CC 2016-12-13 Supplemental No 1 Item 09.cTO:
FROM:
SUBJEC
DATE:
Addition
salary a
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COUNCIL
BIE MALIC
VEN ANNIB
PLEMENTA
NDA ITEM
SIDERATIO
E EMPLOYE
EMBER 13
tion regard
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MEM
L
COAT, DIRE
BALI, CHIE
AL INFORM
9.c – DEC
ON OF CO
EES
, 2016
ding the Po
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MORANDUM
ECTOR OF
EF OF POL
MATION
EMBER 13
OMPENSAT
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M
F ADMINIST
ICE
3, 2016 CIT
TION ADJ
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TY COUNC
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SERVICES
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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