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<br />ANALYSIS <br />Within the parameters established by Council, City negotiators met and conferred with <br />the POA and PSA and worked collaboratively to develop a three-year agreement <br />(September 2015 – August 2018) for the POA, and a one-year agreement (September <br />2015 – August 2016) for the PSA. The terms of the agreement include economic <br />changes, in addition to changes impacting hours, terms and conditions of employment. <br />All terms are shown in the attached Tentative Agreements, and the significant economic <br />changes contained within both agreements are summarized below. <br /> <br />Salary and Retirement Contributions <br />As mentioned above, the City had previously negotiated agreements with the POA and <br />PSA to increase employees’ share of pension costs by picking up a portion of the City’s <br />rate, in addition to the standard employee contributions. The new POA agreement <br />continues the total employee contribution of 16% percent of salary, which includes the <br />standard 9% employee contribution, plus 7% of salary as a pick-up of a portion of the <br />employer’s required contributions. This is consistent with other public safety groups. <br />The new PSA agreement reduces to the total employee contribution to pension from <br />16% of salary to 12% of salary for a one-year term. This includes the standard 9% <br />employee contribution, plus 3% of salary as a pick-up of a portion of the City’s required <br />contributions. <br /> <br />In consideration of continued pension cost-sharing agreements, as well as other <br />compensation considerations, the following salary changes will be implemented: <br /> <br />POA <br />The agreement with POA provides for a (3%) cost-of-living adjustment for each of the <br />three years. These increases are consistent with increases granted to other bargaining <br />units, and with regional law enforcement agency trends. <br /> <br />PSA <br />The agreement with PSA addresses compaction issues, as a result of the two-tier salary <br />plan implemented as part of a departmental reorganization. Police sergeants will <br />receive an equity increase of 9.9% to ensure an adequate differential between them and <br />the Officers they supervise. <br /> <br />In addition, the two-tier salary structure for Police Lieutenants was converted to a single <br />salary range. Under the new salary range, three of the four Police Lieutenants will <br />receive no salary increase. In lieu of a salary increase, these Police Lieutenants will be <br />provided a one-time lump sum payment (2.8%-3.1% of annual base salary.) The <br />compensation package for Police Lieutenants also includes education incentives <br />equivalent to those that currently exist for Police Sergeants, in exchange for a reduced <br />base rate of pay, resulting in no net changes to salary. The parties agreed that further <br />analysis was necessary to determine long-term equitable salary alignment, therefore <br />this agreement was limited to a single year. <br /> <br />6.1.C. - Page 2