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7.1.L. - Page 1 <br /> REPORT <br /> To the Honorable Mayor and City Council <br /> From the City Manager <br /> July 27, 2015 <br /> SUBJECT <br /> Entry Level Police Officer Employment Incentive Options <br /> RECOMMENDATION <br /> This report is submitted for informational purposes only. <br /> BACKGROUND <br /> In 2014, the Police Department proposed the addition of (4) police officers, (1) police <br /> sergeant and (1) senior data analyst. The proposed additions were based upon the <br /> comprehensive findings of the Redwood City Police Staffing Enhancement Analysis <br /> conducted in January 2014 by Department staff. The Council subsequently approved <br /> the incremental addition of police personnel, beginning with the addition of (2) police <br /> officer positions in FY2014 -15. The Department is seeking to realize the balance of the <br /> proposed positions on a progressive timeline encompassing FY2015 -16 and FY2016- <br /> 17. <br /> In addition, the Police Department is struggling to meet established patrol team <br /> minimum staffing levels due to extended industrial injury absences in the Patrol <br /> Division. The Department is relying upon the heavy use of overtime and the <br /> reallocation of specialty position personnel to a basic patrol function in order to satisfy <br /> patrol minimum staffing needs. This reliance on overtime negatively impacts the <br /> Department due to increased personnel costs, and increased worker fatigue. Patrol <br /> personnel are frequently mandated to report to work early and remain at work longer to <br /> achieve sufficient staffing levels needed to efficiently respond to emergency calls. Such <br /> increased worker fatigue can negatively impact judgement and lead to an increase in <br /> work - related industrial injuries. Indeed, a rise in industrial injuries and industrial <br /> retirements has become evident during the past three years. <br /> In the past, the Department has effectively met its recruiting challenges through the <br /> hiring of experienced lateral police officers. Lateral officers provide little risk of failing the <br /> rigid training programs following their appointment, and the Department's competitive <br /> compensation packages has afforded the opportunity to select the very best lateral <br /> candidates. Moving forward, the Police Department is seeking to fill existing and <br /> anticipated staffing vacancies with entry level Police Academy recruits and graduates. <br /> There are several factors in support of this hiring strategy as it supports effective <br /> succession planning by extending the employment period of new employees. This <br />