CCP 05-11-2010 - Laserfiche WebLink

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• currently has two police officers that are moving through the compensation plan. A police officer can currently reach his/her top pay step after three years. The new compensation plan adds an additional step (4 year step) and rolls the additional SELF, Longevity, and Educational Incentive compensation that the police officers and detectives currently receive into the compensation plan scheduled to be implemented for the 2011 calendar year. By rolling the SELF, Longevity, and Educational Incentive compensation into the compensation plan this minimizes confusion by creating one salary rate for the police officers. Currently, police officers receive their base salary plus additional compensation (SELF, Longevity, and Educational Incentive) based upon their years of service, educational background, and any specialized police training that they have received. These three incentive programs have become very difficult to manage over time due to changes in police officer training needs and the expectations of the profession. Originally when the SELF and Educational Incentive programs was added to the police officer contract, it was used as an incentive for police officers to go back to school and pursue a Bachelors Degree. Today, all of the City's police officers have Bachelors Degree in a field related to law enforcement. Therefore the need for the City to continue the SELF or Educational Incentive program has decreased over the past twenty years. The 2011 projected personnel cost for the police officers is $1,543,485 (this figure includes personnel costs, longevity, and additional compensation for the detective and school resource officer assignment) for the City's eighteen police officers and three detectives. This equates to an increase of $66,922 from the 2010 personnel costs. An additional change that was agreed by the City and L.E.L.S. involves the adding of contract language that will reward police officers that have been with the department for over twenty-five years (continuous service to the City) to receive an additional 2% in longevity pay over the employee's base rate of pay. Proposed Language 21.6 Effective January 1, 2011, After twenty (25) years of continuous employment with the City each employee shall receive an additional two percent (2%) of longevity pay in addition to the employee's base rate of pay. The following is a breakdown of the projected personnel costs for 2011: ➢ 2% Increase in Wages and Step Progression=$29,270 per year ➢ Rolling in the SELF, Longevity, and Educational Incentive Program into the compensation plan beginning on January 1, 2011=$23,098 per year. Due to the proposed elimination of the SELF, Longevity, and Education incentive programs, ten of the City's police officers that are currently progressing through the SELF program would receive a one time annual pay increase of roughly $3,200 in 2011. Once this buyout occurs in 2011, all police officers in the future will be compensated based upon their years of service to the City of New Brighton. ➢ 2% longevity for Police Officers that have been with the City for twenty-five years or more=$1,459. I:,CO[MCIU MRTSQO I OWdmw`,Adopt= of LELS Contrett-police Officers 2010-201 Ldoc