Orange County Grand Jury • 2011-2012 • Agency Response
Response to: Transparency Breaking Up Compensation Fog-But Why Hide Pension Costs? 6/14/12, 1M

Board of Directors Santa Ana, Ca 92701 Fred R. Bockmiller President Division I Response to the 2011-2012 Orange County*

Published: October 09, 2012 4 pages
Ver PDF original

Findings and Recommendations 4 findings

F2
- Content & Clarity Ratings for EXECUTIVE Compensation Cost - PAUL E. SHOENBERGER, P.E. General Manager Content and Clarity for the OC cities elected officials and executives over COLEEN L. MONTELEONE District Secretary/ $100,000 in base salary is improving in this 2nd year of ratings. On the other Treasurer hand, there is understandably even more potential improvement possible for the BOWIE, ARNESON, WILES & GIANNONE Special Districts and joint power authority, which are in their 1st year of ratings. Legal Counsel Special Districts and Joint Power Authority (JPA): 0 Only three of twenty-three special districts/JPA (13%) were rated excellent for Executive Compensation Cost Content and Clarity. Nineteen of twenty-three special districts/JPA who received ratings of good, average, poor and nonexistent for Executive Compensation Cost can improve to achieve an excellent rating.26
Related Recommendations (1)
R2
- Content & Clarity of EXECUTIVE Compensation Costs - BOWIE, ARNESON, WILES & GIANNONE Legal Counsel The Grand Jury recommends that each of the forty-one of the fifty-seven Orange County cities, districts and joint power authority that were rated less than excellent for their Content and Clarity for their Executive and Elected Officials compensation costs page upgrade their Executive Compensation page. See Appendix D for a suggested full disclosure model which is the same as 2011 with expanded descriptions, but with particular emphasis on pension costs.
F3
- Content & Clarity Ratings for EMPLOYEE Compensation Cost Ratings JAMES R. FISLER First Vice President There is the most opportunity for more transparent reporting in the Content and Division II Clarity of Employee Compensation Cost reporting on local government JAMES F. ATKINSON Vice President websites. Division IV SHAWN DEWANE Vice President Special Districts and Joint Power Authority (JPA): 0 Division V Only four of twenty-three special districts and joint power authority (17%) TRUDY OHLIG-HALL Vice President were rated excellent for Employee Compensation Cost Content and Clarity. Division III Nineteen of the twenty-three special districts/JPA were rated good, average, poor and nonexistent for Employee Compensation Cost PAUL E. SHOENBERGER, P.E. Content and Clarity, all of whom could improve to excellent. General Manager COLEEN L. MONTELEONE District Secretary/
Related Recommendations (1)
R3
- Content & Clarity of EMPLOYEE Compensation Costs - The Grand Jury recommends that the County of Orange and all Orange County cities, districts and joint power authority that were rated less than Excellent for Content and Clarity for their Employee compensation costs pages upgrade their Employee pages. See Appendix D for a suggested full 1965 Placentia Avenue 6 Costa Mesa, California 92627 Telephone (949) 631-1200 • FAX (949) 574-1036 www.MesaWater.org ∕vesa Consolidated vater District October 9, 2012 District Mission: Orange County Superior Court Dedicated to Satisfying our Community's Water Needs disclosure model which is the same as 2011 with the addition of overtime pay, on-call pay and expanded descriptions, with particular emphasis on pension costs. BOARD OF DIRECTORS FRED R. BOCKMILLER
F4
- Transparency of Employer Pension Contribution Rates Many Orange County local government web sites do not generally post their employer pension annual contribution rates prominently to their web sites as part of their compensation cost disclosure for public disclosure. Specifically, these employer contribution percentages refer to the annual percentages of employee salary that CalPERS (California Public Employees Retirement System) or OCERS (Orange County Employee Retirement System) requires of Orange County local governments to fund their employee guaranteed pension plans.
Related Recommendations (1)
R4
- Transparency of Employer Pension Contribution Rates - Division II JAMES F. ATKINSON Vice President The Grand Jury recommends that all Orange County cities, districts and joint Division IV power authority, as well as the County of Orange, post their employer SHAWN DEWANE Vice President pension annual contribution rates prominently and transparently on their Division V web sites. Current and recent rates would be instructive and informative. It is TRUDY OHLIG-HALL Vice President recognized that some already do. Division III
F5
- Inclusion of Overtime and On-Call Pay in Employee Compensation Costs The Orange County "de facto" standard for CCT in the county, cities, districts BOARD OF DIRECTORS and JPA now contains all employees, including a page for executives and all FRED R. BOCKMILLER elected officials. Two key categories are missing from compensation cost President Division I reporting. They are overtime pay and on-call pay. They have become JAMES R. FISLER important as the new "de facto" compensation cost reporting standard which First Vice President now includes all employees. Division II JAMES F. ATKINSON Vice President These two cost categories can be significant for public safety employees. Division IV However, it is recognized that these cost categories generally do not apply to SHAWN DEWANE Vice President elected officials. On the other hand, if overtime does not occur for various Division V employee positions, it is important for citizens to be aware of the aware of that TRUDY OHLIG-HALL Vice President in the annual reporting. Division III
Related Recommendations (1)
R5
- Transparency of Overtime Pay and On-Call Pay in Employee COLEEN L. MONTELEONE District Secretary/ Compensation Cost Reporting - Treasurer BOWIE, ARNESON, WILES & GIANNONE The Grand Jury recommends that all Orange County cities, districts and joint Legal Counsel power_authority, as well as the County of Orange, include overtime pay and on-call pay in compensation cost reporting on their employees' compensation pages. See Appendix D for a suggested full disclosure model for these new compensation cost reporting categories.

* This report's PDF did not contain easily extractable text and required Optical Character Recognition (OCR) for analysis. There may be minor errors in the extracted findings and recommendations due to OCR limitations with scanned documents.