Sonoma-Marin Area Rail Transit (SMART) is seeking a Senior Planner to join our team as we work to expand our commuter rail service! The Senior Planner, under general supervision, performs a variety of duties to carry out the District’s transportation planning projects, including transit planning and service delivery studies and analyses, data gathering, data analysis and preparation and presentation of oral and written reports. Participates in policy development and project implementation through the capital planning studies and projects that include the identification of issues, collection and analysis of data and evaluations and recommendations for change.
Position duties and skills include, but are not limited to, the following:
Analyzes and makes recommendations using advanced transportation planning and statistical methods, modeling, budgeting and financial analyses.
Provides liaison with cities, other local/regional agencies and community groups regarding transportation issues and advancement of transit-oriented development projects, development of connecting shuttle/bus services and coordination with local transit operators on transit connectivity and service planning.
Collects a variety of statistical data and prepares reports and maps related to the development, implementation and operation of the rail transit and pathway project.
Develops work plans and budget estimates.
Prepares planning reports involving extensive written and graphical material.
Participates in capital program development and station design, including coordination with SMART’s internal and external stakeholders, such as local jurisdictions.
Coordinates with SMART’s project development and construction teams on station locations, design and implementation.
Participates in the development of SMART fare policy.
Forecasts ridership through data collection and analysis; creates ridership reports for internal and external audiences.
Coordinates adherence to local, regional, state or federal laws or guidelines in service provision, including Title IV and other related requirements.
Makes presentations before SMART committees and the SMART Board of Directors as required.
GIS data management and project support.
May exercise lead supervision over assigned subordinate staff.
Responsible CEQA/NEPA coordination and management.
Experience and Education:
Sufficient training, education and experience to demonstrate the required knowledge skills and abilities. A Master’s degree in transportation or urban planning or a related field and four years of progressively responsible planning experience or a Bachelor’s degree in planning or a related field and six years of professional planning experience. Supervisory experience preferred.
Principles, concepts and practices of planning.
Principles and practices of research and data collection, including statistics.
Transportation and land use.
Transportation modeling and mapping software applications.
Budgeting and financial analysis concepts and practices.
Project management methods and techniques.
Transportation funding sources and processes.
Physical, environmental, economic, aesthetic and social implications involved in transportation planning and transit-oriented development.
Applicable federal, state and local laws governing transit operations.
Knowledge and experience in construction processes.
Knowledge of effective report writing techniques and business English usage.
Organize tasks, establish priorities, and set goals and objectives.
Manage multiple projects simultaneously and meet firm deadlines.
Identify and define technical problems.
Analyze issues and numerical measures associated with transportation planning projects, including estimates derived from computer models, engineering estimates of costs and benefits and public input.
Communicate technical information in an easy to understand format.
Review plans and apply provisions of ordinances and codes to determine compliance with regulations and to apply regulations to field conditions.
Design graphics/maps using computer/drawing software for publication studies.
Use sound independent judgment within general policy and procedural guidelines.
Perform analysis and make recommendations based on findings in studies, field observation and public contacts.
Prepare clear and accurate reports, correspondence and other written materials.
Operate a personal computer with common software applications; learn specialty software of the work unit;
Establish and maintain effective working relationships with those contacted in the course of the work; Work collaboratively with other divisions and co-workers.
Communicate effectively both verbally and in written form.
Assist in estimating and administering budgets for studies and in managing planning projects.
Ability to attend meetings outside of normal working hours, such as evenings and weekends.
Maintain accurate records and files.
SONOMA-MARIN AREA RAIL TRANSIT DISTRICT HEALTH AND WELFARE BENEFITS SUMMARY: The Sonoma-Marin Area Rail Transit District (SMART) offers a comprehensive health and welfare benefits program designed to meet the needs of our workforce. The information below is a general summary of the benefits offered to eligible employees of the District. In the event of a discrepancy between the information below and the Plan’s Certificate or Summary of Coverage, the Plan’s documents will prevail.
EMPLOYEE ELIGIBILITY: SMART employees who work 20 or more hours per week are eligible to enroll in the District’s Health and Welfare benefit programs. Benefits for new hires become effective on the first day of the month following the hire date. Eligible employees must enroll in benefits within 30 days following their date of hire. An employee who fails to enroll during the initial enrollment period must wait until the annual open enrollment period in order to enroll in District sponsored benefit plans.
DEPENDENT ELIGIBILITY The following are generally eligible for enrollment in District Sponsored benefits: • Your lawfully married spouse or domestic partner. • Your or your spouse/domestic partner’s dependent children, including your son, daughter, stepson, stepdaughter, legally adopted child, a child placed with you for adoption, eligible foster child, or child for whom you are the legally appointed guardian. • A child under a Qualified Medical Child Support Order (QSMCO). • A disabled child above age 26 who meets the disabled child requirements of the health plans. Dependent coverage will end at the end of the month in which the dependent no longer meets the eligibility requirements as defined by the plan. An exception is available for an unmarried dependent child over the plan’s age limit who is chiefly dependent upon the subscriber for support and is incapable of supporting one’s self due to mental or physical disability incurred prior to reaching the age limits as defined by the plan.
PRE-TAX HEALTH INSURANCE BENEFITS District employees generally pay for their health benefits on a pre-tax basis. If a District employee’s dependent is considered an Internal Revenue Service (IRS) qualified dependent, the District’s contribution for the dependent’s benefit is also tax free and the employee’s share of cost is paid on a pre-tax basis, unless specifically elected otherwise.
PREMIUM DEDUCTIONS Employee premiums are paid in advance on a bi-weekly basis. Employee benefits premium amounts will vary based on the plan selected and the level of coverage elected. The District pays a portion of the benefits premiums for medical and dental insurance. Premiums for vision insurance, Long Term Disability (LTD) and Group Life Insurance are paid for by the employer.
HEALTH INSURANCE SMART offers a variety of health plans through the CalPERS Health Benefits Program, including Preferred Provider Organization (PPO), Health Maintenance Organization (HMO) and Exclusive Provider Organization (EPO) style plans. Employee premium contributions will vary based on the plan selected and level of coverage elected.
DENTAL, VISION, LTD AND LIFE INSURANCE The District also offers dental, vision, and life insurance. Dental Insurance: Delta Dental PPO Vision Insurance: Vision Service Plan (VSP) Life Insurance: The Standard Life Insurance Company Long Term Disability: The Standard
LIFE INSURANCE District Paid Life Insurance: All regular full-time employees or regular part-time employees who work in an allocated position of 40 hours or more per pay period receive a basic life insurance benefit paid by the District of twice the employee’s annual base salary, capped at $200,000. Employee Supplemental Life Insurance: Eligible employees may also purchase supplemental life insurance increments of $10,000, not to exceed $500,000 when combined with the basic life insurance benefit. The coverage level elected is subject to approval by the insurer. Dependent Life Insurance: Dependent Life insurance provides $5,000 of insurance for each eligible family member. An employee who elects Dependent Life Insurance is automatically the beneficiary. The policy covers employee’s spouse, domestic partner and unmarried dependent children up age 26.
LONG TERM DISABILITY INSURANCE: VOYA Long Term Disability Benefit Plan This is a purchased employer-paid Long Term Disability Benefit plan through the Standard Insurance Company. This plan covers all District employees who are regularly scheduled to work a minimum of 20 hours per pay period. Benefit coverage becomes effective on the first day of the month following the date of initial eligibility. The cost of the LTD Program will be paid by the District while the employee is covered by the plan; therefore, the benefits are subject to appropriate income taxes.
SHORT TERM DISABILITY INSURANCE: The District offers a voluntary Short Term Disability insurance plan to its employees who are regularly scheduled to work a minimum of 20 hours per pay period. Benefit coverage becomes effective on the first day of the month following the date of initial eligibility. The cost of the STD Program will be paid by the employee.
FLEXIBLE SPENDING ACCOUNTS The District offers eligible employees the opportunity to enroll in a tax saving benefit called Flexible Spending Accounts (FSA). This benefit allows eligible employees the opportunity to set aside tax free dollars each pay date to use for reimbursement of eligible dependent care and/or health care expenses.
EMPLOYEE ASSISTANCE PLAN SMART provides an employee assistance plan for employees and their family members through MHN. The EAP provides employees with confidential access to counseling, legal, financial and other services. This benefit is paid for by the employer.
RETIREMENT PLAN – Employees hired on or after January 1, 2013 District employees are eligible for retirement benefits known as the CalPERS 2% at 62 Plan. Under this plan, employees contribute from their paychecks an amount equal to 50 percent of the cost of the plan. The amount of the contributions may vary from year-to-year, depending upon CalPERS analysis. In return, employees are eligible for a certain level of retirement pay depending on years of service and annual salary before retirement.
DEFERRED COMPENSATION SMART has available to all employees a 457 Deferred Compensation Plan. This plan, currently managed by Nationwide, allows employees to make voluntary contributions, on a pre-tax basis, for their own retirement savings. For employees hired after June 1, 2012, SMART will match employee’s voluntary contributions up to a maximum of 2% of annual base salary.
SOCIAL SECURITY Please note that SMART does not participate in Social Security. Most employees will not have taxes deducted from their pay for Social Security, other than Medicare tax as required by law.
STATE DISABILITY INSURANCE Please note that SMART does not participate in California State Disability Insurance (SDI). Employees will not have taxes deducted from their pay for CA SDI. As a result, employees will not be eligible for the California Short Term Disability Insurance or Paid Family Leave Programs which are funded through the CA SDI tax.
RAILROAD RETIREMENT Please note that SMART does not participate in Railroad Retirement. Instead, the District participates in California Public Employees Retirement System (CalPERS).
VACATION Vacation leave is accrued on a bi-weekly basis. Accrual rates will vary based upon position held and years of service. Maximum Accrual Each employee shall accrue and may use vacation leave with full pay providing that the maximum accumulation shall be no more than two hundred and eighty (280) hours for full-time non-management employees and four hundred and eighty (480) hours for full-time management employees. Part-time Employees Part-time employees who work a minimum of 20 hours a week shall accrue vacation leave on a pro rata basis; usage and accrual shall be governed by the same rules and regulation applicable to full-time employees.
SICK LEAVE Full-Time Employees Full-time employees of SMART accumulate 12 days (64 hours) of sick leave per year or 3.69 hours per pay period. There is no limit on sick leave accumulation. Part-Time Employees Part-Time employees will receive a pro-rated accumulation based on number of hours scheduled per pay period. HOLIDAYS The District offers 12 paid holidays per year, including one floating holiday. SMART reserves the right to modify employee benefits at any time.
Please complete the supplemental questions at the end of this application. These questions will be used to determine your qualifications as they relate to the position.