Director of Engineering

Director Of Engineering

The position is for Director of Engineering (Download PDF reader). Please apply online by October 6, 2026. Inland Empire Utilities Agency anticipates holding first round interviews on the week of October 26, 2026. For questions or inquiries, please contact Syldy Tom or Sheryl Stewart.

Benefits

The Agency offers a comprehensive benefit package for eligible employees and their eligible dependents. These include health, dental, vision, and life insurance, as well as a variety of voluntary benefits. Programs and benefit amounts vary and are based on bargaining unit and employment type. This benefits overview is a summary and is not to be considered all-inclusive or applicable to all employees.

Retirement: California Public Employees' Retirement System (CalPERS): An employee who becomes a "new" member of CalPERS for the first time on or after January 1, 2013 (and who was not a member of another California public retirement system prior to that date) will be enrolled in the CalPERS 2.0% @ 62 benefit formula with a three-year final compensation in accordance with Public Employees' Pension Reform Act of 2013 (PEPRA). New members (PEPRA) will be required to pay half of the normal cost currently 6.75% of eligible earnings toward the employee contribution. An employee who is a "classic" member of CalPERS, or a current member of another California public retirement system, who is hired on or after January 1, 2012, will be enrolled in the CalPERS 2.0% @ 55 benefit formula with a three-year final compensation. Classic members shall contribute 7% of eligible earnings toward the employee contribution.

Social Security/Medicare: Along with CalPERS retirement, the Agency also participates in Social Security and Medicare. The Agency pays 7.65% on your behalf [6.2% Social Security + 1.45% Medicare], and the employee pays 7.65% via payroll taxes.

Medical: The Agency shall make a maximum monthly contribution towards the cost of his/her health insurance as follows: Health insurance is offered through CalPERS, and enrollment is optional with a signed Completion of a Health Benefit Opt Out and Attestation Form. Eligible employees who waive their medical benefit receive a cash incentive payment equal to the monthly rate. Coverage is effective the first day of the month following enrollment.

Dental and Vision Insurance: The Agency offers two dental plans Delta Dental (PPO) and Western Dental (DPO). Enrollment in one of the plans is mandatory. Coverage is effective the first day of the month following enrollment. Vision insurance is offered through EyeMed Vision Plan and enrollment is voluntary. Coverage is effective the first day of the month following enrollment.

Term Life and Accidental Death & Dismemberment (AD&D) Insurance: Life and AD&D insurance is offered through Lincoln Financial Group. Executive Management employees are provided with 1 time their annual earnings up to $300,000. Unrepresented Management employees are provided with an Agency paid $90,000 Life and AD&D policy. Unrepresented non-management, and members of the Supervisors', Laboratory, Professional, General, or Operators' Unit are provided an Agency paid $50,000 Life and AD&D policy. Enrollment into a basic $10,000 Life and AD&D policy is required and paid by the employee. Employees may purchase dependent life, for their spouse and/or eligible child(ren), or additional Life and AD&D coverage for themselves up to $500,000. Coverage is effective the first day of the month following date of hire.

Employee Assistance Program: Agency employees are provided access to an Employee Assistance Program (EAP) which provides 24/7 assistance needed to help resolve life's challenges.

Disability Insurance: Short-term disability is available through California State Disability Insurance (SDI) and the employee pays 1.2% via payroll taxes that may be adjusted per calendar year. Employees covered by SDI are covered by two programs: Disability Insurance and Paid Family Leave. Employees are insured by an Agency-paid long-term disability insurance, which will provide income for an employee who is totally disabled from illness, injury, or accident. The basic benefit provides for 60% of the first $10,000 of monthly salary, reduced by deductible income, after a 365-day waiting period. Coverage is effective the first day of the month following date of hire.

Supplemental Benefits: Effective the first of the month following date of hire, eligible employees may participate in the flexible spending plan. This plan provides you with the opportunity to pay for certain medical, dental, vision, and childcare expenses with pre-tax dollars which may result in a tax savings. Limited Term employees are not eligible for this benefit. Eligible employees may purchase a supplemental insurance such as critical illness or accident insurance available through Allstate Benefits. Limited Term employees are not eligible for this benefit.

401(a) & 457(b) Deferred Compensation: Participation in a 457(b) deferred compensation plan is available through Empower Retirement. The Agency will contribute up to $60.00 per pay period as a matching contribution to a single 457(b) account of each employee who has made an elective deferral to the plan per pay period. Additionally, voluntary participation in the 401(a) Profit Sharing Plan is available to new employees, with enrollment limited to the first 60 days of employment.

Paid Time Off Holidays: The Agency offers twelve (12) paid holidays. Additional paid floating holidays are available every fiscal year as follows: Senior Management: 6 Floating Holidays per FY & 8 Senior Management Leave days Unrepresented Management: 10 Floating Holidays per FY Unrepresented Non-Management: 6 Floating Holidays per FY Supervisors' Unit: 10 Floating Holidays per FY Laboratory Unit: 6 Floating Holidays per FY Professional Unit: 6 Floating Holidays per FY Operators' Association: 6 Floating Holidays per FY General Unit: 60 hours Floating Holidays per FY

Vacation Leave: Employees accrue 80 hours of vacation leave per year depending on length of employment, progressing to 200 hours per year. Senior Management employees accrue 120 hours of vacation leave per year depending on length of service, progressing to 240 hours per year. Per applicable MOU and/or Personnel Manual, cash-out option available.

Sick Leave: Employees accrue 96 hours of sick leave annually. Per applicable MOU and/or Personnel Manual, cash-out option available.

Bereavement Leave: Employees may take up to 5 work days of paid bereavement leave in the event of a death in the employee's immediate family or extended family.

Longevity Leave: An employee receives additional paid time off on their designated service anniversary date beginning at the 10th year, and at five year intervals. The amount of leave varies depending on the bargaining group.

Additional Benefits (If Applicable Based on Unit): Vehicle Allowance: Senior Management and Unrepresented Management employees may receive a monthly vehicle allowance. Professional Development: Upon the approval from the employee's supervisor, the Agency will cover the cost of certification, licensing, and professional membership payments and reimbursements that are directly related to the employee's work. Education Reimbursement Program: The Agency may reimburse eligible employees up to $5,250 per fiscal year for the cost of educational expenses that are related to the employees' work. Limited Term employees are not eligible for this benefit. Computer Loan Program: Eligible employees may receive an interest-free loan up to $3,000 to purchase a personal computer. Limited Term employees are not eligible for this benefit. Wellness Stipend: Employees not on original probation shall be entitled to a wellness stipend of five hundred dollars ($500) per calendar year. The wellness stipend shall be paid every twenty-fifth (25th) pay period.

Pay Periods: The Agency follows a bi-weekly pay schedule, resulting in 26 paychecks per year. Salary statements are accessible through Employee Self-Service (ESS), and all compensation is issued via direct deposit. Please note that pay statements are not mailed to employees' work or home addresses.