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CC 2016-12-13 Supplemental No 1 Item 09.cTO: FROM: SUBJEC DATE: Addition salary a The Pol the City been fille importan the last the hour Training The City Equipme have b professi on retire can utili year, we with som “civilian” doesn’t populati being Re are typic Reserve In additi many of to need are impa part-time CITY DEBB STEV CT: SUPP AGEN CONS TIME DECE nal informat djustments ice Reserv budgeted ed by vario nt to PD op budget cyc rs for two d g Technician y has had ent Techni been retire on. Over t ees working ze retirees e lost the r meone that ” coordinat typically ha on that can eserves. If cally lookin e. on to the r f the City’s to bring an acted by m e positions COUNCIL BIE MALIC VEN ANNIB PLEMENTA NDA ITEM SIDERATIO E EMPLOYE EMBER 13 tion regard for the pos e program for 6 Part-t ous part tim perations, b cle, we red ifferent par n. 2 or 3 Re cian for a ees that he past co g after retir s to fill pos retiree that t had no la ting the d ave a lot of n serve in f someone ng to go th restrictions positions, h n item to th minimum wa and recom MEM L COAT, DIRE BALI, CHIE AL INFORM 9.c – DEC ON OF CO EES , 2016 ding the Po sitions is pr has been time Reserv e employee ut unrelate uced the n rt-time posit eserve offic while, and wanted t uple of yea rement; an sitions has was the Tr aw enforcem epartment’ turnover in this capac is particula rough the a on hiring r has lagged he Council age, staff th mmended sa MORANDUM ECTOR OF EF OF POL MATION EMBER 13 OMPENSAT olice Reser rovided. a program ve officers; es, some o d to being number of R tions, the F cers, plus t d historicall o stay in ars, CalPER d meeting become m raining Tec ment backg s training n the Reser city and no arly interest academy a retirees, the behind the to address hought that alary adjus M F ADMINIST ICE 3, 2016 CIT TION ADJ rve program in flux for ; however i of which had an officer. Reserve Of Fleet & Equi the Training ly the emp nvolved in RS has pla the conditi much more chnician an ground (a f program). rve program ot many ca ted in a law and becom e hourly ra e labor mar s some of th t the report stments at t TRATIVE S TY COUNC USTMENT m and the a few year n reality th d responsib In recognit fficer hours ipment Tec g Technicia ployees in n the law aced a muc ions under constraine nd replaced first for the The poli m, but it’s a ndidates a w enforceme e a full-tim te for these ket. Since he part-tim t could also the same ti SERVICES CIL MEETIN TS FOR PA recommen rs. At one ose spots bilities that w tion of this, s and incre chnician and an and Fle these posi w enforcem ch greater f r which the ed. In the d that empl City to ha ice departm relatively s re intereste ent career, me officer, n e positions staff was g e positions o address o ime. The in NG ART- nded time, have were with ased d the eet & tions ment focus City past oyee ave a ment small ed in they not a , like going s that other ntent was to provide a report on addressing hourly rates for some of the part-time positions, with discussion on why staff is recommending adjustments to hourly rates– because of minimum wage, because of recruitment and retention issues, because of equity issues with full-time equivalents. What particularly made this approach compelling was the fact that the Police Department had recently been told by the two current Reserve officers that they were being actively recruited by a neighboring city that pays Reserves more than Arroyo Grande currently pays. Equity with the full-time officer equivalents is also a major reason why staff is recommending increases for the Reserves. A Level 1 Reserve is just like a “regular” Police Officer – they have all the same authority to exercise police powers and all the same training requirements, they just work on a less-than-full-time basis. They can patrol independently, they can issue citations, arrest people, etc. etc. When off duty, Level 1 Reserves again have the same authority and responsibility as their full-time counterparts. Combined with the fact that the two current employees have tremendously valuable skills and serve as a firearms instructor, department firearms armorer and forensic computer technician, it would be a great loss to the Department if another neighboring agency were to recruit them away from the City. If these Reserve employees left the City, it would result in the elimination of the computer forensics program and the Police Department would have to contract for firearms/armory services. The cost of contracting for this service would exceed the additional cost of the proposed compensation adjustments. Staff believes that the recommended compensation provides for hourly rates that are competitive with neighboring agency Reserve programs and are equitable within the City organization. The increase in cost for these two positions can be absorbed in the current budget because of vacancies, and the question about how it would be absorbed when/if the department was to become fully staffed is a good one. First, the department relies on the Reserves to help fill the gaps we are currently experiencing, so to the degree that there would be full-time staff to do the job, the department would rely on the Reserves less, so there’s a concept of self-balancing that would occur. In addition, there is flexibility and control over how many Reserve hours are worked each year, so the $9,300 is a worst case scenario cost – if the same number of Reserve hours are worked this year as last year – however the department could also schedule the Reserves such that we wouldn’t incur that whole cost. In addition, there is budget for 4 Reserve positions, but there are only 2 currently employed, so again it’s unlikely that there would be the full $9,300 in added costs. The proposed ranges reflect an increase in hourly rate which is approximately 24%-25% (depending on the position) and proposes elimination of the Senior Police Reserve Officer. The starting pay for a Level 1 Reserve Officer would be equivalent to starting pay of the full-time equivalent position and would maintain a differential of 20% above the Police Reserve Officer Position. Because of differing responsibilities and requirements, it is proposed that the Police Reserve Officer Trainee position be paid 20% less than the full-time equivalent position. cc: City Manager City Attorney City Clerk Public Review Binder