Agenda packet — Santa Barbara City Council, February 25, 2025 (part 6 of 6)

Prepares and leads meetings, coordinates with other City Departments and outside agencies, performs public outreach. Prepares all associated correspondence, letters, memos, financial documents, and other project related documentation.

Minimum Qualifications: Bachelor's Degree in Engineering and two (2) years of related experience.

E - 167
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 Project Engineer II $89,473 $109,179 $134,662
Source 4 Project Engineer II $106,013 $125,977 $150,959 Published Survey Market Average $97,743 $117,578 $142,810 City of Santa Barbara Project Engineer II Exempt 40 $107,269 $118,828 $130,387 City of Santa Barbara as a % of Market Average 110% 101% 91% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $96,089 $113,407 $133,423 City of Santa Barbara Project Engineer II Exempt 40 $107,269 $118,828 $130,387 City of Santa Barbara as a % of Market Average 112% 105% 98% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

N/A = Data Not Available
•All data is adjusted based on geographic differences in the cost of labor and differences in workweek definition for Non-Exempt jobs only, as applicable. •The overall market average is a straight average of the Comparable Agencies Market Average and Published Survey Market Average. •The Published Data Sources reflect percentiles of actual base salaries.

E - 168
City of Santa Barbara
Detailed Market Data (Adjusted)
Project Planner
Project Management Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Senior Planner Exempt 40 $102,953 $112,808 $122,664 City of Burbank Senior Planner Non-Exempt 40 $98,656 $114,194 $129,733 City of Huntington Beach Associate Planner Exempt 40 $84,336 $98,677 $113,018 City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Not Included N/A N/A N/A N/A N/A
City of Newport Beach Planner, Associate Exempt 40 $76,420 $94,656 $112,892 City of Pasadena Project Planner Exempt 40 $97,000 $109,125 $121,250 City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Senior Planner N/A 40 $113,009 $129,339 $145,669 City of Santa Maria Senior Project Manager Exempt 40 $110,746 $122,679 $134,612 City of Santa Monica Senior Planner N/A 40 $103,129 $115,224 $127,318 City of Ventura Associate Planner N/A 40 $83,122 $97,252 $111,383 County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Not Included N/A N/A N/A N/A N/A Goleta Water District Not Included N/A N/A N/A N/A N/A
Irvine Ranch Water District Not Included N/A N/A N/A N/A N/A John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $96,597 $110,439 $124,282 City of Santa Barbara Project Planner Exempt 40 $95,201 $105,460 $115,718 City of Santa Barbara as a % of Comparable Agency Market Average 99% 95% 93% Performs a wide variety of administrative, project management, policy and program development, and analytical support duties. Oversees and coordinates complex planning projects, comprehensive and community planning, and special projects. Executes technical research, data analysis, and report writing. Manages project budgets, over-sees consultants, coordinates throughout the City organization, presents to decision makers and the community on controversial topics, and develops policies and procedures.

E - 169
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 Project Planner II $68,633 $89,586 $120,392
Source 4 Project Planner III $87,066 $102,844 $123,307
Published Survey Market Average $77,850 $96,215 $121,849 City of Santa Barbara Project Planner Exempt 40 $95,201 $105,460 $115,718 City of Santa Barbara as a % of Market Average 122% 110% 95% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $87,223 $103,327 $123,066 City of Santa Barbara Project Planner Exempt 40 $95,201 $105,460 $115,718 City of Santa Barbara as a % of Market Average 109% 102% 94% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 170
City of Santa Barbara
Detailed Market Data (Adjusted)
Meter Reader
Public Works Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Not Included N/A N/A N/A N/A N/A
City of Burbank Not Included N/A N/A N/A N/A N/A
City of Huntington Beach Not Included N/A N/A N/A N/A N/A City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Water Service Worker N/A 40 $57,346 $65,275 $73,204 City of Newport Beach Not Included N/A N/A N/A N/A N/A
City of Pasadena Not Included N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Water Meter Specialist I Non-Exempt 40 $48,990 $58,961 $68,933 City of Santa Maria Not Included N/A N/A N/A N/A N/A
City of Santa Monica Water Resources Technician N/A 40 $61,116 $68,282 $75,448 City of Ventura Not Included N/A N/A N/A N/A N/A
County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District No Match N/A N/A N/A N/A N/A
Goleta Water District Meter Specialist I N/A 40 $72,600 $78,322 $84,044 Irvine Ranch Water District Metering Systems Technician I N/A 40 $57,204 $69,963 $82,722 John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $59,451 $68,161 $76,870 City of Santa Barbara Meter Reader Non-Exempt 40 $68,455 $75,832 $83,208 City of Santa Barbara as a % of Comparable Agency Market Average 115% 111% 108% Provides customer service for meter-related and private water-use issues. Reads, programs and maintains water utility meters and automatized meter reading components. Provides services to businesses and the public relative to the promotion of the City’s conservation programs.

E - 171
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 Meter Reader $39,980 $61,725 $79,393
Source 4 Meter Reader III $50,326 $57,696 $66,779
Published Survey Market Average $45,153 $59,710 $73,086 City of Santa Barbara Meter Reader Non-Exempt 40 $68,455 $75,832 $83,208 City of Santa Barbara as a % of Market Average 152% 127% 114% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $52,302 $63,936 $74,978 City of Santa Barbara Meter Reader Non-Exempt 40 $68,455 $75,832 $83,208 City of Santa Barbara as a % of Market Average 131% 119% 111% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 172
City of Santa Barbara
Detailed Market Data (Adjusted)
Public Works Inspector II
Public Works Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Building Inspector II Non-Exempt 40 $90,172 $98,574 $106,976 City of Burbank Building Inspector II Non-Exempt 40 $71,397 $82,643 $93,888 City of Huntington Beach Senior Construction Inspector Exempt 40 $80,072 $93,270 $106,469 City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Not Included N/A N/A N/A N/A N/A
City of Newport Beach Public Works Inspector II Non-Exempt 40 $76,323 $94,569 $112,815 City of Pasadena No Match N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Building Inspector N/A 40 $70,306 $84,618 $98,931 City of Santa Maria Public Works Inspector Non-Exempt 40 $60,193 $66,680 $73,166 City of Santa Monica Public Works Inspector N/A 40 $69,858 $78,050 $86,242 City of Ventura No Match N/A N/A N/A N/A N/A
County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Not Included N/A N/A N/A N/A N/A Goleta Water District Not Included N/A N/A N/A N/A N/A
Irvine Ranch Water District Not Included N/A N/A N/A N/A N/A John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $74,046 $85,486 $96,927 City of Santa Barbara Public Works Inspector II Non-Exempt 40 $81,765 $90,575 $99,385 City of Santa Barbara as a % of Comparable Agency Market Average 110% 106% 103% Performs inspections for construction-buildings by applying relative codes, regulations, and ordinances. Maintains inspection records, works with involved personnel, and investigates and assists in the resolution of issues that arise during the construction process.

E - 173
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 Building Inspector, Sr. $63,310 $86,075 $114,842 Source 4 Building Inspector III $74,079 $88,170 $106,456 Published Survey Market Average $68,695 $87,122 $110,649 City of Santa Barbara Public Works Inspector II Non-Exempt 40 $81,765 $90,575 $99,385 City of Santa Barbara as a % of Market Average 119% 104% 90% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $71,370 $86,304 $103,788 City of Santa Barbara Public Works Inspector II Non-Exempt 40 $81,765 $90,575 $99,385 City of Santa Barbara as a % of Market Average 115% 105% 96% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 174
City of Santa Barbara
Detailed Market Data (Adjusted)
Public Works Manager
Public Works Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Public Works Operations Manager Exempt 40 $122,423 $136,363 $150,304 City of Burbank No Match N/A N/A N/A N/A N/A
City of Huntington Beach Public Works Operations Manager Exempt 40 $141,489 $165,549 $189,609 City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Not Included N/A N/A N/A N/A N/A
City of Newport Beach No Match N/A N/A N/A N/A N/A
City of Pasadena Public Works Administrator Exempt 40 $129,496 $145,683 $161,869 City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Public Works Operations Manager N/A 40 $117,019 $133,927 $150,835 City of Santa Maria Public Works Operations Manager Exempt 40 $120,540 $133,529 $146,518 City of Santa Monica No Match N/A N/A N/A N/A N/A
City of Ventura Fleet and Facilities Manager N/A 40 $118,016 $138,079 $158,142 County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Not Included N/A N/A N/A N/A N/A Goleta Water District Not Included N/A N/A N/A N/A N/A
Irvine Ranch Water District Not Included N/A N/A N/A N/A N/A John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $124,831 $142,189 $159,546 City of Santa Barbara Public Works Manager Exempt 40 $146,742 $162,554 $178,366 City of Santa Barbara as a % of Comparable Agency Market Average 118% 114% 112% Manages the activities and operations of downtown facilities including plazas, paseos, on-street parking, and transportation operations. Promotes initiatives aimed at economic vitality and coordinates with business and tourism advocacy groups.

E - 175
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 Facilities Manager $98,307 $128,773 $162,183
Source 4 Building & Facilities Manager III $115,851 $136,488 $162,035 Published Survey Market Average $107,079 $132,630 $162,109 City of Santa Barbara Public Works Manager Exempt 40 $146,742 $162,554 $178,366 City of Santa Barbara as a % of Market Average 137% 123% 110% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $115,955 $137,409 $160,828 City of Santa Barbara Public Works Manager Exempt 40 $146,742 $162,554 $178,366 City of Santa Barbara as a % of Market Average 127% 118% 111% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 176
City of Santa Barbara
Detailed Market Data (Adjusted)
Water Meter Technician II
Public Works Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Not Included N/A N/A N/A N/A N/A
City of Burbank Not Included N/A N/A N/A N/A N/A
City of Huntington Beach Not Included N/A N/A N/A N/A N/A City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Water Utility Worker N/A 40 $52,618 $66,919 $81,219 City of Newport Beach Not Included N/A N/A N/A N/A N/A
City of Pasadena Not Included N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Water Meter Specialist II Non-Exempt 40 $51,820 $62,363 $72,907 City of Santa Maria Not Included N/A N/A N/A N/A N/A
City of Santa Monica No Match N/A N/A N/A N/A N/A
City of Ventura Not Included N/A N/A N/A N/A N/A
County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District No Match N/A N/A N/A N/A N/A
Goleta Water District Meter Specialist I N/A 40 $72,600 $78,322 $84,044 Irvine Ranch Water District Metering Systems Technician II N/A 40 $66,208 $82,075 $97,942 John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $60,812 $72,420 $84,028 City of Santa Barbara Water Meter Technician II Non-Exempt 40 $68,455 $75,832 $83,208 City of Santa Barbara as a % of Comparable Agency Market Average 113% 105% 99% This is the journey level class within the Water Technician series. Assists with the operating and maintaining the Advanced Metering Infrastructure (AMI) system, including water meters, AMI hardware, and associated equipment. Performs testing, programming, installation and maintenance of electronic water utility meters and automated meter reading components.

Troubleshoots mechanical and electrical equipment and system problems. Promotes the City’s conservation programs.

Minimum Qualifications: Equivalent of an Associate's degree with coursework in environmental studies, physical or biological sciences, engineering, public relations, technical trades or a related field. One (1) year of experience performing the duties of a water meter technician. State of California Water Distribution Operator Grade D2 certificate. Completion of formal Leak Detection training.

E - 177
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 No match N/A N/A N/A
Source 4 Utility Meter Technician III $72,910 $84,682 $100,110 Published Survey Market Average $72,910 $84,682 $100,110 City of Santa Barbara Water Meter Technician II Non-Exempt 40 $68,455 $75,832 $83,208 City of Santa Barbara as a % of Market Average 94% 90% 83% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $66,861 $78,551 $92,069 City of Santa Barbara Water Meter Technician II Non-Exempt 40 $68,455 $75,832 $83,208 City of Santa Barbara as a % of Market Average 102% 97% 90% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 178
City of Santa Barbara
Detailed Market Data (Adjusted)
Water Resources Specialist
Public Works Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley No Match N/A N/A N/A N/A N/A
City of Burbank No Match N/A N/A N/A N/A N/A
City of Huntington Beach Water Conservation Coordinator Non-Exempt 40 $74,103 $86,704 $99,305 City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Not Included N/A N/A N/A N/A N/A
City of Newport Beach Water Conservation Coordinator Exempt 40 $79,623 $98,657 $117,692 City of Pasadena No Match N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Water Conservation Representative N/A 40 $57,685 $69,432 $81,180 City of Santa Maria No Match N/A N/A N/A N/A N/A
City of Santa Monica Water Resources Specialist N/A 40 $79,480 $88,803 $98,125 City of Ventura Water Quality Specialist N/A 40 $85,990 $95,255 $104,520 County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Not Included N/A N/A N/A N/A N/A Goleta Water District Not Included N/A N/A N/A N/A N/A
Irvine Ranch Water District Not Included N/A N/A N/A N/A N/A John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $75,376 $87,770 $100,164 City of Santa Barbara Water Resources Specialist Exempt 40 $86,164 $95,448 $104,732 City of Santa Barbara as a % of Comparable Agency Market Average 114% 109% 105% Provides customer service support related to the City’s Water Conservation Programs. Conducts land development reviews of building plans for compliance with the Water Resources Division's metering requirements. Conducts plan reviews and performs final landscape inspections. Assists customers with new meter, water service inquiries and classifications of customer meters within the utility billing system. Utilizes social media and outreach platforms to provide the public information regarding water efficiency and water conservation tips through social media and outreach platforms.

E - 179
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 No match N/A N/A N/A
Source 4 No match N/A N/A N/A
Published Survey Market Average N/A N/A N/A
City of Santa Barbara Water Resources Specialist Exempt 40 $86,164 $95,448 $104,732 City of Santa Barbara as a % of Market Average N/A N/A N/A Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $75,376 $87,770 $100,164 City of Santa Barbara Water Resources Specialist Exempt 40 $86,164 $95,448 $104,732 City of Santa Barbara as a % of Market Average 114% 109% 105% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 180
City of Santa Barbara
Detailed Market Data (Adjusted)
Risk Analyst II
Risk & Safety Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley No Match N/A N/A N/A N/A N/A
City of Burbank Liability Claims Coordinator Non-Exempt 40 $68,807 $79,644 $90,481 City of Huntington Beach No Match N/A N/A N/A N/A N/A
City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Not Included N/A N/A N/A N/A N/A
City of Newport Beach No Match N/A N/A N/A N/A N/A
City of Pasadena Insurance and Claims Analyst Exempt 40 $78,741 $88,584 $98,426 City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Safety Officer N/A 40 $105,266 $120,476 $135,686 City of Santa Maria Business Program Leader (BPL) Exempt 40 $85,000 $120,000 $155,000 City of Santa Monica Senior Risk Management Analyst N/A 40 $99,508 $111,180 $122,853 City of Ventura No Match N/A N/A N/A N/A N/A
County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Not Included N/A N/A N/A N/A N/A Goleta Water District Not Included N/A N/A N/A N/A N/A
Irvine Ranch Water District Not Included N/A N/A N/A N/A N/A John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $87,464 $103,977 $120,489 City of Santa Barbara Risk Analyst II Exempt 40 $100,070 $110,853 $121,636 City of Santa Barbara as a % of Comparable Agency Market Average 114% 107% 101% Administers the City's liability program, including claim and incident processing, hazard mitigation, and fleet safety procedures. Performs insurance document and contract review for City departments to ensure maximum liability protection for the City through contractual risk transfer and indemnification. Provides cost recovery and loss control measures to City departments.

Minimum Qualifications: Bachelor's Degree in Finance, Public Administration, Insurance, Law or related subject, and five (5) years' experience in claims adjusting, risk assessment.

E - 181
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 Risk Analyst III $86,302 $115,069 $146,554
Source 4 Risk Analyst III $77,776 $92,675 $112,339
Published Survey Market Average $82,039 $103,872 $129,447 City of Santa Barbara Risk Analyst II Exempt 40 $100,070 $110,853 $121,636 City of Santa Barbara as a % of Market Average 122% 107% 94% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $84,752 $103,924 $124,968 City of Santa Barbara Risk Analyst II Exempt 40 $100,070 $110,853 $121,636 City of Santa Barbara as a % of Market Average 118% 107% 97% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 182
City of Santa Barbara
Detailed Market Data (Adjusted)
Streets Maintenance Worker II
Streets Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Construction Equipment Operator Non-Exempt 40 $74,745 $77,149 $79,553 City of Burbank Public Works Journeyman Non-Exempt 40 $54,519 $64,838 $75,156 City of Huntington Beach Public Works Maintenance Worker Non-Exempt 40 $47,357 $55,414 $63,471 City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Not Included N/A N/A N/A N/A N/A
City of Newport Beach Maintenance Worker II Non-Exempt 40 $50,905 $63,056 $75,208 City of Pasadena Maintenance Worker II Non-Exempt 40 $49,394 $54,656 $59,919 City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Senior Service Maintenance Worker Non-Exempt 40 $54,855 $66,024 $77,194 City of Santa Maria Maintenance Worker II Non-Exempt 40 $47,898 $53,059 $58,220 City of Santa Monica Street Services Worker II N/A 40 $60,155 $67,210 $74,265 City of Ventura Maintenance Worker II N/A 40 $55,440 $61,414 $67,388 County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Not Included N/A N/A N/A N/A N/A Goleta Water District Not Included N/A N/A N/A N/A N/A
Irvine Ranch Water District Not Included N/A N/A N/A N/A N/A John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $55,030 $62,536 $70,042 City of Santa Barbara Streets Maintenance Worker II Non-Exempt 40 $58,195 $64,465 $70,736 City of Santa Barbara as a % of Comparable Agency Market Average 106% 103% 101% Performs semi-skilled and skilled labor in the maintenance, construction, installation, and repair of City streets, sidewalks, storm drains, and pavement. Operates various maintenance machines and equipment. Aids in assessing and repairing damages caused by storm events as well as other related tasks.

Minimum Qualifications: High School diploma or GED and two (2) year of related experience. Class A or B commercial driver's license required within 6 months of appointment.

E - 183
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 No match N/A N/A N/A
Source 4 No match N/A N/A N/A
Published Survey Market Average N/A N/A N/A
City of Santa Barbara Streets Maintenance Worker II Non-Exempt 40 $58,195 $64,465 $70,736 City of Santa Barbara as a % of Market Average N/A N/A N/A Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $55,030 $62,536 $70,042 City of Santa Barbara Streets Maintenance Worker II Non-Exempt 40 $58,195 $64,465 $70,736 City of Santa Barbara as a % of Market Average 106% 103% 101% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 184
City of Santa Barbara
Detailed Market Data (Adjusted)
Traffic Signal Technician II
Traffic Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Traffic Engineering Assistant Non-Exempt 40 $76,013 $79,686 $83,359 City of Burbank Traffic Signal Technician Non-Exempt 40 $65,721 $78,171 $90,622 City of Huntington Beach Traffic Signals Electrician Non-Exempt 40 $71,924 $84,154 $96,384 City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Not Included N/A N/A N/A N/A N/A
City of Newport Beach No Match N/A N/A N/A N/A N/A
City of Pasadena Street Light & Signal Technician Non-Exempt 40 $68,748 $73,829 $78,910 City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Traffic Signal Technician Non-Exempt 40 $48,087 $59,575 $71,064 City of Santa Maria Senior Traffic Signal Technician Non-Exempt 40 $70,720 $78,340 $85,960 City of Santa Monica Traffic Signal Technician N/A 40 $73,866 $82,527 $91,187 City of Ventura Traffic Signal Technician II N/A 40 $74,410 $82,428 $90,446 County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Not Included N/A N/A N/A N/A N/A Goleta Water District Not Included N/A N/A N/A N/A N/A
Irvine Ranch Water District Not Included N/A N/A N/A N/A N/A John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $68,686 $77,339 $85,992 City of Santa Barbara Traffic Signal Technician II Non-Exempt 40 $73,197 $81,084 $88,971 City of Santa Barbara as a % of Comparable Agency Market Average 107% 105% 103% Performs maintenance, installation, and repair of traffic signals, and street lighting. Maintains inventory of equipment and tools. Operates necessary equipment to perform work.

Minimum Qualifications: High School diploma + 6 months training. Two (2) years of experience in the installation, repair and maintenance of traffic signals.

E - 185
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 No match N/A N/A N/A
Source 4 Street Light Servicer II $62,240 $70,649 $81,521 Published Survey Market Average $62,240 $70,649 $81,521 City of Santa Barbara Traffic Signal Technician II Non-Exempt 40 $73,197 $81,084 $88,971 City of Santa Barbara as a % of Market Average 118% 115% 109% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $65,463 $73,994 $83,756 City of Santa Barbara Traffic Signal Technician II Non-Exempt 40 $73,197 $81,084 $88,971 City of Santa Barbara as a % of Market Average 112% 110% 106% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 186
City of Santa Barbara
Detailed Market Data (Adjusted)
Laboratory Analyst II
Water-Wastewater Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Not Included N/A N/A N/A N/A N/A
City of Burbank Not Included N/A N/A N/A N/A N/A
City of Huntington Beach Not Included N/A N/A N/A N/A N/A City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Senior Water Microbiologist N/A 40 $90,410 $111,295 $132,181 City of Newport Beach Not Included N/A N/A N/A N/A N/A
City of Pasadena Not Included N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Water Quality Chemist I N/A 40 $72,618 $87,406 $102,195 City of Santa Maria Not Included N/A N/A N/A N/A N/A
City of Santa Monica Water Quality Analyst II N/A 40 $91,586 $99,502 $107,419 City of Ventura Not Included N/A N/A N/A N/A N/A
County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Laboratory Analyst N/A 40 $82,213 $93,567 $104,921 Goleta Water District No Match N/A N/A N/A N/A N/A
Irvine Ranch Water District Laboratory Scientist N/A 40 $80,462 $97,488 $114,514 John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $83,458 $97,852 $112,246 City of Santa Barbara Laboratory Analyst II Non-Exempt 40 $81,235 $89,989 $98,742 City of Santa Barbara as a % of Comparable Agency Market Average 97% 92% 88% Performs a variety of chemical, physical, and biological analyses on drinking water, wastewater, surface water, and ground water. Maintains, operates, and troubleshoots advanced instrumentation and other laboratory equipment. Generates regulatory and client reports. Trains and guides lower level staff.

E - 187
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 No match N/A N/A N/A
Source 4 Laboratory Analyst III $66,078 $77,428 $92,083 Published Survey Market Average $66,078 $77,428 $92,083 City of Santa Barbara Laboratory Analyst II Non-Exempt 40 $81,235 $89,989 $98,742 City of Santa Barbara as a % of Market Average 123% 116% 107% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $74,768 $87,640 $102,164 City of Santa Barbara Laboratory Analyst II Non-Exempt 40 $81,235 $89,989 $98,742 City of Santa Barbara as a % of Market Average 109% 103% 97% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 188
City of Santa Barbara
Detailed Market Data (Adjusted)
Treatment Plant Technician
Water-Wastewater Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Not Included N/A N/A N/A N/A N/A
City of Burbank Not Included N/A N/A N/A N/A N/A
City of Huntington Beach Not Included N/A N/A N/A N/A N/A City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Wastewater Treatment Mechanic N/A 40 N/A $109,280 N/A City of Newport Beach Not Included N/A N/A N/A N/A N/A
City of Pasadena Not Included N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Wastewater Facilities Mechanical
Technician I Non-Exempt 40 $60,659 $73,009 $85,359
City of Santa Maria Not Included N/A N/A N/A N/A N/A
City of Santa Monica No Match N/A N/A N/A N/A N/A
City of Ventura Not Included N/A N/A N/A N/A N/A
County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Plant Maintenance Technician I N/A 40 $66,886 $76,143 $85,400 Goleta Water District Equipment Operator N/A 40 $107,380 $115,844 $124,307 Irvine Ranch Water District Operator I (Recycling Operations) N/A 40 $66,109 $79,588 $93,067 John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $75,259 $90,773 $97,033 City of Santa Barbara Treatment Plant Technician Non-Exempt 40 $73,396 $81,304 $89,213 City of Santa Barbara as a % of Comparable Agency Market Average 98% 90% 92% This is the full journey level class within the Treatment Plant Technician series. Performs skilled and semi-skilled maintenance, repair, and installation activities for wastewater treatment process equipment. Diagnoses, troubleshoots, repairs, updates and installs water or wastewater process equipment. Performs monthly scheduled preventative maintenance tasks on equipment.

Minimum Qualifications: High School diploma or GED and two (2) years of experience in equipment maintenance and repair. CWEA Mechanical Technologist 1.

E - 189
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 Wastewater Treatment Plant Operator -
Intermediate $58,296 $70,271 $84,066
Source 3 No match N/A N/A N/A
Source 4 Plant & Maintenance Technician III $62,146 $73,167 $87,273 Published Survey Market Average $60,221 $71,719 $85,670 City of Santa Barbara Treatment Plant Technician Non-Exempt 40 $73,396 $81,304 $89,213 City of Santa Barbara as a % of Market Average 122% 113% 104% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $67,740 $81,246 $91,351 City of Santa Barbara Treatment Plant Technician Non-Exempt 40 $73,396 $81,304 $89,213 City of Santa Barbara as a % of Market Average 108% 100% 98% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 190
City of Santa Barbara
Detailed Market Data (Adjusted)
Water Distribution Operator Technician II
Water-Wastewater Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Not Included N/A N/A N/A N/A N/A
City of Burbank Not Included N/A N/A N/A N/A N/A
City of Huntington Beach Not Included N/A N/A N/A N/A N/A City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles No Match N/A N/A N/A N/A N/A
City of Newport Beach Not Included N/A N/A N/A N/A N/A
City of Pasadena Not Included N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Water Distribution Operator III Non-Exempt 40 $61,261 $73,726 $86,190 City of Santa Maria Not Included N/A N/A N/A N/A N/A
City of Santa Monica Water Utility Worker II N/A 40 $80,160 $89,564 $98,969 City of Ventura Not Included N/A N/A N/A N/A N/A
County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District No Match N/A N/A N/A N/A N/A
Goleta Water District No Match N/A N/A N/A N/A N/A
Irvine Ranch Water District Operator II (Water Operations) N/A 40 $76,067 $94,870 $113,673 John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $72,496 $86,053 $99,611 City of Santa Barbara Water Distribution Operator Technician II Non-Exempt 40 $75,261 $83,370 $91,480 City of Santa Barbara as a % of Comparable Agency Market Average 104% 97% 92% This is the full journey level class within the Water Distribution Operator Technician series. Performs skilled installation, maintenance and repair activities for a variety of potable and recycled water distribution systems. Operates water distribution and recycled water system and analyzes pressure reducing valves, pumps, motors, chemical feed systems and instrumentation equipment. Maintains reservoirs, wells, pressure reducing stations and pump stations. Manages water quality and chlorine residuals throughout system with SCADA and grab samples.

Maintains detailed system records with data entry in Cartegraph and Arc GIS.

E - 191
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 Water Distribution Operator - Associate $51,840 $61,838 $73,484 Source 3 No match N/A N/A N/A
Source 4 No match N/A N/A N/A
Published Survey Market Average $51,840 $61,838 $73,484 City of Santa Barbara Water Distribution Operator Technician II Non-Exempt 40 $75,261 $83,370 $91,480 City of Santa Barbara as a % of Market Average 145% 135% 124% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $62,168 $73,946 $86,547 City of Santa Barbara Water Distribution Operator Technician II Non-Exempt 40 $75,261 $83,370 $91,480 City of Santa Barbara as a % of Market Average 121% 113% 106% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 192
City of Santa Barbara
Detailed Market Data (Adjusted)
Water Distribution Supervisor
Water-Wastewater Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Not Included N/A N/A N/A N/A N/A
City of Burbank No Match N/A N/A N/A N/A N/A
City of Huntington Beach Water Utility Supervisor Exempt 40 $90,412 $105,796 $121,180 City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Not Included N/A N/A N/A N/A N/A
City of Newport Beach Water Production Supervisor Exempt 40 $79,891 $98,963 $118,034 City of Pasadena Water Operations & Treatment Crew
Supervisor Non-Exempt 40 $97,620 $109,822 $122,024
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Water Distribution Supervisor IV Non-Exempt 40 $92,946 $108,746 $124,546 City of Santa Maria Not Included N/A N/A N/A N/A N/A
City of Santa Monica Water Distribution Supervisor N/A 40 $104,840 $117,140 $129,439 City of Ventura Water Distribution Supervisor N/A 40 $98,805 $115,603 $132,400 County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District No Match N/A N/A N/A N/A N/A
Goleta Water District No Match N/A N/A N/A N/A N/A
Irvine Ranch Water District Not Included N/A N/A N/A N/A N/A John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District No Match N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $94,086 $109,345 $124,604 City of Santa Barbara Water Distribution Supervisor Exempt 40 $119,178 $132,019 $144,861 City of Santa Barbara as a % of Comparable Agency Market Average 127% 121% 116% Supervises staff responsible for the maintenance and repair activities of water distribution systems. Responsible for hiring, training, developing, and disciplinary actions. Prepares, monitors and administers assigned budget and expenditures. Responds to and directs work to resolve and repair emergencies and failures in the water distribution system.

Minimum Qualifications: High School diploma or GED and four (4) years' experience in maintenance, repair, and installation of water distribution systems including some lead supervisory responsibility. California State Water Resources Control Board Drinking Water Distribution Grade 4 certification required at time of appointment (Grade 5 required within 2 years of appointment), Class C driver's license.

E - 193
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 Water Distribution Operator - Senior $68,919 $81,950 $95,819 Source 3 No match N/A N/A N/A
Source 4 No match N/A N/A N/A
Published Survey Market Average $68,919 $81,950 $95,819 City of Santa Barbara Water Distribution Supervisor Exempt 40 $119,178 $132,019 $144,861 City of Santa Barbara as a % of Market Average 173% 161% 151% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $81,502 $95,648 $110,211 City of Santa Barbara Water Distribution Supervisor Exempt 40 $119,178 $132,019 $144,861 City of Santa Barbara as a % of Market Average 146% 138% 131% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 194
City of Santa Barbara
Detailed Market Data (Adjusted)
Water Treatment Plant Operator III
Water-Wastewater Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Not Included N/A N/A N/A N/A N/A
City of Burbank Not Included N/A N/A N/A N/A N/A
City of Huntington Beach Not Included N/A N/A N/A N/A N/A City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Water Treatment Operator III N/A 40 N/A $123,546 N/A City of Newport Beach Not Included N/A N/A N/A N/A N/A
City of Pasadena Not Included N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Water Treatment Operator III Non-Exempt 40 $76,496 $92,067 $107,638 City of Santa Maria Not Included N/A N/A N/A N/A N/A
City of Santa Monica Senior Water Production & Treatment Plant Operator N/A 40 $91,492 $102,221 $112,950
City of Ventura Not Included N/A N/A N/A N/A N/A
County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Water Treatment Plant Operator N/A 40 $85,212 $96,974 $108,737 Goleta Water District No Match N/A N/A N/A N/A N/A
Irvine Ranch Water District Operator III (Water Operations) N/A 40 $83,090 $103,559 $124,029 John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $84,072 $103,674 $113,339 City of Santa Barbara Water Treatment Plant Operator III Non-Exempt 40 $87,102 $96,488 $105,873 City of Santa Barbara as a % of Comparable Agency Market Average 104% 93% 93% This is the advanced journey level class in the Water Treatment Plant Operator series. Provides skilled technical duties and semi-skilled labor in the operation and maintenance of the City's water treatment plants, pumping stations, and hydro-electric plant. Operates maintains, installs, repairs, and troubleshoots surface water plant, groundwater treatment plant-well sites, Hydroelectric plant, and Reservoir levels. Utilizes SCADA computer process automation and monitoring of Treatment and the public drinking water distribution system.

Minimum Qualifications: High School diploma or GED and three (3) years' experience as a water treatment operator. Water Treatment T3 Certification.

E - 195
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 Water Treatment Plant Operator - Senior $70,145 $83,991 $98,889 Source 3 No match N/A N/A N/A
Source 4 Water Treatment Operator III $70,430 $83,571 $100,711 Published Survey Market Average $70,288 $83,781 $99,800 City of Santa Barbara Water Treatment Plant Operator III Non-Exempt 40 $87,102 $96,488 $105,873 City of Santa Barbara as a % of Market Average 124% 115% 106% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $77,180 $93,727 $106,569 City of Santa Barbara Water Treatment Plant Operator III Non-Exempt 40 $87,102 $96,488 $105,873 City of Santa Barbara as a % of Market Average 113% 103% 99% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 196
City of Santa Barbara
Detailed Market Data (Adjusted)
Water Wastewater Maintenance Planner-Scheduler
Water-Wastewater Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Not Included N/A N/A N/A N/A N/A
City of Burbank Not Included N/A N/A N/A N/A N/A
City of Huntington Beach Not Included N/A N/A N/A N/A N/A City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles No Match N/A N/A N/A N/A N/A
City of Newport Beach Not Included N/A N/A N/A N/A N/A
City of Pasadena Not Included N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Water Facilities Field Supervisor N/A 40 $98,630 $115,400 $132,169 City of Santa Maria No Match N/A N/A N/A N/A N/A
City of Santa Monica Not Included N/A N/A N/A N/A N/A
City of Ventura Not Included N/A N/A N/A N/A N/A
County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District No Match N/A N/A N/A N/A N/A
Goleta Water District Water Treatment Operator II N/A 40 $95,788 $103,337 $110,886 Irvine Ranch Water District Water Resources Planner N/A 40 $98,951 $117,208 $135,465 John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $97,789 $111,982 $126,174 City of Santa Barbara Water Wastewater Maintenance
Planner/Scheduler Non-Exempt 40 $90,965 $100,767 $110,568 City of Santa Barbara as a % of Comparable Agency Market Average 93% 90% 88% Plans, schedules, coordinates and identifies the maintenance and repair needs for equipment and facilities related to water treatment, water distribution, wastewater treatment, wastewater collection and recycled water treatment and distribution systems. Utilizes a computerized maintenance management system (CMMS) for maintaining, tracking and planning maintenance schedules, work order forms, inspection tasks and most current asset information. Compiles and prepares data for analysis, financial budgeting, planning, presentations and project management for system maintenance. May develop Scopes of Work for upcoming bids, obtaining purchase orders, managing bids. Manages inventory, as well as shipping and receiving of parts and equipment.

E - 197
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 Maintenance Planner II $68,520 $93,097 $120,052 Source 4 Maintenance Planner III $95,511 $108,679 $125,598 Published Survey Market Average $82,016 $100,888 $122,825 City of Santa Barbara Water Wastewater Maintenance
Planner/Scheduler Non-Exempt 40 $90,965 $100,767 $110,568 City of Santa Barbara as a % of Market Average 111% 100% 90% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $89,903 $106,435 $124,499 City of Santa Barbara Water Wastewater Maintenance
Planner/Scheduler Non-Exempt 40 $90,965 $100,767 $110,568 City of Santa Barbara as a % of Market Average 101% 95% 89% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 198
City of Santa Barbara
Detailed Market Data (Adjusted)
Wastewater Collection System Operator II
Water-Wastewater Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Not Included N/A N/A N/A N/A N/A
City of Burbank Not Included N/A N/A N/A N/A N/A
City of Huntington Beach Not Included N/A N/A N/A N/A N/A City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Wastewater Collection Worker N/A 40 $68,393 $76,685 $84,977 City of Newport Beach Not Included N/A N/A N/A N/A N/A
City of Pasadena Not Included N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Wastewater Collection Maintenance
Technologist II Non-Exempt 40 $61,261 $73,726 $86,190
City of Santa Maria Not Included N/A N/A N/A N/A N/A
City of Santa Monica Wastewater Collections Worker II N/A 40 $66,823 $74,663 $82,503 City of Ventura Not Included N/A N/A N/A N/A N/A
County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District No Match N/A N/A N/A N/A N/A
Goleta Water District No Match N/A N/A N/A N/A N/A
Irvine Ranch Water District Collection Systems Technician II N/A 40 $64,300 $77,275 $90,250 John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $65,194 $75,587 $85,980 City of Santa Barbara Wastewater Collection System Operator II Non-Exempt 40 $63,462 $70,301 $77,139
City of Santa Barbara as a % of Comparable Agency Market Average 97% 93% 90% This is the full journey level class in the Wastewater Collection System Operator series. Performs semi-skilled labor in the maintenance, inspection, operation, repair and related service activities for wastewater, and collection systems and installs collection systems. Operates and maintains heavy, specialized, high-tech equipment.

E - 199
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 Collection Specialist $56,427 $68,515 $81,200
Source 3 No match N/A N/A N/A
Source 4 No match N/A N/A N/A
Published Survey Market Average $56,427 $68,515 $81,200 City of Santa Barbara Wastewater Collection System Operator II Non-Exempt 40 $63,462 $70,301 $77,139
City of Santa Barbara as a % of Market Average 112% 103% 95% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $60,811 $72,051 $83,590 City of Santa Barbara Wastewater Collection System Operator II Non-Exempt 40 $63,462 $70,301 $77,139
City of Santa Barbara as a % of Market Average 104% 98% 92% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 200
City of Santa Barbara
Detailed Market Data (Adjusted)
Wastewater Collection System Operator, Senior
Water-Wastewater Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Not Included N/A N/A N/A N/A N/A
City of Burbank Not Included N/A N/A N/A N/A N/A
City of Huntington Beach Not Included N/A N/A N/A N/A N/A City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Wastewater Collection Supervisor N/A 40 $80,028 $98,520 $117,012 City of Newport Beach Not Included N/A N/A N/A N/A N/A
City of Pasadena Not Included N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Senior Wastewater Collection Maintenance Technologist Non-Exempt 40 $68,475 $82,415 $96,354
City of Santa Maria Not Included N/A N/A N/A N/A N/A
City of Santa Monica Wastewater Collections Worker III N/A 40 $73,515 $82,140 $90,765 City of Ventura Not Included N/A N/A N/A N/A N/A
County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Wastewater Collection System Operator, Senior N/A 40 $73,302 $83,429 $93,557
Goleta Water District No Match N/A N/A N/A N/A N/A
Irvine Ranch Water District Collection Systems Technician II N/A 40 $64,300 $77,275 $90,250 John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $71,924 $84,756 $97,588 City of Santa Barbara Wastewater Collection System Operator, Senior Non-Exempt 40 $72,506 $80,319 $88,132
City of Santa Barbara as a % of Comparable Agency Market Average 101% 95% 90% This is the advanced journey level class in the Wastewater Collection System Operator series. Leads and performs skilled labor in the installation, maintenance, operation, repair and related service activities for wastewater collection systems Operates and maintains heavy, specialized, high-tech equipment.

E - 201
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 No match N/A N/A N/A
Source 3 No match N/A N/A N/A
Source 4 No match N/A N/A N/A
Published Survey Market Average N/A N/A N/A
City of Santa Barbara Wastewater Collection System Operator, Senior Non-Exempt 40 $72,506 $80,319 $88,132
City of Santa Barbara as a % of Market Average N/A N/A N/A Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $71,924 $84,756 $97,588 City of Santa Barbara Wastewater Collection System Operator, Senior Non-Exempt 40 $72,506 $80,319 $88,132
City of Santa Barbara as a % of Market Average 101% 95% 90% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 202
City of Santa Barbara
Detailed Market Data (Adjusted)
Wastewater System Manager
Water-Wastewater Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley No Match N/A N/A N/A N/A N/A
City of Burbank No Match N/A N/A N/A N/A N/A
City of Huntington Beach Utilities Manager Exempt 40 $121,872 $142,596 $163,319 City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Not Included N/A N/A N/A N/A N/A
City of Newport Beach Superintendent Exempt 40 $126,554 $140,207 $153,859 City of Pasadena No Match N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Wastewater System Manager N/A 40 $145,296 $166,292 $187,289 City of Santa Maria No Match N/A N/A N/A N/A N/A
City of Santa Monica Water Resources Manager N/A 40 $161,936 $175,929 $189,922 City of Ventura Wastewater Utility Manager N/A 40 $130,268 $152,413 $174,559 County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Not Included N/A N/A N/A N/A N/A Goleta Water District Not Included N/A N/A N/A N/A N/A
Irvine Ranch Water District Not Included N/A N/A N/A N/A N/A John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $137,185 $155,487 $173,790 City of Santa Barbara Wastewater System Manager Exempt 40 $158,325 $175,385 $192,445 City of Santa Barbara as a % of Comparable Agency Market Average 115% 113% 111% Plans, manages, organizes and directs the operation, activities and functions of the Wastewater Treatment Plant and the Wastewater Collection system. Develops and implements the operational and capital budgets, short- and long-term capital improvement goals and short- and long-term staffs goals for Wastewater. Manages supervisory level staff in the operation, maintenance and regulatory compliance of all elements of the wastewater collection system and Wastewater Treatment Plant.

E - 203
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 Wastewater Treatment Plant Manager $99,215 $124,895 $152,287 Source 3 Waste Water Treatment Plant Manager $98,080 $124,129 $145,988 Source 4 No match N/A N/A N/A
Published Survey Market Average $98,647 $124,512 $149,137 City of Santa Barbara Wastewater System Manager Exempt 40 $158,325 $175,385 $192,445 City of Santa Barbara as a % of Market Average 160% 141% 129% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $117,916 $140,000 $161,464 City of Santa Barbara Wastewater System Manager Exempt 40 $158,325 $175,385 $192,445 City of Santa Barbara as a % of Market Average 134% 125% 119% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 204
City of Santa Barbara
Detailed Market Data (Adjusted)
Wastewater Treatment Plant Operator III
Water-Wastewater Job Family
Comparable Agency Matching Title Exemption
Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Bob Hope Burbank Airport Not Included N/A N/A N/A N/A N/A City of Berkeley Not Included N/A N/A N/A N/A N/A
City of Burbank Not Included N/A N/A N/A N/A N/A
City of Huntington Beach Not Included N/A N/A N/A N/A N/A City of Long Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Los Angeles Wastewater Treatment Operator N/A 40 N/A $123,546 N/A City of Newport Beach Not Included N/A N/A N/A N/A N/A
City of Pasadena Not Included N/A N/A N/A N/A N/A
City of Redondo Beach (Harbor Patrol) Not Included N/A N/A N/A N/A N/A City of Santa Cruz Senior Wastewater Plant Operator III Non-Exempt 40 $92,271 $107,957 $123,643 City of Santa Maria Not Included N/A N/A N/A N/A N/A
City of Santa Monica Senior Water Production & Treatment Plant Operator N/A 40 $91,492 $102,221 $112,950
City of Ventura Not Included N/A N/A N/A N/A N/A
County of Orange (Harbor Patrol) Not Included N/A N/A N/A N/A N/A Fresno Airport Not Included N/A N/A N/A N/A N/A
Goleta Sanitary District Wastewater Treatment Plant Operator N/A 40 $86,365 $98,285 $110,205 Goleta Water District No Match N/A N/A N/A N/A N/A
Irvine Ranch Water District Operator III (Recycling Operations) N/A 40 $82,930 $100,398 $117,866 John Wayne Airport Not Included N/A N/A N/A N/A N/A
Montecito Sanitary District Not Included N/A N/A N/A N/A N/A Palm Springs Airport Not Included N/A N/A N/A N/A N/A
San Jose Airport Not Included N/A N/A N/A N/A N/A
Comparable Agency Market Average $88,265 $106,481 $116,166 City of Santa Barbara Wastewater Treatment Plant Operator III Non-Exempt 40 $87,106 $96,492 $105,878 City of Santa Barbara as a % of Comparable Agency Market Average 99% 91% 91% This is the advanced journey level class in the Wastewater Treatment Plant Operator series. Performs a variety of skilled technical duties and semi-skilled labor in the operation and maintenance of the City's water treatment plant, pumping stations and hydro-electric plant. Diagnoses, trouble shoots, maintains and operates complex physical, chemical and biological water and wastewater treatment processes. Performs advanced data analysis, advanced mathematical calculations, water quality reports and analysis. Has lead responsibilities for process control decisions, training staff, leading lower-level staff and special projects.

E - 205
Base 10th Base 50th Base 90th
Published Survey Sources Matching Title Base 10th Base 50th Base 90th Source 1 No match N/A N/A N/A
Source 2 Wastewater Treatment Plant Operator -
Intermediate $58,296 $70,271 $84,066
Source 3 No match N/A N/A N/A
Source 4 Wastewater Treatment Plant Operator III $69,649 $82,647 $99,587 Published Survey Market Average $63,972 $76,459 $91,826 City of Santa Barbara Wastewater Treatment Plant Operator III Non-Exempt 40 $87,106 $96,492 $105,878 City of Santa Barbara as a % of Market Average 136% 126% 115% Combined Sources (Custom Survey and Published Data) Exemption Status Workweek Pay Range Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Comparator Market Average $76,118 $91,470 $103,996 City of Santa Barbara Wastewater Treatment Plant Operator III Non-Exempt 40 $87,106 $96,492 $105,878 City of Santa Barbara as a % of Market Average 114% 105% 102% Notes: "Not Included" under Matching Title indicates that the Comparable Agency is not a peer for the MOU covering the benchmark job title.

E - 206
#6469710v4/16699.001 96
Appendix F—Total Compensation
Survey Document
City of Santa Barbara
2023 Total Compensation Survey
Organization Name
Name
Title
Email
Phone
Address 1
Address 2
City State Zip

GENERAL INFORMATION
Tab 5 contains a form to provide your organization's matching salary information for general employees and includes the job summaries to assist in matching the positions. Please read each benchmark job description fully and match your organization’s position as closely as possible. As a rule of thumb, if incumbents in your matching job spend at least 75% of their time performing the duties described in the survey job summary and your job requires essentially the same education and experience, your job would be considered an equal match.

This survey covers pay policies, practices, benefits and salaries. Please answer questions related to pay practices and benefits based on the most populous group in your organization.

For all questions or inquiries, please contact:

Patrice Glasthal, Consultant
Segal
[email protected] / 202.770.8609

BACKGROUND INFORMATION
Full-Time Equivalent Employees (FTEs) as of September 1, 2023 Survey Instructions:

Wages & Salaries Budget (FY2023)
Tab 1 contains questions regarding pay practices information Tab 2 contains questions regarding paid leave provisions

PLEASE RETURN COMPLETED SURVEY
BY TUESDAY, OCTOBER, 31, 2023
Tab 3 contains questions regarding health benefits
Tab 4 contains questions regarding retirement benefits
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 1 City of Santa Barbara
2023 Total Compensation Survey
Last Fiscal Year (%
Increase)
Current Fiscal
Year
(% Increase)
Next Fiscal Year
(% Increase)
Salary Structure Increase (%)
Yes or No? [Please Select]
Instruction: Please answer each question below, as applicable.

PAY PLAN/PAY SCHEDULE INFORMATION

1. How do employees progress through the pay range for their current job title? Place an X in all applicable boxes.

Longevity or time in job increases
Merit/Performance Increases (varies by performance rating) Market Data Adjustments
Cost of living (CPI) adjustments, General Wage Increases (GWI) or some other index; please specify Budget process / financial ability
Please provide any additional information regarding pay adjustments below (for example - differences among job titles).

Actual Average Pay Increase (%)
(Note: Please provide response if salary structure increase and employee pay increase are separate adjustments)

4. Does employee pay increase by the same amount when the pay structure is increased? (For example, if the salary structure increases by 2%, does employee pay also increase by 2%?) Please indicate "Yes" or "No." Please provide any additional pay practice information or attach a copy of your policies.

2. Which of the following do you use to adjust pay ranges/schedules? Place an X in all applicable boxes.

3. Please indicate the pay plan increases (%) scheduled for each fiscal year. If unknown, please write "Unknown." Please provide any additional information regarding pay plan increases or attach a copy of your policies.

Market Data
Cost of living (CPI) adjustment, General Wage Increase (GWI) or some other index; please specify Budget process / financial ability
Collective Bargaining Agreement
Please provide any additional information regarding pay adjustments below (for example - differences among job titles).

Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 1 City of Santa Barbara
2023 Total Compensation Survey
Completed Years of Service Please select a paid leave program in Question 1 above
Please select a paid leave
program in Question 1 above
1 2
3 4
5 6
7 8
9 10
11 12
13 14
15 16
17 18
19 20
21 22
23 24
25 25+
1b. Indicate the number of accrued days per year for the following years of service:

If your organization offers unlimited days, please indicate "unlimited" for the number of days. [Please Select]
Traditional paid time off program: A paid time off program whereby each eligible employee is allocated a certain number of paid days in separate categories, such as vacation, personal, sick, etc.

PTO bank-type program: A paid time off program whereby paid vacation, personal leave, sick, etc. is combined into one category of available time off that the employee manages within certain employer guidelines.

Paid Leave Provision Definitions:

PAID LEAVE PROVISIONS

1. Using the paid leave provision definitions above, please select the applicable paid leave program provided by your organization. Complete only for the largest employee group.

Please provide responses to Paid Leave Provision questions as they relate to employees in the job titles on the Benchmark Salaries tab. Please provide responses applicable to new employees hired after September 1, 2023.

Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 1 City of Santa Barbara
2023 Total Compensation Survey
[Please Select]
Days
[Please Select]
At Year End Days
At Termination Days
At Retirement Days
[Please Select]
Days
[Please Select]
At Year End Days
At Termination Days
At Retirement Days
Use the space below for any additional comments regarding vacation/PTO accrual, carry-over, or cash-out

6. Can employees carry-over unused sick leave days? (Yes/No)

SICK LEAVE

2. Can employees carry-over unused vacation/PTO days? (Yes/No)

3. If "Yes," what is the maximum number of days that are "bankable"? If there is no limit, please write “unlimited.”

4. Can employees cash-out unused vacation/PTO leave days? (Yes/No)

5. If "Yes," enter the maximum number of days an employee can cash out at the events listed below. If there is no limit, please write "unlimited."

7. If "Yes," enter the maximum number of "bankable" days into the space provided. If there is no limit, please write “unlimited.”

8. Can employees cash-out unused sick leave days? (Yes/No)

9. If "Yes," enter the maximum number of days an employee can cash out at the events listed below. If there is no limit, please write "unlimited."
Use the space below for any additional comments regarding vacation/PTO accrual, carry-over, or cash-out Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 2 City of Santa Barbara
2023 Total Compensation Survey
Days
Days

OTHER LEAVE

11. How many personal days or floating holidays (in days) do employees receive each year (in addition to paid holidays, vacation, and sick leave)?
Use the space below for any additional comments regarding paid leave.

10. How many paid holidays (in days) do employees receive each year? Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 3 City of Santa Barbara
2023 Total Compensation Survey
Medical Plan Type: [Please Select]
Medical Plan Name:

EE Only EE + 1 Family
[Please Select] [Please Select] [Please Select]
EE Only EE + 1 Family
Annual
Employer
Contribution
Dental Plan Name:

EE Only EE + 1 Family
[Please Select] [Please Select] [Please Select]
Vision Plan Name:

EE Only EE + 1 Family
[Please Select] [Please Select] [Please Select]

3. MOST POPULATED Dental Plan
Does your organization offer the following tiers of medical coverage (Yes/No):

4. MOST POPULATED Vision Plan
Does your organization offer the following tiers of medical coverage (Yes/No):

If benefits differ for employee groups, please identify those differences below:

Employee Contribution to Monthly Premiums: ($)
Employee Contribution to Monthly Premiums: ($)
Employer Contribution to Monthly Premiums: ($)
Employer Contribution to Monthly Premiums: ($)

1. MOST POPULATED Medical Plan:

ADDITIONAL MEDICAL-RELATED PLANS

2. MOST POPULATED ANNUAL Employer Contribution ($) to Health Savings Account (HSA) or Health Reimbursement Account (HRA) Please answer the following questions regarding your medical, dental, and vision plans based on the benefits for employees hired on or after September 1, 2023.

If you offer more than one plan enter the requested information for the most populous plan for the most populous employee group.

Employer Contribution to Monthly Premiums: ($)
Employee Contribution to Monthly Premiums: ($)

ACTIVE EMPLOYEE HEALTH BENEFIT INFORMATION

MEDICAL PLANS
Does your organization offer the following tiers of medical coverage (Yes/No):

If your most populous medical plan is a HDHP, please provide the ANNUAL Employer Contribution ($) to Health Savings Account (HSA) or Health Reimbursement Account (HRA):

Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 1 City of Santa Barbara
2023 Total Compensation Survey
Insert a link to your plan's Actuarial Valuation or Open Enrollment packet that contains this information
Plan Name
Employer Normal Cost (% of pay)
Required Employee Contributions (% of pay)
Plan Name
Employer Contribution - % of pay or $ (Not included in the maximum match below)
Required Employee Contributions: % of pay or $
Plan Name
Employer Contribution - % of pay or $ (Not included in the maximum match below)
Required Employee Contributions: % of pay or $
Plan Name
Total Employer Normal Cost (% of pay)
Total Employer Contribution (% of pay) – could be Pay As You Go

SOCIAL SECURITY CONTRIBUTION INFORMATION

DEFINED BENEFIT / PENSION PLAN INFORMATION

2. Please answer the following questions regarding your defined benefit (pension) retirement plan, including the contribution rates for both employer and employee. (PEPRA level of contribution)

DEFINED CONTRIBUTION PLAN INFORMATION
Please answer the following questions regarding your retirement plans based on the benefits for employees hired on or after September 1, 2023 and is the most populous plan offered.

1. Does your organization participate in Social Security? Select Yes or No [Please Select]

3. Please answer the following questions regarding your defined contribution retirement plans (e.g. 401(a), 403(b), etc.). If the employer contribution is a “match,” indicate the maximum or limit on the match.

DEFERRED COMPENSATION PLAN INFORMATION

4. Please answer the following questions regarding your deferred compensation/457 retirement plans. If the employer contribution is a “match,” indicate the maximum or limit on the match.

RETIREE HEALTH / OPEB PLAN

5. Please answer the following questions regarding your retiree health/OPEB plan, including the contribution rates for both employer and employee.

Required Employee Contributions, if any (% of pay during active employment, not monthly premiums during retirement)
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 1 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
1 Administrative
Support Administrative Assistant
Performs a variety of administrative functions. Schedules appointments and interviews, provides information to City departments and to the general public. Analyzes, audits, and reviews grant reports, manuals, and other documents. Conducts human resources actions for the department.

Minimum Qualifications: Associate's Degree or two (2) years' of College in Business Administration, Public Policy, Political Science, Communications, Sociology, Psychology, Human Resources or another related field. One (1) year of related experience in office specialist, program specialist, administrative specialist, contracts assistant, grants specialist.
[Please Select] [Please Select]
2 Administrative
Support Administrative Specialist
Assists with various administrative tasks and uses established policies to undertake activities like composing memorandums, processing payroll. Supports daily operations of a department, maintains effective communication and customer service, updates records, and coordinates schedules, travel, and expenses for personnel. Acts as an HR liaison and coordinates cross-training.

Contributes to project management, financial services, and reception duties. Procures supplies and ensures prompt payments.

Minimum Qualifications: High School diploma or GED and one (1) year of related experience.
[Please Select] [Please Select]
3 Administrative
Support Administrative Supervisor
Supervises administrative and support staff. Oversees scheduling, timekeeping and performance. Implements works processes and procedures to ensure the efficiency of office work flow and operations.

Minimum Qualifications: Minimum Qualifications: High School diploma + 6 months training in Business or related field. Four (4) years' experience in administrative work and lead supervisory responsibility.
[Please Select] [Please Select]
4 Administrative
Support Administrative Analyst II
Performs a variety of tasks for the department and supports departmental heads, elected officials, and others. Conducts policy and planning analysis, participates in special projects, responds to inquiries. Supports development projects, monitors trends and updates. Develops administrative programs, prepares reports, compiles and analyzes data. Coordinates administrative functions, researches legislation, coordinates with IT, manages contracts, and provides resource support.

Minimum Qualifications: Bachelor's Degree in Public Policy, Business Administration, Engineering, Environmental Science, Project Management, Accounting, or related field. Three (3) years' experience in project management, policy implementation, data analysis, business administration, research and development. [Please Select] [Please Select]
5 Airport Operations Airport Operations Specialist
Performs a wide variety of support functions to ensure airport operational needs are met. Responds to incidents and emergencies, monitors security systems, dispatches personnel for service calls, provides information in response to public and tenant inquiries.

Minimum Qualifications: High School diploma or GED equivalency and one (1) year of related experience.
[Please Select] [Please Select]
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 1 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 6 Airport Operations Airport Patrol Supervisor
Supervises, assigns, and reviews the work of staff responsible for providing airport patrol services including law enforcement, security, and regulatory compliance services. Responds to vehicle and aircraft accidents and to critical incidents including security breaches.

Ensures compliance with the Airport Security Program (ASP), Transportation Security Regulations and with all applicable Federal Security Directives. Serves as the Airport’s primary and immediate contact for security related activities and communications with the TSA.

Minimum Qualifications: High School diploma and specialized training in airport security. Four (4) years of increasingly responsible experience in airport patrol, including one (1) year of supervisory or lead responsibility.
[Please Select] [Please Select]
7 City Clerk Deputy City Clerk
Performs variety of administrative and clerical functions in support of City Council activities. Processes, manages and maintains official documents, the municipal code and legislative and election records.

Assists in proofing, finalizing and posting City Council minutes.

Minimum Qualifications: Bachelor's Degree and one (1) year of experience in administrative assistant, records management, customer service agent.
[Please Select] [Please Select]
8 City TV City TV Production Specialist
Performs duties to support the on-going operation of City TV.

Produces public information programs including writing, directing, videography and audio mixing, editing, and developing graphics.

Minimum Qualifications: Bachelor's Degree in Communications, Journalism, Television/Video Production and five (5) years' experience.
[Please Select] [Please Select]
9 Communications /
Marketing Communication Specialist
Performs a variety of communication functions to support the public relations and communications efforts. Advises clients on strategies and best practices to engage and inform internal and external audiences. Makes recommendations and executes communication efforts of assigned projects, including journalistic writing and editing, media relations, public involvement and education, social media and online content. Develops communications content. Manages and curates all social media platforms for the City.

Minimum Qualifications: Bachelor's Degree in Communications, Public Relations, Marketing and one (1) year of experience in communication plans and marketing.
[Please Select] [Please Select]
10 Engineering Engineering Technician II
Provides technical assistance and support to Supervising, Project, and Principal Engineers in tasks related to project management, accounting, and budgeting. Develops project scopes, creates and processes bid documents, generates financial reports, tracks budget, evaluates invoices, oversees field operations, and coordinates with various teams, ensuring compliance with project specification policies and procedures.

Minimum Qualifications: Associate's Degree in Business
Administration, Accounting, Computer Science, Engineering, or related fields. Experience in administrative processes, accounting, technical engineering support, organizing and writing.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 2 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 11 Engineering Supervising Engineer
Supervises, trains, reviews, and evaluates the work of junior and senior project engineers. Approves design plans, creates periodic reports, and handles various document approvals. Coordinates with multiple city departments and assigns Project Engineers for support.

Manages complex capital projects and oversees staff members or consultants. Conducts budgeting, hiring, and administrative tasks.

Facilitates inter-division meetings and presents project updates to boards and council.

Minimum Qualifications: Bachelor's Degree in Engineering, Civil Engineering, Construction Management, or related field. Five (5) years' experience in civil engineering, construction management, streets engineering, transportation, project engineering, management experience, and/or accounting. Engineer In Training (EIT) Certification or Professional Engineering License. [Please Select] [Please Select]
12 Environmental
Services Environmental Services Specialist II
Monitors, reports and implements compliance with state mandated waste reduction and recycling programs. Works with budget related to assigned duties. Plans, supervises and organizes volunteer efforts at City beaches. Ensures the city meets annual and long-term Storm Water Permit requirements.

Minimum Qualifications: Bachelor's Degree in Communications, Media Relations, Environmental Science or a related field. Three (3) years' experience in environmental specialist, contaminated site assessment. Hazwoper certification, Hazardous Waste Operations and Emergency Response 40 hour certification.
[Please Select] [Please Select]
13 Environmental
Services Environmental Services Supervisor
Oversees and coordinates work in Sustainability and Resilience community engagement positions. Leads implementation, and monitors promotional programs and materials. Manages, assigns and reviews staff assignments.

Minimum Qualifications: Bachelor's Degree in Marketing, Outreach, Communications, Public Relations, Behavioral Science or related field. Three (3) years' experience in marketing, research or communication.
[Please Select] [Please Select]
14 Environmental
Services Energy and Climate Program Manager
Oversees Energy and Climate Division of Sustainability and Resilience Department. Designs and implements programs, policies and capital improvement projects to reduce emissions. Designs and implements community-facing programs for the city clean energy.

Minimum Qualifications: Bachelor's Degree in Renewable Energy systems, Marketing or any related field. Seven (7) years' experience in energy program design and management, experience in local government and/or similar non profit, or private sector organization. [Please Select] [Please Select]
15 Executive Community Development Director
Oversees planning, building safety, and code enforcement activities and the development, administration, and implementation of the City's general plan. Recommends and administers policies and procedures.

Minimum Qualifications: Bachelor's Degree in City/Urban Planning, Architecture, Engineering, Business Administration, Public Administration, or related field. Seven (7) years' of progressively responsible experience in supervisory and/or management. [Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 3 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 16 Executive Assistant City Administrator
Provides line direction over several major City departments and operations. Initiates and leads Citywide programs and initiatives.

Acts as the City Administrator in their absence. Develops the City's short and long-range goals. Anticipates and resolves organizational and community issues, concerns, and opportunities for
improvement. Leads, oversees, and evaluates the effectiveness of major line departments, including services, programs, policies, staffing, and work practices. Audits operations, performance benchmarks, management reports, budgetary allocations,
organization of functions, and survey satisfaction levels; interviews key personnel and advisors to identify strategies and tactics for improvement.

Minimum Qualifications: Bachelor’s degree in Public Administration or a related field and ten (10) years' of broad and progressively responsible experience in a managerial and professional capacity within local government, preferably including planning, project management, personnel leadership, and budgeting accountabilities. [Please Select] [Please Select]
17 Executive Information Technology Director
Develops, implements and oversees information technology policies, strategies, systems and service requirements for internal and external users. Manages application and infrastructure portfolio and ensures delivery of all services. Assists in leveraging data and technology to solve problems and provide services.

Minimum Qualifications: Bachelor's Degree in Information Systems, Computer Science, IT Management, Geography, Business
Management or related field. Seven (7) years' experience in information technology, management.
[Please Select] [Please Select]
18 Executive Finance Director
Directs and oversees all financial operations of the City, including general accounting, treasury management, banking and
investments, revenue and tax collection, revenue auditing and compliance, accounts receivable, accounts payable, payroll, deferred compensation plan administrator, labor relations support, utility billing, budgeting, purchasing, risk management, grants management, financial report preparation, debt issuances and disaster recovery management. Oversees the development and presentation of the annual City budget with all departments.

Evaluates operational effectiveness and oversees process improvements. Participates as a member of the Executive Management Team as well as ad-hoc strategic management teams.

Minimum Qualifications: Bachelor's Degree in Business
Administration, Accounting, Finance, Economics, Public Policy. Five (5) years' of accountant, financial, and/or administrative, supervisory and/or management experience.
[Please Select] [Please Select]
19 Executive Human Resources Director
Provides strategic leadership in developing and maintaining a highlyskilled, diverse, and engaged workforce, delivering quality human resource services. Directs, plans, organizes and administers comprehensive human resources and benefit programs which include compensation and classification, recruitment and selection, training, organizational development, employee and labor relations.

Evaluates operational effectiveness and oversees process improvements. Provides policy direction and oversight. Participates as a member of the Executive Management Team.

Minimum Qualifications: Bachelor’s Degree in Human Resources Management, Public Administration, or a related field and eight (8) years of broad and progressively responsible experience in a managerial and professional capacity within local government, preferably including human resources and labor negotiation accountabilities. At least five (5) years of experience must have included supervisory and management responsibilities.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 4 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 20 Executive Library Director
Oversees and directs the Library Department programs and services including branch services, administrative services, strategic and community partnerships, and reference services. Engages stakeholders and maintains relationships with library support groups.

Minimum Qualifications: Graduate Degree in MLIS and five (5) years' of progressively responsible library administrative, supervisory and/or management experience.
[Please Select] [Please Select]
21 Executive Parks and Recreation Director
Oversees and directs the parks and recreation department programs and services including strategic planning and policy initiatives, infrastructure reinvestment priorities, new park development, community partnerships. Manages department budget.

Minimum Qualifications: Bachelor's Degree in Park and Resource Management, Political Science, Recreation Management, Park and Recreation Administration, Recreation and Sports, Urban Forestry, Landscape Architecture. Five (5) years' of progressively responsible park management, recreation programming, community services, public policy, supervisory and/or management experience. [Please Select] [Please Select]
22 Executive Public Works Director
Leads and manages, the work of the Public Works Department.

Oversees water resources, engineering, maintenance, and transportation. Provides full lifecycle management the City's assets, from requirements establishment and procurement to construction and maintenance.

Minimum Qualifications: Bachelor's Degree in Civil Engineering and seven (7) years' experience in management of public works operations.
[Please Select] [Please Select]
23 Executive Fire Chief
Plans, organizes and directs the Fire Department, including Fire Prevention, Suppression, Office of Emergency Services, and Administration Divisions, and training, investigation, and community education programs. Initiates and oversees master planning of fire services for the community. Coordinates assigned activities with other City departments and outside agencies. Evaluates operational effectiveness and oversees process improvements.

Minimum Qualifications: Bachelor's Degree with major course work in Public Administration or a related field with at least thirty Fire Science related units and state certification as Chief Fire Officer. Ten (10) years of experience in fire suppression, fire services, fire administration and fire management, including five (5) years in a supervisory or management capacity.
[Please Select] [Please Select]
24 Executive Police Chief
Plans, organizes and directs activities of the Police Department related to the preservation of order, protection of life and property, enforcement of laws, codes and ordinances, investigations and prevention of crime, and maintenance of effective communication and records systems and other support activities. Develops, implements and revises departmental rules, procedures and policies.

Minimum Qualifications: Bachelor's Degree in Police Science, Public Administration or related field. Ten (10) years of experience including five (5) years in a supervisory or management capacity. [Please Select] [Please Select]
25 Facilities
Maintenance Facilities Maintenance Worker II
Handles a variety of building maintenance tasks such as semi skilled and skilled duties in carpentry, plumbing, electrical and painting issues. Prepares estimates and assists with other departments needs.

Minimum Qualifications: High School diploma + 6 months training and one (1) year of experience in building maintenance. [Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 5 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 26 Facilities
Maintenance Facilities Maintenance Supervisor
Assigns, organizes, and reviews work of assigned staff. Oversees projects, assists with the annual budget, and responds to customer requests.

Minimum Qualifications: High School diploma + 6 months training and three (3) years of experience in building maintenance. [Please Select] [Please Select]
27 Finance, Accounting,
Purchasing Accounting Assistant
Performs variety of accounting and bookkeeping duties. Prepares bank deposits, conducts timesheet and payroll processing and provides general customer service. Verifies, accepts and processes payments physically and virtually. Receives and processes receipts from various departments. Generates and maintains daily accounting reports.

Minimum Qualifications: High School diploma or GED equivalency and one (1) year of related experience in related field. [Please Select] [Please Select]
28 Finance, Accounting,
Purchasing Accountant II
Performs professional level accounting and reporting activities related to cash management, revenues, and investments. Assists with audit preparation and supports the budget process. Reconciles bank information and housing loans.

Minimum Qualifications: Bachelor's Degree in Accounting, Business, Finance, Economics or related field and three (3) years' experience in accounting, or financial reporting. Knowledge of Generally Accepted Accounting Principles (GAAP).
[Please Select] [Please Select]
29 Finance, Accounting,
Purchasing Buyer II
Reviews requisitions and verifies compliance with city procurement policy. Creates new vendor information and updates current vendor information. Creates bid documents and responds to inquiries for potential bidders.

Minimum Qualifications: High School diploma or GED and one (1) year of experience in purchasing/buying or procurement of goods, services and materials for governmental agency.
[Please Select] [Please Select]
30 Finance, Accounting,
Purchasing Finance Analyst II
Plans, coordinates and presents financial plans. Organizes, maintains and audits budget documents for internal review.

Develops, administers, analyzes revenue and expenditure performance.

Minimum Qualifications: Bachelor's Degree in Business
Administration, Public Administration, Public Policy or Accounting.

Three (3) years' experience in advanced financial, administrative or management analysis experience.
[Please Select] [Please Select]
31 Finance, Accounting,
Purchasing Finance Supervisor
Responsible for the timely and accurate production of fees, invoices or other billing for City residents and City Departments across the organization. Monitors and troubleshoots database systems to ensure accuracy of tracking and reporting information. Prepares and summarizes financial reports to ensure proper collection, allocation of funds, and charges. Supervises, assigns, and reviews the work of the assigned staff.

Minimum Qualifications: Minimum Qualifications: High School diploma or GED and Four (4) years' experience in accounting, billing, or financial operations.
[Please Select] [Please Select]
32 Finance, Accounting,
Purchasing
Payroll and Accounts Payable
Supervisor
Oversees processing for Payroll and Accounts Payable for the City.

Reports quarterly and yearly tax forms. Manages reconciliation of general ledger accounts. Imports, exports and audits timecards biweekly.

Minimum Qualifications: Associate's Degree or two (2) years of College in Finance or related field and four (4) years of related experience.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 6 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 33 Finance, Accounting,
Purchasing Controller
Manages operations of Accounting, Payroll, and Accounts Payable programs. Ensures accurate and timely information is provided.

Oversees annual audit, annual comprehensive financial report, single audit and various State Controller Reports.

Minimum Qualifications: Bachelor's Degree in Finance or Accounting and three (3) years' experience in governmental accounting. [Please Select] [Please Select]
34 Housing Housing Programs Specialist
Coordinates and provides customer services, administrative, technical and support services to the affordable housing programs and staff. Monitors inventory of multi-family and single-family rental properties and owner-occupied affordable units for compliance with City, State and Federal regulations. Analyzes information from potential buyers. Prepares legal documents for affordable housing.

Monitors new affordable housing developments, process payments to contracts, and provide status information.

Minimum Qualifications: Associate's Degree or two (2) years of College in Real Estate, Political Science, or Business and Accounting/Math. One (1) year of experience in real estate, public housing or housing programs possession.
[Please Select] [Please Select]
35 Housing Rental Housing Mediation Specialist
Performs activities in the Rental Housing Mediation Program that include establishing alternatives to formal court proceedings for the resolution of residential rental housing disputes. Provides information and assistance to the public concerning the rights and
responsibilities of landlords and tenants. Provides explanations of existing rental housing laws and assists landlords and tenants in analyzing their rental housing disputes.

Minimum Qualifications: Bachelor's Degree in Law, Political Science or Public Administration. One (1) year of experience in real property law, property management possession of, or ability to obtain, an appropriate, valid Mediator Certification from the State of California. [Please Select] [Please Select]
36 Human Resources Human Resources Analyst II
Performs a variety of professional, technical and analytical human resources functions including recruitment, testing and selection, classification and compensation, discipline, grievances, investigations, employee relations, labor relations support, benefits administration, and employee training.

Minimum Qualifications: Associate's Degree or two (2) years of College in Human Resource Management, Industrial/Organizational Psychology, Industrial Relations, Business, or related fields. Three (3) years' experience in benefits and leave administration, policy implementation, human resource development.
[Please Select] [Please Select]
37 Human Resources Human Resources Manager
Manages a division within the HR Department and operations such as, compliance, employee relations, recruitment, and training.

Participates in long and short-term strategic planning. Represents City in public and private meetings and negotiations. Ensures compliance with employment laws and regulations. Develops and implements HR policies and procedures to maintain equity in recruitment and selection processes.

Minimum Qualifications: Bachelor's Degree in Human Resource Management, Industrial/Organizational Psychology, Industrial Relations, Business, or related fields. Five (5) years' experience in human resource management, employee supervision, strategic planning. SHRM-CP/SCP, PHR, IMPA, or any other HR Certification. [Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 7 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 38 Human Resources Labor Relations Manager
Leads, plans, and conducts union-management negotiations.

Interprets labor contract provisions and ensures compliance with statutes. Conducts HR policy research and manages special projects. Provides reports and recommendations to senior management. Analyzes employment-related projects and
compensation studies. Manages budget, employee benefit
programs, and trains and offers guidance on labor policies.

Minimum Qualifications: Bachelor's Degree in Industrial Relations, Human Resource Management, or related fields. Five (5) years' experience in labor relations, collective bargaining, budget management, policy implementation.
[Please Select] [Please Select]
39 Information
Technology Enterprise Applications Analyst
Administers, configures, maintains, and supports City enterprise and departmental applications and associated databases. Troubleshoots application issues. Creates and modifies custom reports, configures access and application security. Documents support processes, evaluates new applications, and assists in implementing new projects and solutions.

Minimum Qualifications: Associate's Degree or two (2) years of college in Information Technology, Computer Science, or related field. one (1) year of related experience in technical IT, computer programming, SQL, and reporting.
[Please Select] [Please Select]
40 Information
Technology
Information Technology (IT)
Applications Analyst
Supports, analyzes, troubleshoots, and updates web applications for the City. Initiates web application research, writes specifications, scope of services, and analyzes proposals. Administers user accounts and permissions, configuration settings in web systems and provides initial issue escalation from IT Technicians. Carries out application remediation, digital asset management, and web system administration citywide. Conducts and designs training sessions and workshops to teach City staff how to use enterprise software effectively. Develops learning resources. Assesses training needs, and transfers knowledge of software's and applications. Oversees document management processes. Maintains the content services systems to address system errors and advanced updates.

Minimum Qualifications: Associate's Degree or two (2) years of college in Information Technology, Computer Science, or related field. one (1) year of related experience in web design and development, content management and accessibility, search engine optimization.
[Please Select] [Please Select]
41 Information
Technology
Electronics Communications
Technician II
Operates, maintains, and installs radio communication equipment while serving as a technical expert. Designs systems and projects, performs installations, and coordinates with subcontractors.

Maintains public safety radio systems, 911 Dispatch consoles, control systems, and cable plant infrastructure to ensure effective communication and system functionality.

Minimum Qualifications: Associate's Degree or two (2) years of College and one (1) year of experience in communications electronics installation and repairs, IT.
[Please Select] [Please Select]
42 Information
Technology
Geographic Information Systems
Analyst
Coordinates and maintains GIS applications, data, and projects for water, wastewater, and transportation infrastructure. Collaborates across Public Works to optimize resource management,
maintenance, and planning using geospatial data. Supports service quality through mapping, analysis, reporting, and technical assistance. Develops custom GIS integrations and oversees GPS surveying for capital projects.

Minimum Qualifications: Bachelor's Degree in GIS, Geography, Environmental Studies, Computer or Civil Engineering. Three (3) years' experience in information technology, geographic information systems, civil engineering, public works.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 8 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 43 Information
Technology Information Technology Technician II
Maintains network accounts, hardware, software, and related equipment to support users across the City and its departments.

Responds to technical support requests and deploys new laptops and computers. Supports a variety of City applications.

Minimum Qualifications: High School diploma or GED and one (1) year of related experience in technical Information Technology experience, technical support.
[Please Select] [Please Select]
44 Information
Technology Network Analyst
Maintains, installs, configures, and supports the City's IT infrastructure, network, and equipment. Serves as a key point of escalation within the IT team, conducts troubleshooting and patch management for various systems. Collaborates with City IT, departmental staff, and vendors to integrate systems into the existing infrastructure. Responds to outages, and maintains network documentation, and also provides guidance on security best practices.

Minimum Qualifications: Associate's Degree or two (2) years of College in Information Technology, Computer Science, or related field. One (1) year of experience in helpdesk support, network system maintenance and configuration, server administration. Cisco Certified Network Associate, Microsoft Certified Solutions Expert, CompTIA A+, or CompTIA Network+.
[Please Select] [Please Select]
45 Labor, Skilled
Maintenance, Trades Fleet Services Technician II
Performs skilled maintenance and repair on fleet vehicles and equipment, including diesel, gasoline, alternative fuels and hydraulically powered automotive, heavy and light construction, and other power-driven equipment.

Minimum Qualifications: High School diploma or GED and three (3) years experience. Requires multiple medium/heavy duty ASE Technician certifications.
[Please Select] [Please Select]
46 Labor, Skilled
Maintenance, Trades Custodian
Maintains cleanliness of facilities and buildings. Cleans and sanitizes various areas including restrooms, offices, common spaces and empties trash receptacles. May perform minor maintenance tasks and report issues requiring repair.

Minimum Qualifications: High School diploma or GED.
[Please Select] [Please Select]
47 Labor, Skilled
Maintenance, Trades Electrician
Performs skilled electrical work involving the installation, troubleshooting and repair of electrical equipment and systems.

Minimum Qualifications: High School diploma or GED and three (3) years of journey-level experience.
[Please Select] [Please Select]
48 Labor, Skilled
Maintenance, Trades Grounds Maintenance Worker II
Ensures grounds in City parks are kept safe and clean for the public.

Monitors the park and facilities for litter, irrigation repairs and other maintenance as needed. Mows, edges and blows sidewalks and curbs.

Minimum Qualifications: One (1) year of related experience. [Please Select] [Please Select]
49 Labor, Skilled
Maintenance, Trades Heavy Equipment Technician
Performs a variety of journey level skilled work in the installation maintenance, diagnoses and repair of equipment related to assigned work. Processes work requests and generates task in the City work order system.

Minimum Qualifications: High School diploma or GED and three (3) years of journey level experience performing minor and major equipment repair duties including experience in the maintenance of both diesel and gas powered equipment Requires multiple medium/heavy duty ASE Technician certifications.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 9 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 50 Labor, Skilled
Maintenance, Trades HVAC Technician
Performs a variety of journey level skilled work in the operation, maintenance, repair, troubleshooting, and installation of heating, ventilating, refrigeration, and air conditioning systems. Leads and/or instructs Facilities Maintenance Workers in performance of routine maintenance of HVAC equipment.

Minimum Qualifications: High School diploma and one (1) year of vocational/technical training in HVAC systems. Three (3) years of journey level experience in the operation, maintenance, and repair of heating, ventilation, air conditioning and refrigeration equipment and systems.
[Please Select] [Please Select]
51 Labor, Skilled
Maintenance, Trades Plumber
Performs variety of journey-level skilled plumbing duties including water, gas, clogged sewers, and other related tasks. Maintains valid backflow tester certification to test. Repairs and installs backflow prevention devices.

Minimum Qualifications: High School diploma or GED and three (3) years' experience.
[Please Select] [Please Select]
52 Labor, Skilled
Maintenance, Trades Tree Trimmer II
Maintains trees and shrubs, ensuring their health, safety, and aesthetic appeal. Operates specialized tools and equipment to trim and prune branches, remove dead or diseased growth, and shape trees to promote growth and enhance their appearance.

Minimum Qualifications: High School diploma or GED equivalency and two (2) years of related experience.
[Please Select] [Please Select]
53 Labor, Skilled
Maintenance, Trades Maintenance Worker II
Performs semi-skilled and skilled labor to maintain, constructs, and repairs parking lots, garages, buildings, and other related structures.

Maintains functionality, cleanliness, and appearance of city facilities including offices, parking structures, driveways, walkways, etc.

Operates various maintenance machines and equipment.

Minimum Qualifications: High School diploma or GED and High School diploma or GED and two (2) years of experience in general maintenance.
[Please Select] [Please Select]
54 Labor, Skilled
Maintenance, Trades Waterfront Maintenance Worker II
This is the full journey level class within the Waterfront Maintenance Worker series. Performs semi-skilled and skilled labor in the construction, maintenance, and repair of waterfront facilities. Utilizes a variety of heavy equipment and tools such as man lift, fork lift, tractors chain saws and boats to accomplish tasks. Inspects the harbor and wharf to insure public health and safety.

Minimum Qualifications: High School diploma + 6 months training and two (2) years of experience. Knowledge of plumbing
construction, electrical, heavy equipment and all trade skills. Forklift certification, aerial lift certification, California boaters card, driver's license.
[Please Select] [Please Select]
55 Labor, Skilled
Maintenance, Trades Airport Maintenance Worker, Senior
This is the full journey level class within the Airport Maintenance Worker series. Performs semi-skilled and skilled labor in the construction, maintenance, and repair of airport facilities.

Minimum Qualifications: Two years of general maintenance experience performing field maintenance work and ability to perform journey level maintenance, construction and repair work. Basic techniques of carpentry, plumbing, painting, welding and electrical maintenance and repair.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 10 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 56 Legal Assistant City Attorney II
This is the full journey-level classification in the Assistant City Attorney series requiring prior municipal legal experience. Provides difficult and complex professional legal tasks involving a wide range of professional legal services to all City departments and divisions, City Council and various boards, commissions, and committees. May assist in coordinating the work of contract attorneys on complex or specialized matters. Acts as the City Attorney in their absence.

Minimum Qualifications: Juris Doctorate Degree from an accredited law school and five (5) years of municipal law experience. [Please Select] [Please Select]
57 Legal City Attorney
Serves as the chief legal advisor to the City and directs the operations and activities of the City Attorney’s Office. Acts as the legal representative for all elected and appointed officials and City departments. handling sensitive and complex legal matters and rendering advice and opinions to the City Council, Boards and Commissions, the City Manager, City departments and others.

Plans, organizes, administers, reviews and evaluates the activities of professional staff in managing the operation and legal services of the City Attorney’s office.

Minimum Qualifications: Juris Doctorate degree and eight (8) years of increasingly responsible experience in the practice of municipal law, including management and supervision of professional staff.

Member of the California State Bar Association.
[Please Select] [Please Select]
58 Library Librarian II
Provides customer service in various library areas, plans programs, and stays updated on new materials. Administers library systems, serves as project manager for key initiatives, and maintains the library's collections, analytics tools, and events calendar. Guides paraprofessional staff, assists patrons of all ages, curates diverse collections, and fosters literacy through classes and events. Monitors budget and collaborates on projects while reporting on library progress.

Minimum Qualifications: Graduate Degree in Library and Information Sciences and two (2) years of technical library experience. [Please Select] [Please Select]
59 Library Librarian, Senior
Coordinates and supervises the operations of a designated library program or service area. Performs a wide variety of professional and technical library work. Assists patrons in selection of materials and with requests for information. Plans and presents library programs or classes. Supervises professional, paraprofessional and clerical level library staff.

Minimum Qualifications: Masters' Degree in Library or Information Science or a related field. Three (3) years of increasingly responsible professional and technical library work experience.
[Please Select] [Please Select]
60 Library Library Technician
Provides customer service, assists patrons across various communication channels, and supports library operations. Handles account inquiries, reference questions, and technology support.

Enforces library policies, oversees circulation tasks, including materials check-in and check-out. Trains new employees, oversees projects, and participates in programming events. Maintains an organized and welcoming library environment and ensures patrons have access to resources and assistance.

Minimum Qualifications: Two (2) years of experience in library operations.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 11 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 61 Library Outreach Coordinator
Plans, coordinates, and implements outreach activities, educational classes. Develops outreach strategies and programming in response to the community needs. Provides public presentations and creates departmental documents, web content, marketing, and other communications and facilitates translation of documents.

Minimum Qualifications: Bachelor's Degree in Marketing, Communications, Public Administration, Education or related field.

Two (2) years of experience in marketing and communications. [Please Select] [Please Select]
62 Neighborhood
Outreach Services
Neighborhood Outreach Services
Coordinator II
Develops, implements and coordinates outreach, support and referral service activities for the City related to employment, public assistance, medical, legal, recreational and other public social services. Performs a variety of technical tasks relative to supervising an assigned community center. Coordinates facility operations and schedules, initiates and leads community engagement programs, supervises center staff.

Minimum Qualifications: Bachelor's Degree in Social Science, Social Work, Sociology, Recreation, Public Administration, or related field.

Two (2) years' experience in community or neighborhood programs. [Please Select] [Please Select]
63 Parking Operations Lot Operator
Entry level lot attendant. Responsible for providing customer service to assigned parking facilities. Accepts payment for parking fees, issues parking notices when applicable, and operates parking equipment. Responds to public inquiries in a courteous manner and provides information. Carry out other duties as assigned.

Knowledgeable on radio use, cash register, parking equipment, and daily revenue reports.

Minimum Qualifications: No experience required.
[Please Select] [Please Select]
64 Parking Operations Parking Coordinator
Coordinates and reviews the work of staff responsible for City parking lot operations and maintenance. Oversees hiring, training, scheduling, coaching, discipline, terminations and all onboarding procedures for the Downtown Ambassadors, Downtown Plaza and The City's Crossing Guard programs. Addresses and responds to customer concerns, questions and complaints.

Minimum Qualifications: High School diploma or GED and one (1) year of related experience in office administrative or clerical. [Please Select] [Please Select]
65 Parking Operations Parking Lead II
Opens and closes parking kiosks and Wharf. Performs parking duties, anticipates problems and suggests changes in staffing.

Coaches attendant procedures and/or behavior when needed.

Assists with parking supply inventories. Supports and interacts with all Waterfront divisions and City Departments. Responds to public inquires and provides information within the area of assignment.

Minimum Qualifications: No experience required.
[Please Select] [Please Select]
66 Parks & Recreation Beach Lifeguard I
Safeguards public and users at City beaches. Promotes a safe beach environment for the community and ensures safety, both in the water and on the beaches. Prevents injuries by minimizing or eliminating hazardous situations. Recognizes and responds effectively to all emergency situations as mandated by the City emergency action principles. Properly documents emergency situations.

Minimum Qualifications: No experience necessary. American Red Cross Lifeguard certification, United States Lifeguarding Association (U.S.L.A.), Open Water Lifesaving Course Completion,
Cardiopulmonary Resuscitation (CPR) for the Professional Rescuer certification and First Aid for Public Safety Personnel - Title 22 certification.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 12 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 67 Parks & Recreation Head Beach Lifeguard II
Supervise Beach Lifeguards and provide a safe environment for public and beach users on City beaches. Provide daily direction and organization to staff. Promotes a safe beach environment for the community and ensure the safety, both in the water and on the beach, of City beach users. Prevents injuries by minimizing or eliminating hazardous situations. Recognizes and responds effectively to all emergency situations as mandated by the City emergency action principles. Properly documents emergency situations.

Minimum Qualifications: Three (3) seasons as a City of Santa Barbara Beach Lifeguard III or equivalent experience with an USLA certified agency and assigned as a special event lead. American Red Cross Lifeguard certification, United States Lifeguarding Association (U.S.L.A.) Open Water Lifesaving Course Completion, Cardiopulmonary Resuscitation (CPR) for the Professional Rescuer certification, First Aid for Public Safety Personnel - Title 22 certification, Emergency Medical Technician certification. [Please Select] [Please Select]
68 Parks & Recreation Park Ranger
Provides security, patrols and monitors parks and other City facilities to enforce park rules and regulations and City codes. Responds to crimes in parks as well as suspicious circumstances calls. Responds to calls from all park and recreation employees who have questions or concerns about safety or rules in the Parks or City. Assists with traffic and crowd control for street vegetation, fallen trees and emergencies.

Minimum Qualifications: High School diploma + 6 months training.

Two (2) years of comparable experience in natural resource management, park maintenance, forestry, public recreation or law enforcement. Certifications in laws of arrest, search and seizure.

Experience working with the public.
[Please Select] [Please Select]
69 Parks & Recreation Parks Recreation Business Manager Plans, manages, and coordinates the activities, accounting and administrative services of the Parks and Recreation department across the City.

Minimum Qualifications: Bachelor's Degree in Business Operations, Finance Accounting or Public Administration and (5) years of increasingly responsible administrative and accounting experience, including two (2) years of supervisory experience.
[Please Select] [Please Select]
70 Parks & Recreation Parks Supervisor
Oversees maintenance operations including construction services for parks, beaches and recreation facilities. Manages irrigation infrastructure. Supervises work assignments and employee performance. Repairs and maintains park playgrounds.

Minimum Qualifications: High School diploma or GED and four (4) years of experience in the maintenance and repair of municipal park grounds and facilities and one (1) year of administrative and supervisory responsibility.
[Please Select] [Please Select]
71 Parks & Recreation Recreation Assistant II
Creates summer programs for kids to learn, be engaged and have fun. Engages with students and creates games for participants.

Minimum Qualifications: No experience required.
[Please Select] [Please Select]
72 Parks & Recreation Recreation Leader I
Develops, coordinates and leads recreation program activities and methods of providing services. Provides customer service and daily supervision of program participants.

Minimum Qualifications: None.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 13 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 73 Parks & Recreation Recreation Program Director I
Provides elementary school children with a fun and collaborative after school program that focuses on inclusion and expanding the horizons and interests of children. Organizes and facilitates activities that make this possible and to enrich and positively impact the lives of each individual. Delegates and organizes staff duties.

Minimum Qualifications: High School diploma or GED and one (1) year of related experience.
[Please Select] [Please Select]
74 Parks & Recreation Recreation Specialist
Assists with various administrative tasks and uses established policies to undertake activities like composing memorandums.

Supports daily operations of the Recreations department. Maintains effective communications and provides customer service, updates records, and coordinates recreation programs, schedules and services.

Minimum Qualifications: High School diploma or GED and two (2) years of increasingly responsible administrative, recreation programming, and clerical experience, including working with the public.
[Please Select] [Please Select]
75 Planning &
Development Associate Planner
This is the full journey-level position in the Assistant/Associate Planner series. Reviews and analyzes land development
applications for zoning ordinances. Performs variety of functions in long range planning and special studies. Informs community on planning, housing and development related matter. Bids projects and seeks requests for professional services. Collaborates on land management in open space parks and trails.

Minimum Qualifications: Bachelor's Degree in Urban Planning, Architecture, Landscape Architecture, Urban Studies, or Public Administration. Four (4) years' experience in assistant planning, architecture, parks and recreation, and /or natural resource planning, urban planning and design.
[Please Select] [Please Select]
76 Planning &
Development Building And Safety Supervisor
Ensures compliance with conditions associated with complex development permits, including but not limited to Zoning, Ordinance, Building Standards, and Property Maintenance Codes adopted by the City. Oversees and coordinates building permit application intake and plans reviews. Acts as liaison between other City departments to resolve code and/or City ordinance issues. Enforces notices to public as necessary.

Minimum Qualifications: Associate's Degree or two (2) years of College in Architecture, Structural Engineering, Construction Management, Public Administration, Business Administration or related field. Five (5) years' experience in building code knowledge, managing employees, building inspections. Requires ICC
Commercial Plans Examiners Certification and ICC Commercial Building Inspector Certification.
[Please Select] [Please Select]
77 Planning &
Development Building Inspector
Performs technical commercial and residential building inspections and plans examining work in enforcing compliance with building codes, city regulations and city ordinances. Prepares reporting documents pertaining to violations, access letters, and administrative citations. Examines plans and specifications of new construction.

Minimum Qualifications: High School diploma or GED and one (1) year of experience in construction.
[Please Select] [Please Select]
78 Planning &
Development Building Permit Technician
Performs variety of services and procedures in the permit process.

Assists homeowners and professionals in permit process through guidance and connecting applicants with necessary departments.

Executes permit processing at each stage.

Minimum Qualifications: High School diploma or GED.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 14 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 79 Planning &
Development City Planner
Plans, organizes, manages, and directs the work of the Planning Division. Develops policy involving the interpretation of complex laws, rules, regulations and sensitive, and often controversial, land use issues. Participates in major current planning, advanced planning, design review and historic preservation, special studies, and zoning functions of the City.

Minimum Qualifications: Bachelor's degree in Urban or Regional Planning or a closely related field and five (5) years of increasingly responsible professional planning experience, three (3) of which include supervision; or an equivalent combination of training and experience.
[Please Select] [Please Select]
80 Planning &
Development Code Enforcement Officer
Performs inspections of properties, behaviors and improvements to enforce solid waste codes, water quality laws, or building codes, laws and regulations and issue notices of violations and citations as necessary. Monitors the City to address any solid waste issues and responds to public grievances and inquires.

Minimum Qualifications: Associate's Degree or two (2) years of College in Criminal Justice and one (1) year of experience in law enforcement, emergency de-escalation and compliance training. [Please Select] [Please Select]
81 Planning &
Development Planning Technician II
Determines violations to Municipal Code for Zoning and Building Safety. Assists property owners, complainants and elected officials to achieve issue settlements. Interprets plans, Code, Conditions of Council or Commission and inspects properties and buildings.

Minimum Qualifications: Bachelor's Degree in Planning, Engineering, Architecture, Construction or related field and two (2) years of planning or related experience.
[Please Select] [Please Select]
82 Planning &
Development Plans Examiner
Reviews residential building plans to ensure they meet all relevant codes and ordinances. Acts as a source of education for the public in relation to legality of construction and best practices. Acts as a lead reviewer and administrator on building projects. Performs plan reviews of residential projects in accordance with California residential, building, electrical, mechanical, plumbing, structural codes and municipal codes.

Minimum Qualifications: Associate's Degree or two (2) years of College in Law, Building Science, Engineering or related field. Two (2) years of building jurisdictional experience. Residential Plans Examiner Certification.
[Please Select] [Please Select]
83 Planning &
Development Principal Engineer
Performs a variety of civil engineering assignments with a focus on Land Development projects, general Public Works permitting, and inspection. Oversees the work of engineers, technicians, inspectors, real property agents, and administrative staff to deliver services to the general public and internal clients. Develops and manages the Public Works Land Development budget and program objectives.

Minimum Qualifications: Bachelor's Degree in Civil Engineering, Public Administration, or closely related field. Six (6) years' experience in municipal engineering, supervision or managerial responsibilities in public works. Certificate of Registration as a Professional Civil Engineer.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 15 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 84 Planning &
Development Property Management Specialist
Maintains commercial property rentals by filling vacancies, negotiating and enforcing leases. Monitors and inspects tenants leases for compliance and communicates with tenants to bring them back into compliance. Interacts daily with tenants to resolve any maintenance issues or concerns and coordinates the repair of any such issues. Monitors expiration of required supplemental documents, such as Business License with the City of Santa Barbara, insurance etc. Creates new leases, lease amendments and temporary use permits. Monitors and manages terminal parking lots.

Minimum Qualifications: High School diploma or GED and three (3) year of related experience.
[Please Select] [Please Select]
85 Planning &
Development Senior Building Inspector - Specialty
This is the advanced journey level and specialty class in the Building Inspector series. Performs more complex and difficult building inspection and plans work in enforcing compliance with building codes, regulations, and ordinances.

Minimum Qualifications: High School diploma + 6 months beyond.

Three (3) years of increasingly responsible building inspection and plans examining experience. Journey level experience in plan preparation or review in area of assigned specialty - electrical, plumbing/mechanical, code enforcement, accessibility, or storm water pollution prevention.
[Please Select] [Please Select]
86 Project Management Project Engineer II
This is the full journey level class within the Project Engineer series.

Performs a variety of complex tasks associated with project management in both design and construction capacities. Prepares and leads meetings, coordinates with other City Departments and outside agencies, performs public outreach. Prepares all associated correspondence, letters, memos, financial documents, and other project related documentation.

Minimum Qualifications: Bachelor's Degree in Engineering and two (2) years of related experience.
[Please Select] [Please Select]
87 Project Management Project Planner
Performs a wide variety of administrative, project management, policy and program development, and analytical support duties.

Oversees and coordinates complex planning projects,
comprehensive and community planning, and special projects.

Executes technical research, data analysis, and report writing.

Manages project budgets, over-sees consultants, coordinates throughout the City organization, presents to decision makers and the community on controversial topics, and develops policies and procedures.

Minimum Qualifications: Bachelor's Degree in Planning, Urban Studies, Geography, Public Administration, Business Administration or a related field. Four (4) years' experience in urban planning, project management, including one (1) year of project management responsibility.
[Please Select] [Please Select]
88 Public Works Meter Reader
Provides customer service for meter-related and private water-use issues. Reads, programs and maintains water utility meters and automatized meter reading components. Provides services to businesses and the public relative to the promotion of the City’s conservation programs.

Minimum Qualifications: Equivalent of an Associate's degree with coursework in environmental studies, physical or biological sciences, engineering, public relations, technical trade school or a related field. [Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 16 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 89 Public Works Public Works Inspector II
Performs inspections for construction/buildings by applying relative codes, regulations, and ordinances. Maintains inspection records, works with involved personnel, and investigates and assists in the resolution of issues that arise during the construction process.

Minimum Qualifications: High School diploma + 6 months training in Construction inspection or Trades and two (2) years' experience in construction trades, inspection, materials testing, and/or project management.
[Please Select] [Please Select]
90 Public Works Public Works Manager
Manages the activities and operations of downtown facilities including plazas, paseos, on-street parking, and transportation operations. Promotes initiatives aimed at economic vitality and coordinates with business and tourism advocacy groups.

Minimum Qualifications: Bachelor's Degree in Downtown Programs, Transportation, and Parking Management. Seven (7) years' experience in community development, redevelopment, and program/project management.
[Please Select] [Please Select]
91 Public Works Water Meter Technician II
This is the journey level class within the Water Technician series.

Assists with the operating and maintaining the Advanced Metering Infrastructure (AMI) system, including water meters, AMI hardware, and associated equipment. Performs testing, programming, installation and maintenance of electronic water utility meters and automated meter reading components. Troubleshoots mechanical and electrical equipment and system problems. Promotes the City’s conservation programs.

Minimum Qualifications: Bachelor's Degree in Environmental studies, hydrology, communications, public relations, landscape design, or environmental sciences. Three (3) years of increasingly responsible experience in customer service, marketing and outreach, water conservation programs, irrigation maintenance, public relations, and land development review.
[Please Select]
93 Risk & Safety Risk Analyst II
Administers the City's liability program, including claim and incident processing, hazard mitigation, and fleet safety procedures. Performs insurance document and contract review for City departments to ensure maximum liability protection for the City through contractual risk transfer and indemnification. Provides cost recovery and loss control measures to City departments.

Minimum Qualifications: Bachelor's Degree in Finance, Public Administration, Insurance, Law or related subject, and five (5) years' experience in claims adjusting, risk assessment.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 17 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 94 Streets Streets Maintenance Worker II
Performs semi-skilled and skilled labor in the maintenance, construction, installation, and repair of City streets, sidewalks, storm drains, and pavement. Operates various maintenance machines and equipment. Aids in assessing and repairing damages caused by storm events as well as other related tasks.

Minimum Qualifications: High School diploma or GED and two (2) year of related experience. Class A or B commercial driver's license required within 6 months of appointment.
[Please Select] [Please Select]
95 Traffic Traffic Signal Technician II
Performs maintenance, installation, and repair of traffic signals, and street lighting. Maintains inventory of equipment and tools. Operates necessary equipment to perform work.

Minimum Qualifications: High School diploma + 6 months training.

Two (2) years of experience in the installation, repair and maintenance of traffic signals.
[Please Select] [Please Select]
96 Water/Wastewater Laboratory Analyst II
Performs a variety of chemical, physical, and biological analyses on drinking water, wastewater, surface water, and ground water.

Maintains, operates, and troubleshoots advanced instrumentation and other laboratory equipment. Generates regulatory and client reports. Trains and guides lower level staff.

Minimum Qualifications: Bachelor's Degree in Biology, chemistry, environmental science or related field and two (2) years of experience. Requires a Laboratory Analyst grade II certificate issued by the California Water Environment Association (CWEA) or the American Water Works Association (CA-NV/AWWA).
[Please Select] [Please Select]
97 Water/Wastewater Treatment Plant Technician
This is the full journey level class within the Treatment Plant Technician series. Performs skilled and semi-skilled maintenance, repair, and installation activities for wastewater treatment process equipment. Diagnoses, troubleshoots, repairs, updates and installs water or wastewater process equipment. Performs monthly scheduled preventative maintenance tasks on equipment.

Minimum Qualifications: High School diploma or GED and two (2) years of experience in equipment maintenance and repair. CWEA Mechanical Technologist 1.
[Please Select] [Please Select]
98 Water/Wastewater Water Distribution Operator
Technician II
This is the full journey level class within the Water Distribution Operator Technician series. Performs skilled installation, maintenance and repair activities for a variety of potable and recycled water distribution systems. Operates water distribution and recycled water system and analyzes pressure reducing valves, pumps, motors, chemical feed systems and instrumentation equipment. Maintains reservoirs, wells, pressure reducing stations and pump stations. Manages water quality and chlorine residuals throughout system with SCADA and grab samples. Maintains detailed system records with data entry in Cartegraph and Arc GIS.

Minimum Qualifications: High School diploma or GED and two (2) years' experience in water distribution systems maintenance and repair. State Water Resources Control Board Distribution Certification 3 and Class B, commercial driver's license. [Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 18 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 99 Water/Wastewater Water Distribution Supervisor
Supervises staff responsible for the maintenance and repair activities of water distribution systems. Responsible for hiring, training, developing, and disciplinary actions. Prepares, monitors and administers assigned budget and expenditures. Responds to and directs work to resolve and repair emergencies and failures in the water distribution system.

California State Water Resources Control Board Drinking Water Distribution Grade 4 certification required at time of appointment (Grade 5 required within 2 years of appointment), Class C driver's license.
[Please Select] [Please Select]
100 Water/Wastewater Water Treatment Plant Operator III This is the advanced journey level class in the Water Treatment Plant Operator series. Provides skilled technical duties and semiskilled labor in the operation and maintenance of the City's water treatment plants, pumping stations, and hydro-electric plant.

Operates maintains, installs, repairs, and troubleshoots surface water plant, groundwater treatment plant/well sites, Hydro-electric plant, and Reservoir levels. Utilizes SCADA computer process automation and monitoring of Treatment and the public drinking water distribution system.

Minimum Qualifications: High School diploma or GED and three (3) years' experience as a water treatment operator. Water Treatment T3 Certification.
[Please Select] [Please Select]
101 Water/Wastewater Water Wastewater Maintenance
Planner/Scheduler
Plans, schedules, coordinates and identifies the maintenance and repair needs for equipment and facilities related to water treatment, water distribution, wastewater treatment, wastewater collection and recycled water treatment and distribution systems. Utilizes a computerized maintenance management system (CMMS) for
maintaining, tracking and planning maintenance schedules, work order forms, inspection tasks and most current asset information.

Compiles and prepares data for analysis, financial budgeting, planning, presentations and project management for system maintenance. May develop Scopes of Work for upcoming bids, obtaining purchase orders, managing bids. Manages inventory, as well as shipping and receiving of parts and equipment.

Minimum Qualifications: High School diploma + 6 months training and one (1) year of related experience in maintenance technician, electrical technician, facilities maintenance, or treatment plant operations. Certifications required based on area of work: Water Distribution Operator D3 certification; Water Treatment Operator T3 certification; CWEA Mechanical Technologist, Collection System Maintenance or Electrical & Instrumentation Technologist Grade 1 OR SWRCB Wastewater Treatment Plant Operator Grade II
certification; CWEA Collection System Maintenance Wastewater Treatment Grade II.
[Please Select] [Please Select]
102 Water/Wastewater Wastewater Collection System
Operator II
This is the full journey level class in the Wastewater Collection System Operator series. Performs semi-skilled labor in the maintenance, inspection, operation, repair and related service activities for wastewater, and collection systems and installs collection systems. Operates and maintains heavy, specialized, hightech equipment.

Minimum Qualifications: High School diploma or GED and two (2) years of related experience. California Water Environment Association (CWEA) Grade II Collection System Maintenance Technologist certification.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 19 City of Santa Barbara
2023 Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 103 Water/Wastewater Wastewater Collection System
Operator, Senior
This is the advanced journey level class in the Wastewater Collection System Operator series. Leads and performs skilled labor in the installation, maintenance, operation, repair and related service activities for wastewater collection systems Operates and maintains heavy, specialized, high-tech equipment.

Minimum Qualifications: High School diploma or GED and three (3) year of related experience in wastewater collection systems or related experience. California Water Environment Association (CWEA) Grade II Collection System Maintenance Technologist certification.
[Please Select] [Please Select]
104 Water/Wastewater Wastewater System Manager
Plans, manages, organizes and directs the operation, activities and functions of the Wastewater Treatment Plant and the Wastewater Collection system. Develops and implements the operational and capital budgets, short- and long-term capital improvement goals and short- and long-term staffs goals for Wastewater. Manages supervisory level staff in the operation, maintenance and regulatory compliance of all elements of the wastewater collection system and Wastewater Treatment Plant.

Minimum Qualifications: Bachelor's Degree Water or Wastewater Science with major work in Hydraulics, Chemistry, Biology, Civil Engineering, or a related field and (six) 6 years' experience in CWEA Grade 4. Valid Class C driver's license, Possession of, or ability to obtain licensing as a Professional Engineer, Grade IV level Certifications from the California Water Environment Association and Grade V Water Treatment Plant Operator Certification.
[Please Select] [Please Select]
105 Water/Wastewater Wastewater Treatment Plant Operator III
This is the advanced journey level class in the Wastewater Treatment Plant Operator series. Performs a variety of skilled technical duties and semi-skilled labor in the operation and maintenance of the City's water treatment plant, pumping stations and hydro-electric plant. Diagnoses, trouble shoots, maintains and operates complex physical, chemical and biological water and wastewater treatment processes. Performs advanced data analysis, advanced mathematical calculations, water quality reports and analysis. Has lead responsibilities for process control decisions, training staff, leading lower-level staff and special projects.

Minimum Qualifications: High School diploma or GED and two (2) years of related experience in wastewater treatment. California State Water Resources Control Board Grade III Treatment Operator Certificate at time of appointment.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - General Survey(6320393.5) Page 20 #6469710v4/16699.001 97
Appendix G—Glossary of Terms
Adjusted Data
Data modified to account for specific factors. For example, comparable agencies’ data was adjusted based on geographical differences in pay.

Benchmark Job
A job used to make pay comparisons to similar jobs that exist in other organizations. Benchmark job titles
• Capture a broad array of occupational groups, departments, and pay levels throughout the organization
• Are readily found and matched within public sector organizations and the private sector (as applicable)
• Cover a large proportion of the organization’s workforce Classification Description
A description of a type or category of work. Different from a position description which is typically more detailed than in the classification description.

Comparable Employers/Comparable Agencies
Defines public sector employers for market assessment purposes based on where the organization competes for talent. Typically, these employers include public sector entities that are geographically proximate to the organization and are likely to have matching jobs. In addition, it might also include public sector employers outside of the immediate commuting area, but that are similar to the organization in terms of size, scope, population, or other characteristics.

Compensation Philosophy
A philosophy adopted by an institution that serves as a foundation for pay programs and decision-making.

Competitive Market Assessment
The process used by Segal and the City of Santa Barbara Human Resources Project Team to analyze salary rates paid in the market for similar jobs. Market data may be local, regional, or national, and may include published survey data depending on the type of job and the defined comparison markets/comparable agencies.

Competitive Range
Defined as any value between 95% and 105% of the market pay range value.

Deferred Compensation Plan
Typically a retirement plan withholds a portion of an employee's pay to be paid out at a later date, reducing taxable income.
#6469710v4/16699.001 98
Defined Benefit Plan
Employer sponsored benefit retirement plan that provides a fixed, pre-established benefit for employees at retirement.

Defined Contribution Plan
Employers and/or employees contribute to the individual plan either before or after taxes and the employee may be able choose the investment options.

Geographic Differential
Geographic differences in salaries between each surveyed employers’ location and City of Santa Barbara based on the geographic wage and salary differentials reported by the Economic Research Institute (ERI) Geographic Assessor as of November 2023. The Economic Research Institute (ERI), Geographic Assessor provides cost-of-labor comparison data used to adjust market data to reflect differences between the cost of labor for Santa Barbara (CA) and the comparable agencies organizations.

Job Matching
The process of evaluating jobs and aligning similar roles for the purposes of conducting a market study. Typically, based on the overall comparability of the job summary and minimum qualifications that meet the “75% rule”, meaning the work is predominantly the same and the required qualifications are very similar.

Job Description
A general description of the job that is used to help inform and qualify potential candidates, including work performed and skills, effort, level of responsibility, and working conditions of the work performed. Different from a position description, which is personalized for the work an individual is expected to perform in their job.

Market Competitive
Salaries are comparable to other employers within the identified market and fall between 95% and 105% of the market value.

Market Rate
The rate of pay for a job based on the market data from salary surveys.

Position Description
Work and tasks that are specific to a single individual. Multiple positions may be included in the same job.

Published Survey Data Sources
Nationally recognized published data sources used to represent the private sector.

Salary Structure Framework
A management tool designed to define pay levels that are internally equitable and externally competitive.
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Salary Survey
Salary surveys compile and report salary information for a variety of jobs based on comparable employers. Data from salary surveys are typically used by organizations to determine competitive salary rates for jobs. Each survey contains pay data reported by Human Resources from comparable agencies.

Salary Range Minimum
An established minimum rate, or entry pay, for an individual in any given job.

Salary Range Midpoint
The middle of each salary range, which commonly represents pay for a fully competent and contributing individual in a given job.

Salary Range Maximum
An established maximum rate for an individual in any given job. © 2024 by The Segal Group, Inc.

City of Santa Barbara, CA
Total Compensation Market
Study – Police
Final Report
December 13, 2024
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Table of Contents
Executive Summary .................................................................................................................... 1 Background....................................................................................................................... 1 Summary of Findings ........................................................................................................ 1 Methodology ............................................................................................................................... 4 Data Sources.......................................................................................................................... 4 Comparable Agencies....................................................................................................... 4 Benchmark Job Titles ............................................................................................................. 5 Data Adjustments ................................................................................................................... 6 Geographic Adjustments................................................................................................... 6 Data Sufficiency Requirement................................................................................................. 7 Job Matching .......................................................................................................................... 7 Total Compensation Calculations ........................................................................................... 7 Study Findings: Base Pay ........................................................................................................... 9 Overall Competitiveness ......................................................................................................... 9 Market Position by Comparable Agency ...............................................................................11 Study Findings: Total Compensation.........................................................................................12 Study Findings: Paid Leave.......................................................................................................15 Study Findings: Health-Related Benefits...................................................................................17 Total Health Costs ................................................................................................................17 Retirement Savings Plans and OPEB Costs .............................................................................18 Retirement Plans ..................................................................................................................18 Other Post-Employment Benefits (OPEB).............................................................................19 Appendix A—Details of Paid Leave Policies .............................................................................20 Appendix B—Details of Health, Dental and Vision Benefits.......................................................33 #6470000v4/16699.001 ii
Appendix C—Details of Retirement Benefits and OPEB Costs .................................................41 Appendix D—Detailed Market Data Reports .............................................................................47 Appendix E—Total Compensation Survey Document ...............................................................48 Appendix F—Glossary of Terms ...............................................................................................49 #6470000v4/16699.001 1
Executive Summary
Background
City of Santa Barbara (CoSB) engaged Segal to conduct a classification and total compensation study to determine the competitiveness of Santa Barbara’s compensation and benefits offerings for Miscellaneous, Police and Fire employees. Santa Barbara wants to ensure that its pay and benefits programs are market competitive and facilitate successful recruitment and retention of the talent needed to serve the community.

The study was launched in 2023 and in order to have consistent data from the comparable agencies, all participants were asked to provide data that was effective as of September 1, 2023. This report contains the results of the City’s 2023 total compensation market study for Police positions, which includes information on pay rates, compensation policies, paid leave programs, health, and retirement benefits. The goal of the study was to quantify the City’s market position for both pay and benefits relative to the public sector that represent Santa Barbara’s comparator agencies.

Segal evaluated the competitiveness of Santa Barbara’s Police salary structure for nine (9) benchmark job titles to ensure Santa Barbara’s compensation plan is internally equitable and market competitive to attract, motivate and retain employees.

The benchmark summaries, which were included in the custom survey to support job matching, are provided in Appendix E – Total Compensation Survey Document.

Summary of Findings
Overall, across all benchmark jobs, we found that the City’s base pay ranges for Police positions are above the market average at the pay range minimum and pay range midpoint but competitive with the market average at the pay range maximum. These findings are shown in Table 1 on the following page.

On a total compensation basis, the City’s costs for pay and benefits for Police positions are above the market average at the pay range minimum and competitive with the overall market average at the pay range midpoint and pay range maximum. In both the Base Pay Range and Total Compensation comparisons, the City’s minimums exceed the market average. As will be shown in more detail later in the report, the shift in percentages from Base Pay Ranges to the Total Compensation comparisons is primarily due to Santa Barbara’s lower-than-average benefits costs compared with the public sector comparators. #6470000v4/16699.001 2
Table 1
City of Santa Barbara as a % of Overall Market Average
(Based on Adjusted Data1)
Compared to Base Pay Ranges and Total Compensation
Base Pay Ranges
Total Compensation
(Compensation plus Benefits Costs2)
Market Segment Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
Comparable
Agencies 111% 106% 102% 107% 102% 99%
Defining Market Competitiveness
Segal uses the concept of a “competitive range,” defined as any value between 95% of a market value (e.g., range midpoint) and 105% of the market value. Throughout our report:
• Values shown in red text are less than 95% of the market average and are considered “below market”
• Values shown in black text are between 95% and 105% of the market average and are considered “at market”, “market competitive”, and/or “in the competitive range” • Values shown in blue text in are greater than 105% of the market average and are considered “above market”
An example of the concept of the “competitive range3
” is shown on the following page.
1 To reflect the geographic differences in salaries between each surveyed employers’ location and City of Santa Barbara, we adjusted the reported salaries using the geographic wage and salary differentials reported by the Economic Research Institute (ERI) Geographic Assessor. 2 Includes employer Retirement costs and Health Benefit costs which reflect the average per-person employer contribution toward medical, dental, and vision benefits, weighted by CoSB’s PPO enrollment among coverage tiers (most populous plan). 3 In the example below, only Job 2 is paying in the competitive range, whereas Jobs 1 and 4 are below the competitive range and Job 3 pays above the competitive range.
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Methodology
Data Sources
The data presented in this analysis reflect salary and benefits offerings of ten (10) comparator agencies representative of the City’s agreed upon comparator agencies.

Comparable Agencies
Table 2
Surveyed Comparable Agencies
Comparable Agencies
City of Beverly Hills City of Oxnard
City of Burbank City of Pasadena
City of Huntington Beach City of Santa Cruz
City of Irvine City of Santa Monica
City of Newport Beach City of Torrance
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Benchmark Job Titles
Nine (9) benchmark job titles were included in the study. The benchmark titles shown in Table 3 are sorted alphabetically.

Table 3
Benchmark Job Titles
Survey Job Title
Parking Enforcement Officer
Police Chief
Police Commander
Police Officer
Police Property Evidence Technician
Police Records Specialist
Police Sergeant
Public Safety Dispatch Supervisor
Public Safety Dispatcher II
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Data Adjustments
Geographic Adjustments
To reflect the geographic differences in salaries between each surveyed employers’ location and City of Santa Barbara, we adjusted the reported salaries using the geographic wage and salary differentials reported by the Economic Research Institute (ERI) Geographic Assessor as of November 2023 as shown in Table 4. The Economic Research Institute (ERI), Geographic Assessor provides cost-of-labor comparison data enabling us to adjust market data to reflect differences between the cost of labor for Santa Barbara (CA) and the comparable agencies.

It is important to note that the cost-of-labor differentials do not necessarily reflect cost-of-living differences. ERI has found that cost-of-living differences (which reflect the supply and demand for goods and services) are not a good predictor of salary levels. In other words, while the cost of housing (or other goods and services) in Santa Barbara (CA) may differ from the cost of housing in another comparable agency’s location by a certain percentage, the prevailing salaries may not differ by the same percentage. The use of cost-of-labor differentials is the accepted and standard practice in compensation analysis, while also providing a more consistent trend than the more volatile cost-of-living.

Eight (8) comparable agencies required a negative adjustment (indicating higher labor costs in these areas compared with Santa Barbara), and two (2) comparable agencies required a positive adjustment (indicating lower costs compared with Santa Barbara).

Table 4
Geographic Adjustments
Comparable Agencies Adjustment
City of Beverly Hills -2.8%
City of Burbank -2.6%
City of Huntington Beach -1.1%
City of Irvine -1.1%
City of Newport Beach -1.6%
City of Oxnard 1.5%
City of Pasadena -2.8%
City of Santa Cruz 0.4%
City of Santa Monica -2.3%
City of Torrance -2.8%
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Data Sufficiency Requirement
Segal uses the Department of Justice’s Antitrust guidance on employer exchange of salary data and established certain data sufficiency reporting requirements. Specifically, benchmark jobs that have fewer than five (5) comparable agencies/published survey matches from the custom survey are excluded from overall competitiveness calculations.

All benchmark jobs met the data sufficiency reporting requirements.

Job Matching
Job matching was determined based on overall comparability to the City of Santa Barbara’s benchmark job summary and minimum qualifications. It is important to keep in mind that 100% job matches are rare. Differences in size and organizational structure may result in dissimilarities among positions. In certain cases, Segal removed a matching title because the job is broader or narrower in terms of scope and complexity. Segal strives to identify positions that meet the “75% rule”, meaning the work is predominantly the same and the required qualifications are very similar.

As part of our quality control efforts, we reviewed data carefully, reached out to comparable agencies and researched data online to validate matching titles that seemed to be outliers or inappropriate. Where available, we requested and reviewed job descriptions provided by comparable agencies as part of our validation process.

Total Compensation Calculations
To calculate the total compensation costs for each benchmark jobs, we combined the average employer costs for the following:
• Annual actual average pay range minimum, midpoint, and maximum • The weighted1 average annual health plan annual employer costs, including medical, dental, prescription and vision benefits – calculated using City of Santa Barbara’s employee distribution by tier of coverage in the PPO medical plan (most populous plan) • Defined benefit plan employer contribution rate multiplied by the minimum, midpoint, and maximum pay rates
• Defined contribution plan employer contribution rate multiplied by the minimum, midpoint, and maximum pay rates
Table 5, on the following page, shows the average annual health plan costs and employer retirement contributions used to calculate the total compensation for each benchmark job title. 1 Health Benefit Costs reflect the average per-person employer contribution toward medical, dental, and vision benefits, weighted by CoSB’s PPO enrollment among coverage tiers (most populous plan). #6470000v4/16699.001 8
Table 5
Average Annual Health Plan
Employer Costs
Average Annual Employer
Retirement Contributions
Market Average $13,224 25.75%
City of Santa Barbara $11,386 23.55%
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Study Findings: Base Pay
Overall Competitiveness
Using the concept of the “competitive pay range” described earlier (95% to 105% of market), on an overall basis across all benchmark job titles, the City of Santa Barbara’s pay rates are greater than the market average at the pay range minimum and midpoint, and market competitive at the pay range maximum, as seen in Table 6, below. Salary data is effective as of September 1, 2023.

Table 6
City of Santa Barbara as a % of Overall Market Average
(Based on Adjusted Data1)
Base Pay Range
Minimum Midpoint Maximum
Overall Market Average 111% 106% 102%
In Table 7, on the following page, we present the overall base pay range competitiveness for each benchmark job title, organized in alphabetical order. Overall, we found that:
• One (1) benchmark title is below the market average at the pay range midpoint • Three (3) benchmark titles are competitive with the market average at the pay range midpoint
• Five (5) benchmark job titles are above the market average at the pay range midpoint 1 To reflect the geographic differences in salaries between each surveyed employers’ location and City of Santa Barbara, we adjusted the reported salaries using the geographic wage and salary differentials reported by the Economic Research Institute (ERI) Geographic Assessor.
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Table 7
Base Pay
Overall Competitiveness by Benchmark Job Title
(Based on Adjusted Data1)
City of Santa Barbara Base Pay as a % of
Overall Market Average
Benchmark Job Title
Number of
Benchmark
Matches
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
Parking Enforcement Officer 10 113% 105% 99%
Police Chief 10 109% 104% 99%
Police Commander 8 95% 92% 90%
Police Officer 10 114% 107% 102%
Police Property Evidence Technician 10 132% 123% 117%
Police Records Specialist 10 104% 97% 92%
Police Sergeant 10 114% 109% 105%
Public Safety Dispatch Supervisor 8 126% 120% 115%
Public Safety Dispatcher II 9 124% 116% 110%
1 To reflect the geographic differences in salaries between each surveyed employers’ location and City of Santa Barbara, we adjusted the reported salaries using the geographic wage and salary differentials reported by the Economic Research Institute (ERI) Geographic Assessor.
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Market Position by Comparable Agency
As shown in Table 8 below, the City of Santa Barbara’s pay range midpoints are within the market competitive range compared to three (3) comparable agencies and above the market competitive range for seven (7) comparable agencies. The peer agencies comparison is calculated using the average of all City of Santa Barbara benchmark data for which the comparable agencies had a matching title divided by the average of all comparable agencies match data.

Table 8
Overall Base Pay Competitiveness by Comparable Agency
(Based on Adjusted Data1
)
City of Santa Barbara Base Pay as a % of Market
Average
Comparable Agency
Number of
Benchmark
Matches
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
City of Beverly Hills 9 99% 95% 92%
City of Burbank 9 117% 111% 107%
City of Huntington Beach 9 119% 115% 112%
City of Irvine 9 118% 106% 97%
City of Newport Beach 8 124% 108% 97%
City of Oxnard 7 124% 111% 102%
City of Pasadena 9 103% 102% 102%
City of Santa Cruz 7 119% 112% 106%
City of Santa Monica 9 95% 95% 94%
City of Torrance 9 113% 113% 113%
1 To reflect the geographic differences in salaries between each surveyed employers’ location and City of Santa Barbara, we adjusted the reported salaries using the geographic wage and salary differentials reported by the Economic Research Institute (ERI) Geographic Assessor.
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Study Findings: Total
Compensation
To calculate the total compensation costs for each benchmark jobs, we combined the average employer costs for the following:
• Annual actual average pay range minimum, midpoint, and maximum • The weighted average annual health plan annual employer costs, including medical, dental, prescription and vision benefits – calculated using the City of Santa Barbara’s employee distribution by tier of coverage in the PPO medical plan (most populous plan) • Defined benefit plan employer contribution rate multiplied by the minimum, midpoint, and maximum pay rates
• Defined contribution plan employer contribution rate multiplied by the minimum, midpoint, and maximum pay rates
On a total compensation basis, the City’s costs for pay and benefits combined are greater than the market average at the pay range minimum and market competitive at the pay range midpoint and pay range maximum, as seen in Table 9, below.

Table 9
Total Compensation Market Position
Total Compensation
(Compensation plus Benefits Costs)
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
Overall Market Average 107% 102% 99%
Figures shown in red are more than 5% below the market average.

Figures shown in black are competitive with the market average.

Figures shown in blue are more than 5% above the market average.

The City’s total compensation market position for Police positions varies by job title, as seen in Table 10, on the following pages.
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Table 10
Employer Total Compensation Cost Summary Tables
Pay Range
Midpoint
Average
Weighted
Employer Annual
Health
Contribution
Total Employer
Retirement
Contributions
Total Employer
Compensation
Costs
Parking Enforcement Officer
City of Santa Barbara $63,460 $11,386 $14,945 $89,790
Overall Market Average (10 Matches) $60,390 $13,224 $15,549 $89,163 City of Santa Barbara as a % of Market
Average 105% 86% 96% 101%
Police Chief
City of Santa Barbara $259,432 $11,386 $61,096 $331,913 Overall Market Average (10 Matches) $250,463 $13,224 $64,487 $328,174 City of Santa Barbara as a % of Market
Average 104% 86% 95% 101%
Police Commander
City of Santa Barbara $183,578 $11,386 $43,233 $238,196 Overall Market Average (8 Matches) $198,691 $13,224 $51,157 $263,072 City of Santa Barbara as a % of Market
Average 92% 86% 85% 91%
Police Officer
City of Santa Barbara $113,846 $11,386 $26,811 $152,043 Overall Market Average (10 Matches) $106,107 $13,224 $27,319 $146,650 City of Santa Barbara as a % of Market
Average 107% 86% 98% 104%
Police Property Evidence Technician
City of Santa Barbara $79,427 $11,386 $18,705 $109,518
Overall Market Average (10 Matches) $64,400 $13,224 $16,581 $94,205 City of Santa Barbara as a % of Market
Average 123% 86% 113% 116%
Police Records Specialist
City of Santa Barbara $58,300 $11,386 $13,730 $83,416
Overall Market Average (10 Matches) $60,010 $13,224 $15,451 $88,686 City of Santa Barbara as a % of Market
Average 97% 86% 89% 94%
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Pay Range
Midpoint
Average
Weighted
Employer Annual
Health
Contribution
Total Employer
Retirement
Contributions
Employer Total
Compensation
Costs
Police Sergeant
City of Santa Barbara $146,820 $11,386 $34,576 $192,782 Overall Market Average (10 Matches) $134,630 $13,224 $34,663 $182,518 City of Santa Barbara as a % of Market
Average 109% 86% 100% 106%
Public Safety Dispatch Supervisor
City of Santa Barbara $107,112 $11,386 $25,225 $143,723 Overall Market Average (8 Matches) $89,428 $13,224 $23,025 $125,677 City of Santa Barbara as a % of Market
Average 120% 86% 110% 114%
Public Safety Dispatcher II
City of Santa Barbara $87,801 $11,386 $20,677 $119,864
Overall Market Average (9 Matches) $75,754 $13,224 $19,504 $108,483 City of Santa Barbara as a % of Market
Average 116% 86% 106% 110%
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Study Findings: Paid Leave
We collected information on paid leave policies, including vacation, sick leave, holidays, and personal days. Overall, we found that City of Santa Barbara’s total paid leave is more generous than comparable agencies across all years of service, as shown in Table 11 (below) and Chart 1 on the following page. Details of paid time off, by category, by comparable agencies can be found in Appendix A.

Table 11
Total Paid Leave Days by Accrued over 25 Years
(including Vacation/PTO, Sick Leave, Holidays, and Personal Leave) Summary of Findings
The City of Santa Barbara offers an average of 17 more total paid leave days than the market average across all years of service.
*Italics indicates PTO program.

Years of Service
Comparable Agencies 1 5 10 15 20 25
City of Beverly Hills 32 40 40 46 46 46
City of Burbank 32 37 37 42 42 42
City of Huntington Beach 25 27 29 32 32 32
City of Irvine 44 49 49 54 54 54
City of Newport Beach 37 38 41 43 46 49
City of Oxnard 33 38 43 48 48 48
City of Pasadena 20 20 25 30 30 30
City of Santa Cruz 24 24 29 34 34 34
City of Santa Monica 38 38 40 43 43 43
City of Torrance 32 36 44 46 46 49
Market Average 32 35 38 42 42 43
City of Santa Barbara 44 47 54 57 60 60
Difference between City of
Santa Barbara and Market
Average
13 13 17 16 18 18
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Chart 1. Total Paid Leave Days
(including Vacation/PTO, Sick Leave, Holidays, and Personal Leave) at 1, 5, 10, 15, 20, and 25+ Years of Service1
1Includes floating holidays
32 35
38 42 42 43 44
47 54
57 60 60
0 10
20 30
40 50
60 70
1 5 10 15 20 25+
Total Leave Days
Years of Service
Market Average City of Santa Barbara
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Study Findings: Health-Related
Benefits
We collected information on cost and cost sharing arrangements for the most populous medical, dental and vision plans offered to full-time employees.

Total Health Costs
Overall, based on the information provided for the City’s most populous plan, the PPO plan, we found that the City of Santa Barbara’s total health-related costs (medical, dental, vision) are less that the market average of the comparable agencies across all tiers of coverage, as seen in the summary Table 12, below for both employer and employee costs, with the exception of the employee cost sharing amount for Family coverage.

Table 12
Total Health Plan Monthly Premiums
(Includes Medical, Dental, and Vision)
Employee Only Employee + 1 Family

ER EE ER EE ER EE
Market Average $883 $42 $1,589 $87 $2,008 $170
City of Santa Barbara $757 $0 $1,477 $23 $1,487 $496
Difference between CoSB and
Market Average -$126 -$42 -$111 -$64 -$521 $327
The City’s weighted1 average annual employer health plan contributions are approximately $11,386 compared to the market average annual employer health plan contributions of $13,224.

Details by comparable agencies organization can be found in Appendix B – Details of Health, Dental and Vision Benefits.
1 Health Benefit Costs reflect the average per-person employer contribution toward medical, dental, and vision benefits, weighted by CoSB’s PPO enrollment among coverage tiers.
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Retirement Savings Plans and
OPEB Costs
Retirement Plans
Comparing retirement plan costs between sectors is a complex undertaking. Most public sector employers provide a defined benefit (DB) pension plan to their employees, with the plan typically funded through a combination of employer and employee contributions, similar to the CalPERS.

For the Defined Benefit Pension (DB) and Retiree Health benefits, the associated Normal Cost was utilized to represent one year of benefits accrued during active employment. The Normal Cost is calculated during the Actuarial Valuation and considers the following key elements in determining the benefit value:
• Benefit level and subsidy • Retirement eligibility
• Length of benefit period • Probability of receiving benefit It also measures the current year’s accrual, or allocation, of the total present value of benefits.

In this regard, it is an appropriate representation of the current year’s value of all earned retirement benefits. For the Defined Contribution Pension (DC) benefits, the employer contribution is often defined in a manner that is dependent on the employee’s contribution. For example, a common structure is the employer contributes 50% of the employee’s contribution to a maximum of 3% of salary. We used the maximum employer contribution to determine the benefit value in this analysis.

For all three retirement benefits (DB, DC, and Retiree Health), the value is expressed as a percentage of pay. This is consistent with how the Normal Cost is expressed and results in a benefit value that will vary by salary.

To complicate these comparisons further, public sector entities are increasingly offering defined contribution plans (as a supplement to the defined benefit programs).

Details by comparable agencies organization can be found in Appendix C – Details of Retirement Benefits and OPEB Costs.
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Other Post-Employment Benefits (OPEB)
The survey requested information on the current costs associated with retiree health benefits.

Similar to retirement plans, OPEB cost comparisons can be problematic. Retiree benefits and eligibility rules can vary significantly. In addition, current costs are heavily depended on historical funding levels, cost-sharing arrangements, workforce demographics, and rate calculation methods. Segal collected total OPEB costs as a percent of payroll as reported by each surveyed employer and/or found in the most recent financial statements.

Details by comparable agencies organization can be found in Appendix C – Details of Retirement Benefits and OPEB Costs.
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Appendix A—Details of Paid Leave Policies
The following tables provide the detailed data responses from the comparable agencies, effective as of September 1, 2023.

Table 13
Total Paid Leave Days Accrued over 25 Years
(including Vacation/PTO, Sick Leave, Holidays, and Personal Leave) Summary of Findings
The City of Santa Barbara offers an average of 17 more total paid leave days than the market average across all years of service. *Italics indicates PTO program.

Years of Service
Comparable
Agencies 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 25+ City of Beverly Hills 32 32 32 40 40 40 40 40 40 40 40 40 40 46 46 46 46 46 46 46 46 46 46 46 46 46 City of Burbank 32 32 32 32 37 37 37 37 37 37 37 37 37 37 42 42 42 42 42 42 42 42 42 42 42 42 City of Huntington
Beach 25 25 25 25 27 27 27 27 27 29 29 29 29 29 32 32 32 32 32 32 32 32 32 32 32 32 City of Irvine 44 44 44 49 49 49 49 49 49 49 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 City of Newport
Beach 37 37 37 37 38 38 38 38 41 41 41 43 43 43 43 45 45 45 45 46 46 46 46 46 49 49 City of Oxnard 33 33 33 33 38 38 38 38 38 43 43 43 43 43 48 48 48 48 48 48 48 48 48 48 48 48 #6470000v4/16699.001 21
Years of Service
Comparable
Agencies 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 25+ City of Pasadena 20 20 20 20 20 25 25 25 25 25 26 27 28 29 30 30 30 30 30 30 30 30 30 30 30 30 City of Santa Cruz 24 24 24 24 24 29 29 29 29 29 30 31 33 34 34 34 34 34 34 34 34 34 34 34 34 34 City of Santa Monica 38 38 38 38 38 40 40 40 40 40 43 43 43 43 43 43 43 43 43 43 43 43 43 43 43 43 City of Torrance 32 33 35 36 36 39 39 39 39 44 44 44 44 44 46 46 46 46 46 46 49 49 49 49 49 49 Market Average 32 32 32 33 35 36 36 36 36 38 39 39 39 40 42 42 42 42 42 42 42 42 42 42 43 43 City of Santa Barbara 44 44 47 47 47 54 54 54 54 54 57 57 57 57 57 60 60 60 60 60 60 60 60 60 60 60 Difference between
City of Santa Barbara
and Market Average
13 13 15 14 13 18 18 18 18 17 19 18 18 17 16 18 18 18 18 18 18 18 18 18 18 18 #6470000v4/16699.001 22
Table 14
Vacation Days Accrued over 25 Years
Summary of Findings
The City of Santa Barbara offers an average of six (6) more total paid leave days than the market average across all years of service. *Italics indicates PTO program.

Years of Service
Comparable
Agencies 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 25+ City of Beverly Hills 10 10 18 18 18 18 18 18 18 18 18 18 24 24 24 24 24 24 24 24 24 24 24 24 24 10 City of Burbank 11 11 11 11 16 16 16 16 16 16 16 16 16 16 21 21 21 21 21 21 21 21 21 21 21 21 City of Huntington
Beach PTO
City of Irvine 10 10 10 15 15 15 15 15 15 15 20 20 20 20 20 20 20 20 20 20 20 20 20 20 20 20 City of Newport
Beach PTO
City of Oxnard PTO
City of Pasadena 10 10 10 10 10 15 15 15 15 15 16 17 18 19 20 20 20 20 20 20 20 20 20 20 20 20 City of Santa Cruz 10 10 10 10 10 15 15 15 15 15 16 17 19 20 20 20 20 20 20 20 20 20 20 20 20 20 City of Santa Monica 12 12 12 12 12 14 14 14 14 14 17 17 17 17 17 17 17 17 17 17 17 17 17 17 17 17 #6470000v4/16699.001 23
Years of Service
Comparable
Agencies 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 25+ City of Torrance 8 9 11 12 12 15 15 15 15 20 20 20 20 20 22 22 22 22 22 22 25 25 25 25 25 25 Market Average 10 10 11 13 13 15 15 15 15 16 18 18 18 19 21 21 21 21 21 21 21 21 21 21 21 21 City of Santa Barbara 12 12 15 15 15 22 22 22 22 22 25 25 25 25 25 28 28 28 28 28 28 28 28 28 28 28 Difference between
City of Santa Barbara
and Market Average
2 2 5 2 2 7 7 7 7 6 7 7 7 6 4 7 7 7 7 7 7 7 7 7 7 7
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Table 15
PTO Days Accrued over 25 Years
Summary of Findings
Three (3) comparable agencies offer PTO programs for their Police employees ranging, on average, from 23 days per year to 34 days per year.

Years of Service
Comparable
Agencies 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 25+ City of Beverly Hills Traditional Paid Time Off
City of Burbank Traditional Paid Time Off
City of Huntington
Beach 15 15 15 15 17 17 17 17 17 19 19 19 19 19 22 22 22 22 22 22 22 22 22 22 22 22 City of Irvine Traditional Paid Time Off
City of Newport
Beach 21 21 21 21 22 22 22 22 25 25 25 27 27 27 27 29 29 29 29 30 30 30 30 30 33 33 City of Oxnard 33 33 33 33 38 38 38 38 38 43 43 43 43 43 48 48 48 48 48 48 48 48 48 48 48 48 City of Pasadena Traditional Paid Time Off
City of Santa Cruz Traditional Paid Time Off
City of Santa Monica Traditional Paid Time Off
City of Torrance Traditional Paid Time Off
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Years of Service
Comparable
Agencies 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 25+ Market Average 23 23 23 23 26 26 26 26 26 29 29 29 29 29 32 33 33 33 33 33 33 33 33 33 34 34 City of Santa Barbara Traditional Paid Time Off
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Table 16
Vacation/PTO Days – Carry Over
Summary of Findings
The City of Santa Barbara offers 75 bankable vacation and PTO days, compared to the market average of 60 days.
*Italics indicates PTO program.

Comparable Agencies Carryover Unused
Vacation/PTO Days (Yes/No) Maximum Bankable Days
City of Beverly Hills Yes 54
City of Burbank Yes 69
City of Huntington Beach1 Yes 55
City of Irvine Yes 30
City of Newport Beach Yes 88
City of Oxnard Yes 145
City of Pasadena Yes 40
City of Santa Cruz2 Yes 40
City of Santa Monica3 Yes 51
City of Torrance4 Yes 25
Market Average -- 60
City of Santa Barbara Yes 75
1City of Huntington Beach – Employee may request transfer of unused earned General Leave to deferred comp no later than the end of the pay period prior to the employee's last day of employment. Any unused earned GL remaining upon separation for employee who participate in the Retiree Medical Trust will be transferred to the qualified medical retirement trust program on a pretax basis. 2City of Santa Cruz – Vacation accumulation may not exceed twice the annual rate of accrual; Employees with at least five (5) years of service may designate up to forty (40) hours of vacation time as cashable in the next calendar year. 3City of Santa Monica – Each employee has the option to cash out accrued vacation leave based upon the years of service completed; Less than 5 years of service can cash out up to 30 hours, more than 5 years of service can cash out up to 60 hours. 4City of Torrance – Employees may accrue vacation up to the amount earned over the preceding 24 months; Vacation accrual, carry-over, and cash-out is dependent on length of service; on a quarterly basis, employees can cash out 50% of their accrued vacation; at termination and retirement, employees can cash out up to accrued bank. #6470000v4/16699.001 27
Table 17
Vacation/PTO Days - Cash-Out
Summary of Findings
The City of Santa Barbara does not allow Vacation/PTO days to be cashed out at year end while seven (7) of the comparable agencies do allow an average of ten (10) days to be cashed out at year end. For days cashed out at termination and retirement, the City allows 75 days of unused vacation/PTO to be cashed out, compared to the market average of 38 and 8 days, respectively. *Italics indicates PTO program.

Comparable Agencies
Can Unused
Vacation/PTO be
Cashed-Out
Number of Days
that can be
Cashed Out at
Year End
Number of Days
that can be
Cashed Out at
Termination
Number of Days
that can be
Cashed Out at
Retirement
City of Beverly Hills Yes NR All All
City of Burbank Yes 10 Unlimited 0
City of Glendale Yes 10 Unlimited Unlimited
City of Huntington Beach1 NR NR 88 NR
City of Irvine Yes 10 Unlimited Unlimited
City of Newport Beach Yes 15 Unlimited Unlimited
City of Oxnard Yes 9 40 NR
City of Pasadena Yes 5 NR NR
City of Santa Cruz2 Yes See note 0 0
City of Santa Monica3 Yes 13 25 25
City of Torrance4 Yes 13 25 25
Market Average -- 10 38 8
City of Santa Barbara Yes 0 75 75
1City of Huntington Beach – Employee may request transfer of unused earned General Leave to deferred comp no later than the end of the pay period prior to the employee's last day of employment. Any unused earned GL remaining upon separation for employee who participate in the Retiree Medical Trust will be transferred to the qualified medical retirement trust program on a pretax basis. 2City of Santa Cruz – Vacation accumulation may not exceed twice the annual rate of accrual; Employees with at least five (5) years of service may designate up to forty (40) hours of vacation time as cashable in the next calendar year. 3City of Santa Monica – Each employee has the option to cash out accrued vacation leave based upon the years of service completed; Less than 5 years of service can cash out up to 30 hours, more than 5 years of service can cash out up to 60 hours. 4City of Torrance – Employees may accrue vacation up to the amount earned over the preceding 24 months; Vacation accrual, carry-over, and cash-out is dependent on length of service; on a quarterly basis, employees can cash out 50% of their accrued vacation; at termination and retirement, employees can cash out up to accrued bank. #6470000v4/16699.001 28
Table 18
Sick Leave Days Annual Accrual and Carry Over
Summary of Findings
The City of Santa Barbara offers Police employees the ability to carry over unused sick leave, with a maximum bankable limit of 260 days, compared to the market average of 115 days. *Italics indicates PTO program.

Comparable Agencies Days Accrued Per
Year
Carryover Unused
Sick Leave
(Yes/No)
Maximum
Bankable Days
City of Beverly Hills1 12 Yes Unlimited
City of Burbank2 8 Yes NR
City of Huntington Beach N/A N/A N/A
City of Irvine3 12 Yes Unlimited
City of Newport Beach N/A N/A N/A
City of Oxnard N/A N/A N/A
City of Pasadena4 10 Yes 260
City of Santa Cruz5 12 Yes 50
City of Santa Monica6 12 Yes 51
City of Torrance7 12 Yes 100
Market Average 11 -- 115
City of Santa Barbara8 12 Yes 260
1 City of Beverly Hills: Sick leave shall be calculated at the rate of pay, including all education and assignment pays, received by the employee at the time of his/her separation. Police personnel who have achieved twenty (20) or more continuous years of service shall be eligible for sick leave pay upon separation of employment with the City at the rate of four percent (4%) of accrued, unused sick leave per full year of service. Sick leave shall be calculated at the rate of pay, including all education and assignment pays, received by the employee at the time of his/her separation. 2 City of Burbank: Entitled to receive 70% of the value of his/her accrued sick leave computed from his/her last base salary as an employee.
3 City of Irvine: Employees shall be eligible, if they so desire, each quarter (January 1, April 1, July 1, October 1) to convert unused personal sick leave in excess of 168 hours to vacation in whole hour increments. The conversion rate shall be based on years of service of consecutive full-time service with the City of Irvine. 4 City of Pasadena: Unit members who retire from the City may convert up to 1200 hours of accrued and unused sick leave to service credit. Unit members may use up to one-half of one year’s annual accrual (40 hours) for family sick leave purposes. Sick leave accrual that is in excess of 1200 hours may be cashed out or allocated to the unit member’s defined contribution plan at 50% of its value. This election can occur once per calendar year. 5City of Santa Cruz: On the last pay date in June each year, employees who have accumulated more than four hundred (400) hours of sick leave must choose one of the following options: To receive a cash pay-off, or equivalent vacation hours, of all hours in excess of four hundred (400) at the rate of thirty-three percent (33%) of their current rate of pay. Or To “bank” all hours in excess of four hundred (400). Banked hours may not later be converted to cash and will be used as sick leave only when all other sick leave is exhausted. Employees who retire and are eligible for retiree health coverage, pursuant to Section 19.04-Retiree Medical Incentive of this agreement, shall also be eligible to receive the equivalent dollar credit for retiree health coverage at the rate of thirty-three percent (33%) of their current rate of pay for all unused sick leave hours. This amount will be maintained by the City for the reimbursement of retiree health coverage. (This section will not be available to employees who chose to utilize the PERS sick leave Service Credit option.)
#6470000v4/16699.001 29
6City of Santa Monica: Each employee has the option to cash out accrued vacation leave based upon the years of service completed; Less than 5 years of service can cash out up to 30 hours, more than 5 years of service can cash out up to 60 hours. 7City of Torrance: Max accrual for sick leave is 800 hours. At termination: after 18 months of service, each hour of accumulated sick leave shall equal 1/4 hour pay; after 7 years of service, each hour of accumulated sick leave shall equal 1/2 hourly pay; 20 years of service, each hour of accumulated sick leave shall be paid at 100%; At retirement, each hour of accumulated sick leave shall be paid at 100% hourly pay. Upon the accrual of 300 hours, an employee may elect to convert all additional sick leave to cash or a deferred compensation plan. Upon notification to the Finance Department on or before the 5th of February, May, August, and/or November of each year, employees may cash in at 100% of hourly rate inclusive of current educational incentive. Payment shall be made no later than the last pay period of the months named. 8 City of Santa Barbara: In order to qualify for service credit for sick leave upon retirement, the retiring employee must have been hired by the City on or before September 17, 2013 and have at least 500 sick leave hours. #6470000v4/16699.001 30
Table 19
Sick Leave Days Cash Out
Summary of Findings
The City of Santa Barbara does not cash-out sick leave days at year end or termination, although a number of comparable agencies have some provision for cashing-out sick leave at year end or termination. The City of Santa Barbara does allow all unused sick leave to be cashed out at retirement, and six (6) of the comparable agencies have some provision for cashing-out sick leave at retirement.

Number of Days that can be Cashed-Out
Comparable Agencies Can Unused Sick
Leave be Cashed-Out At Year End At Termination At Retirement City of Beverly Hills1 Yes 3.125 All All
City of Burbank2 Yes NR See Note See Note
City of Huntington Beach N/A N/A N/A N/A
City of Irvine3 Yes See Note See Note See Note
City of Newport Beach N/A N/A N/A N/A
City of Oxnard N/A N/A N/A N/A
City of Pasadena4 Yes NR 150 150
City of Santa Cruz5 Yes See Note See Note See Note
City of Santa Monica6 Yes See Note 0 0
City of Torrance7 Yes See Note 100 100
Market Average -- 3 83 83
City of Santa Barbara8 Yes 0 0 See Note
1 City of Beverly Hills: Sick leave shall be calculated at the rate of pay, including all education and assignment pays, received by the employee at the time of his/her separation. 2. Police personnel who have achieved twenty (20) or more continuous years of service shall be eligible for sick leave pay upon separation of employment with the City at the rate of four percent (4%) of accrued, unused sick leave per full year of service. Sick leave shall be calculated at the rate of pay, including all education and assignment pays, received by the employee at the time of his/her separation. 2 City of Burbank: Entitled to receive 70% of the value of his/her accrued sick leave computed from his/her last base salary as an employee.
3 City of Irvine: Employees shall be eligible, if they so desire, each quarter (January 1, April 1, July 1, October 1) to convert unused personal sick leave in excess of 168 hours to vacation in whole hour increments. The conversion rate shall be based on years of service of consecutive full-time service with the City of Irvine. 4 City of Pasadena: Unit members who retire from the City may convert up to 1200 hours of accrued and unused sick leave to service credit. Unit members may use up to one-half of one year’s annual accrual (40 hours) for family sick leave purposes. Sick leave accrual that is in excess of 1200 hours may be cashed out or allocated to the unit member’s defined contribution plan at 50% of its value. This election can occur once per calendar year. 5City of Santa Cruz: On the last playdate in June each year, employees who have accumulated more than four hundred (400) hours of sick leave must choose one of the following options: To receive a cash pay-off, or equivalent vacation hours, of all hours in excess of four hundred (400) at the rate of thirty-three percent (33%) of their current rate of pay. Or To “bank” all hours in excess of #6470000v4/16699.001 31
four hundred (400). Banked hours may not later be converted to cash and will be used as sick leave only when all other sick leave is exhausted. Employees who retire and are eligible for retiree health coverage, pursuant to Section 19.04-Retiree Medical Incentive of this agreement, shall also be eligible to receive the equivalent dollar credit for retiree health coverage at the rate of thirty-three percent (33%) of their current rate of pay for all unused sick leave hours. This amount will be maintained by the City for the reimbursement of retiree health coverage. (This section will not be available to employees who chose to utilize the PERS sick leave Service Credit option.)
6City of Santa Monica: Each employee has the option to cash out accrued vacation leave based upon the years of service completed; Less than 5 years of service can cash out up to 30 hours, more than 5 years of service can cash out up to 60 hours. 7City of Torrance: Max accrual for sick leave is 800 hours. At termination: after 18 months of service, each hour of accumulated sick leave shall equal 1/4 hour pay; after 7 years of service, each hour of accumulated sick leave shall equal 1/2 hourly pay; 20 years of service, each hour of accumulated sick leave shall be paid at 100%; At retirement, each hour of accumulated sick leave shall be paid at 100% hourly pay. Upon the accrual of 300 hours, an employee may elect to convert all additional sick leave to cash or a deferred compensation plan. Upon notification to the Finance Department on or before the 5th of February, May, August, and/or November of each year, employees may cash in at 100% of hourly rate inclusive of current educational incentive. Payment shall be made no later than the last pay period of the months named. 8 City of Santa Barbara: In order to qualify for service credit for sick leave upon retirement, the retiring employee must have been hired by the City on or before September 17, 2013 and have at least 500 sick leave hours. #6470000v4/16699.001 32
Table 20
Holiday and Other Leave Benefits
Summary of Findings
The City of Santa Barbara provides seven and a half (7.5) holidays and 0 personal or floating holidays, which is less than the market average of 10 holidays and 1 personal or floating holiday(s).

Comparable Agencies Holidays Personal or Floating Holidays City of Beverly Hills1 9 1
City of Burbank 11 2
City of Huntington Beach 10 0
City of Irvine 12 10
City of Newport Beach 12 4
City of Oxnard N/A N/A
City of Pasadena2 9 3.75
City of Santa Cruz3 14 0
City of Santa Monica4 14 NR
City of Torrance5 12 Varies
Market Average 11 3
City of Santa Barbara6 16 4
1 City of Beverly Hills: Holiday days are based on 12.5 hour day. 2 City of Pasadena: The floating holiday bank has a maximum of 120 hours. Upon reaching the maximum, any additional floating holiday hours earned will be paid as cash at the base hourly rate of pay. Once per calendar year, employees may request to cash out earned but unused floating holiday hours. At the time of separation from employment, earned but unused floating holiday hours will be paid to the employee with the final paycheck at the employees’ base hourly rate of pay. 3 City of Santa Cruz: On the last pay day in June each year, up to forty (40) hours of unused holiday time will transfer to employees’ vacation balances, not to exceed the vacation accrual maximum set out in Section 16.02-Rate of Maximum Vacation Accrual. 4 City of Santa Monica: Employees who have completed ten or more years of service as of June 30th of each year shall receive 40 hours of personal leave which must be used within the subsequent 12 months. 5 City of Torrance: Employees are paid for 12 (8) hour holidays, but cannot take the time off. Commencing with the 13th month of service, employees earn 9 days of annual leave. Commencing with the 25th month of service, employees earn 12 days of annual leave.
6 City of Santa Barbara: Holiday "days" is factored with an 8 hour day. #6470000v4/16699.001 33
Appendix B—Details of Health,
Dental and Vision Benefits
The following tables provide the detailed data responses from the comparable agencies, effective as of September 1, 2023.

Table 21
Total Health Plan Monthly Premiums
(Medical, Dental, and Vision)
Summary of Findings
The City of Santa Barbara's average costs for Medical, Dental, and Vision are less than the market average and the employee cost sharing is less at the Employee and Employee +1 tiers of coverage but the employee cost share ($496) for Family coverage is more than the market average, which range from $0 to $386.

Employee Only Employee + 1 Family
Comparable Agencies ER EE ER EE ER EE
City of Beverly Hills $756 $0 $1,512 $0 $1,966 $0
City of Burbank $738 $82 $1,485 $165 $1,890 $210
City of Huntington Beach $900 $0 $1,780 $0 $2,264 $0
City of Irvine $784 $15 $1,648 $31 $2,352 $44
City of Newport Beach $755 $0 $1,509 $0 $1,624 $342
City of Oxnard $1,774 $0 $1,774 $159 $1,774 $326
City of Pasadena $738 $0 $1,477 $0 $1,920 $0
City of Santa Cruz $1,005 $93 $1,940 $131 $2,749 $138
City of Santa Monica $740 $101 $1,424 $176 $1,888 $250
City of Torrance $641 $134 $1,337 $212 $1,658 $386
Market Average $883 $42 $1,589 $87 $2,008 $170
City of Santa Barbara $757 $0 $1,477 $23 $1,487 $496
#6470000v4/16699.001 34
Table 22
Total Health Plan Cost Sharing
(Medical, Dental, and Vision)
Summary of Findings
The City of Santa Barbara cost sharing for all health-related benefits is competitive with the market at for the Employee and Employee +1 tiers of coverage, but for the Family tier, the City’s cost sharing is below than the market average.

Employee Only Employee + 1 Family
Comparable Agencies ER EE ER EE ER EE
City of Beverly Hills 100% 0% 100% 0% 100% 0%
City of Burbank 90% 10% 90% 10% 90% 10%
City of Huntington Beach 100% 0% 100% 0% 100% 0%
City of Irvine 98% 2% 98% 2% 98% 2%
City of Newport Beach 100% 0% 100% 0% 83% 17%
City of Oxnard 100% 0% 92% 8% 84% 16%
City of Pasadena 100% 0% 100% 0% 100% 0%
City of Santa Cruz 92% 8% 94% 6% 95% 5%
City of Santa Monica 88% 12% 89% 11% 88% 12%
City of Torrance 83% 17% 86% 14% 81% 19%
Market Average 95% 5% 95% 5% 92% 8%
City of Santa Barbara 100% 0% 98% 2% 75% 25%
#6470000v4/16699.001 35
Table 23
Medical Plan Monthly Premiums
Summary of Findings
The City of Santa Barbara's PPO medical plan premiums are lower than the market average across all coverage tiers while the employee cost is less than the market average for Employee and Employee +1 tiers of coverage but much greater than the market average for the Family tier of coverage.

Employee Only Employee + 1 Family
Comparable Agencies Medical
Plan Type ER EE ER EE ER EE
City of Beverly Hills HMO $756 $0 $1,512 $0 $1,966 $0
City of Burbank PPO $738 $82 $1,485 $165 $1,890 $210
City of Huntington
Beach PPO $820 $0 $1,650 $0 $2,100 $0
City of Irvine HMO $784 $15 $1,648 $31 $2,352 $44
City of Newport Beach HMO $755 $0 $1,509 $0 $1,624 $342 City of Oxnard PPO $1,774 $0 $1,774 $159 $1,774 $326
City of Pasadena HMO $738 $0 $1,477 $0 $1,920 $0
City of Santa Cruz HMO $932 $93 $1,940 $131 $2,554 $138 City of Santa Monica PPO $730 $90 $1,424 $176 $1,869 $231 City of Torrance HMO $604 $134 $1,267 $209 $1,587 $331
Market Average -- $863 $41 $1,569 $87 $1,964 $162
City of Santa Barbara PPO $696 $0 $1,375 $17 $1,375 $435 #6470000v4/16699.001 36
Table 24
Medical Plan Monthly Cost Sharing
Summary of Findings
The City of Santa Barbara's cost sharing arrangement is more generous than the comparable agencies for the Employee and the Employee +1 tiers of coverage, covering approximately 100% of the monthly premium cost. For the Family tier of coverage, the City’s cost sharing arrangement is less generous, covering 76% of the monthly premium cost while the comparable agencies average is 92% of the monthly premium cost.

Employee Only Employee + 1 Family
Comparable Agencies Medical
Plan Type ER EE ER EE ER EE
City of Beverly Hills HMO 100% 0% 100% 0% 100% 0%
City of Burbank PPO 90% 10% 90% 10% 90% 10%
City of Huntington
Beach PPO 100% 0% 100% 0% 100% 0%
City of Irvine HMO 98% 2% 98% 2% 98% 2%
City of Newport Beach HMO 100% 0% 100% 0% 83% 17%
City of Oxnard PPO 100% 0% 92% 8% 84% 16%
City of Pasadena HMO 100% 0% 100% 0% 100% 0%
City of Santa Cruz HMO 91% 9% 94% 6% 95% 5%
City of Santa Monica PPO 89% 11% 89% 11% 89% 11%
City of Torrance HMO 82% 18% 86% 14% 83% 17%
Market Average -- 95% 5% 95% 5% 92% 8%
City of Santa Barbara PPO 100% 0% 99% 1% 76% 24%
#6470000v4/16699.001 37
Table 25
Dental Plan Monthly Premiums
Summary of Findings
Four (4) of the comparable agencies include the cost of dental coverage in their medical premium.

Compared to the three (3) comparable agencies who reported dental premium costs, the City of Santa Barbara covers the full monthly dental premium cost for Employee and the Employee +1 tiers of coverage, but the City’s cost is greater than the market average for both tiers. For the Family tier, the City’s monthly premium cost is less than the market average but the employee pays more than the market average.

Employee Only Employee + 1 Family
Comparable Agencies ER EE ER EE ER EE
City of Beverly Hills* N/A N/A N/A N/A N/A N/A
City of Burbank* N/A N/A N/A N/A N/A N/A
City of Huntington Beach $58 $0 $108 $0 $142 $0
City of Irvine* N/A N/A N/A N/A N/A N/A
City of Newport Beach NR NR NR NR NR NR
City of Oxnard* N/A N/A N/A N/A N/A N/A
City of Pasadena NR NR NR NR NR NR
City of Santa Cruz $60 $0 N/A N/A $174 $0
City of Santa Monica NR NR NR NR NR NR
City of Torrance $34 $0 $67 $0 $67 $49
Market Average $51 $0 $88 $0 $128 $16
City of Santa Barbara $54 $0 $95 $0 $105 $48
* Included in medical plan.
#6470000v4/16699.001 38
Table 26
Dental Plan Monthly Cost Sharing
Summary of Findings
Similar to the comparable agencies where the premium is not included in the medical plan premium, the City of Santa Barbara pays 100% of the monthly premium costs for Employee and Employee +1 tiers of coverage.

Employee Only Employee + 1 Family
Comparable Agencies ER EE ER EE ER EE
City of Beverly Hills* N/A N/A N/A N/A N/A N/A
City of Burbank* N/A N/A N/A N/A N/A N/A
City of Huntington Beach 100% 0% 100% 0% 100% 0%
City of Irvine* N/A N/A N/A N/A N/A N/A
City of Newport Beach N/A N/A N/A N/A N/A N/A
City of Oxnard* N/A N/A N/A N/A N/A N/A
City of Pasadena N/A N/A N/A N/A N/A N/A
City of Santa Cruz 100% 0% N/A N/A 100% 0%
City of Santa Monica N/A N/A N/A N/A N/A N/A
City of Torrance 100% 0% 100% 0% 58% 42%
Market Average 100% 0% 100% 0% 89% 11%
City of Santa Barbara 100% 0% 100% 0% 69% 31%
* Included in medical plan.
#6470000v4/16699.001 39
Table 27
Vision Plan Monthly Premiums
Summary of Findings
Four (4) of the comparable agencies include the cost of vision coverage in their medical premium.

Compared to the four (4) comparable agencies who reported vision premium costs, the City of Santa Barbara's employer vision plan premium costs are lower than the market average across all coverage tiers but the employee cost is greater than the market average for the Employee and Employee +1 tiers of coverage.

Employee Only Employee + 1 Family
Comparable Agencies ER EE ER EE ER EE
City of Beverly Hills* N/A N/A N/A N/A N/A N/A
City of Burbank1 N/A N/A N/A N/A N/A N/A
City of Huntington Beach $22 $0 $22 $0 $22 $0
City of Irvine* N/A N/A N/A N/A N/A N/A
City of Newport Beach NR NR NR NR NR NR
City of Oxnard* N/A N/A N/A N/A N/A N/A
City of Pasadena NR NR NR NR NR NR
City of Santa Cruz $12 $0 N/A N/A $22 $0
City of Santa Monica $11 $11 N/A N/A $19 $19
City of Torrance $3 $0 $3 $3 $3 $6
Market Average $12 $3 $13 $1 $16 $6
City of Santa Barbara $7 $0 $8 $6 $8 $14
* Included in medical plan. 1
City of Burbank: Included in Medical; Coverage is for the employee only; additional coverage for dependents may be purchased on a voluntary basis.
#6470000v4/16699.001 40
Table 28
Vision Plan Monthly Cost Sharing
Summary of Findings
Four (4) of the comparable agencies include the cost of vision coverage in their medical premium.

Similar to the four (4) comparable agencies who reported dental premium costs, the City of Santa Barbara's covers 100% of the monthly vision premium for the Employee and Employee +1 tiers of coverage. For the Family tier of coverage, the City’s cost sharing is less generous than the comparable agencies and the City employees pay a greater portion of the monthly premium.

Employee Only Employee + 1 Family
Comparable Agencies ER EE ER EE ER EE
City of Beverly Hills* N/A N/A N/A N/A N/A N/A
City of Burbank1 N/A N/A N/A N/A N/A N/A
City of Huntington Beach 100% 0% 100% 0% 100% 0%
City of Irvine* N/A N/A N/A N/A N/A N/A
City of Newport Beach N/A N/A N/A N/A N/A N/A
City of Oxnard* N/A N/A N/A N/A N/A N/A
City of Pasadena N/A N/A N/A N/A N/A N/A
City of Santa Cruz 100% 0% N/A N/A 100% 0%
City of Santa Monica 50% 50% N/A N/A 50% 50%
City of Torrance 100% 0% 53% 47% 36% 64%
Market Average 100% 0% 100% 0% 89% 11%
City of Santa Barbara 100% 0% 100% 0% 69% 31%
*Included in medical plan.
1 City of Burbank: Included in Medical; Coverage is for the employee only; additional coverage for dependents may be purchased on a voluntary basis.
#6470000v4/16699.001 41
Appendix C—Details of Retirement Benefits and
OPEB Costs
The following tables provide the detailed data responses from the comparable agencies, effective as of September 1, 2023.

Table 29
Total Retirement Contribution Information
Defined Benefit Defined Contribution Deferred Compensation Total
Employer
Contribution Survey Participant Employer
Normal Cost
Required EE
Contribution
Additional
Employer
Contribution
Employer
Contribution
Required EE
Contribution
Employer
Total
Contribution
Required EE
Contribution
City of Beverly Hills 22.16% 9.91% 0.00% N/A N/A $320.00 $0.00 22.16% City of Burbank 24.01% 10.65% 0.00% NR NR NR NR 24.01%
City of Huntington Beach 22.33% 10.23% 0.00% N/A N/A 0.00% 0.00% 22.33% City of Irvine 25.84% 10.12% 0.00% 6.25% 0.00% N/A N/A 32.09% City of Newport Beach 21.96% 9.73% 0.00% NR NR 2.00% Up to IRS Max 23.96%
City of Oxnard 28.48% 10.95% 0.00% 0.90% 0.00% 0.00% 0.00% 29.38% City of Pasadena 20.96% 10.17% 0.00% NR NR 0.00% Up to IRS Max 20.96%
City of Santa Cruz 27.29% 14.50% 0.00% N/A N/A 0.00% Voluntary 27.29% #6470000v4/16699.001 42
Defined Benefit Defined Contribution Deferred Compensation Total
Employer
Contribution Survey Participant Employer
Normal Cost
Required EE
Contribution
Additional
Employer
Contribution
Employer
Contribution
Required EE
Contribution
Employer
Total
Contribution
Required EE
Contribution
City of Santa Monica 25.90% 10.06% 0.00% NR NR NR NR 25.90% City of Torrance 29.39% 9.67% 0.00% $1,021.54 0.00% N/A N/A 29.39% Market Average 24.83% 10.60% 0.00% 3.58% 0.00% 0.40% 0.00% 25.75% City of Santa Barbara 23.55% 10.69% 0.00% N/A N/A 0.00% 0.00% 23.55% #6470000v4/16699.001 43
Table 30
Defined Benefit / Pension Plan Contribution Information Summary of Findings
City of Santa Barbara's defined benefit plan’s employer normal cost is lower compared to the market average and requires a slightly higher contribution from employees.

Comparable Agencies Plan Name Employer Normal
Cost
Required Employee
Contribution
City of Beverly Hills Safety Plan of the City of Beverly Hills 22.16% 9.91% City of Burbank Safety Police Plan of the City of Burbank 24.01% 10.65% City of Huntington Beach Safety Plan of the City of Huntington Beach 22.33% 10.23% City of Irvine Safety Plan of the City of Irvine 25.84% 10.12% City of Newport Beach Safety Plan of the City of Newport Beach 21.96% 9.73% City of Oxnard Safety Police Plan of the City of Oxnard 28.48% 10.95% City of Pasadena Safety Plan of the City of Pasadena 20.96% 10.17% City of Santa Cruz PEPRA Safety Police Plan of the City of Santa Cruz 27.29% 14.50%
City of Santa Monica Safety Police Plan of the City of Santa Monica 25.90% 10.06%
City of Torrance Safety Police Plan of the City of Torrance 29.39% 9.67% Market Average -- 24.83% 10.60%
City of Santa Barbara CalPERS Safety Police Plan 23.55% 10.69% #6470000v4/16699.001 44
Table 31
Defined Contributions (401(a), 403(b), etc.)
Summary of Findings
City of Santa Barbara's does not provide a defined contribution plan and only two (2) comparable agencies reported providing a defined contribution plan.

Comparable Agencies Plan Name
Total
Employer
Contributions
Required
Employee
Contribution
City of Beverly Hills N/A N/A N/A
City of Burbank NR NR NR
City of Huntington Beach N/A N/A N/A
City of Irvine Irvine Employee's Benefit Trust 6.25% 0
City of Newport Beach NR NR NR
City of Oxnard 401a 0.90% 0
City of Pasadena NR NR NR
City of Santa Cruz N/A N/A N/A
City of Santa Monica NR NR NR
City of Torrance 401a Plan $1,022 0
Market Average N/A 3.58% $0
City of Santa Barbara N/A N/A N/A
#6470000v4/16699.001 45
Table 32
Deferred Compensation Plan (457)
Summary of Findings
The City of Santa Barbara's does not contribute to or require employees to contribute to their deferred compensation plan. Two (2) comparable agencies provide employer contributions to their deferred compensation plan and similar to the City, do not require employees to contribute to the plan.

Comparable Agencies Plan Name Total Employer
Contributions
Required Employee
Contribution
City of Beverly Hills Deferred Comp $320 0.00%
City of Burbank NR NR NR
City of Huntington Beach Nationwide 0.00% 0.00%
City of Irvine N/A N/A N/A
City of Newport Beach Deferred Compensation
Plan 2.00% Up to IRS Max
City of Oxnard Voya 0.00% 0.00%
City of Pasadena 457 (b) plan 0.00% Up to IRS Max
City of Santa Cruz Various 0.00% Voluntary
City of Santa Monica NR NR NR
City of Torrance N/A N/A N/A
Market Average -- $320 or 0 – 2% 0% or up to IRS Max
City of Santa Barbara Voya $0 $0
#6470000v4/16699.001 46
Table 33
Average Annual Costs for Other Post-Employment Benefits Summary of Findings
The City of Santa Barbara's employer normal cost for OPEB is 2.70% compared to the market average of 2.25%, while the total employer contributions (1.30%) are less than the market average (3.78%).

Comparable Agencies Total Employer Normal
Cost
Total Employer
Contribution
City of Beverly Hills 2.54% 9.12%
City of Burbank 1.22% 2.45%
City of Huntington Beach 1.58% 2.66%
City of Irvine 0.85% Information not available
City of Newport Beach 0.67% 7.30%
City of Oxnard 3.02% 1.02%
City of Pasadena 3.07% 1.77%
City of Santa Cruz 4.59% 1.84%
City of Santa Monica 3.50% 3.50%
City of Torrance 1.43% 4.41%
Market Average 2.25% 3.78%
City of Santa Barbara 2.70% 1.30%
#6470000v4/16699.001 47
Appendix D—Detailed Market
Data Reports
Please see the detailed market data reports for each benchmark job title on the following pages.

City of Santa Barbara
Detailed Market Data (Adjusted)
Parking Enforcement Officer
Police Job Family
Comparable Agency Matching Title Exemption
Status
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
City of Beverly Hills Parking Enforcement Officer Non-Exempt $59,771 $66,439 $73,107 City of Burbank Parking Control Officer Non-Exempt $46,448 $55,238 $64,029 City of Huntington Beach Parking/Traffic Control Officer Non-Exempt $45,058 $52,720 $60,382 City of Irvine Parking Enforcement Officer Non-Exempt $57,822 $74,365 $90,907 City of Newport Beach Police Community Services Officer Non-Exempt $48,943 $64,327 $79,711 City of Oxnard Public Safety Field Tech Non-Exempt $43,504 $54,566 $65,628 City of Pasadena Parking Enforcement Representative Non-Exempt $44,838 $50,417 $55,996 City of Santa Cruz Parking Enforcement Officer Non-Exempt $53,626 $64,543 $75,460 City of Santa Monica Parking Citation Review Officer Non-Exempt $58,784 $65,680 $72,577 City of Torrance Police Services Officer Non-Exempt $48,845 $55,600 $62,356 Comparable Agency Market Average $50,764 $60,390 $70,015 City of Santa Barbara Parking Enforcement Officer Non-Exempt $57,287 $63,460 $69,632 City of Santa Barbara as a % of Comparable Agency Market Average 113% 105% 99% Provides enforcement related to parking control and vehicle abatement by issuing citations or warnings according to the applicable codes and vehicle registration codes.

Enforces street sweeping routes to ensure access for sweepers. Assists with street closures and/or directing traffic during parades, accidents, fires, natural events. Provides assistance to the public regarding reasons for citations. Appears in court to provide factual information regarding contested citations or abatements.

Minimum Qualifications: High School diploma or GED and California Driver's License at time of appointment.

N/A = Data Not Available
All data is adjusted based on geographic differences in the cost of labor and differences in workweek definition for Non-Exempt jobs only, as applicable.

D - 1
City of Santa Barbara
Detailed Market Data (Adjusted)
Police Chief
Police Job Family
Comparable Agency Matching Title Exemption
Status
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
City of Beverly Hills Chief of Police Exempt $245,516 $300,396 $355,276 City of Burbank Police Chief Exempt $204,277 $236,450 $268,624 City of Huntington Beach Police Chief Exempt $186,948 $218,739 $250,529 City of Irvine Director of Public Safety/Chief of Police Exempt $196,046 $240,965 $285,885 City of Newport Beach Police Chief Exempt $176,486 $227,206 $277,927 City of Oxnard Police Chief Exempt $204,005 $242,256 $280,507 City of Pasadena Police Chief Exempt $244,204 $274,730 $305,255 City of Santa Cruz Chief of Police Exempt $182,423 $207,587 $232,750 City of Santa Monica Chief of Police Exempt $281,168 $314,146 $347,124 City of Torrance Police Chief Exempt $220,141 $242,154 $264,167 Comparable Agency Market Average $214,121 $250,463 $286,804 City of Santa Barbara Police Chief Exempt $234,196 $259,432 $284,667 City of Santa Barbara as a % of Comparable Agency Market Average 109% 104% 99% Plans, organizes and directs activities of the Police Department related to the preservation of order, protection of life and property, enforcement of laws, codes and ordinances, investigations and prevention of crime, and maintenance of effective communication and records systems and other support activities. Develops, implements and revises departmental rules, procedures and policies.

Minimum Qualifications: Bachelor's Degree in Police Science, Public Administration or related field. Ten (10) years of experience including five (5) years in a supervisory or management capacity.

N/A = Data Not Available
All data is adjusted based on geographic differences in the cost of labor and differences in workweek definition for Non-Exempt jobs only, as applicable.

D - 2
City of Santa Barbara
Detailed Market Data (Adjusted)
Police Commander
Police Job Family
Comparable Agency Matching Title Exemption
Status
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
City of Beverly Hills Police Captain Exempt $209,365 $241,498 $273,632 City of Burbank Police Captain Exempt $166,313 $192,508 $218,702 City of Huntington Beach Police Captain Exempt $144,196 $168,716 $193,236 City of Irvine Police Commander Exempt $151,219 $182,063 $212,907 City of Newport Beach No Match N/A N/A N/A N/A
City of Oxnard No Match N/A N/A N/A N/A
City of Pasadena Police Commander Exempt $200,270 $225,303 $250,337 City of Santa Cruz Deputy Police Chief Exempt $164,949 $182,725 $200,500 City of Santa Monica Police Captain Exempt $174,464 $194,926 $215,388 City of Torrance Police Captain Exempt $187,142 $201,786 $216,431 Comparable Agency Market Average $174,740 $198,691 $222,641 City of Santa Barbara Police Commander Exempt $165,721 $183,578 $201,434 City of Santa Barbara as a % of Comparable Agency Market Average 95% 92% 90% This is a sworn management position that has broad command responsibility within the Police Department. Reports to an Assistant Police Chief or Chief of Police. Plans, directs, and coordinates the operational and administrative activities of assigned division(s) including the daily operations of Sworn Officers, Sergeants, Lieutenants, and Civilian personnel. Formulates and applies new approaches and techniques for effective law enforcement and crime prevention.

Minimum Qualifications: Bachelor's degree in public administration or related field and ten (10) years of progressively responsible experience as a sworn officer.

N/A = Data Not Available
All data is adjusted based on geographic differences in the cost of labor and differences in workweek definition for Non-Exempt jobs only, as applicable.

D - 3
City of Santa Barbara
Detailed Market Data (Adjusted)
Police Officer
Police Job Family
Comparable Agency Matching Title Exemption
Status
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
City of Beverly Hills Police Officer Non-Exempt $101,642 $113,961 $126,280 City of Burbank Police Officer Non-Exempt $88,540 $99,557 $110,574 City of Huntington Beach Police Officer Non-Exempt $89,774 $100,486 $111,198 City of Irvine Police Officer Non-Exempt $89,325 $106,402 $123,480 City of Newport Beach Police Officer Non-Exempt $74,948 $104,622 $134,297 City of Oxnard Police Officer I/II Non-Exempt $81,338 $104,298 $127,258 City of Pasadena Police Officer Non-Exempt $97,827 $105,638 $113,449 City of Santa Cruz Police Officer Non-Exempt $85,311 $105,675 $126,039 City of Santa Monica Police Officer N/A $107,899 $120,556 $133,213 City of Torrance Police Officer Exempt $84,948 $99,872 $114,796 Comparable Agency Market Average $90,155 $106,107 $122,058 City of Santa Barbara Police Officer Non-Exempt $102,772 $113,846 $124,920 City of Santa Barbara as a % of Comparable Agency Market Average 114% 107% 102% Performs patrols, investigations and responds to calls for service in an assigned area. Provides information to victims and witnesses of crime. Writes and executes various types of warrants, composes investigative reports and makes arrests. Initiates criminal investigations and uses resources to investigate crimes. May provide law enforcement support as a member of a co-response team.

Minimum Qualifications: High School diploma or GED. Valid driver's license and completion of POST approved Basic Academy.

N/A = Data Not Available
All data is adjusted based on geographic differences in the cost of labor and differences in workweek definition for Non-Exempt jobs only, as applicable.

D - 4
City of Santa Barbara
Detailed Market Data (Adjusted)
Police Property Evidence Technician
Police Job Family
Comparable Agency Matching Title Exemption
Status
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
City of Beverly Hills Property Officer Non-Exempt $60,329 $67,065 $73,800 City of Burbank Property and Evidence Technician Non-Exempt $50,677 $60,268 $69,858 City of Huntington Beach Property and Evidence Officer Non-Exempt $57,211 $66,939 $76,668 City of Irvine Police Property Evidence Technician Non-Exempt $57,822 $74,365 $90,907 City of Newport Beach Police Station Officer Non-Exempt $60,954 $75,525 $90,097 City of Oxnard Police Property Evidence Technician Non-Exempt $43,504 $54,566 $65,628 City of Pasadena Property and Evidence Technician Non-Exempt $56,246 $63,244 $70,243 City of Santa Cruz Police Property and Evidence Specialist Non-Exempt $52,470 $63,152 $73,834 City of Santa Monica Police Property/Evidence Technician Non-Exempt $56,627 $63,272 $69,917 City of Torrance Police Services Officer Non-Exempt $48,845 $55,600 $62,356 Comparable Agency Market Average $54,469 $64,400 $74,331 City of Santa Barbara Police Property Evidence Technician Non-Exempt $71,701 $79,427 $87,154 City of Santa Barbara as a % of Comparable Agency Market Average 132% 123% 117% Coordinates and performs activities related to receiving, storing, disposition and release of property and evidence collected by Police Department staff. Maintains custody of a wide variety of evidence, property, weapons and other items in accordance with applicable local, state and federal laws and regulations. Releases evidence and property to the Crime Lab and to sworn staff for court purposes, rightful owners upon authorization and to contract vendors for auction purposes.

Minimum Qualifications: High School diploma or GED and 6 months training in property and evidence management. Two (2) years of experience in law enforcement, records management or related field.

N/A = Data Not Available
All data is adjusted based on geographic differences in the cost of labor and differences in workweek definition for Non-Exempt jobs only, as applicable.

D - 5
City of Santa Barbara
Detailed Market Data (Adjusted)
Police Records Specialist
Police Job Family
Comparable Agency Matching Title Exemption
Status
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
City of Beverly Hills Police Records Specialist Non-Exempt $52,511 $58,312 $64,113 City of Burbank Police Records Technician Non-Exempt $54,733 $65,091 $75,450 City of Huntington Beach Police Records Specialist Non-Exempt $42,026 $49,173 $56,320 City of Irvine Police Records Specialist Non-Exempt $53,360 $68,659 $83,958 City of Newport Beach Records Specialist Non-Exempt $64,612 $79,973 $95,334 City of Oxnard Police Records Technician Non-Exempt $43,504 $54,566 $65,628 City of Pasadena Police Records Technician Non-Exempt $49,617 $55,791 $61,964 City of Santa Cruz Police Records Technician Non-Exempt $49,845 $59,991 $70,137 City of Santa Monica Police Records Technician N/A $56,627 $63,272 $69,917 City of Torrance Police Records Technician Non-Exempt $39,784 $45,275 $50,767 Comparable Agency Market Average $50,662 $60,010 $69,359 City of Santa Barbara Police Records Specialist Non-Exempt $52,630 $58,300 $63,971 City of Santa Barbara as a % of Comparable Agency Market Average 104% 97% 92% Performs a variety of functions related to the maintenance and preservation of police records to support the Police Records Bureau and the public. Enters, verifies, reports, and purges a variety of crime, police records and other information into local and/or State and National computerized files. Provides customer service, answers questions and processes payments.

Minimum Qualifications: High School diploma or GED and experience in office and administrative. CLETS/ NCIC certification or ability to obtain within one year.

N/A = Data Not Available
All data is adjusted based on geographic differences in the cost of labor and differences in workweek definition for Non-Exempt jobs only, as applicable.

D - 6
City of Santa Barbara
Detailed Market Data (Adjusted)
Police Sergeant
Police Job Family
Comparable Agency Matching Title Exemption
Status
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
City of Beverly Hills Police Sergeant Non-Exempt $119,319 $137,913 $156,507 City of Burbank Police Sergeant Non-Exempt $105,393 $123,568 $141,742 City of Huntington Beach Police Sergeant Non-Exempt $115,191 $128,949 $142,708 City of Irvine Police Sergeant Non-Exempt $111,841 $133,946 $156,051 City of Newport Beach Police Sergeant Non-Exempt $107,723 $133,429 $159,134 City of Oxnard Police Sergeant Non-Exempt $109,632 $137,736 $165,840 City of Pasadena Police Sergeant Non-Exempt $130,812 $139,020 $147,229 City of Santa Cruz Police Sergeant Non-Exempt $99,015 $126,316 $153,617 City of Santa Monica Police Sergeant N/A $143,455 $160,278 $177,101 City of Torrance Police Sergeant Exempt $119,044 $125,147 $131,249 Comparable Agency Market Average $116,143 $134,630 $153,118 City of Santa Barbara Police Sergeant Non-Exempt $132,539 $146,820 $161,102 City of Santa Barbara as a % of Comparable Agency Market Average 114% 109% 105% Performs as first line supervisor and coordinates field activities for the Police Department. Investigates crimes, performs routine administrative details and participates in patrol activities. Provides daily direction to staff through briefings and coordination of activities across the department.

N/A = Data Not Available
All data is adjusted based on geographic differences in the cost of labor and differences in workweek definition for Non-Exempt jobs only, as applicable.

D - 7
City of Santa Barbara
Detailed Market Data (Adjusted)
Public Safety Dispatch Supervisor
Police Job Family
Comparable Agency Matching Title Exemption
Status
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
City of Beverly Hills Communications Supervisor Non-Exempt $83,035 $92,480 $101,926 City of Burbank Communications Supervisor Non-Exempt $73,035 $86,857 $100,679 City of Huntington Beach Communications Supervisor Exempt $81,665 $91,420 $101,176 City of Irvine Public Safety Dispatch Supervisor Non-Exempt $66,664 $85,746 $104,829 City of Newport Beach Police Dispatcher, Senior Non-Exempt $71,743 $88,859 $105,976 City of Oxnard No Match N/A N/A N/A N/A
City of Pasadena Police Supervisor Non-Exempt $79,442 $89,372 $99,302 City of Santa Cruz No Match N/A N/A N/A N/A
City of Santa Monica Public Safety Dispatch Supervisor N/A $88,820 $99,239 $109,657 City of Torrance Public Safety Communications Supervisor Non-Exempt $71,539 $81,449 $91,360 Comparable Agency Market Average $76,993 $89,428 $101,863 City of Santa Barbara Public Safety Dispatch Supervisor Non-Exempt $96,693 $107,112 $117,531 City of Santa Barbara as a % of Comparable Agency Market Average 126% 120% 115% Performs as the first level supervisor of emergency police and medical dispatchers and performs dispatcher responsibilities as necessary. Ensures proper staffing, quality assurance of calls and dispatches.

N/A = Data Not Available
All data is adjusted based on geographic differences in the cost of labor and differences in workweek definition for Non-Exempt jobs only, as applicable.

D - 8
City of Santa Barbara
Detailed Market Data (Adjusted)
Public Safety Dispatcher II
Police Job Family
Comparable Agency Matching Title Exemption
Status
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
City of Beverly Hills Communications Dispatcher Non-Exempt $68,759 $76,501 $84,243 City of Burbank Communications Operator Non-Exempt $59,863 $71,192 $82,521 City of Huntington Beach Communications Operator Exempt $71,354 $79,895 $88,436 City of Irvine Public Safety Dispatcher II Non-Exempt $57,822 $74,365 $90,907 City of Newport Beach Police Dispatcher-Entry Level Non-Exempt $62,383 $77,281 $92,178 City of Oxnard Public Safety Dispatcher II Non-Exempt $63,374 $82,936 $102,498 City of Pasadena Police Dispatcher Non-Exempt $63,392 $71,279 $79,167 City of Santa Cruz No Match N/A N/A N/A N/A
City of Santa Monica Public Safety Dispatcher N/A $73,526 $82,152 $90,777 City of Torrance Public Safety Dispatcher Non-Exempt $56,571 $66,189 $75,806 Comparable Agency Market Average $64,116 $75,754 $87,393 City of Santa Barbara Public Safety Dispatcher II Non-Exempt $79,260 $87,801 $96,342 City of Santa Barbara as a % of Comparable Agency Market Average 124% 116% 110% Performs as a journey-level dispatch level required to handle the full range of telephone answering and dispatch functions related to public safety. Answers telephone or other communications methods and receives emergency, non-emergency, and 9-1-1 requests for assistance. Dispatches police and fire personnel and equipment on both routine and emergency calls. Monitors and maintains status of assigned public safety personnel and equipment.

N/A = Data Not Available
All data is adjusted based on geographic differences in the cost of labor and differences in workweek definition for Non-Exempt jobs only, as applicable.

D - 9
#6470000v4/16699.001 48
Appendix E—Total Compensation
Survey Document
City of Santa Barbara
2023 Public Safety Total Compensation Survey
Organization Name
Name
Title
Email
Phone
Address 1
Address 2
City State Zip

GENERAL INFORMATION
Tab 4 contains a form to provide your organization's matching salary information for general employees and includes the job summaries to assist in matching the positions. Please read each benchmark job description fully and match your organization’s position as closely as possible. As a rule of thumb, if incumbents in your matching job spend at least 75% of their time performing the duties described in the survey job summary and your job requires essentially the same education and experience, your job would be considered an equal match.

This survey covers pay policies, practices, benefits and salaries. Please answer questions related to pay practices and benefits based on the most populous group in your organization.

For all questions or inquiries, please contact:

Patrice Glasthal, Consultant
Segal
[email protected] / (202) 770-8609

BACKGROUND INFORMATION
Full-Time Equivalent Employees (FTEs) as of September 1, 2023 Survey Instructions:

Wages & Salaries Budget (FY2023)
Tab 1 contains questions regarding paid leave provisions

PLEASE RETURN COMPLETED SURVEY
BY TUESDAY, OCTOBER, 31, 2023
Tab 2 contains questions regarding health benefits
Tab 3 contains questions regarding retirement benefits
Doc# City of Santa Barbara - Total Compensation Survey - POLICE - Due 10.31.2023(6339986.1) Page 1 City of Santa Barbara
2023 Public Safety Total Compensation Survey
Completed Years of Service Please select a paid leave program in Question 1 above
Please select a paid leave
program in Question 1 above
1 2
3 4
5 6
7 8
9 10
11 12
13 14
15 16
17 18
19 20
21 22
23 24
25 25+
[Please Select]
1b. Indicate the number of accrued days per year for the following years of service:

Paid Leave Provision Definitions:

PAID LEAVE PROVISIONS

1. Using the paid leave provision definitions above, please select the applicable paid leave program provided by your organization. Complete only for the largest employee group.

2. Can employees carry-over unused vacation/PTO days? (Yes/No) Doc# City of Santa Barbara - Total Compensation Survey - POLICE - Due 10.31.2023(6339986.1) 1 City of Santa Barbara
2023 Public Safety Total Compensation Survey
Days
[Please Select]
At Year End Days
At Termination Days
At Retirement Days
[Please Select]
Days
[Please Select]
At Year End Days
At Termination Days
At Retirement Days
Use the space below for any additional comments regarding vacation/PTO accrual, carry-over, or cash-out

6. Can employees carry-over unused sick leave days? (Yes/No)

SICK LEAVE

3. If "Yes," what is the maximum number of days that are "bankable"? If there is no limit, please write “unlimited.”

4. Can employees cash-out unused vacation/PTO leave days? (Yes/No)

5. If "Yes," enter the maximum number of days an employee can cash out at the events listed below. If there is no limit, please write "unlimited."

7. If "Yes," enter the maximum number of "bankable" days into the space provided. If there is no limit, please write “unlimited.”

8. Can employees cash-out unused sick leave days? (Yes/No)

9. If "Yes," enter the maximum number of days an employee can cash out at the events listed below. If there is no limit, please write "unlimited."
Use the space below for any additional comments regarding vacation/PTO accrual, carry-over, or cash-out Doc# City of Santa Barbara - Total Compensation Survey - POLICE - Due 10.31.2023(6339986.1) 2 City of Santa Barbara
2023 Public Safety Total Compensation Survey
Days
Days

OTHER LEAVE

10. How many paid holidays (in days) do employees receive each year? Doc# City of Santa Barbara - Total Compensation Survey - POLICE - Due 10.31.2023(6339986.1) 3 City of Santa Barbara
2023 Public Safety Total Compensation Survey
Medical Plan Type: [Please Select]
Medical Plan Name:

EE Only EE + 1 Family
[Please Select] [Please Select] [Please Select]
EE Only EE + 1 Family
Annual
Employer
Contribution
Dental Plan Name:

EE Only EE + 1 Family
[Please Select] [Please Select] [Please Select]
Vision Plan Name:

EE Only EE + 1 Family
[Please Select] [Please Select] [Please Select]

3. MOST POPULATED Dental Plan
Does your organization offer the following tiers of medical coverage (Yes/No):

4. MOST POPULATED Vision Plan
Does your organization offer the following tiers of medical coverage (Yes/No):

If benefits differ for employee groups, please identify those differences below:

Employee Contribution to Monthly Premiums: ($)
Employee Contribution to Monthly Premiums: ($)
Employer Contribution to Monthly Premiums: ($)
Employer Contribution to Monthly Premiums: ($)

1. MOST POPULATED Medical Plan:

ADDITIONAL MEDICAL-RELATED PLANS

If you offer more than one plan enter the requested information for the most populous plan for the most populous employee group.

Employer Contribution to Monthly Premiums: ($)
Employee Contribution to Monthly Premiums: ($)

ACTIVE EMPLOYEE HEALTH BENEFIT INFORMATION

MEDICAL PLANS
Does your organization offer the following tiers of medical coverage (Yes/No):

If your most populous medical plan is a HDHP, please provide the ANNUAL Employer Contribution ($) to Health Savings Account (HSA) or Health Reimbursement Account (HRA):

Doc# City of Santa Barbara - Total Compensation Survey - POLICE - Due 10.31.2023(6339986.1) Page 1 City of Santa Barbara
2023 Public Safety Total Compensation Survey
Insert a link to your plan's Actuarial Valuation or Open Enrollment packet that contains this information
Plan Name
Employer Normal Cost (% of pay)
Required Employee Contributions (% of pay)
Plan Name
Employer Contribution - % of pay or $ (Not included in the maximum match below)
Required Employee Contributions: % of pay or $
Plan Name
Employer Contribution - % of pay or $ (Not included in the maximum match below)
Required Employee Contributions: % of pay or $
Plan Name
Total Employer Normal Cost (% of pay)
Total Employer Contribution (% of pay) – could be Pay As You Go

SOCIAL SECURITY CONTRIBUTION INFORMATION

DEFINED BENEFIT / PENSION PLAN INFORMATION

2. Please answer the following questions regarding your defined benefit (pension) retirement plan, including the contribution rates for both employer and employee. (PEPRA level of contribution)

1. Does your organization participate in Social Security? Select Yes or No [Please Select]

DEFERRED COMPENSATION PLAN INFORMATION

4. Please answer the following questions regarding your deferred compensation/457 retirement plans. If the employer contribution is a “match,” indicate the maximum or limit on the match.

RETIREE HEALTH / OPEB PLAN

5. Please answer the following questions regarding your retiree health/OPEB plan, including the contribution rates for both employer and employee.

Required Employee Contributions, if any (% of pay during active employment, not monthly premiums during retirement)
Doc# City of Santa Barbara - Total Compensation Survey - POLICE - Due 10.31.2023(6339986.1) 1 City of Santa Barbara
2023 Public Safety Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
1 Fire Fire Battalion Chief
The Fire Battalion Chief is a sworn division management position. Plans, staffs and deploys of fire suppression resources in order to prevent, control, and extinguish
fires and respond to medical emergencies and hazardous
spills. Coordinates assigned activities with other Fire divisions, outside agencies, and the general public.

Minimum Qualifications: Associate's degree or two (2)
years of College in Fire Science/Technology, Public
Administration and seven (7) years of experience in fire fighting and supervision.
[Please Select] [Please Select]
2 Fire Fire Captain
Supervises the operations of a fire crew and the fire
prevention and suppression activities, which can include airport locations. Participates in and supervises crew
training functions. May direct the work of other fire crews at the scene of a fire.

Minimum Qualifications: High School diploma or GED
and six (6) years of experience in Fire Fighting. Acting Fire Captain Certification. Possession of a Class B
driver's license restricted to operating firefighter
equipment with tank endorsement.
[Please Select] [Please Select]
3 Fire Fire Engineer
Drives and operates fire apparatus for emergency calls
and performs necessary skills based on the call type
(medical, fire, rescue). Performs scheduled apparatus
and equipment checks to ensure fire apparatus and
tools/equipment are present and safe to operate.

Minimum Qualifications: High School diploma or GED
and two (2) years of experience in fire fighting. Acting Fire Engineer Certification. Possession of a Class B
driver's license restricted to operating firefighter
equipment with tank endorsement.
[Please Select] [Please Select]
4 Fire Fire Inspector II
Reviews plans for compliance with the California Fire
Code and conducts inspections. May be assigned to
wildlife protection through defensible space evaluations and code enforcement related to high fire hazard area.

Completes fire inspections for multiple outside
government agencies to ensure compliance with
requirements of the facilities. Conducts fire cause and origin investigations, testifies in court about findings and if the cause is deemed to be criminal, assists in the
prosecution of that individual.

Minimum Qualifications: High School diploma or GED
and one (1) year of experience in fire safety and fire
scene inspection. California State Fire Inspector I and Investigator certification and ability to obtain the
California State Fire Inspector II certification within eighteen (18) months of appointment.
[Please Select] [Please Select]
5 Fire Firefighter
Responds to fire alarms, medical emergencies,
hazardous condition situations, and other types of
emergency and public incidents. Protects life and
property endangered by fire and other emergencies.

Performs fire safety inspections.

Minimum Qualifications: High School diploma or GED
and experience in Fire Fighting, Emergency Medical
Technician, or Paramedic. Requires EMT-1 Certificate,
California State Fire Marshal Firefighter I Certificate or California Accredited State Fire Academy Certificate,
certified by the State Fire Marshall's Office. Class B
driver's license restricted to operating firefighter
equipment with tank endorsement or ability to obtain
license.
[Please Select] [Please Select]
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title Doc# City of Santa Barbara - Total Compensation Survey - POLICE - Due 10.31.2023(6339986.1) 1 City of Santa Barbara
2023 Public Safety Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 6 Police Parking Enforcement Officer
Provides enforcement related to parking control and
vehicle abatement by issuing citations or warnings
according to the applicable codes and vehicle registration codes. Enforces street sweeping routes to ensure access for sweepers. Assists with street closures and/or
directing traffic during parades, accidents, fires, natural events. Provides assistance to the public regarding
reasons for citations. Appears in court to provide factual information regarding contested citations or abatements.

Minimum Qualifications: High School diploma or GED
and California Driver's License at time of appointment. [Please Select] [Please Select]
7 Police Police Commander
This is a sworn management position that has broad
command responsibility within the Police Department.

Reports to an Assistant Police Chief or Chief of Police.

Plans, directs, and coordinates the operational and
administrative activities of assigned division(s) including the daily operations of Sworn Officers, Sergeants,
Lieutenants, and Civilian personnel. Formulates and
applies new approaches and techniques for effective law enforcement and crime prevention.

Minimum Qualifications: Bachelor's degree in public
administration or related field and ten (10) years of
progressively responsible experience as a sworn officer.

Commission on Peace Officer Standards and Training
(POST), California POST Supervisor’s Certificate at time of application with the ability obtain a POST Management Certificate within two (2) years of appointment if
promoted from the rank of Sergeant. California POST
Management Certificate if promoted from the rank of
Lieutenant.
[Please Select] [Please Select]
8 Police Police Officer
Performs patrols, investigations and responds to calls for service in an assigned area. Provides information to
victims and witnesses of crime. Writes and executes
various types of warrants, composes investigative reports and makes arrests. Initiates criminal investigations and uses resources to investigate crimes. May provide law
enforcement support as a member of a co-response
team.

Minimum Qualifications: High School diploma or GED.

Valid driver's license and completion of POST approved
Basic Academy.
[Please Select] [Please Select]
9 Police Police Property Evidence
Technician
Coordinates and performs activities related to receiving, storing, disposition and release of property and evidence collected by Police Department staff. Maintains custody of a wide variety of evidence, property, weapons and
other items in accordance with applicable local, state and federal laws and regulations. Releases evidence and
property to the Crime Lab and to sworn staff for court
purposes, rightful owners upon authorization and to
contract vendors for auction purposes.

Minimum Qualifications: High School diploma or GED
and 6 months training in property and evidence
management. Two (2) years of experience in law
enforcement, records management or related field.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - POLICE - Due 10.31.2023(6339986.1) 2 City of Santa Barbara
2023 Public Safety Total Compensation Survey
Degree of Match
("+" means my
organization's job has
greater responsibilities;
"=" means my
organization's job has
equal responsibilities;
"-" means my
organization's job has less
responsibilities)
ANNUAL Base Pay
Range Minimum
ANNUAL Base Pay
Range Maximum
Notes
Scheduled Pay Ranges
As of September 1, 2023
Full Time Work
Week Definition (40,
35, etc.)
# Job Family Survey Job Title
FLSA Status
(Exempt or NonExempt)Description of Work Matching Title 10 Police Police Records Specialist
Performs a variety of functions related to the
maintenance and preservation of police records to
support the Police Records Bureau and the public.

Enters, verifies, reports, and purges a variety of crime, police records and other information into local and/or
State and National computerized files. Provides customer service, answers questions and processes payments.

Minimum Qualifications: High School diploma or GED
and experience in office and administrative. CLETS/
NCIC certification or ability to obtain within one year. [Please Select] [Please Select]
11 Police Police Sergeant
Performs as first line supervisor and coordinates field activities for the Police Department. Investigates crimes, performs routine administrative details and participates in patrol activities. Provides daily direction to staff through briefings and coordination of activities across the
department.

Minimum Qualifications: Bachelor's degree in criminal
justice administration, business administration, public administration, or related field and five (5) years of
increasingly responsible full-time experience as a sworn officer. Commission on Peace Officer Standards and
Training (POST).
[Please Select] [Please Select]
12 Police Public Safety Dispatch Supervisor
Performs as the first level supervisor of emergency police and medical dispatchers and performs dispatcher
responsibilities as necessary. Ensures proper staffing, quality assurance of calls and dispatches.

Minimum Qualifications: High School diploma or GED
and 6 months training in criminal justice or
communications. Successful completion of four (4) years experience in an emergency CAD operated dispatch
center. Completion of POST 120 Hour Basic Dispatcher
Course. Dispatch certification from POST, Emergency
Medical Dispatch Certification, Communications Training Officer.
[Please Select] [Please Select]
13 Police Public Safety Dispatcher II
Performs as a journey-level dispatch level required to
handle the full range of telephone answering and
dispatch functions related to public safety. Answers
telephone or other communications methods and
receives emergency, non-emergency, and 9-1-1 requests
for assistance. Dispatches police and fire personnel and equipment on both routine and emergency calls. Monitors and maintains status of assigned public safety personnel and equipment.

Minimum Qualifications: High School diploma or GED
equivalency and experience in emergency CAD operated
dispatch center. Possession of, or ability to obtain, an appropriate, valid California driver's license.
[Please Select] [Please Select]
Doc# City of Santa Barbara - Total Compensation Survey - POLICE - Due 10.31.2023(6339986.1) 3 #6470000v4/16699.001 49
Appendix F—Glossary of Terms
Adjusted Data
Data modified to account for specific factors. For example, comparable agencies’ data was adjusted based on geographical differences in pay.

Compensation Philosophy
A philosophy adopted by an institution that serves as a foundation for pay programs and decision-making.

Competitive Range
Defined as any value between 95% and 105% of the market pay range value.

Deferred Compensation Plan
Typically, a retirement plan withholds a portion of an employee's pay to be paid out at a later date, reducing taxable income.
#6470000v4/16699.001 50
Defined Benefit Plan
Employer sponsored benefit retirement plan that provides a fixed, pre-established benefit for employees at retirement.

Defined Contribution Plan
Employers and/or employees contribute to the individual plan either before or after taxes and the employee may be able choose the investment options.

Market Competitive
Salaries are comparable to other employers within the identified market and fall between 95% and 105% of the market value.

Market Rate
The rate of pay for a job based on the market data from salary surveys.

Position Description
Work and tasks that are specific to a single individual. Multiple positions may be included in the same job.

Published Survey Data Sources
Nationally recognized published data sources used to represent the private sector.

Salary Structure Framework
A management tool designed to define pay levels that are internally equitable and externally competitive.
#6470000v4/16699.001 51
Salary Survey
Salary surveys compile and report salary information for a variety of jobs based on comparable employers. Data from salary surveys are typically used by organizations to determine competitive salary rates for jobs. Each survey contains pay data reported by Human Resources from comparable agencies.

Salary Range Minimum
An established minimum rate, or entry pay, for an individual in any given job.

Salary Range Midpoint
The middle of each salary range, which commonly represents pay for a fully competent and contributing individual in a given job.

Salary Range Maximum
An established maximum rate for an individual in any given job.

CITY OF SANTA BARBARA

COUNCIL AGENDA REPORT
AGENDA DATE: February 25, 2025
TO: Mayor and Councilmembers
FROM: Sustainability & Resilience Department
SUBJECT: Santa Barbara Clean Energy Program Electricity Rates [Resolution] RECOMMENDATION:

That Council adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Amending the Rate Setting Formula for Santa Barbara Clean Energy.

DISCUSSION:

Santa Barbara Clean Energy (SBCE), the City’s Community Choice Energy (CCE) program, launched residential service in October of 2021 and commercial service in March of 2022, providing clean, carbon-free electricity to the Santa Barbara community. Despite market volatility, SBCE has maintained competitive rates, reinvested surplus funds into the community, and supported the City’s climate goals.

SBCE currently sets its rates by a formula designed to meet the program’s revenue requirement. The rate formula is pegged to SCE’s base (lowest renewable content) rates which are used as the foundational basis for determining rates for all of the SBCE rate classes and customer types. The current formulas are applied for each of its energy products as outlined in the table below:

Energy Product Rate Formula
SBCE 100% Green = SCE base rate + $0.016/kWh
SBCE Green Start = SCE base rate
Revenue projections for Fiscal Year 2026 (FY26) paint a challenging picture due to a 12% rate decrease implemented by Southern California Edison (SCE) in October of 2024, which proportionately reduced SBCE rates, per the current SBCE Rate Setting Policy. SCE is currently implementing a second rate reduction which, if SBCE follows its current rate setting policy and concurrently reduces rates, will create a financial shortfall of approximately $14 Agenda Item No. 22
File Code No. 630.02
Council Agenda Report
Santa Barbara Clean Energy Program Electricity Rates [Resolution] February 25, 2025

Page 2 ends

Million in FY26. Balancing the budget in this scenario would require a $0.06/kWh rate premium, impacting energy affordability.

To address the projected deficit, staff analyzed several cost-reduction strategies, including procuring more carbon-free content and less strictly renewable content, reducing resource adequacy procurement, and cutting operational and program costs.

Staff recommend implementing the suite of cost-reduction strategies and amending SBCE’s rate-setting policy to allow the rate premium to keep rates for the 100% Green product at their current level (prior to the latest SCE decrease). This results in an adjustment to the premium ceiling to allow up to $0.036/kWh for the carbon free product as compared to SCE’s base rate, though customers will see no change in their generation charges as compared to today. In a survey of other SCE-territory CCEs, premiums for green energy products are consistently offered at a premium above SCE’s base rate, with premiums ranging from one percent to 47 percent higher per kWh.

Combined, the cost-reduction strategies and holding the rates to the October 2024 rates would lower the forecasted deficit to $3M. Staff further propose to use reserves as a rate stabilization fund to balance the FY26 budget.

It is important to note that SCE’s October 2024 rate reduction was tied to prior overcollections. A reversal in October 2025 is expected, which would likely increase both SCE and SBCE rates and expected to improve SBCE’s financial position. Rates will be reassessed at that time to determine if the premium can be reduced.

BUDGET/FINANCIAL INFORMATION:

After the conclusion of FY24, the Clean Energy Fund achieved its Council-approved policy reserves target. The combination of the increased costs in segments of the energy market and the rate reduction discussed above means that, while operating at a deficit, SBCE would be able to cover the projected shortfall in FY25 and maintain rate stability using existing reserves with no additional rate changes or cost reductions. However, this level of deficit is not sustainable and would require dipping too far below Councilapproved policy reserves.

The cost-reduction strategies and the proposed amendment to the rate setting policy discussed above will reduce the projected shortfall from $14 million in FY26 to approximately $3 million in FY26 (which can be covered with existing reserves) and $500k in FY27. Adopting the proposed strategies will allow the Fund to maintain adequate reserves, continue customer-oriented programs, continue to facilitate energy efficiency and resiliency projects within the City, and maintain rate stability for customers.

PREPARED AND:

SUBMITTED BY: Alelia Parenteau, Sustainability and Resilience Director APPROVED BY: Kelly McAdoo, City Administrator
RESOLUTION NO.

A RESOLUTION OF THE COUNCIL OF THE CITY OF

SANTA BARBARA AMENDING RATE SETTING FORMULA

FOR SANTA BARBARA CLEAN ENERGY
THE COUNCIL OF THE CITY OF SANTA BARBARA RESOLVES AS FOLLOWS:

1. On May 12, 2021, the City Council adopted Resolution No. 21-032 approving the rate setting formula for Santa Barbara Clean Energy (SBCE and authorizing the City Administrator to determine rates by application of the formula.

Resolution No. 21-032 also established the following principles regarding rates:

Rate Consideration Definition
Revenue Sufficiency Rates should recover all program expenses, debt service requirements, and reserves
Rate Competitiveness Rates should allow SBCE to successfully compete in the marketplace to retain and attract customers
Rate Stability Rate changes should be minimized to reduce customer bill impacts
Customer
Understanding
Rates should be simple, transparent, and easily
understood by customers
Equity Among
Customers
Rate differences among customers should be justified
by differences in usage characteristics or cost of
service
Efficiency Rates should generally encourage conservation and efficient use of electricity

2. The City Council increased the rate for SBCE’s 100% Green product from the SCE base + $0.012 to SCE base rate + $0.016/kWh during the Fiscal Year 23 budget process consistent with the adopted rate principles.

3. The City Council has reviewed and considered a report and recommendation of the Sustainability and Resilience Director and Sustainability and Resilience Committee indicating that an increase to the rate for SBCE’s 100% Green product is needed to maintain revenue sufficiency. Therefore, the rate formula for the SBCE 100% Green product is increased to the amount shown on the following schedule:

Energy Product Rate Formula
SBCE 100% Green = SCE base rate + $0.036/kWh
SBCE Green Start = SCE base rate
SBCE Resilient Net Surplus Compensation
Rate
= $0.0663/kWh for excess solar
generation

4. The City Administrator is authorized to determine the rates for SBCE by application of the formula to the various SCE rates across all customer classes and service categories. Because the rates for SBCE service are tied to the rates approved by the Public Utilities Commission for provision by Southern California Edison (SCE) of electricity within the City of Santa Barbara, the City Administrator may from time-to-time set the rates for SBCE at an amount less than the amount stated in the rate formula as the City Administrator determines to be consistent with the principles stated in section 1.

5. The City Administrator may delegate the authority granted by this resolution.

6. The rates established by this resolution are necessary to fund the operating expenses of SBCE and are exempt from the California Environmental Quality Act pursuant to Public Resources Code § 21080(b)(8) and 14 Cal. Code of Regs. § 15273.

7. This resolution shall be effective upon adoption.

Santa Barbara City CouncilFebruary 25, 2025

Santa Barbara City Council
February 25, 2025