Salaries: The San Diego Housing Commission offers competitive
salaries based on skills and experience and provides excellent benefits,
described below.
Paid time away from work for illness of self
or family and vacation provided to eligible employees at 18 days from
the first through fourth year up to 30 days after 26 years of
employment. There is no waiting period to use accrued leave. Terminating
employees are paid in full for unused leave. New Directors and
Executive accrue 28 days per year.
Pay in lieu of Annual
Leave:
Employees are eligible for
80 hours of pay each fiscal year. Executives and Directors are
eligible for 120 hours pay in lieu of annual leave each fiscal year.
Holidays:
12 paid holidays per year
Tuition Reimbursement:
Available to benefits-eligible employees
for coursework that enhances skills and abilities of employees. Up to
$2,000 per year.
Short Term Awards:
Monetary awards in amounts
of $250, $500, $750, or $1,000 are available on a quarterly basis for
performance recognition.
Mileage Reimbursement:
Reimbursed at the IRS
rate/per mile. Executives receive $300 per month car allowance.
Transportation
Reimbursement:
For employees who choose to
use an alternate environmental friendly means of transportation,
reimbursement of up to 80% is provided off the cost of a monthly bus or
trolley pass.
Bilingual Pay:
Some positions require
bilingual skills in Laotian, Spanish or Vietnamese. (0.41/hr for
non-technical and .51/hr for technical bilingual skills). Pay is
subject to SDHC certification.
Probationary Period:
6 months probationary
period for all new hires with performance reviews at 3, 6 & 12 months.
(Employment may be ended at any time during the probationary period without
appeal.) Executive & Management Service and Temporary employees are
not subject to probation.
Salary Review;
1st merit step/;pay
increase is based upon 12-month satisfactory performance for regular
employees hired at any step within the salary range. Executive &
Management Service and Temporary employees are subject to President & CEO
approval.
Child Care:
City of San Diego Child Care Center is available to
employees for daily childcare needs. Employees receive discounted rates
compared to public rates.
Group Insurance Benefits: Flex Plan: For benefit eligible employees only, the agency offers "Flex
Credits", in addition to base salary,
approximately $5,100 in FY05 for full-time employees (pro-rated for
part-time employees) to be used for insurance coverage. FY06 and FY07
amounts are $5,494 and $5,834, respectively. Management Flex
Credits - Eligible full-time employees in the Executive and Management
Service receive $1,500, Directors receive $2,000 and Executives receive
$2,500 in additional benefit credits.
Coverage is
offered “cafeteria-style” with choices between Sharp or Kaiser
medical and PacifiCare HMO or PPO dental. Also offered is voluntary portable term life
and accidental death insurance and and
universal life insurance. All are available for employee, spouse or
domestic partner, and children. Note: group or outside health plan
coverage of the employee is required.
Long-Term Disability: Covers 60% of pay to a maximum of $7,500/month after 60
days of disability and supplements benefits from other sources to
contitute 70% of pay to a maximum of $7,500/month.
Basic Term Life/AD&D: Employer-paid insurance to employee provides 1 x
salary with a minimum coverage amount of $15,000.
Optional Insurance: Employee and Spouse Portable Term Life/AD&D: Optional purchase of
additional insurance in amounts of $10,000 increments up to $500,000
available; cost is age rated. AD&D insurance over $150,000 is
limited to 10x annual salary of employees. All life amounts over
$100,000 are subject to carrier approval.
Dependent (Child) Portable Term Life: Insurance in the amount of $2,500,
$5,000, $7,500 or $10,000 per child available.
Flexible Spending Account: Provides for pre-tax contribution through
payroll deduction to flexible spending reimbursement accounts to save
taxes on eligible dependent care and specified uninsured medical
expenses.
Pension Plan: Employer-Contribution Pension: The Housing Commission contributes an
amount equivalent to 14% of an employee’s earnings towards retirement
to a Defined
Contribution Plan. The plan provides employee self-directed investing from
among a selection of options, including Schwab Personal Choice and Real
Estate Investment Fund.
Vesting Schedule Employer Contributions: Year 1 – 25%, Year 2 - 50%,
Year 3 – 75%, Year 4 – 100%. Vesting is based on 1000
hours of service within the fiscal year (July 1 - June 30).
Voluntary Pension Contributions: Up to 10% of earnings may be
contributed through payroll deduction on an after-tax basis. Immediate
100% vesting. Accumulated voluntary contributions may be withdrawn once
a year. Lump sum contributions may be made under specified
circumstances.
Prior Service Credit: Pension vesting credit is provided for prior
public agency service with a California government entity or housing
authority in the U.S. Transfers from qualified plans are accepted
subject to certain conditions.
Retirement: Retirement Age: Normal retirement is age 62; early retirement is age 55 with 10 years of service.
Retirement Benefits Options: Benefits are payable at time of
termination, retirement or permanent and total disability. Payment
options include lump sum, rollover, and life annuity options.
Social Security Exempt:
Employees do not contribute to Social
Security, saving 6.20% of taxable gross earnings. No Social Security
credit is earned; Social Security benefits may be reduced by
SDHC Pension Plan benefits received. Contact the Social Security
Administration Office to determine impact, if applicable.
Mandatory Deductions: Along with other normal state and federal withholdings, a Medicare tax
of 1.45% of gross earnings are deducted from each paycheck. Effective
January 1, 2004, California State Disability increased from 0.9% to 1.18% to
include the 0.08% for the new Paid Family Leave Program administered through
Employment Development Department (EDD).
Mandatory Direct Deposit: New Hires are required to establish and/or maintain a personal
banking/financial accournt for direct deposit of employee payroll to ensure
monies are secured on payday and to avoid lost or stolen checks; effective
for all employees in February 2005.
457 Tax Deferred Savings Plan: Benefit eligible employees may voluntarily contribute through payroll deduction
and reduce wages for tax
purposes. Choice of low, medium and high-risk investment options to
include Harris Direct broker option and Real Estate Investment Fund. Access
to funds is subject to IRS Hardship Rules.
Direct-Hire Temporary Employees: Receive a mandatory payroll deductions of 3.75% with a 3.75% matching contribution
from the Commission toward tax deferred 457 Plan. Accumulations are 100%
refundable on termination from employment; distributions are subject to
taxation.
Mandatory Work Furlough: Four (4) day mandatory business closure without pay each year during
the Christmas and New Years holiday time. Additional two day furloughs
are taken each fiscal year. FY05: November 12, 2004 and April 1,
2005. FY06: July 1, 2005 and May 26, 2006. FY07: July 2,
2006 and September 1, 2006. Forty-eight (48) hours of pay is
pro-rated over 26 paychecks in each fiscal year to provide pay during
furlough. Deductions are adjusted if employment starts or ends
mid-year.
Union: Employees hired into union-represented classifications have the right to
join and participate in the Social Service Union Local 535, AFL-CIO, or not
join. Effective January 2005, fees/dues are 1/65% of gross earnings to
a maximum or $90.00 per month. (Subject to change)
Offer of Employment: Prior to an offer of employment, candidates are subject to a complete
employment, professional and personal reference check to include work
performance factors and educational & certificate information. A
Reference Check Authorization Form must be completed prior to Job Offer.
AN OFFER OR EMPLOYMENT IS CONTINGENT UPON PASSING A BACKGROUND,
CRIMINAL HISTORY, AND DRIVING RECORD CHECK, AND PHYSICAL EXAMINATION AND
APPROVAL.
Conviction Record Form; Must be completed before hire. Conviction records are evaluated on
a case-by-cases basis considering the type and seriousness of the crime,
time, and nature of job and are not necessarily a basis for
disqualification.
U. S. Right To Work: Employment is contingent upon presentation of proof of right to work in
the United States and positive identification.
Physical Examination: Employment is contingent upon passing a physical that may include a drug
screening.
Driver's License; Some positions require possession of a valid Class 3 (C) Calif. Driver's
License and use of own vehicle. Employees in positions requiring a CDL
must maintain driving privilege with the State D.M.V. and be insurable under
the Commission's insurance carrier.
Conflict of Interests: Policy prohibits conflict of interest, outside employment, financial
interests and other actions or activities which may be incompatible with
Standards of Conduct for employment. Employment is contingent upon
disclosure and approval of such interests and activities.
Drug Free Workplace: Policy prohibits drugs in the workplace
Smoke Free Offices: Smoking prohibited in offices/public meeting areas.
Zero Tolerance of Threats: Policy prohibits threats in the workplace
Family Relationships
(Nepotism): Administrative Regulation prohibits favoritism shown to a relative
(person related by blood, marriage, or corresponding relationship by
affinity, or other personal relationship such as a personal relationship
between persons who share the same household, or domestic partner, or
corresponding relationship by affinity). The Administrative Regulation also
applies to transfers, demotions, lateral re-assignments, and promotions for
reasons of supervision, safety, security and morale. Disclosure is required
for employment. Applicants are encouraged to obtain a complete copy of
Administrative Regulation 701.400, entitled NEPOTISM, and to read and
understand the entire regulation, since it may affect the rights of
applicants and their relations who are employed by the Commission in a
significant manner.
Equal Opportunity Employer The Housing Commission supports workplace diversity and does not
discriminate on the basis of race, sex, age, ancestry, national origin,
political/religious affiliation, sexual orientation, AIDS or HIV status,
cancer, or non-job related physical/mental disability. We are committed to
making jobs, programs, and services accessible to all persons and to comply
with all ADA non-discrimination requirements in employment practices.
Contact Human Resources or the EO Office for inquiries or issues.
If you need bilingual assistance, in any language, call (619) 578-7740.
Para asistencia en espaņol, llame (619) 578-7740.
To obtain this information in alternative formats, persons with
disabilities may call for TTY/TTD 1(800) 877-8339
Candidates must be physically and mentally able to perform the essential
functions of the position with or without special accommodation. Upon
request, accommodation in the examination/selection process can be made by
calling Human Resources at (619) 578-7740.
The
information contained herein is an overview only and does not constitute an
expressed or implied contract, and may be modified at any time. Full
benefits are available to regular employees only. Benefits are pro-rated
for regular part-time employees. Benefits and other employment practices are
subject to change.
