Explore Employee Benefits

Our Employee Benefits package is designed to enhance your well-being and job satisfaction. With comprehensive coverage, including health, dental, vision, and retirement plans, we provide the support you need to thrive both at work and in your personal life.

Certified Billingual Positions

California state employees who utilize bilingual skills in their roles may be eligible for a bilingual pay differential, enhancing their compensation to reflect the value of their language proficiency. To qualify, employees must be in positions designated as bilingual, with at least 10% of their duties involving non-English language use. Eligible employees receive a monthly pay differential, which varies based on bargaining units and classifications.

An employee working in a designated bilingual position is eligible for a pay differential of $100 per month. Current collective bargaining agreements specify that employees serving in positions that have not been designated as bilingual may not be required to use bilingual skills, whether or not those employees have been certified as bilingual. In order to designate a position as bilingual, the employee must first document that 10% of work time is spent in usage of the non-English language. That employee's supervisor must then follow agency procedures to approve the designation. 

Employee Pension

CalPERS offers retirement, disability, and survivor benefits, with employees contributing a portion of their salary to the pension fund, often supplemented by employer contributions. Retirement benefits are generally determined using a formula that factors in years of service, age at retirement, and final compensation—typically based on the average of the highest-earning years. 
 
Planning for retirement is an important step toward securing your financial future. As a CalPERS member, you have access to a comprehensive pension plan designed to provide lifelong benefits. Whether you're exploring your retirement options, looking to maximize your savings, or considering a career move within the public sector, understanding your benefits is key. 

Explore the different aspects of your CalPERS retirement benefits below to make informed decisions about your future. 
 
Benefit Factor Charts 
Your benefit factor determines the percentage of pay you earn for each year of service. It is based on your age at retirement and the retirement formula tied to your membership date with each employer. 

Deferred Compensation 
CalPERS offers voluntary deferred compensation plans, including the 457 Plan and Supplemental Contributions Plan, allowing you to save additional income for retirement. Depending on your employer, you may have access to one or more of these savings options. 

Reciprocity (Linking Retirement Systems) 
Reciprocity allows you to transition between public retirement systems in California without losing benefits. CalPERS' reciprocal agreements coordinate your retirement benefits between eligible systems when you retire. 

Refund Member Contributions 
If you leave employment with a CalPERS-covered employer, you may choose to take a refund of your contributions and interest. However, taking a refund ends your CalPERS membership and forfeits your rights to future benefits. 

Service & Disability Retirement 
Service retirement is a lifetime benefit. Generally, you can retire at age 50 with at least five years of service credit, unless all your service was earned on or after January 1, 2013, in which case the minimum retirement age is 52. 

Service Credit (Time Worked) 
Your service credit accumulates based on the time you work for a CalPERS-covered employer. It is calculated on a fiscal year basis (July 1 – June 30) and is a key factor in determining your retirement benefits. 

Flexible Work Arrangements

The State encourages departments to support flexible work arrangements that align with both operational needs and employee well-being. These arrangements, consistent with most Memoranda of Understanding (MOU) and the goals of Civil Service Improvement, provide innovative ways to complete work while promoting a healthy balance between professional and personal commitments.

Flexible work options offer non-traditional schedules, workweeks, and locations that help employees manage their responsibilities while ensuring business goals are met. For managers and supervisors, these arrangements can serve as effective tools to enhance productivity, boost employee engagement, increase job satisfaction, and reduce absenteeism. Additionally, flexible work options can strengthen recruitment and retention efforts.

Types of Flexible Work Arrangements:

•  Alternative Work Week Schedule
•  Reduced Work Time Schedule
•  Job Sharing
•  Flextime Schedule
•  Telework Schedule
•  Hybrid Work Model

 

Health, Dental, and Vision Plans

In California, health benefits for public employees are managed through various programs, with eligibility and options depending on the employer and employee classification. Below is an overview of the health plans available to public sector workers.

 

Who Is Covered?

CalPERS provides health benefits to:

  • State employees
  • Public school employees
  • Local public agency employees
  • Retirees who are CalPERS members

Health Plan Options

CalPERS offers a variety of health plans to meet the diverse needs of its members:

 

Health Maintenance Organizations (HMOs)

HMOs require members to receive care from a designated network of doctors and hospitals. These plans often have lower out-of-pocket costs but require members to select a primary care physician.

Providers include:

 

  • Kaiser Permanente
  • Blue Shield of California
  • Health Net

Preferred Provider Organizations (PPOs)

PPOs provide greater flexibility in choosing healthcare providers and do not require referrals for specialist care. Members may visit in-network or out-of-network providers, though costs are lower within the network. Examples include:

 

  • PERS Choice
  • PERSCare
  • Anthem Blue Cross

Exclusive Provider Organizations (EPOs)

EPOs function similarly to HMOs but do not require members to select a primary care physician or obtain referrals for specialist visits. These plans balance flexibility and cost efficiency. CalPERS health plans are designed to provide comprehensive coverage, ensuring California's public employees and retirees have access to quality healthcare.

Leave Benefits and Paid Time Off

California State employees have access to a variety of leave benefits to support their personal and professional needs. The following overview provides details on available leave options. Employees should consult their supervisor or personnel office for specific eligibility and policies.

 

For rank-and-file employees, additional details can be found in the applicable Memorandum of Understanding (MOU). If there are discrepancies between the summaries below and the Human Resources Manual, the contract language takes precedence.

 

Types of Leave

 

Paid Holidays

State employees receive paid time off for the following holidays:

  • New Year's Day (January 1)
  • Martin Luther King Jr. Day (3rd Monday in January)
  • Presidents’ Day (3rd Monday in February)
  • Cesar Chavez Day (March 31)
  • Memorial Day (Last Monday in May)
  • Independence Day (July 4)
  • Labor Day (1st Monday in September)
  • Veterans Day (November 11)
  • Thanksgiving Day (4th Thursday in November)
  • Day after Thanksgiving
  • Christmas Day (December 25)

Important Notes:

  • If a holiday falls on a Saturday, employees receive holiday credit.
  • If a holiday falls on a Sunday, it is observed the following Monday.
  • Additional holiday details for excluded employees can be found in CalHR Policy 2109.

Personal Holiday

Permanent employees receive one personal holiday per year.

 

Effective January 1, 2024:

  • Excluded employees can convert their Personal Holiday (PH) to Holiday Credit to observe a holiday or ceremony related to their religion, culture, or heritage (subject to departmental approval).
  • More details are available in CalHR Policy 2110.

Vacation & Annual Leave

  • Employees enrolled in Annual Leave do not receive separate vacation credit.
  • Rank-and-file employees accrue 7 to 15 hours per month, based on length of service and bargaining unit.
  • Managers and supervisors accrue 7 to 16 hours per month, based on length of service.
  • Employees may carry over up to 640 hours of unused vacation into the next year.
  • More details are available in CalHR Policy 2102 & 2103.

Sick Leave

  • Full-time employees earn 8 hours per month after completing their first month on the job.
  • Unused sick leave carries over each year.
  • Employees enrolled in Annual Leave do not receive separate sick leave credits.
  • More details are available in CalHR Policy 2105.

Professional Development Days (PDD)

  • Employees in eligible bargaining units receive two PDD days per fiscal year.
  • Bargaining Unit 2 employees receive five PDD days per fiscal year.
  • More details are available in CalHR Policy 2112.

Voluntary Personal Leave Program (VPLP)

  • Most full-time employees may reduce their pay by 5% in exchange for one additional day of leave per month.
  • This program helps employees accrue extra time off while assisting departments in managing payroll costs.
  • More details are available in CalHR Policy 2114.

Family & Medical Leave

  • Family Leave: Family Leave helps employees balance work and family responsibilities by allowing reasonable unpaid leave for certain family and medical reasons. It seeks to accommodate the legitimate interests of employers while promoting equal employment opportunities for all, regardless of gender. Eligible employees are granted rights under the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA).
    • Types of Family Leave
      • New Child Leave
        You’re entitled to one year of unpaid, job-protected leave for the birth or adoption of a child. You may also use leave credits to receive pay during this time.
      • Medical Leave
        Eligible employees are entitled to 12 weeks of unpaid, job-protected leave each year for the following reasons:
        • To care for a seriously ill parent, spouse, or child
        • For your own serious illness
      • Health, Dental, and Vision Benefits
        While on family and medical leave, your health, dental, and vision benefits will continue, with your employer making the usual contributions.
      • Extended Unpaid Leave of Absence
        Departments may grant an extended unpaid leave of up to one year for reasons such as caring for a new child, handling family crises, or for family activities. In some cases, this leave may be extended when unusual circumstances arise. Check with your personnel office for more details.
      • Military Caregiver Leave
        If you are caring for a family member who has been seriously injured or ill in the line of active duty, you’re entitled to 26 weeks of unpaid, job-protected leave per year.
        • The service member must be a current member of the Armed Forces, Guard, or Reserves, or on temporary disability retirement.
        • The 26 weeks is not in addition to the 12 weeks provided for treating an illness, meaning you receive a total of 26 weeks combined.
      • Qualifying Exigency Leave
        You’re entitled to 12 weeks of leave when a family member serving in the National Guard or State Reserves is called to active duty. You can use this leave for:
        • Deployment on short notice
        • Military events or ceremonies
        • Childcare or school activities
        • Legal or financial appointments
        • Counseling
        • Rest and recuperation
        • Post-deployment activities
        • Other activities as agreed upon with your employer
  • Pregnancy Disability Leave (PDL): Up to four months (17.33 weeks) of unpaid leave for employees disabled due to pregnancy, childbirth, or a related medical condition.
    • After PDL, employees may take 12 additional weeks of unpaid leave under the California Family Rights Act (CFRA) for bonding with their child.
    • Health benefits continue for up to 29.33 weeks during this leave.
    • More details are available in CalHR Policy 2120 & Policy 2107.

Catastrophic Leave

  • Employees who exhaust their leave due to a serious illness, injury, or family medical emergency may receive donated leave from other State employees.
  • Available to employees affected by a Governor-declared State of Emergency who have exhausted their leave balances.
  • More details are available in CalHR Policy 2116.

Bereavement Leave

  • Employees are entitled to bereavement leave for specific family members.
  • Eligibility, duration, and pay status depend on MOU agreements and Government Code sections 19859.3 & 12945.7.
  • More details are available in CalHR Policy 2115.

Military Leave / Military Spousal Leave

  • Employees serving in the military or those with military spouses may be eligible for leave.
  • More details are available in CalHR Policy 2118.

Mentoring Leave

  • Eligible employees may receive up to 40 hours of leave per year (on a matching basis) to mentor at-risk youth (grades K-12).
  • More details are available in CalHR Policy 2119.

Union Leave

  • Leave policies for union-related activities vary by bargaining unit. Refer to individual MOUs for details.

Jury Duty

  • Employees are granted leave for jury service but do not receive juror pay. Mileage reimbursement may be retained.
  • More details are available in CalHR Policy 2117.

Transferring Leave Credits

  • Employees may transfer leave credits (except sick leave) to colleagues facing serious medical conditions or natural disasters.
  • Leave credits can also be transferred between State jobs, UC, CSU, and the Legislature.
  • More details are available in CalHR Policy 2116.

Cashing Out Unused Leave

Employees may be eligible for leave cash-outs under specific circumstances:

  • Excluded Employees: Departments may offer to buy back unused vacation, annual leave, and personal leave if funds allow.
  • Represented Employees: Most MOUs include an annual vacation/annual leave cash-out program, subject to funding availability.
  • Separation from State Service: Employees leaving State service may cash out unused leave (except sick leave, informal holiday time, professional development days, and certain personal leave program hours). They may also transfer leave balances into a 401(k) or 457 deferred compensation plan.

Limited Examination and Appointment Program (LEAP)

The Limited Examination and Appointment Program (LEAP) offers individuals with disabilities an alternative pathway to California state employment. Through LEAP, applicants can demonstrate their competencies via on-the-job testing, known as the Job Examination Period (JEP), rather than traditional examinations. This approach promotes inclusivity and provides equal employment opportunities for qualified individuals with disabilities. 

LEAP candidates receive the same salary, health, dental, vision, and leave benefits as other state employees in limited-term positions. They also receive the same general salary adjustments as those hired through non-LEAP processes. Time spent in the JEP counts as time served in the classification. 

By participating in LEAP, individuals with disabilities can access state employment opportunities that might otherwise be inaccessible, fostering a more diverse and inclusive workforce. 

Individuals hired through the Limited Examination and Appointment Program (LEAP) are entitled to the same benefits as all other California state employees. This includes access to comprehensive leave programs, such as the Annual Leave Program (ALP), which combines vacation and sick leave into a single pool for added flexibility, and traditional leave options like vacation, sick leave, bereavement leave, and family and medical leave. LEAP employees also enjoy other state benefits, including health insurance, retirement plans, and professional development opportunities, ensuring equitable support for all employees within the organization.

Upward Mobility Program

The Upward Mobility (UM) Program is a key initiative in California’s state employment system, aimed at helping employees in entry-level positions advance to higher-paying technical, professional, and administrative roles. This program is designed to empower individuals by enhancing their skills and competencies, creating a more dynamic, capable workforce. By participating in the UM Program, employees gain access to valuable training, mentorship, and resources that support their professional development. This commitment to internal career progression not only benefits employees but also strengthens the overall effectiveness and efficiency of state departments.

 

How It Works
Employees collaborate with their supervisors and their department’s Human Resources office to create a personalized career development plan. This plan outlines the employee’s career goals, the necessary steps to reach those goals, and a timeline for achieving them. The UM Program offers a clear and structured pathway to career advancement, helping employees develop the skills and knowledge required to qualify for higher-paying positions.

The program fosters job satisfaction and retention by offering opportunities for advancement. Through mentorship and guidance from supervisors, employees can navigate the path to greater professional responsibilities.

 

CAL FIRE’s Upward Mobility Program

CAL FIRE is in the process of developing its own Upward Mobility Program to support employees in advancing to higher-level roles. The program will focus on tailored career development plans, with specific actions and timelines for skill enhancement and career growth. Employees will work closely with their supervisors and an Upward Mobility Coordinator to set goals and develop strategies for advancement.

 

Eligibility and Benefits
The program is open to permanent employees, with selection based on factors such as staffing needs, performance, motivation, and career alignment. While not all employees may be selected, those who participate will receive comprehensive career counseling, academic support, and access to both internal and external training opportunities.

Where resources allow, the program also offers financial assistance for training and flexible scheduling to support employees in balancing class attendance with their work commitments.