CC 2019-06-11_08d Lateral Police Officer Recruiting Incentive ProgramMEMORANDUM
TO: CITY COUNCIL
FROM: BEAU D. PRYOR, CHIEF OF POLICE
BY: MICHAEL T. MARTINEZ, PATROL SERVICES COMMANDER
SUBJECT: CONSIDERATION OF A LATERAL POLICE OFFICER RECRUITING
INCENTIVE PROGRAM
DATE: JUNE 11, 2019
SUMMARY OF ACTION:
Approval of a Recruiting Incentive Program for Lateral Police Officers.
IMPACT ON FINANCIAL AND PERSONNEL RESOURCES:
This action will have no fiscal impact to the General Fund since the incentive program will
be paid for using U.S. Department of Justice Community Orientated Policing Services
(COPS) grant funding, in an amount not to exceed $30,000 during fiscal year 2019-20.
RECOMMENDATION:
It is recommended that the City Council adopt a Resolution authorizing the establishment
of a lateral Police Officer Recruiting Incentive Program.
BACKGROUND:
In recent years the law enforcement community has experienced several challenges
recruiting well-qualified candidates to fill open Police Officer positions. The Arroyo Grande
Police Department (“Department”) has specifically noticed a decline in its ability to recruit
qualified lateral Police Officers. A lateral Police Officer is someone who has a minimum
of one (1) year of recent law enforcement experience and possesses a California POST
Basic Peace Officer certificate. The decline in lateral Police Officers has created an
imbalance of experience within the Department. The lack of lateral applicants is only
compounded by the lack of applicants interested in law enforcement in general. The
Department recently implemented a two (2) year Strategic Plan, which identifies
recruitment and retention as a top goal for the organization. Staff is bringing forward
recommended changes to enhance recruitment strategies designed to attract and retain
lateral Police Officers.
Item 8.d. - Page 1
CITY COUNCIL
CONSIDERATION OF A LATERAL POLICE OFFICER RECRUITING INCENTIVE
PROGRAM
JUNE 11, 2019
PAGE 2
ANALYSIS OF ISSUES:
Over the past several years, the Arroyo Grande Police Department has faced steady
challenges recruiting and retaining qualified Police Officers. On a state and local level,
there have been far more police jobs available than eligible candidates to fill them. The
Department is experiencing a diminished pool of well-qualified candidates for Police
Officer positions and retention has been increasingly problematic over the past five (5)
years. Staff recently conducted a 5-year review focused on the retention of AGPD Police
Officers hired between 2009 and 2013. It was determined 6 out of the 10 (60%) Police
Officers hired in that time period continue to serve with the Department. In comparison,
staff conducted a similar 5-year survey of AGPD Police Officers hired from 2014 to 2018.
It was discovered only 7 out of the 19 (36%) Police Officers hired in that time period
continue to serve with the Department. This illustrates a significant difference in the
amount of officers recruited and retained over the past five years.
To address this problem, the Department took a number of steps to improve recruitment
and retention of Police Officers. In August 2017, the Department introduced a police
trainee program aimed at sponsoring viable candidates to the Academy as fully paid
recruit trainees. It is worth mentioning the Department has had a great deal of success
recruiting candidates for this program directly from the Department’s Police Cadet
Program. The Department also introduced a fast track hiring process which enabled
lateral applicants the opportunity to streamline the formal testing process if sponsored by
a current AGPD officer. The Department also formulated an outreach recruitment team
assigned to visit police academies, participate at local job fairs and visit local military
installations in an effort to seek out future police candidates. Finally, the City’s Human
Resources Department launched the online NEOGOV human resources software
program which made the process of recruiting, selecting and hiring personnel more
strategic and efficient.
Over the past ten (10) years, there have been several factors causing shortages of
qualified Police Officers. Some of those include a rebounding economy creating
employment opportunities in the private sector, negative publicity scrutinizing Police
Officers and the inability of applicants to meet the minimum police hiring standards. In the
most recent round of recruitment (April 2019), the Department had sixty (60) applicants
apply for four (4) vacant Police Officer positions. Among the sixty, ten (10) applicants
showed up to the final testing phase and a total of five (5) met the Commission on Peace
Officer Standards and Training pre-questionnaire background standard. Unfortunately,
merely because a candidate passes the background does not mean they are employable
as a peace officer. A fair number of candidates will not be able to pass the Academy or
some portion of the training program. On the other hand, lateral Police Officer candidates
offer greater experience, less formal training and allow the Department to balance the
level of knowledge and expertise within the patrol rank, specifically when there are
multiple vacant positions.
Item 8.d. - Page 2
CITY COUNCIL
CONSIDERATION OF A LATERAL POLICE OFFICER RECRUITING INCENTIVE
PROGRAM
JUNE 11, 2019
PAGE 3
In recent years, several cities and counties throughout the State have adopted hiring
incentive programs for law enforcement officers, given the extremely competitive job
market. Below is a sample of the current hiring incentives being offered by other
communities throughout the State:
Antioch $10,000
Capitola $10,000
Fairfield $10,000
Fresno $10,000
Hemet $15,000
Modesto $15,000
Palm Springs $10,000
Palo Alto $25,000
Pleasant Hill $20,000
Turlock $16,000
Locally, the Grover Beach and Santa Maria Police Departments are offering hiring
incentives for lateral applicants. The Grover Beach program offers lateral Police Officers
a $10,000 pay incentive consisting of $5,000 upon hire, $1,000 upon successful
completion of the Field Training program, $1,000 upon successful completion of the 18-
month Probationary period and $3,000 upon completion of 24 months of continuous
service with the City. The Santa Maria program offers $6,000 upon hire, up to an
additional 40 hours of pay for relocation assistance that can be cashed out or rolled over
into a vacation bank and vacation accrual equivalent to the lateral officer’s years of law
enforcement service.
To meet the demands of recruiting well qualified police candidates, staff is recommending
a Recruiting Incentive Program to increase the number of experienced officer candidates
applying for open positions with the City. The program is intended to develop the
Department’s recruitment strategies and assist in attracting lateral police officers who are
contemplating a move to a new organization.
The proposed incentive is designed to attract Lateral Police Officers only and shall not
exceed $30,000 during Fiscal Year 2019-2020. The proposed incentives are as follows:
Lateral Police Officers
1. Offer a lateral police officer signing incentive of $10,000 to the new hire payable
as follows:
a) $5,000 paid upon hire
b) $2,500 paid upon successful completion of the Field Training Program
c) $2,500 paid upon successful completion of the 12-month probationary
period
2. Grant an additional 40 hours of vacation upon completion of the first six months
of employment
Item 8.d. - Page 3
CITY COUNCIL
CONSIDERATION OF A LATERAL POLICE OFFICER RECRUITING INCENTIVE
PROGRAM
JUNE 11, 2019
PAGE 4
ALTERNATIVES:
The following alternatives are provided for the Council’s consideration:
1. Adopt the Resolution authorizing a Lateral Police Officer Incentive Program;
2. Modify and adopt the Resolution;
3. Do not adopt the Resolution; or
4. Provide direction to staff.
ADVANTAGES:
Approving the recommended action will assist in recruiting and hiring experienced,
qualified Lateral Police Officers.
DISADVANTAGES:
No disadvantages to approving the incentive program are identified other than a reduction
in the amount of available grant funding for other programs.
ENVIRONMENTAL REVIEW:
No environmental review is required for this administrative action.
PUBLIC NOTIFICATION AND COMMENTS:
The Agenda was posted at City Hall and on the City’s website in accordance with
Government Code Section 54954.2.
Item 8.d. - Page 4
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ARROYO GRANDE AUTHORIZING THE ESTABLISHMENT OF
A LATERAL POLICE OFFICER RECRUITING INCENTIVE
PROGRAM
WHEREAS, the City Council of the City of Arroyo Grande recognizes the need to hire
experienced staff to fill Police positions; and
WHEREAS, the City Council of the City of Arroyo Grande recognizes that there is
currently an experience gap between current Officers and new Officers; and
WHEREAS, the City Council of the City of Arroyo Grande understands the growing
demand across the state for experienced Officers; and
WHEREAS, the City Council of the City of Arroyo Grande wants to be competitive in
recruiting and retaining experienced Police Officers; and
WHEREAS, the Lateral Police Officer Recruiting Incentive Program would be funded from
the U.S. Department of Justice Community Orientated Policing Services (COPS) grant.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Arroyo Grande
as follows:
1. The recitals set forth above are true and correct.
2. The City Council hereby approves a Lateral Police Officer Recruiting Incentive
Program. The incentive is designed to attract Lateral Police Officers only and shall
not exceed $30,000 during fiscal year 2019-2020. A Lateral Police Officer is
defined as currently employed as a California Police/Peace Officer with a California
Basic P.O.S.T. certificate, has completed a patrol Field Training Officer (FTO)
program and successfully completed the probationary period. The incentives are
as follows:
Lateral Police Officers
A. Offer a lateral police officer signing incentive of $10,000 to the new hire
payable as follows:
a) $5,000 paid upon hire
b) $2,500 paid upon successful completion of the Field Training Program
c) $2,500 paid upon successful completion of the 12-month probationary
period.
B. Grant an additional 40 hours of vacation upon completion of the first six
months of employment.
Item 8.d. - Page 5
RESOLUTION NO.
PAGE 2
On motion by Council Member , seconded by Council Member ,
and by the following roll call vote, to wit:
AYES:
NOES:
ABSENT:
The foregoing Resolution was adopted this 11th day of June 2019.
Item 8.d. - Page 6
RESOLUTION NO.
PAGE 3
CAREN RAY RUSSOM, MAYOR
ATTEST:
KELLY WETMORE, CITY CLERK
APPROVED AS TO CONTENT:
JAMES A. BERGMAN, CITY MANAGER
APPROVED AS TO FORM:
HEATHER K. WHITHAM, CITY ATTORNEY
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