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Water Supply and Planning Manager
Fremont, United States
DISTINGUISHING CHARACTERISTICS
This classification is distinguished from the Water Use Efficiency Supervisor and other water resources professionals including engineers and analysts, in that the latter classes may report to this class. This classification is distinguished from the Director of Water Resources in that the latter is a department head with overall responsibility for directing District-wide water resources and related services and provides direction to this classification.
IDEAL CANDIDATE: Candidates with significant experience in water resources planning, interagency collaboration, oversight of complex technical modeling and evaluations, and managing a multi-disciplinary team are highly desirable.
Strong knowledge of:
- Current California surface water & groundwater policies, politics, laws, regulations, and issues.
- Best practices for long-range water supply planning and drought management.
- Water resources modeling, including scoping analyses, guiding teams, and integrating results into strategic planning.
- Water system infrastructure and operational practices related to delivering reliable groundwater and surface water supplies.
Strong skills in:
- Planning, organizing, and directing complex and specialized water resources planning studies and analyses.
- Collaborating with a wide range of partners on technical and non-technical issues.
- Communication (both written & oral) and strategic thinking.
- Mentoring and employee development.
- Cross-functional collaboration and leadership, along with managing a highly effective team.
Examples of Duties
Directs complex water resources planning and analysis activities including estimating water demand, conservation impacts, and computer operations modeling based on historical usage data, land use trends, and other factors; directs the evaluation of new sources of supply and management strategies; helps secure and maintain sufficient water supplies to meet demand and plans for needed facilities; oversees compliance with state regulations for water resources planning including Urban Water Management Plan preparation, water use efficiency standards, and conducting Water Supply Assessments.
Coordinates implementation of projects and programs recommended in the Integrated Resources Plan including development of purified water and dry year supplies; negotiates terms and conditions of water supply exchanges; provides oversight and review and approval or acceptance of designs and technical reports prepared by consultants.
Represents the District in meetings with federal and state agencies, industry groups, and upstream water agencies regarding a variety of water resources planning issues of mutual concern; provides coordination for watershed management issues including development of a watershed management plan and compliance with the Endangered Species Act.
Continually assesses proposals and trends impacting source and quality of the District's water and explores obtaining loans and grants for projects and programs; reviews EIR's and CEQA documents received from other agencies and drafts the District's comments.
Evaluates proposed legislation and regulations and coordinates with District's external representative(s) and other managers, as appropriate, on legislative or regulatory issues to protect the interests of the District.
Researches and prepares complex technical and administrative reports and recommendations on water resources planning issues and presents to senior management and/or the Board of Directors.
Directs the District's demand management programs, including developing strategies for new programs and projects.?
Prepares the annual budget request for the work unit; estimates staffing, outside services, and equipment supply needs based upon recent trends and planned activities; monitors expenditures after budget adoption; approves purchase requisitions.
Interviews and hires new employees; plans and evaluates the performance of supervisors and staff; establishes performance requirements and personnel development targets; regularly monitors performance and provides coaching for performance improvement and ongoing development.
Recommends business process changes to cross-functional management peers to achieve improved joint performance efficiencies; implements business process changes and measures performance.
Contributes to big picture, strategic thinking and applies this to short-term and long-term planning.
Performs other related work as required.
Typical Qualifications
Education and Experience:
If not previously completed, completion of the District’s Leadership Skills Training Program is required following hire.
Health Insurance: Coverage is provided through the CalPERS Health program. Under the Cafeteria Plan, employees will receive a flex dollar allowance to purchase healthcare coverage, and qualifying voluntary products.
Dental and Vision: Coverage for the employee and eligible dependents is fully paid by the District.
Retirement: California Public Employees Retirement System (CalPERS) benefit depends on whether the employee is a "new" member or "classic" member under state law.
Classic member: Employee who is a member of PERS or reciprocal agency within six months of hire at ACWD. 2.5% @ 55 with 8% employee contribution. $5000 Retired Death Benefit, 3% Annual Cost-of-Living Allowance Increase, Post-Retirement Survivor Allowance to Continue After Remarriage, Pre-Retirement Death Benefits to Continue After Remarriage of Survivor, Additional Opportunity to Elect 1959 Survivor Benefits, 1959 Survivor Benefit Level 4, Unused Sick Leave Credit, Public Service Credit for Peace Corps, AmeriCorps VISTA, or AmeriCorps Service, Military Service Credit as Public Service, Final Compensation 1 Year, Post-Retirement Survivor Allowance, Prior Service. The District picks up 2.5% of the CalPERS retirement contribution.
New member: Employees hired after 12/31/12 who were not members of PERS or a reciprocal agency within the last six months of hire at ACWD. 2% @ 62 with 7% employee contribution. Effective 7/1/23 PEPRA employee contributions will increase to 7.75%. $5000 Retired Death Benefit, 1959 Survivor Benefit Level 4, 3% Annual Cost-of-Living Allowance Increase, Additional Opportunity to Elect 1959 Survivor Benefits, Final Compensation 3 Years, Military Service Credit as Public Service, Post-Retirement Survivor Allowance, Post-Retirement Survivor Allowance to Continue After Remarriage, Pre-Retirement Death Benefits to Continue After Remarriage of Survivor, Pre-Retirement Option 2W Death Benefit, Prior Service, Public Service Credit for Peace Corps, AmeriCorps VISTA, or AmeriCorps Service, Unused Sick Leave Credit.
Social Security/Medicare: The District does not participate in Social Security, but provides a 1.45% matching Medicare contribution.
Retiree Health Benefits: Coverage is provided through the CalPERS Health program. The District's contribution for retiree coverage shall be the PEMHCA minimum contribution as determined by CalPERS on an annual basis. Please refer to the Memorandum of Understanding for various eligibility and plan details.
Employees hired on or after January 1, 2019 will receive a defined-contribution benefit into a retiree health savings account.
Life Insurance: The District provides you with Basic Life Insurance and Basic AD&D Insurance of one and one half times your annual salary to a maximum of $250,000. There is no cost to employee for this insurance.
Long Term Disability: The District provides you with Long Term Disability Income Insurance of 66 2/3% of monthly earnings with a maximum monthly benefit of $15,000.
Short Term Disability: Coverage is provided through the District for employees working more than 20 hours per week at 66 2/3% of base weekly earnings for the first 12 weeks up to a weekly benefit maximum of $2,350.
Deferred Compensation: The District has two (2) Deferred Compensation Plans in which employees may participate: a. 457 Plan - Allows employees to specify a dollar amount to contribute toward retirement, up to an annual maximum. Employees may begin or stop making contributions to this plan at any time. b. 401(a) Plan - Provides a one (1) time, irrevocable opportunity for employees to contribute a percentage (1% - 20%) of their salary toward retirement, up to an annual maximum. Employees may also irrevocably elect upon enrollment to defer a percentage of vacation or management leave balances (1% - 20%) on an annual basis, and/or to defer a percentage (1% - 100%) of their final compensation. The 401(a) Plan is also designed to accept the District’s matching of employees’ contributions. Beginning April 13, 2025, the District will match Classic Member contributions of up to $2,250 per year in the 401(a) plan. Beginning April 13, 2025, the District will match PEPRA members contributions of up to $6,250 per year in the 401(a) plan, on behalf of the employee. Effective with the calendar year 2030, District matching contributions will be $1,000 for Classic Members and $5,000 for PEPRA Members. The employee must make contributions to the 457 plan to receive the District’s matching contribution.
Vacation: 10 days first year, increasing to 25 days after 20 years.
Holidays: 12 days per year.
Sick Leave: 12 days per year
Management Leave: 80 hours to 96 hours of Management Leave per calendar year (depending on classification). *Beginning in June 2025, MCP employees will be eligible for an additional eight hours of management leave in recognition of the Juneteenth holiday. In future years, the Juneteenth holiday may be added to the list of paid holidays or continue as additional hours of management leave credited for the Juneteenth holiday and will be applied consistently across the District.
Employee Assistance Program: Up to 6 sessions for employees and family members for professional consultation and short-term counseling for personal problems.
Tuition Reimbursement: The District will reimburse 100% of the total tuition and textbook costs incurred in taking courses outside of normal working hours related to District employment up to an annual maximum of $5,250.
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