Item #6 6/10/2025
City Council Meeting
CATTA CLARA CARE Item #6 - RTC 25-642
Vacancy Rates and Recruitment
•C0...•00 Challenges/Efforts (AB 2561)
1852
THE MISSION CIT
June 10, 2025
1 AB 2561 VACANCY RATES
What is AB 2561?
• Assembly Bill 2561 requires that public agencies assess and address vacancy rates on an annual basis
• Track vacancies
• Present information on the status of vacancies and recruitment and retention efforts at least once per fiscal year, and if applicable, before the budget is adopted • Identify any policies, procedures, and recruitment activities that may be obstacles for hiring • Additional obligations may apply if the vacancy rate in a bargaining unit exceeds 20% • The total number of job vacancies within the bargaining unit • The total number of applicants for vacant positions within the bargaining unit • The average number of days to complete the hiring process from when a position is posted • Opportunities to improve compensation and other working conditions City of
Santa Clara
2 POST MEETING MATERIAL
1 Item #6 6/10/2025
New Hires/Promotions FY 24-25
Bargaining Unit New Hires/Rehires Promotions Total
Santa Clara Firefighters 5 0 5
Police Officers' Association 7 16 23
International Brotherhood of Electrical Works 4 2 6
Engineers of the City of Santa Clara 1 1 2
City of Santa Clara Employees Association 26 12 38
American Federation of State County and Municipal 8 7 15 Employees, Local 101
Unclassified Misc. Management 20 22 42
Unclassified Police Management 0 2 2
Unclassified Fire Management 0 0
Public Safety Non-Sworn Employees Association 9 9
TOTAL 80 62 142
3 City of Santa Clara Bargaining Units
Bargaining Unit Notable Classifications Budgeted FTE Filled Vacant FTE Approximate FTE Vacancy
Rate
Unclassified Fire Battalion Chief, Deputy Fire Chief, 11 9 2 18.18% Management Fire Chief
International Brotherhood of Electrician, Journey Lineworker 89 73 16 17.97% Electrical Workers
Unclassified Misc. Management Analyst, Division 188 156 32 17.02% Management Manager, Director, Assistant City
Manager
American Federation of Grounds Maint. Worker, Water & 134 113 21 15.67% State County and Municipal Sewer Maint. Worker, Street Maint.
Employees Workers
City of Santa Clara Office Specialist, Staff Aide, Staff 328.25 281.75 46.5 14.16% Employees Association Analyst, Librarian, Planner
Police Officers' Association Police Officer, Police Sergeant. 147 133 14 9.52% Police Lieutenant
Santa Clara Firefighters Firefighter, Fire Engineer, Fire 144 136 8 5.56% Captain
Unclassified Police Police Captain, Assistant Police 5 5 0 0.00% Management Chief
4 2
Item #6 6/10/2025
City of Santa Clara Bargaining Units Cont.
Bargaining Unit Notable Classifications Budgeted FTE Filled FTE Vacant FTE Vacancy nate Engineers of the City of Santa Associate Engineer, Senior Engineer, 50 35 15 30.00% Clara Electric Utlity Engineer
Public Safety Non-Sworn Community Service Officer, Police 56 14 20.00% Employees Association Records Specialist, Public Safety Dispatcher
FY 24/25 FY 25/26
Citywide
Vacancy • Councit added 18.25 • Proposed to add 21.0 FTE's Rate is FE's Citywide Citywide
> Of these positions, 6
14.19% FTE's added in Unit 4
City of 5
Santa Clara
5 Engineers of the City of Santa Clara
Recruitment Status
Classifications Vacancies Recruitment Status Applications Candidates Current on Recruitment
Eligible List Timeline
Associate Engineer 3 2 Conditional Offers 29 10 - 5 mo. 1 Hire Eff. 6/23/2025
Senior Engineer Screening/Interviews 37 NA ~ 1 mo.
Electric Utility Posted 44 4 - 3 mo.
Engineer Continuous/Interviews
1 Promotion Eft.
6/8/2025
Senior Electric Utility 4 Posted 5 - 8 mo.
Engineer Contineterenceriews/
1 Promotion Eff.
6/8/2025
City of
Santa Clara
6 3
Item #6 6/10/2025
Public Safety Non-Sworn Employees
Association Recruitment Status
Classifications Vacancies Recruitment Status Applications | Candidates Jail Service Officer 1 Conditional Offer 94
Police Records 4 Posted 132 - 3 mo.
Specialist Continuous/Interviews/
Pre-Background
Public Safety Posted 47 5 - 4 mo.
Dispatcher lI Continuous/Interviews
Senior Public Safety 1 NA - 1 mo.
Dispatcher
City of 7
Santa Clara
Te Cocase
7 Recruitment Challenges
• Civil Service Rules and Regulations constraints
• Department workload and prioritizing recruitments
• Competitiveness of pool for specialized positions
• Background process extends time to hire
City of 8
Santa Clara
8 4
Item #6 6/10/2025
Recruitment Efforts
• Recruiters at full capacity
• Evaluating ways to streamline recruitment process, including looking at updating the Civil Service Rules and Regulations
• City attended 9 Career Fairs
• Police, Fire & SVP attend additional fairs to expand recruitment efforts • Mission College Student Internship Program
• Benefits package has been enhanced
• Expand Advertising Efforts
• Adding Attract Feature in NeoGov
• Public Safety Dispatcher hiring incentives
• Lateral hiring incentive and retention bonus
• Updates to minimum qualifications
City of
Santa Clara
Item #6 6/10/2025
What's Happening with Police
Staffing?
SANTA CLARA anta Glard
ASSOCLATION
POLICE
FICE:
1 Where we are...
140
120
• Currently 132 union members. Does 100
not include 4 Captains, 1 Assistant 80
Chief, 1 Chief 136 138)(34 136|138] 241138143) E3S| 133/134) 134/132 60 • 12-year average staffing level of 40
union members
20 • Levi's Stadium opened on July 17,
2013 2015 2017 2019 2021 2023 2025
2014
2014 2016 2018 2020 2022 2024
• We have 6 fewer officers since the
stadium opened
2 POST MEETING MATERIAL
1 Item #6 6/10/2025
• Injuries are a significant issue
• 14 injured or on light duty
• 4 unlikely to return
• 1 likely to be full duty shortly
• The rest depend on healing and quality of care
Do we really • Training is an issue
have 132 • Every new officer takes at least 10 months to serve one day on their own, this does not
cops? include recruiting time or program extensions
as needed
• Over 6-month police academy
• 22-week FTO program (assuming no extensions)
• Extensions are common
• Wash out rate in this process is a real issue between all processes. Approximately 50% in recent history.
3 We must maintain our
competitive advantage and offer
the best possible compensation
package to recruit and retain
Police Officers This requires highly competitive
compensation as we are
Can we competing with several well-paid
agencies that our people drive by
daily
With the timeline you just saw,
recruit our our only hope is to recruit lateral
officers
It saves hundreds of thousands
way out of per officer in training costs
We typically get between 30 and
this 40 lateral applicants per hiring
round. Our last round onty had 5
problem?
Are we exposed to losing
experienced officers? You tell
me...
4 2
Item #6 6/10/2025
Average Salary
130 miles
HSH: Average Salary Needed to Buy a Median Priced Home
Median
15 miles
Metro Salary Home Price Mortgage
San Jose $501,760 $2,020,000 $11,708
San Francisco $338,427 $1,320,000 $7,897
San Diego $257,190 $1,036,500 $6,001
Los Angeles $218,483 $862,600 $5,098
New York City $202,150$725,300 $4,717
Seattle $198,233 $772,900 $4,625
Boston $194,593 $734,000 $4,541
Washington, D.C. $166,814 $630,900 $3,892
Miami $165,818 $643,900 $3,869
Denver $161,935$647,800 $3,778
HSH. com calculates the annual befcre-tax income required to cover the mortgage's principal, interest, property tax and homecyner's insurance payment. ie use standard 28 percent "front- and debt ratios and a 20 percent don payment subtracted from median-home-price data > THEMARCUSGARRETT.COM
Officers will
continue to
• This impacts disaster
move
What does service
further
away
this mean
to Santa
Officers will • We must compensate
Clara? be recruited them to encourage
from further them to drive past other
away well-paid agencies
BANTA CLAM
3 Item #6 6/10/2025
We are highly likely to put on
these events with what we
have right now...or less
We would be fortunate to fill
What about retirements with recruitment at
this point and those officers
may not even be done with
SB60 and FIFA training
This will require a highly
competitive compensation
WC? package
Our only hope to move the
needle is to increase lateral
inflow and encourage current
officers to stay on for one more
Our last recruitment round
year instead of retire
suggests that the current
package is not doing the job as
applications were substantially
reduced
PRICENS
7 How do we Overtime Hours Worked and Police Staffing
200
currently make
special events
250
happen?
200
• We deploy between 160 and
200+ officers per event
depending on the threat 150
assessment
• Yes, that is more officers
Iao
than we have by a long shot
• We use Special Events Officers
and partner agencies, but they 50
all must be supervised by Santa
Clara Personnel
• Here is what were doing to our
2020 2021 2022 2023 2024
personnel
- i o1 Mempers -Avg OT Hours Norken
8 4
Item #6 6/10/2025
We are doing a huge job!
• In 2024, the average POA member produced almost an additional 7 weeks of full-time work. The membership, as a whole, produced the work of over 19 full-time employees that did not exist.
• A staffing study commissioned by the City in 11/2015 recommended that we add several officers across all divisions. You can see that instead, we have decreased by 9 officers over that time. We can easily argue that we need 200 officers. • The POA members that are here are providing Rolls Royce level service in terms of quality and quantity.
• As the City grows and major events increase, supporting and reinforcing public safety staffing is essential.
9 SANTA CHART Santa Clara
ASSOCIATION
POLICE
OFFICERE
POLICE OFFICERS' ASSOCIATION
WE WILL CONTINUE TO PROUDLY SERVE THE CITIZENS OF THE CITY OF
SANTA CLARA
THE SITUATION IS COMING TO A HEAD WHEN YOU LOOK AT STAFFING,
GROWTH IN THE CITY, AND INCREASED MAJOR EVENTS
WE MUST MAINTAIN OUR COMPETITIVE ADVANTAGE, OR THE JOB WILL
BECOME UNSUSTAINABLE
THANK YOU FOR YOUR TIME AND CONSIDERATION
MATACUL
10 June 10, 2025 Public Presentation Item #6
Unit 4
Engineers of the City of Santa Clara
Assembly Bill No. 2561 Presentation
1 AB 2561
THE PEOPLE OF THE STATE OF CALIFORNIA DO ENACT AS FOLLOWS:
SECTION 1. The Legislature finds and declares as follows:
(a) Job vacancies in local government are a widespread and significant problem for the public sector affecting occupations across wage levels and educational requirements. (b) High job vacancies impact public service delivery and the workers who are forced to handle heavier workloads, with understaffing leading to burnout and increased turnover that further exacerbate staffing challengus,
(c) There is a statewide interest in ensuring that public agency operations are appropriately staffed and that high vacancy rates do not undermine public employee labor relations.
SEC. 2. Section 3502.3 is added to the Government Code, to read:
3502.3. (a) (1) A public agency shall present the status of vacancies and recruitment and retention efforts during a public hearing before the governing board at least once per fiscal year.
(2) If the governing board will be adopting an annual or multiyear budget during the fiscal year, the presentation shall be made prior to the adoption of the final budget. (3) During the hearing, the public agency shall identify any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process.
The recognized employee organization for a bargaining unit shall be entitled to make a presentation at the public hearing at which the public agency presents the status ancies and recruitment and retention efforts for positions within that bargaining u (c) If the number of job vacancies within a single bargaining unit meets or exceeds 20 percent of the total number of authorized full-time positions, the public agency shall, upon request of the recognized employee organization, include all of the following information during the public hearing:
(1) The total number of job vacancies within the bargaining unit. (2) The total number of applicants for vacant positions within the bargaining unit. (3) The average number of days to complete the hiring process from when a position is posted. (4) Opportunities to improve compensation and other working conditions. 2 POST MEETING MATERIAL
1 June 10, 2025 Public Presentation Item #6
Agenda
Overview of Unit 4 Engineers
• Civil Engineers
• Water Engineers
• SVP Engineers
• Future Revenue Potential
Call for Action
3 TORATER SEPARATIONS OF EMPLOYEE AVERAGE # OF EMPLOYEES YEAR (JANUARY 1 - DECEMBER 31) S OF JANUARY (JANUARY 1 TO DECEMBER 31) 2020 14.49% 5.00 36.00 33.00 34.50
2021 11.59% 4.00 33.00 36.00 34.50
2022 20.59% 7.00 36.00 32.00 34.00
2023 2.94% 1.00 32.00 36.00 34.00
2024 5.56% 2.00 36.00 36.00 36.00
Turnover Rate
19 separations from 2020-2024 - resignations, retirements Staff size as provided by the City has stayed between 36-32 for the last 5 years 30% Vacancy rate in unit 4
Average Years of Service = 6.4
30 out of 35 engineers have under 10 years of service
Average turnover rate is 11% last 5 years
4 2
June 10, 2025 Public Presentation Item #6
[ENGINEERS (Unit 4) Salary and Fringe
General Fund Other Funds Total
se Selary and Assocussed Fron
Unit 4 Costs но Раут 81,430,250 $8.715,000 $6 052.218
Assocuded Fringe:
$229.050 5704,408
$112.317 $335,007
4.0164
• 1% raise total compensation cost: thor Premum Pay 50
$370.317 31.229.273
• - $30,000 to general fund Teal Base and Assocated Fringe $2,300.778 57.049 232 Cost Distribution (%) 225% 77 5%
• $103,489 to Enterprise Fund and * Base Sakary Ort S19383 $07.160 1% Assocueed Fringe $3 705 S12.203
PW Capital Projects Management
on As socated Fnng
AL - sale
Services Fund (recouped by fees) UAL - Mex 8447,228 $1,502.080 3508,370
82.054 $8.970
63.641
Premium Pay (ie: Meal Allowance)
31,300 63,872
Unform Allowance
32.281
B0,02
$480 81,423
BCN
rofessonal Carricome 88
Ory Paid Deferred Comp Exe $21,713 3107,283
5077,304 52403 021 5000.025
Toll Cost ef 1% BaseNces desse Fringe 830,803
$19.21853
IN Total Compression those 8131,323:
(TOTAL TE 3110 44001
5 Overtime
Increase in OT = Increase in workload without an
Increase in staff size
5482,486 03
500000-
450000
Overtime 2021-2024 2100000 $373.283.00
350000
S288,416.00
Year Grand Total 300003
$199,813 250000 $199,813,00
2021
200000
2022 $288,416
150000
2023 $373,283 100000
50000 2021 2022 2023 2024
2024 $482,486
Grand Total 2 4
$1,344,058
*Year Grand Tatal
• 2024 OT of $482,486 represents just 3.6% of Unit 4 total annual cost • $13,332,933 for 44 FTEs (2024/25),
6 3
June 10, 2025 Public Presentation Item #6
Public Works Engineers have the following key
responsibilities:
• Preparing plans and designs for public
infrastructure improvement projects
• Managing public infrastructure construction
projects
• Maintaining maps and issuing encroachment
permits
• Issuing encroachment permits
• Administering bicycle, pedestrian, and vehicular
safety programs
7 Public Works Engineers Workload Comparison
CIP Budget Budgeted Encroachme Budgeted
Annually CIP Support nt Permits Developme
Engineers Processed nt
Engineers
Santa Clara $112 mill 19 594 5
Mountain $65 mill 25 527 10
View
Sunnyvale $35 mill 29 740 10
8 4
June 10, 2025 Public Presentation Item #6
Measure I
• Infrastructure Bond and Baseline Workload
Council concerns shared by Unit 4
Council Question: With the number of City Council priorities, does the City administration have the capacity to address all of these priorities? Council Question: Is staff currently working on Bond projects Yes, Unit 4 engineers are currently supporting the delivery of Bond projects General Order (GO) Bond
$400 mill in new CIP projects over 10 years increases workload on top of CIP budget by 25% with the assumption that the $400 million is split over the ten Recruitment and retention of new and existing staff needs to be a high priority Water Utility
Vacancy Rate:
5 budgeted; 3 filled
• Land development Review
40% Vacancy
• Completed review for over 1,143 permits fiscal year to date.
No senior engineer
Capital Improvement Projects
• replacement of 10,000 linear feet of aging water main Operations and Maintenance Support
Provides planning, tracking, and coordination for key
operational activities, including sewer condition assessment and spot repairs, water distribution flushing, backflow preventer testing, emergency repair work. 1852
Administration and Customer Service THE MISSION GIT
Completes standalone projects as needed to support
Department needs and initiatives. Develops regulatory
reporting document.
10 5
June 10, 2025 Public Presentation Item #6
SVP Engineers
• Electrical Engineering with Power Emphasis is a broad field with specialized skillsets:
- SVP is vertically integrated and owns and operates Transmission and Generation Plants
• Need for Generation specialized engineers, Transmission Planning, Transmission Operation Engineers that competing Public Utilities in the area do not have a need for.
• 34.6% Vacancy Rate in Electric
11 8/20/2024 Council Presentation requesting 12 new positions in SVP City Council
Item #7: Addition of twelve new
positions for Silicon Valley Power and
1.0 new position in the City Attorney's
Office
RTC 24-742
1852
THE MISSION CIT
August 20, 2024
12 6
June 10, 2025 Public Presentation Item #6
8/20/2024 Council Presentation requesting 12 new positions in SVP
SILICON
VALLEY
POWER
ON DE LAPA CAN
SVP Continued Growth
18/19 23/24 % Incr.
Operating Expenses (Millions) $480 $625 30%
Sales (Millions)* 5439 $654 49%
CIP (5-Year Budget"* $206M $608M 195%
- In 24/90 She 5 year Cil is at 1 Biling
18/19 23/24 Added % Increase
FTE Positions 197 223° 26 13%
Filled Positions 165 181 16 10%
* Most positions were added during FY 21/22 (16 positions) and 22/23 (8 positions) 13 5/15/2025 State of Utility Presentation
SILICON
VALLEY
POWER
OTOR CATACON
Budget
• FY 2024/25 Adopted Operating Budget
- $670 million
• FY 2024/25 Adopted 5-year Capital Budget
- $948 Million
• Sales expected to increase ~50% over the next 10 years 14 7
June 10, 2025 Public Presentation Item #6
8/20/2024 Council Presentation requesting 12 new positions in SVP
SILICON
VALLEY
POWER,
UT OF SARTA CLARA
SVP Staffing
• City is in process of doing a staffing plan for SVP (complction in 9-12 months) - Immediate needs
- Expect additional needs in the future
• Staff completed some preliminary comparison analysis:
Employee per MW
Year SVP Alameda Palo Alto Roseville SMUD
2024 0.3 1,3 0.6 0,6 1.4
2040 0.1 0.9 0.9 0.4 2.0
Employee per Substation
Year SVP Alameda Palo Alto l Roseville SMUD
70 28.3 29.4 94 38 9
2024
2040 6.2 28.3 29,4 9,4 35.2
15 8/20/2024 Council Presentation requesting 12 new positions in SVP
SILICON
VALLEY
POWER
CATE OF SHRA CLAMA
Positions Requested
Engineering
• SVP currently includes fifty-two (52) projects with a value of approximately S420 million in FY 2024/25
• Separate team that focuses on the $400+ million System Expansion Plan projects (NRS, KRS, SRS, 115 kV
Transmission).
• Key Additional Projects
- Four 6okV reconductor projects
- Breaker replacement projects
- Phase Shifting Transformer project
- Construction of seven substations
- Two additional distribution substation expansions
- Completion of Twenty Year (20) System Expansion Plan
• New Positions - New capital project delivery team
- One Principal Electric Utility Engineer
- One Senior Electric Utility Engineer
- One Assistant Electric Utility Engineer
16 June 10, 2025 Public Presentation Item #6
8/20/2024 Council Presentation requesting 12 new positions in SVP SILiCON
VALLEY
POWER
TODY OF MANIA COMA
Positions Requested
Operations
• The operations group will be involved in all new projects - Support all the construction, inspection, and commissioning of all the new projects
- Ongoing operations and maintenance including protection. communication and control
• Four new positions
- One Electric Division Manager
- Three Electric Utility Engineers
Resources, Rates and Customer Engagement
Monitoring, scheduling, settlement and compliance of 32 projects Working on 12 PAs concurrently
New Outage Management System (OMS)
Three new positions are neede
- One Senior Resource Analys
• One Principal Power Analyst
One Senior Business Analyst
17 8/20/2024 Council Presentation requesting 12 new positions in SVP SILCON
VALLEY
POWER
NUALITH
Recommendation
hat the City Council approve the addition of twelve new positions for Silicc alley Power and 1.o new position in the City Attorney's Office to suppo:
Silicon Valley Power's expanded system as follows:
• One Principal Electric Utility Engineer
• One Senior Electric Utility Engineer • Requests 5 of 12 positions for Unit 4 SVP • Three Electric Utility Engineers Engineers.
• One Assistant Electric Utility Engineer • Currently 16 FTE (26 budgeted; -38% vacancy • One Electric Division Manager rate) in Unit 4.
• One Senior Resource Analyst • Total FTE for SVP 181 filled (223 FTE budgeted). Unit 4 represents ~ 7% of total
• One Principal Power Analyst
employees in SVP, but -42% of new positions
• One Senior Business Analyst
requested.
Two Power Contract Specialists
• 6X outsized increase illustrates CIP
• One Deputy City Attorney Impact for Unit 4.
10 18
9 June 10, 2025 Public Presentation Item #6
3/12/2024 Bi-Annual Update
Electric Utility Capital Projects
CAPITAL PROJECT 2029 2030
CAISO HVDC Transmission
Northern Receiving Station (NRS)
Kifer Receiving Station (KRS)
Scott Receiving Station (SRS)
NRS/KRS 115kV Transmission
60kV Transmission Upgrades
Freedom Circle Substation
San Tomas Substation CAPITAL PROJECT DRIVER
Memorex Substation - SYSTEM EXPANSION
Bowers Avenue Substation DATA CENTER MENTS
Stender Way Substation RELIABILITY
Martin Avenue Substation
Laurelwood Substation
Juliette Substation Expansion
Esperanca Substation
Democracy Substation
Kifer 50MW Battery Storage
Homestead Substation
19 5/15/2025 State of Utility Presentation
SILICON
VALLEY
POWER
OTY OF SAIItA CLARA
Growth and Expansion
• SVP is growing. Our System ....
operating limit is 750 MW
• Staffing study
• Prioritized Growth Plan as an SVP
Strategic Priority
- Current peak - 722 MW
- Planning for a 1300+/- MW system
20 10
June 10, 2025 Public Presentation Item #6
Contract Engineering Services
• 4 year contract spend- $15.6 M a year versus 17 FTE Engineers in Unit 4 with estimated operating expense of under $6M a year
• Engineering contract spend estimated currently at 2.5X internal staff engineering spend.
SVP - 8 Engineering Total Spend -
Firms $62,734,869.74
ECI $22,099,724.37 (30 projects)
TRC $7,470,164.23 (14 projects)
AECOM S20,042,735.03 (11 projects)
Stantec $7,359,867.67 (5 projects)
Leidos $1,926,111.31 (7 projects)
SCI $1,529,750.00 (12 projects)
EN Engineering $614,113.35 (5 projects)
Burns and Mac $1,692,403.78 (2 projects)
21 Recruitment and Retention
Silicon Valley Power Follow
• SVP has increased recruitment efforts at College Job Fairs • Entry Level Engineers need to be developed and retained, a Attention sudents! ( Thirking about estimate 3-5 years before they can provide same contribution as pursuing a career in the energy industo? Lock no Utility Engineer funher sVP oilers a range of benefits and opportunities that make it an excellent choice
• Visit Silico/ValleyPower.com/SVPJOB) - to find
out more. Let's power the future together!
SILICON
VALLEY
POWER
22 11
June 10, 2025 Public Presentation Item #6
Recruitment and Retention
• Industry shift in Silicon Valley Tech
• Software Engineering job openings hit 5 year low
• Power Engineering jobs see increase demand and low number of qualified people ® Bloomberg
Software engineering job openings
There Aren't Enough Engineers to Meet the World's Growing Yunger for Power
hit 5-year low amid industry shift
Aging populations and anti-immigration rhetoric in ich countries are forcing companies building electricily infrastructure lo find creative
According to an analysis of indeed job data
5 days ago
By Skye Jacobs February 22. 2025 at 10:50 AM
FRED - - Softwere Developmert Job Postings on indeed in the Uned Sures ELEEE Spectrum - Softume Develomont Joh Postines on indeed in Gen Data Centers Seek Engineers Amid a Talent Shortage - Scitware Development Job Pettings on indised in the Uniced Kinpdom The rapid growth of Alis driving a dala center boom creating jobs and increasing demand for electrical engineers to support the
Australia Mar 20, 2025
MUS Data Centers Seek Engineers Amid a Talent Shortage
Germany ›The Al boom is driving demand for more skilled electrical engineers
1 France "It's all hands on deck," Hershberg says. "Al is introducing a whole new set of challenges to power systems, and we need people who really understand the UK engineering and science behind it."
202D 07 2021 05 2207 2022 » 2922 07 20243" 2025 01
23 5/15/2025 State of Utility Presentation
Average System Rate Comparison
Californla Utllitles (>10,000 Customers) 2023 Average System Rates ($/kWh) San Diego Gas & Electric Co PG&E
Pacific Gas & Electric Col • 0.32073
Bear Valley Electric Service - 0.30069 .32g
Southern Callornial • 026277
City of Colton - 0.23108
City of Glendale 0.22440
City of Pasadena 0.22178
Los Angeles Department 0.22009
Lassen Municipal Utility • 0.21881
Alameda Municipal Powel • 0.20240
City of Lompac • 0.20027
Truckee Donner PUD : 0.19923
0.19340
Titu stales
Merced Irgation District 0.18998
• 0.18827
City of Palo Alto
City of Lodi
City of Banning 0.18310
City of Redding
liherty fitilities 0.17927
Imperial lerigation District • 0 17578
City of Burbank Water and 0.16660
Citv of Analeim • 0.16512
City of Riverside 0.16450
0 15869
Carramento Aunscinal lilli
PacifiCorp 0.15833
City of Roseville 0.15819
Modesto Irrigation District 015520
Turlock tricaton District 0.14944 SVP
Gilv of Santa Clata 1 013657
0 00000 0 05000| 0 10000| 0 1500G 0 35000 0 40000 0 15000 Based on For ElA 061 Annual Elecine Power industry Report collecis data from disibution lites and power markolors of electacity Thes survey is a census of all United Stales clectric 24 12
June 10, 2025 Public Presentation Item #6
City Website: https://www.siliconvalleypower.com/residents/rates-and-fees SVP vs. PG&E Average Rates
SVP AVG RATE PG&E AVG BUNDLED TOTAL SVP LOWER SVP LOWER
CLASS OF THAN PG&E THAN PG&E
SERVICE EFFECTIVE 01/01/2 RATE EFFECTIVE 01/01/2E
($/KWH) ($/KWH) * ($/KWH) (%)
Residential S0 175 30425 59%
SO 250
Average rates based on estimate usage for each class of service, including surcharges. Average rates are provide or general reference. Individual customer's average rate will depend on customer's applicable kw and kwt *This comparison does not factor in the additional user tax charge levied in most PG&E service jurisdictions (typically 5%). Santa Clara customers are not charged these additional fees. 25 2022-23 City Utility Users Tax Revenue and Rate
https://www.sco.ca.gov/Files-ARDLocal/LocRep/2022-23_City_UUT.pdf Santa Clara Campbell
Santa Clara Cupertino 4,103,906 2.40
Santa Clara Gilroy 6.551.417 5.00
Santa Clara Los Altos 3.214.718 3.50
Santa Clara Los Altos Hills
Santa Clara ]Los Galos
Santa Clara
Santa Clara
Santa Clara
Santa Clara 9.671,830 3.00
Santa Clara 18.763,255 5.00
Santa Clara 145 360,655 5.00
Santa Clara Santa Clar
Santa Clara Saratoa:
Santa Clara unnyvale 10.387.856 200
Alameda Alameda 10.102.930 7.50
Alameda 2.557.215 9.50
Alameda Anany 17.606.482 7.50
Alameda
Alameda 3.985.102 5.50
Alameda
amec 25.944,798 5.50
amer
Alameda Newark 4.219.024 3.25
Alameda Oakland 64.507.560 150.
Alameda 1.488.96 7.50
Alameda
in Leand 483.8 6.00
amec
lamed nion C 295 8 5.00
26 13
June 10, 2025 Public Presentation Item #6
5/15/2025 State of Utility Presentation
Summary of Sales for FY2024
Residential
5.8% Commercial
Revenue % of 2,4%
Category MWh % of MWh
(millions) Revenue
Municipal
0.4%
Residential 254,000 5.6% $40 5.9%
Commercial 108,000 2.4% $24 3.5%
Industrial 4,181,000 91.6% $608 90.2%
Industrial
0.4% 91,6%
Municipal 17,000 0.4% $2
Total 4,560,000 100.0% $674 100.0%
Customer Mix - Retall
Sales
27 SVP Historic Load Growth
460
420
Gigawatt Hours (GWh)
300
- Monthly Energy
—Rolling 12 month Average
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June 10, 2025 Public Presentation Item #6
900 120
SVP Historic Monthly Energy Growth 115฿
SVP Submitted and Adopted by California Energy Commission (CEC) and California Independent System Operator (CAISO) 93 2 110 SVP Proposed Budget Flat 2%YoY 105
300 88.4
83.3 100
SVP
SVP Contribution in
Contribution in Lieu SVP Delta 76 1
FYE
Lieu Actual Submitted and (SMM)
700 Adopted (SMM) Adopted by CEC
CAISO ($MM) 67.6
25-26 373 42.4 SI
26-27 391 45.7 66 60.6
(own) 27-28 512 -10 1 56.7
28-29 56.7 -13.6
29.30 60.6 -15.3 SVP Contribution In Lieu of Taxes (SMM) $1 2
30-31 •20.1 45.7
•261 22.4 578
$ 500 31-32
32-33 -30.8 559
33.34 559 88.4 -325 52 5
50.0 34-35 578 93.2 -35.4 475
• 45.3 35
400 Total Over 10 665.3 -195.7
469.6
Years 37.3
300
300
1/1/2009 /202 !!!!!!!!!!! 2028 /2029 12030 1/1/2031 1!11 7/1/2033 1/1/2031 7/1/2034 -VA Actual -GWn Actuai - 12 Month MA
- GWn 1 In. 2 CEC CAISO Adopted -own 1 in 2 SVP Submited CEC CAISO Adopted 12 Morn MA - GWn 1 in. 2 SVP Budget Adopted 2%YaY -GWn 1 In. 2 SVP Budget Adopted 2% YoY - SVP Contrbution in Lieu Actual A dooted i 3MMI - SVP Controution in Lieu SVP Submitted and adoptedty CEC CAISO SMMI 29 Call for Action
• 30% Vacancy Rate in critical roles managing Billions in Projects • 5948M for SVP in 24/25 budget
• $112M for Public Works
• Extra $400M in GO bond projects over 10 years
• Staffing Study likely shows more Engineers are needed given workload. • Macro-trends showing a shortage of Power Engineers and competition with Big Tech
• Future revenues of additional -$200M revenue to General Fund from SVP transfer in lieu if projects are successful
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