Report on GIS Analyst

GIS Analyst

Orange County Employees Association (OCEA) Representation:  This classification is represented by the OCEA in the General Unit.  Please visit for further information.

Base Salary Adjustments:

  • 2% base salary adjustment effective 8/14/2020
Merit Salary Increases Employees are eligible for a merit salary increase (1 to 4 steps) at their six-month review date, and annually thereafter based upon work performance until step 12 of the salary range is reached.

Medical Benefit:  Employees have a choice of medical plans under the CalPERS Health Benefits Program and the Authority contributes towards the cost of health premiums as follows:

  • 100% of cost for employee only premium OR
  • 75% of cost for family premium, whichever is greater

The enrollment period for a new employee is sixty (60) days from the date of employment.  The effective date of coverage will begin on the first day of the month following submission of the CalPERS Health Benefit Plan Enrollment Form.

Effective January 1, 2018, employees who submit sufficient proof of alternate health coverage may waive coverage and receive the following in bi-weekly taxable cash or may apply a portion of the amount below towards the cost of voluntary accidental death and dismemberment insurance:

  • Full-Time Employees - $183.38 per pay period (2019: $226.82 per pay period)
  • Part-Time Employees - $91.69 per pay period (2019: $113.14 per pay period)
Please visit: for more information regarding the various plans offered under the CalPERS Health Benefits Program, as well as the current premium rates.

OCEA Health & Welfare Benefits Plan: The Authority contributes to the OCEA Health & Welfare Trust which provides for the following benefits for all employees in regular or limited-term positions represented by OCEA, regardless of membership status:

  • Dental (Delta Dental PPO or DeltaCare DHMO)
  • Vision (VSP)
  • Basic Disability (24 months max benefit period)
  • $25,000 Basic Life and Accidental Death and Dismemberment (AD&D) Insurance
Enhancements to the above listed benefits plans are available to OCEA Members at an additional cost. 

Retirement All regular OCFA employees are members of the Orange County Employees Retirement System (OCERS) - a defined benefit retirement program.  Employees are enrolled in one of the following retirement formulas based on date of hire.

Legacy General Members:  Employees hired on or after January 1, 2013 who establish reciprocity with OCERS are enrolled in the 2% at age 55 retirement formula (Plan N). Employees contribute up to 16.5% but no higher than their maximum employee contribution (based on age of entry into OCERS) if their maximum employee contribution is lower than 16.5%.


New General Members:  Employees hired on or after January 1, 2013 without reciprocity are enrolled in the 2.5% at age 67 retirement formula (Plan U). Employees contribute 50% of the normal retirement cost toward the employee's retirement contribution but no higher than their maximum employee contribution (based on age of entry into OCERS).

For more information about OCERS retirement, please visit:

Deferred Compensation:  Employees in regular or limited-term positions may voluntarily participate in the Authority's deferred compensation plan.  This plan is provided by Nationwide Retirement Services and allows for pre- and post-tax deferrals.

Retiree Medical Savings Plan Employees are enrolled in a defined contribution retiree medical savings plan to which they contribute 4.0% of base salary.

Social Security:  Orange County Fire Authority employees are not covered under the provisions of Federal Social Security (OASDI); therefore, they are not required to contribute 6.2% of salary towards Social Security.

Medicare:  Employees contribute 1.45% to Medicare.  Employees whose wages exceed $200,000 in a calendar year shall contribute an additional 0.9%.

Educational Incentive Pay: Employees with college-level semester units, a bachelor's degree, or completion of an approved course from the Universal Technical Institute (UTI) or equivalent, are eligible for educational incentive pay as follows:

  • 60+ units or UTI course = 2.5% of base salary per month; or
  • 90+ units = 3% of base salary per month; or
  • Bachelor's degree = 5.5% of base salary per month

The maximum educational incentive pay an employee may receive is 5.5% of base salary.

Other Specialty Pays / Reimbursements:  Employees under special classifications or assignments, or who possess specialized skills/training/certification, may be eligible for other specialty pays such as:

  • Bilingual Pay:  $0.78 per hour
  • Air-Pack Certification Pay:  $70 per month (applies to Fire Equipment Technician and Senior Fire Equipment Technician)
  • Emergency Medical Dispatch Pay: 5% of base hourly rate (applies to Fire Communications Dispatcher)
  • Move-Up Supervisor Pay:  5% of base hourly rate (applies to Fire Communications Dispatcher)
  • Plan Review Pay: 7.5% of base hourly rate (applies to Fire Prevention Specialist and Senior Fire Prevention Specialist)
  • Night Assignment Pay:  5% of base hourly rate with a minimum of 60 cents per hour for those regularly assigned to a night assignment
  • Automotive Service Excellence (ASE) Reimbursement:  The Authority will reimburse employees who test for the available ASE certifications up to $270 per year for the cost associated with testing for these certifications.  Employees will need to show receipts for the costs associated with the testing to receive the reimbursement.
  • Tools Reimbursement:  Communications Installers, Communication Technicians, and Senior Communications Technicians receive $500 per fiscal year for tools reimbursement. Assistant Fire Apparatus Technicians, Fire Apparatus Technicians, Fire Helicopter Technicians, and Senior Fire Apparatus Technicians $1,500 per calendar year for tools reimbursement.
Tuition Reimbursement Tuition reimbursement is $2,000 per fiscal year to cover certain expenses associated with academic pursuits.

Vacation Vacation accrual is based on hours of completed continuous service (regular hours) exclusive of overtime:

  • Upon employment and up to 3 years, up to 80 hours per year
  • After 3 years, but less than 10 years, up to 120 hours per year
  • After 10 years, up to 160 hours per year
Holidays:  Employees in the General Unit observe 13 holidays within the calendar year:
  • New Year's Day
  • Martin Luther King Jr.'s Birthday
  • Lincoln's Birthday
  • President's Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Columbus Day
  • Veteran's Day
  • Thanksgiving Day
  • Day after Thanksgiving
  • Christmas Eve
  • Christmas Day
Full-time twenty-four (24) hour, thirteen (13) hour, and twelve (12) hour workday employees receive nine (9) hours of holiday pay or nine (9) hours of compensatory time.

Full-time ten (10) hour, nine (9) hour, and eight (8) hour workday employees receive holiday pay for the number of hours they are regularly scheduled to work. When a holiday occurs on the employee's day off, the employee receives eight (8) hours of holiday pay or eight (8) hours of compensatory time.

Sick Leave Sick leave is accumulated from year-to-year and accrues as follows:

  • Upon employment, up to 72 hours per year
  • After 3 years, up 96 hours per year
At retirement, employees receive a payoff of their sick leave based on their years of full-time continuous service.

Paid Annual Leave (PAL) After completion of new probation, a full-time employee will be eligible to take up to thirty-six (36) hours of paid time off each year, in addition to his/her accrued time [Part-time employees are eligible for eighteen (18) hours].  PAL is awarded on the first day of pay period 1 of the subsequent year and every year thereafter. PAL cannot be cashed out and must be used by the last day of pay period 26 within the calendar year it is earned.

Uniforms The Authority provides uniforms to employees in designated positions.

Dependent Care Assistant Program Employees may participate in a voluntary dependent care reimbursement program. The program helps employees pay for childcare and elderly care expenses in accordance with the IRS code.

Employee Assistance Program:  An Employee Assistance Program (EAP) is provided for Executive Management employees.  EAP services are available to anyone living in the Executive's household and dependent children attending college.

Benevolent Association Employees have the option to join OCFA's Benevolent Association. Included in your $8.00 per pay period cost is $10,000 Member Death Benefit, $4,000 Dependent Death Benefit, $25,000 Annual Scholarships for Members and Dependents, Hardship Grants/Loans, Annual Picnic for Members, as well as Discount Offers and Coupons for Recreation and Amusement Parks. There are additional benefits available at a nominal additional cost (such as 24-Hour Fitness Membership, Movie Tickets, Angel Baseball Games with Tailgate Party, etc.).

This benefit summary is intended to provide an easy way for current and prospective employees to access fringe benefit information, including voluntary options. This summary is intended to be accurate, but it is not an official plan document, and has no legal or binding effect as an expressed or implied contract, or otherwise, and does not alter or amend any provision of the Memoranda of Understanding, Personnel and Salary Resolution, retirement contract, insurance policy contract, or any other official document of the Orange County Fire Authority, including Standard Operating Procedures and General Orders. All insurance benefits described in the summary are subject to the terms and limitations of the Orange County Fire Authority's insurance contracts with individual insurance providers.
Should you have any questions pertaining to information in this summary, please contact Human Resources Division at (714) 573-6018.

Experience Requirements: 
Not requirements
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