Careers
At WRCOG, we’re proud to be recognized as one of the region’s premier places to work. In 2024, we earned the honor of being named a Top Workplaces finalist by Inland Empire Top Workplaces for our supportive culture and employee-driven feedback. In 2025, our workplace distinction continued when we were listed among California’s Best Workplaces by Best Companies Group.
Why work at WRCOG? Because we believe that a strong, engaged team drives real results. When you join WRCOG, you become part of a collaborative environment where you can:
- Make a meaningful impact on the quality of life in Western Riverside County
- Grow your career with clear recruitment, onboarding, and development processes
- Work in a culture where your voice is valued and your contributions matter
- Be supported by a comprehensive benefits and people-first HR platform
Open Positions
For all open positions, please visit our careers portal.
Employee Compensation & Benefits
Employees may choose from several HMO and PPO health plans administered through CalPERS. WRCOG
covers medical insurance for the employee + one dependent at the CalPERS Region 3 Kaiser Rate ($1,938.10/month).
Employees may waive WRCOG-sponsored medical plans by providing evidence of other medical coverage
each plan year. Upon meeting eligibility requirements, the employee is eligible to receive an opt-out
reimbursement amount which is one-fourth of the CalPERS Region 3 Kaiser Rate. This medical opt-out
payment is paid as taxable earnings and is $581.44/month for 2026.
Premiums for dental and vision insurance are covered 100% by WRCOG for the employee and all their
dependents.
Life insurance in the amount of $50,000 is provided by WRCOG for the employee. Employees may voluntarily
elect to enroll in additional life insurance products. An Employee Assistance Program (EAP) is also offered to
employees at no cost. Supplemental life insurance is available at a cost to the employee through payroll
deductions. Additional short-term and long-term disability insurance plans are also available at a cost to the
employee through payroll deductions. For complete coverage details, see the 2025 benefit guide.
Employees become members of the California Public Employees’ Retirement System (CalPERS). Effective
January 1, 2013, for new members of the California Public Employees’ Retirement System (CalPERS), the
retirement formula is calculated at 2% @ 62 with a three-year average formula. Please see the CalPERS
website at: www.calpers.ca.gov for more detailed information. Information is subject to change each fiscal
year.
- New Year’s Day
- Dr. Martin Luther King Jr. Day
- President’s Day
- Memorial Day
- Juneteenth
- Independence Day
- Labor Day
- Veteran’s Day
- Thanksgiving Day
- Friday after Thanksgiving
- Christmas Eve
- Christmas Day
- New Years Eve
Effective June 8, 2026, WRCOG will transition to a Paid Time Off (PTO) policy for all full-time employees (Non-Directors). Under the new model, employees will accrue PTO based on years of service, and separate sick leave accrual will be discontinued. The updated PTO accrual schedule is as follows:
For Director positions, the PTO accrual schedule is as follows:
Program Manager and Director positions receive a fringe benefit of 2.3 hours per pay period, totaling 59.80 hours per year.
Effective June 8, 2026, WRCOG will transition this fringe benefit to a Management Leave model. All salaried employees (Program Managers and Directors) will receive 40 hours of Management Leave per fiscal year, granted at the start of each fiscal year. These hours are use-it-or-lose-it, do not roll over, and cannot be cashed out.
Employees accrue sick leave at a rate of 4 hours per pay period, totaling 104 hours per year.
Effective June 8, 2026, WRCOG will transition to a PTO model for all full-time employees, at which point, separate sick leave accrual will be discontinued. Part-time employees will not be subject to this change and will continue to accrue sick leave, up to 40 hours per year.
After three years of service, employees receive a time and tenure benefit equivalent to 3% of their base salary.
Employees may contribute to a 457 deferred compensation plan. IRS contribution caps may apply. There is no
contribution or “match” offered by WRCOG.
Tax-exempt savings plans are offered to pay for eligible expenses associated with healthcare, dependent care,
and transportation.
