EXHIBIT 14-A
THE
MONTEREY PENINSULA WATER
MANAGEMENT DISTRICT
Protecting water resources and providing for the
water needs of one of the world’s most desirable places to live is the
responsibility of the Monterey Peninsula Water Management District. Established
in 1978, the District today serves a population of 112,000 including the
communities of Monterey, Carmel, Pacific Grove, Seaside, Sand City, Pebble
Beach, Carmel Valley Village, Carmel Highlands, and Del Rey Oaks.
THE
MISSION OF THE MONTEREY PENINSULA WATER MANAGEMENT DISTRICT IS TO MANAGE,
AUGMENT AND PROTECT WATER RESOURCES FOR THE BENEFIT OF THE COMMUNITY AND THE
ENVIRONMENT.
The District regulates the water resources of 40
distribution systems and over 900 private wells that produced 20,000 acre-feet
of water in 2002. The largest distribution system, operated by the
California-American Water Company
(Cal-Am) provides water to 95% of District residents and produces about
80% of the total supply within the District. The State Water Resources Control
Board regulates most of Cal-Am’s water production. The other small water
suppliers within the District operate under varying rules and conditions.
The District also provides a variety of significant water
management, environmental mitigation, and conservation and restoration
programs. Among other programs, the District:
·
protects habitat and
threatened species of the Carmel River, the District’s primary surface water
source
·
measures groundwater
levels in the Seaside and Carmel River basins to assess water quantity and
quality
·
maintains significant
water conservation measures
·
requires water permits
for residential and commercial projects
·
maintains rearing
facilities for steelhead and rescues up to 50,000 fish during dry months.
·
sells reclaimed water.
MONTEREY PENINSULA RESIDENTS ARE AMONG THE MOST WATER THRIFTY IN THE STATE AND CONTINUE TO SUPPORT THE CONSERVATION MEASURES ADOPTED BY THE DISTRICT AND CAL-AM.
A 7 member Board of Directors, including
5 members who are directly elected by separate voting districts to four-year,
overlapping terms, governs the District. The remaining 2 seats are appointed by
the Monterey County Board of Supervisors, and by the Mayors of the cities
within the District. The District contracts for a general counsel who reports
to the Board of Directors.
The General Manager is appointed by and reports to
the Board of Directors. Under
administrative direction by the Board, the General Manager is responsible for
the overall operations and management of the District. This includes, but is
not limited to:
·
assisting the Board of
Directors in the development and implementation of the District’s long-term
policies and objectives
·
carrying out
Board-adopted policies and directives
·
advising the Board on
issues of current concern to the District
·
representing the
District with water officials, customers, and other governmental agencies
·
managing the District’s
personnel and consultants
·
managing the District
budget
·
taking steps to
maintain and enhance District programs and services
·
handling District media
and public relations
The General Manager leads the District’s work force
of 27 employees that includes four key direct reports: Planning &
Engineering Manager, Water Resources Manager, Water Demand Manager and
Administrative Services Manager/Chief Financial Officer. The General Manager
oversees the District’s $5.8 million FY03-04 operating and capital budget.
Water resources, growth
and environmental protection are major public policy issues on the Monterey
Peninsula and have been the District’s primary focus, especially in recent
years. The District has been seeking ways to increase the water supply since
its inception. The need for additional water has been exacerbated by drought
and by restrictions on traditional sources of water. Cal-Am has been required
to reduce pumping water from the Carmel River, and further reductions are
possible if no action is taken to replace diversions determined to be unlawful.
Voters have defeated two water proposals in the last ten years. Concerns over
environmental protection, growth and financing were pivotal in each case.
Despite coming under
significant criticism for lack of progress in increasing the water supply, the
District today is actively pursuing a proposal to construct a desalination
plant, as well as other proposals in this effort. A primary challenge for the
General Manager will be to work closely with the Board of Directors, District
staff and others to advance a water supply enhancement proposal that will
obtain the support of District voters.
The ideal candidate will
be a seasoned, professional manager, high-level assistant or senior advisor
with extensive knowledge of California water issues. The successful candidate will be a strong, dedicated leader with
significant negotiation, collaboration, communication, and staff management
skills along with a history of resourceful consensus building, vision,
innovation, and personal energy. Specific
qualifications are as follows:
Experience and
Education
At least six years of
increasingly responsible experience in water resources management, including
three years of administrative and supervisory responsibility. A Bachelor's
degree in public administration, water resources or related field is expected.
In addition to the qualities described above, the ideal candidate will
be:
·
knowledgeable in
California water law and regulatory issues
·
resourceful; who knows
and is able to deal effectively with key contacts in local, State and Federal
agencies
·
a skilled negotiator
·
experienced in working
effectively with a broad range of personalities
·
energetic and proactive
·
a team builder;
committed to developing staff to their fullest potential
·
experienced in
personnel management and employee relations
·
someone who enjoys
facilitating change and working to develop relationships and build consensus
·
accessible and
responsive to customers/public, the Board and employees
·
skilled in budgeting
and financial management
·
customer service
oriented
·
persistent; not easily
deterred in attaining the District’s goals
·
calm under pressure;
and possess a good sense of humor
·
creative; brings new
ideas and is open to those brought by others
·
politically astute, yet
not political
For additional information about the District see its
web site at www.mpwmd.dst.ca.us.
The salary for the General
Manager is open and negotiable based on the qualifications of the successful
candidate. The District offers an
attractive benefit package, including:
PERS Retirement – California Public Employees Retirement System
(PERS) 2% at 55 plan; District pays 100% of the employee’s 7% contribution.
Holidays, Vacation and Sick Leave – District managers provided 13 paid holidays, 12
days sick leave, 6 days management leave, and 10-20 days vacation leave
annually.
Medical, Dental and
Vision Insurance – District provides
family coverage for related insurance.
Employee Disability
Insurance – District pays 100% of
Long Term coverage and 50% of Short Term coverage.
Life Insurance – District pays 100% of premium for $50,000 coverage
on employee.
Employee Assistance
Program – District pays 100% of
family coverage premium.
Car Allowance, Relocation Expense
Reimbursement, and Community Service Participation – Negotiable.
Deferred
Compensation, Supplemental Health Insurance, Flexible Spending Plan, and
Wellness Program -- Optional programs available.
To be considered for the position, please submit a
resume with cover letter including current salary, and the names of three
work-related references to:
Kris Kristensen
241 Lathrop Way
Sacramento, CA 95815
916 / 263-1401
Fax: 916 / 561-7205
Email: resumes@cps.ca.gov
Shannon web site: www.cps.ca.gov/shannon
The final filing date for
this position is Friday, November 7, 2003.
Following the filing date,
resumes will be screened in relation to the criteria outlined in this
brochure. Candidates with relevant
qualifications will be given preliminary interviews by the consultants. Candidates appearing best suited for the
District will be reported to the Board of Directors. The Board will invite
approximately 6 candidates to participate in an interview sometime in early
January 2004. The Board expects to make an offer of appointment by February 1st
following reference and background checks and a final interview.
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