Attachment 2

Sacramento County
Compensation Survey
Board of Supervisors
Doug Johnson, Vice President
Ralph Andersen & Associates
 Attachment 2

Project Background
• Ralph Andersen & Associates
• Completed multiple compensation related projects for

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Sacramento County including a 2001 project for the
Unrepresented Pay Plan
• Familiar with the unique organization and service structure of
Sacramento County

Compensation Report
• Significant expertise conducting compensation studies for
California counties and public agencies in the Sacramento region
• Scope of the Survey
• Member, Board of Supervisors
• List of 15 survey counties provided by County HR
• Scope of data collection includes salary and benefits
2
• Data collection also includes salary setting method
 Attachment 2

Why Surveys Are Done

Compensation surveys are a necessary part of assessing and
updating an organization’s compensation plan.
• Anticipate and understand what the labor market is doing

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• Survey data informs decision makers and provides data-driven
framework for allocating resources to wages and benefits

Compensation Report
• Provide defensibility and public accountability for employee
compensation
• Labor dispute resolution processes (fact-finding) are data-driven
• Optimize the County’s ability to recruit and retain employees
Public and Private employers both use market data to assess 3
compensation; just a difference in accessibility and transparency of data.
 Attachment 2

Survey Agencies
Population Driving Total Total
Survey Agency ERI COL ERI Wage
Served Distance Revenues Expenditures

Sacramento County 1,555,365 0 $3.9 Bil $3.7 Bil 100.0 100.0

Alameda County 1,670,834 83 $3.8 Bil $3.6 Bil 134.6 111.2

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Sacramento 518,037 0 $1.3 Bil $1.3 Bil 100.0 100.0
San Francisco 849,475 88 $12.1 Bil $12.7 Bil 164.5 118.0
Contra Costa County 1,153,561 64 $3.8 Bil $3.7 Bil 115.3 109.4
El Dorado County 193,227 41 $462.1 Mil $452.6 Mil 96.0 99.8
Fresno County 1,023,358 167 $2.1 Bil $2.0 Bil 87.6 95.9
Placer County 403,711 34 $828.0 Mil $848.5 Mil 88.9 99.9
Riverside County 2,442,304 440 $5.3 Bil $6.2 Bil 102.8 98.2

Compensation Report
San Bernardino County 2,180,537 438 $5.3 Bil $5.1 Bil 91.5 98.2
San Joaquin County 773,632 49 $1.8 Bil $1.8 Bil 93.1 98.3
Santa Clara County 1,961,969 122 $7.5 Bil $7.5 Bil 129.2 116.9
Solano County 440,224 43 $776.7 Mil $780.3 Mil 106.3 104.6
State of California N/A 0 N/A N/A 100.0 100.0
Ventura County 842,886 394 $2.4 Bil $2.4 Bil 112.3 100.0
Yolo County 221,705 23 $444.1 Mil $462.1 Mil 86.2 100.1
Population - CA Dept of Finance Revenues/Expenditures - CA Controller 2020
Driving Distance - Google Maps ERI COL/Wage - Economic Research Institute

• The County provided a list of 15 survey agencies with a mix of local, similar, smaller/larger agencies
• While consultants collected data for all 15 agencies, our recommended market includes 11 size optimized
agencies (consistent with the Executive Management survey)
• Geographic proximity, while important, ignores more similar-sized counties 4
• Of the 13 counties, 2 are similar in size, 4 are larger, and 7 are smaller
• Relative cost-of-living and relative wage indexes provided by ERI are an even mix of similar, higher, and
lower areas
 Attachment 2

Scope of Data Collection

• Base Salary Range • Retirement (classic tier)
• Cash Benefits • Employer cost

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• Longevity • Formula
• Deferred Comp. • Social Security
• EPMC/EE to ER • Retiree health

Compensation Report
(retirement) • Leave Cash-out
• Other • Reimbursable Benefits
• Insurance Benefits • Auto
• Health • Technology
• Dental • Other 5
• Vision
 Attachment 2

Market Position
Policy Considerations
75th

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Percentile
Desired competitive position

Historical practices
50th

Compensation Report
Percentile

Recruitment and retention needs

Cost impacts and ability to sustain

Median is most common target

6
 Attachment 2

Survey Datasheet
Member, BOS 10 Cash Supplements Insurance Benefits Retirement Benefits (classic tier)
ER to
Base + Base +
Range Def. EE/EE Base +
Survey Agency Comparable Class Long. Other Health Dental Vision Cash + Emp. Ret. Ret. Form. FICA Cash +
Max. Comp. to ER Cash
Ins. Ins. + Ret.
Ret.
Alameda County Member, BOS $15,276 $292 $458 $16,026 $1,930 $124 $18,080 $3,544 2.09@62 $760 $22,383
City of Sacramento City Council Member $8,276 $248 $331 -$83 $8,773 $1,777 inc inc $10,550 $2,105 2@55 $513 $13,168
City/County of San Francisco Member, BOS $13,037 -$391 $12,646 $2,183 $133 inc $14,962 $2,392 2.3@62 $760 $18,114

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Contra Costa County Member, BOS $12,411 $150 $12,561 $2,108 $77 $14,745 $3,496 2@55 $760 $19,001
Fresno County Member, BOS $11,254 $11,254 $1,285 inc inc $12,539 $4,923 [email protected] $698 $18,160
Riverside County Member, BOS $15,005 $108 $15,113 $1,023 inc $17 $16,154 $3,459 2@60 $760 $20,372
San Bernardino County Member, BOS $15,151 $15,151 $1,046 $20 $16,218 $4,117 2@55 $20,334
San Joaquin County Board of Supervisors $9,580 $479 $10,059 $2,002 inc inc $12,061 $4,375 [email protected] $594 $17,030
Santa Clara County Supervisor $14,272 -$430 $13,842 $2,939 $117 $10 $16,908 $3,736 2.5@55 $760 $21,404
State of California No Comparable Class
Ventura County County Supervisor $13,366 $401 -$523 $13,244 $1,597 inc inc $14,841 $1,851 2@60 $760 $17,451
Sacramento County Member, BOS $10,259 $344 $308 $10,910 $1,646 $119 $12,675 $2,511 2.43@65 $636 $15,822
vg Average $12,763 $12,867 $14,706 $18,742

Compensation Report
% +/- -24.4% -17.9% -16.0% -18.5%
Median $13,201 $12,945 $14,901 $18,580
10 % +/- -28.7% -18.6% -17.6% -17.4%
75th Percentile $14,822 $14,796 $16,202 $20,363
10 % +/- -44.5% -35.6% -27.8% -28.7%

Summary Analysis of Chief Information Officer Data

• Base salary is significantly below (-28.7%) the labor market median (50th percentile)
• The County’s cash benefits improve its market position due to management
incentive and employer paid deferred compensation
• Insurance benefit appear comparable to the market agencies
• The County’s employer retirement contributions are comparable to the market
agencies 7
 Attachment 2

Impact of Benefits
• The objective of analyzing benefits in a cumulative analysis is
to determine whether benefits significantly improve the
County’s market position

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• There are three notable benefits differences:
• Management Incentive – The County’s 3.35% management
incentive is unique and arguably improves the County’s market

Compensation Report
position by 3.35%.
• Deferred Compensation – Half of the survey agencies provide this
employer paid benefit.
• ER to EE/EE to ER Retirement – Several of the survey agencies
require the employee to contribute to the employer rate and one
agency pays part of the employee portion of retirement. These
costs only affect “classic” tier employees and has no relevance for
a PEPRA tier employee 8
 Attachment 2

Basis for Market BOS Salaries

Agency Salary Setting Method
Alameda County 80% of Superior Court Judge salary
City of Sacramento Annual salary commission using survey data
City/County of San Francisco Salary setting commission every 5 years

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Contra Costa County 65% of Superior Court Judge salary
Fresno County 60% Superior Court Judge salary
Riverside County 80% of Superior Court Judge salary
San Bernardino County Not to exceed the average of the compensation
paid to members of the Board of Supervisors in the
following California Counties: Riverside, Orange,

Compensation Report
and San Diego
San Joaquin County No specific method
Santa Clara County 80% Superior Court Judge salary
Ventura County 70% Superior Court Judge salary

• Salary levels for BOS are not typically adjusted annually

• Salary range for BOS can be in place for years
• Market agency BOS salary adjustments are a mix of surveys 9
and ties to Superior Court Judges
 Attachment 2

Recommendations
Based on the market data, the County of Sacramento is significantly below the median and
also below the percentage of Superior Court Judge salaries when compared for like salary
setting measures. There are two possible salary setting formulas that are recommended, both

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using median of market formulas:
• Use median of optimized market. This is the standard used for the majority of positions
within Sacramento County, and therefore is a logical and reasonable market position for the
Board.
• This results in a recommended increase of approximately 29% for Supervisor salaries.

Compensation Report
• Use median percentage of Superior Court Judge salary. This is the standard that has been
historically used, per Sacramento County Ordinance, for setting Supervisor salaries. If this
method is continued, it is recommended that the percent of salary be increased to 75% of
Superior Court Judge salary, which is the median % used by other jurisdictions utilizing this
method.
• This would result in an increase of approximately 20% to the Board of Supervisor salaries.
In either scenario, a revision to the Sacramento County Ordinance governing the
compensation of Supervisors would be required in order to change the method or rate for how
Board salaries are established.
10
 Attachment 2

Survey Data Arrays

Survey datasheets have been provided for all survey job classifications.
The reporting of this data does not indicate a recommended salary
adjustment by the consultant. The data is provided to inform the
County of available market data which can be used to inform policy
decisions and potential market-based equity adjustments.
 Ralph Andersen & Associates Size Optimized Agencies Data Effective November 2022
Attachment 2

Sacramento County
Y Member, BOS 10 Cash Supplements Insurance Benefits Retirement Benefits (classic tier)
ER to Base + Base +
Range Def. Base +
Survey Agency Comparable Class Long. Other EE/EE to Health Dental Vision Cash + Emp. Ret. Ret. Form. FICA Cash +
Max. Comp. Cash
ER Ret. Ins. Ins. + Ret.
Alameda County Member, BOS $15,276 $292 $458 $16,026 $1,930 $124 $18,080 $3,544 2.09@62 $760 $22,383
City of Sacramento City Council Member $8,276 $248 $331 -$83 $8,773 $1,777 inc inc $10,550 $2,105 2@55 $513 $13,168
City/County of San Francisco Member, BOS $13,037 -$391 $12,646 $2,183 $133 inc $14,962 $2,392 2.3@62 $760 $18,114
Contra Costa County Member, BOS $12,411 $150 $12,561 $2,108 $77 $14,745 $3,496 2@55 $760 $19,001
Fresno County Member, BOS $11,254 $11,254 $1,285 inc inc $12,539 $4,923 [email protected] $698 $18,160
Riverside County Member, BOS $15,005 $108 $15,113 $1,023 inc $17 $16,154 $3,459 2@60 $760 $20,372
San Bernardino County Member, BOS $15,151 $15,151 $1,046 $20 $16,218 $4,117 2@55 $20,334
San Joaquin County Board of Supervisors $9,580 $479 $10,059 $2,002 inc inc $12,061 $4,375 [email protected] $594 $17,030
Santa Clara County Supervisor $14,272 -$430 $13,842 $2,939 $117 $10 $16,908 $3,736 2.5@55 $760 $21,404
State of California No Comparable Class
Ventura County County Supervisor $13,366 $401 -$523 $13,244 $1,597 inc inc $14,841 $1,851 2@60 $760 $17,451
Sacramento County Member, BOS $10,259 $344 $308 $10,910 $1,646 $119 $12,675 $2,511 2.43@65 $636 $15,822
Median $13,201 $12,945 $14,901 $18,580
10 % +/- -28.7% -18.6% -17.6% -17.4%
Median Gain/Loss 10.0% 1.1% 0.1%

1 Print Date: 3/9/2023

 Ralph Andersen & Associates Size Optimized Agencies Data Effective November 2022
Attachment 2

Sacramento County
Y Member, BOS Retiree Health Leave Cashout Reimbursable Benefits
Current
Futer ER Upon Tech/ Other
Survey Agency Comparable Class ER EE Cost Annual Auto
Contrib. Ret. Cell Reimb
Contrib.
Alameda County Member, BOS $1,605
City of Sacramento City Council Member $1,558 $400 $100
City/County of San Francisco Member, BOS $897 $1,254
Contra Costa County Member, BOS $39
Fresno County Member, BOS 600
Riverside County Member, BOS $256 $1,184 160 1,800 $550
San Bernardino County Member, BOS $417 $1,217 $200
San Joaquin County Board of Supervisors $1,644 $585
Santa Clara County Supervisor $786 288 864
State of California No Comparable Class
Ventura County County Supervisor $1,376
Sacramento County Member, BOS $54 40 400 $450 $700
Median
10 % +/-

2 Print Date: 3/9/2023