Page 76 - DCAC Feb 2026 Files

County of San Mateo Deferred Compensation Program Participant Survey 2026

high risk or index funds or diversified. Currently there is no advise or education on
investments.
187 Taking time to better educate myself on my standings. 1/29/2026 12:15 PM
188 speaking to a financial adviser 1/28/2026 9:26 PM

189 I would like to speak with someone because I anticipate retiring at the end of the year. 1/28/2026 6:21 PM
190 Not being mandated to participate in a plan where the fees wipe out any contributions or gains. 1/27/2026 7:12 PM
Having plan options that actually grow.

191 Having knowledgeable and friendly EMPOWER representatives----one meeting I had was odd 1/27/2026 4:02 PM
and unfriendly---and ultimately unhelpful. I use my private financial advisor for servicing this
account.
192 Continue to offer support and assistance 1/27/2026 1:01 PM

193 investment opportunities 1/26/2026 3:58 PM
194 Had I been converted to permanent status as repeatedly indicated, this would have had a 1/26/2026 12:39 PM
materially positive and stabilizing impact on my life. Instead, through no fault of my own, I will
lose a portion of my retirement investment despite continuous participation and maximum
contributions. I face multiple losses simultaneously: the end of my employment, a mandatory
10% early-withdrawal penalty, and the forfeiture of benefits that disproportionately advantage
the county rather than the employee. This occurs after being given near-certainty (99%) of
permanent placement - only to learn that assurance was unfounded, leaving me penalized for
circumstances entirely beyond my control. I relocated here for this job from out of state and
declined two other job offers. I completely regret choosing this job where I could have had a
permanent role with either of the other job offer's I was given. I was told repeatedly that the role
I fill would almost certainly transition into permanency because it is so important and vital to
BHRS - only to learn from the director that was never the case. I have been given multiple
reasons why this role won't be permanent "after all" which clearly demonstrates I was
manipulated fully by my leadership since interviewing with them in the first place. I was told by
the director and assistant director that this role has never been permanent and there was no
chance it would transition to permanency. What a horrible thing to do to a peak performer that
has markedly improved the programs I manage. As a woman of color facing multiple
intersecting marginalizations and an exceptionally hostile job market, this outcome is not
merely disappointing - it is harmful. It exacerbates financial precarity for me and my family and
raises serious questions about equity and inclusion in practice. I have delivered extraordinary
value to the county, including increasing applicant volume by over 7,000% during my first term,
and I am the only formally trained DEIB professional within ODE. To experience this outcome,
particularly given the county’s substantial reserves, is deeply troubling. Limited-term
classifications that deny long-term security while extracting maximum contribution from staff
perpetuate inequity, especially when employees are encouraged to believe permanency is
forthcoming. This program functions well only for those allowed to vest; for others, it
compounds injustice. The loss of 10% of my total investment is not abstract - it materially
threatens my family’s housing stability, food security, and wellbeing. If the county is genuinely
committed to DEI and employee wellbeing, this outcome stands in direct opposition to those
stated values. As it stands, the practice is not aligned with equity; it is performative, insincere,
and causes real harm.
195 Some direction or training on how to enroll and the benefits and planning 1/25/2026 6:15 PM

196 differences between this and SAMCERA, and how this retirement works in conjunction with 1/25/2026 2:59 AM
SAMCERA and other retirement plans.
197 no comment 1/24/2026 1:18 PM

198 I retired in March 2025. I am comfortable using the website to make any changes to my plan. 1/23/2026 5:46 PM
199 I do not have any thoughts on this at the moment 1/23/2026 11:56 AM
200 ???? 1/23/2026 3:05 AM

201 Better returns on investments 1/22/2026 11:28 PM
202 I contribute what I can, but the cost of living in this area is high. I also do not like how high the 1/22/2026 8:01 PM
Empower management/service fee of 3% is, as most of my other employers have covered this

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