Agenda packet, first session — Redwood Coast Energy Authority Board of Directors, March 26, 2026 (part 1 of 2)

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Staff Report
Agenda Item # 8.1
Information
Agenda Date March 26, 2026
To Board of Directors
Prepared by
Kristy Siino, Human Resources Manager
Eileen Verbeck, Deputy Executive Director
Beth Burks, Executive Director
Subject Staff Reorganization and Creation of New Positions Summary
The last time RCEA’s organizational structure was updated was in 2021. In the last few years, RCEA has gone through many changes. Through growth and staff turnover nearly half of current employees started in 2022 or later. The Northern Rural Energy Network has been launched with RCEA taking a lead as portfolio administrator and implementor.

In June 2025 the Infrastructure and Planning Director retired. Staff did not recruit for a replacement and instead the Deputy Executive Director temporarily took over responsibility for this department. Staff have used this interim period to review RCEA’s organizational structure. Additionally, during this time, RCEA was asked to consider housing the Regional Climate Action Plan staff, and this possibility was considered when reviewing RCEA’s organizational structure.

The proposed reorganization aims to create logical departments that align with our core mission and activities, supporting high functioning teams, engaged in similar activities, that make sense internally, and to our Board and community.

The current organizational structure is comprised of the following departments and general duties:
• Demand Side Management – Department offers customer programs including rebates and energy efficiency services. These programs include Northern Rural Energy Network implementation (NREN), Local Government Program (LGP), and CCE funded programs. • Infrastructure and Planning Operations – Department offers resilience and transportation related customer programs and management of RCEA owned capital assets (Redwood Coast Airport Microgrid and electric vehicle charging network).
• Power Resources - Department oversees the CCE program and includes account services, which performs rate setting and implementation activities.
• Business Planning and Finance – Department oversees finance functions and contracts and grant management.
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• Deputy Executive Director – Department oversees Human Resources, Information Technology, Clerk of the Board, special projects and support for the Executive Director. • Executive Director – Along with Executive Director functions, supervises Community Strategies (which includes Customer Service), the Regulatory and Legislative Manager, and NREN Portfolio Administration.

The proposed organizational changes are as follows:
• Change the title of Demand Side Management to Customer Programs – The name change is a more “common sense” name, that allows customers to better understand the function of the department.
• The Deputy Executive Director’s Department will serve as the Operations Department and be responsible for RCEA’s internal operations such as Human Resources, Information Technology, Risk Management, Account Services, and Capital Asset management. • Sunset the Infrastructure and Planning Operations Department – All customer programs will be housed under one department, the Customer Programs Department. The staff responsible for the implementation of these programs under the Infrastructure and Planning Operations department will be moved to the Customer Programs Department. The operational functions of this department (i.e. capital assets) will be moved to the Operations Department. • Combine the Account Services and Customer Service team and move to the Operations Department.
• Rate setting responsibilities will move to the Business Planning and Finance Department. • NREN Portfolio administration has been currently handled by a single employee. Staff is proposing a second NREN Administrator position and splitting the duties between Portfolio Lead and an Administrative Lead. The NREN Administrative Lead would be added to the Business Planning and Finance Department.
• The Regulatory and Legislative Manager will join the Power Resources Department. • The creation of a new department of Engagement and Regional Climate Planning. This new department will house the Community Strategies team and Regional Climate Action Planning, as well as be the lead for the upcoming strategic planning update, provide support and staffing to the Community Advisory Committee, and participate in offshore wind planning and engagement. • Addition of Staff General Counsel.

New Department of Engagement and Regional Climate Planning Staff are recommending the reallocation of the vacant Infrastructure and Planning Operations Director to Director of Engagement and Regional Climate Planning. This new department will house the Community Strategies team and work on the Regional Climate Action Plan, as well as be the lead for the upcoming strategic planning update, provide support and staffing to the Community Advisory Committee, and participate in offshore wind planning and engagement.

Specific to the Regional Climate Action Plan work, there are two potential scenarios. One is that RCEA onboards a Regional Climate Action Plan Administrator which would be funded through agreements with participating jurisdictions. That position would report to the department director.

The RCAP administrator would be supported by:
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- Executive Director - estimated 5%-of time to participate in high-level RCAP activities with internal staff and regional partners.
- Department Director- estimated 15% of time to provide ongoing supervision of RCAP Administrator, review of work products and participate in RCAP planning activities, and Regional Climate Committee
- Community Strategies team – estimated 15% of time to help plan and prepare outreach and educational activities related to RCAP implementation.
- Other ancillary support services (HR, IT, printing, etc.) While the Administrator position would be funded with the support from partner jurisdictions, the support time noted above would be incorporated into work plans of other staff who are paid for with CCE funds. A draft job description developed with input from the partner jurisdictions is included as an attachment.

Alternatively, if RCEA does not take on the role of RCAP administrator, RCEA will still be deeply involved in implementation of the RCAP and represented on the Regional Climate Committee. In this case the following are best estimates of time needed to participate:
• Executive Director- 10% of time to participate in high-level RCAP activities with internal staff and regional partners.
• Department Director- 40% of time to participate in Regional Climate Committee, engage with regional partners, participate in and lead some grant efforts for implementation measures.

Community Strategies team- 5-10% Support educational events, regional convenings, and outreach activities related to the RCAP
There is significant overlap between RCAP implementation measures, RCEA’s strategic plan, and ongoing RCEA activities.

Allocation of New Positions
The organizational changes include the addition of three new full-time positions, and the reallocation of a vacant Director position. If approved, RCEA will be authorized for up to 41 full-time positions. If the Board approves the creation of these additional positions, staff will bring back job descriptions for Board approval at the April Board meeting.

Director of Engagement and Regional Climate Planning – Estimated cost of $182,326 annually, which will be CCE funded. Staff recommend starting recruitment following April Board approval of the job description with a hire date of July 2026 or later. This position, if approved, will be budgeted for next fiscal year. This position replaces the current position allocated to the vacant Infrastructure and Planning Director.

Regional Climate Action Plan Administrator – Estimated cost of $153,385 annually, which will funded through agreements with partner jurisdictions. RCEA housing this position and the funding allocation is still pending approval of partner jurisdictions. This position, if approved, will be included in the next fiscal year budget and recruitment would begin after July 2026.

NREN Administrator (Administrative Lead) – Estimated cost of $153,385 annually, which will be funded through NREN. Staff recommend starting an internal recruitment in late April 2026. NREN Governing Partners have approved this position and adjusted the NREN budget to provide funding. 91

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Staff General Counsel – Estimated cost of $252,000 annually, which will be funded through CCE funds.

Staff will bring back a job description for approval at the April or May meeting and recommend starting recruitment after July 2026. This position, if approved, will be included in the next fiscal year budget.

Equity Impacts
Reorganization and inclusion of RCAP activities supports RCEA’s mission to provide equity in prioritizing climate and energy actions in underserved communities, incorporating Tribal and community input into program prioritization, and embedding equity considerations into regional climate and energy planning.

Financial Impact
The changes proposed result in three new full-time positions, and the reallocation of a vacant Director position. The reallocation of the vacant director position is cost neutral compared to the current budget.

The NREN Portfolio Administrator (Administrative Lead) position will be fully funded through NREN. The RCAP Administrator will be funded through funding agreements with participating jurisdictions.

Of the new positions one, In House General Counsel, is proposed to be CCE funded. This position would be hired in FY 26-27 and incorporated into the budget for that beginning that fiscal year. We expect overlap with current Contract General Counsel to allow for a smooth transition and as a result would expect a higher than usual legal services budget next fiscal year. Beyond the first fiscal year, Counsel costs are expected to stabilize and be comparable to current overall costs.

Staff Recommendation

1. Approve the staffing re-organization concept and authorize the Executive Director to determine allocation of staff to departments, which include supervisory responsibilities.

2. Approve the following full-time positions and direct staff to return with job descriptions for Board approval:
a. Creation of a Director of Engagement and Regional Climate Planning Position. b. Creation of a RCAP Administrator Position
c. Allocation of a second NREN Administrator as the Administrative lead. d. Creation of Staff General Counsel Position.

Attachments

1. Board approved organizational chart June 26, 2025

2. Proposed Organizational chart

3. Proposed Departmental Function Chart

4. Draft RCAP Administrator Job Description
92 Community of
Humboldt
County
RCEA
Board
Independent
Auditors
Executive
Director*
Manager
Community
Strategies
Coordinator
Community
Strategies
Coordinator
Customer
Service
Director
Infrastructure
Planning &
Operations (IP)
Manager
IP
Manager IP
Specialist
IP
Director
Business
Planning
& Finance
Manager
Finance
Coordinator
Admin
Manager
Contracts
and Grants
Specialist
Finance
Analyst
Contracts
and Grants
Director
Power
Resources (PR)
Manager
PR
Manager
Account
Services Analyst
PR
Specialist
PR
Specialist
Account
Services
Contractor
Wholesale
Power
Procurement
&
Scheduling
Director
Demand-Side
Management (DSM)
Manager
DSM Residential
Technician
Technician
Specialist
Specialist
Coordinator
Intake
Manager
DSM
Commercial/LGP
Technician
Technician
Manager
Rural REN
Analyst Rural
REN
Coordinator
Rural REN
Manager
Regulatory
and
Legislative
Policy
General Counsel
Deputy Executive Director
IT Technician Specialist
Admin
Specialist Clerk
of the Board Manager
HR
Community
Advisory
Committee
RCEA Organization Chart
RCEA Board Adopted June 26, 2025
*Executive Director may approve the
hiring of part-time, intern and limited-term positions if they fit within the Board adopted personnel budget.
93 Executive Director
Director, Customer
Programs
Director, Engagement
& Regional Climate
Planning
Program
Manager
Program
Manager
Communications
& Engagement
Manager
Deputy Executive
Director/Operations
HR Manager
Director, Power
Resources
Power Resources
Manager
Director, Business
Planning & Finance
Accounting
Manager
Program
Manager
Program Analyst
Program Analyst
Part Time PR
Analyst
Part Time
Assistant
Program Analyst
Program Analyst
Specialist
Specialist
Specialist
Contracts/Grant
Manager
Specialist
Assistant
Grant Analyst
NREN
Administrator
(Administrative
Lead)
IT Technician
Clerk
Capital Assets
Manager
Account Services
Manager
Account Services
Representative
Coordinator
Assistant Part Time
Assistant
Specialist
Data Analyst
Compliance
Technician
Regulatory/
Legislative
Manager
Intern
NREN Administrator
(Portfolio Lead)
Data Analyst
Coordinator Part Time
Specialist
Specialist
RCAP
Administrator
Staff Counsel
Redwood Coast Energy Authority Organizational Chart •New positions are designated by grey boxes with dashed lines. •This draft organizational chart does not reflect direct reports/supervision. •Note: Part-time and limited-term positions are approved by the Executive Director. 3/20.26 94 Executive Director
Customer Programs
Engagement &
Regional Climate
Planning
NREN Programs
Implementation
Residential,
Public,
Workforce
Education and
Training,
Commercial and
other Non-residential
Marketing/
Communications
Deputy ED/
Operations
Human
Resources
Power Resources
Power
Procurement
Business Planning &
Finance
Accounting/
Bookkeeping
Local
Government
Partnership
CCA Programs
(E-bike, and EV
Rebates)
Grant Funded
Projects
Grants/
Contracts
Budget
Audits
CCA Rate
Setting
Treasury
Management
Information
Technology
Capital Assets
O&M
RCAM, REVNet,
facilities
Clerk of the
Board
Customer
Service
Special Projects
CCA Compliance/
Power Portfolio
Management
Regulatory/
Legislative
Affairs
Education/
Engagement
Community
Advisory
Committee
Support
Regional Climate
Action Plan
Portfolio
Programs
Management
NREN Programs
Reporting/
compliance
NREN Portfolio
Administraton
Governing
Partner
Coordination
Offshore Wind
Strategic Plan
Update
Legal Services
Redwood Coast Energy Authority Functional Organizational Chart NREN Portfolio
Fiscal &
Contracting
95 This page
intentionally left
blank.
96 March 13, 2026
FLSA: Exempt

REGIONAL CLIMATE ACTION PLAN ADMINISTRATOR

DEFINITION
Under general direction, plans, organizes, oversees, coordinates, and manages the Regional Climate Action Plan (“RCAP”) programs, projects, and activities including facilitating Committee activities; identifying and pursuing external funding opportunities; serves as administrative manager of multi-agency programs; serves as a liaison and fosters cooperative working relationships with a variety of internal and external stakeholders, partners, and contracted service providers; provides complex and responsible support to the Director of Engagement and Regional Climate Planning; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction from the Director of Engagement and Regional Climate Planning. May exercise direct supervision over professional, technical, and/or administrative support staff.

CLASS CHARACTERISTICS
This classification is responsible for planning, organizing, and managing programs that include partnerships between RCEA and external agencies and organizations which includes accountability to both internal and external stakeholders. Incumbents manage key administrative elements on behalf of all agency stakeholders of partnership programs ensuring that these programs benefit each partner agency equally, and that they operate independent of RCEA’s internal policies and procedures. Incumbents are responsible for performing diverse, specialized, and complex work involving significant accountability and decision-making responsibilities in overseeing the day-to-day operations of the program(s). Employees serve as a specialist, liaison, and advocate for the program(s), with regular contact and interactions with RCEA senior management positions, other public agencies, community organizations, regulatory and governmental agencies, and members of the community.

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contracts; administers contracts to ensure compliance with RCEA specifications and service quality.  Develop regional tools and deliverables (e.g., model policies, templates, pilot projects, and programs) that accelerate implementation.
 Provide technical assistance and best-practice research to support adoption of climate-focused policies across key sectors.
 Establish benchmarks and prepare annual progress reports and other program documentation for decision-makers and partners.
 Conduct organizational and operational studies and investigations; monitor changes in regulations and technology that may affect operations; recommend and implement (after approval) modifications to assigned programs, policies, and procedures.
 Receives, investigates, and responds to difficult and sensitive problems and complaints in a professional manner; identifies and reports findings and takes necessary corrective action.  Observes and complies with all RCEA and mandated safety rules, regulations, and protocols.  Ensures staff observe and comply with all Agency and mandated safety rules, regulations, and protocols.
 Supports the ongoing implementation of RCEA’s Racial Justice Plan and actively engage in justice, equity, diversity, and inclusion efforts within the organization.  Performs related duties as required.

QUALIFICATIONS
Knowledge of:
 Organization and management practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the assigned area of responsibility.  Principles and practices of employee supervision, including work planning, assignment review and evaluation, discipline, and training of staff in work procedures.  Principles and practices of leadership.
 Administrative principles, practices, and methods including goal setting, program development, implementation and evaluation, policy and procedure development, quality control, work standards, and recordkeeping.
 Principles and techniques for working with groups and fostering effective team interaction to ensure teamwork is conducted smoothly.
 The field of environment, sustainability, and climate action.  California climate policy (SB 32, AB 1279, CARB Scoping Plan, CEQA Guidelines §15183.5).  Rural-region climate implementation challenges and resource constraints.  State climate funding programs (ICARP/APGP, CEC, CPUC, CalRecycle, CalSTA, CARB, etc.).  Principles and practices of project management.
 Applicable federal, state, and local laws, codes, regulations, ordinances, and procedures, as well as industry standards and best practices pertinent to the assigned area of responsibility.  Municipal government operations and procedures as they relate to urban planning and development.  Research and reporting methods, techniques, and procedures.  Agency and mandated safety rules, regulations, and protocols.  Techniques for effectively representing the Association in contacts with governmental agencies, community groups, various business, professional, educational, and regulatory organizations, and with the public.
 Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and Agency/Association staff.
 The structure and content of the English language, including usage, vocabulary, punctuation, meaning and spelling of words, rules of composition, and grammar.  Modern office practices, methods, and communication tools used for business functions and program, project, and task coordination, including computers, software programs, and equipment relevant to the 98 Regional Climate Action Plan Administrator

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work performed.

Ability to:
 Select and supervise staff, provide training and development opportunities, ensure work is performed effectively, and evaluate performance in an objective and positive manner.  Develop and implement goals, objectives, practices, policies, procedures, and work standards.  Provide administrative, management, and professional leadership for RCAP.  Ensure objective administrative management of multi-agency programs, activities, and services.  Plan, organize, and direct projects and related work activities.  Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed; ensure compliance with applicable requirements.  Effectively represent the department and RCEA in meetings with governmental agencies; community groups; various business, professional, and regulatory organizations; elected officials; and individuals.  Analyze, interpret, summarize, and present administrative, technical, and financial information and data in an effective manner.
 Prepare clear, complete, and concise reports, correspondence, documentation, financial statements, and other written materials.
 Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
 Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines.
 Independently organize work, set priorities, meet critical deadlines, and follow up on assignments.  Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks.
 Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.

Education and Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Equivalent to a bachelor’s degree in environmental science, urban planning, public administration or closely related field and five (5) years progressively responsible experience providing fiscal, administrative, and regulatory oversight of energy and efficiency projects or programs.

Licenses and Certifications:
 Possession of a valid California Driver’s License or evidence of equivalent mobility, to be maintained throughout employment.

PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and visit various Agency sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 10 pounds. 99 Regional Climate Action Plan Administrator

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ENVIRONMENTAL CONDITIONS
Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing divisional policies and procedures.

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Staff Report
Agenda Item # 8.2
Information
Agenda Date March 26, 2026
To Board of Directors
Prepared by Kristy Siino, Human Resources Manager
Eileen Verbeck, Deputy Executive Director
Subject Presentation of Classification and Compensation Study Summary
In early 2025, RCEA staff, with Board direction, engaged Gallagher Consulting to perform a full classification and compensation study. The classification and compensation study reviewed all 39 employees, currently in seven classifications using 10 comparators. The study included the following:
• Collection and review of position description questionnaires completed by each employee (PDQ) • Interviews with employees, supervisors and managers
• Reviewing and drafting classification descriptions based on information collected, including newly appointed classifications
• Providing a classification plan and final report
• Determining compensation survey elements and comparing them with 10 labor market agencies and 14 benchmark classifications
• Providing final compensation recommendations.

Gallagher Consulting was provided the list of labor market agencies as specified in the Board adopted compensation policy. Gallagher then evaluated each agency and made recommendations to include additional agencies or replace existing agencies with ones that may be more appropriate to use as comparisons. Once approved, Gallagher provided market benchmarks for 14 selected RCEA classifications. It was found during their benchmarking that one selected position had no identifiable comparators, and so, benchmark recommendations were made based on available data for 13 RCEA classifications.

The final report from Gallagher Consulting represents their findings and final recommendations.

Background
Classification
Gallagher began with a full classification study. RCEA provided all classification concepts and job descriptions to Gallagher for review, followed by Position Description Questionnaires (“PDQ”) which were completed by all RCEA employees. Using both current job descriptions and PDQs, Gallagher engaged in employee and supervisor level interviews to clarify each employee’s job duties. Considerations for the 101

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development of class concepts included type and level of knowledge required, supervisory relationships, authority for making decisions and problem solving, and working conditions/physical demands. Using gained information and generally accepted classification definitions, Gallagher provided written recommendations for reconceptualizing RCEA’s classification structure.

Gallagher’s recommendation includes removing Senior level designation from RCEA’s classification series. Gallagher found that some positions had bodies of work that require a unique classification title rather than a Senior level designation to differentiate the work, and other positions that were designated Senior were performing similar scope and nature of work from others and did not require differentiation.

Gallagher’s recommendation expands RCEA’s current 7 classification structure to 10 distinct classifications:
• Staff
• Technician
• Specialist
• Coordinator
• Professional
• Program Manager
• Administrator
• Department Head
• Deputy Executive Director
• Executive Director
Gallagher provided RCEA with a list of recommended classifications for every employee based on their submitted PDQs and interviews. Staff reviewed the recommendations, PDQs, and current job duties (as they had evolved over time) to determine if classifications were justified. Ultimately, Gallagher recommended reclassification of nine RCEA positions. Staff closely reviewed these recommendations and agreed with 4 and upon further review, Staff requested changes to five of Gallagher’s original nine employee classifications. Of these five positions, Staff reclassified three employees due to increased duties arising from changing operational needs, and two employees were reclassed from Gallagher’s demotional recommendation to a lateral classification within RCEA. Gallagher was consulted and accepted these changes as appropriate.

Once the classification concepts were established, Gallagher provided draft job descriptions for 15 of RCEA’s 24 total positions. Human Resources, using templates provided by Gallagher, developed the remaining job descriptions. RCEA Directors and employees were provided with draft position descriptions and provided feedback for improvements. Once all feedback was received, job descriptions were updated to reflect any necessary changes.

The classification portion of the study began in April 2025, and provided Gallagher a point-in-time look at employee’s job duties. Since the PDQ period and interviews, RCEA has undergone internal program changes that have resulted in the natural change in some employees' duties. As a result, some updates were made to job descriptions, independent of Gallagher’s work to update relevant duties and/or programs, where necessary. While Gallagher was notified of these intended changes, it’s important to 102

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note for the Board that job descriptions may have been updated to reflect the most up-to-date duties and expectations.

Compensation
RCEA provided Gallagher with the current Board approved market agencies, as outlined in the Compensation Policy, as the starting point for determining the comparator agencies they would use for the purposes of their study. In total, Gallagher analyzed 16 different agencies on the following criteria:

1. Geographic proximity

2. Population served

3. Full-time equivalents

4. Agency Financials

5. Cost of Living

6. Services provided
Gallagher provided compatibility scores to RCEA for all 16 agencies, and staff selected 10 compatible agencies for the comparators.

Using Economic Research Institute (ERI) data, Gallagher determined the cost of labor for each comparable agency and began benchmarking on 14 RCEA classifications. Benchmark classifications were chosen based on how likely Gallagher believed they would be to find similar positions at all 10 comparator agencies. Gallagher was able to provide salary benchmarks for 13 of the 14 selected classifications. Utilizing the cost of labor adjustment from ERI, Gallagher adjusted reported salaries from the comparator agencies and provided average salaries versus RCEA’s current salaries. Based on the information received, 12 benchmarked classification salaries were below the market average, and one was above the market average. In total, across all 13 benchmarked classifications, salaries were found to be an average of 13.3% below the market.

Gallagher then placed each benchmarked position onto a proposed salary schedule, which reflects placement within 5% of the market median. Un-benchmarked positions were then placed on the schedule in relationship to duties, actual scope of work, and position requirements. Staff met with Gallagher to review initial placements, and with Gallagher’s assistance, proposed initial salary adjustments, based on provided market benchmarks and RCEA organization. Based on the proposed salary schedule, one position’s current salary exceeds the maximum range of the proposed salary. RCEA is proposing a “Y-rate”, which is a temporary adoption of the existing salary range, lasting only until the employee leaves the position. This “Y rate” salary range will not be offered to any other employees and will be sunset upon separation of all employees in that range.

Additional updates to the salary schedule were made by staff based on updated classifications, updated job duties, and further internal alignment. Adjustments were minor, 2.5%-5% difference from Gallagher’s initial recommendation. One classification, Program Specialist, was adjusted by 10% to reflect Gallagher’s labor benchmarking of the position. In this particular classification, benchmarking showed the position was already paid over the market value, and Gallagher’s placement of the position was significantly above the benchmark and not in alignment with internal equity goals. The final salary schedule being presented for Board approval reflects these changes. 103

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Implementation of Classification and Compensation
Staff is recommending the Board adopt the updated job descriptions and salary schedule effective April5th, 2026. To reduce the financial impact to RCEA of implementing the new salary schedule, staff is recommending that incumbents be placed on the new salary schedule at the step that is closest to the step they are currently on without going down. The adoption of the new salary schedule will not decrease anyone’s salary, and for most employees pay ranges will be increasing.

Equity Impacts
Strengthens RCEA’s goal of equity and inclusion by identifying and correcting potential pay inequities and standardizing job classifications. This work promotes fair, transparent, and consistent compensation practices across the organization.

Financial Impact
Implementation of the updated salary schedule is expected to increase personnel expenses by $104,000.00 annually. The cost to implement this change this fiscal year is covered by salary savings due to unfilled vacant positions. RCEA has had a vacant Director position since July 2025 along with other full-time positions. Staff estimate that RCEA will realize approximately $600,000 in salary savings due to these vacancies. The mid-year budget adjustment reduces the personnel budget, and accounts for any increases due to implementation of the new salary schedule.

Staff Recommendation
Accept the Gallagher Classification and Compensation Reports Approve the Classification structure and Updated Job Descriptions Approve the RCEA updated Salary Schedule Effective April 5, 2026 Attachments

1. Gallagher Classification Report and Appendices

2. Gallagher Compensation Report and Appendices

3. RCEA Updated Job Descriptions

4. RCEA Updated Salary Schedule

5. Board Adopted Salary Schedule July 2025
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March 13, 2026

CLASSIFICATION STUDY

FINAL REPORT
Redwood Coast Energy Authority
Formerly Koff & Associates
105
© 2026 Arthur J. Gallagher & Co. 1
March 13, 2026
Beth Burks
Executive Director
Redwood Coast Energy Authority
633 3rd Street
Eureka, CA 95501
Dear Ms. Burks,
Gallagher is pleased to present the Final Classification Report for the study of all positions at the Redwood Coast Energy Authority. Volume I documents the classification study process and provides recommendations for the classification plan, allocations of individual positions for all RCEA employees, and class specifications. Volume II, to be sent under separate cover, documents the market compensation survey, findings, and recommendations.

This first volume incorporates a summary of the study’s multi-step process, which included results of written Position Description Questionnaires, interviews with employees and management, and employee review and comments in the form of draft class descriptions, and class allocation recommendations.

We would like to thank you for your assistance and cooperation without which this study could not have been brought to its successful completion.

We will be glad to answer any questions or clarify any points as you are implementing the findings and recommendations. It was a pleasure working with you and we look forward to future opportunities to provide you with professional assistance.

Very truly yours,
Kari Mercer
Senior Consultant
Gallagher
ajg.com/ps-class-comp
106
© 2026 Arthur J. Gallagher & Co. 2
Contents
Executive Summary ...................................................................................................................................... 3 Background ............................................................................................................................................. 3 Classification Study Goals ............................................................................................................................ 3 Classification Study Process......................................................................................................................... 3 Classification Concepts................................................................................................................................. 4 Positions vs. Classifications .................................................................................................................... 4 The Relationship Between Classification and Compensation ................................................................. 4 The Purpose of Having a Classification Plan .......................................................................................... 4 Classification Descriptions ...................................................................................................................... 5 Fair Labor Standards Act ........................................................................................................................ 6 Classification Findings and Recommendations ............................................................................................ 8 Classification Structure and Allocation Factors ....................................................................................... 8 Classification Allocation Recommendations.......................................................................................... 12 Title Change.......................................................................................................................................... 13 Reclassification ..................................................................................................................................... 14 Conclusion .................................................................................................................................................. 14 List of tables
Table 1. Title Change Recommendations................................................................................................... 13 Table 2. Reclassification Recommendations .............................................................................................. 14 Appendices
Appendix I: Recommended Position Allocations
Appendix II: Classification Concepts
107
© 2026 Arthur J. Gallagher & Co. 3
Executive Summary
Background
In February 2025, Redwood Coast Energy Authority (RCEA) contracted with Gallagher to conduct a classification and total compensation study for all of RCEA’s classifications. All classification and compensation findings, recommendations, and options for implementation are in Volumes I and II of this report.

This classification review process was precipitated by:
• The concern of the Board of Directors and management is that employees should be recognized for the level and scope of work performed and that they are paid on a fair and competitive basis that allows RCEA to recruit and retain high-quality staff;
• To ensure that class descriptions reflect current programs, responsibilities, and technology; • The desire to have a compensation plan that can meet the needs of RCEA; and • The desire to ensure that internal relationships of salaries are based upon objective, non-quantitative evaluation factors, resulting in equity across RCEA.

The goal of the classification and compensation study is to assist RCEA in developing a competitive pay and benefit structure, which is based upon market data to ensure that the plan is fiscally responsible, and that meets the needs of RCEA with regards to recruitment and retention of qualified staff.

Classification Study Goals
The goals and objectives of the classification portion of the study were to:
• Obtain detailed information regarding each position through a variety of techniques, including written Position Description Questionnaires (PDQs) and interviews with employees and management; • Prepare an updated classification plan, including recommended class descriptions and position allocations, that recognizes the scope and level of the various classes and positions, and is perceived equitable by management and employees alike;
• Provide class descriptions and other documentation that includes information required for compliance with the Americans with Disabilities Act (ADA) and appropriate qualifications, including knowledge, skills, and other requirements that are job-related and meet other legal guidelines; and • Provide sufficient documentation to allow RCEA to maintain the classification system on a regular basis.

Classification Study Process
The classification study procedures were as follows:
• An initial meeting was held with RCEA management to clarify study scope, objectives, processes, and deliverables. • Orientation meetings were held to which all employees were invited, to meet consultant staff involved with the project, clarify study objectives and procedures, answer questions, and distribute the PDQs. • After the PDQs were completed by employees and reviewed by management and consultant staff, interviews were conducted with all employees and management.
• Following the analysis of the classification information gathered, draft class concepts, specifications, and position allocations were developed for management and employee review. 108
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• After resolution of issues, wherever possible, including additional contacts with employees and management to gain details and clarification, appropriate modifications were made to the draft specifications and allocations and this report was prepared.

Classification Concepts
Positions vs. Classifications
“Position” and “Classification” are two terms that are often used interchangeably but have very different meanings. As used in this report:
• A position is an assigned group of duties and responsibilities performed by one person. A position can be full-time, part-time, regular or temporary, filled or vacant. Often the word “job” is used in place of the word “position.” • A classification or class may contain only one position or may consist of a number of positions. When you have several positions assigned to one class, it means that the same title is appropriate for each position; that the scope, level, duties, and responsibilities of each position assigned to the class are sufficiently similar (but not identical) that the same core knowledge, skills, abilities, and other requirements are appropriate for all positions, and that the same salary range is equitable for all positions in the class.

The description of a position often appears as a working desk manual, going into detail regarding work process steps, while a class description emphasizes the general scope and level of responsibilities, plus the knowledge, skills, abilities, and other requirements for successful performance
When positions are classified, the focus is on assigned job duties and the job related requirements for successful performance, not on individual employee capabilities or amount of work performed. Positions are thus evaluated and classified on the basis of such factors as knowledge, skills, and abilities required to perform the work, the complexity of the work, the authority delegated to make decisions and take action, the responsibility for the work of others and/or for budget expenditures, contacts with others (both inside and outside of the organization), and the impact of the position on the organization and working conditions.

The Relationship Between Classification and Compensation Classification and the description of the work and the requirements to perform the work are separate and distinct from determining the worth of that work in the labor market and to the organization. While recommending the appropriate compensation for the work of a class depends upon an understanding of what that work is and what it requires (as noted above), compensation levels are often influenced by two factors:
• The external labor market; and
• Internal relationships within the organization.

Compensation findings and recommendations for RCEA are covered in Volume II of this report.

The Purpose of Having a Classification Plan
A position classification plan provides an appropriate basis for making a variety of human resources decisions such as the:
• Development of job-related recruitment and selection procedures; • Clear and objective appraisal of employee performance; • Development of training plans and succession planning; • Design of an equitable and competitive salary structure; • Organizational development and the management of change; and 109
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• Provision of an equitable basis for discipline and other employee actions.

In addition to providing this basis for various human resources management and process decisions, a position classification plan can also effectively support systems of administrative and fiscal control. Grouping of positions into an orderly classification system supports planning, budget analysis and preparation, and various other administrative functions.

Within a position classification plan, job classifications can either be broad (containing a number of positions) or narrow (emphasizing individual job characteristics). Broad job classifications are indicated when:
• Employees can be hired with a broad spectrum of knowledge, skill, and/or academic preparation and can readily learn the details of RCEA, the department, and the position on-the-job; or • There is a need for flexibility of the assignment within a department or an organization due to changing programs, technologies, or workload.

Individualized job classifications are indicated when:
• There is an immediate need to recruit for specialty knowledge and skills; • There is a minimum of time or capability for on-the-job training; or • There is an organizational need to provide for specific job recognition and to highlight the differences between jobs.

Most classification plans are a combination of these two sets of factors and we have chosen the middle ground in this study as being most practicable in RCEA’s changing environment and service delivery expectations, as well as being in line with RCEA’s strategic plan. This approach resulted in recommendations to retitle classifications to more accurately reflect current responsibilities or use more contemporary titles (e.g., Analyst to Data Analyst), or to reclassify certain individuals into existing or entirely new classifications that more accurately reflect current responsibilities (e.g., Senior REN Portfolio Manager to REN Portfolio Administrator). Detailed allocation recommendations are found in Appendix I of the report.

Classification Descriptions
In developing the new and revised classification descriptions for all positions, the basic concepts outlined in the previous pages were utilized. The recommended class descriptions have been provided as separate deliverables.

As mentioned earlier, the class descriptions are based upon the information from the written PDQs completed by each employee, the individual job audit interviews (if required), and from information provided by employees and managers during the review processes. These descriptions provide:
• A written summary documenting the work performed and/or proposed by the incumbents of these classifications; • Distinctions among the classes; and
• Documentation of requirements and qualifications to assist in the recruitment and selection process.

Just as there is a difference between a position and a class, there is also a difference between a position description and a class description. A position description, often known as a “desk manual,” generally lists each duty an employee performs and may also have information about how to perform that duty. A class description normally reflects several positions and is a summary document that does not list each duty performed by every employee. The class description, which is intended to be broader, more general and informational, is intended to indicate the general scope and level of responsibility and requirements of the class, not detail-specific position responsibilities.

The sections of each class description are as follows:

Title: This should be brief and descriptive of the class and consistent with other titles in the classification plan and the occupational area.
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• The title of a classification is normally used for organization, classification, and compensation purposes within RCEA. Often working titles are used within a department to differentiate an individual. All positions have a similar level of scope and responsibility; however, the working titles may give assurance to a member of the public that they are dealing with an appropriate individual. Working titles should be authorized by Human Resources to ensure consistency within RCEA and across departmental lines.

Definition: This provides a capsule description of the job and should give an indication of the type of supervision received, the scope and level of the work and any unusual or unique factors. The phrase “performs related work as required” is not meant to unfairly expand the scope of the work performed, but to acknowledge that jobs change and that not all duties are included in the class specification.

Supervision Received and Exercised: This section specifies which class or classes provide supervision to the class being described and the type and level of work direction or supervision provided to this class. The section also specifies what type and level of work direction or supervision the class provides to other classes. This assists the reader in defining where the class “fits” in the organization and alludes to possible career advancement opportunities.

Class Characteristics: This can be considered the “editorial” section of the specification, slightly expanding the Definition, clarifying the most important aspects of the class and distinguishing this class from the next higher-level in a class series or from a similar class in a different occupational series.

Examples of Typical Job Functions: This section provides a list of the major and typical duties, intended to define the scope and level of the class and to support the Qualifications, including Knowledge and Skills. This list is meant to be illustrative only. It should be emphasized that the description is a summary document, and that duties change depending upon program requirements, technology, and organizational needs.

Qualifications: This element of the description has several sections:
• A listing of the job-related knowledge and skills required to successfully perform the work. They must be related to the duties and responsibilities of the work and capable of being validated under the Equal Employment Opportunity Commission’s Uniform Guidelines on Selection Procedures. Knowledge (intellectual comprehension) and Abilities (acquired proficiency) should be sufficiently detailed to provide the basis for selection of qualified employees. • A listing of educational and experience requirements that outline minimum and alternative ways of gaining the knowledge and abilities required for entrance into the selection process. These elements are used as the basic screening technique for job applicants.
• Licenses and/or certifications identify those specifically required in order to perform the work. These licenses/certifications are often required by an agency higher than RCEA (i.e., the State), and can therefore be appropriately included as requirements.

Physical Demands: This section identifies the basic physical abilities required for performance of the work. These are not presented in great detail (although they are more specifically covered for documentation purposes in the PDQs) but are designed to indicate the type of pre-employment physical examination (lifting requirements and other unusual characteristics are included, such as “finger dexterity needed to access, enter, and retrieve data using a computer keyboard”) and to provide an initial basis for determining reasonable accommodation for ADA purposes.

Working Conditions: These can describe certain outside influences and circumstances under which a job is performed; they give employees or job applicants an idea of certain risks involved in the job and what type of protective gear may be necessary to perform the job. Examples are loud noise levels, cold and/or hot temperatures, vibration, confining workspace, chemicals, mechanical and/or electrical hazards, and other job conditions.

Fair Labor Standards Act
One of the major components of the job analysis and classification review is the determination of each classification’s appropriate Fair Labor Standards Act (FLSA) status, i.e., exempt vs. non-exempt from the FLSA overtime rules and regulations.
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As we review position description questionnaires and notes from the interviews, we analyze each classification’s essential functions to determine FLSA status. There are three levels for the determination of the appropriate FLSA status that are utilized and on which we base our recommendations. Below are the steps used for the determination of Exempt FLSA status.

Salary Basis Test: The incumbents in a classification are paid at least $684 per week ($35,568 per year), not subject to reduction due to variations in quantity/quality of work performed.

Exemption Applicability: The incumbents in a classification perform any of the following types of jobs:
• Executive: Employee whose primary duty is to manage the business or a recognized department/entity and who customarily directs the work of two or more employees. This also includes individuals who hire, fire, or make recommendations that carry particular weight regarding employment status. Examples: executive, director, owner, manager, supervisor.
• Administrative: Employee whose primary activities are performing office work or non-manual work on matters of significance relating to the management or business operations of the firm or its customers and which require the exercise of discretion and independent judgment. Examples: coordinator, administrator, analyst, accountant. • Professional: Employee who primarily performs work requiring advanced knowledge/education and which includes consistent exercise of discretion and independent judgment. The advanced knowledge must be in a field of science or learning acquired in a prolonged course of specialized intellectual instruction. Examples: attorney, physician, statistician, architect, biologist, pharmacist, engineer, teacher. • Computer professional: Employee who primarily performs work as a computer systems analyst, programmer, software engineer or similarly skilled work in the computer field performing a) application of systems analysis techniques and procedures, including consulting with users to determine hardware, software, or system functional specifications; b) design, development, documentation, analysis, creation, testing, or modification of computer systems or programs, including prototypes, based on and related to user or system design specification; or c) design, documentation, testing, creation or modification of computer programs based on and related to user or system design specifications; or a combination of the duties described above, the performance of which requires the same level of skills. Examples: system analyst, database analyst, network architect, software engineer, programmer.

Job Analysis: A thorough job analysis of the job duties must be performed to determine exempt status. An exempt position must pass both the salary basis and duties tests. The job analysis should include:
• Review of the minimum qualifications established for the job; • Review of prior class descriptions, questionnaires, and related documentation; • Confirmation of duty accuracy with management; and
• Review and analysis of workflow, organizational relationships, policies, and other available organizational data.

Non-exempt classifications work within detailed and well-defined sets of rules and regulations, policies, procedures, and practices that must be followed when making decisions. Although the knowledge base required to perform the work may be significant, the framework within which incumbents work is fairly restrictive and finite. (Please note that FLSA does not allow for the consideration of workload and scheduling when it comes to exemption status).

Finally, often a classification performs both non-exempt and exempt duties, so we analyze time spent on each type of duties. If a classification performs mostly non-exempt duties (i.e., more than 50% of their time), then the classification would be considered non-exempt.
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Classification Findings and Recommendations
Classification Structure and Allocation Factors
The proposed classification plan provides RCEA with a systematic classification structure based on the interrelationship between duties performed, the nature and level of responsibilities, and other work-related requirements of the jobs.

A classification plan is not a static, unchanging entity. Classification plans may be updated and revised by conducting classification studies that are organizational wide (review of the all classifications and positions) or position-specific.

The methodology used for both types of studies is the same, as outlined above.

For either type of study, when identifying appropriate placement of new and/or realigned positions within the classification structure, there are general allocation factors to consider. By analyzing these factors, RCEA will be able to change and grow the organization while maintaining the classification plan. General information about factors and leveling is provided below. The specific classification concepts that have been recommended for RCEA are provided in Appendix II.

1. Type and Level of Knowledge and Skill Required
This factor defines the level of job knowledge and skill, including those attained by formal education, technical training, on-the job experience, and required certification or professional registration. The varying levels are as follows:

A. The entry-level into any occupational field
This entry-level knowledge may be attained by obtaining a high school diploma, completing specific technical course work, or obtaining a four-year or advanced college or university degree. Little to no experience is required.

B. The experienced or journey-level (fully competent-level) in any occupational field This knowledge and skill level recognizes a class that is expected to perform the day-to-day functions of the work independently, but with guidelines (written or oral) and supervisory assistance available. This level of knowledge is sufficient to provide on-the-job instruction to a fellow employee or an assistant when functioning in a lead capacity. Certifications may be required for demonstrating possession of the required knowledge and skills.

C. The advanced level in any occupational field
This knowledge and skill level is applied in situations where an employee is required to perform or deal with virtually any job situation that may be encountered. Guidelines may be limited and creative problem solving may be involved. Supervisory knowledge and skills are considered in a separate factor and should not influence any assessment of this factor.

2. Supervisory/Management Responsibility
This factor defines the staff and/or program management responsibility, including short and long-range planning, budget development and administration, resource allocation, policy and procedure development, and supervision and direction of staff.

A. No ongoing direction of staff
The employee is responsible for the performance of their own work and may provide side-by-side instruction to a co-worker.

B. Lead direction of staff or program coordination
The employee plans, assigns, directs, and reviews the work of staff performing similar work to that performed by the employee on a day-to-day basis. Training in work procedures is normally involved. If staff direction is not involved, the employee must have responsibility for independently coordinating one or more programs or projects on a regular basis.
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C. Full first-line supervisor
The employee performs the supervisory duties listed above, and, in addition, makes effective recommendation and/or carries out selection, performance evaluation, and disciplinary procedures. If staff supervision is not involved, the employee must have programmatic responsibility, including development and implementing goals, objectives, policies and procedures, and budget development and administration.

D. Manager
The employee is considered management, often supervising through subordinate levels of supervision. In addition to the responsibilities outlined above, responsibilities include allocating staff and budget resources among competing demands and performing significant program and service delivery planning and evaluation. This level normally reports to the Department Head.

Department Head
The employee provides administrative direction and oversight for all functions and activities of the assigned department, typically managing department operations through subordinate levels of management. In addition to allocating staff and budget resources, responsibilities include setting departmental policy and directing strategic plans and initiatives to align departmental operations and activities with agencywide strategic goals established by Executive Management and/or the Board of Directors.

E. Executive Management
The employee has total administrative responsibility for RCEA and reports to the Board of Directors.

3. Supervision Received
A. Direct Supervision
Direct supervision is usually received by entry-level employees and trainees, i.e., employees who are new to the organization and/or position they are filling. Initially under close supervision, incumbents learn to apply concepts and work procedures and methods in assigned area of responsibility to resolve problems of moderate scope and complexity. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise. As experience is gained, assignments become more varied and are performed with greater independence.

B. General Supervision
General supervision is usually received by the experienced and journey-level employees, i.e., employees who have been in a position for a period of time and have had the opportunity to be trained and learn most, if not all, duties and responsibilities of the assigned classification. Incumbents are cross-trained to perform the full range of technical work in all of the areas of assignment.

At the experienced-level, positions exercise some independent discretion and judgment in selecting and applying work procedures and methods. Assignments and objectives are set for the employee and established work methods are followed. Incumbents have some flexibility in the selection of steps and timing of work processes.

Journey-level positions receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of assigned projects, programs, and team(s). Assignments are given with general guidelines and incumbents are responsible for establishing objectives, timelines, and methods to deliver work products. Work is typically reviewed upon completion for soundness, appropriateness, and conformity to policy and requirements, and the methodology used in arriving at the end results are not reviewed in detail.
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C. General Direction
General direction is usually received by senior level or management positions. Work assignments are typically given as broad, conceptual ideas and directives and incumbents are accountable for overall results and responsible for developing guidelines, action plans, and methods to produce deliverables on time and within budget.

D. Administrative and Policy Direction
Administrative direction is usually received by executive management classifications. The incumbent is accountable for accomplishing agency-wide planning and operational goals and objectives within legal and general policy and regulatory guidelines. The incumbent is responsible for the efficient and economical performance of the organization’s operations.

4. Problem Solving
This factor involves analyzing, evaluating, reasoning, and creative thinking requirements. In a work environment, not only the breadth and variety of problems are considered, but also guidelines, such as supervision, policies, procedures, laws, regulations, and standards available to the employee.

A. Structured problem solving
Employees learn to apply concepts and work procedures and methods in assigned area of responsibility and to resolve problems and issues that are specific, less complex, and/or repetitive. Exceptions or changes in procedures are explained in detail as they arise.

B. Independent, guided problem solving
Work situations require making independent decisions among a variety of alternatives; however, policies, procedures, standards, and regulations and/or management are available to guide the employee towards problem resolution.

C. Application of discriminating choices
Work situations require independent judgment and decision-making authority when identifying, evaluating, adapting, and applying appropriate concepts, guidelines, references, laws, regulations, policies, and procedures to resolve diverse and complex problems and issues.

D. Creative, evaluative, or critical thinking
The work involves a high-level of problem-solving requiring analysis of unique issues or increasingly complex problems without precedent and/or structure and formulating, presenting, and implementing strategies and recommendations for resolution.

5. Authority for Making Decisions and Taking Action
This factor describes the degree to which employees have the freedom to take action within their job. The variety and frequency of action and decisions, the availability of policies, procedures, laws, and supervisory or managerial guidance, and the consequence or impact of such decisions are considered within this factor.

A. Direct, limited work responsibility
The employee is responsible for the successful performance of their own work with little latitude for discretion or decision-making. Work is usually supervised while in progress and fits an established structure or pattern. Direct supervision is readily available.

B. Decision-making within guidelines
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handled within procedures and rules. Impact of decisions is normally limited to the work unit, project, or program to which they are assigned.

C. Independent action with focus on work achieved
The employee receives assignments in terms of long-term objectives, rather than day-to-day or weekly timeframes.

Broad policies and procedures are provided, but the employee has latitude for choosing techniques and deploying staff and material resources. Impact of decisions may have significant program or agency-wide service delivery and/or budgetary impact.

D. Decisions made within general policy or elected official guidance The employee is subject only to the policy guidance of elected officials and/or broad regulatory or legal constraints.

The ultimate authority for achieving the goals and objectives of RCEA are with this employee.

6. Interaction with Others
This factor includes the nature and purpose of contacts with others, from simple exchanges of factual information to the negotiation of difficult issues. It also considers with whom the contacts are made, from co-workers and the public to elected or appointed public officials.

A. Exchange of factual information
The employee is expected to use ordinary business courtesy to exchange factual information with co-workers and the public. Strained situations may occasionally occur, but the responsibilities are normally not confrontational.

B. Interpretation and explanation of policies and procedures The employee is required to interpret policies and procedures, apply and explain them, and influence the public or others to abide by them. Problems may need to be defined and clarified and individuals contacted may be upset or unreasonable. Contacts may also be made with individuals at all levels throughout RCEA.

C. Influencing individuals or groups
The employee is required to interpret laws, policies, and procedures to individuals who may be confrontational or to deal with members of professional, business, community, or other groups or regulatory agencies as a representative of RCEA.

D. Negotiation with organizations from a position of authority The employee often deals with the Board of Directors, elected officials, government agencies, and other outside agencies, and the public to advance and represent the priorities and interests of RCEA, provide policy direction, and/or negotiate solutions to difficult problems.

7. Working Conditions/Physical Demands
This factor includes specific physical, situational, and other factors that influence the employee’s working situation.

A. Normal office or similar setting
The work is performed in a normal office or similar setting during regular office hours (occasional overtime may be required but compensated for). Responsibilities include meeting standard deadlines, using office and related equipment, lifting materials weighing up to 25 pounds, and communicating with others in a generally non-stressful manner.

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meet frequent deadlines, work extended hours, and maintain attention to detail at a computer or other machinery, deal with difficult people, or regularly perform moderate physical activity.

C. Difficult working conditions and/or physical demands The work has distinct and regular difficult demands. Shift work (24-7 or rotating) may be required; there may be exposure to hazardous materials or conditions; the employee may be subject to regular emergency callback and extended shifts; and/or the work may require extraordinary physical demands.

Based on the above factors, in the maintenance of the classification plan when an employee is assigned an additional duty or responsibility and requests a change in classification, it is reasonable to ask:
• What additional knowledge and skills are required to perform the duty? • How does one gain this additional knowledge and skills – through extended training, through a short-term seminar, through on-the-job experience?
• Does this duty or responsibility require new or additional supervisory responsibilities? • Is there a greater variety of or are there more complex problems that need to be solved as a result of the new duty? • Does the employee have to make a greater variety of or more difficult decisions as a result of this new duty? • Are the impacts of decisions greater because of this new duty (effects on staff, budget, agency-wide activities, and/or relations with other agencies)?
• Are guidelines, policies, and/or procedures provided to the employee for the performance of this new duty? • Is the employee interacting with internal and external stakeholders others more frequently or for a different purpose as a result of this new assignment?
• Have the working or physical conditions of the job changed as a result of this new assignment? The analysis of the factors outlined above, as well as the answers to these questions, were used to determine recommended classifications for all RCEA employees. The factors above will also help to guide the placement of specific positions to the existing classification structure and/or revision of the entire classification structure in the future.

Classification Allocation Recommendations
All class descriptions were updated in order to ensure that the format is consistent, and that the duties and responsibilities are current and properly reflect the required knowledge, abilities, and skills.

When evaluating the allocation of positions, the focus is on assigned job duties and the job-related requirements for successful performance, not on individual employee capabilities or amount of work performed. Positions are evaluated and classified on the basis of such factors as knowledge and skill required to perform the work, the complexity of the work, the authority delegated to make decisions and take action, the responsibility for the work of others and/or for budget expenditures, contacts with others (both inside and outside of the organization), the impact of the position on the organization, and working conditions.

Furthermore, it is necessary to: (i) identify the duties that the incumbents are currently being required to perform; (ii) determine if those duties are captured in the current classification description; and (iii) identify the percentage of duties being performed, if any, which are outside of the current classification.

Below are general observations about how Gallagher’s recommendations represent a departure from current RCEA classification practices, and more specific information about title change and reclassification recommendations are outlined in the following sections.
• Senior Designation: Currently, the Senior title can be applied to virtually any classification within broad guidelines that are outlined in RCEA’s handbook. Our recommendation, based on classification best practices, is that Senior titles be utilized when there is a classification series (e.g., I/II/Senior) in which the Senior level body of work needs to be differentiated from that of others in the same classification series. Classification series represent different 117
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levels of work complexity being performed within the same general body of work wherein the Senior level is performing the most complex assignments which are outside of the typical scope of work for the series and/or the Senior acts as the lead level within the series. For example, in an Accountant I/II/Senior series, the I-level is the entry level performing professional accounting work in a learning capacity with frequent direction and oversight from a supervisor; the II-level is the journey, or experienced, level independently performing the full scope of professional accounting work receiving only occasional direction in new or unusual circumstances; and the Senior level performs the full scope of professional accounting work and in addition spends a substantial amount of work time (at least 10% of work time) independently leading the work of other accountants and/or performing work that is of a more complex nature than what is typically expected of other professional accountant positions. In this model, the Senior level work includes responsibility for performing diverse, specialized, and complex work involving significant accountability and decision-making responsibility as compared to others in the same classification series. By its very definition, the number of positions assigned to the Senior level in a series is limited, and it is intended to differentiate a small percentage of positions within the same classification series.

During the study of RCEA’s positions, we did not encounter job families that included classification series where there are different levels of work being performed by one or more positions. Rather, we found that there are some positions with bodies of work that require a unique classification title altogether rather than a Senior level designation to differentiate the work. Others were found to be performing work of a similar scope and nature and therefore did not require differentiation from other positions in the classification series. • Classification Concepts and Salary Bands: Currently, RCEA is utilizing broad job categories to inform pay bands in the compensation structure (e.g., all positions with an “Analyst” title are in the same pay band) and have individual job titles and descriptions for specific or unique bodies of work within the broad categories/pay bands.

We have developed Classification Concepts (which have been included in Appendix II) which are somewhat like the categories that RCEA has been using, except that classification concepts are intended to establish the framework for the classification plan and not to establish pay bands in the compensation system. Classification concepts broadly define the roles, responsibilities, and work complexity of the different categories to assist with the development of classification descriptions as well as ongoing administration of the classification plan; however, the recommended salary ranges are not necessarily the same for every title within a broad classification concept.

For example, the Accounting Manager and Power Resources Manager are both part of the broad “Manager” concept in that they each have similar roles and levels of responsibility within their respective job families; however, the value of these two bodies of work is likely different in the market and so the recommendation would not necessarily be to place them in the same pay range though they are both part of the same class concept. It is important to note this difference in our approach as our classification recommendations are reviewed.

Title Change
One change in the classification plan, as noted above, was the title change for nineteen positions in thirteen classifications. Not every position in the classification has been recommended for a title change.

Table 1. Title Change Recommendations
Current Classification Title Proposed Classification Title Administrative Specialist Program Assistant
Analyst Grant Analyst
Analyst Data Analyst
Coordinator (4 positions) Program Assistant
Executive Support Specialist and Clerk of the
Board
Clerk of the Board/Executive Assistant
Program Specialist Account Services Representative
Senior Contracts and Grants Manager Contracts and Grants Manager Senior DSM Program Manager DSM Programs Manager
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Current Classification Title Proposed Classification Title Senior Finance Manager Accounting Manager
Senior Human Resources and Workforce
Development Manager
Human Resources Manager
Senior Power Resources Manager Power Resources Manager
Senior Program Specialist Program Coordinator
Senior Technician (3 positions) Program Analyst
Technician Program Analyst
Title changes are recommended to reflect the level and scope more clearly being performed, to consolidate work into broader categories that could be used agency-wide, as well as establish consistency with the labor market and industry standards. Any compensation recommendations (detailed in Volume II) are not dependent upon a new title, but upon the market value as defined by job scope, level and responsibilities, and the qualifications required for successful job performance. All recommended position allocations in Appendix I.

Reclassification
Reclassification recommendations are made for positions that are working out of class due to level and scope of work and/or job functions that have been added or removed from to those positions over time.

The study resulted in nine incumbents, allocated to five classifications, to be reclassified, as noted in the table below.

These recommendations are based on the individual positions interviewed. Not every incumbent in the current classification is recommended for a reclassification.

Table 2. Reclassification Recommendations
Current Classification Title Proposed Classification Title Analyst Data Technician
Coordinator Program Coordinator (2 positions)
Coordinator Program Specialist
Program Specialist Program Analyst
Program Specialist Program Assistant
Senior Infrastructure Programs Manager Infrastructure Programs Officer (2 positions) Senior REN Portfolio Manager REN Portfolio Administrator Conclusion
The revised classification descriptions serve as a general description of the work performed and provide a framework of the expectations of each position for the employee. Requests for the addition of new positions and classifications and/or reclassification of an existing position should follow established RCEA policies and procedures. Any decisions related to the addition of new positions and classifications, reclassification of an existing position, and promotion of an existing position will depend on the needs and resources of RCEA and the availability of work, as well as the ability of existing positions to meet the qualifications of and perform the duties of the higher-level class.

Finally, as mentioned previously, a classification plan is not a static, unchanging entity. The classification plan should be reviewed on a regular, on-going basis and may be amended or revised as required. 119
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It has been a pleasure working with RCEA on this critical project. Please do not hesitate to contact us if we can provide any additional information or clarification regarding this report.

Respectfully submitted by,
Gallagher, Formerly Koff & Associates
Kari Mercer, SPHR
Senior Consultant
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Appendix I
Recommended Position Allocations
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Redwood Coast Energy Authority
Allocation Listing
May 2025
Last Name First Name Department Current Title Recommended Title Action Avcollie Michael Infrastructure and Planning Senior Infrastructure Programs Manager Infrastructure Programs Officer ReclassificationBeals Kenneth Administration IT Technician IT Technician No Change Biondini Lori Finance Director of Business Planning & Finance Director of Business Planning & Finance No Change Bishop Michael Demand Side Management Senior Technician Program Analyst Title Change Bithell Marianne Infrastructure and Planning Senior Program Specialist Program Coordinator Title Change Bohn Juliette Infrastructure and Planning Senior Infrastructure Programs Manager Infrastructure Programs Officer Reclassification Boone Jamie Power Resources Program Specialist Account Services Representative Title Change Boudreau Dana Infrastructure and Planning Director - Infrastructure, Planning & Operations HOLD PER CLIENT Burks Elizabeth Administration Executive Director Executive Director No Change Busick Brytann Community Strategies Community Strategies Manager Community Strategies Manager No Change Carlson Vera Administration Regulatory and Legislative Policy Manager Regulatory and Legislative Policy Manager No ChangeChausse-Heath Veronica Finance Administrative Specialist Program Assistant Title ChangeConcoby Matias Power Resources Analyst Data Analyst Title Change Donnelly Shea Demand Side Management Coordinator Program Coordinator ReclassificationEngel Richard Power Resources Director of Power Resources Director of Power Resources No Change Fukui Rokuhei Demand Side Management DSM Program Manager DSM Programs Manager No ChangeGonzalez Mario Demand Side Management Coordinator Program Assistant Title Change Gwynn Jocelyn Power Resources Senior Power Resources Manager Power Resources Manager Title Change Hilson Derek Demand Side Management Senior Technician Program Analyst Title Change Kerekes Cameron Demand Side Management Program Specialist Program Specialist No Change Killpatrick Samuel Infrastructure and Planning Coordinator Program Assistant Title ChangeKullmann Stephen Demand Side Management Director of Demand Side Management Director of Demand Side Management No ChangeLorenzini Sarah Power Resources Coordinator Program Assistant Title Change Mattio Benjamin Demand Side Management Senior DSM Program Manager DSM Programs Manager Title ChangeMcClure Nicole Finance Senior Finance Manager Accounting Manager Title Change Means Magdalena Demand Side Management Senior Technician Program Analyst Title ChangeNovotny Forrest Power Resources Program Specialist Program Analyst Reclassification Perez Alexandra Finance Senior Contracts and Grants Manager Contracts and Grants Manager Title Change Ramirez Marisha Power Resources Account Services Manager Account Services Manager No Change Reider Shelly Community Strategies Program Specialist Program Specialist No ChangeRennie Jamie Demand Side Management Technician Program Analyst Title ChangeRodriguez Louis Community Strategies Coordinator Program Coordinator ReclassificationSiino Kristy Administration Senior Human Resources and Workforce Development Manager Human Resources Manager Title Change Smith Samuel Demand Side Management Analyst Data Technician Reclassification Taketa Lori Administration Executive Support Specialist & Clerk of the Board Clerk of the Board/Executive Assistant Title ChangeTerry Patricia Demand Side Management Senior REN Portfolio Manager REN Portfolio Administrator Reclassification Vacant Demand Side Management Program Specialist Program Assistant ReclassificationVacant Administration Administrative Specialist TBD TBD Vacant Finance Analyst Grant Analyst Title Change

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Redwood Coast Energy Authority
Allocation Listing
May 2025
Vacant Finance Coordinator Program Assistant Title Change VACANT (Formerly Regli) Sally Power Resources Senior Program Specialist HOLD PER CLIENT Verbeck Eileen Administration Deputy Executive Director Deputy Executive Director No Change Watson Dani Community Strategies Coordinator Program Specialist Reclassification No ChangeTitle ChangeReclassificationNew ClassTBD

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Appendix II
Classification Concepts
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Classification Concepts
Classification Type – General Definitions
Classification type represents the grouping of classifications into a systematic classification structure based on the inter-relationship of duties performed, nature and level of responsibilities, and required knowledge, skills, abilities, education, training, and experience.
• Executive Director
• Deputy Executive Director
• Department Head
• Administrator
• Program Manager
• Professional
• Coordinator
• Specialist
• Technician
• Staff
Within each classification series, there may exist a classification at each level or only at selected levels. The levels within the classification series reflect the Redwood Coast Energy Authority’s needs and priorities. For example, in some classification series, there is no need for functions to be performed at the experienced, advanced, or supervisor level.

Distinctions between levels within classification series can be defined based on scope of responsibility, complexity of work, supervision received and exercised, authority for making decisions and taking action, and type and level of required knowledge, skills, abilities, education, training, and experience. Following are descriptions of each classification type.

Management and Supervisory Class Concepts
Executive Director
Plans, organizes, and provides administrative direction and oversight for all RCEA functions and activities. Provides policy guidance and program evaluation to RCEA Board (Board) and management staff; and assumes responsibility for the development, implementation, and execution of short- and long-term goals, policies, budgets, and strategies to accomplish the RCEA’s mission and Board priorities.

Deputy Executive Director
Plans, organizes, manages, and provides administrative direction and oversight for all functions and activities of multiple departments. Provides highly responsible and complex management assistance to the Executive Director and the RCEA Board in coordinating and directing agency-wide departmental activities and operations. Assists the Executive Director in executing the long-term vision for RCEA in collaboration with the Board and other Department Heads.

Department Head
• In many organizations this is usually the classification titled as “Director” or “Chief” Plans, organizes, manages, and provides administrative direction and oversight for all functions and activities of the assigned department. Provides highly responsible and complex management assistance to the Executive Director in coordinating and directing agency-wide departmental activities and operations. Assists the Executive Director in executing the long-term vision for RCEA in collaboration with the Board and other department directors. Coordinates 125
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assigned activities with officials and outside agencies and fosters cooperative working relationships among agency departments and with intergovernmental and regulatory agencies and various public and private groups.

Work situations require the analysis and application of organizational policies and goals, complex laws, and/or general business or ethical considerations. Positions operate in highly visible, politically sensitive, legally complex, and evolving arenas working on significant and strategic issues and problems, as well as agency-wide and/or Board priorities and directives, requiring political sensitivity and in-depth evaluation and analysis of various (and often competing) circumstances, interests, and information. Incumbents are responsible for achieving departmental goals and objectives. Incumbents often deal with public officials; members of boards, councils, and commissions; legislators; regulatory agencies; and the community to provide policy direction, explain program mission and objectives, and/or negotiate solutions to difficult problems.

Administrator
This classification performs many of the same duties as the Program Manager with the same responsibilities for designing, planning, implementing, evaluating, and modifying the program, including short- and long-term planning activities; budget preparation and implementation; performing extensive, in-depth, and specialized administrative, budgetary, financial, and compliance research and analysis; supporting and analyzing programmatic practices and procedures; and developing and implementing recommendations for operational, policy, and procedural improvements for the assigned program(s).

A key distinction for the Administrator concept is that the area(s) of responsibility include managing program(s) that include partner agencies/organizations working cooperatively as a consortium and for which RCEA serves as the program administrator on behalf of the consortium. Given the nature of the partnership with external stakeholders for these programs, key administrative elements of these programs must operate independently and outside of the influence of the department head. The Administrator class concept serves as a “firewall” for administrative aspects of these programs ensuring objectivity in the direction of the programs, and consequently the Administrator has a higher level of responsibility for independently making decisions and directing program operations and activities which have a significant consequence of error.

Program Manager
• Titles include “Program Manager” and “Manager”.

This classification is typically responsible for a program, defined as a planned coordinated group of activities and procedures created for a specific function related to ongoing agency operations, initiatives, and services, as well as management and/or Board priorities and directives. A program encompasses multiple projects with department-wide and community served impact. Employees are responsible for designing, planning, implementing, evaluating, and modifying the program, including short- and long-term planning activities; budget preparation and implementation; performing extensive, in-depth, and specialized administrative, budgetary, financial, and compliance research and analysis; supporting and analyzing programmatic practices and procedures; and developing and implementing recommendations for operational, policy, and procedural improvements for the assigned program(s). Employees serve as a specialist, liaison, and advocate for the assigned program(s) requiring the use of initiative and resourcefulness, considerable independent judgment, and regular contact with executive management positions within RCEA, other public agencies, legislators, private and community organizations, regulatory and governmental agencies, and the public.

The Program Manager concept typically has responsibility for oversight of contracted staff or consultants with few or no agency employees as direct reports. A Program Manager focuses on program effectiveness, relevance, activities, initiatives, and functions.
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Non-Management Class Concepts
Professional
• Titles include “Analyst” and “Officer”.

This classification performs operational, financial, budgetary, legal, regulatory, political, and/or administrative analyses and studies; researches and analyzes practices and procedures, and develops recommendations for organizational, operational, policy, and procedural improvements; and conducts needs analyses, feasibility studies, and evaluations for assigned programs, projects, and activities. Other professional level classes perform discipline specific activities within a given occupation, such as planning or engineering. Employees receive broad (non-detailed and non-specific) assignments and/or tasks and are responsible for independently developing a plan of action and approach; identifying, synthesizing, and interpreting relevant sources of data and information; selecting and implementing methodology; analyzing and interpreting results; developing recommendations; and presenting final products for supervisor and management review. Work assignments are reviewed during the normal briefing cycle, generally upon completion, and for overall results. Decisions may have significant unit, division, or agency-wide service delivery, operational, legislative, regulatory, and/or budgetary/financial impact. A four-year degree in the area assigned is typically a minimum qualification.

Coordinator
The term “Coordinator” is often used for classes responsible for the coordination and administration of one or more programs or projects in a department/division with external contractors, agencies, and/or service providers.

The employee would typically have responsibility for independently coordinating one or more programs or projects on a regular basis. The duties involved would include the implementation of the program’s or project’s goals and objectives, oversight of performance, input as to budget preparation and administration, promotion or marketing, and evaluation. Incumbents at this level may have limited supervisory responsibility such as exercising functional and technical supervision over full-time staff, or directing part-time, temporary, and/or contract staff, volunteers, and/or interns. This concept can also be adapted to administrative types of program operations, either within a larger department or positions which oversee an agency-wide administrative program.

The body of work for this classification concept is typically paraprofessional in nature; professional-level program coordination work would typically be titled Program Manager, but there can be some exceptions.

Specialist
This is a paraprofessional classification that performs a combination of duties requiring the application of knowledge obtained from technical, vocational education, and/or experience usually provided through a two-year degree and/or post-secondary coursework and/or training. The work differs from the technician because it often serves as a bridge classification to a professional series, and incumbents exercise broad discretion and independent judgment with a deeper understanding of the assigned subject matter area relative to the technician. While both are paraprofessional classifications, a key distinction between this and the technician concept is depth versus breadth. The specialist typically has a body of work which requires more depth of knowledge into specific subject matter or segments of the work, whereas a technician’s body of work typically consists of a broader scope of the overall work for the job family at a paraprofessional level. This type and level of work can be found in departments where specialized assignments exist in administrative or operational areas.

Technician
• Titles include “Technician” and “Representative”
This is a paraprofessional classification that performs a combination of duties which also require the application of knowledge obtained through technical or vocational education and experience, usually provided through a two-year degree and/or post-secondary coursework and training, or for skilled and semi-skilled labor, in a formal apprenticeship type program or through extended periods of on-the-job training. Employees assume regular on-going work that 127
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involves specific technical and programmatic skills and abilities, requiring the interpretation and application of practices of greater complexity than the staff class concept and typically a broader range of assignments than the specialist class concept.

Staff
• Titles include “Assistant.”
This type of classification performs duties which are routine and often repetitive. For administrative positions it is often described as “transactional” work wherein employees process information and documents in which they have limited decision making latitude; generally, employees will follow established standard operating procedures within established guidelines under which decisions are made; examples would be an Accounting Assistant processing accounts payable, or an Office Assistant responsible for reception, data entry, filing, and general routine office support duties. The positions perform a combination of duties requiring the application of knowledge obtained from a high school education.

Maintenance/field positions within this category engage in work that is predominantly standard and customarily mental, manual, mechanical, or physical work. The work is transactional, meaning that the focus is on maintaining the normal workflow of operations and the work typically fits within established techniques, procedures, processes, or specific standards. Typically, employees acquire their skill by experience rather than by advanced specialized intellectual instruction.
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March 13, 2026

BASE COMPENSATION STUDY

FINAL REPORT
Redwood Coast Energy Authority
Formerly Koff & Associates
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March 13, 2026
Beth Burks
Executive Director
Redwood Coast Energy Authority
633 3rd Street
Eureka, CA 95501
Dear Ms. Burks,
Gallagher is pleased to present the Base Compensation Study Final Report to the Redwood Coast Energy Authority.

This report documents the market compensation survey methodology, findings, and recommendations for implementation.

We would like to thank you for your assistance and cooperation without which this study could not have been brought to its successful completion.

We will be glad to answer any questions or clarify any points as you are implementing the findings and recommendations. It was a pleasure working with Redwood Coast Energy Authority and we look forward to future opportunities to provide you with professional assistance.

Very truly yours,
Kari Mercer
Senior Consultant
Gallagher
ajg.com/ps-class-comp
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Contents
Executive Summary ...................................................................................................................................... 4 Background ............................................................................................................................................... 4 Summary of Findings................................................................................................................................. 4 Study Process ............................................................................................................................................... 4 Benchmark Classifications ........................................................................................................................ 4 Comparator Agencies................................................................................................................................ 5 Data Collection .......................................................................................................................................... 6 Matching Methodology .............................................................................................................................. 6 Data Spreadsheets.................................................................................................................................... 7 Market Compensation Findings .................................................................................................................... 7 Base Salary Market Results ...................................................................................................................... 8 Internal Salary Relationships ........................................................................................................................ 9 Recommendations ......................................................................................................................................10 Pay Philosophy........................................................................................................................................10 Proposed Salary Structure ......................................................................................................................10 Proposed Salary Range Placements.......................................................................................................10 Options for Implementation .....................................................................................................................10 Using the Market Data as a Tool.................................................................................................................12 133
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List of Tables
Table 1. Benchmark Classification................................................................................................................ 4 Table 2. Comparator Agencies ..................................................................................................................... 6 Table 3. Market Compensation Results Summary........................................................................................ 7 Table 4. Three-Year Implementation Proposal ...........................................................................................11 Appendices
Appendix I: Results Summary
Appendix II: Market Compensation Findings
Appendix III: Proposed Salary Range Schedules
Appendix IV: Salary Range Placement Recommendations
Appendix V: Vacation Accrual Data
Appendix VI: Cost of Labor
Appendix VII: Bureau of Labor Statistics County Wages Report 134
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Executive Summary
Background
In October 2025, Gallagher conducted a comprehensive Base Compensation Study for Redwood Coast Energy Authority (RCEA). All compensation findings and recommendations are presented in this report.

This compensation review process was precipitated by:
• The concern of the Board of Directors and management that employees should be recognized for the level and scope of work performed and that they are paid on a fair and competitive basis that allows RCEA to recruit and retain a high-quality staff;
• The desire to have a compensation plan that can meet the needs of RCEA; and • The desire to ensure that internal relationships of salaries are based upon objective, non-quantitative evaluation factors, resulting in equity across RCEA.

The goals of the compensation study are to assist RCEA in developing a competitive pay plan, which is based upon market data, and to ensure that the plan is fiscally responsible and meets the needs of RCEA with regards to recruitment and retention of qualified staff.

Summary of Findings
This report summarizes the study methodology, analytical tools, and the base compensation survey findings. The results of the base compensation study showed:
• RCEA’s base salaries, overall, in comparison to the market median are 13.30% below the market. • Gallagher considers a classification falling within 5% of the median to be competitive.

Study Process
Benchmark Classifications
The study included 25 classifications, and of those 14 classifications were selected in order to collect salary data within the defined labor market. Classifications that we would expect to provide a sufficient sample for analysis were selected as “benchmarks” to use as the basis to build the compensation plan. Benchmark classifications are those classifications that are compared to the market, and these classifications are used as a means of anchoring RCEA’s overall compensation plan to the market. Other classifications not surveyed will be included in the compensation plan and aligned to the benchmark classifications using internal equity principles.

Table 1. Benchmark Classification
Classification Title

1. Account Services Representative

2. Clerk of the Board/Executive Assistant

3. Data Analyst

4. Director of Business Planning & Finance

5. Director of Power Resources

6. Executive Director

7. Accounting Manager
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Classification Title

8. Grant Analyst

9. Human Resources Manager

10. IT Technician

11. Power Resources Manager

12. Program Assistant

13. Program Specialist

14. Regulatory and Legislative Policy Manager
Comparator Agencies
Another important step in conducting a market salary study is the determination of appropriate agencies for comparison. In developing the list of potential comparator agencies, Gallagher first started with agencies that RCEA has used historically for salary comparison and included other agencies, particularly other CCAs, that would be relevant for job matching to RCEA’s classifications. These agencies were evaluated on the following factors:

1. Organizational type and structure – It is generally recommended that agencies of a similar size and providing similar services to that of RCEA be used as comparators.

When it comes to technical classes, the size of an organization is not as critical, as these classes perform fairly similar work. The difference in size of an organization becomes more important when comparing classes at the management level. The scope of work and responsibility for management becomes much larger as an organization grows. Factors such as management of a large staff, consequence of error, the political nature of the job, and its visibility all grow with larger organizations. When it is difficult to find agencies that are similarly sized, it is important to get a good balance of smaller and larger agencies.

2. Similarity of population, staff, and operational budgets – These elements provide guidelines in relation to resources required (staff and funding) and available for the provision of services.

3. Scope of services provided – For the majority of classifications, it is important to select agencies providing similar services. Organizations providing the same services are ideal for comparators and most comparator agencies surveyed provide similar services to RCEA.

4. Labor market and geographic location – Today’s labor market reality is that many agencies are in competition for the same pool of qualified employees because large portions of the workforce don’t live in the communities they serve, are accustomed to lengthy commutes, and are more likely to consider changing jobs in a larger geographic area than in the past. Furthermore, by selecting employers within a geographic proximity to RCEA, the resulting labor market data generally reflects the region’s cost of living, housing costs, growth rate, and other demographic characteristics to the same extent as competing employers to RCEA. Therefore, the geographic labor market area where RCEA may be recruiting from or losing employees to, was taken into consideration when selecting comparator organizations.

All factors mentioned should be considered in selecting the group of comparator agencies. RCEA agreed to a list of 10 agencies. For those comparators that are outside of RCEA’s regional area but that otherwise have a comparable demographic profile, a cost of labor differential was applied to normalize salaries for a more accurate comparison.

The cost of labor reflects differences in pay practices of a geographic area (which is different than cost of living which reflects differences in consumer costs of a geographic area).  Cost of labor differentials are based on differences in the supply and demand of labor as compared to that of RCEA.  For example, the cost of labor in the city of Carlsbad (where Clean Energy Alliance is headquartered) is 9.7% more than in the city of Eureka (where RCEA is 136
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headquartered), so salaries for Clean Energy Alliance were adjusted down by 9.7% to reflect RCEA’s cost of labor.

The differentials are based on data from the Economic Research Institute (ERI). More information about cost of labor is included in Appendix VI of this report.

Table 2. Comparator Agencies
Agency Cost of Labor

1. City of Eureka 0.0%

2. Clean Energy Alliance 9.7%

3. Humboldt Bay Municipal Water District 0.0%

4. Marin Clean Energy 25.9%

5. Orange County Power Authority 12.3%

6. Peninsula Clean Energy Authority 30.1%

7. Pioneer Community Energy 10.0%

8. Silicon Valley Clean Energy Authority 31.5%

9. Sonoma Clean Power Authority 12.6%

10. Valley Clean Energy Alliance 10.3%
Data Collection
Data was collected during the months of September and October 2025, through comparator agency websites, conversations with human resources, accounting, and/or finance personnel, and careful review of agency documentation.

Salary data reflects 2025 pay rates for the labor market. For agencies that could not provide 2025 pay schedules, we gathered 2024 salary data from the State Controller’s office and aged the data according to regional year-over-year salary growth as reported by the Bureau of Labor Statistics. The BLS report has been included as Appendix VII of this report.

Matching Methodology
Gallagher believes that the data collection step is the most critical for maintaining the overall credibility of any study and relied on RCEA’s classification descriptions as the foundation for comparison.

When Gallagher researches and collects data from the comparator agencies to identify possible matches for each of the benchmark classifications, there is an assumption that comparable matches may not be made that are 100% equivalent to the classifications at RCEA. Therefore, analyzes the overall body of work to determine an appropriate match.

Gallagher’s methodology is to utilize whole position analysis by evaluating factors such as:
• Definition and typical job functions;
• Distinguishing characteristics;
• Level within a class series (i.e., entry, experienced, journey, specialist, lead, etc.); • Reporting relationship structure (for example, manages through lower-level staff); • Education and experience requirements;
• Knowledge, abilities, and skills required to perform the work; • The scope and complexity of the work;
• Independence of action/responsibility;
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• The authority delegated to make decisions and take action; • The responsibility for the work of others, program administration, and for budget dollars; • Problem solving/ingenuity;
• Contacts with others (both inside and outside of the organization); • Consequences of action and decisions; and
• Working conditions.

When an appropriate match is not identified for one classification, Gallagher often uses “hybrids” which can be functional or represent a span in scope of responsibility. A functional hybrid means that the job of one classification at RCEA is performed by two or more classifications at a comparator agency. A “hybrid” representing a span in scope means that the comparator agency has one class that is “bigger” in scope and responsibility and one class that is “smaller,” where RCEA’s class falls in the middle.

If an appropriate match could not be found, then no match was reported as a non-comparable (N/C).

Data Spreadsheets
The Top Monthly Base Salary is reported for each benchmark classification. The average (mean) and median (midpoint) of the comparator agencies are reported; the % above or below that RCEA is compared to the average and median is also reported.

The mean is the sum of the comparator agencies’ salaries divided by the number of matches. The median is the midpoint of all data with 50% of data points below and 50% of data points above.

In order to calculate the mean and median, Gallagher requires that there be a minimum of four (4) comparator agencies with matching classifications to the benchmark classification. The reason for requiring a minimum of four matches is so that no one classification has undue influence on the calculations. Sufficient data was collected from the comparator agencies for 13 of the 14 benchmark classifications.

When using survey data to make salary range recommendations and adjustments, Gallagher recommends using the median, rather than the mean, because the median is not skewed by extremely high or low salary values.

Market Compensation Findings
The following table represents a summary of the market top monthly base salary findings. For each benchmark classification, the number of matches (agencies with a comparable position) and percent above or below the top monthly salary market median is listed. The table is sorted by top monthly salary in descending order from the most positive percentile (above market) to the most negative (below market).

Table 3. Market Compensation Results Summary
Classification Title # of Matches
Top Monthly
% Above or
Below

1. Program Specialist 6 3.21%

2. Accounting Manager 5 -0.20%

3. Data Analyst 4 -1.47%

4. Human Resources Manager 4 -3.56%

5. IT Technician 5 -4.37%
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Base Salary Market Results
Base salary market results show that twelve (12) classifications are paid below the market median and one (1) classification is paid above the market median.
# of Classifications <5% 5-10% 10-15% 15-20% >20% Total Below the Market Median 4 1 1 1 5 12
Above the Market Median 1 0 0 0 0 1
Generally, a classification falling within 5% of the median is considered to be competitive in the labor market for salary survey purposes because of the differences in compensation policy, actual scope of work, and position requirements. However, RCEA can adopt a different standard. 0 1
2 3
4 5
6 >20%
Below
15 to
20%
Below
10 to
<15%
Below
5 to
<10%
Below
<5%
Below
<5%
Above
5 to
<10%
Above
10 to
<15%
Above
15 to
20%
Above
>20%
Above
# of Classifications
% Below/Above Market Median
Market Results
Base Salary
Classification Title # of Matches
Top Monthly
% Above or
Below

6. Program Assistant 6 -7.49%

7. Executive Director 9 -10.07%

8. Account Services Representative 5 -16.95%

9. Regulatory and Legislative Policy Manager 8 -22.43%

10. Power Resources Manager 8 -22.89%

11. Director of Business Planning & Finance 9 -23.48%

12. Clerk of the Board/Executive Assistant 10 -29.29%

13. Director of Power Resources 5 -33.87%

14. Grant Analyst 1 Insuff.Data
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Internal Salary Relationships
Building from the salary levels established for identified benchmark classes, internal salary relationships were developed and consistently applied in order to develop specific salary recommendations for all non-benchmarked classifications.

In the future, RCEA may need to utilize internal alignment practices if the number of staff grows and additional classifications are added or classifications change. While analyzing internal relationships, the same factors analyzed when comparing RCEA’s classifications to the labor market are used when making internal salary alignment recommendations.

In addition, the following are standard human resources practices that are commonly applied when making salary recommendations based upon internal relationships:
• A salary within 5% of the market average or median is considered to be competitive in the labor market for salary survey purposes because of the differences in compensation policy and actual scope of the position and its requirements. However, RCEA can adopt a closer standard. • Certain internal percentages are often applied. Those that are the most common are:
− The differential between a trainee and experienced (or journey) class in a series (I/II or Trainee/Experienced) is generally 10% to 15%;
− A lead or advanced journey-level (III or Senior-level) class is generally placed 10% to 15% above the journey-level. − A full supervisory class is normally placed at least 10% to 25% above the highest level supervised, depending upon the breadth and scope of supervision.
• When a market or internal equity adjustment is granted to one class in a series, the other classes in the series are also adjusted accordingly to maintain internal equity.

Internal equity between certain levels of classifications is a fundamental factor to be considered when making salary decisions. When conducting a market compensation survey, results can often show that certain classifications that are aligned with each other are not the same in the outside labor market. However, as an organization, careful consideration should be given to these alignments because they represent internal value of classifications within job families, as well as across the organization.

For the purposes of this study, Gallagher utilized market data to develop the salary recommendations for most of the benchmarked classifications and used internal equity principles to make the salary recommendations for classifications that were not benchmarked. For some benchmark classifications, the market data created problematic internal relationships, and for those Gallagher recommended utilizing internal market principles to establish the range placement recommendations. In addition, where the market created very narrow differentials between classifications within the same classification concept (e.g., Manager classifications), Gallagher elected to maintain RCEA’s current practice of placing these classifications in the same salary range. Note that there may still be different ranges recommended for classifications within the same concept where the market demonstrated that the data was clustered around one salary range for some classifications and another salary range for others. An example is the Manager classification concept where the market clustered around Range 41 for most Manager-level classifications, and around Range 47 for other Manager-level classifications.

Internal alignments with other classifications will need to be considered, either in the same class series or those classifications that have similar scope of work, level of responsibility, and “worth” to RCEA. Where it is difficult to ascertain internal relationships due to unique qualifications and responsibilities, reliance can be placed on past 140
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internal relationships. It is important for RCEA management to carefully review these internal relationships and determine if they are still appropriate given the current market data.

It is also important to analyze market data and internal relationships within job families as well as across the organization, and make adjustments to salary range placements, as necessary, based on the needs of the organization.

RCEA may want to make internal equity adjustments or alignments, as it implements the compensation strategy.

This market survey is only a tool to be used by RCEA to determine market indexing and salary determination.

Recommendations
Pay Philosophy
RCEA has many options regarding what type of compensation plan it wants to implement. This decision will be based on what RCEA’s pay philosophy is, at which level it desires to pay its employees compared to the market, whether it is going to consider additional alternative compensation programs, and how great the competition is with other agencies over recruitment of a highly-qualified workforce.

Fiscal realities are an important consideration as RCEA determines its pay philosophy. There may be a determination that market median is not attainable in the foreseeable future, and there may be a need to choose some other market position, for example median minus 5% or median minus 10%.

Proposed Salary Structure
Currently, RCEA has a salary structure with ranges that have a ten steps with 2.5% between each step. We have developed recommendations using this same structure. Appendix III contains the salary range structure.

It is important to note that the salary range structure connects all salary ranges, and their steps, by formula, thereby allowing for COLAs to be applied to only one-dollar figure in the table/matrix, which then automatically updates the entire table. Due to the formula that connects each range to the next (with 2.5% differentials between each range), there is a compounding effect when drawing relationships that span several ranges. For example, with 2.5% differentials between ranges, four ranges should represent a 10% differential. However, because the compounding effect of 2.5%, on top of 2.5%, on top of 2.5%, and so on, the differential between Range 1 and Range 5 is not exactly 10%, but it is slightly greater.

Proposed Salary Range Placements
Appendix IV illustrates the proposed salary range placement for each classification based on the market data as well as the internal relationship analysis. Gallagher also modified the current internal alignment in certain instances where it seemed warranted based on market-supported groupings and/or compaction issues.

For all classifications, this primary implementation procedure must be completed only at the initial time of implementation. In the future, if RCEA decides to implement annual across-the-board cost of living adjustment increases, only the salary schedule that was developed and included herein needs to be increased by the appropriate percentage, and each individual salary range will move up with this adjustment. This will ensure that the internal salary relationships are preserved, and the salary schedule remains structured and easily administered.

Options for Implementation
While RCEA may be interested in bringing all salaries to the market median, in most cases this goal may not be reached with a single adjustment. In this case, one option is to move employees into the salary range that is recommended for each class based on this market study and to the step within the new range that is closest to their 141
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current compensation. If employees’ current salaries are significantly below market so that their current compensation falls below the bottom of the newly recommended range, then larger adjustments would be needed to move those employees at least to the bottom of the new salary range.

Another option is to use a phased implementation approach. Normally, if the compensation implementation program must be carried over months or years, the classes that are farthest from the market median should receive the greatest equity increase (separate from any cost of living increase). If a class falls within 5% of the market median, it would be logical to make no equity adjustment in the first round of changes. However, if a class is more than 5% (or in this case, more than 20%) below the market median, a higher percentage change may be initially warranted to reduce the disparity.

For example, if RCEA decided to implement the recommendations over a three-year period, then the following guidelines could be applied for the initial increase of the three-year implementation plan:

Table 4. Three-Year Implementation Proposal
The initial first year adjustment would provide
a portion of the equity increase and place the
class into the closest step (but not below)
where they are now. Subsequent increases
would be spaced on a similar schedule (at
annual intervals) based upon the remaining
disparity after each adjustment.

Please note that typically, for those classes
that had a market disparity of 0 to 4.99%, we recommend a 0% increase in the first year and an adjustment in the second year. Depending upon RCEA’s financial situation, which will have to be reviewed before each further adjustment is made, all market disparity adjustments are intended to be completed by the third year in this example.

RCEA may also consider a similar implementation plan over a longer period of time, like a five-year implementation plan.

RCEA may spend additional time to go through a process of deliberation and decision-making as to what compensation philosophy it should implement to attract, motivate, and retain a high-quality workforce balanced with the fiscal feasibility of implementing the market data. Accordingly, we have provided two salary schedules and range placement charts in the appendices: one displays salaries using market median and the other uses median minus 10% as the market position for establishing the salary schedule and range placements.

When classifications are over market, Gallagher typically recommends Y-rating employees whose current pay exceeds the maximum of the recommended range until the market numbers “catch up” with their current salary. To Y-rate an employee means to keep the employee’s salary frozen and to provide no salary increases (including no cost-of-living adjustments) until the employee’s current salary is within the recommended salary range. This will result in no immediate loss of income but will delay any future increases until the incumbent’s salary is within the salary range.

Other options to “freezing” a classification’s salary in place until the market catches up are:
• “Grandfathering” of salary ranges: This means that the salary range for the classification is adjusted down to what the market numbers are. However, current incumbents would continue being paid at the current rate of pay (which would put them outside of the new and adjusted salary range for the class) until they separate from employment with RCEA. Any new-hires would be paid within the newly established salary range.

Market Disparity % Increase
0 to 4.99% 0 to 2.49%

5.0% to 9.99% 2.5% to 4.99%

10.0% to 14.99% 5.0% to 7.49%

15.0% to 19.99% 7.5% to 9.99%

20.0% and above 10.0%
142
© 2026 Arthur J. Gallagher & Co. 12
• Single-incumbent classes: If a class only has one incumbent, an option would be to wait until the person separates from employment with RCEA and then adjust the salary range for the class according to the market. • Recent hires: Some employees who have recently been hired may still be at one of the lower steps within their current salary range. So, even if the top of their current salary range is above market, the incumbents are currently still paid below the market maximum because they are not at the top of their current salary range. In this case, an immediate salary range adjustment could be made to bring the salary range within the market. This would bring the affected incumbents either to the top of the market range or very close to it, but they would not technically be Y-rated or lose any pay.

Another option, of course, is to actually reduce salaries down to the market. However, from an employee relations perspective this may not be a viable option.

Using the Market Data as a Tool
Gallagher would like to reiterate that this report and the findings are meant to be a tool for RCEA to create and implement an equitable compensation plan. Compensation strategies are designed to attract and retain excellent staff; however, financial realities and RCEA’s expectations may also come into play when determining appropriate compensation philosophies and strategies. The collected data presented herein represents a market survey that will give RCEA an instrument to make future compensation decisions.

It has been a pleasure working with RCEA on this critical project. Please do not hesitate to contact us if we can provide any additional information or clarification regarding this report.

Respectfully submitted by,
Gallagher, Formerly Koff & Associates
Kari Mercer
Senior Consultant
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1 © 2025 Arthur J. Gallagher & Co
Appendix I
Results Summary
144
Redwood Coast Energy Authority
Results Summary
October 2025
Top Monthly
Salary Data
Average of
comparators
% above or
below
Median of
comparators
% above or
below
Account Services Representative $ 7,222 $ 8,887 -23.05% $ 8,446 -16.95% 5Clerk of the Board/Executive Assistant $ 7,222 $ 9,246 -28.02% $ 9,337 -29.29% 10Data Analyst $ 8,536 $ 8,672 -1.60% $ 8,661 -1.47% 4Director of Business Planning & Finance $ 14,141 $ 17,431 -23.27% $ 17,461 -23.48% 9Director of Power Resources $ 14,141 $ 19,448 -37.53% $ 18,931 -33.87% 5Executive Director $ 20,493 $ 27,418 -33.79% $ 22,556 -10.07% 9Accounting Manager $ 11,312 $ 11,752 -3.89% $ 11,335 -0.20% 5Grant Analyst $ 8,536 Insuff.Data Insuff.Data Insuff.Data Insuff.Data 1Human Resources Manager $ 11,312 $ 11,453 -1.25% $ 11,715 -3.56% 4IT Technician $ 8,536 $ 8,458 0.92% $ 8,909 -4.37% 5Power Resources Manager $ 11,312 $ 13,960 -23.41% $ 13,902 -22.89% 8Program Assistant $ 6,253 $ 6,194 0.95% $ 6,721 -7.49% 6Program Specialist $ 7,222 $ 7,296 -1.03% $ 6,990 3.21% 6Regulatory and Legislative Policy Manager $ 9,849 $ 12,253 -24.41% $ 12,058 -22.43% 8 AVERAGE: -15.34% AVERAGE: -13.30%
Top Monthly Salary Data
Classification # of Matches

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2 © 2025 Arthur J. Gallagher & Co
Appendix II
Market Compensation Findings
146
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority Account Services Representative 7/1/2025 Unknown Unknown $ 7,222 City of Eureka N/CClean Energy Alliance N/CHumboldt Bay Municipal Water District N/CMarin Clean Energy Customer Programs Specialist II 1/1/2025 Unknown Unknown $ 11,170 Orange County Power Authority N/C
Peninsula Clean Energy Authority Account Services Analyst 10/1/2025 Unknown Unknown $ 8,446 Pioneer Community Energy Residential Coordinator 10/20/2025 Unknown Unknown $ 9,344 Silicon Valley Clean Energy Authority Senior Energy Services Specialist 1/1/2025 Unknown Unknown $ 7,234 Sonoma Clean Power Authority
Senior Customer Service Representative 10/1/2025 Unknown Unknown $ 8,239 Valley Clean Energy Alliance N/C
$8,446$8,887
-16.95%-23.05%
Total # of Matches: 5
Footnote:

Account Services Representative
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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147
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority Accounting Manager 7/1/2025 Unknown Unknown $ 11,312 City of Eureka Deputy Finance Director 7/1/2025 Unknown Unknown $ 9,326Clean Energy Alliance N/CHumboldt Bay Municipal Water District N/CMarin Clean Energy Accounting Manager 1/1/2025 Unknown Unknown $ 10,890 Orange County Power Authority N/C
Peninsula Clean Energy Authority N/CPioneer Community Energy Financial and Administrative Manager 10/20/2025 Unknown Unknown $ 14,881 Silicon Valley Clean Energy Authority Manager of Finance 1/1/2025 Unknown Unknown $ 12,328 Sonoma Clean Power Authority Revenue Manager 10/1/2025 Unknown Unknown $ 11,335 Valley Clean Energy Alliance N/C
$11,335$11,752
-0.20%-3.89%
Total # of Matches: 5
Footnote:

Accounting Manager
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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148
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority Clerk of the Board/Executive Assistant 7/1/2025 Unknown Unknown $ 7,222 City of Eureka Executive Assistant 7/1/2025 Unknown Unknown $ 5,101Clean Energy Alliance Clerk to the Board 1/1/2025 Unknown Unknown $ 11,536 Humboldt Bay Municipal Water District
Executive Assistant and Board Secretary 1/1/2025 1/1/2026 4% $ 7,219 Marin Clean Energy Executive Assistant and Board Clerk 1/1/2025 Unknown Unknown $ 11,170 Orange County Power Authority Board Clerk and Assistant to the CEO 1/1/2025 Unknown Unknown $ 9,447 Peninsula Clean Energy Authority
Board Clerk/Executive Assistant/Office Manager 10/1/2025 Unknown Unknown $ 12,233 Pioneer Community Energy Board Clerk/Executive Assistant 10/20/2025 Unknown Unknown $ 9,228 Silicon Valley Clean Energy Authority
Senior Board Clerk/Executive Assistant 1/1/2025 Unknown Unknown $ 10,850 Sonoma Clean Power Authority Clerk of the Board 10/1/2025 Unknown Unknown $ 7,170 Valley Clean Energy Alliance Board Clerk/Administrative Analyst 1/1/2025 Unknown Unknown $ 8,505 $9,337$9,246
-29.29%-28.02%
Total # of Matches: 10
Footnote:

Clerk of the Board/Executive Assistant
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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149
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority Data Analyst 7/1/2025 Unknown Unknown $ 8,536 City of Eureka N/CClean Energy Alliance N/CHumboldt Bay Municipal Water District N/CMarin Clean Energy Data Analyst II 1/1/2025 Unknown Unknown $ 7,756 Orange County Power Authority Data Analyst 1/1/2025 Unknown Unknown $ 9,241 Peninsula Clean Energy Authority Data Engineer 10/1/2025 Unknown Unknown $ 9,611 Pioneer Community Energy N/C
Silicon Valley Clean Energy Authority Associate Data Scientist 1/1/2025 Unknown Unknown $ 8,082 Sonoma Clean Power Authority N/C
Valley Clean Energy Alliance N/C
$8,661$8,672
-1.47%-1.60%
Total # of Matches: 4
Footnote:

Data Analyst
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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150
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority
Director of Business Planning & Finance 7/1/2025 Unknown Unknown $ 14,141 City of Eureka Finance Director 7/1/2025 Unknown Unknown $ 12,518Clean Energy Alliance N/CHumboldt Bay Municipal Water District Director of Finance and Human Resources 1/1/2025 1/1/2026 4% $ 12,105 Marin Clean Energy Director of Finance 1/1/2025 Unknown Unknown $ 16,981 Orange County Power Authority Director of Finance and Data Analytics 1/1/2025 Unknown Unknown $ 17,461Peninsula Clean Energy Authority Associate Director, Strategic Analysis and Rates 10/1/2025 Unknown Unknown $ 12,815 Pioneer Community Energy Director of Finance and Administration 10/20/2025 Unknown Unknown $ 25,622Silicon Valley Clean Energy Authority CFO and Director of Administrative Services 1/1/2025 Unknown Unknown $ 19,920 Sonoma Clean Power Authority Chief Financial Officer and Treasurer 10/1/2025 Unknown Unknown $ 21,235Valley Clean Energy Alliance Director of Finance and Internal Operations 1/1/2025 Unknown Unknown $ 18,224 $17,461$17,431
-23.48%-23.27%
Total # of Matches: 9
Footnote:

Director of Business Planning & Finance
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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151
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority Director of Power Resources 7/1/2025 Unknown Unknown $ 14,141 City of Eureka N/CClean Energy Alliance N/CHumboldt Bay Municipal Water District N/CMarin Clean Energy Director of Power Origination 1/1/2025 Unknown Unknown $ 16,981 Orange County Power Authority N/C
Peninsula Clean Energy Authority Director of Power Resources 10/1/2025 Unknown Unknown $ 18,931 Pioneer Community Energy N/C
Silicon Valley Clean Energy Authority Director of Power Resources 1/1/2025 Unknown Unknown $ 15,288 Sonoma Clean Power Authority
Managing Director, Power Procurement 10/1/2025 Unknown Unknown $ 25,537 Valley Clean Energy Alliance Director of Power Services 1/1/2025 Unknown Unknown $ 20,502 $18,931$19,448
-33.87%-37.53%
Total # of Matches: 5
Footnote:

Director of Power Resources
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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152
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority Executive Director 4/22/2024 Unknown Unknown $ 20,493 City of Eureka N/CClean Energy Alliance Chief Executive Officer 1/1/2025 Unknown Unknown $ 21,870 Humboldt Bay Municipal Water District General Manager 1/1/2025 Unknown Unknown $ 18,083 Marin Clean Energy Chief Executive Officer 1/1/2025 Unknown Unknown $ 39,301 Orange County Power Authority Chief Executive Officer 1/1/2025 Unknown Unknown $ 22,556Peninsula Clean Energy Authority Chief Executive Officer 10/1/2025 Unknown Unknown $ 22,102Pioneer Community Energy Chief Executive Officer 10/20/2025 Unknown Unknown $ 35,877 Silicon Valley Clean Energy Authority Chief Executive Officer 1/1/2025 Unknown Unknown $ 22,874 Sonoma Clean Power Authority Chief Executive Officer 10/1/2025 Unknown Unknown $ 42,403 Valley Clean Energy Alliance Chief Executive Officer 1/1/2025 Unknown Unknown $ 21,695 $22,556$27,418
-10.07%-33.79%
Total # of Matches: 9
Footnote:

Executive Director
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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153
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority Grant Analyst 7/1/2025 Unknown Unknown $ 8,536 City of Eureka Program Coordinator 7/1/2025 7/1/2026 3% $ 6,812Clean Energy Alliance N/CHumboldt Bay Municipal Water District N/CMarin Clean Energy N/C Orange County Power Authority N/CPeninsula Clean Energy Authority N/CPioneer Community Energy N/CSilicon Valley Clean Energy Authority N/CSonoma Clean Power Authority N/CValley Clean Energy Alliance N/C Insuff DataInsuff DataInsuff DataInsuff Data
Total # of Matches: 1
Footnote:

Grant Analyst
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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154
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority Human Resources Manager 7/1/2025 Unknown Unknown $ 11,312 City of Eureka Deputy HR Director 7/1/2025 Unknown Unknown $ 9,326Clean Energy Alliance N/C 1/1/2025 $ 11,198 Humboldt Bay Municipal Water District N/CMarin Clean Energy N/C Orange County Power Authority Administrative Services Manager 7/1/2025 Unknown Unknown $ 13,056Peninsula Clean Energy Authority Human Resources Manager 10/1/2025 Unknown Unknown $ 12,233Pioneer Community Energy N/CSilicon Valley Clean Energy Authority N/CSonoma Clean Power Authority N/CValley Clean Energy Alliance N/C $11,715$11,453
-3.56%-1.25%
Total # of Matches: 4
Footnote:

Human Resources Manager
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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155
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority IT Technician 7/1/2025 Unknown Unknown $ 8,536 City of Eureka Information Technology Technician 7/1/2025 Unknown Unknown $ 5,126Clean Energy Alliance N/CHumboldt Bay Municipal Water District N/CMarin Clean Energy IT Analyst 1/1/2025 Unknown Unknown $ 8,909 Orange County Power Authority N/C
Peninsula Clean Energy Authority Senior IT Engineer 10/1/2025 Unknown Unknown $ 9,611 Pioneer Community Energy Information Technology Analyst 10/20/2025 Unknown Unknown $ 9,902 Silicon Valley Clean Energy Authority Senior IT Analyst 1/1/2025 Unknown Unknown $ 8,740 Sonoma Clean Power Authority N/C
Valley Clean Energy Alliance N/C
$8,909$8,458
-4.37%

0.92%
Total # of Matches: 5
Footnote:

IT Technician
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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156
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority Power Resources Manager 7/1/2025 Unknown Unknown $ 11,312City of Eureka Special Projects Manager 7/1/2025 Unknown Unknown $ 9,326 Clean Energy Alliance Procurement Manager 1/1/2025 Unknown Unknown $ 14,318 Humboldt Bay Municipal Water District N/CMarin Clean Energy Principal Power Procurement Manager 1/1/2025 Unknown Unknown $ 14,838 Orange County Power Authority Power Portfolio Manager 1/1/2025 Unknown Unknown $ 17,397 Peninsula Clean Energy Authority Power Resources Manager 10/1/2025 Unknown Unknown $ 12,233 Pioneer Community Energy Senior Manager, Power Resources 10/20/2025 Unknown Unknown $ 17,424 Silicon Valley Clean Energy Authority Power Resources Manager 1/1/2025 Unknown Unknown $ 12,659Sonoma Clean Power Authority Portfolio Manager 10/1/2025 Unknown Unknown $ 13,486 Valley Clean Energy Alliance N/C
$13,902$13,960
-22.89%-23.41%
Total # of Matches: 8
Footnote:

Power Resources Manager
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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157
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority Program Assistant 7/1/2025 Unknown Unknown $ 6,253 City of Eureka Administrative Assistant 7/1/2025 7/1/2026 3% $ 4,221 Clean Energy Alliance N/CHumboldt Bay Municipal Water District Accounting Technician II 1/1/2025 1/1/2026 2% $ 6,744Marin Clean Energy Internal Operations Coordinator 1/1/2025 Unknown Unknown $ 6,926 Orange County Power Authority Office Manager/Receptionist 7/1/2025 Unknown Unknown $ 7,316 Peninsula Clean Energy Authority Administrative Assistant 10/1/2025 Unknown Unknown $ 6,699 Pioneer Community Energy N/C
Silicon Valley Clean Energy Authority N/CSonoma Clean Power Authority Administrative Aide 10/1/2025 Unknown Unknown $ 5,258 Valley Clean Energy Alliance N/C
$6,721$6,194
-7.49%

0.95%
Total # of Matches: 6
Footnote:

Program Assistant
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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158
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority Program Specialist 7/1/2025 Unknown Unknown $ 7,222 City of Eureka Administrative Technician II 7/1/2025 7/1/2026 3% $ 4,853 Clean Energy Alliance N/CHumboldt Bay Municipal Water District N/CMarin Clean Energy N/C Orange County Power Authority Energy Program Analyst 1/1/2025 Unknown Unknown $ 6,310Peninsula Clean Energy Authority Community Outreach Associate 10/1/2025 Unknown Unknown $ 8,446Pioneer Community Energy [Program Specialist I/ Communications Coordinator]¹ 10/20/2025 Unknown Unknown $ 10,190 Silicon Valley Clean Energy Authority Senior Programs Specialist 1/1/2025 Unknown Unknown $ 7,493 Sonoma Clean Power Authority Program Specialist 10/1/2025 Unknown Unknown $ 6,487Valley Clean Energy Alliance N/C $6,990$7,296

3.21%
-1.03%
Total # of Matches: 6
Footnote:1. Functional Hybrid - The salary displayed is the higher of the matches.

Program Specialist
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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159
Redwood Coast Energy Authority
Market Compensation Data
October 2025
Agency Classification Salary Effective Date Next Salary Increase Percentage of Next Increase Max Monthly Redwood Coast Energy Authority
Regulatory and Legislative Policy Manager 7/1/2025 Unknown Unknown $ 9,849 City of Eureka N/CClean Energy Alliance Regulatory Analyst 1/1/2025 Unknown Unknown $ 11,920 Humboldt Bay Municipal Water District N/CMarin Clean Energy Senior Legislative Manager 1/1/2025 Unknown Unknown $ 14,838 Orange County Power Authority Regulatory and Legislative Manager 1/1/2025 Unknown Unknown $ 12,196Peninsula Clean Energy Authority [Senior Regulatory Analyst/Director of Regulatory Policy]¹ 10/1/2025 Unknown Unknown $ 13,980 Pioneer Community Energy Legislative and Regulatory Manager 10/20/2025 Unknown Unknown $ 14,877 Silicon Valley Clean Energy Authority Senior Regulatory Advisor 1/1/2025 Unknown Unknown $ 10,528Sonoma Clean Power Authority Public Affairs and Advocacy Manager 10/1/2025 Unknown Unknown $ 9,218 Valley Clean Energy Alliance
Policy Analyst-Legislative and Regulatory 10/1/2025 Unknown Unknown $ 10,465 $12,058$12,253
-22.43%-24.41%
8 1. Span of Responsibility Hybrid - The salary displayed is an average of the matches.

Total # of Matches:

Footnote:

Regulatory and Legislative Policy Manager
Base Salary Median
Base Salary Average
Percentage Above or Below Median
Percentage Above or Below Average

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160
3 © 2025 Arthur J. Gallagher & Co
Appendix III
Proposed Salary Range Schedules
161
Redwood Coast Energy Authority
Proposed Salary Plan
Median -10% Market Position
October 2025
Ranges reduced by 10% for Median -10% Market Position
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 1 32,439 30,894 34,061 35,764 37,552 39,430 41,401 43,471 45,645 2,575 47,927 2,703 2,838 2,980 3,129 3,286 3,450 3,623 3,804 3,994 1,188.24 1,247.65 1,310.03 1,375.53 1,444.31 1,516.53 1,592.35 1,671.97 1,755.57 1,843.35 15.60 16.38 17.19 18.05 18.96 19.90 20.90 21.94 23.04 14.85 2 31,667 33,250 34,912 36,658 38,491 40,415 42,436 44,558 46,786 2,639 49,125 2,771 2,909 3,055 3,208 3,368 3,536 3,713 3,899 4,094 1,217.94 1,278.84 1,342.78 1,409.92 1,480.42 1,554.44 1,632.16 1,713.77 1,799.46 1,889.43 15.99 16.78 17.62 18.51 19.43 20.40 21.42 22.49 23.62 15.22 3 32,458 34,081 35,785 37,574 39,453 41,426 43,497 45,672 47,956 2 50,353 2,840 2,982 3,131 3,288 3,452 3,625 3,806 3,996 4,196 1,248.39 ,705 1,310.81 1,376.35 1,445.17 1,517.43 1,593.30 1,672.96 1,756.61 1,844.44 1,936.67 16.39 17.20 18.06 18.97 19.92 20.91 21.96 23.06 24.21 15.60 4 33,270 34,933 36,680 38,514 40,439 42,461 44,585 46,814 49,154 2,772 51,612 2,911 3,057 3,209 3,370 3,538 3,715 3,901 4,096 4,301 1,279.60 1,343.58 1,410.76 1,481.30 1,555.36 1,633.13 1,714.79 1,800.53 1,890.55 1,985.08 16.79 17.63 18.52 19.44 20.41 21.43 22.51 23.63 24.81 16.005 34,101 35,806 37,597 39,477 41,450 43,523 45,699 47,984 50,383 2,842 52,902 2,984 3,133 3,290 3,454 3,627 3,808 3,999 4,199 4,409 1,311.59 1,377.17 1,446.03 1,518.33 1,594.25 1,673.96 1,757.66 1,845.54 1,937.82 2,034.71 17.21 18.08 18.98 19.93 20.92 21.97 23.07 24.22 25.43 16.39 6 34,954 36,702 38,537 40,464 42,487 44,611 46,842 49,184 51,643 54,225 3,058 3,211 3,372 3,541 3,718 3,903 4,099 4,304 4,519 1,344.38 2,913 1,411.60 1,482.18 1,556.29 1,634.10 1,715.81 1,801.60 1,891.68 1,986.26 2,085.58 17.65 18.53 19.45 20.43 21.45 22.52 23.65 24.83 26.07 16.80 7 35,828 37,619 39,500 41,475 43,549 45,726 48,013 50,413 52,934 2,986 55,581 3,135 3,292 3,456 3,629 3,811 4,001 4,201 4,411 4,632 1,377.99 1,446.89 1,519.24 1,595.20 1,674.96 1,758.70 1,846.64 1,938.97 2,035.92 2,137.72 18.09 18.99 19.94 20.94 21.98 23.08 24.24 25.45 26.72 17.22 8 36,723 38,560 40,488 42,512 44,638 46,869 49,213 51,674 54,257 3,060 56,970 3,213 3,374 3,543 3,720 3,906 4,101 4,306 4,521 4,748 1,412.44 1,483.06 1,557.22 1,635.08 1,716.83 1,802.67 1,892.81 1,987.45 2,086.82 2,191.16 18.54 19.47 20.44 21.46 22.53 23.66 24.84 26.09 27.39 17.66 9 37,642 39,524 41,500 43,575 45,754 48,041 50,443 52,965 55,614 3,137 58,394 3,294 3,458 3,631 3,813 4,003 4,204 4,414 4,634 4,866 1,447.75 1,520.14 1,596.15 1,675.95 1,759.75 1,847.74 1,940.13 2,037.13 2,138.99 2,245.94 19.00 19.95 20.95 22.00 23.10 24.25 25.46 26.74 28.07 18.10 10 38,583 40,512 42,537 44,664 46,897 49,242 51,704 54,290 57,004 3,215 59,854 3,376 3,545 3,722 3,908 4,104 4,309 4,524 4,750 4,988 1,483.95 1,558.14 1,636.05 1,717.85 1,803.75 1,893.93 1,988.63 2,088.06 2,192.46 2,302.09 19.48 20.45 21.47 22.55 23.67 24.86 26.10 27.41 28.78 18.55 11 39,547 41,525 43,601 45,781 48,070 50,473 52,997 55,647 58,429 3,296 61,351 3,460 3,633 3,815 4,006 4,206 4,416 4,637 4,869 5,113 1,521.04 1,597.10 1,676.95 1,760.80 1,848.84 1,941.28 2,038.34 2,140.26 2,247.28 2,359.64 19.96 20.96 22.01 23.11 24.27 25.48 26.75 28.09 29.50 19.0112 40,536 42,563 44,691 46,925 49,272 51,735 54,322 57,038 59,890 3,378 62,884 3,547 3,724 3,910 4,106 4,311 4,527 4,753 4,991 5,240 1,559.07 1,637.02 1,718.88 1,804.82 1,895.06 1,989.81 2,089.30 2,193.77 2,303.46 2,418.63 20.46 21.49 22.56 19.49 23.69 24.87 26.12 27.42 28.79 30.23 13 41,549 43,627 45,808 48,098 50,503 53,029 55,680 58,464 61,387 3,462 64,456 3,636 3,817 4,008 4,209 4,419 4,640 4,872 5,116 5,371 1,598.05 1,677.95 1,761.85 1,849.94 1,942.44 2,039.56 2,141.54 2,248.61 2,361.04 2,479.10 20.97 22.02 23.12 24.28 25.49 26.77 28.11 29.51 30.99 19.98 14 42,588 44,717 46,953 49,301 51,766 54,354 57,072 59,926 62,922 3,549 66,068 3,726 3,913 4,108 4,314 4,530 4,756 4,994 5,243 5,506 1,638.00 1,719.90 1,805.89 1,896.19 1,991.00 2,090.55 2,195.07 2,304.83 2,420.07 2,541.07 21.50 22.57 23.70 24.89 26.13 27.44 28.81 30.25 31.76 20.47 15 43,653 45,835 48,127 50,533 53,060 55,713 58,499 61,424 64,495 3,638 67,720 3,820 4,011 4,211 4,422 4,643 4,875 5,119 5,375 5,643 1,678.95 1,762.90 1,851.04 1,943.59 2,040.77 2,142.81 2,249.95 2,362.45 2,480.57 2,604.60 22.04 23.14 24.29 25.51 26.79 28.12 29.53 31.01 32.56 20.99 16 44,744 46,981 49,330 51,797 54,387 57,106 59,961 62,959 66,107 3,729 69,413 3,915 4,111 4,316 4,532 4,759 4,997 5,247 5,509 5,784 1,720.92 1,806.97 1,897.32 1,992.18 2,091.79 2,196.38 2,306.20 2,421.51 2,542.59 2,669.71 22.59 23.72 24.90 26.15 27.45 28.83 30.27 31.78 33.37 21.5117 45,863 48,156 50,563 53,092 55,746 58,534 61,460 64,533 67,760 3,822 71,148 4,013 4,214 4,424 4,646 4,878 5,122 5,378 5,647 5,929 1,763.95 1,852.14 1,944.75 2,041.99 2,144.09 2,251.29 2,363.86 2,482.05 2,606.15 2,736.46 23.15 24.31 25.52 26.80 28.14 29.55 31.03 32.58 34.21 22.05 18 47,009 49,360 51,828 54,419 57,140 59,997 62,997 66,147 69,454 3,917 72,927 4,113 4,319 4,535 4,762 5,000 5,250 5,512 5,788 6,077 1,808.04 1,898.45 1,993.37 2,093.04 2,197.69 2,307.57 2,422.95 2,544.10 2,671.30 2,804.87 23.73 24.92 26.16 27.47 28.84 30.29 31.80 33.39 35.06 22.6019 48,184 50,594 53,123 55,779 58,568 61,497 64,572 67,800 71,190 4,015 74,750 4,216 4,427 4,648 4,881 5,125 5,381 5,650 5,933 6,229 1,853.24 1,945.91 2,043.20 2,145.36 2,252.63 2,365.26 2,483.53 2,607.70 2,738.09 2,874.99 24.32 25.54 26.82 28.16 29.57 31.04 32.60 34.23 35.94 23.1720 49,389 51,858 54,451 57,174 60,033 63,034 66,186 69,495 72,970 4,116 76,619 4,322 4,538 4,764 5,003 5,253 5,515 5,791 6,081 6,385 1,899.58 1,994.55 2,094.28 2,199.00 2,308.95 2,424.39 2,545.61 2,672.89 2,806.54 2,946.87 24.93 26.18 27.49 28.86 30.30 31.82 33.41 35.08 36.84 23.74 21 50,624 53,155 55,813 58,603 61,533 64,610 67,841 71,233 74,794 4,219 78,534 4,430 4,651 4,884 5,128 5,384 5,653 5,936 6,233 6,544 1,947.07 2,044.42 2,146.64 2,253.97 2,366.67 2,485.00 2,609.25 2,739.72 2,876.70 3,020.54 25.56 26.83 28.17 29.58 31.06 32.62 34.25 35.96 37.76 24.34 22 51,889 54,484 57,208 60,068 63,072 66,225 69,537 73,013 76,664 4,324 80,497 4,540 4,767 5,006 5,256 5,519 5,795 6,084 6,389 6,708 1,995.74 2,095.53 2,200.31 2,310.32 2,425.84 2,547.13 2,674.48 2,808.21 2,948.62 3,096.05 26.19 27.50 28.88 30.32 31.84 33.43 35.10 36.86 38.70 24.95 23 53,187 55,846 58,638 61,570 64,649 67,881 71,275 74,839 78,581 4,432 82,510 4,654 4,887 5,131 5,387 5,657 5,940 6,237 6,548 6,876 2,045.64 2,147.92 2,255.31 2,368.08 2,486.48 2,610.81 2,741.35 2,878.41 3,022.34 3,173.45 26.85 28.19 29.60 31.08 32.64 34.27 35.98 37.78 39.67 25.57 24 54,516 57,242 60,104 63,109 66,265 69,578 73,057 76,710 80,545 4,543 84,572 4,770 5,009 5,259 5,522 5,798 6,088 6,392 6,712 7,048 2,096.78 2,201.62 2,311.70 2,427.28 2,548.64 2,676.08 2,809.88 2,950.37 3,097.89 3,252.79 27.52 28.90 30.34 31.86 26.21 33.45 35.12 36.88 38.72 40.66 25 55,879 58,673 61,607 64,687 67,921 71,317 74,883 78,627 82,559 4,657 86,687 4,889 5,134 5,391 5,660 5,943 6,240 6,552 6,880 7,224 2,149.20 2,256.66 2,369.49 2,487.96 2,612.36 2,742.98 2,880.13 3,024.13 3,175.34 3,334.11 28.21 29.62 31.10 32.65 34.29 36.00 37.80 39.69 41.68 26.86 26 57,276 60,140 63,147 66,304 69,619 73,100 76,755 80,593 84,623 4,773 88,854 5,012 5,262 5,525 5,802 6,092 6,396 6,716 7,052 7,404 2,202.93 2,313.07 2,428.73 2,550.16 2,677.67 2,811.55 2,952.13 3,099.74 3,254.72 3,417.46 28.91 30.36 31.88 33.47 35.14 36.90 38.75 40.68 42.72 27.54 27 58,708 61,643 64,726 67,962 71,360 74,928 78,674 82,608 86,738 91,075 5,137 5,394 5,663 5,947 6,244 6,556 6,884 7,228 7,590 2,258.00 4,892 2,370.90 2,489.44 2,613.92 2,744.61 2,881.84 3,025.93 3,177.23 3,336.09 3,502.90 29.64 31.12 32.67 34.31 36.02 37.82 39.72 41.70 43.79 28.22 28 60,176 63,184 66,344 69,661 73,144 76,801 80,641 84,673 88,907 5,015 93,352 5,265 5,529 5,805 6,095 6,400 6,720 7,056 7,409 7,779 2,314.45 2,430.17 2,551.68 2,679.26 2,813.23 2,953.89 3,101.58 3,256.66 3,419.49 3,590.47 30.38 31.90 33.49 35.17 36.92 38.77 40.71 42.74 44.88 28.9329 61,680 64,764 68,002 71,402 74,972 78,721 82,657 86,790 91,130 5,140 95,686 5,397 5,667 5,950 6,248 6,560 6,888 7,233 7,594 7,974 2,372.31 2,490.93 2,615.47 2,746.25 2,883.56 3,027.74 3,179.12 3,338.08 3,504.98 3,680.23 31.14 32.69 34.33 36.04 37.85 39.74 41.73 43.81 46.00 29.65 30 63,222 66,383 69,702 73,187 76,847 80,689 84,724 88,960 93,408 5,269 98,078 5,532 5,809 6,099 6,404 6,724 7,060 7,413 7,784 8,173 2,431.62 2,553.20 2,680.86 2,814.90 2,955.65 3,103.43 3,258.60 3,421.53 3,592.61 3,772.24 31.91 33.51 35.19 36.95 38.79 40.73 42.77 44.91 47.15 30.40 31 64,803 68,043 71,445 75,017 78,768 82,706 86,842 91,184 95,743 100,530 5,400 5,670 5,954 6,251 6,564 6,892 7,237 7,599 7,979 8,378 2,492.41 2,617.03 2,747.88 2,885.27 3,029.54 3,181.01 3,340.07 3,507.07 3,682.42 3,866.54 32.71 34.35 36.07 37.87 39.76 41.75 43.84 46.03 48.33 31.16 32 66,423 69,744 73,231 76,893 80,737 84,774 89,013 93,463 98,137 103,043 5,535 5,812 6,103 6,408 6,728 7,065 7,418 7,789 8,178 8,587 2,554.72 2,682.45 2,816.58 2,957.41 3,105.28 3,260.54 3,423.57 3,594.75 3,774.48 3,963.21 33.53 35.21 36.97 38.82 40.76 42.79 44.93 47.18 49.54 31.93 33 68,083 71,487 75,062 78,815 82,756 86,893 91,238 95,800 100,590 105,619 5,674 5,957 6,255 6,568 6,896 7,241 7,603 7,983 8,382 8,802 2,618.59 2,749.52 2,886.99 3,031.34 3,182.91 3,342.05 3,509.16 3,684.61 3,868.84 4,062.29 34.37 36.09 37.89 39.79 41.78 43.86 46.06 48.36 50.78 32.73 34 69,785 73,275 76,938 80,785 84,824 89,066 93,519 98,195 103,105 108,260 5,815 6,106 6,412 6,732 7,069 7,422 7,793 8,183 8,592 9,022 2,684.05 2,818.25 2,959.17 3,107.12 3,262.48 3,425.60 3,596.88 3,776.73 3,965.57 4,163.84 35.23 36.99 38.84 40.78 42.82 44.96 47.21 49.57 52.05 33.55 35 71,530 75,106 78,862 82,805 86,945 91,292 95,857 100,650 105,682 110,966 5,961 6,259 6,572 6,900 7,245 7,608 7,988 8,387 8,807 9,247 2,751.15 2,888.71 3,033.15 3,184.80 3,344.04 3,511.24 3,686.81 3,871.15 4,064.70 4,267.94 36.11 37.91 39.81 41.80 43.89 46.09 48.39 50.81 53.35 34.3936 73,318 76,984 80,833 84,875 89,119 93,575 98,253 103,166 108,324 113,741 6,110 6,415 6,736 7,073 7,427 7,798 8,188 8,597 9,027 9,478 2,819.93 2,960.93 3,108.97 3,264.42 3,427.64 3,599.03 3,778.98 3,967.93 4,166.32 4,374.64 37.01 38.86 40.81 42.85 44.99 35.25 47.24 49.60 52.08 54.68 37 75,151 78,909 82,854 86,997 91,347 95,914 100,710 105,745 111,032 116,584 6,263 6,576 6,905 7,250 7,612 7,993 8,392 8,812 9,253 9,715 2,890.43 3,034.95 3,186.70 3,346.03 3,513.33 3,689.00 3,873.45 4,067.12 4,270.48 4,484.00 37.94 39.83 41.83 43.92 46.11 48.42 50.84 53.38 56.05 36.13 38 77,030 80,881 84,926 89,172 93,630 98,312 103,227 108,389 113,808 119,499 6,419 6,740 7,077 7,431 7,803 8,193 8,602 9,032 9,484 9,958 2,962.69 3,110.82 3,266.37 3,429.68 3,601.17 3,781.23 3,970.29 4,168.80 4,377.24 4,596.10 38.89 40.83 42.87 45.01 47.27 49.63 52.11 54.72 57.45 37.03 39 78,956 82,903 87,049 91,401 95,971 100,770 105,808 111,099 116,654 122,486 6,580 6,909 7,254 7,617 7,998 8,397 8,817 9,258 9,721 10,207 3,036.76 3,188.60 3,348.02 3,515.43 3,691.20 3,875.76 4,069.55 4,273.02 4,486.67 4,711.01 39.86 41.85 43.94 46.14 48.45 50.87 53.41 56.08 58.89 37.96 40 80,930 84,976 89,225 93,686 98,370 103,289 108,453 113,876 119,570 125,548 6,744 7,081 7,435 7,807 8,198 8,607 9,038 9,490 9,964 10,462 3,112.68 3,268.31 3,431.73 3,603.31 3,783.48 3,972.65 4,171.28 4,379.85 4,598.84 4,828.78 40.85 42.90 45.04 47.29 49.66 52.14 54.75 57.49 60.36 38.9141 82,953 87,100 91,455 96,028 100,830 105,871 111,165 116,723 122,559 128,687 6,913 7,258 7,621 8,002 8,402 8,823 9,264 9,727 10,213 10,724 3,190.49 3,350.02 3,517.52 3,693.39 3,878.06 4,071.97 4,275.57 4,489.34 4,713.81 4,949.50 41.88 43.97 46.17 48.48 50.90 53.44 56.12 58.92 61.87 39.88 42 85,027 89,278 93,742 98,429 103,350 108,518 113,944 119,641 125,623 131,904 7,086 7,440 7,812 8,202 8,613 9,043 9,495 9,970 10,469 10,992 3,270.26 3,433.77 3,605.46 3,785.73 3,975.02 4,173.77 4,382.46 4,601.58 4,831.66 5,073.24 42.92 45.07 47.32 49.69 52.17 54.78 57.52 60.40 63.42 40.88 43 87,152 91,510 96,085 100,890 105,934 111,231 116,792 122,632 128,764 135,202 7,263 7,626 8,007 8,407 8,828 9,269 9,733 10,219 10,730 11,267 3,352.01 3,519.61 3,695.59 3,880.37 4,074.39 4,278.11 4,492.02 4,716.62 4,952.45 5,200.07 44.00 46.19 48.50 50.93 53.48 56.15 58.96 61.91 65.00 41.90 44 89,331 93,798 98,488 103,412 108,583 114,012 119,712 125,698 131,983 138,582 7,444 7,816 8,207 8,618 9,049 9,501 9,976 10,475 10,999 11,548 3,435.81 3,607.60 3,787.98 3,977.38 4,176.25 4,385.06 4,604.32 4,834.53 5,076.26 5,330.07 45.10 47.35 49.72 52.20 54.81 57.55 60.43 63.45 66.63 42.95 45 91,564 96,143 100,950 105,997 111,297 116,862 122,705 128,840 135,282 142,046 7,630 8,012 8,412 8,833 9,275 9,738 10,225 10,737 11,274 11,837 3,521.71 3,697.79 3,882.68 4,076.82 4,280.66 4,494.69 4,719.42 4,955.40 5,203.17 5,463.32 46.22 48.53 50.96 53.51 56.18 58.99 61.94 65.04 68.29 44.02 46 93,854 98,546 103,473 108,647 114,080 119,783 125,773 132,061 138,664 145,598 7,821 8,212 8,623 9,054 9,507 9,982 10,481 11,005 11,555 12,133 3,609.75 3,790.24 3,979.75 4,178.74 4,387.67 4,607.06 4,837.41 5,079.28 5,333.24 5,599.91 47.38 49.75 52.23 54.85 57.59 60.47 63.49 66.67 70.00 45.12 47 101,010 96,200 106,060 111,363 116,932 122,778 128,917 135,363 142,131 149,238 8,017 8,417 8,838 9,280 9,744 10,232 10,743 11,280 11,844 12,436 3,699.99 3,884.99 4,079.24 4,283.21 4,497.37 4,722.23 4,958.35 5,206.26 5,466.58 5,739.90 48.56 50.99 53.54 56.22 59.03 61.98 65.08 68.33 71.75 46.25 48 103,535 98,605 108,712 114,147 119,855 125,848 132,140 138,747 145,684 152,968 8,217 8,628 9,059 9,512 9,988 10,487 11,012 11,562 12,140 12,747 3,792.49 3,982.12 4,181.22 4,390.29 4,609.80 4,840.29 5,082.30 5,336.42 5,603.24 5,883.40 49.78 52.27 54.88 57.62 60.50 63.53 47.41 66.71 70.04 73.54 49 101,070 106,123 111,430 117,001 122,851 128,994 135,443 142,216 149,326 156,793 8,422 8,844 9,286 9,750 10,238 10,749 11,287 11,851 12,444 13,066 3,887.31 4,081.67 4,285.75 4,500.04 4,725.04 4,961.30 5,209.36 5,469.83 5,743.32 6,030.49 51.02 53.57 56.25 59.06 62.02 65.12 68.37 71.79 75.38 48.59 50 103,597 108,777 114,215 119,926 125,922 132,219 138,829 145,771 153,060 160,712 8,633 9,065 9,518 9,994 10,494 11,018 11,569 12,148 12,755 13,393 3,984.49 4,183.71 4,392.90 4,612.54 4,843.17 5,085.33 5,339.60 5,606.58 5,886.90 6,181.25 52.30 54.91 57.66 60.54 63.57 66.74 70.08 73.59 77.27 49.81 51 106,187 111,496 117,071 122,924 129,071 135,524 142,300 149,415 156,886 164,730 8,849 9,291 9,756 10,244 10,756 11,294 11,858 12,451 13,074 13,728 4,084.10 4,288.31 4,502.72 4,727.86 4,964.25 5,212.46 5,473.09 5,746.74 6,034.08 6,335.78 53.60 56.28 59.10 62.05 65.16 68.41 71.83 75.43 79.20 51.05 52 108,841 114,283 119,998 125,997 132,297 138,912 145,858 153,151 160,808 168,849 9,070 9,524 10,000 10,500 11,025 11,576 12,155 12,763 13,401 14,071 4,186.20 4,395.51 4,615.29 4,846.05 5,088.36 5,342.77 5,609.91 5,890.41 6,184.93 6,494.18 54.94 57.69 60.58 63.60 66.78 70.12 73.63 77.31 81.18 52.33 53 111,562 117,140 122,997 129,147 135,605 142,385 149,504 156,979 164,828 173,070 9,297 9,762 10,250 10,762 11,300 11,865 12,459 13,082 13,736 14,422 4,290.86 4,505.40 4,730.67 4,967.21 5,215.57 5,476.34 5,750.16 6,037.67 6,339.55 6,656.53 56.32 59.13 62.09 65.19 68.45 71.88 75.47 79.24 83.21 53.64 54 114,351 120,069 126,072 132,376 138,995 145,945 153,242 160,904 168,949 177,397 9,529 10,006 10,506 11,031 11,583 12,162 12,770 13,409 14,079 14,783 4,398.13 4,618.04 4,848.94 5,091.39 5,345.95 5,613.25 5,893.91 6,188.61 6,498.04 6,822.94 57.73 60.61 63.64 66.82 70.17 73.67 77.36 81.23 85.29 54.98 55 117,210 123,071 129,224 135,685 142,470 149,593 157,073 164,926 173,173 181,831 9,768 10,256 10,769 11,307 11,872 12,466 13,089 13,744 14,431 15,153 4,508.08 4,733.49 4,970.16 5,218.67 5,479.60 5,753.58 6,041.26 6,343.33 6,660.49 6,993.52 59.17 62.13 65.23 68.50 71.92 75.52 79.29 83.26 87.42 56.35 56 120,140 126,147 132,455 139,078 146,031 153,333 161,000 169,050 177,502 186,377 10,012 10,512 11,038 11,590 12,169 12,778 13,417 14,087 14,792 15,531 4,620.79 4,851.82 5,094.42 5,349.14 5,616.59 5,897.42 6,192.29 6,501.91 6,827.00 7,168.35 60.65 63.68 66.86 70.21 73.72 77.40 81.27 85.34 89.60 57.76 57 123,144 129,301 135,766 142,554 149,682 157,166 165,025 173,276 181,940 191,037 10,262 10,775 11,314 11,880 12,474 13,097 13,752 14,440 15,162 15,920 4,736.30 4,973.12 5,221.78 5,482.87 5,757.01 6,044.86 6,347.10 6,664.46 6,997.68 7,347.56 62.16 65.27 68.54 71.96 75.56 79.34 83.31 87.47 91.84 59.20 58 126,223 132,534 139,160 146,118 153,424 161,095 169,150 177,608 186,488 195,813 10,519 11,044 11,597 12,177 12,785 13,425 14,096 14,801 15,541 16,318 4,854.71 5,097.45 5,352.32 5,619.94 5,900.93 6,195.98 6,505.78 6,831.07 7,172.62 7,531.25 63.72 66.90 70.25 73.76 77.45 81.32 85.39 89.66 94.14 60.68 59 129,378 135,847 142,639 149,771 157,260 165,123 173,379 182,048 191,150 200,708 10,782 11,321 11,887 12,481 13,105 13,760 14,448 15,171 15,929 16,726 4,976.08 5,224.88 5,486.13 5,760.44 6,048.46 6,350.88 6,668.42 7,001.84 7,351.94 7,719.53 65.31 68.58 72.01 75.61 79.39 83.36 87.52 91.90 96.49 62.20 60 132,613 139,243 146,205 153,516 161,191 169,251 177,713 186,599 195,929 205,726 11,051 11,604 12,184 12,793 13,433 14,104 14,809 15,550 16,327 17,144 5,100.48 5,355.51 5,623.28 5,904.45 6,199.67 6,509.65 6,835.13 7,176.89 7,535.74 7,912.52 66.94 70.29 73.81 77.50 81.37 85.44 89.71 63.76 94.20 98.91 61 135,928 142,724 149,860 157,353 165,221 173,482 182,156 191,264 200,827 210,869 11,327 11,894 12,488 13,113 13,768 14,457 15,180 15,939 16,736 17,572 5,227.99 5,489.39 5,763.86 6,052.06 6,354.66 6,672.39 7,006.01 7,356.31 7,724.13 8,110.34 68.62 72.05 75.65 79.43 83.40 87.58 91.95 96.55 101.38 65.35 62 139,326 146,292 153,607 161,287 169,352 177,819 186,710 196,046 205,848 216,140 11,611 12,191 12,801 13,441 14,113 14,818 15,559 16,337 17,154 18,012 5,358.69 5,626.63 5,907.96 6,203.36 6,513.53 6,839.20 7,181.16 7,540.22 7,917.23 8,313.09 70.33 73.85 77.54 81.42 85.49 89.76 94.25 98.97 103.91 66.98 63 142,809 149,950 157,447 165,320 173,585 182,265 191,378 200,947 210,994 221,544 11,901 12,496 13,121 13, 14,465 15,189 15,948 16,746 17,583 777 18,462 5,492.66 5,767.29 6,055.66 6,358.44 6,676.36 7,010.18 7,360.69 7,728.73 8,115.16 8,520.92 72.09 75.70 79.48 83.45 87.63 92.01 96.61 101.44 106.51 68.66 64 146,379 153,698 161,383 169,452 177,925 186,821 196,162 205,971 216,269 227,083 12,198 12,808 13,449 14,121 14,827 15,568 16,347 17,164 18,022 18,924 5,629.98 5,911.48 6,207.05 6,517.40 6,843.27 7,185.44 7,544.71 7,921.94 8,318.04 8,733.94 73.89 77.59 81.47 85.54 89.82 94.31 99.02 103.98 109.17 70.3765 150,039 157,541 165,418 173,689 182,373 191,492 201,067 211,120 221,676 232,760 12,503 13,128 13,785 14,474 15,198 15,958 16,756 17,593 18,473 19,397 5,770.73 6,059.26 6,362.23 6,680.34 7,014.36 7,365.07 7,733.33 8,119.99 8,525.99 8,952.29 75.74 79.53 83.50 87.68 92.06 96.67 101.50 106.57 111.90 72.13 66 153,790 161,479 169,553 178,031 186,933 196,279 206,093 216,398 227,218 238,579 12,816 13,457 14,129 14,836 15,578 16,357 17,174 18,033 18,935 19,882 5,915.00 6,210.75 6,521.28 6,847.35 7,189.71 7,549.20 7,926.66 8,322.99 8,739.14 9,176.10 77.63 81.52 85.59 89.87 94.37 99.08 104.04 109.24 114.70 73.9467 157,635 165,516 173,792 182,482 191,606 201,186 211,245 221,808 232,898 244,543 13,136 13,793 14,483 15,207 15,967 16,766 17,604 18,484 19,408 20,379 6,062.87 6,366.01 6,684.32 7,018.53 7,369.46 7,737.93 8,124.83 8,531.07 8,957.62 9,405.50 79.58 83.55 87.73 92.12 96.72 101.56 106.64 111.97 117.57 75.7968 161,576 169,654 178,137 187,044 196,396 206,216 216,527 227,353 238,721 250,657 13,465 14,138 14,845 15,587 16,366 17,185 18,044 18,946 19,893 20,888 6,214.44 6,525.16 6,851.42 7,193.99 7,553.69 7,931.38 8,327.95 8,744.34 9,181.56 9,640.64 81.56 85.64 89.92 94.42 99.14 104.10 109.30 114.77 120.51 77.68 69 165,615 173,896 182,590 191,720 201,306 211,371 221,940 233,037 244,689 256,923 13,801 14,491 15,216 15,977 16,775 17,614 18,495 19,420 20,391 21,410 6,369.80 6,688.29 7,022.71 7,373.84 7,742.54 8,129.66 8,536.15 8,962.95 9,411.10 9,881.66 83.60 87.78 92.17 96.78 101.62 106.70 112.04 117.64 123.52 79.62 70 169,755 178,243 187,155 196,513 206,339 216,656 227,488 238,863 250,806 263,346 14,146 14,854 15,596 16,376 17,195 18,055 18,957 19,905 20,900 21,946 6,529.05 6,855.50 7,198.28 7,558.19 7,936.10 8,332.90 8,749.55 9,187.03 9,646.38 10,128.70 81.61 85.69 89.98 94.48 99.20 104.16 109.37 114.84 120.58 126.61 71 173,999 182,699 191,834 201,426 211,497 222,072 233,175 244,834 257,076 269,930 14,500 15,225 15,986 16,785 17,625 18,506 19,431 20,403 21,423 22,494 6,692.27 7,026.89 7,378.23 7,747.14 8,134.50 8,541.23 8,968.29 9,416.70 9,887.54 10,381.91 83.65 87.84 92.23 96.84 101.68 106.77 112.10 117.71 123.59 129.77 72 178,349 187,267 196,630 206,461 216,784 227,624 239,005 250,955 263,503 276,678 14,862 15,606 16,386 17,205 18,065 18,969 19,917 20,913 21,959 23,057 6,859.58 7,202.56 7,562.69 7,940.82 8,337.86 8,754.76 9,192.50 9,652.12 10,134.73 10,641.46 85.74 90.03 94.53 99.26 104.22 109.43 114.91 120.65 126.68 133.02 73 182,808 191,948 201,546 211,623 222,204 233,314 244,980 257,229 270,090 283,595 15,234 15,996 16,795 17,635 18,517 19,443 20,415 21,436 22,508 23,633 7,031.07 7,382.62 7,751.76 8,139.34 8,546.31 8,973.63 9,422.31 9,893.42 10,388.09 10,907.50 87.89 92.28 96.90 101.74 106.83 112.17 117.78 123.67 129.85 136.34 74 187,378 196,747 206,584 216,914 227,759 239,147 251,105 263,660 276,843 290,685 15,615 16,396 17,215 18,076 18,980 19,929 20,925 21,972 23,070 24,224 7,206.85 7,567.19 7,945.55 8,342.83 8,759.97 9,197.97 9,657.87 10,140.76 10,647.80 11,180.19 90.09 94.59 99.32 104.29 109.50 114.97 120.72 126.76 133.10 139.75 75 192,063 201,666 211,749 222,336 233,453 245,126 257,382 270,251 283,764 297,952 16,005 16,805 17,646 18,528 19, 20,427 21,449 22,521 23,647 454 24,829 7,387.02 7,756.37 8,144.19 8,551.40 8,978.97 9,427.92 9,899.31 10,394.28 10,913.99 11,459.69 92.34 96.95 101.80 106.89 112.24 117.85 123.74 129.93 136.42 143.25 76 196,864 206,707 217,043 227,895 239,290 251,254 263,817 277,008 290,858 305,401 16,405 17,226 18,087 18,991 19,941 20,938 21,985 23,084 24,238 25,450 7,571.69 7,950.28 8,347.79 8,765.18 9,203.44 9,663.61 10,146.80 10,654.13 11,186.84 11,746.18 94.65 99.38 104.35 109.56 115.04 120.80 126.83 133.18 139.84 146.83 77 201,786 211,875 222,469 233,592 245,272 257,535 270,412 283,933 298,129 313,036 16,815 17,656 18,539 19,466 20,439 21,461 22,534 23,661 24,844 26,086 7,760.99 8,149.04 8,556.49 8,984.31 9,433.53 9,905.20 10,400.47 10,920.49 11,466.51 12,039.84 97.01 101.86 106.96 112.30 117.92 123.82 130.01 136.51 143.33 150.50 78 206,830 217,172 228,030 239,432 251,404 263,974 277,172 291,031 305,583 320,862 17,236 18,098 19,003 19,953 20,950 21,998 23,098 24,253 25,465 26,738 7,955.01 8,352.76 8,770.40 9,208.92 9,669.37 10,152.83 10,660.48 11,193.50 11,753.18 12,340.83 99.44 104.41 109.63 115.11 120.87 126.91 133.26 139.92 146.91 154.26 79 212,001 222,601 233,731 245,418 257,689 270,573 284,102 298,307 313,222 328,883 17,667 18,550 19,478 20,451 21,474 22,548 23,675 24,859 26,102 27,407 8,153.89 8,561.58 8,989.66 9,439.14 9,911.10 10,406.66 10,926.99 11,473.34 12,047.00 12,649.36 101.92 107.02 112.37 117.99 123.89 130.08 136.59 143.42 150.59 158.12 80 217,301 228,166 239,574 251,553 264,131 277,337 291,204 305,764 321,053 337,105 18,108 19,014 19,965 20,963 22,011 23,111 24,267 25,480 26,754 28,092 8,357.73 8,775.62 9,214.40 9,675.12 10,158.88 10,666.82 11,200.16 11,760.17 12,348.18 12,965.59 104.47 109.70 115.18 120.94 126.99 133.34 140.00 147.00 154.35 162.07 81 222,734 233,870 245,564 257,842 270,734 284,271 298,484 313,409 329,079 345,533 18,561 19,489 20,464 21,487 22,561 23,689 24,874 26,117 27,423 28,794 8,566.68 8,995.01 9,444.76 9,917.00 10,412.85 10,933.49 11,480.17 12,054.18 12,656.88 13,289.73 107.08 112.44 118.06 123.96 130.16 136.67 143.50 150.68 158.21 166.12 82 228,302 239,717 251,703 264,288 277,502 291,378 305,946 321,244 337,306 354,171 19,025 19,976 20,975 22,024 23,125 24,281 25,496 26,770 28,109 29,514 8,780.84 9,219.89 9,680.88 10,164.93 10,673.17 11,206.83 11,767.17 12,355.53 12,973.31 13,621.97 109.76 115.25 121.01 127.06 133.41 140.09 147.09 154.44 162.17 170.27 83 234,010 245,710 257,995 270,895 284,440 298,662 313,595 329,275 345,739 363,026 19,501 20,476 21,500 22,575 23,703 24,889 26,133 27,440 28,812 30,252 9,000.37 9,450.38 9,922.90 10,419.05 10,940.00 11,487.00 12,061.35 12,664.42 13,297.64 13,962.52 112.50 118.13 124.04 130.24 136.75 143.59 150.77 158.31 166.22 174.53 84 239,860 251,853 264,445 277,668 291,551 306,129 321,435 337,507 354,382 372,101 19,988 20,988 22,037 23,139 24,296 25,511 26,786 28,126 29,532 31,008 9,225.37 9,686.64 10,170.98 10,679.52 11,213.50 11,774.18 12,362.88 12,981.03 13,630.08 14,311.58 115.32 121.08 127.14 133.49 140.17 147.18 154.54 162.26 170.38 178.89 85 245,856 258,149 271,057 284,609 298,840 313,782 329,471 345,944 363,242 381,404 20,488 21,512 22,588 23,717 24,903 26,148 27,456 28,829 30,270 31,784 9,456.01 9,928.81 10,425.25 10,946.51 11,493.84 12,068.53 12,671.96 13,305.55 13,970.83 14,669.37 118.20 124.11 130.32 136.83 143.67 150.86 158.40 166.32 174.64 183.37 86 252,003 264,603 277,833 291,725 306,311 321,626 337,708 354,593 372,323 390,939 21,000 22,050 23,153 24,310 25,526 26,802 28,142 29,549 31,027 32,578 9,692.41 10,177.03 10,685.88 11,220.18 11,781.18 12,370.24 12,988.76 13,638.19 14,320.10 15,036.11 121.16 127.21 133.57 140.25 147.26 154.63 162.36 170.48 179.00 187.95 87 258,303 271,218 284,779 299,018 313,969 329,667 346,150 363,458 381,631 400,712 21,525 22,601 23,732 24,918 26,164 27, 28,846 30,288 31,803 472 33,393 9,934.72 10,431.46 10,953.03 11,500.68 12,075.71 12,679.50 13,313.47 13,979.15 14,678.11 15,412.01 124.18 130.39 136.91 143.76 150.95 158.49 166.42 174.74 183.48 192.65 88 264,760 277,998 291,898 306,493 321,818 337,909 354,804 372,544 391,172 410,730 22,063 23,167 24,325 25,541 26,818 28,159 29,567 31,045 32,598 34,228 10,183.09 10,692.24 11,226.85 11,788.20 12,377.61 12,996.49 13,646.31 14,328.63 15,045.06 15,797.31 127.29 133.65 140.34 147.35 154.72 162.46 170.58 179.11 188.06 197.4789 271,379 284,948 299,196 314,155 329,863 346,356 363,674 381,858 400,951 420,998 22,615 23,746 24,933 26,180 27,489 28,863 30,306 31,821 33,413 35,083 10,437.66 10,959.55 11,507.53 12,082.90 12,687.05 13,321.40 13,987.47 14,686.84 15,421.18 16,192.24 130.47 136.99 143.84 151.04 158.59 166.52 174.84 183.59 192.76 202.40 90 278,164 292,072 306,676 322,009 338,110 355,015 372,766 391,404 410,975 431,523 23,180 24,339 25,556 26,834 28,176 29,585 31,064 32,617 34,248 35,960 10,698.61 11,233.54 11,795.21 12,384.97 13,004.22 13,654.43 14,337.16 15,054.01 15,806.71 16,597.05 133.73 140.42 147.44 154.81 162.55 170.68 179.21 188.18 197.58 207.46 91 285,118 299,374 314,342 330,060 346,563 363,891 382,085 401,189 421,249 442,311 23,760 24,948 26,195 27,505 28,880 30,324 31,840 33,432 35,104 36,859 10,966.07 11,514.38 12,090.09 12,694.60 13,329.33 13,995.80 14,695.58 15,430.36 16,201.88 17,011.98 137.08 143.93 151.13 158.68 166.62 174.95 183.69 192.88 202.52 212.65 92 292,246 306,858 322,201 338,311 355,227 372,988 391,637 411,219 431,780 453,369 24,354 25,572 26,850 28,193 29,602 31,082 32,636 34,268 35,982 37,781 11,240.22 11,802.23 12,392.35 13,011.96 13,662.56 14,345.69 15,062.97 15,816.12 16,606.93 17,437.28 140.50 147.53 154.90 162.65 170.78 179.32 188.29 197.70 207.59 217.97

FACTORS
Range 6, Step 10, Annual
$54,225.00
Step Increase

5.00%
Range Increase
Monthly Per Pay Period Hourly

2.50%
Pay Periods per Year
26 Hours per Year
2,080
Salary Range Annually

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162
Redwood Coast Energy Authority
Proposed Salary Plan
Median -10% Market Position
October 2025
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Monthly Per Pay Period Hourly Salary Range Annually
93 314,530 299,552 330,256 346,769 364,107 382,313 401,428 421,500 442,575 464,703 24,963 26,211 27,521 28,897 30,342 31,859 33,452 35,125 36,881 38,725 11,521.23 12,097.29 12,702.16 13,337.26 14,004.13 14,704.33 15,439.55 16,211.53 17,022.10 17,873.21 144.02 151.22 158.78 166.72 175.05 183.80 192.99 202.64 212.78 223.4294 307,041 322,393 338,512 355,438 373,210 391,870 411,464 432,037 453,639 476,321 25,587 26,866 28,209 29,620 31,101 32,656 34,289 36,003 37,803 39,693 11,809.26 12,399.72 13,019.71 13,670.69 14,354.23 15,071.94 15,825.54 16,616.81 17,447.66 18,320.04 147.62 155.00 162.75 170.88 179.43 188.40 197.82 207.71 218.10 229.0095 314,717 330,453 346,975 364,324 382,540 401,667 421,751 442,838 464,980 488,229 26,226 27,538 28,915 30,360 31,878 33,472 35,146 36, 38,748 903 40,686 12,104.49 12,709.72 13,345.20 14,012.46 14,713.08 15,448.74 16,221.18 17,032.23 17,883.85 18,778.04 151.31 158.87 166.82 175.16 183.91 193.11 202.76 212.90 223.55 234.73 96 322,585 338,714 355,650 373,432 392,104 411,709 432,294 453,909 476,605 500,435 26,882 28,226 29,637 31,119 32,675 34,309 36,025 37,826 39,717 41,703 12,407.10 13,027.46 13,678.83 14,362.77 15,080.91 15,834.96 16,626.71 17,458.04 18,330.94 19,247.49 155.09 162.84 170.99 179.53 188.51 197.94 207.83 218.23 229.14 240.5997 330,649 347,182 364,541 382,768 401,906 422,002 443,102 465,257 488,520 512,946 27,554 28,932 30,378 31,897 33,492 35,167 36,925 38,771 40,710 42,745 12,717.28 13,353.15 14,020.80 14,721.84 15,457.93 16,230.83 17,042.37 17,894.49 18,789.22 19,728.68 158.97 166.91 175.26 184.02 193.22 202.89 213.03 223.68 234.87 246.61 98 338,916 355,861 373,654 392,337 411,954 432,552 454,179 476,888 500,733 525,769 28,243 29,655 31,138 32,695 34,329 36,046 37,848 39,741 41,728 43,814 13,035.21 13,686.97 14,371.32 15,089.89 15,844.38 16,636.60 17,468.43 18,341.85 19,258.95 20,221.89 162.94 171.09 179.64 188.62 198.05 207.96 218.36 229.27 240.74 252.77 99 347,388 364,758 382,996 402,146 422,253 443,365 465,534 488,810 513,251 538,913 28,949 30,396 31,916 33,512 35,188 36,947 38,794 40,734 42,771 44,909 13,361.09 14,029.15 14,730.61 15,467.14 16,240.49 17,052.52 17,905.14 18,800.40 19,740.42 20,727.44 167.01 175.36 184.13 193.34 203.01 213.16 223.81 235.01 246.76 259.09 100 356,073 373,877 392,571 412,199 432,809 454,450 477,172 501,031 526,082 552,386 29,673 31,156 32,714 34,350 36,067 37,871 39,764 41,753 43,840 46,032 13,695.12 14,379.88 15,098.87 15,853.81 16,646.50 17,478.83 18,352.77 19,270.41 20,233.93 21,245.63 171.19 179.75 188.74 198.17 208.08 218.49 229.41 240.88 252.92 265.57

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163
Redwood Coast Energy Authority
Proposed Salary Plan
October 2025
minimum wage
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 1 36,043 34,327 37,845 39,738 41,725 43,811 46,001 48,301 50,716 2,861 53,252 3,004 3,154 3,311 3,477 3,651 3,833 4,025 4,226 4,438 1,320.26 1,386.28 1,455.59 1,528.37 1,604.79 1,685.03 1,769.28 1,857.74 1,950.63 2,048.16 17.33 18.19 19.10 20.06 21.06 22.12 23.22 24.38 25.60 16.50 2 35,185 36,944 38,791 40,731 42,768 44,906 47,151 49,509 51,984 2,932 54,584 3,079 3,233 3,394 3,564 3,742 3,929 4,126 4,332 4,549 1,353.27 1,420.93 1,491.98 1,566.58 1,644.91 1,727.15 1,813.51 1,904.19 1,999.40 2,099.37 17.76 18.65 19.58 20.56 21.59 22.67 23.80 24.99 26.24 16.92 3 36,065 37,868 39,761 41,749 43,837 46,029 48,330 50,747 53,284 3,005 55,948 3,156 3,313 3,479 3,653 3,836 4,028 4,229 4,440 4,662 1,387.10 1,456.46 1,529.28 1,605.74 1,686.03 1,770.33 1,858.85 1,951.79 2,049.38 2,151.85 18.21 19.12 20.07 21.08 22.13 23.24 24.40 25.62 26.90 17.34 4 36,966 38,815 40,755 42,793 44,933 47,179 49,538 52,015 54,616 3,081 57,347 3,235 3,396 3,566 3,744 3,932 4,128 4,335 4,551 4,779 1,421.78 1,492.87 1,567.51 1,645.89 1,728.18 1,814.59 1,905.32 2,000.59 2,100.62 2,205.65 18.66 19.59 20.57 21.60 22.68 23.82 25.01 26.26 27.57 17.775 37,890 39,785 41,774 43,863 46,056 48,359 50,777 53,316 55,981 3,158 58,780 3,315 3,481 3,655 3,838 4,030 4,231 4,443 4,665 4,898 1,457.32 1,530.19 1,606.70 1,687.03 1,771.39 1,859.96 1,952.95 2,050.60 2,153.13 2,260.79 19.13 20.08 21.09 22.14 23.25 24.41 25.63 26.91 28.26 18.22 6 38,838 40,780 42,819 44,959 47,207 49,568 52,046 54,649 57,381 60,250 3,398 3,568 3,747 3,934 4,131 4,337 4,554 4,782 5,021 1,493.76 3,236 1,568.45 1,646.87 1,729.21 1,815.67 1,906.45 2,001.78 2,101.87 2,206.96 2,317.31 19.61 20.59 21.62 22.70 23.83 25.02 26.27 27.59 28.97 18.67 7 39,809 41,799 43,889 46,083 48,388 50,807 53,347 56,015 58,815 3,317 61,756 3,483 3,657 3,840 4,032 4,234 4,446 4,668 4,901 5,146 1,531.10 1,607.66 1,688.04 1,772.44 1,861.06 1,954.12 2,051.82 2,154.41 2,262.13 2,375.24 20.10 21.10 22.16 23.26 24.43 25.65 26.93 28.28 29.69 19.14 8 40,804 42,844 44,986 47,236 49,597 52,077 54,681 57,415 60,286 3,400 63,300 3,570 3,749 3,936 4,133 4,340 4,557 4,785 5,024 5,275 1,569.38 1,647.85 1,730.24 1,816.75 1,907.59 2,002.97 2,103.12 2,208.27 2,318.69 2,434.62 20.60 21.63 22.71 23.84 25.04 26.29 27.60 28.98 30.43 19.62 9 41,824 43,915 46,111 48,416 50,837 53,379 56,048 58,850 61,793 3,485 64,883 3,660 3,843 4,035 4,236 4,448 4,671 4,904 5,149 5,407 1,608.61 1,689.04 1,773.50 1,862.17 1,955.28 2,053.04 2,155.70 2,263.48 2,376.65 2,495.49 21.11 22.17 23.28 24.44 25.66 26.95 28.29 29.71 31.19 20.11 10 42,870 45,013 47,264 49,627 52,108 54,714 57,449 60,322 63,338 3,572 66,505 3,751 3,939 4,136 4,342 4,559 4,787 5,027 5,278 5,542 1,648.83 1,731.27 1,817.83 1,908.73 2,004.16 2,104.37 2,209.59 2,320.07 2,436.07 2,557.87 21.64 22.72 23.86 25.05 26.30 27.62 29.00 30.45 31.97 20.61 11 43,941 46,138 48,445 50,868 53,411 56,081 58,886 61,830 64,921 3,662 68,167 3,845 4,037 4,239 4,451 4,673 4,907 5,152 5,410 5,681 1,690.05 1,774.55 1,863.28 1,956.44 2,054.27 2,156.98 2,264.83 2,378.07 2,496.97 2,621.82 22.18 23.29 24.46 25.68 26.96 28.31 29.73 31.21 32.77 21.13 12 45,040 47,292 49,656 52,139 54,746 57,483 60,358 63,376 66,544 3,753 69,872 3,941 4,138 4,345 4,562 4,790 5,030 5,281 5,545 5,823 1,732.30 1,818.92 1,909.86 2,005.35 2,105.62 2,210.90 2,321.45 2,437.52 2,559.40 2,687.37 22.74 23.87 25.07 26.32 21.65 27.64 29.02 30.47 31.99 33.59 13 46,166 48,474 50,898 53,443 56,115 58,921 61,867 64,960 68,208 3,847 71,618 4,040 4,241 4,454 4,676 4,910 5,156 5,413 5,684 5,968 1,775.61 1,864.39 1,957.61 2,055.49 2,158.26 2,266.18 2,379.48 2,498.46 2,623.38 2,754.55 23.30 24.47 25.69 26.98 28.33 29.74 31.23 32.79 34.43 22.20 14 47,320 49,686 52,170 54,779 57,518 60,394 63,413 66,584 69,913 3,943 73,409 4,140 4,348 4,565 4,793 5,033 5,284 5,549 5,826 6,117 1,820.00 1,911.00 2,006.55 2,106.88 2,212.22 2,322.83 2,438.97 2,560.92 2,688.97 2,823.41 23.89 25.08 26.34 27.65 29.04 30.49 32.01 33.61 35.29 22.75 15 48,503 50,928 53,475 56,148 58,956 61,903 64,999 68,249 71,661 75,244 4,244 4,456 4,679 4,913 5,159 5,417 5,687 5,972 6,270 1,865.50 4,042 1,958.77 2,056.71 2,159.55 2,267.52 2,380.90 2,499.95 2,624.94 2,756.19 2,894.00 24.48 25.71 26.99 28.34 29.76 31.25 32.81 34.45 36.17 23.32 16 49,716 52,201 54,811 57,552 60,430 63,451 66,624 69,955 73,452 4,143 77,125 4,350 4,568 4,796 5,036 5,288 5,552 5,830 6,121 6,427 1,912.14 2,007.74 2,108.13 2,213.54 2,324.21 2,440.42 2,562.44 2,690.57 2,825.10 2,966.35 25.10 26.35 27.67 29.05 30.51 32.03 33.63 35.31 37.08 23.9017 50,958 53,506 56,182 58,991 61,940 65,037 68,289 71,704 75,289 4,247 79,053 4,459 4,682 4,916 5,162 5,420 5,691 5,975 6,274 6,588 1,959.94 2,057.94 2,160.83 2,268.87 2,382.32 2,501.43 2,626.51 2,757.83 2,895.72 3,040.51 25.72 27.01 28.36 29.78 31.27 32.83 34.47 36.20 38.01 24.50 18 52,232 54,844 57,586 60,465 63,489 66,663 69,996 73,496 77,171 4,353 81,030 4,570 4,799 5,039 5,291 5,555 5,833 6,125 6,431 6,752 2,008.94 2,109.38 2,214.85 2,325.60 2,441.88 2,563.97 2,692.17 2,826.78 2,968.12 3,116.52 26.37 27.69 29.07 30.52 32.05 33.65 35.33 37.10 38.96 25.11 19 53,538 56,215 59,026 61,977 65,076 68,330 71,746 75,334 79,100 4,462 83,055 4,685 4,919 5,165 5,423 5,694 5,979 6,278 6,592 6,921 2,059.16 2,162.12 2,270.22 2,383.74 2,502.92 2,628.07 2,759.47 2,897.45 3,042.32 3,194.43 27.03 28.38 29.80 31.29 32.85 34.49 36.22 38.03 39.93 25.74 20 54,877 57,620 60,501 63,527 66,703 70,038 73,540 77,217 81,078 4,573 85,132 4,802 5,042 5,294 5,559 5,837 6,128 6,435 6,756 7,094 2,110.64 2,216.17 2,326.98 2,443.33 2,565.50 2,693.77 2,828.46 2,969.88 3,118.38 3,274.30 27.70 29.09 30.54 32.07 33.67 35.36 37.12 38.98 40.93 26.38 21 56,249 59,061 62,014 65,115 68,370 71,789 75,378 79,147 83,105 4,687 87,260 4,922 5,168 5,426 5,698 5,982 6,282 6,596 6,925 7,272 2,163.41 2,271.58 2,385.15 2,504.41 2,629.63 2,761.11 2,899.17 3,044.13 3,196.34 3,356.15 28.39 29.81 31.31 32.87 34.51 36.24 38.05 39.95 41.95 27.04 22 57,655 60,538 63,564 66,743 70,080 73,584 77,263 81,126 85,182 4,805 89,441 5,045 5,297 5,562 5,840 6,132 6,439 6,761 7,099 7,453 2,217.49 2,328.37 2,444.78 2,567.02 2,695.37 2,830.14 2,971.65 3,120.23 3,276.24 3,440.06 29.10 30.56 32.09 33.69 35.38 37.15 39.00 40.95 43.00 27.72 23 59,096 62,051 65,153 68,411 71,832 75,423 79,194 83,154 87,312 4,925 91,678 5,171 5,429 5,701 5,986 6,285 6,600 6,930 7,276 7,640 2,272.93 2,386.57 2,505.90 2,631.20 2,762.76 2,900.90 3,045.94 3,198.24 3,358.15 3,526.06 29.83 31.32 32.89 34.53 36.26 38.07 39.98 41.98 44.08 28.41 24 60,574 63,602 66,782 70,121 73,628 77,309 81,174 85,233 89,495 5,048 93,969 5,300 5,565 5,843 6,136 6,442 6,765 7,103 7,458 7,831 2,329.75 2,446.24 2,568.55 2,696.98 2,831.83 2,973.42 3,122.09 3,278.19 3,442.10 3,614.21 30.58 32.11 33.71 35.40 37.17 29.12 39.03 40.98 43.03 45.18 25 62,088 65,192 68,452 71,874 75,468 79,242 83,204 87,364 91,732 5,174 96,319 5,433 5,704 5,990 6,289 6,603 6,934 7,280 7,644 8,027 2,388.00 2,507.39 2,632.76 2,764.40 2,902.62 3,047.75 3,200.14 3,360.15 3,528.16 3,704.56 31.34 32.91 34.56 36.28 38.10 40.00 42.00 44.10 46.31 29.85 26 63,640 66,822 70,163 73,671 77,355 81,223 85,284 89,548 94,025 5,303 98,727 5,569 5,847 6,139 6,446 6,769 7,107 7,462 7,835 8,227 2,447.70 2,570.08 2,698.58 2,833.51 2,975.19 3,123.95 3,280.15 3,444.15 3,616.36 3,797.18 32.13 33.73 35.42 37.19 39.05 41.00 43.05 45.20 47.46 30.60 27 65,231 68,493 71,917 75,513 79,289 83,253 87,416 91,787 96,376 101,195 5,436 5,708 5,993 6,293 6,607 6,938 7,285 7,649 8,031 8,433 2,508.89 2,634.33 2,766.05 2,904.35 3,049.57 3,202.05 3,362.15 3,530.26 3,706.77 3,892.11 32.93 34.58 36.30 38.12 40.03 42.03 44.13 46.33 48.65 31.36 28 66,862 70,205 73,715 77,401 81,271 85,335 89,601 94,081 98,785 103,725 5,572 5,850 6,143 6,450 6,773 7,111 7,467 7,840 8,232 8,644 2,571.61 2,700.19 2,835.20 2,976.96 3,125.81 3,282.10 3,446.20 3,618.51 3,799.44 3,989.41 33.75 35.44 37.21 39.07 41.03 43.08 45.23 47.49 49.87 32.1529 68,533 71,960 75,558 79,336 83,303 87,468 91,841 96,433 101,255 106,318 5,711 5,997 6,297 6,611 6,942 7,289 7,653 8,036 8,438 8,860 2,635.90 2,767.69 2,906.08 3,051.38 3,203.95 3,364.15 3,532.36 3,708.98 3,894.42 4,089.15 34.60 36.33 38.14 40.05 42.05 44.15 46.36 48.68 51.11 32.95 30 70,247 73,759 77,447 81,319 85,385 89,655 94,137 98,844 103,786 108,976 5,854 6,147 6,454 6,777 7,115 7,471 7,845 8,237 8,649 9,081 2,701.80 2,836.89 2,978.73 3,127.67 3,284.05 3,448.25 3,620.67 3,801.70 3,991.79 4,191.37 35.46 37.23 39.10 41.05 43.10 45.26 47.52 49.90 52.39 33.77 31 72,003 75,603 79,383 83,352 87,520 91,896 96,491 101,315 106,381 111,700 6,000 6,300 6,615 6,946 7,293 7,658 8,041 8,443 8,865 9,308 2,769.34 2,907.81 3,053.20 3,205.86 3,366.15 3,534.46 3,711.18 3,896.74 4,091.58 4,296.16 36.35 38.16 40.07 42.08 44.18 46.39 48.71 51.14 53.70 34.62 32 73,803 77,493 81,368 85,436 89,708 94,193 98,903 103,848 109,041 114,493 6,150 6,458 6,781 7,120 7,476 7,849 8,242 8,654 9,087 9,541 2,838.58 2,980.50 3,129.53 3,286.01 3,450.31 3,622.82 3,803.96 3,994.16 4,193.87 4,403.56 37.26 39.12 41.08 43.13 45.29 47.55 49.93 52.42 55.04 35.48 33 75,648 79,430 83,402 87,572 91,951 96,548 101,376 106,444 111,767 117,355 6,304 6,619 6,950 7,298 7,663 8,046 8,448 8,870 9,314 9,780 2,909.54 3,055.02 3,207.77 3,368.16 3,536.56 3,713.39 3,899.06 4,094.02 4,298.72 4,513.65 38.19 40.10 42.10 44.21 46.42 48.74 51.18 53.73 56.42 36.37 34 77,539 81,416 85,487 89,761 94,249 98,962 103,910 109,106 114,561 120,289 6,462 6,785 7,124 7,480 7,854 8,247 8,659 9,092 9,547 10,024 2,982.28 3,131.39 3,287.96 3,452.36 3,624.98 3,806.23 3,996.54 4,196.37 4,406.18 4,626.49 39.14 41.10 43.15 45.31 47.58 49.96 52.45 55.08 57.83 37.28 35 79,478 83,452 87,624 92,005 96,606 101,436 106,508 111,833 117,425 123,296 6,623 6,954 7,302 7,667 8,050 8,453 8,876 9,319 9,785 10,275 3,056.84 3,209.68 3,370.16 3,538.67 3,715.60 3,901.38 4,096.45 4,301.27 4,516.34 4,742.16 40.12 42.13 44.23 46.45 48.77 51.21 53.77 56.45 59.28 38.2136 81,465 85,538 89,815 94,306 99,021 103,972 109,170 114,629 120,360 126,378 6,789 7,128 7,485 7,859 8,252 8,664 9,098 9,552 10,030 10,532 3,133.26 3,289.92 3,454.42 3,627.14 3,808.49 3,998.92 4,198.86 4,408.81 4,629.25 4,860.71 41.12 43.18 45.34 47.61 49.99 52.49 39.17 55.11 57.87 60.76 37 83,501 87,676 92,060 96,663 101,496 106,571 111,900 117,495 123,369 129,538 6,958 7,306 7,672 8,055 8,458 8,881 9,325 9,791 10,281 10,795 3,211.59 3,372.17 3,540.78 3,717.81 3,903.71 4,098.89 4,303.84 4,519.03 4,744.98 4,982.23 42.15 44.26 46.47 48.80 51.24 53.80 56.49 59.31 62.28 40.14 38 85,589 89,868 94,362 99,080 104,034 109,235 114,697 120,432 126,454 132,776 7,132 7,489 7,863 8,257 8,669 9,103 9,558 10,036 10,538 11,065 3,291.88 3,456.47 3,629.30 3,810.76 4,001.30 4,201.36 4,411.43 4,632.00 4,863.60 5,106.78 43.21 45.37 47.63 50.02 52.52 55.14 57.90 60.80 63.83 41.15 39 87,729 92,115 96,721 101,557 106,635 111,966 117,565 123,443 129,615 136,096 7,311 7,676 8,060 8,463 8,886 9,331 9,797 10,287 10,801 11,341 3,374.17 3,542.88 3,720.03 3,906.03 4,101.33 4,306.40 4,521.72 4,747.80 4,985.19 5,234.45 44.29 46.50 48.83 51.27 53.83 56.52 59.35 62.31 65.43 42.18 40 89,922 94,418 99,139 104,096 109,300 114,765 120,504 126,529 132,855 139,498 7,493 7,868 8,262 8,675 9,108 9,564 10,042 10,544 11,071 11,625 3,458.53 3,631.46 3,813.03 4,003.68 4,203.86 4,414.06 4,634.76 4,866.50 5,109.82 5,365.31 45.39 47.66 50.05 52.55 55.18 57.93 60.83 63.87 67.07 43.2341 92,170 96,778 101,617 106,698 112,033 117,635 123,516 129,692 136,177 142,986 7,681 8,065 8,468 8,892 9,336 9,803 10,293 10,808 11,348 11,915 3,544.99 3,722.24 3,908.35 4,103.77 4,308.96 4,524.41 4,750.63 4,988.16 5,237.57 5,499.45 46.53 48.85 51.30 53.86 56.56 59.38 62.35 65.47 68.74 44.31 42 94,474 99,198 104,158 109,366 114,834 120,575 126,604 132,934 139,581 146,560 7,873 8,266 8,680 9,114 9,569 10,048 10,550 11,078 11,632 12,213 3,633.62 3,815.30 4,006.06 4,206.37 4,416.68 4,637.52 4,869.39 5,112.86 5,368.51 5,636.93 47.69 50.08 52.58 55.21 57.97 60.87 63.91 67.11 70.46 45.42 43 101,678 96,836 106,762 112,100 117,705 123,590 129,769 136,258 143,071 150,224 8,070 8,473 8,897 9,342 9,809 10,299 10,814 11,355 11,923 12,519 3,724.46 3,910.68 4,106.21 4,311.53 4,527.10 4,753.46 4,991.13 5,240.69 5,502.72 5,777.86 48.88 51.33 53.89 56.59 59.42 62.39 65.51 68.78 72.22 46.56 44 104,220 99,257 109,431 114,902 120,647 126,680 133,014 139,664 146,647 153,980 8,271 8,685 9,119 9,575 10,054 10,557 11,084 11,639 12,221 12,832 3,817.57 4,008.45 4,208.87 4,419.31 4,640.28 4,872.29 5,115.91 5,371.70 5,640.29 5,922.30 50.11 52.61 55.24 58.00 60.90 63.95 67.15 70.50 74.03 47.72 45 101,738 106,825 112,166 117,775 123,663 129,847 136,339 143,156 150,314 157,829 8,478 8,902 9,347 9,815 10,305 10,821 11,362 11,930 12,526 13,152 3,913.01 4,108.66 4,314.09 4,529.80 4,756.29 4,994.10 5,243.81 5,506.00 5,781.30 6,070.36 51.36 53.93 56.62 59.45 62.43 65.55 68.82 72.27 75.88 48.91 46 104,282 109,496 114,971 120,719 126,755 133,093 139,747 146,735 154,072 161,775 8,690 9,125 9,581 10,060 10,563 11,091 11,646 12,228 12,839 13,481 4,010.83 4,211.38 4,421.94 4,643.04 4,875.19 5,118.95 5,374.90 5,643.65 5,925.83 6,222.12 52.64 55.27 58.04 60.94 63.99 67.19 70.55 74.07 77.78 50.14 47 106,889 112,233 117,845 123,737 129,924 136,420 143,241 150,403 157,923 165,819 8,907 9,353 9,820 10,311 10,827 11,368 11,937 12,534 13,160 13,818 4,111.10 4,316.66 4,532.49 4,759.12 4,997.07 5,246.93 5,509.27 5,784.74 6,073.97 6,377.67 53.96 56.66 59.49 62.46 65.59 68.87 72.31 75.92 79.72 51.39 48 109,561 115,039 120,791 126,830 133,172 139,831 146,822 154,163 161,871 169,965 9,130 9,587 10,066 10,569 11,098 11,653 12,235 12,847 13,489 14,164 4,213.88 4,424.58 4,645.80 4,878.10 5,122.00 5,378.10 5,647.00 5,929.35 6,225.82 6,537.11 55.31 58.07 60.98 64.02 67.23 70.59 74.12 52.67 77.82 81.71 49 112,300 117,915 123,811 130,001 136,501 143,326 150,493 158,017 165,918 174,214 9,358 9,826 10,318 10,833 11,375 11,944 12,541 13,168 13,827 14,518 4,319.23 4,535.19 4,761.95 5,000.05 5,250.05 5,512.55 5,788.18 6,077.59 6,381.47 6,700.54 56.69 59.52 62.50 65.63 68.91 72.35 75.97 79.77 83.76 53.99 50 115,107 120,863 126,906 133,251 139,914 146,910 154,255 161,968 170,066 178,569 9,592 10,072 10,575 11,104 11,659 12,242 12,855 13,497 14,172 14,881 4,427.21 4,648.57 4,881.00 5,125.05 5,381.30 5,650.37 5,932.88 6,229.53 6,541.01 6,868.06 58.11 61.01 64.06 67.27 70.63 74.16 77.87 81.76 85.85 55.34 51 117,985 123,884 130,079 136,583 143,412 150,582 158,111 166,017 174,318 183,034 9,832 10,324 10,840 11, 11,951 12,549 13,176 13,835 14,526 382 15,253 4,537.89 4,764.78 5,003.02 5,253.17 5,515.83 5,791.63 6,081.21 6,385.27 6,704.53 7,039.76 59.56 62.54 65.66 68.95 72.40 76.02 79.82 83.81 88.00 56.72 52 120,935 126,982 133,331 139,997 146,997 154,347 162,064 170,167 178,676 187,610 10,078 10,582 11,111 11,666 12,250 12,862 13,505 14,181 14,890 15,634 4,651.34 4,883.90 5,128.10 5,384.50 5,653.73 5,936.42 6,233.24 6,544.90 6,872.14 7,215.75 61.05 64.10 67.31 70.67 74.21 77.92 81.81 85.90 90.20 58.1453 123,958 130,156 136,664 143,497 150,672 158,205 166,116 174,422 183,143 192,300 10,330 10,846 11,389 11,958 12,556 13,184 13,843 14,535 15,262 16,025 4,767.62 5,006.00 5,256.30 5,519.12 5,795.07 6,084.83 6,389.07 6,708.52 7,043.95 7,396.14 62.58 65.70 68.99 72.44 76.06 79.86 83.86 88.05 92.45 59.60 54 127,057 133,410 140,080 147,084 154,439 162,161 170,269 178,782 187,721 197,107 10,588 11,117 11,673 12,257 12,870 13,513 14,189 14,899 15,643 16,426 4,886.81 5,131.15 5,387.71 5,657.09 5,939.95 6,236.95 6,548.79 6,876.23 7,220.05 7,581.05 64.14 67.35 70.71 74.25 77.96 81.86 85.95 90.25 94.76 61.0955 130,234 136,745 143,582 150,762 158,300 166,215 174,525 183,252 192,414 202,035 10,853 11,395 11,965 12,563 13,192 13,851 14,544 15,271 16,035 16,836 5,008.98 5,259.43 5,522.40 5,798.52 6,088.45 6,392.87 6,712.51 7,048.14 7,400.55 7,770.57 65.74 69.03 72.48 76.11 79.91 83.91 88.10 92.51 97.13 62.6156 133,489 140,164 147,172 154,531 162,257 170,370 178,889 187,833 197,225 207,086 11,124 11,680 12,264 12,878 13,521 14,198 14,907 15,653 16,435 17,257 5,134.21 5,390.92 5,660.46 5,943.49 6,240.66 6,552.69 6,880.33 7,224.34 7,585.56 7,964.84 67.39 70.76 74.29 78.01 81.91 86.00 90.30 94.82 99.56 64.18 57 136,827 143,668 150,851 158,394 166,314 174,629 183,361 192,529 202,155 212,263 11,402 11,972 12,571 13,199 13,859 14,552 15,280 16,044 16,846 17,689 5,262.56 5,525.69 5,801.97 6,092.07 6,396.68 6,716.51 7,052.34 7,404.95 7,775.20 8,163.96 69.07 72.52 76.15 79.96 83.96 88.15 92.56 97.19 102.05 65.78 58 140,247 147,260 154,623 162,354 170,471 178,995 187,945 197,342 207,209 217,570 11,687 12,272 12,885 13,529 14,206 14,916 15,662 16,445 17,267 18,131 5,394.13 5,663.83 5,947.02 6,244.37 6,556.59 6,884.42 7,228.64 7,590.08 7,969.58 8,368.06 70.80 74.34 78.05 81.96 86.06 90.36 94.88 99.62 104.60 67.43 59 143,753 150,941 158,488 166,413 174,733 183,470 192,643 202,276 212,389 223,009 11,979 12,578 13,207 13,868 14,561 15,289 16,054 16,856 17,699 18,584 5,528.98 5,805.43 6,095.70 6,400.48 6,720.51 7,056.53 7,409.36 7,779.83 8,168.82 8,577.26 72.57 76.20 80.01 84.01 88.21 92.62 97.25 102.11 107.22 69.11 60 147,347 154,715 162,450 170,573 179,102 188,057 197,459 207,332 217,699 228,584 12,279 12,893 13,538 14,214 14,925 15,671 16,455 17,278 18,142 19,049 5,667.20 5,950.56 6,248.09 6,560.50 6,888.52 7,232.95 7,594.59 7,974.32 8,373.04 8,791.69 74.38 78.10 82.01 86.11 90.41 94.93 99.68 104.66 70.84 109.90 61 151,031 158,582 166,512 174,837 183,579 192,758 202,396 212,516 223,142 234,299 12,586 13,215 13,876 14,570 15,298 16,063 16,866 17,710 18,595 19,525 5,808.88 6,099.33 6,404.29 6,724.51 7,060.73 7,413.77 7,784.46 8,173.68 8,582.37 9,011.48 76.24 80.05 84.06 88.26 92.67 97.31 102.17 107.28 112.64 72.61 62 154,807 162,547 170,674 179,208 188,169 197,577 207,456 217,829 228,720 240,156 12,901 13,546 14,223 14,934 15,681 16,465 17,288 18,152 19,060 20,013 5,954.10 6,251.81 6,564.40 6,892.62 7,237.25 7,599.11 7,979.07 8,378.02 8,796.92 9,236.77 78.15 82.06 86.16 90.47 94.99 99.74 104.73 109.96 115.46 74.43 63 158,677 166,611 174,941 183,688 192,873 202,516 212,642 223,274 234,438 246,160 13,223 13,884 14,578 15,307 16, 16,876 17,720 18,606 19,537 073 20,513 6,102.96 6,408.11 6,728.51 7,064.94 7,418.18 7,789.09 8,178.55 8,587.47 9,016.85 9,467.69 80.10 84.11 88.31 92.73 97.36 102.23 107.34 112.71 118.35 76.29 64 162,644 170,776 179,315 188,281 197,695 207,579 217,958 228,856 240,299 252,314 13,554 14,231 14,943 15,690 16,475 17,298 18,163 19,071 20,025 21,026 6,255.53 6,568.31 6,896.72 7,241.56 7,603.64 7,983.82 8,383.01 8,802.16 9,242.27 9,704.38 82.10 86.21 90.52 95.05 99.80 104.79 110.03 115.53 121.30 78.1965 166,710 175,045 183,798 192,988 202,637 212,769 223,407 234,578 246,306 258,622 13,892 14,587 15,316 16,082 16,886 17,731 18,617 19,548 20,526 21,552 6,411.92 6,732.52 7,069.14 7,422.60 7,793.73 8,183.41 8,592.59 9,022.21 9,473.33 9,946.99 80.15 84.16 88.36 92.78 97.42 102.29 107.41 112.78 118.42 124.34 66 170,878 179,422 188,393 197,812 207,703 218,088 228,992 240,442 252,464 265,087 14,240 14,952 15,699 16,484 17,309 18,174 19,083 20,037 21,039 22,091 6,572.22 6,900.83 7,245.87 7,608.16 7,988.57 8,388.00 8,807.40 9,247.77 9,710.16 10,195.67 82.15 86.26 90.57 95.10 99.86 104.85 110.09 115.60 121.38 127.45 67 175,150 183,907 193,102 202,758 212,895 223,540 234,717 246,453 258,776 271,715 14,596 15,326 16,092 16,896 17,741 18,628 19,560 20,538 21,565 22,643 6,736.52 7,073.35 7,427.02 7,798.37 8,188.29 8,597.70 9,027.59 9,478.96 9,952.91 10,450.56 84.21 88.42 92.84 97.48 102.35 107.47 112.84 118.49 124.41 130.63 68 179,528 188,505 197,930 207,826 218,218 229,129 240,585 252,614 265,245 278,507 14,961 15,709 16,494 17,319 18,185 19,094 20,049 21,051 22,104 23,209 6,904.94 7,250.18 7,612.69 7,993.33 8,392.99 8,812.64 9,253.27 9,715.94 10,201.74 10,711.82 86.31 90.63 95.16 99.92 104.91 110.16 115.67 121.45 127.52 133.90 69 184,017 193,217 202,878 213,022 223,673 234,857 246,600 258,930 271,876 285,470 15,335 16,101 16,907 17,752 18,639 19,571 20,550 21,577 22,656 23,789 7,077.56 7,431.44 7,803.01 8,193.16 8,602.82 9,032.96 9,484.61 9,958.84 10,456.78 10,979.62 88.47 92.89 97.54 102.41 107.54 112.91 118.56 124.49 130.71 137.2570 188,617 198,048 207,950 218,348 229,265 240,728 252,765 265,403 278,673 292,607 15,718 16,504 17,329 18,196 19,105 20,061 21,064 22,117 23,223 24,384 7,254.50 7,617.22 7,998.08 8,397.99 8,817.89 9,258.78 9,721.72 10,207.81 10,718.20 11,254.11 90.68 95.22 99.98 104.97 110.22 115.73 121.52 127.60 133.98 140.68 71 193,332 202,999 213,149 223,806 234,997 246,747 259,084 272,038 285,640 299,922 16,111 16,917 17,762 18,651 19,583 20,562 21,590 22,670 23,803 24,993 7,435.86 7,807.65 8,198.04 8,607.94 9,038.34 9,490.25 9,964.76 10,463.00 10,986.15 11,535.46 92.95 97.60 102.48 107.60 112.98 118.63 124.56 130.79 137.33 144.19 72 198,166 208,074 218,478 229,402 240,872 252,915 265,561 278,839 292,781 307,420 16,514 17,339 18,206 19,117 20,073 21,076 22,130 23,237 24,398 25,618 7,621.76 8,002.85 8,402.99 8,823.14 9,264.29 9,727.51 10,213.88 10,724.58 11,260.81 11,823.85 95.27 100.04 105.04 110.29 115.80 121.59 127.67 134.06 140.76 147.80 73 203,120 213,276 223,940 235,137 246,893 259,238 272,200 285,810 300,101 315,106 16,927 17,773 18,662 19,595 20,574 21,603 22,683 23,818 25,008 26,259 7,812.30 8,202.92 8,613.06 9,043.72 9,495.90 9,970.70 10,469.23 10,992.69 11,542.33 12,119.44 97.65 102.54 107.66 113.05 118.70 124.63 130.87 137.41 144.28 151.49 74 208,198 218,608 229,538 241,015 253,066 265,719 279,005 292,955 307,603 322,983 17,350 18,217 19,128 20,085 21,089 22,143 23,250 24,413 25,634 26,915 8,007.61 8,407.99 8,828.39 9,269.81 9,733.30 10,219.96 10,730.96 11,267.51 11,830.89 12,422.43 100.10 105.10 110.35 115.87 121.67 127.75 134.14 140.84 147.89 155.28 75 213,403 224,073 235,277 247,040 259,392 272,362 285,980 300,279 315,293 331,058 17,784 18,673 19,606 20,587 21,616 22, 23,832 25,023 26,274 697 27,588 8,207.80 8,618.19 9,049.10 9,501.55 9,976.63 10,475.46 10,999.24 11,549.20 12,126.66 12,732.99 102.60 107.73 113.11 118.77 124.71 130.94 137.49 144.36 151.58 159.16 76 218,738 229,675 241,158 253,216 265,877 279,171 293,130 307,786 323,175 339,334 18,228 19,140 20,097 21,101 22,156 23,264 24,427 25,649 26,931 28,278 8,412.99 8,833.64 9,275.33 9,739.09 10,226.05 10,737.35 11,274.22 11,837.93 12,429.82 13,051.32 105.16 110.42 115.94 121.74 127.83 134.22 140.93 147.97 155.37 163.14 77 224,206 235,417 247,187 259,547 272,524 286,150 300,458 315,481 331,255 347,818 18,684 19,618 20,599 21,629 22,710 23,846 25,038 26,290 27,605 28,985 8,623.32 9,054.48 9,507.21 9,982.57 10,481.70 11,005.78 11,556.07 12,133.88 12,740.57 13,377.60 107.79 113.18 118.84 124.78 131.02 137.57 144.45 151.67 159.26 167.22 78 229,811 241,302 253,367 266,035 279,337 293,304 307,969 323,368 339,536 356,513 19,151 20,109 21,114 22,170 23,278 24,442 25,664 26,947 28,295 29,709 8,838.90 9,280.85 9,744.89 10,232.13 10,743.74 11,280.93 11,844.97 12,437.22 13,059.08 13,712.04 110.49 116.01 121.81 127.90 134.30 141.01 148.06 155.47 163.24 171.40 79 235,557 247,335 259,701 272,686 286,321 300,637 315,669 331,452 348,025 365,426 19,630 20,611 21,642 22,724 23,860 25,053 26,306 27,621 29,002 30,452 9,059.87 9,512.87 9,988.51 10,487.94 11,012.33 11,562.95 12,141.10 12,748.15 13,385.56 14,054.84 113.25 118.91 124.86 131.10 137.65 144.54 151.76 159.35 167.32 175.69 80 241,446 253,518 266,194 279,504 293,479 308,153 323,560 339,738 356,725 374,561 20,120 21,126 22,183 23,292 24,457 25,679 26,963 28,312 29,727 31,213 9,286.37 9,750.69 10,238.22 10,750.14 11,287.64 11,852.02 12,444.63 13,066.86 13,720.20 14,406.21 116.08 121.88 127.98 134.38 141.10 148.15 155.56 163.34 171.50 180.08 81 247,482 259,856 272,849 286,491 300,816 315,856 331,649 348,232 365,643 383,925 20,623 21,655 22,737 23,874 25,068 26,321 27,637 29,019 30,470 31,994 9,518.53 9,994.46 10,494.18 11,018.89 11,569.83 12,148.33 12,755.74 13,393.53 14,063.21 14,766.37 118.98 124.93 131.18 137.74 144.62 151.85 159.45 167.42 175.79 184.58 82 253,669 266,352 279,670 293,653 308,336 323,753 339,941 356,938 374,784 393,524 21,139 22,196 23,306 24,471 25,695 26,979 28,328 29,745 31,232 32,794 9,756.49 10,244.32 10,756.53 11,294.36 11,859.08 12,452.03 13,074.64 13,728.37 14,414.79 15,135.52 121.96 128.05 134.46 141.18 148.24 155.65 163.43 171.60 180.18 189.19 83 260,011 273,011 286,662 300,995 316,044 331,847 348,439 365,861 384,154 403,362 21,668 22,751 23,888 25,083 26,337 27,654 29,037 30,488 32,013 33,613 10,000.41 10,500.43 11,025.45 11,576.72 12,155.56 12,763.33 13,401.50 14,071.58 14,775.15 15,513.91 125.01 131.26 137.82 144.71 151.94 159.54 167.52 175.89 184.69 193.92 84 266,511 279,836 293,828 308,520 323,946 340,143 357,150 375,008 393,758 413,446 22,209 23,320 24,486 25,710 26,995 28,345 29,763 31,251 32,813 34,454 10,250.42 10,762.94 11,301.08 11,866.14 12,459.45 13,082.42 13,736.54 14,423.37 15,144.53 15,901.76 128.13 134.54 141.26 148.33 155.74 163.53 171.71 180.29 189.31 198.77 85 273,174 286,832 301,174 316,233 332,044 348,646 366,079 384,383 403,602 423,782 22,764 23,903 25,098 26,353 27,670 29,054 30,507 32,032 33,633 35,315 10,506.68 11,032.01 11,583.61 12,162.79 12,770.93 13,409.48 14,079.95 14,783.95 15,523.15 16,299.30 131.33 137.90 144.80 152.03 159.64 167.62 176.00 184.80 194.04 203.74 86 280,003 294,003 308,703 324,138 340,345 357,363 375,231 393,992 413,692 434,376 23,334 24,500 25,725 27,012 28,362 29,780 31,269 32,833 34,474 36,198 10,769.34 11,307.81 11,873.20 12,466.86 13,090.20 13,744.71 14,431.95 15,153.55 15,911.23 16,706.79 134.62 141.35 148.42 155.84 163.63 171.81 180.40 189.42 198.89 208.83 87 287,003 301,353 316,421 332,242 348,854 366,297 384,611 403,842 424,034 445,236 23,917 25,113 26,368 27,687 29,071 30,525 32, 33,654 35,336 051 37,103 11,038.58 11,590.51 12,170.03 12,778.53 13,417.46 14,088.33 14,792.75 15,532.39 16,309.01 17,124.46 137.98 144.88 152.13 159.73 167.72 176.10 184.91 194.15 203.86 214.06 88 294,178 308,887 324,331 340,548 357,575 375,454 394,227 413,938 434,635 456,367 24,515 25,741 27,028 28,379 29,798 31,288 32,852 34,495 36,220 38,031 11,314.54 11,880.27 12,474.28 13,098.00 13,752.90 14,440.54 15,162.57 15,920.70 16,716.73 17,552.57 141.43 148.50 155.93 163.72 171.91 180.51 189.53 199.01 208.96 219.4189 301,533 316,609 332,440 349,062 366,515 384,840 404,082 424,287 445,501 467,776 25,128 26,384 27,703 29,088 30,543 32,070 33,674 35,357 37,125 38,981 11,597.41 12,177.28 12,786.14 13,425.45 14,096.72 14,801.55 15,541.63 16,318.71 17,134.65 17,991.38 144.97 152.22 159.83 167.82 176.21 185.02 194.27 203.98 214.18 224.89 90 309,071 324,524 340,751 357,788 375,678 394,461 414,185 434,894 456,638 479,470 25,756 27,044 28,396 29,816 31,306 32,872 34,515 36,241 38,053 39,956 11,887.34 12,481.71 13,105.79 13,761.08 14,449.14 15,171.59 15,930.17 16,726.68 17,563.02 18,441.17 148.59 156.02 163.82 172.01 180.61 189.64 199.13 209.08 219.54 230.51 91 316,798 332,638 349,269 366,733 385,069 404,323 424,539 445,766 468,054 491,457 26,400 27,720 29,106 30,561 32,089 33,694 35,378 37,147 39,005 40,955 12,184.52 12,793.75 13,433.44 14,105.11 14,810.37 15,550.88 16,328.43 17,144.85 18,002.09 18,902.20 152.31 159.92 167.92 176.31 185.13 194.39 204.11 214.31 225.03 236.28 92 324,718 340,953 358,001 375,901 394,696 414,431 435,153 456,910 479,756 503,744 27,060 28,413 29,833 31,325 32,891 34,536 36,263 38,076 39,980 41,979 12,489.14 13,113.59 13,769.27 14,457.74 15,180.62 15,939.66 16,736.64 17,573.47 18,452.14 19,374.75 156.11 163.92 172.12 180.72 189.76 199.25 209.21 219.67 230.65 242.18 Range Increase
Monthly Per Pay Period Hourly

2.50%
Pay Periods per Year
26 Hours per Year
2,080
Salary Range Annually

FACTORS
Range 6, Step 10, Annual
$60,250.00
Step Increase

5.00%

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164
Redwood Coast Energy Authority
Proposed Salary Plan
October 2025
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Monthly Per Pay Period Hourly Salary Range Annually
93 349,477 332,836 366,951 385,299 404,564 424,792 446,031 468,333 491,750 516,337 27,736 29,123 30,579 32,108 33,714 35,399 37,169 39,028 40,979 43,028 12,801.37 13,441.43 14,113.51 14,819.18 15,560.14 16,338.15 17,155.05 18,012.81 18,913.45 19,859.12 160.02 168.02 176.42 185.24 194.50 204.23 214.44 225.16 236.42 248.2494 341,156 358,214 376,125 394,931 414,678 435,412 457,182 480,041 504,043 529,246 28,430 29,851 31,344 32,911 34,556 36,284 38,099 40,003 42,004 44,104 13,121.40 13,777.47 14,466.34 15,189.66 15,949.14 16,746.60 17,583.93 18,463.13 19,386.28 20,355.60 164.02 172.22 180.83 189.87 199.36 209.33 219.80 230.79 242.33 254.4495 349,685 367,170 385,528 404,804 425,045 446,297 468,612 492,042 516,644 542,477 29,140 30,597 32,127 33,734 35,420 37,191 39,051 41, 43,054 004 45,206 13,449.43 14,121.91 14,828.00 15,569.40 16,347.87 17,165.27 18,023.53 18,924.71 19,870.94 20,864.49 168.12 176.52 185.35 194.62 204.35 214.57 225.29 236.56 248.39 260.81 96 358,427 376,349 395,166 414,925 435,671 457,454 480,327 504,343 529,561 556,039 29,869 31,362 32,931 34,577 36,306 38,121 40,027 42,029 44,130 46,337 13,785.67 14,474.95 15,198.70 15,958.64 16,756.57 17,594.40 18,474.12 19,397.82 20,367.71 21,386.10 172.32 180.94 189.98 199.48 209.46 219.93 230.93 242.47 254.60 267.3397 367,388 385,758 405,045 425,298 446,563 468,891 492,335 516,952 542,800 569,940 30,616 32,146 33,754 35,441 37,214 39,074 41,028 43,079 45,233 47,495 14,130.31 14,836.83 15,578.67 16,357.60 17,175.48 18,034.26 18,935.97 19,882.77 20,876.91 21,920.75 176.63 185.46 194.73 204.47 214.69 225.43 236.70 248.53 260.96 274.01 98 376,573 395,401 415,172 435,930 457,727 480,613 504,644 529,876 556,370 584,188 31,381 32,950 34,598 36,328 38,144 40,051 42,054 44,156 46,364 48,682 14,483.57 15,207.75 15,968.14 16,766.54 17,604.87 18,485.11 19,409.37 20,379.84 21,398.83 22,468.77 181.04 190.10 199.60 209.58 220.06 231.06 242.62 254.75 267.49 280.86 99 385,987 405,287 425,551 446,828 469,170 492,628 517,260 543,123 570,279 598,793 32,166 33,774 35,463 37,236 39,097 41,052 43,105 45,260 47,523 49,899 14,845.66 15,587.94 16,367.34 17,185.71 18,044.99 18,947.24 19,894.60 20,889.33 21,933.80 23,030.49 185.57 194.85 204.59 214.82 225.56 236.84 248.68 261.12 274.17 287.88 100 395,637 415,419 436,190 457,999 480,899 504,944 530,191 556,701 584,536 613,763 32,970 34,618 36,349 38,167 40,075 42,079 44,183 46,392 48,711 51,147 15,216.80 15,977.64 16,776.52 17,615.35 18,496.12 19,420.92 20,391.97 21,411.57 22,482.15 23,606.25 190.21 199.72 209.71 220.19 231.20 242.76 254.90 267.64 281.03 295.08

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165
4 © 2025 Arthur J. Gallagher & Co
Appendix IV
Salary Range Placement Recommendations
166
Redwood Coast Energy Authority
Proposed Salary Placement
Median -10% Market Position
Class Title Former Title
Current
Maximum
Monthly
% from Top
Monthly
Median
Market
Placement
Proposed Salary
Range
Proposed Maximum Monthly
Salary (Based on Median -
10% Market Position)
Percent
Difference
Study
Benchmark Rationale
Account Services Manager Account Services Manager $ 9,849 41 $10,724 8.9% Align with Regulatory and Legislative Policy ManagerAccount Services Representative Program Specialist $ 7,222 -16.95% $8,446 27 $7,590 5.1% X Market placementAccounting Manager Senior Finance Manager $ 11,312 -0.20% $11,335 41 $10,724 -5.2% X Align with Regulatory and Legislative Policy Manager Clerk of the Board/Executive Assistant Executive Support Specialist & Clerk of the Board $ 7,222 -29.29% $9,337 31 $8,378 16.0% X Market placement Community Strategies Manager Community Strategies Manager $ 9,849 41 $10,724 8.9% Align with Regulatory and Legislative Policy Manager Contracts and Grants Manager Senior Contracts and Grants Manager $ 11,312 41 $10,724 -5.2% Align with Regulatory and Legislative Policy ManagerData Analyst Analyst $ 8,536 -1.47% $8,661 33 $8,802 3.1% X 10% above IT Technician Data Technician Analyst $ 8,536 29 $7,974 -6.6% 10% below Data Analyst Deputy Executive Director Deputy Executive Director $ 14,141 60 $17,144 21.2% Align with Director of Power Resources Director of Business Planning & Finance Director of Business Planning & Finance $ 14,141 -23.48% $17,461 56 $15,531 9.8% X Market placement Director of Demand Side Management Director of Demand Side Management $ 14,141 56 $15,531 9.8% Maintain alignment with Director of Business Director of Power Resources Director of Power Resources $ 14,141 -33.87% $18,931 60 $17,144 21.2% X Market placement DSM Programs Manager DSM Programs Manager $ 9,849 41 $10,724 8.9% Align with Regulatory and Legislative Policy Manager Executive Director Executive Director $ 20,493 -10.07% $22,557 67 $20,379 -0.6% X Market placement Grant Analyst Analyst $ 8,536 Insuff.Data 33 $8,802 3.1% X Align with Data Analyst Human Resources Manager Senior Human Resources Manager $ 11,312 -3.56% $11,715 41 $10,724 -5.2% X Align with Regulatory and Legislative Policy Manager IT Technician IT Technician $ 8,536 -4.37% $8,909 29 $7,974 -6.6% X Market placement Power Resources Manager Senior Power Resources Manager $ 11,312 -22.89% $13,901 47 $12,436 9.9% X Market placementProgram Analyst Senior Technician $ 9,804 33 $8,802 -10.2% Align with Data Analyst Program Assistant Coordinator $ 6,253 -7.49% $6,721 18 $6,077 -2.8% X Market placement Program Coordinator Coordinator $ 6,253 23 $6,876 10.0% 5% below Program Specialist Program Specialist Program Specialist $ 7,222 3.21% $6,990 27 $7,590 5.1% X 15% below Program Analyst Regulatory and Legislative Policy Manager Regulatory and Legislative Policy Manager $ 9,849 -22.43% $12,058 41 $10,724 8.9% X Market placement REN Portfolio Administrator Senior REN Portfolio Manager $ 11,312 47 $12,436 9.9% Maintain alignment with Power Resources Manager

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Redwood Coast Energy Authority
Proposed Salary Placement
Class Title Former Title
Current
Maximum
Monthly
% from Top
Monthly
Median
Market
Placement
Proposed
Salary Range
Proposed
Maximum Monthly
Salary
Percent
Difference
Study
Benchmark Rationale
Account Services Manager Account Services Manager $ 9,849 41 $11,915 21.0% Align with Regulatory and Legislative Policy ManagerAccount Services Representative Program Specialist $ 7,222 -16.95% $8,446 27 $8,433 16.8% X Market placementAccounting Manager Senior Finance Manager $ 11,312 -0.20% $11,335 41 $11,915 5.3% X Align with Regulatory and Legislative Policy Manager Clerk of the Board/Executive Assistant Executive Support Specialist & Clerk of the Board $ 7,222 -29.29% $9,337 31 $9,308 28.9% X Market placement Community Strategies Manager Community Strategies Manager $ 9,849 41 $11,915 21.0% Align with Regulatory and Legislative Policy Manager Contracts and Grants Manager Senior Contracts and Grants Manager $ 11,312 41 $11,915 5.3% Align with Regulatory and Legislative Policy ManagerData Analyst Analyst $ 8,536 -1.47% $8,661 33 $9,780 14.6% X 10% above IT Technician Data Technician Analyst $ 8,536 29 $8,860 3.8% 10% below Data AnalystDeputy Executive Director Deputy Executive Director $ 14,141 60 $19,049 34.7% Align with Director of Power Resources Director of Business Planning & Finance Director of Business Planning & Finance $ 14,141 -23.48% $17,461 56 $17,257 22.0% X Market placement Director of Demand Side Management Director of Demand Side Management $ 14,141 56 $17,257 22.0% Maintain alignment with Director of Business Planning and Finance Director of Power Resources Director of Power Resources $ 14,141 -33.87% $18,931 60 $19,049 34.7% X Market placement DSM Programs Manager DSM Programs Manager $ 9,849 41 $11,915 21.0% Align with Regulatory and Legislative Policy Manager Executive Director Executive Director $ 20,493 -10.07% $22,557 67 $22,643 10.5% X Market placement Grant Analyst Analyst $ 8,536 Insuff.Data 33 $9,780 14.6% X Align with Data Analyst Human Resources Manager Senior Human Resources Manager $ 11,312 -3.56% $11,715 41 $11,915 5.3% X Align with Regulatory and Legislative Policy Manager IT Technician IT Technician $ 8,536 -4.37% $8,909 29 $8,860 3.8% X Market placement Power Resources Manager Senior Power Resources Manager $ 11,312 -22.89% $13,901 47 $13,818 22.2% X Market placementProgram Analyst Senior Technician $ 9,804 33 $9,780 -0.2% Align with Data Analyst Program Assistant Coordinator $ 6,253 -7.49% $6,721 18 $6,752 8.0% X Market placement Program Coordinator Coordinator $ 6,253 23 $7,640 22.2% 5% below Program Specialist Program Specialist Program Specialist $ 7,222 3.21% $6,990 27 $8,433 16.8% X 15% below Program Analyst Regulatory and Legislative Policy Manager Regulatory and Legislative Policy Manager $ 9,849 -22.43% $12,058 41 $11,915 21.0% X Market placement REN Portfolio Administrator Senior REN Portfolio Manager $ 11,312 47 $13,818 22.2% Maintain alignment with Power Resources Manager

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5 © 2025 Arthur J. Gallagher & Co
Appendix V
Vacation Accrual Information
169
Redwood Coast Energy Authority
Comparator Vacation Leave Accruals
Agency Vacation Leave Accrual
Redwood Coast Energy AuthorityHumboldt Bay Municipal Water District Employees receive 10 vacation days per year initially.After 4 years of service: 15 vacation days per year.After 10 years: 20 vacation days per year.From years 16 to 20: one additional vacation day per year.After 20 years: 25 vacation days per year.

Silicon Valley Clean Energy (SVCE)
Employees accrue 160 hours of Paid Time Off (PTO) bi-weekly during the first year. PTO includes vacation, sick, and other leave.

After the first year: 8 additional hours granted annually, up to the tenth year.PTO can be carried over up to twice the annual accrual.Exempt employees receive 40 hours of Management Leave annually, which does not carry over.

Pioneer Community Energy
Vacation accrual based on years of service:0–2 years: 10 days annually (max accrual 20 days)3–4 years: 12 days annually (max accrual 24 days)5–9 years: 15 days annually (max accrual 30 days)10–19 years: 20 days annually (max accrual 40 days)20+ years: 25 days annually (max accrual 50 days)Management employees receive 80 hours of Management Leave annually, which may be taken as vacation and is cashed out if unused.

City of Eureka – Teamsters Local 137
Vacation accrual based on years of service:1st–2nd year: 12 working days per year3rd–4th year: 13 working days per year5th–6th year: 14 working days per year7th–8th year: 16 working days per year9th–10th year: 17 working days per year11th–12th year: 18 working days per year13th–14th year: 19 working days per year15th–16th year: 20 working days per year17th–18th year: 21 working days per year19+ years: 22 working days per yearVacation leave may be accumulated up to 280 hours.Employees may sell back unused vacation hours in excess of 80 hours.

Peninsula Clean Energy
Vacation accrual based on years of service:1–3 years: 80 hours4–8 years: 120 hours Clean Energy AllianceMarin Clean EnergyOrange County Power AuthoritySonoma Clean PowerValley Clean Energy

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Appendix VI
Cost of Labor
171
Assessor Series FAQ #3
Frequently Asked Questions
QUESTION: What is the difference between cost-of-living and geographic pay differentials?
Wage and salary differentials reflect the local demand for and supply of labor.

Cost of living is dictated by the local demand for and supply of goods and services.

ERI subscribers may also come across the term "buying power," which is the inverse of cost of living. Cost of living is the cost of purchasing goods and services, as determined by the demand and supply of goods, services, and property. For example, if the cost of living is 10% higher in an area, the buying power is approximately 10% less in that area.

This demand for and supply of goods and services are defined in terms of the data ERI surveys for Assessor Series cost-of-living databases. This data is downloaded from existing sources and includes: rental rates, housing prices, income taxes, property taxes, gasoline prices, medical costs/services, major retail grocery and drug store prices, etc. Cost-of-living differentials, as reported by ERI, reflect cost models at different income levels (e.g., an auto of "x" value driven "x" miles/kilometers, home rental with no mortgage income tax deductions, home ownership with income tax mortgage deductions, etc.). Local wages and salaries do not indicate the local cost of living. Cost of living indicates the comparable local buying power for any given salary.

Most compensation professionals agree that when a company is hiring from the local work force (that is, when no transfer or relocation occurs), wages and salaries are set according to market pricing of wages and salaries only. In general, branch pay should be dictated by market pricing of wage/salary differentials only.

While employees may find it more desirable for their pay to be adjusted for local cost-of-living variances, this is an extremely unusual practice, and in many cases will not be cost effective for the employer. That is, in many cases the employer would be competing against organizations with relatively lower compensation costs and, thus, be at a competitive disadvantage.

In most cases, cost-of-living is considered only when an employee incurs new expenses due to an "internal" move from one branch office to another. In this situation, the new salary would be set according to the destination market (local wage and salary level). Then, any cost-of-living allowance would be awarded separately from salary and for a finite period of time.

It is undesirable to build a cost-of-living adjustment into salary, as the integrity of the current salary administration program will be compromised. For instance, the transfer of personnel into an office where locally hired employees would be earning lower salaries than the transferee's "cost-of-living adjusted salary" is an undesirable and avoidable situation. The transfer of personnel into an area where local competitors' employees would be earning higher salaries than the transferee's "cost-of-living adjusted salary" is an equally undesirable and avoidable situation. Better solutions would include the award of a one-time (lump sum) 172
moving bonus or a gradually decreasing three-year cost-of-living allowance, which is awarded separately from the new locally adjusted competitive salary. Each organization's unique situation (tax considerations, cash-flow, etc.) will dictate the best method for handling cost-of-living allowances.

A random telephone survey by ERI's Director found that only 2% of ERI subscribers pay "the same for all jobs nationally, but vary levels by the cost of living." All other surveyed subscribers stated that they ignore cost of living and concentrate on the demand and supply/ local market pricing to administer geographic pay differentials.

Cost of Living v. Market Pay Rates
There are many reasons why employers decide to pay the local market pay rate (what it takes to attract, retain and motivate a competent worker) instead of paying according to local costs:
• No two employees have the same living costs. Even if they hold the same job and earn the same money, their family circumstances and spending practices vary. • The cost of living depends on family lifestyle and the total budget available from all income earners in the family. Family expenses differ according to many variables, such as the number of income earners, the total budget available, size of home, whether renting or buying, how many dependents, number and value of automobiles, and more. Every cost-of-living statistical model uses a different standard market basket of goods and services. • It is quite difficult to come up with only one cost figure that properly fits every employee lifestyle, but it is quite simple to determine what other employers pay for the job you do. • Pay is usually set once a year according to local salary levels, corporate pay strategy, and budget, but costs change constantly. Prices go up and down all the time, and employees would be quite upset if their wages were cut because the price of bread dropped this week, for example.
• Companies pay for you to do work, at a competitive rate, rather than give you amounts based on your expenses. Employers are not even legally allowed to question job applicants about their family circumstances, so they are not about to set pay according to your spending pattern.
• People don't usually live where they work. Most employees live in a town where the costs fit their family budget and where the prices are lowest for their lifestyle. They work where their employer is located, and that usually is not within walking distance of home. Basing pay on home location and family expenses would require different pay scales for every worker and even different rates for the same job done by people in the same community, if, for example, one was a single renter and the other was a homeowner with five dependents.
• Relevant living costs are already covered by pay surveys. If wages and salaries are influenced by living costs, then the competitive market pay surveys reflect those costs. If 173
you wish to research livings costs, see ERI's Relocation Assessor, which calculates cost-of-living levels based on earnings level, family size, home size, and automobile usage. The application reports the cost-of-living differential between a base city and destination city to determine the amount an employee must earn in the new location to "remain whole" (not lose buying power).
174
7 © 2025 Arthur J. Gallagher & Co
Appendix VII
Bureau of Labor Statistics Report
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www.ajg.com/ps-class-comp
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182
DRAFT
10-17-2025
FLSA: Exempt

ACCOUNT SERVICES MANAGER

DEFINITION
Under general direction, plans, organizes, oversees, coordinates, and manages the customer service operations of RCEA’s Community Choice Energy (CCE) programs, projects, and activities including providing oversight for customer account management; serving as the lead point of contact between RCEA, PG&E, and/or call center service providers; identify and resolve issues related to RCEA and/or PG&E tariffs, program designs, customer debt collections, and business operations; supervise customer service and front office functions; serves as a liaison and fosters cooperative working relationships with a variety of internal and external stakeholders, partners, and contracted service providers; provides complex and responsible support to a Department Director; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction from a Department Director. May exercises direct supervision over professional and/or administrative support staff.

CLASS CHARACTERISTICS
This classification is responsible for planning, organizing, and managing the Account Services operations for RCEA’s CCE program. Incumbents are responsible for performing diverse, specialized, and complex work involving significant accountability and decision-making responsibilities in overseeing the day-to-day operations of the program(s). Employees serve as a specialist, liaison, and advocate for the program(s), with regular contact and interactions with RCEA senior management positions, other public agencies, community organizations, regulatory and governmental agencies, and members of the community.

EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Assumes management responsibility for CCE Account Services programs, projects, and efforts, including customer service; data collection and analysis; identifies and resolves billing issues.  Participates in the development and implementation of goals, objectives, policies, and priorities for assigned programs; recommends appropriate service and staffing levels; recommends and administers policies and procedures.
 Participates in the development, administration, and oversight of the program budget; determines funding needed for equipment, materials, and supplies; ensures compliance with budgeted funding.  Participates in the selection of staff, trains, motivates, and evaluates assigned personnel; works with employees to correct deficiencies; recommends and implements discipline and termination procedures.  Develops and manages, in coordination with Grants and Contracts Manager, requests for proposals for professional and/or contracted services; prepares scope of work and any technical specifications; evaluates proposals and recommends award.  Serves as the main contact and maintain business relationships with RCEA’s billing support service provider and PG&E representative(s).
183
DRAFT
Account Services Manager

Page 2 of 4 ends

 Tracks outstanding customer debt; report quarterly on customer debt; work with collections service provider(s) to collect outstanding debt.
 Tracks opt-outs; respond to any customer issues that may be causing opt-outs; identifies and implements solutions to increase customer retention and customer satisfaction with RCEA services  Prepares and submits required regulatory filings.
 Assists in the development of policies and procedures related to customer data privacy and ensures compliance with internal and State-mandated data privacy requirements.  Identifies and resolves high-level customer billing issues; tracks customer inquiries and ensures they are resolved in a timely manner.
 Conducts a variety of organizational and operational studies and investigations; recommends modifications to assigned programs, policies, and procedures, as appropriate.  Serves as a liaison for assigned functions with other RCEA departments, divisions, and outside agencies; provides staff support to RCEA’s Board of Directors and Community Advisory Committee as necessary.
 Monitors changes in regulations and technology that may affect operations; implements policy and procedural changes after approval.
 Receives, investigates, and responds to difficult and sensitive problems and complaints in a professional manner; identifies and reports findings and takes necessary corrective action.  Observes and complies with all RCEA and mandated safety rules, regulations, and protocols.  Ensures staff observe and comply with all Agency and mandated safety rules, regulations, and protocols.
 Supports the ongoing implementation of RCEA’s Racial Justice Plan and actively engages in justice, equity, diversity, and inclusion efforts within the organization.  Performs related duties as required.

Page 3 of 4 ends

 Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs including spreadsheets, word processing, email, customer relationship management, and task management relevant to work performed.

Ability to:
 Select and supervise staff, provide training and development opportunities, ensure work is performed effectively, and evaluate performance in an objective and positive manner.  Develop and implement goals, objectives, practices, policies, procedures, and work standards.  Assist in developing and implementing goals, objectives, practices, policies, procedures, and work standards.
 Provide administrative, management, and professional leadership for the CCE Customer and Account Service functions.
 Understand, anticipate, and appreciate customer needs and concerns.  Provide excellent customer service and communicate clearly and effectively with customers.  Effectively interpret and apply utility tariffs and rate schedules, contract language, and commercial agreements.
 Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed.
 Effectively represent the department and RCEA in meetings with governmental agencies; community groups; various business, professional, and regulatory organizations; and in meetings with individuals.  Prepare clear and concise reports, correspondence, documentation, and other written materials.  Use tact, initiative, prudence, and independent judgment within general policy and procedural guidelines.
 Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.  Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
 Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.
 Effectively use computer systems, software applications including spreadsheets, word processing, email, customer relationship management, and task management relevant to work performed, and modern business equipment to perform a variety of work tasks.

Education and Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Equivalent to a bachelor’s degree in public administration, business administration, finance, environmental sciences, or related field and five (5) years of increasingly responsible project management experience at an electric utility, municipal utility, a community choice aggregator, or in a closely related field.

Licenses and Certifications:

None

Page 4 of 4 ends

in person and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Travel to represent the organization at public events, professional meetings, and other off-site activities may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 10 pounds.

Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing divisional policies and procedures.

186
DRAFT
December 2025
FLSA: Non-Exempt

ACCOUNT SERVICES REPRESENTATIVE

DEFINITION
Under general supervision, performs a variety of technical duties involved in support of account services functions for RCEA; assists customers with questions regarding current services and provides information on programs and services that may be beneficial based on the individual needs of each account; and performs related duties as required.

SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from the Account Services Manager. Exercises no direct supervision over staff.

CLASS CHARACTERISTICS
This journey level classification is responsible for independently performing technical duties in support of account services functions and activities. Positions at this level exercise judgment and initiative in their assigned tasks, receive only occasional instruction or assistance as new or unusual situations arise, and are fully aware of the operating procedures and policies of the work unit.

EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Serves as a liaison between RCEA customers and PG&E and other service providers in matters related to billing questions/issues; coordinates with third party providers to obtain product and service information.
 Provides detailed information to customers related to billing, account, programs, and rates as well as customer questions regarding solar power billing.
 Reviews and assesses delinquent accounts; identifies financial programs and/or payment plans to assist delinquent customers in getting their accounts up-to-date and to mitigate the risk of service interruption.  Prepares a variety of reports and spreadsheets related to account services to inform meetings and decision-making by RCEA executive management staff; conducts research and analysis on topics related to account services.
 Attends meetings with a variety of internal and external stakeholders.  Complies with all RCEA and mandated safety rules, regulations, and protocols.  Provides backup coverage for first-line customer service staff that provide support to RCEA customers, vendors, community partners and internal staff via email, telephone, and in-person; answers general questions regarding programs, functions and services; and refers customers and staff to appropriate department or employee, as needed.
 Supports the ongoing implementation of RCEA’s Racial Justice Plan and actively engages in justice, equity, diversity, and inclusion efforts within the organization.  Performs related duties as required.
187
DRAFT
Account Services Representative

Page 2 of 3 ends

QUALIFICATIONS
Knowledge of:
 Energy-related technologies and practices pertinent to account and customer services.  Fundamental aspects of project management.
 Administrative practices and procedures, such as business letter and basic business arithmetic.  Applicable federal, state, and local laws, codes, and regulations as well as industry standards and best practices pertinent to the assigned area of responsibility.  Financial management and accounting.
 Methods and techniques for handling sensitive information and situations, such as delinquent accounts, with discretion and respect.
 RCEA and mandated safety rules, regulations, and protocols.  Techniques for providing a high level of customer service, by effectively dealing with the public, vendors, contractors, and RCEA staff.
 The structure and content of the English language to effectively perform the work.  Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs including spreadsheets, word processing, email, customer relationship management, and task management relevant to work performed.

Ability to:
 Evaluate, recommend, and implement courses of action related to account services.  Monitor, evaluate, and ensure compliance with goals, policies, and procedures of account services.  Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed.
 Propose and seek approval as necessary for custom solutions to customer billing problems.  Prepare clear and concise reports, correspondence, documentation, and other written materials.  Use tact, initiative, prudence, and independent judgment within general policy and procedural guidelines.
 Independently organize work, set priorities, meet critical deadlines, and follow up on assignments.  Communicate clearly, both orally and in writing, at a level necessary to successfully perform the work.  Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.
 Effectively use computer systems, software applications including spreadsheets, word processing, email, customer relationship management, and task management relevant to work performed, and modern business equipment to perform a variety of work tasks.

Education and Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Equivalent to an associate degree or specialized vocational training in customer service, business administration, finance, or a related field and two (2) years of progressively responsible experience performing account services duties.

Licenses and Certifications:
 None.

PHYSICAL DEMANDS
188
DRAFT
Account Services Representative

Page 3 of 3 ends

Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Travel to represent the organization at public events, professional meetings, and other off-site activities may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 10 pounds.

Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing divisional policies and procedures.
189
DRAFT
November 2025
FLSA: Exempt

CAPITAL ASSESTS MANAGER

DEFINITION
Under general direction, plans, organizes, oversees, coordinates, and manages the organization’s physical assets and facilities to ensure operational efficiency, compliance, and strategic alignment with sustainability goals; acquisition, maintenance, and lifecycle planning of capital assets; managing facility operations; supporting long-term infrastructure planning; serves as a liaison and fosters cooperative working relationships with a variety of internal and external stakeholders, partners, and contracted service providers; provides complex and responsible support to the Deputy Executive Director; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction from the Deputy Executive Director. May exercise direct supervision over professional, technical, and/or administrative support staff.

CLASS CHARACTERISTICS
This classification is responsible for planning, organizing, and managing the capital assets and facilities owned and operated by RCEA. Incumbents are responsible for performing diverse, specialized, and complex work involving significant accountability and decision-making responsibilities in overseeing the day-to-day operations of the program(s). Employees serve as a specialist, liaison, and advocate for the program(s), with regular contact and interactions with RCEA senior management positions, other public agencies, community organizations, regulatory and governmental agencies, and members of the community.

EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Assumes management responsibility for capital assets and facilities programs, projects, and efforts, including the acquisition, maintenance, and lifecycle planning of capital assets, and managing facility operations and supporting long-term infrastructure planning.  Participates in the development and implementation of goals, objectives, policies, and priorities for assigned programs; recommends within policy, appropriate service, and staffing levels; recommends and administers policies and procedures.
 Participates in the development, administration, and oversight of the program budget; determines funding needed for equipment, materials, and supplies; ensures compliance with budgeted funding.  Participates in the selection of staff, trains, motivates, and evaluates assigned personnel; works with employees to correct deficiencies; recommends and implements discipline and termination procedures.  Develops and manages, in coordination with Grants and Contracts Manager, requests for proposals for professional and/or contracted services; prepares scope of work and any technical specifications; evaluates proposals and recommends awards.
190
DRAFT
Capital Assets and Facilities Manager

Page 2 of 4 ends

 Develop and implement preventive maintenance programs to extend asset life.  Monitor capital project expenditures and ensure alignment with approved budgets.  Oversee contracts for facility services, equipment purchases, and maintenance agreements.  Incorporate energy efficiency and sustainability practices into facilities planning.  Assess asset condition and recommend upgrades or replacements to mitigate operational risk.  Conducts a variety of organizational and operational studies and investigations; recommends modifications to assigned programs, policies, and procedures, as appropriate.  Serves as a liaison for assigned functions with other RCEA departments, divisions, and outside agencies; provides staff support to commissions, committees, and task forces as necessary.  Monitors changes in regulations and technology that may affect operations; implements policy and procedural changes after approval.
 Receives, investigates, and responds to difficult and sensitive problems and complaints in a professional manner; identifies and reports findings and takes necessary corrective action.  Observes and complies with all RCEA and mandated safety rules, regulations, and protocols.  Ensures staff observe and comply with all Agency and mandated safety rules, regulations, and protocols.
 Support the ongoing implementation of RCEA’s Racial Justice Plan and actively engage in justice, equity, diversity, and inclusion efforts within the organization.  Performs related duties as required.

QUALIFICATIONS
Knowledge of:
 Organization and management practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the assigned area of responsibility.  Principles and practices of employee supervision, including work planning, assignment review and evaluation, discipline, and the training of staff in work procedures.  Principles and practices of leadership.
 Administrative principles, practices, and methods including goal setting, program development, implementation and evaluation, policy and procedure development, quality control, and work standards.
 Principles and techniques for working with groups and fostering effective team interaction to ensure teamwork is conducted smoothly.
 Principles and practices of capital asset management, including acquisition, valuation, depreciation, and disposal.
 Facilities operations and maintenance best practices, including preventive maintenance and sustainability standards.
 Budget development and capital planning processes for public agencies.  Risk management principles for asset lifecycle and facility operations.  Applicable federal, state, and local laws, codes, and regulations as well as industry standards and best practices pertinent to the assigned area of responsibility.  Agency and mandated safety rules, regulations, and protocols  Techniques for providing a high level of customer service, by effectively dealing with the public, vendors, contractors, and Agency staff.
 The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.
 Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs relevant to work performed.  Principles of electric vehicle charging infrastructure, distributed generation resources, electric grid design and evolution.
191
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Capital Assets and Facilities Manager

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Ability to:
 Select and supervise staff, provide training and development opportunities, ensure work is performed effectively, and evaluate performance in an objective and positive manner.  Develop and implement goals, objectives, practices, policies, procedures, and work standards.  Assist in developing and implementing goals, objectives, practices, policies, procedures, and work standards.
 Provide administrative, management, and professional leadership for RCEA assets and facilities.  Plan, organize, and direct comprehensive asset and facilities programs.  Interpret and apply complex regulations and policies in a public agency context.  Manage multiple priorities and meet deadlines in a fast-paced environment.  Develop and implement strategic initiatives for sustainability and cost efficiency.  Maintain confidentiality and exercise sound judgment in decision-making.  Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed.
 Effectively represent the department and RCEA in meetings with governmental agencies; community groups; various business, professional, and regulatory organizations; and in meetings with individuals.  Prepare clear and concise reports, correspondence, documentation, and other written materials.  Use tact, initiative, prudence, and independent judgment within general policy and procedural guidelines.
 Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.  Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
 Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.
 Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks.

Education and Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Equivalent to a bachelor’s degree in business or public administration, facilities management, construction or a closely related field and five (5) years progressively responsible experience in facilities management, asset management, contracting, or public administration.

Licenses and Certifications:
 Possession of a valid California Driver’s License or evidence of equivalent mobility, to be maintained throughout employment.

PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and visit various Agency sites (use only for driving positions); vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this 192
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Capital Assets and Facilities Manager

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classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 40 pounds.

193
DRAFT
March, 2026
FLSA: Non-Exempt

CLERK OF THE BOARD/EXECUTIVE ASSISTANT

DEFINITION
Under direction, performs a diverse range of administrative support functions for Redwood Coast Energy Authority’s (RCEA) board clerk function; prepares Board agendas and minutes; ensures that meeting times and agendas are posted pursuant to regulatory requirements; reviews Board action item documents to ensure they are complete and consistent with RCEA standards; maintains and updates action items and resolutions; provides complex administrative support to the Executive Director and Deputy Executive Director including scheduling meetings and maintaining calendars; and performs related work as required.

SUPERVISION RECEIVED AND EXERCISED
Receives direction from the Deputy Executive Director. Exercises no direct supervision over staff.

CLASS CHARACTERISTICS
This classification is responsible for providing specialized administrative support for the Board of Directors and the office of the Executive Director. Incumbents regularly work on tasks which are varied and complex, requiring considerable discretion and independent judgment. Positions in the classification rely on experience and judgment to perform assigned duties and ensure efficient and effective services are provided. Assignments are given with general guidelines and incumbents are responsible for establishing objectives, timelines, and methods to effectively perform work. Work is typically reviewed upon completion for soundness, appropriateness, and conformity to policy and requirements.

EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Performs a diverse range of administrative support duties to support the clerking functions for RCEA’s Board of Directors, sub-committees, Community Advisory Committee, and the office of the Executive Director.
 Prepares agendas for meetings of the Board of Directors, sub-committees, and the Community Advisory Committee; attends meetings to take notes on Board and Committee actions and prepares meeting minutes following meetings; ensures that meeting times, agendas, packets, and minutes are posted pursuant to regulatorily required timelines.
 Reviews agenda packet items for accuracy and completeness; maintains formal Board records such as agendas, minutes, and resolutions.
 Provides complex administrative support for the Executive Director; serves as point of contact and liaison for the Executive Director’s office with the general public and outside organizations and agencies.
 Maintains calendar of activities, meetings, and various events for the Executive Director; coordinates travel arrangements; coordinates meetings and conferences with external parties.  Responds to and processes public records requests.
 Annually coordinates company-wide document destruction in compliance with record retention policies.
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Clerk of the Board/Executive Assistant

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 Prepares and maintains a variety of administrative records and files including materials of a confidential nature; maintains confidentiality of information and records; maintains control files concerning matters in progress and expedites completion.
 Composes, types, formats, and proofreads a variety of documents and correspondence including presentations, letters, emails, memoranda, budget reports, spreadsheets, and related business documentation; checks drafts for punctuation, spelling, and grammar, and suggests corrections; independently responds to letters and general correspondence of a routine nature.  Observes and complies with all RCEA and mandated safety rules, regulations, and protocols.  Supports the ongoing implementation of RCEA’s Racial Justice Plan and actively engages in justice, equity, diversity, and inclusion efforts within the organization.  Performs related duties as required.

QUALIFICATIONS
Knowledge of:
 Operations and services of the clerking function of a governing body within a public sector agency.  Principles, practices, methods, and techniques of agenda preparation and documentation of RCEA Board actions including motions approved in resolutions.  Methods and techniques of notating and recording public meetings.  Functions, authority, and responsibilities of an appointed Board of Directors.  The Brown Act and Rules of Order as related to public meetings and hearings.  The California Public Records Act as related to public records requests.  Legal requirements of records retention.
 Legal requirements of public meetings including the posting of Public Notices, Ordinances and related documents.
 Applicable federal, state, and local laws, rules, regulations, and procedures relevant to assigned areas of responsibility.
 Principles and procedures of automated record keeping and information management systems.  Applicable federal, state, and local laws, codes, and regulations as well as industry standards and best practices pertinent to the assigned area of responsibility.  RCEA and mandated safety rules, regulations, and protocols  Techniques for providing a high level of customer service, by effectively dealing with the public, vendors, contractors, and RCEA staff.
 The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.
 Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs relevant to work performed.

Ability to:
 Perform a diverse range of administrative tasks within the Clerk of the Board Office.  Prepare official minutes, resolutions, ordinances, clear and concise reports, correspondence, and other written materials.
 Maintain confidentiality and discretion in handling and processing confidential information and data.  Research and summarize data and prepare accurate and written reports.  Compile and maintain complex and extensive records.
 Answer customer questions and/or redirect them to the appropriate person or department.  Respond to complaints or inquiries from citizens, staff, and outside organizations.  Maintain accurate logs, records, and written records of work performed. 195
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Clerk of the Board/Executive Assistant

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 Effectively represent the department and the Agency in meetings with governmental agencies; community groups; various business, professional, and regulatory organizations; and in meetings with individuals.
 Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed.
 Prepare clear and concise reports, correspondence, documentation, and other written materials.  Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines.
 Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.  Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax
 Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.
 Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks.

Education and Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Equivalent to an associate degree in business administration, public administration, or a related field and three (3) years of increasingly responsible administrative support experience including at least one (1) year of experience supporting the activities of a governing body.

Licenses and Certifications:
 None.

PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment.

Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 20 pounds.

COMMUNITY STRATEGIES MANAGER

DEFINITION
Under general direction, plans, organizes, oversees, coordinates, and manages the marketing and customer outreach programs, projects, and activities including RCEA’s marketing; community engagement and education; advertising and social media; event coordination; public relations activities; supervising customer service and front office functions; serves as a liaison and fosters cooperative working relationships with a variety of internal and external stakeholders, partners, and contracted service providers; provides complex and responsible support to the Department Director; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction from a Department Director. May exercise direct supervision over professional and/or administrative support staff.

CLASS CHARACTERISTICS
This classification is responsible for planning, organizing, and managing the marketing and outreach functions of RCEA. Incumbents are responsible for performing diverse, specialized, and complex work involving significant accountability and decision-making responsibilities in overseeing the day-to-day operations of the program(s). Employees serve as a specialist, liaison, and advocate for the program(s), with regular contact and interactions with RCEA senior management positions, other public agencies, community organizations, regulatory and governmental agencies, and members of the community.

EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Assumes management responsibility for customer outreach programs, projects, and efforts, including community engagement; education; marketing; and advertising.  Participates in the development and implementation of goals, objectives, policies, and priorities for assigned programs; recommends within policy, appropriate service, and staffing levels; recommends and administers policies and procedures.
 Participates in the development, administration, and oversight of the program budget; determines funding needed for equipment, materials, and supplies; ensures compliance with budgeted funding.  Participates in the selection of staff, trains, motivates, and evaluates assigned personnel; works with employees to correct deficiencies; recommends and implements discipline and termination procedures.  Develops and manages, in coordination with Grants and Contracts Manager, requests for proposals for professional and/or contracted services; prepares scope of work and any technical specifications; evaluates proposals and recommends award.
 Develops and implements a community engagement strategic plan including presentations, newsletters, sponsorships, memberships, and event outreach.  Develops and implements RCEA’s strategy for targeted outreach for rural, hard-to-reach and equity priority communities and facilitate ongoing Tribal engagement.  Plans and executes strategic marketing campaigns to support organizational and program initiatives. 197
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Community Strategies Manager

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 Develops and distributes press announcements and respond to press inquiries using consistent organizational standards and best practices.
 Plans, organizes and implements a wide variety of events including community meetings, workshops, press conferences and ceremonial functions.
 Coordinates the preparation of organization and program collateral and promotional material, paid advertising, and social media content; oversees website strategy and directly manages design and content updates.
 Conducts a variety of organizational and operational studies and investigations; recommends modifications to assigned programs, policies, and procedures, as appropriate.  Serves as a liaison for assigned functions with other RCEA departments, divisions, and outside agencies; provides staff support to commissions, committees, and task forces as necessary.  Monitors changes in regulations and technology that may affect operations; implements policy and procedural changes after approval.
 Receives, investigates, and responds to difficult and sensitive problems and complaints in a professional manner; identifies and reports findings and takes necessary corrective action.  Observes and complies with all RCEA and mandated safety rules, regulations, and protocols.  Ensures staff observe and comply with all Agency and mandated safety rules, regulations, and protocols.
 Supports the ongoing implementation of RCEA’s Racial Justice Plan and actively engages in justice, equity, diversity, and inclusion efforts within the organization  Performs related duties as required.

QUALIFICATIONS
Knowledge of:
 Organization and management practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the assigned area of responsibility.  Principles and practices of employee supervision, including work planning, assignment review and evaluation, discipline, and the training of staff in work procedures.  Principles and practices of leadership.
 Administrative principles, practices, and methods including goal setting, program development, implementation and evaluation, policy and procedure development, quality control, and work standards.
 Principles and techniques for working with groups and fostering effective team interaction to ensure teamwork is conducted smoothly.
 Principles and methods of integrated marketing communication, community and media relations, and public education.
 Methods, operational characteristics, services, and activities necessary for effective community outreach and engagement of diverse audiences.
 Principles, practices and methods of preparing and reviewing information, including graphics, written and spoken copy; publishing and disseminating information; graphic design, photography, videography, print, and web-based delivery.
 Applicable federal, state, and local laws, codes, and regulations as well as industry standards and best practices pertinent to the assigned area of responsibility.  Agency and mandated safety rules, regulations, and protocols  Techniques for providing a high level of customer service, by effectively dealing with the public, vendors, contractors, and agency staff.
 The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.
 Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs relevant to work performed. 198
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Community Strategies Manager

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Ability to:
 Select and supervise staff, provide training and development opportunities, ensure work is performed effectively, and evaluate performance in an objective and positive manner.  Develop and implement goals, objectives, practices, policies, procedures, and work standards.  Assist in developing and implementing goals, objectives, practices, policies, procedures, and work standards.
 Provide administrative, management, and professional leadership for marketing and customer outreach.  Plan and organize multiple, often simultaneous marketing campaigns and/or activities, often with varying goals and metrics.
 Create effective and dynamic communications materials to convey complex information to a wide and varied audience.
 Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed.
 Effectively represent the department and RCEA in meetings with governmental agencies; community groups; various business, professional, and regulatory organizations; and in meetings with individuals.  Prepare clear and concise reports, correspondence, documentation, and other written materials.  Use tact, initiative, prudence, and independent judgment within general policy and procedural guidelines.
 Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.  Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
 Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.
 Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks.

Education and Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Equivalent to a bachelor’s degree in communications, marketing, public affairs, or a closely related field and five (5) experience progressively responsible experience in marketing, communications, or community engagement.

Licenses and Certifications:
 Possession of a valid California Driver’s License or evidence of equivalent mobility, to be maintained throughout employment.

PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and visit various Community sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 50 pounds. 199
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Community Strategies Manager

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200
DRAFT
November 2025
FLSA: Non-Exempt

COMPLIANCE TECHNICIAN

DEFINITION
Under general supervision, performs a variety of technical duties in support of regulatory reporting, data analysis, program development, and database management; provides support to data management, operational processes, and power procurement activities; performs a wide breadth of data queries in support of ad-hoc and ongoing requests and needs of RCEA stakeholders; and performs related duties as required.

SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from assigned management personnel. Exercises no direct supervision over staff.

CLASS CHARACTERISTICS
This journey level classification is responsible for independently performing technical duties and querying data from a wide range of sources to support RCEA programs, services, and activities. Positions at this level exercise judgment and initiative in their assigned tasks, receive only occasional instruction or assistance as new or unusual situations arise, and are fully aware of the operating procedures and policies of the work unit.

EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Performs data querying, analytics, and visualization related to renewable power generation and procurement, and other programs including assisting RCEA’s external stakeholders with data visualization; cleans, organizes, and displays data for internal stakeholders utilizing tools such as Power BI, SQL, and Excel.
 Performs program regulatory compliance activities for the department by maintaining, tracking, and providing data needed for reporting on a variety of program operations and compliance with California renewable portfolio standards, resource adequacy requirements, and other regulatory mandates to multiple different regulatory agencies, including the California Public Utilities Commission (CPUC)  Performs research and compiles data on assigned special energy procurement projects; assists with power procurement activities, as assigned.
 Supports program administration by coordinating and attending weekly meetings, taking and distributing meeting minutes, analyzing and auditing program data, preparing staff reports and providing updates to the board of directors and the community advisory committee.  Conducts monthly audits of power for purchase agreements and owned resources within the Western Renewable Energy Generation Information System, as well as transactions and management of Renewable Energy Certificates under the CA Renewable Portfolio Standard.  Responds to data requests from utility companies, industry associations, and CPUC and other regulatory agencies.
 Uses and supports a wide range of database applications and analytical tools; examines data quality, applications, and functions; updates data in databases and systems; reviews data to identify and correct errors or inconsistencies; organizes and maintains data files for easy access and retrieval. 201
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Compliance Technician

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 Supports the ongoing implementation of RCEA’s Racial Justice Plan and actively engages in justice, equality, diversity, and inclusion efforts within the organization.  Observes and complies with all RCEA and mandated safety rules, regulations, and protocols.  Performs related duties as required.

QUALIFICATIONS
Knowledge of:
 Tools, methods, and techniques for effective data visualization.  Data analytics principles
 Technology, hardware and software, and current applications and practices related to data platforms.  Applicable federal, state, and local laws, codes, and regulations as well as industry standards and best practices pertinent to the assigned area of responsibility.  Agency and mandated safety rules, regulations, and protocols  Techniques for providing a high level of customer service, by effectively dealing with the public, vendors, contractors, and Agency staff.
 The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.
 Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs including spreadsheets, word processing, email, customer relationship management, and task management relevant to work performed.

Ability to:
 Effectively query data from a variety of sources.
 Develop effective data visualization tools.
 Prepare clear and concise reports, correspondence, documentation, and other written materials.  Use tact, initiative, prudence, and independent judgment within general policy and procedures.  Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.  Communicate clearly, both orally and in writing, at a level necessary to successfully perform the work.  Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.
 Effectively use computer systems, software applications including spreadsheets, word processing, email, customer relationship management, and task management relevant to work performed, and modern business equipment to perform a variety of work tasks.

Education and Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Equivalent to an associate degree or specialized vocational training in data analytics or visualization and two (2) years of responsible experience performing data querying and visualization.

Licenses and Certifications:
 None.

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Redwood Coast Energy Authority Board of DirectorsMarch 26, 2026

Redwood Coast Energy Authority Board of Directors
March 26, 2026