RFPs / RFQs

The Municipal Water District of Orange County is currently accepting proposals from qualified firms to support the IT Department and provide IT managed services in key areas. The successful proposer shall perform services in accordance with the provisions, specifications, and instructions set forth in this Request for Proposal (RFP). The successful Managed Service Provider (MSP) will be awarded a one‐year contract and may be offered four consecutive options to renew for one additional year.

The MWDOC is soliciting proposals from qualified executive search firms interested in serving as Consultant to the Board of Directors in the recruitment and hiring of the District’s General Manager position.

The Board appointed the District’s Assistant General Manager, Mr. Harvey De La Torre, as Interim General Manager as of January 1, 2023. Mr. De La Torre has been with the District since 2008 and was promoted to Assistant General Manager in 2020. The previous General Manager, Mr. Robert Hunter, was selected after a nation-wide search was conducted. He was employed with the District for nine years and held the position of General Manager, until his passing in January 2023.

In the current reporting structure, the Assistant General Manager, Governmental Affairs Manager, Director of Water Use Efficiency, Director of Engineering/District Engineer, Accounting Manager, Director of Human Resources and Administration, Director of Public Affairs, and Director of Emergency Management, report directly to the General Manager
position as the executive management team.

The Board has oversight of the District and appoints the General Manager to handle day-today operations. The General Manager reports directly to the Board. The Board has the power to set rates and establish ordinances and policies. The MWDOC Board of Directors chair and participate on standing committees and are also appointed as District representatives to the Boards of key agencies and commissions in the region.

The General Manager is a full-time, at-will position, accountable to the MWDOC Board of Directors And responsible for the development, implementation, and enforcement of all District policies, procedures, and ordinances, the oversight of all financial, legal, and regulatory activities, and the effective performance of the District’s major functional areas, including but not limited to MWD Representation, Public Affairs, Governmental Affairs, Emergency Management, Water Use Efficiency, Water Loss Control, Water Resources Planning, Finance and Information Systems, and Human Resources and Administration.

The General Manager position requires a strong knowledge of the water industry, key stakeholder groups, current social, political, and economic trends, and operating problems of water districts in California. In addition, the selected candidate for the position shall possess the characteristics of a strong and proven leader and a person of integrity. It is the District’s goal that its General Manager will have the ability to provide resonant leadership and vision to the organization; develop a collaborative working relationship with the Board, staff, member agencies and all other stakeholders and agencies; and work with the Board and the District’s management team to set both short- and long-term goals, set priorities, and deliver on those objectives.

The total number of employees currently stands at 37 full-time and 7 part-time personnel.

The Municipal Water District of Orange County (MWDOC) is currently accepting proposals from qualified firms to provide professional services related to the execution of a total classification and compensation study for benchmark management of all full-time and part-time positions within the District. The successful proposer shall perform services in accordance with the provisions, specifications and instructions set forth in this Request for Proposal (RFP).

MWDOC currently has 45 employees which includes 38 full-time positions consisting of Administration, Finance/IT, Government, and Public Affairs, Engineering and Planning (includes Emergency Planning), Water Use Efficiency departments (includes Water Loss Control), and Metropolitan Issues and Water Policy; as well as several part-time and intern positions supporting various departments. All positions are non-represented.

The Municipal Water District of Orange County’s compensation philosophy is that of desiring to provide salary ranges and benefit practices that are competitive with market practices. The District establishes its salary ranges by considering the median of the market place. In administering benefits, the District considers prevailing and emerging practices related to the District’s labor market. This approach has been adopted in an effort to attract and retain the best available staff and continue in its commitment to quality service to the District’s member agencies.

It is the District’s practice to conduct an annual planned pay structure adjustment survey in November of each year, of the direct labor market agencies, to assist in evaluating the percentage adjustment for the salary ranges for the upcoming fiscal year, effective July 1 and the merit pool amount. The most recent changes to the pay structure included a 7.45% increase to the ranges only (not to individual salaries) which was approved by the Board at its June 2023 meeting. Changes to the pay structure are adjusted based on the average of the CPI-U for Los Angeles/Long Beach/Anaheim for the previous 12-month calendar year. Adjustments to the pay structure are implemented to stay competitive with market since the last comprehensive survey in 2021. The District does not grant Cost of Living Adjustments to employee salaries.

Employees receive an annual merit increase based on performance. A merit pool amount is established by the Board during its budget process and goes into effect the first full pay period in July of each year. The merit pool amount is determined based on the methodology used in establishing the salary structure adjustment (CPI-U) and takes into consideration whether the CPI amount is in the negative to high range, utilizing a multiplier based on the CPI-U amount. Based on this methodology and survey results, an 11.45% Merit Pool was included in the fiscal year 2023/2024 budget for merit increases, effective July 2023.

A comprehensive classification, compensation and benefits study is conducted every three years to evaluate market practices and appropriate job grading. Human Resources may conduct interim market analyses for newly established or modified job classifications between the comprehensive surveys.

The District’s previous compensation and classification study was completed in April 2021.

Request for Proposal: Classification and Compensation Study

Response to Questions: August 29, 2023