County of
Santa Barbara
Employee Benefits
Interest Survey
November 2001
THE SEGAL COMPANY
1
County of
Santa Barbara
Executive Summary - Background
• 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.
THE SEGAL COMPANY
2
County of
Santa Barbara
Executive Summary - Methodology
• 4,665 surveys distributed in electronic & hard copies.


46.7% response rate (2,177 returned)
Typical is 18-20%
THE SEGAL COMPANY
3
County of
Santa Barbara
Executive Summary - Major Findings
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.
THE SEGAL COMPANY
4
County of
Santa Barbara
Executive Summary - Major Findings
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%).
THE SEGAL COMPANY
5
County of
Santa Barbara
Executive Summary - Major Findings
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%
THE SEGAL COMPANY
6
County of
Santa Barbara
Introduction
• 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
THE SEGAL COMPANY
7
County of
Santa Barbara
Introduction - continued
• 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.
THE SEGAL COMPANY
8
County of
Santa Barbara
Objective
• 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
THE SEGAL COMPANY
9
County of
Santa Barbara
Description of the Study Research 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.
THE SEGAL COMPANY
1
0
County of
Santa Barbara
Who Responded: Men vs. Women?
Men
38%
Women
62%
• 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.
THE SEGAL COMPANY
1
1
County of
Santa Barbara
Who Responded: How old were 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
40%
631
481
30%
483
Employee
20%
230
Applicant
10%
0%
2 2
33
31
41
23
82
1
% of Total Respondents
(2,040 Respondents)
THE SEGAL COMPANY
1
2
County of
Santa Barbara
Who Responded: Where do they live?
• 52% of respondents live in
North County:
52%
3%
• 45% of respondents live in
South County
45%
South County
•Santa Maria
•Lompoc
•Buellton/Santa Ynez
•San Luis Obispo
•Santa Barbara
•Ventura County
North County
Other
THE SEGAL COMPANY
1
3
0%
Applicants
Physicians &
Dentists
Fire Fighters
Deputy District
Attorneys
Sheriff's
Manager
Executive
Assoc.
ConfidentialUnrepresented
Engineers &
Tecnicians
Probation
Peace Officers
Management
Association
Deputy Sheriffs
Assoc.
SEIU #535
SEIU #620
County of
Santa Barbara
Who Responded: By Association
45%
40%
35%
30%
25%
20%
15%
10%
5%
THE SEGAL COMPANY
1
4
County of
Santa Barbara
Who Responded: By Association
Organization
Count
Percentage
SEIU, Local 620 (Office, Administrative, Technical, Public Health, Craft
Workers 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%
180
8.71%
Applicant – Does not apply
THE SEGAL COMPANY
1
5
County of
Santa Barbara
Who Responded: Are they married?
9%
Married
Not married
Domestic Partner
30%
61%
THE SEGAL COMPANY
1
6
County of
Santa Barbara
Who Responded:
Do they have children?
60%
50%
40%
30%
20%
10%
0%
No Children
One Child
Two Children
How many children do you have age 22 or younger and
dependent on you for at least 50% of their support?
Three or more
children
THE SEGAL COMPANY
1
7
County of
Santa Barbara
Who Responded:
How long with the County?
35%
30%
25%
20%
15%
10%
5%
0%
Less than 1 year
1-5 years
6-10 years
11-20 years
More than 20 years
Applicant
THE SEGAL COMPANY
1
8
County of
Santa Barbara
Who Responded: How much longer
do you plan to work for the County?
35%
30%
25%
20%
15%
10%
5%
0%
Less than 1
year
1-5 years
6-10 years
11-20 years
More than
20 years
Applicant
THE SEGAL COMPANY
1
9
County of
Santa Barbara
Perception of County Benefits
• “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
40%
35%
30%
25%
20%
15%
10%
5%
0%
Better
Same
Worse
No
opinion
THE SEGAL COMPANY
2
0
County of
Santa Barbara
Perception of County Benefits Length of Service
•
50%
40%
30%
20%
10%
0%
Applicant
Less
than 1
year
1-5
years
6-10
years
11-20
years
•
Over 20
years
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
Benefits are better or the same
Benefits are worse
No opinion
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.
Applicant
Less
than 1
1-5
years
6-10
years
11-20
years
More
than 20
62%
7%
31%
80%
14%
6%
70%
23%
7%
63%
30%
7%
66%
27%
7%
60%
29%
11%
THE SEGAL COMPANY
2
1
County of
Santa Barbara
Perception of Benefits - By Union
100
80
60
40
20
0
1
2
3
4
5
6
7
8
9
10
11
12
13
County benefits generally worse than other employers
County benefits generally the same as other employers
County benefits generally better than other employers
Total Percentage Responding “Generally Better” or “Same”
1. Sheriffs' Manager Association - 92%
2. Confidential-Unrepresented Employees - 78%
3. SEIU, Local 620 - 73%
4. Management Association - 69%
5. Executive Association - 68%
6. SEIU, Local 535 - 68%
7. Applicant - Does Not Apply - 63%
8. Engineers & Technicians Association - 61%
9. Union of American Physicians and Dentists - 60%
10. Deputy District Attorneys Association - 55%
11. Probation Peace Officers Association - 47%
12. Deputy Sheriffs Association - 43%
13. Firefighters Association, Local 2046 - 20%
THE SEGAL COMPANY
2
2
County of
Santa Barbara
Perception of Benefits - By Union
• 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%
THE SEGAL COMPANY
2
3
County of
Santa Barbara
Perception of Benefits - By Union
• 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).
THE SEGAL COMPANY
2
4
County of
Santa Barbara
Enrollment in County Health
Insurance Plans
60%
50%
40%
30%
20%
10%
0%
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
THE SEGAL COMPANY
2
5
County of
Santa Barbara
Members Not Covered by County
Health Insurance Plans
35%
• 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
30%
25%
20%
15%
• Only 10% believe the spouse’s
plan has better coverage
10%
Other
Spouse's plan better
Private ins. or
Medicare
Too expensive
Not eligible
0%
Spouse's plan cheaper
5%
THE SEGAL COMPANY
2
6
County of
Santa Barbara
Benefits vs. Salary
"I would rather work for an employer that gives excellent
benefits, even if my pay is lower."
Disagree strongly
4%
Disagree
20%
Agree strongly
11%
Agree
29%
Neutral
36%
Respondents said
they were
moderately in favor
of ranking benefits
over salary:
•Agree - 40%
•Neutral - 36%
•Disagree - 24%
THE SEGAL COMPANY
2
7
County of
Santa Barbara
Salary vs. Benefits by Gender
I would rather work for an employer that gives excellent
benefits, even if my pay is lower
40%
35%
30%
25%
20%
15%
10%
5%
0%
1. Agree Strongly
2. Agree
• There was no substantial
difference in the
responses between
men and women with
regard to ranking
benefits over salary.
3. Neither agree nor
disagree
4. Disagree
5. Disagree strongly
Male
Female
THE SEGAL COMPANY
2
8
County of
Santa Barbara
Salary vs. Benefits by Gender
50%
40%
30%
20%
10%
0%
• When the question was
rephrased to offer a
Increasing my salary is more important to me than
choice between
improving benefits.
increasing salary vs.
1. Agree Strongly
improving benefits,
2. Agree
there was a moderately
3. Neither agree nor
higher preference by
disagree
4. Disagree
men of salary over
5. Disagree strongly
benefits, as compared
Male
Female
to responses by
women.
THE SEGAL COMPANY
2
9
County of
Santa Barbara
Perception of Benefits Applicant vs. Employee
How do you think the County's benefits for your occupation
compare to those of other employers?
1. The County's benefits are
generally better than other
employers
50%
40%
2. The County's benefits are
about the same as other
employers
30%
20%
3. The County's benefits are
generally w orse than other
employers
10%
0%
Applicant
Less
than 1
year
1-5
years
6-10
years
11-20
years
Over 20
years
4. No opinion
THE SEGAL COMPANY
3
0
County of
Santa Barbara
Perception of Benefits Applicant 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.
THE SEGAL COMPANY
3
1
County of
Santa Barbara
Value of Benefits Applicant vs. Employee
I would rather work for an employer that gives excellent benefits,
even if my pay is lower
100%
79*
58*
225*
165*
213*
104*
80%
5. Disagree strongly
60%
4. Disagree
3. Neither agree nor disagree
40%
2. Agree
20%
1. Agree Strongly
0%
Applicant
Less
than 1
year
1-5
years
6-10
years
11-20
years
Over 20
years
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
THE SEGAL COMPANY
3
2
County of
Santa Barbara
Satisfaction with County
Medical 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?
50%
40%
1. Very Satisfied
2. Satisfied
30%
3. Somewhat Satisfied
20%
4. Not Satisfied
10%
0%
Health Net
HMO
Pacificare
HMO
Health Net
Select Pointof-Service
THE SEGAL COMPANY
3
3
County of
Santa Barbara
Satisfaction with County
Medical Plans - By area
North County
South County
35%
32%
Very Satisifed
Very Satisifed
16%
Satistifed
Somewhat Satisified
11%
Not Satisifed
38%
11%
Satistifed
Somewhat Satisified
Not Satisifed
42%
15%
Overall 53% of those enrolled answered
“satisfied” or “very satisfied”
THE SEGAL COMPANY
3
4
County of
Santa Barbara
Satisfaction with County Dental Plans
Of the two dental plans, there was substantial dissatisfaction with
the HMO (40%).
How satisfied are you with your County dental plan benefits?
50%
1. Very Satisfied
40%
2. Satisfied
30%
3. Somewhat Satisfied
20%
4. Not Satisfied
10%
0%
County Self-Funded
Dental Plan (freedom of choice
of any dentist)
Golden West
Pacesetter Dental
HMO (limited to list
of HMO dentists)
THE SEGAL COMPANY
3
5
County of
Santa Barbara
Satisfaction with County
Dental Plans - By area
North County
South County
23%
34%
29%
27%
Very Satisifed
Satistifed
Very Satisifed
Satistifed
Somewhat Satisified
Somewhat Satisified
Not Satisifed
1%
36%
Not Satisifed
40%
10%
Overall 46% of those enrolled answered
“satisfied” or “very satisfied”
THE SEGAL COMPANY
3
6
County of
Santa Barbara
Satisfaction with the
Medical HMO Choice of Providers
5%
21%
Very satisfied
Satisfied
48%
Somewhat
satisfied
Not satisfied
26%
A total of 48% of participants were not satisfied with their choice of
medical providers.
THE SEGAL COMPANY
3
7
County of
Santa Barbara
Satisfaction with the
Dental HMO Choice of Providers
6%
22%
Very satisfied
Satisfied
44%
Somewhat
satisfied
Not satisfied
28%
In a similar fashion, 44% participants were unhappy with the
choice of dental HMO providers.
THE SEGAL COMPANY
3
8
County of
Santa Barbara
Survey Results:
What Employees Value Most
Health Benefits
100%
80%
60%
Important
40%
Most important
Chiropractic
EAP
Mental
Health
Vision
Prescription
Drugs
Dental
0%
Medical
20%
THE SEGAL COMPANY
3
9
County of
Santa Barbara
Survey Results:
What Employees Value Most
Flexible Benefit Plans
& Reimbursement Accounts
80%
The most popular
account was the
cash allowance for
benefits, with 72.6%
of respondents
ranking it as most
important or
important.
70%
60%
50%
40%
30%
20%
10%
0%
Benefit
Cash Allow.
Pre-tax Option Life
Med. &
Insurance
Dental
Premiums
Most Important
Medical
Spending
Acct
Pers.
Dependent
Accident
Spending
Insurance
Accts
Important
THE SEGAL COMPANY
4
0
County of
Santa Barbara
Survey Results:
What Employees Appreciate
Non-Cash Employee Benefits
98%
100%
90%
80%
95%
94%
78%
74%
69%
70%
60%
54%
50%
51%
49%
43%
40%
41%
38%
31%
27%
30%
20%
10%
0%
Most Important
Important
THE SEGAL COMPANY
4
1
County of
Santa Barbara
Survey Results:
What’s Most Important
Other Employee Benefits
100%
90%
96%
94%
91%
85%
84%
80%
70%
60%
61%
58%
51%
50%
44%
43%
43%
41%
39%
39%
40%
30%
23%
20%
10%
0%
Most Important
Important
THE SEGAL COMPANY
4
2
County of
Santa Barbara
Union/ American Phys & Dentists
Confidential – Unrep Emps
Management Assoc.
Exec Assoc.
99%
94%
97%
71%
25%
49%
33%
42%
94%
36%
38%
40%
78%
23%
62%
96% 100%
92% 100%
84% 80%
58% 60%
8%
0%
28% 20%
12%
0%
13%
0%
63% 100%
37%
0%
32% 80%
20% 40%
92% 60%
4% 75%
36% 80%
97%
95%
96%
66%
18%
37%
33%
22%
64%
24%
33%
41%
64%
19%
63%
99%
85%
95%
69%
12%
23%
22%
37%
67%
18%
43%
37%
72%
12%
54%
69%
67%
74%
42%
0%
4%
7%
15%
22%
7%
33%
22%
59%
12%
26%
Sheriffs’ Manager
Prob. Peace Officers
98% 100%
94% 100%
91% 90%
60% 39%
20% 20%
40% 24%
29% 24%
19% 24%
73% 52%
12% 29%
39% 81%
44% 33%
76% 57%
10%
5%
34% 38%
Deputy Sheriffs
Firefighters #2046
99% 100%
88% 95%
86% 84%
78% 56%
16% 21%
27% 26%
35% 22%
45%
0%
84% 42%
20% 11%
59% 53%
48% 21%
59% 79%
30%
9%
62%
5%
Deputy Dist. Atty
Vacation/Annual Leave
95% 99% 99%
Sick Leave
88% 97% 98%
Paid Holidays
93% 98% 96%
County-Provided Training Opportunities
89% 78% 82%
Child Care Referral Assistance
38% 31% 34%
Coastal Housing Partnership
63% 46% 29%
Credit Union
48% 43% 40%
Telecommuting
46% 49% 50%
Flexible Work Schedule
72% 79% 93%
Job Sharing
36% 38% 43%
Reimbursement for Professional License Fees
57% 47% 44%
TDM
46% 57% 49%
Vacation Cash-Out
64% 69% 59%
Informal Dress
17% 23% 17%
Improved Access to Parking
68% 60% 47%
Red indicates above 75% rated as "Important" or "Most Important"
Engineers & Techs
SEIU Local #535
SEIU Local #620
Applicant
Survey Results: What’s Most
Important by Employee Group
THE SEGAL COMPANY
4
3
County of
Santa Barbara
What Changes Do They Want?
All Respondents
PROPOSED BENEFIT
Improve retirement benefits
Increase County retirement offset
Increase County contribution toward employee medical coverage
Increase County benefit cash allowance
Increase County contribution toward employee dental coverage
Add or increase deferred comp contribution by County into a
supplemental 401(a)
Increased paid time off
Increase County contribution toward dependent medical coverage
Add County-paid long-term care insurance
Increase County contribution toward dependent dental coverage
Continuing education reimbursement
Physical exam for employees once every two years
More flexible work schedules
Tuition reimbursement program
Add County-paid financial planning service
Financial housing assistance for homebuyers
Allow more telecommuting from home
No-interest loans for computer purchase
Home computer upgrade reimbursement
Improve amount of available parking
Home Internet access
Financial housing assistance for renters
Add prepaid legal insurance
County-paid elder care assistance
On-site child care facility
County-paid child care assistance
Transportation and Park Reimbursement Account Program
% “Very
Interested” or
“Interested”
91.9
89.5
84.8
84.7
83.4
78.1
71.4
69.3
68.7
67.0
66.7
65.7
64.8
60.2
59.3
55.8
51.0
50.6
48.2
47.0
46.1
44.2
40.3
38.2
38.1
37.3
37.1
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
THE SEGAL COMPANY
4
4
County of
Santa Barbara
Desired Benefit Changes by Rank Order
SEIU Local #620
PROPOSED BENEFIT
Improve retirement benefits.
Increase County Retirement offset (County pickup of retirement contribution)
Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits
Dental Insurance - Increase County's contribution towards cost of employee coverage
Medical Insurance - Increase County's contribution towards cost of employee coverage
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).
Increase Paid Time Off
Add more flexible work schedules
Add County-paid long-term care insurance - for employees (parents and parent-in-law would have access to plan)
Continuing education - Add County reimbursement for courses related to employment
Physical Exam - Provide a complete exam for all employees once every two years
Medical Insurance - Increase County's contribution towards cost of dependent coverage
Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.)
Dental Insurance - Increase County's contribution towards cost of dependent coverage
Tuition reimbursement program - County reimbursement for accredited college classes
Telecommuting from home - Allow more telecommuting
Add financial housing assistance for homebuyers
Add no-interest loans for home computer purchase
Add Reimbursement for home computer upgrades
Improve amount of available parking
Home Internet Access - Add County reimbursement of home Internet access fees
Add Prepaid Legal Insurance
Add financial housing assistance for renters
Add On-Site Child Care Facility
Add County-paid Elder Care Assistance
Add County-paid Child Care Assistance
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)
% "Very Interested"
or "Interested"
92.6%
90.1%
87.6%
85.1%
84.0%
80.5%
74.4%
71.5%
69.7%
66.8%
66.7%
65.3%
64.7%
64.1%
58.3%
58.0%
54.8%
54.6%
51.2%
49.8%
45.1%
44.5%
44.4%
43.7%
40.8%
40.7%
37.0%
THE SEGAL COMPANY
4
5
County of
Santa Barbara
Desired Benefit Changes by Rank Order
SEIU Local #535
PROPOSED BENEFIT
Improve retirement benefits
Increase County Retirement offset (County pickup of retirement contribution)
Dental Insurance - Increase County's contribution towards cost of employee coverage
Medical Insurance - Increase County's contribution towards cost of employee coverage
Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits
Add more flexible work schedules
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).
Increase Paid Time Off
Continuing education - Add County reimbursement for courses related to employment
Medical Insurance - Increase County's contribution towards cost of dependent coverage
Dental Insurance - Increase County's contribution towards cost of dependent coverage
Tuition reimbursement program - County reimbursement for accredited college classes
Physical Exam - Provide a complete exam for all employees once every two years
Add County-paid long-term care insurance - for employees (parents and parent-in-law would have access to plan)
Add financial housing assistance for homebuyers
Telecommuting from home - Allow more telecommuting
Add no-interest loans for home computer purchase
Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.)
Add Reimbursement for home computer upgrades
Home Internet access - Add County reimbursement of home Internet access fees
Add financial housing assistance for renters
Add On-Site Child Care Facility
Add County-paid Child Care Assistance
Add County-paid Elder Care Assistance
Add Prepaid Legal Insurance
Improve amount of available parking
% "Very Interested" or
"Interested"
96.0%
94.5%
87.2%
86.8%
84.2%
80.5%
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)
THE SEGAL COMPANY
78.6%
76.9%
75.2%
72.7%
71.7%
70.3%
67.4%
66.2%
62.9%
62.9%
61.4%
60.5%
57.5%
52.4%
48.4%
48.1%
48.0%
46.5%
40.7%
36.3%
34.0%
4
6
County of
Santa Barbara
Desired Benefit Changes by Rank Order
Engineers and Technicians
PROPOSED BENEFIT
Increase County Retirement offset (County pickup of retirement contribution)
Improve retirement benefits
Medical Insurance - Increase County's contribution towards cost of employee coverage
Dental Insurance - Increase County's contribution towards cost of employee coverage
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).
Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits
Increase Paid Time Off
Continuing education - Add County reimbursement for courses related to employment
Physical Exam - Provide a complete exam for all employees once every two years
Medical Insurance - Increase County's contribution towards cost of dependent coverage
Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan)
Add more flexible work schedules
Telecommuting from home - Allow more telecommuting
Tuition reimbursement program - County reimbursement for accredited college classes
Improve amount of available parking
Dental Insurance - Increase County's contribution towards cost of dependent coverage.
Add no-interest loans for home computer purchase
Home Internet Access - Add County reimbursement of home Internet access fees
Add Reimbursement for home computer upgrades
Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.
Add financial housing assistance for homebuyers
Add Prepaid Legal Insurance
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)
Add financial housing assistance for renters
Add County-paid Elder Care Assistance
% "Very Interested" or
"Interested"
92.0%
88.3%
88.2%
85.5%
84.4%
83.2%
73.7%
73.3%
71.0%
65.3%
65.3%
64.0%
59.8%
59.2%
57.2%
56.6%
53.9%
52.6%
51.4%
48.7%
48.1%
42.7%
40.0%
38.7%
30.6%
THE SEGAL COMPANY
4
7
County of
Santa Barbara
Desired Benefit Changes by Rank Order
Firefighters #2046
% "Very Interested" or
"Interested"
100.0%
95.0%
95.0%
90.0%
85.0%
85.0%
PROPOSED BENEFIT
Medical Insurance - Increase County's contribution towards cost of employee coverage
Medical Insurance - Increase County's contribution towards cost of dependent coverage
Dental Insurance - Increase County's contribution towards cost of employee coverage
Improve retirement benefits
Dental Insurance - Increase County's contribution towards cost of dependent coverage
Increase County Retirement offset (County pickup of retirement contribution)
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).
Increase Paid Time Off
Physical Exam - Provide a complete exam for all employees once every two years
Continuing education - Add County reimbursement for courses related to employment
70.0%
60.0%
55.0%
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)
Tuition reimbursement program - County reimbursement for accredited college classes
Home Internet access - Add County reimbursement of home Internet access fees
Add financial housing assistance for homebuyers
Add no-interest loans for home computer purchase
Add more flexible work schedules
Add Prepaid Legal Insurance
Add Reimbursement for home computer upgrades
Add County-paid Elder Care Assistance
Add financial housing assistance for renters
Improve amount of available parking
Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary on a pretax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare
Spending Account)
Add County-paid Child Care Assistance
45.0%
30.0%
30.0%
30.0%
25.0%
25.0%
20.0%
20.0%
20.0%
20.0%
15.8%
15.0%
15.0%
THE SEGAL COMPANY
4
8
County of
Santa Barbara
Desired Benefit Changes by Rank Order
Deputy Sheriffs
% "Very Interested" or
"Interested"
95.0%
95.0%
94.6%
85.2%
PROPOSED BENEFIT
Medical Insurance - Increase County's contribution towards cost of employee coverage
Improve retirement benefits
Increase County Retirement offset (County pickup of retirement contribution)
Dental Insurance - Increase County's contribution towards cost of employee coverage
Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits
Medical Insurance - Increase County's contribution towards cost of dependent coverage
Dental Insurance - Increase County's contribution towards cost of dependent coverage
84.7%
82.2%
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).
Physical Exam - Provide a complete exam for all employees once every two years
76.7%
68.3%
Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan)
Increase Paid Time Off
Continuing education - Add County reimbursement for courses related to employment
Tuition reimbursement program - County reimbursement for accredited college classes
66.9%
63.4%
57.9%
55.0%
Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.
Add financial housing assistance for homebuyers
Add Prepaid Legal Insurance
Add no-interest loans for home computer purchase
Home Internet Access - Add County reimbursement of home Internet access fees
Add more flexible work schedules
Add Reimbursement for home computer upgrades
Add County-paid Child Care Assistance
Improve amount of available parking
Add financial housing assistance for renters
Add On-Site Child Care Facility
Add County-paid Elder Care Assistance
Telecommuting from home - Allow more telecommuting
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)
54.9%
50.7%
45.1%
41.7%
40.8%
39.5%
37.8%
35.1%
32.0%
31.6%
29.6%
26.1%
19.4%
17.1%
THE SEGAL COMPANY
4
9
County of
Santa Barbara
Desired Benefit Changes by Rank Order
Deputy District Attorney
% "Very
Interested" or
"Interested"
100.0%
95.0%
90.0%
85.0%
PROPOSED BENEFIT
Improve retirement benefits
Increase County Retirement offset (County pickup of retirement contribution)
Dental Insurance - Increase County's contribution towards cost of employee coverage
Dental Insurance - Increase County's contribution towards cost of dependent coverage
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
Medical Insurance - Increase County's contribution towards cost of employee coverage
Medical Insurance - Increase County's contribution towards cost of dependent coverage
Increase Paid Time Off
Physical Exam - Provide a complete exam for all employees once every two years.
Improve amount of available parking
85.0%
84.7%
80.0%
80.0%
70.0%
60.0%
Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan)
Add more flexible work schedules
Telecommuting from home - Allow more telecommuting
55.0%
50.0%
40.0%
Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.
Add financial housing assistance for homebuyers
Continuing education - Add County reimbursement for courses related to employment
Home Internet access - Add County reimbursement of home Internet access fees
Add no-interest loans for home computer purchase
Add Reimbursement for home computer upgrades
Add On-Site Child Care Facility
Add County-paid Child Care Assistance
Add financial housing assistance for renters
Add County-paid Elder Care Assistance
Add Prepaid Legal Insurance
Tuition reimbursement program - County reimbursement for accredited college classes
35.0%
31.6%
30.0%
30.0%
30.0%
26.4%
26.4%
25.0%
23.5%
20.0%
15.8%
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%
THE SEGAL COMPANY
5
0
County of
Santa Barbara
Desired Benefit Changes by Rank Order
Probation Peace Officers
PROPOSED BENEFIT
Improve retirement benefits
Increase County Retirement offset (County pickup of retirement contribution)
Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits
Medical Insurance - Increase County's contribution towards cost of employee coverage
Dental Insurance - Increase County's contribution towards cost of employee coverage
Continuing education - Add County reimbursement for courses related to employment
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).
Medical Insurance - Increase County's contribution towards cost of dependent coverage
Add more flexible work schedules
Increase Paid Time Off
Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan)
Add financial housing assistance for homebuyers
Tuition reimbursement program - County reimbursement for accredited college classes
Dental Insurance - Increase County's contribution towards cost of dependent coverage.
Physical Exam - Provide a complete exam for all employees once every two years.
Add no-interest loans for home computer purchase
Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.)
Telecommuting from home - Allow more telecommuting
Add financial housing assistance for renters
Add Reimbursement for home computer upgrades
Improve amount of available parking
Home Internet access - Add County reimbursement of home Internet access fees
Add County-paid Child Care Assistance
Add Prepaid Legal Insurance
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)
Add County-paid Elder Care Assistance
% "Very Interested" or
"Interested"
97.9%
95.8%
88.3%
84.2%
77.9%
77.9%
77.2%
75.8%
71.9%
69.6%
69.5%
67.8%
67.1%
66.3%
63.2%
60.6%
60.3%
57.4%
52.7%
52.6%
50.6%
43.2%
42.7%
42.5%
42.1%
39.0%
THE SEGAL COMPANY
5
1
County of
Santa Barbara
Desired Benefit Changes by Rank Order
Sheriffs’ Managers
PROPOSED BENEFIT
Medical Insurance - Increase County's contribution towards cost of employee coverage
Dental Insurance - Increase County's contribution towards cost of employee coverage
Increase County Retirement offset (County pickup of retirement contribution)
Improve retirement benefits
Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits
Dental Insurance - Increase County's contribution towards cost of dependent coverage
Medical Insurance - Increase County's contribution towards cost of dependent coverage
Physical Exam - Provide a complete exam for all employees once every two years
Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan)
Increase Paid Time Off
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).
Tuition reimbursement program - County reimbursement for accredited college classes
Add Prepaid Legal Insurance
Continuing education - Add County reimbursement for courses related to employment
Home Internet access - Add County reimbursement of home Internet access fees
Add no-interest loans for home computer purchase
Add financial housing assistance for homebuyers
Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.
Add Reimbursement for home computer upgrades
Add County-paid Elder Care Assistance
Add more flexible work schedules
Improve amount of available parking
Add County-paid Child Care Assistance
Add On-Site Child Care Facility
Add financial housing assistance for renters
Add Transportation and Parking Reimbursement Account Program - County withholds part of employee's salary on a pretax basis and reimburses employees for qualified commuting expenses upon receipt of claim (similar to Healthcare
Spending Account)
Telecommuting from home - Allow more telecommuting
% "Very Interested" or
"Interested"
100.0%
96.0%
88.0%
88.0%
80.0%
76.0%
72.0%
72.0%
72.0%
69.6%
60.0%
55.1%
52.0%
48.0%
36.0%
32.0%
32.0%
28.0%
28.0%
28.0%
28.0%
25.0%
20.0%
20.0%
20.0%
16.0%
13.0%
THE SEGAL COMPANY
5
2
County of
Santa Barbara
Desired Benefit Changes by Rank Order
Union American Physicians & Dentists
% "Very
Interested" or
"Interested"
100.0%
PROPOSED BENEFIT
Increase County Retirement offset (County pickup of retirement contribution)
Improve retirement benefits
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 flexible work schedules
Increase Paid Time Off
100.0%
100.0%
Medical Insurance - Increase County's contribution towards cost of employee coverage
Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits
80.0%
80.0%
Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan)
Continuing education - Add County reimbursement for courses related to employment
80.0%
80.0%
Medical Insurance - Increase County's contribution towards cost of dependent coverage
Dental Insurance - Increase County's contribution towards cost of employee coverage
60.0%
60.0%
Physical Exam - Provide a complete exam for all employees once every two years
Dental Insurance - Increase County's contribution towards cost of dependent coverage
50.0%
40.0%
Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.
Add Prepaid Legal Insurance
40.0%
40.0%
Home Internet access - Add County reimbursement of home Internet access fees
Add County-paid Elder Care Assistance
Improve amount of available parking
40.0%
40.0%
40.0%
Add financial housing assistance for homebuyers
Add financial housing assistance for renters
40.0%
40.0%
Telecommuting from home - Allow more telecommuting
40.0%
THE SEGAL COMPANY
100.0%
5
3
County of
Santa Barbara
Desired Benefit Changes by Rank Order
Confidential-Unrepresented Employees
% "Very Interested" or
"Interested"
90.4%
90.1%
PROPOSED BENEFIT
Improve retirement benefits
Increase County Retirement offset (County pickup of retirement contribution)
Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits
Medical Insurance - Increase County's contribution towards cost of employee coverage
Dental Insurance - Increase County's contribution towards cost of employee coverage
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).
86.3%
84.7%
83.3%
Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan)
Increase Paid Time Off
Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.
Physical Exam - Provide a complete exam for all employees once every two years
Add more flexible work schedules
76.4%
75.7%
69.8%
65.3%
65.3%
Telecommuting from home - Allow more telecommuting
Medical Insurance - Increase County's contribution towards cost of dependent coverage
Continuing education - Add County reimbursement for courses related to employment
Dental Insurance - Increase County's contribution towards cost of dependent coverage
63.4%
63.0%
61.1%
59.3%
Tuition reimbursement program - County reimbursement for accredited college classes
Add Reimbursement for home computer upgrades
Add no-interest loans for home computer purchase
Improve amount of available parking
Home Internet access - Add County reimbursement of home Internet access fees
57.6%
56.9%
56.5%
56.5%
54.2%
Add financial housing assistance for homebuyers
Add financial housing assistance for renters
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)
44.4%
44.4%
Add County-paid Elder Care Assistance
Add Prepaid Legal Insurance
Add On-Site Child Care Facility
38.9%
38.1%
30.6%
83.1%
40.0%
THE SEGAL COMPANY
5
4
County of
Santa Barbara
Desired Benefit Changes by Rank Order
Management Association
PROPOSED BENEFIT
Improve retirement benefits
Increase County Retirement offset (County pickup of retirement contribution)
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).
Medical Insurance - Increase County's contribution towards cost of employee coverage
Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits
Dental Insurance - Increase County's contribution towards cost of employee coverage
Increase Paid Time Off
Add County-paid Long-term care insurance - for employees (parents and parent-in-law would have access to plan)
Medical Insurance - Increase County's contribution towards cost of dependent coverage
Physical Exam - Provide a complete exam for all employees once every two years
Continuing education - Add County reimbursement for courses related to employment
Improve amount of available parking
Add more flexible work schedules
Telecommuting from home - Allow more telecommuting
Dental Insurance - Increase County's contribution towards cost of dependent coverage
Home Internet access - Add County reimbursement of home Internet access fees
Tuition reimbursement program - County reimbursement for accredited college classes
Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.
Add no-interest loans for home computer purchase
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)
Add Reimbursement for home computer upgrades
Add County-paid Elder Care Assistance
Add financial housing assistance for homebuyers
Add financial housing assistance for renters
Add On-Site Child Care Facility
Add County-paid Child Care Assistance
% "Very Interested" or
"Interested"
92.2%
86.2%
78.9%
78.0%
75.4%
71.3%
62.7%
56.9%
54.3%
53.5%
53.1%
49.6%
48.8%
47.6%
47.3%
45.8%
43.8%
42.2%
38.2%
37.6%
34.7%
29.0%
28.8%
28.8%
26.3%
24.8%
THE SEGAL COMPANY
5
5
County of
Santa Barbara
Desired Benefit Changes by Rank Order
Executive Association
PROPOSED BENEFIT
Improve retirement benefits
Increase County Retirement offset (County pickup of retirement contribution)
Medical Insurance - Increase County's contribution towards cost of employee coverage
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).
Increase County benefit cash allowance which supplements employees pay to help cost of employee benefits
Dental Insurance - Increase County's contribution towards cost of employee coverage
Physical Exam - Provide a complete exam for all employees once every two years
Increase Paid Time Off
Medical Insurance - Increase County's contribution towards cost of dependent coverage
Home Internet access - Add County reimbursement of home Internet access fees
Dental Insurance - Increase County's contribution towards cost of dependent coverage
Add County-paid Long-term case insurance - for employees (parents and parent-in-law would have access to plan)
Add Financial planning service - paid by the County to help employees with their finances, retirement planning, etc.
Continuing education - Add County reimbursement for courses related to employment
Improve amount of available parking
Tuition reimbursement program - County reimbursement for accredited college classes
Add no-interest loans for home computer purchase
Add Reimbursement for home computer upgrades
Add more flexible work schedules
Add On-Site Child Care Facility
Add County-paid Elder Care Assistance
Add financial housing assistance for homebuyers
Add financial housing assistance for renters
Telecommuting from home - Allow more telecommuting
Add County-paid Child Care Assistance
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)
Add Prepaid Legal Insurance
% "Very Interested" or
"Interested"
88.9%
85.7%
71.4%
71.4%
71.4%
67.9%
53.6%
46.5%
46.4%
42.9%
42.8%
40.3%
28.5%
25.0%
25.0%
22.2%
21.5%
21.4%
21.4%
18.5%
17.9%
17.9%
17.9%
14.3%
14.2%
7.4%
7.1%
THE SEGAL COMPANY
5
6
County of
Santa Barbara
What Changes Do They Want?
Summary
• 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
THE SEGAL COMPANY
5
7
County of
Santa Barbara
Next 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
5
8