Meter Data Analyst
Role details
Job location
Tech stack
Job description
Under general supervision, the Meter Data Analyst is responsible for ensuring the Advanced Metering Infrastructure (AMI) system is operating at optimum performance and providing consistent and reliable meter readings; tracking system performance trends; providing support, direction and assistance to internal and external customers; and coordinating and managing scheduled and unscheduled system maintenance activities.
Requirements
The annual salary range for this position is $101,078.64 - $128,868.72. This position may be filled at or near the minimum of the salary range.
Minimum Qualifications
EDUCATION AND EXPERIENCE
Minimum Education Requirements:
- Associates degree in a related field
Minimum Experience Requirements:
- One (1) year of experience in utility operations or meter data management systems
Acceptable Substitution:
- Three (3) years of experience in utility operations or meter data management systems may be substituted for the education and experience qualifications above.
License/Certifications:
Possession of a valid California Class C driver's license is required at time of appointment and for the duration of employment.
Desirable Qualifications:
- Experience working on a ground-based or data-based meter read collection system and using a handheld device.
- Experience with Advanced Metering applications, Advanced Meters, and connections for Advanced metering to billing systems.
Other Requirements:
- May be required to work shifts, weekends, and odd and unusual hours in the performance of duties and emergency situations.
- Must be able to perform all of the essential functions of the job assignment., + I have at least one (1) year of experience in utility operations or meter data management systems.
- I have more than three (3) years of experience in utility operations or meter data management systems.
- I do not meet the experience minimum requirements for this position.
04
Describe your hands-on experience working with Advanced Metering Infrastructure (AMI) or automated meter read systems. Please include the system(s) used, day-to-day responsibilities, and how you monitored system performance or resolved communication failures.
05
Describe your experience monitoring system performance metrics for a metering or utility data system. Please include what performance indicators were important to track (e.g. read success rates, latency, communication health, outage signs, etc.) and what actions you took when performance declined.
06
Describe your experience analyzing customer or account-level electric usage data. Please include the types of usage data reviewed (e.g. interval consumption, demand patterns, weather trends etc.) and an example of how your analysis supported billing accuracy, customer inquiry resolution, or operational decision making.
07
What software tools have you used for data analysis, reporting, or tracking? Please highlight specific programs (Excel, SQL, MDMS platforms, CIS systems, etc..), types of reports you generated, and frequency of use.
Benefits & conditions
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Membership in the California Public Employees Retirement System (CalPERS) o Classic Employees: 2.7% @ age 55 formula - employee pays 8.00% of gross pay, minus $61 bi-weekly o New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay
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Medicare and Social Security (FICA) o Employee pays 6.20% up to $11,439 (Social Security) and 1.45% (Medicare) of gross pay
Health Insurance:
- 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
- The City's contribution is prorated based on scheduled hours for part time employees
- Coverage is effective as early as the first day of the month after date of hire
- Employees hired on or after 1/1/2022 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
Dental Insurance:
- 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
Vision Insurance:
- 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
Voluntary Employee Beneficiary Association (VEBA):
- 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)
Life Insurance:
- City pays for $15,000 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
State Disability Insurance (SDI):
- Employee pays 1.3% 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
Paid Family Leave (PFL):
- 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 2/3 of basic wage up to $7,500; max of $5,000/month
- City pays $.558/$100 of insured earnings
- 30 calendar day waiting period
- Coverage is effective the first of the month after one calendar month of employment
Deferred Compensation:
- 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
Flexible Spending Account (IRS Section 125 Plan):
- Employee may contribute up to $3,400 per year in pre-tax dollars to a health care spending account
- Employee may contribute up to $7,500 per year in pre-tax dollars to a dependent care spending account
- Employee may contribute up to $340 per month in pre-tax dollars to a commuter benefit plan
Vacation:
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Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service o For 1 - 4 years of service: 10 days (80 hours)/year o For 5 - 9 years of service: 15 days (120 hours)/year o For 10 - 15 years of service: 21 days (168 hours)/year o For 16 - 20 years of service: 22 days (176 hours)/year o For 21+ years of service: 24 days (192 hours)/year
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Maximum vacation accrual is 420 hours
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Once per year, employees can elect to convert up to 40 hours of accrued vacation to cash to be paid out the following calendar year
Sick Leave:
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Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual o Up to 48 hours/year of accumulated sick leave may be used for family illness o Up to 40 hours/year of accumulated sick leave may be used for personal leave
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Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation)
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Partial sick leave payoff provision on retirement depending on years of service
Non-Management Leave:
- 40hours of non-management leave credited to employees each January 1st o New employees hired between January 1st and June 30th receive 40 hours of non-management leave their first year o New employees hired between July 1st and December 31st receive 20 hours of non-management leave their first year o Unused non-management leave may not be carried over from one calendar year to the next
Compensatory Time Off (CTO):
- Employees may accrue CTO in lieu of overtime hours (maximum accrual is set by department)
- 16 hours of CTO is credited to employees each January 1st (prorated if hired after January 1st)
Holidays:
- Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year)
Reimbursements/Allowances (for specific classifications):
- Raingear: $150 per fiscal year for eligible classifications
- Safety Boots: $275 per fiscal year for eligible classifications
- Walking Shoes: $120 per fiscal year for eligible classifications (See MOU for details)
- Tools: $500 per fiscal year reimbursement for Auto Foreperson classification
- Phone allowance of $80/month for Senior Key Customer Representative(s) and Key Customer Representative(s) job classifications
Bilingual Pay:
- Certified bilingual employees are eligible for $55/bi-weekly bilingual pay, + Librarians and library support employees whose regular assignments are to City libraries are eligible for 5.0% night differential pay for all hours worked between 5:30 p.m. and 6:30 a.m. so long as they work a minimum of 2 consecutive hours between 5:30 p.m. and 6:30 a.m.
- All other employees are eligible for 5.0% night differential pay for all hours worked between 6:00 p.m. and 8:00 a.m. so long as they work a minimum of 2 consecutive hours between 6:00 p.m. and 8:00 a.m.
Standby Pay:
- Employees in the classification of Electric Utility Programmer Analyst, Electric Utility Network Administrator, and Senior Energy Systems Analyst are eligible for standby pay of $100/week when assigned to work standby
Tuition Reimbursement Program:
- Up to $2,000 per fiscal year for tuition reimbursement
Employee Assistance Program:
- Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year
- City paid benefit
Retiree Medical Reimbursement Program:
- 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 $438/month in 2026 (amount adjusted annually)
- After age 65, retirees are eligible for reimbursement up to $262/month in 2026 (amount adjusted annually)
01
Each applicant must complete this supplemental questionnaire as a part of the application screening and selection process. The information you provide will be reviewed and used to determine your eligibility to move forward in the selection process. Incomplete responses, omissions, stating "see resume" or partial information may result in disqualification from the selection process. Do you agree to answer each supplemental question completely and in your own words (without the use of generative Artificial Intelligence tools, including but not limited to Chat GPT, Microsoft AI, or any other AI tool), and that your responses can be verified from information included within your application?
- Yes
- No
02
