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SDRMA Benefits Presentation and Administrative Transition Services - Deputy Director Riske-Gomez
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Requested Action(s)
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a.) Informational presentation from Special District Risk Management Authority (SDRMA) regarding employee health benefit options, ancillary benefits, and related administrative resources; receive an update regarding ongoing property/liability and workers’ compensation information gathering; and discuss HR alternatives related to separation from the County umbrella;
b.) Authorize staff to continue preparing underwriting materials for employee health, ancillary benefits, property/liability, and workers’ compensation coverage; and return with proposed benefit and insurance options, employee census information, contribution structure, implementation timeline, authorizing resolution, Memorandum of Understanding, applications, agreements, enrollment actions, budget impacts, coverage recommendations, cost estimates, and any other related documents necessary for Commission consideration.
c.) Authorize staff to continue evaluating companion HR and payroll service providers, with an initial focus on providers that can support payroll processing, onboarding, employee records, HR compliance, timekeeping, leave tracking, recruitment support, CalPERS coordination, and general HR advisory services not provided directly through SDRMA, and return with service options, cost estimates, scope of work, and any required agreements for Commission consideration.
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Financial Impact:
There is no immediate fiscal impact associated with receiving the presentation or providing direction to staff.
Future costs related to benefits, insurance coverage, payroll, HR services, CalPERS, or other transition needs will return to the Commission for consideration and approval at the July or August 2026 meeting before any commitment is made.
Background Information:
The Tehama County Transportation Commission / Regional Transportation Planning Agency is evaluating the administrative, financial, and operational steps necessary to separate from the County umbrella. As part of this transition, staff must identify how employee benefits, insurance coverage, payroll, workers’ compensation, and human resources functions will be provided once the agency is operating independently.
Staff has been working with Special District Risk Management Authority to evaluate potential employee benefit options through SDRMA’s Health Benefits Program. The program includes medical benefit options and ancillary coverage options, including dental, vision, life insurance, short-term disability, long-term disability, and employee assistance program options. Participation is subject to SDRMA eligibility requirements and underwriting approval.
Today’s presentation by SDRMA will outline available health benefit options, the benefit comparison materials previously provided to staff, SDRMA’s online portal, and the administrative process for evaluating and pursuing coverage.
While SDRMA may provide a viable option for employee benefits, ancillary benefits, property/liability coverage, workers’ compensation coverage, claims administration, risk control, and related insurance resources, SDRMA does not appear to replace the day-to-day administrative services currently provided through the County. Staff must therefore also evaluate companion services for payroll processing, onboarding, employee records, HR compliance, timekeeping, leave tracking, CalPERS coordination, recruitment support, and general HR advisory services.
Based on a preliminary review of available regional providers, BBSI Redding appears to offer the broadest range of companion services that could bridge the gap between SDRMA-provided insurance and benefit programs and the day-to-day HR and payroll services needed for independent operations. Staff will further evaluate whether BBSI, or another provider, can serve a public agency structure without duplicating or conflicting with SDRMA coverage, CalPERS requirements, or Commission personnel policies.
Staff is also gathering information related to SDRMA’s property/liability and workers’ compensation programs. This information is still being collected and reviewed, including loss history, payroll classification information, current coverage details, budget information, audit documentation, and other underwriting materials needed to evaluate available options.
Because workers’ compensation information is still being assembled, staff is not requesting final Commission action on workers’ compensation coverage at this time. Staff will return with additional information, cost estimates, and any required agreements or resolutions once the necessary documentation has been completed and reviewed.
This item is intended to allow the Commission to receive information and provide direction before any final enrollment, agreement, or implementation action is taken.
The SDRMA presentation will focus primarily on employee health benefit and ancillary benefit options available to the Commission as it evaluates separation from the County umbrella. Based on the materials reviewed to date, SDRMA may provide a viable option for medical, dental, vision, life insurance, disability, and employee assistance program benefits.
In addition to employee benefits, staff are continuing to evaluate broader insurance needs associated with operating outside of the County administrative structure. Property/liability and workers’ compensation options are still under review and will require additional documentation before staff can return with a complete recommendation.
Staff are also evaluating the companion HR and payroll services that may be necessary if the Commission no longer relies on County systems. These functions may include payroll processing and payroll tax administration, benefit enrollment support, onboarding, employee file management, recruitment assistance, classification and compensation support, personnel policy coordination, timekeeping, leave tracking, CalPERS coordination, labor and employment compliance, and general HR advisory support.
Potential HR and administrative alternatives may include continued County support through a transition or services agreement, contracted HR and payroll support, a companion service provider such as BBSI or another regional provider, shared services with another public agency or special district, internal administration with limited contracted technical support, or a phased transition model. These options are scheduled as a presentation for the July or August 2026 meeting.