsite Child Care 1 36 3%
Onsite Fitness Facility 25 14 64%
Other Employee Company Car 12 20 38%
Paid Maternity Leave 7 28 20%
Paid Parental Leave 20 15 57%
Paid Paternity Leave 6 29 17%
Non-traditional Benefits Yes No Percent
Paid/Subsidized Offsite Fitness
Facility
15 23 39%
Parental/Family Leave 30 6 83%
Pre-Retirement Counseling 18 21 46%
Relocation Allowance 10 26 28%
Sales Employee Company Car 18 18 50%
Satellite Workplace 38 1 97%
Subsidized Eating Facility 10 23 30%
Telecommuting 25 11 69%
Telemedicine 31 7 82%
Wellness Program 31 5 86%
Work at Home Policy 25 11 69%
82%
82%
Appendix
The following supporting documents are being
provided for your reference and were used in the
support of this report.
• Summary of Plan Features – this report displays
participant data imported from Mercer’s national
benefits database and is the basis for the
valuation.
• Methodology – This section details the methods
used by Mercer to value the benefit plans
included in the Summary of Plan Features report
for each comparator organization.

BENEFITS VALUATION ANALYSIS
1 Copyright © 2020 Mercer (US) Inc. All rights reserved.

SECTION CONTENTS
The Methodology contains the following sections:

PRINCIPLES
• Basic methodology
• Market valuation
• Mean use
• Participation
• Personal substitution

NATIONAL COMPOSITE WORKFORCE
▪ Workforce demographics
▪ Target bonuses
▪ Position classification
▪ Cash Compensation
▪ Annual Salary
▪ Bonus

RETIREMENT/SAVINGS
• Defined Benefit plans
• Defined Contribution plans
• Stock Purchase plans

HEALTH/GROUP BENEFITS
• Medical benefits
• Dental benefits
• Dependent Care Spending Accounts
• Health Care Spending Accounts
• Post-retirement Medical benefits

PAID LEAVE
• Paid Time Off
• Vacation
• Holidays
• Personal Leave
• Sick Leave

TIME LOSS BENEFITS
• Life Insurance benefits
• Short-term Disability benefits
• Long-term Disability benefits
101
Copyright © 2023 Mercer (US) LLC. All rights reserved.
4D. Benefits Valuation Analysis
102
Comparison to Public Sector
Your Rank: 26 out of 30 Index: 92
$0
$5,000
$10,000
$15,000
$20,000
$25,000
$30,000
$35,000
$40,000
A 1st Quartile Mean Median 3rd Quartile
Total Benefits
About the Report
Rank - Identifies your organization’s plan value
position relative to the peer group values
Index - Illustrates the relationship of your benefit
values to the median values of the peer group (the
median value equals an index of 100)
Organization A – Represents
Your Company
103
50th Percentile/Median:

The arithmetic average
among the peer group
Benefits 2023 Summary Benefits 2023 Summary
Retirement Rank =
23rd
Index =
87 OCPA’s below-median comparison is driven by a total
employer contribution for the Defined Contribution that is slightly below the median plan as a result of requiring the employees to contribute up to 10% to reach the full employer contribution.

Paid Leave Rank =
2 nd
Index =
114
OCPA’s above-median position is driven by providing more Holidays and PTO days compared to the median plan.

Medical Rank =
9 th
Index =
113
OCPA’s position is above the median value as a result of providing plan provisions that are richer compared to the median plan provisions combined with requiring the
employees to pay less of the total premium for all coverage levels compared to the median plan.

Life &
Disability
Rank =
25th
Index =
71 OCPA’s below-median position is a result of requiring the employees to pay for full coverage on Short-Term Disability, offset by providing a plan design that is above median for Life Insurance combined with a Long-Term Disability plan design that is aligned with the median plan design.

Dental Rank =
13th
Index =
66 OCPA’s below median comparison is a result of requiring the employees to pay more of the premium compared to the
median plan combined with plan provisions that are slightly below the median designs.

Executive Summary
104
Overall Index Rating
Index of 91
OCPA benefits are 9% below the median
value for Retirement, Health, Paid Leave
and Life & Disability benefits
OCPA
BVA Relative Value
$ 29,495
per employee per year relative value for
Retirement, Health, Paid Leave and Life &
Disability benefits
Orange County Power Authority’s
Median
BVA Relative Value
$ 31,917
per employee per year relative value for
Retirement, Health, Paid Leave and Life &
Disability benefits
Overall Rank
Rank of 26
OCPA benefits are ranked 26 out of 30
organizations when combining Retirement,
Health, Paid Leave and Life & Disability benefits
Copyright © 2023 Mercer (US) Inc. All rights reserved.

Total Benefits
• Peer Group Position
• OCPA’s overall Total Benefits position is
generated by:
• Below-median comparison is driven by a total
employer contribution for of 14% for the
overall Retirement Savings category
compared to the median plan that provides
about a 16% contribution.
• Below-median position is driven by a Dental
plan design that is below the median plan
design combined with not offering an
employer sponsored Post-Retirement Medical
plan, offset by a Medical plan that is above
the median plan.
• Above-median position is driven by providing
more days off through the PTO plan and
providing a half day more holidays compared
to the median plan designs.
• Below-median position is driven by requiring
the employees to pay for full coverage on
Short-Term Disability, offset by providing a
plan design that is above median for Life
Insurance combined with a Long-Term
Disability plan design that is aligned with the
median plan design.

Key Take Away
OCPA’s overall total benefits position is below the median value as a result of providing plan designs that are below the median plan for Retirement Savings, Health Group and Life & Disability benefits, offset by an above the median plan design for the Paid Leave benefits. 105
Your Rank: 26 out of 30 Index: 92
$0
$5,000
$10,000
$15,000
$20,000
$25,000
$30,000
$35,000
$40,000
A 1st Quartile Mean Median 3rd Quartile
Total Benefits
Your Rank: 23 out of 30 Index: 87
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
A 1st Quartile Mean Median 3rd Quartile
Retirement Savings
Your Rank: 24 out of 30 Index: 89
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
$18,000
A 1st Quartile Mean Median 3rd Quartile
Health Group
Your Rank: 2 out of 30 Index: 114
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Paid Leave
Your Rank: 25 out of 30 Index: 71
$0
$100
$200
$300
$400
$500
$600
$700
$800
$900
$1,000
A 1st Quartile Mean Median 3rd Quartile
Life Insurance and Disability
Retirement Savings
Peer Group Position
• OCPA’s below-median comparison is driven by
a total employer contribution for the Defined
Contribution that is below the overall employer
contribution when you include those peers that
offer a Defined Benefit plan.
• Twenty-eight peers provide an active Defined
Benefit plan to new hires.
• None of the peers offer a Stock Purchase plan.

Key Take Away
OCPA’s below the median comparison is a result of the total employer contribution being 14% compared to the overall median employer contribution among all options within the Retirement Category that is about 16%.
106
Your Rank: 23 out of 30 Index: 87
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
A 1st Quartile Mean Median 3rd Quartile
Retirement/Savings
Your Rank: N/A Index: N/A
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Defined Benefit
Your Rank: 1 out of 20 Index: 248
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
A 1st Quartile Mean Median 3rd Quartile
Defined Contribution
Your Rank: N/A Index: N/A
$0
$0
$0
$0
$0
$1
$1
$1
$1
A 1st Quartile Mean Median 3rd Quartile
Stock Purchase
Retirement Savings
Defined Benefit
Peer Group Position
• Twenty-eight peers provide an active Defined
Benefit.
• The remaining organizations, including OCPA,
do not provide an active Defined Benefit plan.
• One peer reported a Defined Benefit plan for
which the benefit was grandfathered. Per the
valuation methodology, grandfathered and
frozen plans are not included in the analysis.

General Market Commentary
• Offered by 17% of organizations, where the most
common plan types are Final Average Pay plans
and Cash Balance plans.
• 52% have a five-year vesting schedule.
• 42% include bonus in the definition of pay.
• 21% have an excess feature removes legislated
limit.
107
Key Take Away
OCPA is below the peer group median by not
providing a Defined Benefit plan.

Offer a Defined Benefit plan
97%
3%
Have a frozen or grandfathered Defined
Benefit plan
Include bonus in the definition of pay
14%
Your Rank: N/A Index: N/A
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Defined Benefit
Median Plan Your Plan Design
Type of Plan Final Average
3-Year Average
Formula .011 * DP1 * CSE.

Salary Definition Base Pay
Employee
Contributions Mandatory – 4.40%
Cost of Living
Adjustment Yes
Retirement Savings
Defined Contribution
Peer Group Position
• OCPA’s total employer contribution is above the
median as a result of providing a 14%
contribution through a matching and non-matching contribution compared to the median plan that has a contribution that totals 5% of
compensation that includes bonus pay through a
matching and non-matching contribution.
• Six peers provide a matching only plan; eleven
peers provide matching and non-matching
contributions; and two peers provide a non-matching contribution only. • Total employer contributions for the peer group
range from 1% to 8%.
• Ten peers provide all value through their Defined
Benefit plan.

General Market Commentary
• Offered by 99% of organizations, where the
median total employer contribution is 6%.
• 84% offer employer match.
• 56% offer employer non-match.
• 57% include bonus in the definition of pay.
• 40% offer immediate vesting for employer
contributions.
108
Key Take Away
OCPA’s above-median comparison is a result of
providing a matching and non-matching
contribution that totals 14% compared to the
median plan which provides a total employer
contribution of 3.5% with a salary definition that
includes bonus.
59%
41%
59%
Yes No
Offer employer match
Offer employer non-match
Include bonus in the definition of pay
Median Plan Your Plan Design
Matching
Contribution
100% of the first 3%;
50% of the next 2% 100% of the first 4%
Non-Matching
Contribution 1% 10%
Salary Definition Base + Bonus Pay Base Pay
Excess Plan for
Salary Limits No Yes
Your Rank: 1 out of 20 Index: 248
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
A 1st Quartile Mean Median 3rd Quartile
Defined Contribution
Health Group
Peer Group Position
• OCPA’s below-median position is driven a
Dental plan design that is below the median plan
design combined with not offering an employer
sponsored Post-Retirement Medical plan, offset
by a Medical plan that is above the median plan.
• Sixteen peers provide an employer-subsidized
Post-Retirement Medical coverage.
• Four organizations, including OCPA, provides an
employer-subsidized Flexible Spending
Accounts.

Many employers view supporting the mental,
emotional and behavioral health of employees
as a business imperative.

Key Take Away
OCPA’s overall Health Group position is below the median value as a result of providing a Dental plan that provides a less rich plan design and a higher cost share compared to the median plan, offset slightly by a Medical plan that is competitive with the median plan design. 109
Your Rank: 24 out of 30 Index: 89
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
$18,000
A 1st Quartile Mean Median 3rd Quartile
Health/Group
Your Rank: 9 out of 30 Index: 113
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
A 1st Quartile Mean Median 3rd Quartile
Medical
Your Rank: 13 out of 16 Index: 66
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
A 1st Quartile Mean Median 3rd Quartile
Dental
$0
$200
$400
$600
$800
$1,000
$1,200
A 1st Quartile Mean Median 3rd Quartile
Flexible Spending Accounts
Your Rank: N/A Index: N/A
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
A 1st Quartile Mean Median 3rd Quartile
Post-retirement Medical
Health Group
Medical
Peer Group Position
• The plan with the largest percentage of
employee participation was valued for all
organizations in this study; OCPA’s PPO plan
was valued.
• OCPA’s above-median position is a result of
cost share that is more favorable to employees
at all coverage levels combined with plan
provisions that are richer than with the median
plan.
• The average employee cost-share for valued
plans is 13% for employee only coverage and
19% for family coverage.
• One peer does not require the employees to pay
for their medical plan for all levels of coverage.

Key Take Away
OCPA’s position is above the median value as a
result of providing plan provisions that are richer
compared to the median plan provisions combined
with requiring the employees to pay less of the
total premium for all coverage levels compared to
the median plan.

Median Plan Design Your Plan Design
Plan Type HMO PPO
Employee
Cost-Share
15% Employee Only
19% Family
14% Employee Only
15% Family
Annual Deductible $1,300 Individual
$2,600 Family
$500 Individual
$1,000 Family
Out-of-Pocket
Limit
$4,000 Individual
$9,000 Family
$2,000 Individual
$4,000 Family
Coinsurance/
Copayments
20% Inpatient Hospital
$35 Office Visit
$50 Rx
20% Inpatient Hospital
$20 Office Visit
$30 Rx
Employer
HSA/HRA Funding

N/A N/A
110
Your Rank: 9 out of 30 Index: 113
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
A 1st Quartile Mean Median 3rd Quartile
Medical
Your Plan Design
PPO HDHP PPO or POS EPO or HMO
In-Network
Deductible
$500 Individual
$1,000 Family
$1,500/Individual
$3,000/Family
$350/Individual
$700/Family
$0/Individual
$0/Family
In-Network
Inpatient
Hospital
20% Coinsurance 20% Coinsurance $300 Copay or
20% Coinsurance
$250 Copay or
0% Coinsurance
In-Network
Office Visits $20 Copay 20% Coinsurance $25 Copay or
20% Coinsurance $25 Copay
In-Network Out-of-Pocket Limits
$2,000 Individual
$4,000 Family
$5,000/Individual
$10,000/Family
$4,000/Individual
$8,000/Family
$2,500/Individual
$7,500/Family
Employer

HSA/HRA
Funding
Not Applicable $500/Individual
$1,000/Family Not Applicable Not Applicable
Employee Cost-Share
14% Employee Only
15% Family
7% Employee Only
16% Family
15% Employee Only
19% Family
25% Employee Only
25% Family
*The details on this page do not represent the median value, rather the median plan features for each of the various plan designs offered among the peers and is inclusive of all plans offered (not just the ones with the largest percentage of employee enrollment).

Offer an HDHP
59%
90%
Offer a PPO or POS
Offer an EPO or HMO
66%
Median Medical Plan Features
111
Health Group
Medical
Copyright © 2023 Mercer (US) Inc. All rights reserved.

Health Group
Post-Retirement Medical
Peer Group Position
• Twenty-four peers provide an employer-subsidized post-retirement medical plan where peers provide an employer subsidized plan for
Pre-65 coverage and Post-65 coverage.
• Four peers provide an access-only plan for
either pre-65 and post-65 coverage or pre-65
only.
• Access-only plans allow retirees to enroll in
an employer sponsored plan but require the
retiree to pay the full cost of coverage,
therefore no value is generated.

Key Take Away
OCPA is below the median by not offering a Post-Retirement Medical plan. 112 Copyright © 2023 Mercer (US) Inc. All rights reserved.

Pre 65 Post 65
Your Rank: N/A Index: N/A
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
A 1st Quartile Mean Median 3rd Quartile
Post-retirement Medical
3%
Not Offered
14%
Access Only
83%
Employer
Sponsored
28%
Not Offered
20%
Access Only
52%
Employer
Sponsored
Peer Group Position
• The plan with the largest percentage of
employee participation was valued for all
organizations in this study.
• OCPA’s below median comparison is a result of
requiring the employees to pay more of the
premium compared to the median plan
combined with plan provisions that are slightly
below the median designs.
• The median employee cost-share for valued
plans is 6% for employee only and 18% for
family coverage.
• Fourteen peers require the employees to pay the
full cost thus there is a $0 value.

Key Take Away
OCPA’s below-median position is a result of a
higher cost share, offset by competitive plan
provisions.

Median Plan Design Your Plan Design
Plan Type Silent PPO Silent PPO
Employee
Cost-Share
25% Employee Only
25% Employee + Child
25% Employee + Spouse
25% Family
53% Employee Only
50% Employee + Child
50% Employee + Spouse
53% Family
Annual Deductible $50/Individual
$150/Family
$50/Individual
$150/Family
Maximums
(Annual/Lifetime)
$1,250 Annual /
$1,000 Orthodontia
$1,500 Annual /
$500 Orthodontia
Coinsurance 100% Preventive
80% Basic
50% Major
50% Orthodontia
100% Preventive
80% Basic
60% Major
50% Orthodontia
Health Group
Dental
113
Your Rank: 13 out of 16 Index: 66
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
A 1st Quartile Mean Median 3rd Quartile
Dental
Paid Leave
• Peer Group Position
• OCPA’s above-median position is driven by
providing more Holidays and PTO days
compared to the median plan.
• Ten peers provide a Paid Time Off plan that
combines various elements of Paid Leave and
nineteen peers provide a traditional vacation
plan.
• Three peers provide a separate Personal Leave
plan.
• Twenty-eight peers provide a separate Sick
Leave plan.

Key Take Away
OCPA’s position is result of providing more days within the PTO plan compared to the median PTO plan combined with offering a half day more for Holidays compared to the median plan.
114
Your Rank: 2 out of 30 Index: 114
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Paid Leave
Your Rank: 1 out of 11 Index: 135
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
A 1st Quartile Mean Median 3rd Quartile
Paid Time Off
Your Rank: N/A Index: N/A
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$4,000
A 1st Quartile Mean Median 3rd Quartile
Vacation
Your Rank: 12 out of 30 Index: 104
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
A 1st Quartile Mean Median 3rd Quartile
Holiday
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
$900
$1,000
A 1st Quartile Mean Median 3rd Quartile
Personal Leave
Your Rank: N/A Index: N/A
$0
$200
$400
$600
$800
$1,000
$1,200
A 1st Quartile Mean Median 3rd Quartile
Sick Leave
Paid Leave
Total Leave
• Peer Group Position
• OCPA’s position is a result of offering a total
number of days off that is more than the median
plan.
• None of the peers provides an unlimited plan to
any of their employees.
• OCPA provides the following:
- PTO ranging from 22.5 days at hire to 32.5
days after ten years of service.
- 12 Holidays.
• The median plan provides the following:
- Traditional Vacation plan ranging from 15
days at hire to 21 days after ten years of
service.
- 13 Holidays.
- 15 Sick days – please note that Mercer’s
methodology is for 35% of the days available
will be used for the Sick Leave value.
115
Years of
Service
Median Total
Leave
Your Total
Leave Difference
1 Year 33.25 Days 35.5 Days +2.25 Days
5 Years 36.25 Days 39.5 Days +3.25 Days
10 Years 39.25 Days 44.5 Days +5.25 Days
Key Take Away
OCPA’s above-median position is a result of
providing more days in the PTO plan compared to
the median as well as a half-day more for
Holidays.

Years of
Service
Median Total
Leave
Your Total
Leave Difference
15 Year 39.25 Days 44.5 Days +5.25 Days
20 Years 39.25 Days 44.5 Days +5.25 Days
25 Years 39.25 Days 44.5 Days +5.25 Days
Your Rank: 2 out of 30 Index: 114
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Paid Leave
Paid Leave
Vacation / Paid Time Off
• Peer Group Position
• Ten peers provide a Paid Time Off plan whereby
vacation days are included with other elements
of paid leave such as personal leave, holidays,
and/or sick leave.
• Nineteen peers provide a traditional vacation
plan.
• 97% of the peers allow for carryover, with the
median number of days being about 30 days.
• Three peers allow for selling of time off.

General Market Commentary
• Types of Paid Leave – Please note, some
employers may offer a PTO plan to one group of
employees and Vacation plan to others
• 52% offer a traditional vacation plan
• 50% offer a Paid Time Off (PTO) plan
• 5% offer an Unlimited Time off Plan
• 72% allow carryover of unused days for
traditional plans with a median of 30 days.
• 80% allow carryover of unused days for PTO
plans with a median 30 days.
116
Key Take Away
Among the eleven organizations that provide a Paid Time Off plan, OCPA is above the median plan design as a result of providing more days off among the peer group at all levels of service.
66%
Offer a Vacation Plan
34%
Offer a PTO Plan
Years of
Service
Median
Paid Time Off Plan Your Plan Design
1 Year 13 Days 23.5 Days
5 Years 20 Days 27.5 Days
10 Years 20 Days 32.5 Days
15 Years 26 Days 32.5 Days
20 Years 26 Days 32.5 Days
25 Years 26 Days 32.5 Days
Your Rank: 1 out of 11 Index: 135
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
A 1st Quartile Mean Median 3rd Quartile
Paid Time Off
Your Rank: N/A Index: N/A
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$4,000
A 1st Quartile Mean Median 3rd Quartile
Vacation
Paid Leave
Personal and Holidays
• Peer Group Position
Personal Days
• Three peers provide a Personal Leave plan
where the median plan provides 3 days.
• The range of days offered among those days
that provide personal days is between 1 and 5
days.

Holidays
• All thirty organizations, including OCPA, provide
a separate Holiday plan.
• OCPA is above the median as a result of
providing 12 days compared to the median
number of holidays being 11.5.

General Market Commentary
• Personal Days – Median number of personal
days is 3 days.
• Holidays – Median number of holidays is 10
days.
117
Personal Days Paid Holidays
Key Take Away
OCPA is aligned with the peer group by not including Personal Leave within the PTO plan and slightly above the peer group median for Holidays as a result of providing 12 Holidays.

Minimum
9 Median
15 Maximum

11.5 10% 35% 55%
Separate Bank Included In
PTO
Not Offered
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
$900
$1,000
A 1st Quartile Mean Median 3rd Quartile
Personal Leave
Your Rank: 12 out of 30 Index: 104
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
A 1st Quartile Mean Median 3rd Quartile
Holiday
Paid Leave
Sick Leave
• Peer Group Position
• Sick Leave Methodology benefit values are
based on an assumption of only 35% of the
number of days available are valued.
• When informal plans are used or Sick Leave left
to the discretion of management, 10 days are
used to generate the values.
• One peer include Sick Leave within the PTO
bank.
• Twenty-eight peers provide a separate Sick
Leave plan where the range of days offered are
from 12 – 24.
• Twenty-seven peers allow for carryover of
unused sick days.
• Two peers allow employees to cash out unused
Sick days at either termination or retirement.

General Market Commentary
• Median number of sick days is 10 days.
• 59% of the plans offer carryover leave with either
unlimited carryover or a limited number of days.
• 4% of the plans allow for accumulated sick days
to be cashed out at termination.
118
0%
3%
97%
Yes No
Separate Bank
Included in PTO
Not Offered
Key Take Away
OCPA is below the peer group median by including Sick Leave within their PTO plan as nine of ten peers that provide a PTO plan offer a separate Sick Leave plan. 96%
Offer carryover of Sick
Leave
7%
Offer payout upon
termination
Your Rank: N/A Index: N/A
$0
$200
$400
$600
$800
$1,000
$1,200
A 1st Quartile Mean Median 3rd Quartile
Sick Leave
*Parental Leave is not included in the relative dollar value, rank, or index positioning as this benefit is not utilized by all employees on an annual basis.

Paid Leave
Parental Leave
• Peer Group Position
• Sixteen peers reported a separate Parental
Leave benefit.
• The remaining peers did not report data for this
benefit.
• 94% of those that provide a Parental Leave
policy provide coverage for non-birth parent.
• 100% of those that provide a Parental Leave
policy provide coverage for adoptive parent.

General Market Commentary
• 16% provide a Maternity Leave with the median
benefit being 8 weeks.
• 5% provide Paternity Leave with the median
benefit being 2 weeks.
• 49% provide a Parental Leave benefit with the
median Parental Leave benefit being 6 weeks.
• Of organizations offering Parental Leave, 79% of
organizations allow leave to be used for
Adoption, and 40% of organizations allow leave
to be used for placement of a Foster child.
119
Median Plan Design Your Plan
Design
Plan Type Parental Leave Family Leave
Number of Weeks 12 weeks 0 weeks
Percent of Pay Replaced 100% of pay 100% of pay
Key Take Away
OCPA is below the median by providing no paid parental leave, compared to the median plan which offers 12 weeks at 100% pay replacement.

Offer Parental Leave
44%
12%
Offer Maternity Leave
Offer Paternity Leave
2%
Peer Group Position
• OCPA’s below-median position is a result of
requiring the employees to pay for full coverage
on Short-Term Disability, offset by providing a
plan design that is above median for Life
Insurance combined with a Long-Term Disability
plan design that is aligned with the median plan
design.
• One peer does not provide an employer paid
Life Insurance plan therefore no value is
generated.
• Nine peers do not provide an employer paid
Long-Term Disability plan therefore no values
are generated.

General Market Commentary
• 98% provide employer paid basic life insurance.
• 78% provide employer paid Short-Term
Disability.
• 80% provide employer paid Long-Term
Disability.

Life & Disability
Key Take Away
OCPA’s below-median position is a result of requiring the employees to pay the full cost of the Short-Term Disability benefit, offset by a Life Insurance plan that is above the median combined with a Long-Term Disability plan that is competitive with the median plan. 120
### ### #REF! #REF! #REF! #REF!
Your Rank: 25 out of 30 Index: 71
$0
$100
$200
$300
$400
$500
$600
$700
$800
$900
$1,000
A 1st Quartile Mean Median 3rd Quartile
Life and Disablity
Your Rank: 1 out of 29 Index: 535
$0
$50
$100
$150
$200
$250
$300
$350
$400
$450
A 1st Quartile Mean Median 3rd Quartile
Life Insurance
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
A 1st Quartile Mean Median 3rd Quartile
Short-Term Disability
Your Rank: 8 out of 21 Index: 103
$0
$50
$100
$150
$200
$250
A 1st Quartile Mean Median 3rd Quartile
Long-Term Disability
0%
Life & Disability
Life Insurance
Peer Group Position
• OCPA’s above-median position is the result of
offering a flat $200,000 pay benefit compared to
the median plan that provides a flat pay out of
$33,770.
• Amongst broad-based employee benefits, only
seven peers provide a multiple of pay where the
amount ranges from 1x to 2x pay.
• Twenty-one peers provide a flat dollar payout.
• The maximum Benefit amount ranges from
$10,000 - $500,000.
• Three peers provide employer-paid spouse and
dependent life insurance.
• One peer requires employees to pay 100% of
the plan cost; therefore, no value is generated
General Market Commentary
• The median plan design being 1.5x pay benefit.
• 15% provide a flat benefit plan.
• 85% provide a percent of pay Life Insurance
plan.
• 86% provide a Basic AD&D benefit equal to the
Basic Life Insurance benefit.
• 9% provide employer paid spouse/dependent
Life Insurance.

Key Take Away
OCPA is above the median plan design as a
result of providing a flat payout of $200,000
compared to the median plan that provides a flat
$33,770.
97%
Offer employer-paid
Basic Life Insurance
10%
Offer employer-paid
Spouse/Dependent
Life Insurance
Median Plan
Design
Your Plan
Design
Multiple of Pay Flat
$33,770
Flat $200,000
pay out
Maximum Coverage Amount $33,770 $200,000
Salary Definition Base Pay Base Pay
121
Your Rank: 1 out of 29 Index: 535
$0
$50
$100
$150
$200
$250
$300
$350
$400
$450
A 1st Quartile Mean Median 3rd Quartile
Life Insurance
82%
75% 82%
Life & Disability
Short-Term Disability
Peer Group Position
• Short-Term Disability benefit values are based
on amounts payable in the first 6 months of
disability; Sick Leave carryover and LTD
commencing before 6 months of disability are
included in Short-Term Disability.
• OCPA requires the employees to pay for the
Short-Term disability benefit thus resulting in a
$0 value.
• Twenty-seven peers provide all or some weeks
at 100% pay replacement (includes sick leave
carryover).

General Market Commentary
• 78% provide employer-paid coverage
• Typical plan covers 60% of base pay up to 26
weeks with an unlimited weekly benefit
• 42% of participants provide all or a portion of the
disability at 100% pay replacement
Key Take Away
OCPA‘s position is a result of requiring the
employees to pay for the full coverage.

Median Plan Design Your Plan Design
Benefit Value is Generated from
Sick Leave carryover
Salary Definition
Elimination Period
Maximum Weekly
Benefit
122
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
A 1st Quartile Mean Median 3rd Quartile
Short-Term Disability
100%
Provide employer-subsidized
Short-Term Disability
82%
82%
Life & Disability
Long-Term Disability
Peer Group Position
• OCPA’s aligned-with-median position is a result
of providing a 60% pay replacement with a
monthly maximum of $5,000 compared to the
median providing a 60% and 40% pay
replacement with an unlimited monthly
maximum.
• Nine peers require employees to pay 100% of
the plan cost; therefore, no value is generated.
• Pay replacement ranges from 60% - 70% with
the median pay replacement being 60%.
• Maximum benefit ranges from $240 - $15,000.
• Eight peers use the Individual selection for the
Social Security offset, while the remaining peers
use the Family selection.

General Market Commentary
• The median pay replacement being 60%.
• Median monthly maximum is $10,000.
• The majority of the peers provide a family Social
Security offset.

Key Take Away
OCPA’s position is a result of providing a 60%
pay replacement with a $5,000 monthly maximum
compared to the median plan providing a 60%
pay replacement for 12 months and 40%
thereafter.

Median Plan Design Your Plan Design
Benefit Variable pay replacement
60% for 12 mos / 40%
thereafter
60% pay replacement
Salary Definition Base pay Base pay
Maximum
Monthly Benefit Unlimited $5,000
Social Security
Offset Family Offset Family Offset
123
Your Rank: 8 out of 21 Index: 103
$0
$50
$100
$150
$200
$250
A 1st Quartile Mean Median 3rd Quartile
Long-Term Disability
95%
Provide employer-subsidized
Long-Term Disability
82%
82%
*Nontraditional benefits are not included in the relative dollar value, rank, or index positioning.

Prevalence Data
Non-Traditional Benefits
Education Assistance
Peer Group Position
• Eighteen peers indicated they had an Education
Assistance plan.
• One peer provides a reimbursement percentage
other than 100%.
• Reimbursement limits amongst the peers range
from $700-$3,000 per year for undergraduate
and graduate.
• Seven peers vary their tuition reimbursement
based on grades.
• None of the peers provide tuition reimbursement
to an employee’s spouse or children.
• Nine peers reported offering a Student Loan
refinancing option where the employer provides
an annual maximum contribution that ranges
from $3,000 - $10,000 among those that
reported an employer contribution.

General Market Commentary
• 82% provide educational assistance.
• The median reimbursement limits is $5,250 per
year for both undergraduate and graduate
courses.
• 78% require employees to payback upon
termination
Educational Assistance Median Plan
Design
Reimbursement % 100%
Maximum Annual Dollar
Limit
$5,250
Require Payback upon
Termination
Yes
Covers Books Yes
62%
31%
Yes No
Student Loan Repayment
Educational Assistance
124
* Percentage based on those that responded.

Non-Traditional Benefits
Additional Benefits
General Market Commentary
• Mercer conducted the 2022 Flexible Working
Policies and Practices survey with 749
respondents and found that the happiest
employees are hybrid workers; 77% report
being able to maintain a reasonable work-life
balance.
• 53% of employers are working to expand the
types of flexibility offered
• 42% offer part-time schedules
• 70% offer flex time (e.g., adjusted
start and stop times)
• 32% have, or are considering
offering, a 4-day workweek to all or
some employees
• 18% offer variable or alternative shifts
• 14% offer phased or flexible
retirement
125
Non-traditional Benefits Yes No Percent
Adoption Benefits 1 14 7%
Business Casual Policy 9 4 69%
Child/Elder Care Assistance 12 4 75%
College Scholarships 0 13 0%
Discount Purchasing 4 11 27%
Employee Assistance Plan 25 1 96%
Executive Company Car 1 10 9%
Financial Planning Assistance 9 6 60%
Flextime 17 2 89%
Formal Training/Professional
Development Program
16 2 89%
Free/Subsidized Parking 13 3 81%
Funeral Leave 16 3 84%
Gambling Addiction Counseling 7 6 54%
Home Computer Offered 7 7 50%
Infertility Services 6 19 24%
Job Sharing 10 5 67%
Lactation Rooms 10 3 77%
Legal Counseling 12 5 71%
Life Insurance - Business
Travel/Accident
6 19 24%
Military Leave 18 0 100%
Non-executive Company Car 1 10 9%
Onsite Child Care 7 7 50%
Onsite Fitness Facility 9 5 64%
Other Employee Company Car 0 11 0%
Paid Maternity Leave 2 26 7%
Paid Parental Leave 16 12 57%
Paid Paternity Leave 1 27 4%
Non-traditional Benefits Yes No Percent
Paid/Subsidized Offsite Fitness
Facility
12 3 80%
Parental/Family Leave 20 5 80%
Pre-Retirement Counseling 22 7 76%
Relocation Allowance 9 5 64%
Sales Employee Company Car 0 11 0%
Satellite Workplace 7 6 54%
Subsidized Eating Facility 1 12 8%
Telecommuting 14 3 82%
Telemedicine 25 1 96%
Wellness Program 21 1 95%
Work at Home Policy 9 4 69%
82%
82%
Appendix
The following supporting documents are being
provided for your reference and were used in the
support of this report.
• Summary of Plan Features – this report displays
participant data imported from Mercer’s national
benefits database and is the basis for the
valuation.
• Methodology – This section details the methods
used by Mercer to value the benefit plans
included in the Summary of Plan Features report
for each comparator organization.

SECTION CONTENTS
The Methodology contains the following sections:

PRINCIPLES
• Basic methodology
• Market valuation
• Mean use
• Participation
• Personal substitution

NATIONAL COMPOSITE WORKFORCE
▪ Workforce demographics
▪ Target bonuses
▪ Position classification
▪ Cash Compensation
▪ Annual Salary
▪ Bonus

RETIREMENT/SAVINGS
• Defined Benefit plans
• Defined Contribution plans
• Stock Purchase plans

HEALTH/GROUP BENEFITS
• Medical benefits
• Dental benefits
• Dependent Care Spending Accounts
• Health Care Spending Accounts
• Post-retirement Medical benefits

PAID LEAVE
• Paid Time Off
• Vacation
• Holidays
• Personal Leave
• Sick Leave

TIME LOSS BENEFITS
• Life Insurance benefits
• Short-term Disability benefits
• Long-term Disability benefits
126
Appendix
Market
Perspective Compensation Data Source Benefits Data Source CCA Market
Perspective Custom CCA survey Custom CCA survey
Public Sector Mercer Benchmark Database
(Public Sector Scope)
Mercer BVA Database
(Public Sector Scope)
Energy/Utilities Mercer Benchmark Database
(Energy/Utilities Scope)
Mercer BVA Database
(Energy/Utilities Scope)
General Industry Mercer Benchmark Database
(All Organizations Scope)
CCA Compensation and Benefits Study
Benchmarking Methodology: Market Perspectives
128
Job Group Revenue Scope Geographic Adjustment
Executive: CCA
Market
Perspective
Data from the seven CCAs is blended with no adjustment or refinement
See next row
Executive:

Other
perspectives
(including Public
Sector, Energy/
Utilities and
General Market)
Industry-scoped Mercer survey data are used with a
revenue of approximately 0.5x – 2.0x around the following revenue figures:

In addition to the revenue scoping, Mercer has adjusted executive data by 50% of the geo adjustments noted below for non-executives. This is based on detailed analysis of actual executive compensation levels in these locations.

Central Coast Community Energy $560m Central Coast Community Energy Monterey, CA 7.5% Orange County Power Authority $275m Orange County Power Authority Irvine, CA 7.0% Peninsula Clean Energy $426m Peninsula Clean Energy Redwood City, CA 14.5% San Diego Clean Energy $1.2b San Diego Clean Energy San Diego, CA 5.5% Sonoma Clean Power $280m Sonoma Clean Power Santa Rosa, CA 6.5% AVA Energy NA AVA Energy Oakland, CA 10.5%
Clean Power Alliance NA Clean Power Alliance Los Angeles, CA 8.0% Non-Executive
(all
perspectives)
• No Revenue Adjustment Mercer has adjusted non-executive data by the following percentages:

Central Coast Community Energy Monterey, CA 15.0%
Orange County Power Authority Irvine, CA 14.0%
Peninsula Clean Energy Redwood City, CA 29.0%
San Diego Clean Energy San Diego, CA 11.0%
Sonoma Clean Power Santa Rosa, CA 13.0%
AVA Energy Oakland, CA 21.0%
Clean Power Alliance Los Angeles, CA 16.0%
Adjustments are based on the Economic Research Institute geographic assessor for salaries ranging from $30,000 to $300,000, as well as Mercer published survey data
• Data is adjusted to reflect the appropriate organizational size and/or geographic location of each participating CCA. Please see below for more details:

CCA Compensation and Benefits Study
Benchmarking Methodology: Scoping and Geography
129
Non-Executive Positions
2 Summarize 3
nationalized data
into key statistics
Apply CCA & level
specific adjustment
to key statistics
1 Gather and nationalize raw data; add market perspective where appropriate Data Adjustment Example
Data CCCE OCPA PCE SCP SDCP AVA CPA
Raw Submitted Data $210,000 $220,000 $230,000 $240,000 $250,000 $260,000 $270,000 Geo Adj. 115.0% 114.0% 129.0% 113.0% 111.0% 121% 116%
Nationalized Data $182,609 $192,982 $178,295 $212,389 $225,225 $214,876 $232,759 National Statistics OCPA-Specific Statistics
25 %ile $187,795.6 114.0% $214,087.0
Average $205,590.7 114.0% $234,373.4
Median $212,389.4 114.0% $242,123.9
75 %ile $220,050.6 114.0% $250,857.7
130
Element Benchmarking Methodology Details
Benchmark
Job Selection
• Mercer and CCAs selected 36 benchmark jobs with the goal of a representative cross-section by function, job level, etc.

Compensation
Elements
• Primary focus on base salary
• Short-term incentives were also collected to understand total cash compensation levels Benefits
Elements
• Retirement/Savings
• Health/Group (medical, post-retirement medical, and dental) • Paid Leave
• Life Insurance and Disability
Aging/Update
Factors
• Data was aged to July 1, 2024 to represent a “lead/lag” strategy • Aging factor is 4%, based on Mercer Compensation Planning Survey data Adjustments • Role-based adjustments of up to 30% were considered based on level, responsibilities, licensure, or education requirements
• Maximum adjustments are capped at +/- 30% (not including aging or geographic differentials) Scoping/
Geography
• See prior pages
CCA Compensation and Benefits Study
Benchmarking Methodology: Additional Detail
131
82%
82%
Benefits: Summary of Plan and Methodology
The following supporting documents are being
provided for your reference and were used in the
support of this report.
• Summary of Plan Features – this report displays
participant data imported from Mercer’s national
benefits database and is the basis for the
valuation.
• Methodology – This section details the methods
used by Mercer to value the benefit plans
included in the Summary of Plan Features report
for each comparator organization.

SECTION CONTENTS
The Methodology contains the following sections:

PRINCIPLES
• Basic methodology
• Market valuation
• Mean use
• Participation
• Personal substitution

NATIONAL COMPOSITE WORKFORCE
▪ Workforce demographics
▪ Target bonuses
▪ Position classification
▪ Cash Compensation
▪ Annual Salary
▪ Bonus

RETIREMENT/SAVINGS
• Defined Benefit plans
• Defined Contribution plans
• Stock Purchase plans

HEALTH/GROUP BENEFITS
• Medical benefits
• Dental benefits
• Dependent Care Spending Accounts
• Health Care Spending Accounts
• Post-retirement Medical benefits

PAID LEAVE
• Paid Time Off
• Vacation
• Holidays
• Personal Leave
• Sick Leave

ORANGE COUNTY POWER AUTHORITY
Staff Report – Item 9.4
--------------------------------------------------------------------------------------------------------------------- To: Orange County Power Authority Board of Directors
From: Tiffany Law, Chief Financial Officer
Approved by: Joe Mosca, Chief Executive Officer
Subject: CREATION OF BUDGET AND FINANCE AD-HOC COMMITTEE FOR DEVELOPMENT OF FY2024/25 BUDGET AND 5-YEAR PROJECTION
Date: April 30, 2024
---------------------------------------------------------------------------------------------------------------------

RECOMMENDED ACTION
Establish a temporary ad-hoc advisory committee related to development of FY2024/25 Budget and 5-Year Projection and appoint less than a majority of Board members to the committee.

BACKGROUND
From time to time, Board members are needed to engage with staff on a variety of issues. This engagement ensures that staff implements the Board’s goals and objectives effectively. An Ad Hoc Committee is defined as a committee formed to address a specific issue, task, or objective and is dissolved upon the completion of its purpose. These committees are not Brown Act bodies.

It is requested that the Board create a temporary ad-hoc advisory committee to work with staff on the development of the FY2024/25 Budget and 5-Year Projection.

FISCAL IMPACT
There is no fiscal impact.

ATTACHMENT
None.

ORANGE COUNTY POWER AUTHORITY
Staff Report – Item 9.5
-------------------------------------------------------------------------------------------------------------------- To: Orange County Power Authority Board of Directors
From: Tiffany Law, Chief Financial Officer
Approved by: Joe Mosca, Chief Executive Officer
Subject: FISCAL YEAR 2024/2025 BUDGET FRAMEWORK
Date: April 30, 2024
--------------------------------------------------------------------------------------------------------------------

RECOMMENDED ACTION
Receive and File.

DISCUSSION
Staff will present the Fiscal Year 2024/2025 Budget Framework. This presentation will include an overview of the general principles governing the budget of the Orange County Power Authority (OCPA), as well as a timeline for the preparation and adoption of OCPA's Fiscal Year 2024/2025 budget.

FISCAL IMPACT
None

ATTACHMENTS
None

ORANGE COUNTY POWER AUTHORITY
Staff Report – Item 11
--------------------------------------------------------------------------------------------------------------------- To: Orange County Power Authority Board of Directors
From: Joe Mosca, Chief Executive Officer
Subject: CHIEF EXECUTIVE OFFICER’S REPORT
Date: April 30, 2024
--------------------------------------------------------------------------------------------------------------------- CAC Membership - At-large Opening
We are seeking applicants for the two (2) CAC at-large positions. The deadline for applications is April 30th. Please share the opportunity widely. Interested parties within member cities can apply by going to the OCPA website: https://www.ocpower.org/about-us/community-advisory-committee/ 2024 Strategic Plan Workshop
The 2024 Strategic Plan Workshop is scheduled to follow the OCPA Board of Directors meeting on May 21. Prior to the May meeting, you will receive workshop materials which will include considerations for your Board resulting from conversations with the Community Advisory Committee and OCPA staff members. Considerations for new focus areas, objectives, and strategies will be proposed to the Board of Directors, as many of our previous goals have been accomplished.

Community Power Plan – Request for Proposal (RFP)
On Monday, April 15, staff released the Community Power Plan RFP, which seeks to hire qualified firms to help OCPA conduct a community needs assessment, program implementation priorities, and analysis. Shortly after the completion of the Community Power Plan, we will seek to start rolling out many customer programs, and having a set of qualified technical and program support vendors will allow us to implement programs prioritized by you and the community expeditiously. 2024 CalCCA Conference – San Jose
Two Board members, two CAC members, and 14 staff attended this week's CalCCA Conference.

Staff reported learning a lot about the energy industry, including information about incoming new technologies, the latest trends in regulation, and high-level knowledge of state priorities in developing new projects. They also learned about the challenges associated with various energy options.
(Reminder) For the Board members who attended, please share this information at your next City Council meeting and during the Directors’ Announcements portion of the OCPA Board meeting this April 30th.
2 nd Annual Staffers Luncheon
On Tuesday, April 9th OCPA hosted the 2nd Annual Staffers Luncheon. The event was a great success with over 24 attendees, including representatives from all three member agencies and many of our state and federal representatives. We also had staff from the CPUC and Assemblywoman Cottie Petrie-Norris’s office, who chairs the Assembly’s Committee on Utilities and Energy. Guests learned about OCPA’s successes and our regulatory and legislative platform and were given an opportunity to ask questions.

NEW Office Space Update
Preparations for the new office space continue. We are awaiting final approval from the City of Irvine on construction permits. Staff are also organizing potential vendors for furniture and audio-visual installation for Board meetings. One contract will be presented for Board consideration on April 30th. Staff will continue exploring opportunities with local small businesses and used furniture providers.

Human Resources Update
Recruitment for the important positions of Director of Power Resources and Director of Communications & External Affairs opened at the beginning of this month. While the job postings will remain open until the end of this month, interest in these positions has exceeded my expectations. This means that OCPA will have excellent choices as the process of interviewing top candidates begins around the first week in May.

Events & Stakeholder Outreach
The OCPA team attended the following events and community meetings since our last Board meeting:

City Event Date Time
Irvine State of the City Tuesday, March 19th 5:00 PM - 7:00 PM Irvine OCPA Presentation to
Irvine Rotary Club
Wednesday, March
27th 7:00 PM - 8:30 PM
Buena Park Spring Eggstravaganza Saturday, March 30th 8:00 AM - 1:00 PM Irvine Induction Stove
Workshop Wednesday, April 3
rd 6:00 PM – 7:30 PM
Fullerton State of the City Thursday, April 4th 11:00 AM – 2:00 PM Irvine
Sustain SoCal:

Sustainable
Communities
Thursday, April 4th 1:00 PM – 7:30 PM
Fullerton Fullerton Collaborative
Meeting Monday, April 8th 2:00 PM – 3:30 PM
Buena Park Buena Park
Collaborative Meeting Thursday, April 11th 10:00 AM – 11:00 AM Irvine Earth Day Saturday, April 13th 11:00 AM – 2:00 PM Fullerton City Hall on the Go Saturday, April 13th 10:00 AM – 3:00 PM San Jose CalCCA Annual
Conference April 16th - 18th 8:00 AM - 5:00 PM
City Event Date Time
Regional Roots Academy – South
OC Earth Day Saturday, April 20th 1:00 PM – 4:00 PM
Irvine Park Place Earth Day Monday, April 22nd 9:00 AM – 10:00 AM Buena Park Arbor Day Friday, April 26th 5:00 PM – 6:00 PM Irvine
Coffee & Conversations
with Irvine
Councilmembers
Kathleen Treseder &
Tammy Kim
Saturday, April 27th 10:00 AM – 12:00 PM
We are looking forward to many opportunities to engage with the community and key stakeholders, including:

City Event Date Time
Remote
ECCLPS Symposium -
Environomental and
Climate Change
Literacy Projects
Friday, May 3rd All day
Fullerton Fullerton Mayor's
Prayer Breakfast Friday, May 3rd 6:45 AM - 9:00 AM
Irvine CicloIrvine - Open
Streets Event Saturday, May 4th 11:00 AM – 4:00 PM
Irvine
Irvine Electric Lawn
and Garden Equipment
Demo
Tuesday, May 14th 2:00 PM – 4:00 PM
Attachments:

A) Non-Power Supply Contracts In Excess of $50,000 to Under $100,000 Orange County Power Authority
Non Power Supply Contracts In Excess of $50,000 to Under $100,000 Item No Vendor Term Contract Amount Brief Service Description Remark None

Orange County Power Authority Board of DirectorsApril 30, 2024

Orange County Power Authority Board of Directors
April 30, 2024