Director of Silicon Valley Power
City of Santa Clara Santa Clara, California, United States
- Location: Santa Clara, California, United States
- Categories: Administration and Management
- Job Type: Full Time
- Posted: Mar 12, 2025
Job Description:
Director of Silicon Valley Power
Description
DescriptionAre you a dynamic, visionary leader with a wealth of experience in the electric utility sector? Do you have a passion for community-driven initiatives and the expertise to guide a leading-edge utility into a sustainable, innovative future? The City of Santa Clara is looking for a forward-thinking Director of Silicon Valley Power (SVP) who will shape the future of one of the most progressive utilities in the nation.
The Director of Silicon Valley Power will be a leader who excels in the electric utility space—whether municipal or investor-owned—and is ready to take on the challenge of leading SVP into its next phase of growth. The ideal candidate will have a strong track record of managing high-performing teams, setting clear goals, and driving results. The candidate's leadership will set the direction for the utility, prioritizing the needs of the community while ensuring operational excellence and a focus on long-term sustainability.
Reporting directly to the City Manager, the Director of SVP is the top executive responsible for overseeing all aspects of the City’s electric utility, from operations and strategic planning to customer relations and regulatory compliance. As a senior management position in the City’s unclassified service, you will represent the City’s interests at the local, state, and federal levels, and be an advocate for SVP in key industry discussions and partnerships. This is a high-profile role where your leadership will directly influence the City’s energy future and its ability to provide exceptional service to residents and businesses alike.
To be considered for this outstanding employment opportunity, please visit JPowersinc.com and click on Apply. For questions regarding this position, please contact Jenna Flanagan at (916) 304-6663 or jenna@jpowersinc.com.
The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws.
City of Santa Clara Benefit Summary Overview for Bargaining Unit #9
Miscellaneous Unclassified Management
This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #9 employees in 2025. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change.
Retirement:
- Membership in the California Public Employees Retirement System (CalPERS)
- Classic Employees: 2.7% @ age 55 formula -employee pays 8.00% of gross pay, minus $61 bi-weekly
- New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay
- Medicare and Social Security (FICA)
- Employee pays 6.20% up to $10,918.20 (Social Security) and 1.45% (Medicare) of gross pay
- The City contributes up to 100% of the premium of the Kaiser (Region 1) plan for Employee Only and Employee + 1 Dependent plans, and up to 90% of the premium of the Kaiser (Region 1) plan of the Employee + 2 or More Dependents plan
- Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis
- No cash difference is paid if an employee elects a plan cheaper than the max City contribution
- To be eligible for the City’s contribution toward health, employees must be on a paid status for at least 80 hours in the month prior to the month of coverage
- Coverage is effective as early as the first day of the month after date of hire
- Employees hired on or after 1/1/2023 who opt-out of City-offered health insurance and provide annual attestation and acceptable proof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details
- Choice of two Delta Dental plans; enrollment is mandatory
- City pays lowest cost employee only plan; additional cost is paid by employee
- Coverage is effective as early as the first day of the month after date of hire
- Choice of two VSP plans
- City pays lowest cost employee only plan; additional cost is paid by employee
- Coverage is effective as early as the first day of the month after date of hire
- City contributes $50.00 a month toward employee’s VEBA account
- Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax)
- City pays for $50,000 of Basic Life Insurance coverage
- Coverage is effective the first of the month after one calendar month of employment
- Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children
- Employee pays 1.2% of gross pay (includes Paid Family Leave)
- 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information
- Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child
- No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information
Long Term Disability (LTD) Insurance:
- Benefit is 60% of basic wage up to $13,333; max $8,000/month
- City paid benefit. City pays $.207/$100 of insured earnings
- 60 calendar day waiting period
- Coverage is effective the first of the month after one calendar month of employment
- Voluntary plan through Nationwide Retirement Solutions
- Employee may contribute up to the lesser of the IRS maximum or 100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules
- Additionally, the City contributes $300 a month toward employee’s 457(b) account. This dollar amount will factor into the above mentioned IRS rules and limits
- Employee may contribute up to $3,300 per year in pre-tax dollars to a health care spending account
- Employee may contribute up to $5,000 per year in pre-tax dollars to a dependent care spending account
- Employee may contribute up to $325 per month in pre-tax dollars to a commuter benefit plan
- Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service
- For 1 - 4 years of service: 10 days (80 hours)/year
- For 5 - 9 years of service: 15 days (120 hours)/year
- For 10 - 15 years of service: 21 days (168 hours)/year
- For 16 - 20 years of service: 22 days (176 hours)/year
- For 21+ years of service: 24 days (192 hours)/year
- Maximum accrual is 480 hours
- Once per year, employees can elect to convert up to 80 hours of accrued vacation to cash to be paid out in up to two cash-outs the following calendar year
- Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual
- Up to 48 hours/year of accumulated sick leave may be used for family illness
- Up to 32 hours/year of accumulated sick leave may be used for personal leave
- Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation)
- Partial sick leave payoff provision on retirement depending on years of service
- 120 hours of management leave credited to employees each January 1st
- New employees hired between January 1st and June 30th receive 120 hours of management leave their first year
- New employees hired between July 1st and December 31st receive 60 hours of management leave their first year
- Unused management leave may be carried over from one calendar year to the next; however, an employee may never have more than 180 hours of “banked” management leave
- Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year)
- $80/month in lieu of carrying a City-issued cell phone
- Department Heads receive $320/month (up to $520, with City Manager approval). Assistant Department Heads and Division Managers can receive $200/month (Up to $500 with City Manager approval)
Tuition Reimbursement Program:
- Up to $2,000 per fiscal year for tuition reimbursement
- Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year
- City paid benefit
- Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum.
- Up to age 65, retirees are eligible for reimbursement up to$425/month in 2025 (amount adjusted annually)
- After age 65, retirees are eligible for reimbursement up to $254/month in 2025 (amount adjusted annually)
- An employee shall be eligible to work a 9/80 alternate work schedule according to the conditions, criteria, and requirements set forth in City Manager's Directive 71. Requests to work a 9/80 schedule shall be made through or by the Department Head to the City Manager. The City Manager must approve the schedule and the City Manager or Department Head (for employees other than Department Heads) may terminate the schedule at any time.
Closing Date/Time: 4/4/2025 5:00 PM Pacific