2 challenges. In just over three years, from March 2020 to July 2023, thirteen Officers and one Sergeant have left the department. By comparison, the department lost only six Officers over the preceding five years, from January 2015 to December 2019.
Police retention challenges are not unique to Burbank and many of the contributing factors are widespread and beyond the City’s control , including the national dialogue around policing, the impact of the COVID -19 pandemic , historically low unemployment, and the strong job market. Most recently in response to all these variables , competing Citie s have provided tremendous increases in compensation to their employees , both sworn and non- sworn, to stay competitive in the local and national job market.
The BPOA MOU that Council approved on December 14, 2021, preceded the momentous shift in the labor market that dictated the City’s recent negotiations with its other labor groups which have ultimately result ed in significant increases in compensation for m any City employees . This is reflected in the four contracts approved by Council over the last year and a half .
DISCUSSION
Police Officers have separated from the BPD at an alarming rate since 2020 and Police recruitment remains an ongoing, nationwide struggle. Given the changed landscape across the labor market since adoption of the BPOA MOU and the recent escalation in retention challenges faced by the BPD, it is critical for the City to take immediat e action to align with the Council’s financial policy that states, “in order to recruit and retain a well -qualified workforce to provide exceptional services, we will compensate employees at a level commensurate with the average of Burbank’s relevant labor market. ”
As such, staff conducted a mid- contract survey of key compensation items in BPOA’s relevant market , which included salary, educational pay, and longevity pay. Unsurprisingly, t he results of the surveys revealed that BPOA is significantly below the average of its relevant market for all three compensation items.
Additionally, an analysis of total compensation showed that Burbank is currently number 11 out of 11 cities in the survey of the relevant market for Police Offic er, and number 9 out of 11 cities for salary alone, which has undoubtedly compounded the City’s struggles to recruit and retain Police Officers.
Therefore, t o combat unprecedented recruitment and retention challenges, staff recommends increasing BPOA’s compensation for salary, e ducation differential, and longevity pay, as outlined below .
3 SALARY
The results of a salary survey conducted by staff showed that BPOA employees are below the average of the relevant market as follows:
o Police Officer – 5.56% below average of market
o Sergeant – 5.35% below average of market
o Lieutenant – 7.39% below average of market
Staff recommends providing salary increases for BPOA employees to bring them approximately to, or in the case of Police Officers, above the average of their relevant market (Table 1, Column 2) . The salary increases are intended to improve Burbank’s standing in the relevant market (Table 1, Column 3) to immediately and effectively address BPD’s urgent need to recruit and retain BPOA employees, especially Police Officers.
Table 1
Column 1 Column 2 Column 3
BPOA
Employee Rank
Recommended
Salary Increase Result
Police Officer 10.00% To #3 of 11 agencies in survey
Sergeant 5.50% To approx. average of market (#3 of 11 agencies in survey)
Lieutenant 7.50% To approx. average of market (#5 of 11 agencies in survey)
By approving staff’s recommendation to provide the salary increases shown above, Council will take a critical step toward aligning with its financial policy while equipping the BPD to successfully recruit and retain a well -qualified workforce.
EDUCATION DIFFERENTIAL
Based on the results of a survey of BPOA’s relevant market, staff discovered that the compensation paid to BPOA employees with a bachelor’s degree is 32% below the market average. About 83% of BPOA employees who currently receive a differential for possessing a bachelor’s degree are Police Officers . As such, t o become more competitive in the market, especially for Police Officers, staff recommends increasing the compensation paid to employees who possess a bachelor’s degree from $302.50/month to $400/month, as outlined in Table 2 below .
Table 2
Degree Current Recommended
Associate’s Degree $192.50 No change
Bachelor’s Degree $302.50 $400 (32% increase)
Master’s Degree $495.00 No change
4 LONGEVITY PAY
The BPOA MOU that was approved by Council on December 14, 2021, introduced longevity pay as a flat monthly amount provided to BPOA employees based on their years of service and rank (Table 3 , Column 2). A recent survey conducted by staff showed that Burbank is between 32% and 111% below the average of market for longevity pay. To resolve this deficiency in compensation and become more competitive in the market, staff recommends increasing l ongevity pay to align with the relevant market (Table 3, Column 3). Additionally, staff recommends paying longevity as a percentage of base pay instead of a monthly flat dollar amount to maximize its effectiveness in the recruitment and retention of BPOA employees of all ranks.
Table 3
Column 1 Column 2 Column 3
Tenure Current Recommended
10 years All ranks $150 3.00% of base pay
15 years Police Officer $225 4.50% of base pay Police Sergeant/Lieutenant $425 20 years Police Officer $300 7.00% of base pay Police Sergeant/Lieutenant $500
ENVIRONMENTAL IMPACT
This activity has no potential for resulting in either a direct physical change in the environment, or a reasonably foreseeable indirect physical change in the environment, and such as, is not a “project” subject to the requirements of the California Environmental Quality Act (CEQA) 14 Cal. Code Regs §15378.
FISCAL IMPACT
The total cost of the compensation and benefit changes associated with the proposed increases in compensation for the remainder of FY 2023- 24 is $1,906,126. Staff is requesting Council authority to amend the FY 2023- 24 Budget by appropriating the total amount of $1,906,126 for FY 2023- 24 from revenue account 001.ND000.30010.0000.000000.00000 (General Fund, Non- Departmental, Unassigned Fund Balance) to expenditure account 001.ND01A.60018.0000.000000.00000 (General Fund, Non- Departmental, Salaries Holding).
The ongoing fiscal impact of the changes associated with the proposed increases in compensation is $3,267,645 per f iscal year, which will be incorporated into the Five -Year Financial Forecast.
5 CONCLUSION
An understaffed police department can impact the safety and wellbeing of its employees and the community it serves. As such, staff recommends that the Council take immediate action to address the recent escalation in retention challenges faced by the BPD by adopting a resolution to approve a mid- contract letter of agreement between the City and BPOA. The letter of agreement includes increases in compensation for BPOA employees intended to establish BPD as a competitive leader in a challenging labor market for the best qualified law enforcement employees . In doing so, Council will help ensure that BPD can recruit and retain a fully staffed police force committed to a shared mission to serve and protect the Burbank community .
ATTACHMENT S
Attachment 1 – Resolution to Approve a Letter of Agreement between the City of Burbank and the B urbank Police Officers’ Association
Attachment 2 – Resolution to Approve a Citywide Salary Schedule