Orange Country Transportation Authority

A Message From CEO Darrell Johnson

The Orange County Transportation Authority has a long history of accountability, openness and transparency, which I believe is fundamental to the success of any public agency.

As an agency funded with your hard-earned taxpayer dollars, we have an absolute obligation to ensure that those dollars are spent in a way that is fiscally responsible.

OCTA has a clearly defined mission to develop and deliver transportation solutions to enhance the quality of life and keep Orange County moving. Accomplishing this requires a collaborative effort of all of our employees, our partner cities and agencies, our business community, and each resident of Orange County.

We operate under the guiding principles of five core values:

• Integrity
• Customer Focus
• Can-Do Spirit
• Communication
• Teamwork / Partnership

Living up to our core value of communication means that we operate with complete transparency. We strive to always provide timely, accurate and useful information to our customers, stakeholders, our partners, and most importantly you, our taxpayers.

Because of this, we believe it’s important to post the salaries and benefits of our board members and employees. As a public employee, I understand the scrutiny of my salary and the compensation for the rest of our employees, and as a taxpayer, I welcome it.

The executive compensation information below is inclusive, representing not only salaries but deferred compensation, auto allowance and other benefits such as health, retirement and life insurance benefits. All other administrative employees' salary information by position can be accessed with the Personnel and Salary Resolution. This document also provides an overview of employee benefits.

As OCTA's chief executive officer, my annual salary is $255,000 with an additional $32,650 annually for deferred compensation, $9,180 for a car allowance and $99,475 in benefits, making my total compensation package $396,305. The OCTA deputy chief executive officer's annual salary and benefits will be reported as soon as a person is selected to fill that position. Information for the remainder of the executive team is shown in the Executive Compensation chart below.

Salaries and benefits summary
At OCTA, we continuously strive to offer competitive salaries and a comprehensive benefits program. The Great Recession resulted in the elimination of merit increases for administrative employees in fiscal years 2009-2010, 2010-2011 and 2011-2012 and special performance awards in fiscal years 2009-2010 and 2010-2011. Merit increases have been approved by the Board of Directors for fiscal year 2012-2013 and any earned merit increases based on employee performance will be effective 12/30/12.  These merit increases will have a 2% budget impact on salaries.  OCTA strives to be a workplace of choice by offering competitive wages and benefits, and our compensation levels are consistent with other public agencies of similar size and operations. This is a critical factor in allowing the agency to attract and retain superior employees within the marketplace.

Benefits Summary
OCTA offers medical, dental, and vision coverage to employees. Costs vary based on the plan each employee selects. OCTA participates in Orange County Employees Retirement System (OCERS).  The majority of OCTA employees participates in OCERS Plan Type 1.665% at 57 ½. An employee hired on or after January 1, 2013 and who is a new member of a public retirement system will participate in OCERS Plan Type 2.5% at 67. If reciprocity is established, the OCERS Plan Type may vary. The employee share of the retirement benefit costs are based on the employee’s age of entry into the retirement system. Under the Public Employee’s Pension Reform Act, new members are required to pay 50% of the normal cost. All other employees are required to pay 50% of the normal cost no later than January 1, 2018.

Auto allowance
OCTA provides an auto allowance of $9,180 annually for the CEO, deputy CEO, executive directors, and directors consistent with the Personnel and Salary Resolution, which links the allowance to the amount paid to senior management at the County of Orange.

Compensation for Board of Directors
Per the California Public Utilities Code, the OCTA allows members of the board of directors necessary traveling and personal expenses incurred in the performance of duties authorized by the board and may allow members per diem compensation at the maximum rate of $100 per day, not to exceed $500 in any calendar month, for attending board meetings and for performance of any other services for OCTA as authorized by the board. Compensation for mileage will be paid at the IRS rate to any member who does not have a city-owned or county-owned vehicle.

Medical, dental, vision and term life insurance also are available to board members, and amounts vary depending on when a member began serving on the board of directors and whether the member receives insurance from another public agency. The detailed description of what board members receive for insurance is available in the Personnel and Salary Resolution on page 19.

EXECUTIVE COMPENSATION*

*Executive compensation is based on annualized salary & benefits information as of January 1, 2013.

**Includes health insurance, life insurance, disability insurance and retirement plan contributions. 

BOARD OF DIRECTORS - Compensation

*Executive compensation is based on annualized salary & benefits information as of January 1, 2013.

**Includes health insurance, life insurance, disability insurance and retirement plan contributions.