Working at SCAG


Are you interested in being part of innovative solutions to improve the quality of life for Southern Californians? SCAG serves as a catalyst for a brighter future for Southern California by leading a vision to elevate the region and creating the holistic plan to achieve our unified goals. 

Join us as we foster regional solutions through inclusive collaboration, visionary planning and regional advocacy. 

Learn more about employment opportunities and additional information about employment at SCAG.

Current Job Opportunities

Benefits and Compensation

Employee Compensation

Insurance Coverage

Employees may choose from nine HMO and two PPO health plans administered through CalPERS. SCAG contributes toward the monthly health premium: 

  • $850 for employee- only coverage
  • $1,500 for employee plus one dependent
  • $1800 for employee plus family

Employees may waive SCAG-sponsored health plans by providing evidence of other health coverage each plan year. Upon meeting eligibility requirements, employees can receive an opt-out amount of $200 per month, paid as taxable earnings.  

Premiums for dental and vision are covered 100 percent by SCAG.  

Life insurance in the amount of $50,000 (or $150,000 for managers and above) is provided by SCAG. Supplemental life insurance is available at a minimal cost to the employee. Short-term and long-term disability insurance plans are provided by SCAG. 


Employees become members of the Public Employees’ Retirement System. Effective Jan. 1, 2013, for new members of the California Public Employees’ Retirement System (CalPERS), the retirement formula is calculated at 2 percent @ 62 with a Three-Year Average Formula. In accordance with the Public Employees’ Pension Reform Act of 2013 (PEPRA), the new member will have a mandatory contribution of 7 percent of reportable compensation. Employees who are members of CalPERS or an agency with CalPERS reciprocity prior to Jan. 1, 2013, or who have less than a six-month break in service between employment with SCAG or in a CalPERS (or reciprocal) agency will be enrolled in the 2 percent @ 55 benefit formula. 

Empower deferred compensation plan is available and all non-management positions receive a 50 percent match, up to $1,500. Employees do not pay Social Security. 

Parental Pay

SCAG offers 12 weeks of parental pay to employees following the birth of an employee’s child or the placement of a child with an employee in connection with adoption or foster care. Employees become eligible for the parental pay benefit after 12 months of employment at SCAG. 


Employees receive nine designated holidays and 44 hours of Personal Floating Holidays per fiscal year, 11 hours for each full quarter worked. 


Ten to 20 days per year depending on length of service with SCAG:

  • 0-3 years: 80 hours 
  • 4-10 years: 120 hours 
  • 11-16 years: 140 hours 
  • 17+ years: 160 hours 

Employees accrue one day of sick leave per month. 


Tax-exempt savings plans are offered to pay for eligible expenses associated with healthcare, dependent care, and parking. 


SCAG reimburses up to $230 per month for commuting to the office via public transit via bus, rail or train. Employees must commute a minimum of eight days per month to receive reimbursement for monthly passes. 


Employees may work a modified 9-80 work schedule, with every other Friday off. SCAG offers a flexible work schedule on daily work hours. SCAG has developed a hybrid workforce program called Work@SCAG to provide three work model options (office, hybrid, and remote) to choose from, based on position, within the SCAG Region. 


Employees in hybrid and remote work models will receive a one-time stipend of $300 to be used for remote office setup. In addition, all employees receive a $140 monthly technology allowance to cover phone usage for business use and to offset utilities costs while working remotely. 


Educational assistance up to $5,250 per year is offered for qualified courses after one year of employment. Professional membership reimbursement up to $300 per year for professional associations. 


All non-management employees are required to successfully complete a probationary period of 2,080 hours prior to achieving regular employment status. 

  • 2 percent-10 percent annual merit increase 
  • No cost-of-living increase 

Download the SCAG Salary Schedule- Budget Amendment 1 FY24. 

Regional Council Compensation

Summary of Regional Council Stipend and Travel Reimbursement Policy 

Regional Council members receive a $150 per diem stipend for attendance at SCAG-clerked meetings or SCAG-sponsored events. There is a maximum of six per diem stipends per month, in addition to any SCAG-clerked meetings. 

Regional Council members are eligible to be reimbursed for mileage (at the prevailing federal reimbursement rate) or public transit expenses for attendance at SCAG-sponsored meetings or events. SCAG provides validation for parking. 

​Regional Council members do not receive medical, dental, life or pension benefits from SCAG. 

Download the Stipend and expense reimbursement form for travel on and after Jan. 1, 2024.

Recruitment Information 

SCAG is committed to the full inclusion of all qualified individuals. As part of this commitment, SCAG will ensure that persons with disabilities are provided reasonable accommodations. If you have a disability that qualifies under the Americans with Disabilities Act or the California Fair Employment and Housing Act and you require special arrangements at any time in the recruitment process due to a qualifying disability, please notify the Human Resources Division at the time of application at Reasonable efforts will be made to accommodate you. 

If you have any questions regarding the application process and/or current employment opportunities, contact Human Resources at (213) 236-1800. Our address is:  

SCAG,  Human Resources Division,  
900 Wilshire Blvd., Ste. 1700
Los Angeles, CA 90017

Southern California Association of Governments is an equal opportunity employer. We do not discriminate on the basis of race, color, religious creed, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, sexual orientation, gender, gender identity, gender expression, age (40 or older), military and veteran status, or any other basis protected by federal, state, or local laws.  

Review the Recruitment – Frequently Asked Questions (FAQ)