CITY COUNCIL MEETING
MARCH 22, 2022
DOCUMENTS RECEIVED
AFTER PUBLISHED
AGENDA
AGENDA
QUESTIONS AND ANSWERS
AGENDA QUESTIONS & ANSWERS
MEETING DATE: March 22, 2022
Item #8 CONS 22‐172
Adopt a Resolution Authorizing the City Manager to Reestablish a Police Trainee/Entry Level/Academy Graduate (TEAG) Hiring Bonus Program & Lateral Hiring Bonus Program and Reestablish a Hiring Incentive Referral Program (HIRP) for City Employees
Regarding the hiring bonus for lateral officers:
1. How are lateral applicants screened for alignment with our reimagining public safety goals/framework?
2. Also, should we consider incentivizing new recruits at the same level as lateral officers?
3. Are Communications (Dispatch/Call Taker) personnel positions eligible for recruitment bonus as well?
Lateral applicants are carefully screened to ensure they meet our existing standards for hiring any police officer candidate and they do not have any existing or pre‐ existing significant performance and/or disciplinary history with another agency. In fact, less than 10% of lateral applicants are moved on into the background portion of the hiring process and, once hired, they must undergo a 3‐week orientation prior to entering the field training program.
Lateral officers have already completed all entry level training and are fully POST certified prior to being hired. Additionally, much of the regional recruitment efforts are focused on lateral officers, making it more competitive, and there is an offsetting cost savings (we don’t have to pay for their police academy, etc.).
This staff report was written for police officer applicants as we are asking for the reimplementation of a pre‐existing program and the police officer classification has the largest vacancy gap, which we anticipate will grow. We would, however, support such a program for Dispatch/Call Taker positions so long as salary savings from those classifications would fund the incentives.
LEGISLATIVE BUSINESS
ITEM #9
22-009
FIREWORKS BAN
EDUCATION
AND ENFORCEMENT