the segal company county of santa barbara 1 employee benefits interest survey november 2001

THE SEGAL COMPANY

County of Santa Barbara

1

Employee BenefitsEmployee BenefitsInterest SurveyInterest Survey

November 2001

THE SEGAL COMPANY


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Executive Summary - Executive Summary - BackgroundBackground

• The County HR Department wanted to determine employee attitudes toward their benefit plan, including:

Satisfaction with current programs. How they believe benefits compare with other employers. Additional benefits they would like to have.

• The results of the survey will be used to help make policy decisions regarding County benefits.

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Executive Summary - Executive Summary - MethodologyMethodology

• 4,665 surveys distributed in electronic & hard copies. 46.7% response rate (2,177 returned) Typical is 18-20%

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Executive Summary - Major Executive Summary - Major FindingsFindings

Perception of County benefits:• Job applicants to County positions generally believe County

benefits are competitive in today’s market.• While the majority of employees believe the County’s

benefits are better or the same as other employers’ at all stages of their career, those viewing benefits as worse increases slightly after the five years of on the job.

• Job applicants indicate they are more willing than employees to work for better benefits, even if it means lower pay.

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Perception of County benefits:• All three medical plans showed a high degree of overall

satisfaction with their benefits, with the Health Net POS showing a slightly lower satisfaction level than the other two plans (18%).

• Of the two dental plans, there was substantial dissatisfaction with the HMO (40%).

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Top six desired benefit enhancements: (as determined by the percentage of respondents who ranked these as “Very interested” or “Interested”)

Improve retirement benefits - 91.9% Increase County retirement offset - 89.5% Increase County contribution toward employee medical

coverage - 84.8% Increase County benefit cash allowance - 84.7% Increase County contribution toward employee dental

coverage - 83.4% Add or increase deferred comp contribution by County into

a supplemental 401(a) - 78.1%

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IntroductionIntroduction• The County of Santa Barbara faces tough competition

for employees in the public sector Benefits are a key selling point in attracting new hires

• County officials want to: Maximize the selling points of the County’s Benefit Program Continue to develop a program that helps recruit & retain

employees

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Introduction - Introduction - continuedcontinued

• The County employs roughly 4,000 active employees. • Benefits are centralized at the main office in

Santa Barbara.• Employees are scattered 70 miles along the coast from

Santa Maria to lower Ventura.

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ObjectiveObjective• Objective of the survey was to determine employee

attitudes about the County’s employee benefit programs, including:

Perceptions of the current program How County benefits compare against other employers What additional benefits would be most valued

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Description of the Study - Description of the Study - Research StrategyResearch Strategy

• This electronic survey gathered information in two ways: Quantitative data - statistical analysis of

survey questions (full summary of all responses are included in the Frequency Report in the Appendix)

Qualitative data - written comments from the survey • This was the first electronic benefit survey distributed to

County employees and selected job applicants.• Survey was distributed to virtually all employees.

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Who Responded: Men vs. Who Responded: Men vs. Women?Women?

• The employees responding to the survey reflect the same age demographics of the workforce and therefore are a representative sample.

• A larger percentage of women responded (62%).

This reflects the higher percentage (57%) of women in the County workforce.

Men38%

Women62%

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Who Responded: How old were Who Responded: How old were they?they?

• The majority of the respondents were between the ages of 40 and 49

A key consideration when looking at results with regard to important benefits, such as retirement

Age of Respondents

2

230

481631

483

822 33 31 41 23 1

Unde

r20

20-2

9

30-3

9

40-4

9

50-5

9

60 or

more

EmployeeApplicant

40%

30%

20%

10%

0%

% of Total Respondents(2,040 Respondents)

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Who Responded: Where do they Who Responded: Where do they live?live?

45%

52%

3%

South County North County Other

• 52% of respondents live in North County:

•Santa Maria•Lompoc•Buellton/Santa Ynez•San Luis Obispo

• 45% of respondents live in South County

•Santa Barbara•Ventura County

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Who Responded: By AssociationWho Responded: By Association

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%SE

IU #

620

SEIU

#53

5

Depu

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Who Responded: By AssociationWho Responded: By AssociationOrganization Count PercentageSEIU, Local 620 (Office, Administrative, Technical, Public Health, CraftWorkers and Maintenance Employees 895 43.30%

SEIU, Local 535 281 13.59%

Deputy Sheriffs Association 233 11.27%

Management Association 131 6.34%

Probation Peace Officers Association 97 4.69 %

Engineers & Technicians Association 78 3.77%

Confidential-Unrepresented Employees 74 3.58%

Executive Association 28 1.35%

Sheriffs’ Manager Association 25 1.21%

Deputy District Attorneys Association 20 .97%

Union of American Physicians and Dentists 5 .24%

Applicant – Does not apply 180 8.71%

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Who Responded: Are they Who Responded: Are they married?married?

61%

30%

9%

MarriedNot marriedDomestic Partner

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Who Responded: Who Responded: Do they have children?Do they have children?

0%

10%

20%

30%

40%

50%

60%

No Children One Child Two Children Three or morechildren

How many children do you have age 22 or younger and dependent on you for at least 50% of their support?

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Who Responded: Who Responded: How long with the County?How long with the County?

0%

5%

10%

15%

20%

25%

30%

35%

Less than 1 year 1-5 years 6-10 years 11-20 years More than 20 years Applicant

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Who Responded: How much Who Responded: How much longer do you plan to work for longer do you plan to work for

the County?the County?

0%

5%

10%

15%

20%

25%

30%

35%

Less than 1year

1-5 years 6-10 years 11-20 years More than20 years

Applicant

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Perception of County BenefitsPerception of County Benefits

0%

5%

10%

15%

20%

25%

30%

35%

40%

Better Same Worse Noopinion

• “How do you think the County’s benefits for your occupation compare to those of other employers?”

67% of all respondents believe the benefits are better or about the same as those provided by other employers

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Perception of County Benefits - Perception of County Benefits - Length of ServiceLength of Service

• Applicants, as a group, felt that the County’s benefits where as good or better than other employers’ benefits … although they also had the largest number of “no opinion responses,” indicative of a lack of familiarity with the County plan.

• Employees have the highest opinion of County benefits in their first five years of employment. The high overall level of satisfaction, while still majority opinion, is generally reduced as their employment period lengthens, possibly due to reduced familiarity with the details of other employers’ benefit plans.

0%

10%

20%

30%

40%

50%

Applicant Lessthan 1year

1-5years

6-10years

11-20years

Over 20years

1. The County's benefits are generally better than other employers

2. The County's benefits are about the same as other employers

3. The County's benefits are generally worse than other employers

4. No opinion

ApplicantLess

than 11-5

years6-10years

11-20years

Morethan 20

Benefits are better or the same 62% 80% 70% 63% 66% 60%Benefits are worse 7% 14% 23% 30% 27% 29%No opinion 31% 6% 7% 7% 7% 11%

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Perception of Benefits - By UnionPerception of Benefits - By Union

Total Percentage Responding “Generally Better” or “Same” 1. Sheriffs' Manager Association - 92% 8. Engineers & Technicians Association - 61%2. Confidential-Unrepresented Employees - 78% 9. Union of American Physicians and Dentists - 60%3. SEIU, Local 620 - 73% 10. Deputy District Attorneys Association - 55%4. Management Association - 69% 11. Probation Peace Officers Association - 47%5. Executive Association - 68% 12. Deputy Sheriffs Association - 43%6. SEIU, Local 535 - 68% 13. Firefighters Association, Local 2046 - 20%7. Applicant - Does Not Apply - 63%

0

20

40

60

80

100

1 2 3 4 5 6 7 8 9 10 11 12 13County benefits generally worse than other employersCounty benefits generally the same as other employersCounty benefits generally better than other employers

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• Of the four largest groups (100 respondents or more), in all but one, 60% of the respondents or more say County benefits are “better” or “the same” as other employers:

SEIU Local 620 (895 respondents) - 73% SEIU Local 535 (281 respondents) - 68% Deputy Sheriffs Association (233 respondents) - 43% Management Association (131 respondents) - 69%

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• Responses among the different organizations show few substantial differences. Average was 2.12, and median was 2 (“about the same”).

Since a very small number of responses were received from the groups with the highest and lowest percentages of positive responses, it is difficult to draw any meaningful conclusions from those groups.

• Group that thinks the County compares best against other employers: Sheriffs Manager Association, with 25 respondents (1.2% of total).

• Group that thinks the County compares worst against other employers: Fire Fighters Association with 20 respondents (less than 1% of total).

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Enrollment in County Health Enrollment in County Health Insurance PlansInsurance Plans

0%

10%

20%

30%

40%

50%

60%

Self Family Self &partner

None Self &children

• 69.5% of County respondents have spouses or domestic partners

32.3% choose to cover their partner on a County health insurance plan

• Half of the respondents (49.9%) have dependent children eligible for coverage

25.7% of all respondents choose family or self and children coverage

• 10.4% of respondents are not enrolled in County health insurance plans

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Members Not Covered by County Members Not Covered by County Health Insurance PlansHealth Insurance Plans

0%5%

10%15%20%25%30%35%

Spou

se's

plan -

chea

per

Not e

ligibl

e

Too e

xpen

sive

Priva

te in

s. or

Medic

are

Spou

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plan -

bette

r Othe

r

• A total of 34% of members who chose against taking County benefits felt they were getting a better price through a spouse’s or partner’s plan

• Only 10% believe the spouse’s plan has better coverage

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Benefits vs. SalaryBenefits vs. Salary

"I would rather work for an employer that gives excellent benefits, even if my pay is lower."

Agree strongly11%

Agree29%

Neutral36%

Disagree20%

Disagree strongly4%

Respondents said they were moderately in favor of ranking benefits over salary:•Agree - 40%•Neutral - 36%•Disagree - 24%

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Salary vs. Benefits by GenderSalary vs. Benefits by Gender

I would rather work for an employer that gives excellent benefits, even if my pay is lower

0%5%

10%15%20%25%30%35%40%

Male Female

1. Agree Strongly

2. Agree

3. Neither agree nordisagree

4. Disagree

5. Disagree strongly

• There was no substantial difference in the responses between men and women with regard to ranking benefits over salary.

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Salary vs. Benefits by GenderSalary vs. Benefits by Gender• When the question

was rephrased to offer a choice between increasing salary vs. improving benefits, there was a moderately higher preference by men of salary over benefits, as compared to responses by women.

Increasing my salary is more important to me than improving benefits.

0%

10%

20%

30%

40%

50%

Male Female

1. Agree Strongly

2. Agree

3. Neither agree nordisagree

4. Disagree


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Perception of Benefits - Perception of Benefits - Applicant vs. EmployeeApplicant vs. Employee

How do you think the County's benefits for your occupation compare to those of other employers?

0%

10%

20%

30%

40%

50%


1-5years

6-10years

11-20years

Over 20years

1. The County's benefits aregenerally better than otheremployers

2. The County's benefits areabout the same as otheremployers

3. The County's benefits aregenerally w orse than otheremployers

4. No opinion

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Perception of Benefits - Perception of Benefits - Applicant vs. EmployeeApplicant vs. Employee

• There is a direct correlation between applicant vs. employee with regard to perception of benefits.

A higher percentage of applicants over employees feel that the County’s benefits are the same or better than those offered by other employers

Employees with a longer tenure have a somewhat higher perception of other employers’ benefits as being better than the County’s.

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Value of Benefits - Value of Benefits - Applicant vs. EmployeeApplicant vs. Employee

I would rather work for an employer that gives excellent benefits, even if my pay is lower

0%

20%

40%

60%

80%

100%


1-5years

6-10years

11-20years

Over 20years


4. Disagree

3. Neither agree nor disagree

2. Agree

1. Agree Strongly

Generally, applicants expressed more interest in working for better benefits and lower pay, than any category of employee

* Total number answering “Agreed” and “Agreed Strongly” for each category

79* 58* 225* 165* 213* 104*

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Satisfaction with County Satisfaction with County Medical PlansMedical Plans

Of the three medical plans, there was the least degree of satisfaction with the Health Net POS benefits (18%).

How satisfied are you with your County medical plan benefits?

0%

10%

20%

30%

40%

50%

Health NetHMO

PacificareHMO

Health NetSelect Point-

of-Service

1. Very Satisfied2. Satisfied3. Somewhat Satisfied4. Not Satisfied

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Satisfaction with County Satisfaction with County Medical Plans - By areaMedical Plans - By area

11%38%

35%

16%Very SatisifedSatistifedSomewhat SatisifiedNot Satisifed

Overall 53% of those enrolled answered “satisfied” or “very satisfied”

15%42%

32%


North CountySouth County

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Satisfaction with County Dental Satisfaction with County Dental PlansPlans

Of the two dental plans, there was substantial dissatisfaction with the HMO (40%).

How satisfied are you with your County dental plan benefits?

0%

10%

20%

30%

40%

50%

County Self-FundedDental Plan -

(freedom of choiceof any dentist)

Golden WestPacesetter Dental

HMO (limited to listof HMO dentists)

1. Very Satisfied2. Satisfied3. Somewhat Satisfied4. Not Satisfied

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Satisfaction with County Satisfaction with County Dental Plans - By areaDental Plans - By area

1%

36%

34% 29%Very SatisifedSatistifedSomewhat SatisifiedNot Satisifed

Overall 46% of those enrolled answered “satisfied” or “very satisfied”

10%40%

23%


North CountySouth County

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Satisfaction with the Satisfaction with the Medical HMO Choice of Medical HMO Choice of

ProvidersProviders

A total of 48% of participants were not satisfied with their choice of medical providers.

5%

21%

26%

48%

Very satisfied

Satisfied

SomewhatsatisfiedNot satisfied

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Satisfaction with the Satisfaction with the Dental HMO Choice of ProvidersDental HMO Choice of Providers

In a similar fashion, 44% participants were unhappy with the choice of dental HMO providers.

6%

22%

28%

44%

Very satisfied

Satisfied

SomewhatsatisfiedNot satisfied

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Survey Results: Survey Results: What Employees Value MostWhat Employees Value Most

0%20%40%60%80%

100%

Med

ical

Dent

al

Pres

crip

tion

Drug

s

Visi

on

Men

tal

Heal

th

EAP

Chir

opra

ctic

Health Benefits

Important

Most important

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Survey Results: Survey Results: What Employees Value MostWhat Employees Value Most

0%10%20%30%40%50%60%70%80%

BenefitCash Allow.

Pre-taxMed. &Dental

Premiums

Option LifeInsurance

MedicalSpending

Acct

Pers.Accident

Insurance

DependentSpending

Accts

Flexible Benefit Plans & Reimbursement Accounts

Most Important Important

The most popular account was the cash allowance for benefits, with 72.6% of respondents ranking it as most important or important.

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Survey Results: Survey Results: What Employees AppreciateWhat Employees Appreciate

0%10%20%30%40%50%60%70%80%

90%100%

Vaca

tion

Paid

Holid

ays

Sick

Leav

e

Flexib

le Sc

hedu

les

Traini

ng

Vaca

tion

Cash

-out

Impr

oved

Park

ing

Casu

al Dr

ess

TDM

Coas

tal H

ousin

gPa

rtners

hip

Telec

ommu

ting

Cred

it Un

ion

Job

Shar

ing

Child

Care

Ref

erral

Non-Cash Employee Benefits


98%

95% 94%

78%74%

69%

54%51% 49%

43% 41%38%

31%27%

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Survey Results: Survey Results: What’s Most ImportantWhat’s Most Important

0%

10%

20%

30%

40%50%

60%70%

80%

90%

100%

Routi

ne M

edica

l

Dent

al

Catas

troph

ic or

chron

ic

Vision

Loss

of I

ncom

e

Child

Medic

al

Welln

ess

Long

-Term

Nur

sing

Menta

l Hea

lth

Fami

ly Co

unse

ling/P

sych

iatric

Stres

s Mng

mt

Elderl

y Pa

rent

Medic

al/Cu

stodia

l

Care

Coun

sel

EAP

Subs

tance

Abus

e

Other Employee Benefits


96%94%

91%

85% 84%

61% 58%

51%

44% 43% 43% 41% 39% 39%

23%

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Appl

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SEIU

Loc

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620

SEIU

Loc

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535

Engi

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Fire

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#204

6

Dep

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Dep

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Sher

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Man

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Vacation/Annual Leave 95% 99% 99% 99% 100% 98% 100% 99% 96% 100% 97% 99% 69%Sick Leave 88% 97% 98% 88% 95% 94% 100% 94% 92% 100% 95% 85% 67%Paid Holidays 93% 98% 96% 86% 84% 91% 90% 97% 84% 80% 96% 95% 74%County-Provided Training Opportunities 89% 78% 82% 78% 56% 60% 39% 71% 58% 60% 66% 69% 42%Child Care Referral Assistance 38% 31% 34% 16% 21% 20% 20% 25% 8% 0% 18% 12% 0%Coastal Housing Partnership 63% 46% 29% 27% 26% 40% 24% 49% 28% 20% 37% 23% 4%Credit Union 48% 43% 40% 35% 22% 29% 24% 33% 12% 0% 33% 22% 7%Telecommuting 46% 49% 50% 45% 0% 19% 24% 42% 13% 0% 22% 37% 15%Flexible Work Schedule 72% 79% 93% 84% 42% 73% 52% 94% 63% 100% 64% 67% 22%Job Sharing 36% 38% 43% 20% 11% 12% 29% 36% 37% 0% 24% 18% 7%Reimbursement for Professional License Fees 57% 47% 44% 59% 53% 39% 81% 38% 32% 80% 33% 43% 33%TDM 46% 57% 49% 48% 21% 44% 33% 40% 20% 40% 41% 37% 22%Vacation Cash-Out 64% 69% 59% 59% 79% 76% 57% 78% 92% 60% 64% 72% 59%Informal Dress 17% 23% 17% 30% 9% 10% 5% 23% 4% 75% 19% 12% 12%Improved Access to Parking 68% 60% 47% 62% 5% 34% 38% 62% 36% 80% 63% 54% 26%Red indicates above 75% rated as "Important" or "Most Important"

Survey Results: What’s Most Survey Results: What’s Most Important by Employee GroupImportant by Employee Group

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PROPOSED BENEFIT % “VeryInterested” or“Interested”

Improve retirement benefits 91.9

Increase County retirement offset 89.5

Increase County contribution toward employee medical coverage 84.8

Increase County benefit cash allowance 84.7

Increase County contribution toward employee dental coverage 83.4

Add or increase deferred comp contribution by County into asupplemental 401(a)

78.1

Increased paid time off 71.4

Increase County contribution toward dependent medical coverage 69.3

Add County-paid long-term care insurance 68.7

Increase County contribution toward dependent dental coverage 67.0

Continuing education reimbursement 66.7

Physical exam for employees once every two years 65.7

More flexible work schedules 64.8

Tuition reimbursement program 60.2

Add County-paid financial planning service 59.3

Financial housing assistance for homebuyers 55.8

Allow more telecommuting from home 51.0

No-interest loans for computer purchase 50.6

Home computer upgrade reimbursement 48.2

Improve amount of available parking 47.0

Home Internet access 46.1

Financial housing assistance for renters 44.2

Add prepaid legal insurance 40.3

County-paid elder care assistance 38.2

On-site child care facility 38.1

County-paid child care assistance 37.3

Transportation and Park Reimbursement Account Program 37.1

What Changes Do They Want?What Changes Do They Want?All RespondentsAll Respondents

The top five responses (receiving more than 80% support) include:•Improve retirement benefits

•Increase County retirement offset

•Increase County contribution toward employee medical coverage

•Increase County benefit cash allowance

•Increase County contribution toward dental coverage

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Desired Benefit Changes by Rank Order Desired Benefit Changes by Rank Order SEIU Local #620SEIU Local #620

PROPOSED BENEFIT% "Very Interested"

or "Interested"Improve retirement benefits. 92.6%Increase County Retirement offset (County pickup of retirement contribution) 90.1%Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits 87.6%Dental Insurance - Increase County's contribution towards cost of employee coverage 85.1%Medical Insurance - Increase County's contribution towards cost of employee coverage 84.0%Add or increase deferred compensation contribution by County into a supplemental 401(a) deferred compensation plan (this would not reduce the amount you can contribute to your regular deferred compensation account). 80.5%Increase Paid Time Off 74.4%Add more flexible work schedules 71.5%Add County-paid long-term care insurance - for employees (parents and parent-in-law would have access to plan) 69.7%Continuing education - Add County reimbursement for courses related to employment 66.8%Physical Exam - Provide a complete exam for all employees once every two years 66.7%Medical Insurance - Increase County's contribution towards cost of dependent coverage 65.3%Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.) 64.7%Dental Insurance - Increase County's contribution towards cost of dependent coverage 64.1%Tuition reimbursement program - County reimbursement for accredited college classes 58.3%Telecommuting from home - Allow more telecommuting 58.0%Add financial housing assistance for homebuyers 54.8%Add no-interest loans for home computer purchase 54.6%Add Reimbursement for home computer upgrades 51.2%Improve amount of available parking 49.8%Home Internet Access - Add County reimbursement of home Internet access fees 45.1%Add Prepaid Legal Insurance 44.5%Add financial housing assistance for renters 44.4%Add On-Site Child Care Facility 43.7%Add County-paid Elder Care Assistance 40.8%Add County-paid Child Care Assistance 40.7%Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary on a pre-tax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare Spending Account) 37.0%

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PROPOSED BENEFIT% "Very Interested" or

"Interested"Improve retirement benefits 96.0%Increase County Retirement offset (County pickup of retirement contribution) 94.5%Dental Insurance - Increase County's contribution towards cost of employee coverage 87.2%Medical Insurance - Increase County's contribution towards cost of employee coverage 86.8%Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits 84.2%Add more flexible work schedules 80.5%Add or increase deferred compensation contribution by County into a supplemental 401(a) deferred compensation plan (this would not reduce the amount you can contribute to your regular deferred compensation account). 78.6%Increase Paid Time Off 76.9%Continuing education - Add County reimbursement for courses related to employment 75.2%Medical Insurance - Increase County's contribution towards cost of dependent coverage 72.7%Dental Insurance - Increase County's contribution towards cost of dependent coverage 71.7%Tuition reimbursement program - County reimbursement for accredited college classes 70.3%Physical Exam - Provide a complete exam for all employees once every two years 67.4%Add County-paid long-term care insurance - for employees (parents and parent-in-law would have access to plan) 66.2%Add financial housing assistance for homebuyers 62.9%Telecommuting from home - Allow more telecommuting 62.9%Add no-interest loans for home computer purchase 61.4%Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.) 60.5%Add Reimbursement for home computer upgrades 57.5%Home Internet access - Add County reimbursement of home Internet access fees 52.4%Add financial housing assistance for renters 48.4%Add On-Site Child Care Facility 48.1%Add County-paid Child Care Assistance 48.0%Add County-paid Elder Care Assistance 46.5%Add Prepaid Legal Insurance 40.7%Improve amount of available parking 36.3%

Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary on a pre-tax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare Spending Account) 34.0%

Desired Benefit Changes by Rank Order Desired Benefit Changes by Rank Order SEIU Local #535SEIU Local #535

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"Interested"Increase County Retirement offset (County pickup of retirement contribution) 92.0%Improve retirement benefits 88.3%Medical Insurance - Increase County's contribution towards cost of employee coverage 88.2%Dental Insurance - Increase County's contribution towards cost of employee coverage 85.5%Add or increase deferred compensation contribution by County into a supplemental 401(a) deferred compensation plan (this would not reduce the amount you can contribute to your regular deferred compensation account). 84.4%Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits 83.2%Increase Paid Time Off 73.7%Continuing education - Add County reimbursement for courses related to employment 73.3%Physical Exam - Provide a complete exam for all employees once every two years 71.0%Medical Insurance - Increase County's contribution towards cost of dependent coverage 65.3%Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan) 65.3%Add more flexible work schedules 64.0%Telecommuting from home - Allow more telecommuting 59.8%Tuition reimbursement program - County reimbursement for accredited college classes 59.2%Improve amount of available parking 57.2%Dental Insurance - Increase County's contribution towards cost of dependent coverage. 56.6%Add no-interest loans for home computer purchase 53.9%Home Internet Access - Add County reimbursement of home Internet access fees 52.6%Add Reimbursement for home computer upgrades 51.4%Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc. 48.7%Add financial housing assistance for homebuyers 48.1%Add Prepaid Legal Insurance 42.7%Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary on a pre-tax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare Spending Account) 40.0%Add financial housing assistance for renters 38.7%Add County-paid Elder Care Assistance 30.6%

Desired Benefit Changes by Rank Order Desired Benefit Changes by Rank Order Engineers and TechniciansEngineers and Technicians

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Desired Benefit Changes by Rank Order Desired Benefit Changes by Rank Order Firefighters #2046Firefighters #2046


"Interested"Medical Insurance - Increase County's contribution towards cost of employee coverage 100.0%Medical Insurance - Increase County's contribution towards cost of dependent coverage 95.0%Dental Insurance - Increase County's contribution towards cost of employee coverage 95.0%Improve retirement benefits 90.0%Dental Insurance - Increase County's contribution towards cost of dependent coverage 85.0%Increase County Retirement offset (County pickup of retirement contribution) 85.0%

Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits 75.0%

Add or increase deferred compensation contribution by County into a supplemental 401(a) deferred compensation plan (this would not reduce the amount you can contribute to your regular deferred compensation account). 70.0%Increase Paid Time Off 60.0%Physical Exam - Provide a complete exam for all employees once every two years 55.0%Continuing education - Add County reimbursement for courses related to employment 50.0%

Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc. 45.0%

Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan) 45.0%Tuition reimbursement program - County reimbursement for accredited college classes 30.0%Home Internet access - Add County reimbursement of home Internet access fees 30.0%Add financial housing assistance for homebuyers 30.0%Add no-interest loans for home computer purchase 25.0%Add more flexible work schedules 25.0%Add Prepaid Legal Insurance 20.0%Add Reimbursement for home computer upgrades 20.0%Add County-paid Elder Care Assistance 20.0%Add financial housing assistance for renters 20.0%Improve amount of available parking 15.8%Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary on a pre-tax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare Spending Account) 15.0%Add County-paid Child Care Assistance 15.0%

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Desired Benefit Changes by Rank Order Desired Benefit Changes by Rank Order Deputy SheriffsDeputy Sheriffs


"Interested"Medical Insurance - Increase County's contribution towards cost of employee coverage 95.0%Improve retirement benefits 95.0%Increase County Retirement offset (County pickup of retirement contribution) 94.6%Dental Insurance - Increase County's contribution towards cost of employee coverage 85.2%

Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits 84.7%Medical Insurance - Increase County's contribution towards cost of dependent coverage 82.2%Dental Insurance - Increase County's contribution towards cost of dependent coverage 80.1%Add or increase deferred compensation contribution by County into a supplemental 401(a) deferred compensation plan (this would not reduce the amount you can contribute to your regular deferred compensation account). 76.7%Physical Exam - Provide a complete exam for all employees once every two years 68.3%

Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan) 66.9%Increase Paid Time Off 63.4%Continuing education - Add County reimbursement for courses related to employment 57.9%Tuition reimbursement program - County reimbursement for accredited college classes 55.0%Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc. 54.9%Add financial housing assistance for homebuyers 50.7%Add Prepaid Legal Insurance 45.1%Add no-interest loans for home computer purchase 41.7%Home Internet Access - Add County reimbursement of home Internet access fees 40.8%Add more flexible work schedules 39.5%Add Reimbursement for home computer upgrades 37.8%Add County-paid Child Care Assistance 35.1%Improve amount of available parking 32.0%Add financial housing assistance for renters 31.6%Add On-Site Child Care Facility 29.6%Add County-paid Elder Care Assistance 26.1%Telecommuting from home - Allow more telecommuting 19.4%Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary on a pre-tax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare Spending Account) 17.1%

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Desired Benefit Changes by Rank Order Desired Benefit Changes by Rank Order Deputy District AttorneyDeputy District Attorney

PROPOSED BENEFIT

% "Very Interested" or "Interested"

Improve retirement benefits 100.0%Increase County Retirement offset (County pickup of retirement contribution) 95.0%Dental Insurance - Increase County's contribution towards cost of employee coverage 90.0%Dental Insurance - Increase County's contribution towards cost of dependent coverage 85.0%

Add or increase deferred compensation contribution by County into a supplemental 401(a) deferred compensation plan (this would not reduce the amount you can contribute to your regular deferred compensation account). 85.0%Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits 85.0%Medical Insurance - Increase County's contribution towards cost of employee coverage 84.7%Medical Insurance - Increase County's contribution towards cost of dependent coverage 80.0%Increase Paid Time Off 80.0%Physical Exam - Provide a complete exam for all employees once every two years. 70.0%Improve amount of available parking 60.0%Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan) 55.0%Add more flexible work schedules 50.0%Telecommuting from home - Allow more telecommuting 40.0%

Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc. 35.0%Add financial housing assistance for homebuyers 31.6%Continuing education - Add County reimbursement for courses related to employment 30.0%Home Internet access - Add County reimbursement of home Internet access fees 30.0%Add no-interest loans for home computer purchase 30.0%Add Reimbursement for home computer upgrades 26.4%Add On-Site Child Care Facility 26.4%Add County-paid Child Care Assistance 25.0%Add financial housing assistance for renters 23.5%Add County-paid Elder Care Assistance 20.0%Add Prepaid Legal Insurance 15.8%Tuition reimbursement program - County reimbursement for accredited college classes 15.8%

Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary ona pre-tax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare Spending Account) 10.0%

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Desired Benefit Changes by Rank Order Desired Benefit Changes by Rank Order Probation Peace OfficersProbation Peace Officers


"Interested"Improve retirement benefits 97.9%Increase County Retirement offset (County pickup of retirement contribution) 95.8%Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits 88.3%Medical Insurance - Increase County's contribution towards cost of employee coverage 84.2%Dental Insurance - Increase County's contribution towards cost of employee coverage 77.9%Continuing education - Add County reimbursement for courses related to employment 77.9%Add or increase deferred compensation contribution by County into a supplemental 401(a) deferred compensation plan (this would not reduce the amount you can contribute to your regular deferred compensation account). 77.2%Medical Insurance - Increase County's contribution towards cost of dependent coverage 75.8%Add more flexible work schedules 71.9%Increase Paid Time Off 69.6%Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan) 69.5%Add financial housing assistance for homebuyers 67.8%Tuition reimbursement program - County reimbursement for accredited college classes 67.1%Dental Insurance - Increase County's contribution towards cost of dependent coverage. 66.3%Physical Exam - Provide a complete exam for all employees once every two years. 63.2%Add no-interest loans for home computer purchase 60.6%Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.) 60.3%Telecommuting from home - Allow more telecommuting 57.4%Add financial housing assistance for renters 52.7%Add Reimbursement for home computer upgrades 52.6%Improve amount of available parking 50.6%Home Internet access - Add County reimbursement of home Internet access fees 43.2%Add County-paid Child Care Assistance 42.7%Add Prepaid Legal Insurance 42.5%

Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary on a pre-tax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare Spending Account) 42.1%Add County-paid Elder Care Assistance 39.0%

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Desired Benefit Changes by Rank Order Desired Benefit Changes by Rank Order Sheriffs’ ManagersSheriffs’ Managers


"Interested"Medical Insurance - Increase County's contribution towards cost of employee coverage 100.0%Dental Insurance - Increase County's contribution towards cost of employee coverage 96.0%Increase County Retirement offset (County pickup of retirement contribution) 88.0%Improve retirement benefits 88.0%Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits 80.0%Dental Insurance - Increase County's contribution towards cost of dependent coverage 76.0%Medical Insurance - Increase County's contribution towards cost of dependent coverage 72.0%Physical Exam - Provide a complete exam for all employees once every two years 72.0%Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan) 72.0%Increase Paid Time Off 69.6%Add or increase deferred compensation contribution by County into a supplemental 401(a) deferred compensation plan (this would not reduce the amount you can contribute to your regular deferred compensation account). 60.0%Tuition reimbursement program - County reimbursement for accredited college classes 55.1%Add Prepaid Legal Insurance 52.0%Continuing education - Add County reimbursement for courses related to employment 48.0%Home Internet access - Add County reimbursement of home Internet access fees 36.0%Add no-interest loans for home computer purchase 32.0%Add financial housing assistance for homebuyers 32.0%Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc. 28.0%Add Reimbursement for home computer upgrades 28.0%Add County-paid Elder Care Assistance 28.0%Add more flexible work schedules 28.0%Improve amount of available parking 25.0%Add County-paid Child Care Assistance 20.0%Add On-Site Child Care Facility 20.0%Add financial housing assistance for renters 20.0%Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary on a pre-tax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare Spending Account) 16.0%Telecommuting from home - Allow more telecommuting 13.0%

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Desired Benefit Changes by Rank Order Desired Benefit Changes by Rank Order Union American Physicians & DentistsUnion American Physicians & Dentists

PROPOSED BENEFIT

% "Very Interested" or "Interested"

Increase County Retirement offset (County pickup of retirement contribution) 100.0%Improve retirement benefits 100.0%Add or increase deferred compensation contribution by County into a supplemental 401(a) deferred compensation plan (this would not reduce the amount you can contribute to your regular deferred compensation account). 100.0%Add more flex ible work schedules 100.0%Increase Paid Time Off 100.0%Medical Insurance - Increase County's contribution towards cost of employee coverage 80.0%Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits 80.0%Add County -paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan) 80.0%Continuing education - Add County reimbursement for courses related to employment 80.0%Medical Insurance - Increase County's contribution towards cost of dependent coverage 60.0%Dental Insurance - Increase County 's contribution towards cost of employee coverage 60.0%Physical Exam - Prov ide a complete exam for all employees once every two years 50.0%Dental Insurance - Increase County 's contribution towards cost of dependent coverage 40.0%Add Financial planning serv ice - paid by the County to help employees with their finances, retirement planning, etc. 40.0%Add Prepaid Legal Insurance 40.0%Home Internet access - Add County reimbursement of home Internet access fees 40.0%Add County -paid Elder Care Assistance 40.0%Improve amount of available parking 40.0%Add financial housing assistance for homebuyers 40.0%Add financial housing assistance for renters 40.0%Telecommuting from home - Allow more telecommuting 40.0%

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Desired Benefit Changes by Rank Order Desired Benefit Changes by Rank Order Confidential-Unrepresented EmployeesConfidential-Unrepresented Employees


"Interested"Improve retirement benefits 90.4%Increase County Retirement offset (County pickup of retirement contribution) 90.1%Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits 86.3%Medical Insurance - Increase County 's contribution towards cost of employee coverage 84.7%Dental Insurance - Increase County 's contribution towards cost of employee coverage 83.3%Add or increase deferred compensation contribution by County into a supplemental 401(a) deferred compensation plan (this would not reduce the amount you can contribute to your regular deferred compensation account). 83.1%Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan) 76.4%Increase Paid Time Off 75.7%Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc. 69.8%Physical Exam - Prov ide a complete exam for all employees once every two years 65.3%Add more flex ible work schedules 65.3%Telecommuting from home - Allow more telecommuting 63.4%Medical Insurance - Increase County 's contribution towards cost of dependent coverage 63.0%Continuing education - Add County reimbursement for courses related to employment 61.1%Dental Insurance - Increase County 's contribution towards cost of dependent coverage 59.3%Tuition reimbursement program - County reimbursement for accredited college classes 57.6%Add Reimbursement for home computer upgrades 56.9%Add no-interest loans for home computer purchase 56.5%Improve amount of available parking 56.5%Home Internet access - Add County reimbursement of home Internet access fees 54.2%Add financial housing assistance for homebuyers 44.4%Add financial housing assistance for renters 44.4%Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary on a pre-tax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare Spending Account) 40.0%Add County-paid Elder Care Assistance 38.9%Add Prepaid Legal Insurance 38.1%Add On-Site Child Care Facility 30.6%

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Desired Benefit Changes by Rank Order Desired Benefit Changes by Rank Order Management AssociationManagement Association


"Interested"Improve retirement benefits 92.2%Increase County Retirement offset (County pickup of retirement contribution) 86.2%Add or increase deferred compensation contribution by County into a supplemental 401(a) deferred compensation plan (this would not reduce the amount you can contribute to your regular deferred compensation account). 78.9%Medical Insurance - Increase County's contribution towards cost of employee coverage 78.0%Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits 75.4%Dental Insurance - Increase County's contribution towards cost of employee coverage 71.3%Increase Paid Time Off 62.7%Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan) 56.9%Medical Insurance - Increase County's contribution towards cost of dependent coverage 54.3%Physical Exam - Provide a complete exam for all employees once every two years 53.5%Continuing education - Add County reimbursement for courses related to employment 53.1%Improve amount of available parking 49.6%Add more flexible work schedules 48.8%Telecommuting from home - Allow more telecommuting 47.6%Dental Insurance - Increase County's contribution towards cost of dependent coverage 47.3%Home Internet access - Add County reimbursement of home Internet access fees 45.8%Tuition reimbursement program - County reimbursement for accredited college classes 43.8%Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc. 42.2%Add no-interest loans for home computer purchase 38.2%

Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary ona pre-tax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare Spending Account) 37.6%Add Reimbursement for home computer upgrades 34.7%Add County-paid Elder Care Assistance 29.0%Add financial housing assistance for homebuyers 28.8%Add financial housing assistance for renters 28.8%Add On-Site Child Care Facility 26.3%Add County-paid Child Care Assistance 24.8%

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Desired Benefit Changes by Rank Order Desired Benefit Changes by Rank Order Executive AssociationExecutive Association


"Interested"Improve retirement benefits 88.9%Increase County Retirement offset (County pickup of retirement contribution) 85.7%Medical Insurance - Increase County's contribution towards cost of employee coverage 71.4%Add or increase deferred compensation contribution by County into a supplemental 401(a) deferred compensation plan (this would not reduce the amount you can contribute to your regular deferred compensation account). 71.4%Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits 71.4%Dental Insurance - Increase County's contribution towards cost of employee coverage 67.9%Physical Exam - Provide a complete exam for all employees once every two years 53.6%Increase Paid Time Off 46.5%Medical Insurance - Increase County's contribution towards cost of dependent coverage 46.4%Home Internet access - Add County reimbursement of home Internet access fees 42.9%Dental Insurance - Increase County's contribution towards cost of dependent coverage 42.8%Add County-paid Long-term case insurance - for employees (parents and parent-in-law would have access to plan) 40.3%Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc. 28.5%Continuing education - Add County reimbursement for courses related to employment 25.0%Improve amount of available parking 25.0%Tuition reimbursement program - County reimbursement for accredited college classes 22.2%Add no-interest loans for home computer purchase 21.5%Add Reimbursement for home computer upgrades 21.4%Add more flexible work schedules 21.4%Add On-Site Child Care Facility 18.5%Add County-paid Elder Care Assistance 17.9%Add financial housing assistance for homebuyers 17.9%Add financial housing assistance for renters 17.9%Telecommuting from home - Allow more telecommuting 14.3%Add County-paid Child Care Assistance 14.2%Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary ona pre-tax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare Spending Account) 7.4%Add Prepaid Legal Insurance 7.1%

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What Changes Do They Want?What Changes Do They Want?SummarySummary

• In general, the areas in which respondents showed the greatest interest in new or increased benefits, fell into two broad categories:

Retirement Current medical costs

• Non-cash benefits, while attracting a great deal of interest, did not get the same level of participant support

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Next StepsNext Steps• The results of this survey will be used in determining

benefit policy-making• All responses have been kept confidential • See the appendices for written comments submitted

with the survey

the segal company county of santa barbara 1 employee benefits interest survey november 2001

Documents