shall be deemed to be in conflict with this measure. In the event this measure receives a greater number of affirmative votes than a measure deemed to be in conflict with it, the provisions of this measure shall prevail in their entirety, and the provisions of the other measure or measures shall be null and void.
(b) If this measure is approved by voters but superseded by law by any other conflicting measure approved by the voters at the same election, and the conflicting ballot measure is later held invalid, this measure shall be self-executing and given full force and effect. 17
City of La Verne,City Council
Agenda Report
DATE: September 3, 2024
TO: Honorable Mayor and City Council
FROM: Sam Gonzalez, Police Chief
SUBJECT: INCENTIVE PROGRAM FOR LATERAL ENTRY POLICE OFFICERS
SUMMARY
The Police Department anticipates up to nine police officer vacancies before the end of the calander year. To address these vacancies efficiently, the Department seeks to update its incentive program to further attract current sworn police officers from other agencies, thereby enhancing recruitment efforts. The proposed program includes monetary and non-monetary forms of incentives.
RECOMMENDATION
That the City Council approve and authorize the City Manager and Police Chief to update the incentive program to increase the amount of employee referral and lateral officer incentives.
DISCUSSION
The recruitment and field training of an experienced officer can be completed in nearly one-third of the time required for an inexperienced entry-level officer, saving approximately $80,000.
Given the accelerated deployment of officers and cost savings, the department proposes updating the monetary and non-monetary incentives to attract officers from other agencies to La Verne.
Updating the incentive program is crucial to maintaining competitiveness, as other cities offer similar or greater incentives. The proposed program includes providing existing employees with a monetary incentive for referring a lateral officer and granting flexibility to the City Manager and Police Chief to offer additional benefits to lateral officers not automatically provided to entrylevel officers.
Employee Referral:
• Current Incentive: $1,000 upon the referred officer passing probation. • Proposed Update: $5,000, split into two payments—$2,500 at appointment and $2,500 upon completing probation.
Additional Benefits - The City Manager and Police Chief will be given discretion to negotiate with lateral candidates additional non-salary benefits to attract such qualified candidates.
Examples of incentives could include; allotment of additional vacation hours, transfer of accrued sick leave and vacation balances, as well as service credits (non PERS) for additional benefits.
Incentive Program for Lateral Entry Police Officers, Page 2 Incentive Bonus for Lateral Officers:
Proposed Bonus: $15,000, split into three payments—$2,500 at signing, $7,500 upon completion of training, and $5,000 upon completing probation.
Comparison with Other Local Los Angeles County Incentive Programs:
• City of Pomona: Offers a $40,000 signing bonus spread over the first year of employment.
• City of Glendale: Offers a $20,000 signing bonus spread over the first year of employment.
• City of Glendora: Offers a $7,000 signing bonus spread over the first year of employment.
The Department has experienced significant overtime costs due to staffing shortages in the fiscal year 2023-24, with up to six vacancies impacting the budget. Although recruitment efforts have been successful, retirements and separations have posed ongoing challenges. Last year, overtime costs due to vacancies significantly affected the Department's budget.
The implementation of the Lateral Officer Incentive Program will be mitigated by leveraging the Department's existing budget savings from personnel vacancies and a reduction in overtime and training expenses. The unutilized funds from unfilled officer positions will be reallocated to support the financial requirements of hiring lateral officers. The reallocation of existing funds ensures that the Lateral Officer Incentive Program will not require any additional budgetary appropriations and will remain within the current fiscal year's budget. This prudent use of funds aligns with the City's commitment to fiscal responsibility while addressing staffing needs to enhance public safety.
The Lateral Officer Incentive Program is a strategic initiative designed to address the current staffing challenges within the Department. By hiring experienced officers, the program not only fills existing vacancies effectively, but also brings expertise that can immediately contribute to the Department's operational effectiveness. The program aids in expanding our recruitment efforts, and incentivizing employees to help seek and attract qualified candidates to the City.
The program's structure ensures that the fiscal impact is clearly articulated and supported by a rationale that aligns with the City Council's expectations. However, it is important to note that this program is not intended to be a permanent fixture but rather a dynamic tool that can be utilized based on the department's needs. The Administrative Regulation (207) governing this program should provide the City Manager and the Chief of Police with the discretion to evaluate its necessity once adequate staffing levels are achieved. The program may be frozen once adequate staffing levels are achieved, and will continue only when the department's finances support it after receiving approval from the City Manager. This flexibility will allow the department to responsibly manage its resources while maintaining the ability to attract top-tier candidates when needed.
FISCAL ANALYSIS
The approval of this item will require no increase to the Fiscal Year 2024-25 Adopted Budget as personnel savings will be utilized to fund the incentives for the lateral officers.
Incentive Program for Lateral Entry Police Officers, Page 3
ENVIRONMENTAL ANALYSIS
None
LEGAL REVIEW
This report was reviewed by the City Attorney.
ATTACHMENTS
1. 207--Incentive for Recruit. of Lateral Pol.Ofcrs
NUMBER: 207 ISSUED: 5-4-05
EFFECTIVE DATE: 5-4-05
SUBJECT: INCENTIVE FOR RECRUITMENT OF LATERAL POLICE OFFICERS I. PURPOSE: To provide guidelines for incentives for referring Lateral Police Officers to the City of La Verne.
II. GENERAL POLICY: In an effort to attract experienced officers to fill vacancies in the Police Department, on March 21, 2005, the City Council established a Referral Incentive Program. The program’s focus is to attract current permanent status sworn police officers from other agencies. Based on the provisions outlined below, current employees of the City would be eligible to receive an incentive equivalent to $1,000 for any referred officer that successfully completes probation with La Verne.
III. PROVISIONS:
A. Only current full-time employees or part-time employees with prior approval from their department head and the City Manager will be eligible to receive the incentive.
B. At the time their application is submitted, the lateral applicant must designate on their application the name of the employee who referred them.
C. Only applicants possessing the following will be considered as a Lateral Officer:
• Completed probationary training with a California Law Enforcement Agency. • Is in possession of at least a Basic P.O.S.T. certificate. • Has actively worked as a full-time peace officer within the last three years.
D. Incentive payments will be distributed as follows:
• $500 when lateral applicant has started employment with the City. • $500 when lateral applicant has passed their probationary period.
E. In lieu of a cash payment, full-time employees may request an equivalent credit to their vacation balance.
F. In cases where two or more eligible employees are noted as the referring party, payments will be divided equally.
_________________________________ __________________________ City Manager Date
City of La Verne,City Council
Agenda Report
DATE: September 3, 2024
TO: Honorable Mayor and City Council
FROM: JR Ranells, Assistant City Manager
SUBJECT: RESOLUTION AMENDING THE SALARY SCHEDULE FOR FULL-TIME
EMPLOYEES
SUMMARY
After discussion with representatives from the California Public Employees Retirement System, the City was advised to amend the salary schedule for full-time employees to eliminate confusion with the listing of both Police Lieutenant and Police Lieutenant with Compaction. This action will delete the title of Police Lieutenant with Compaction but maintain the salary range currently used.
RECOMMENDATION
That the City Council adopt the attached Resolution titled, “A RESOLUTION OF THE CITY
COUNCIL OF THE CITY OF LA VERNE, CALIFORNIA, AMENDING THE SALARY SCHEDULE FOR FULL-TIME EMPLOYEES.”
DISCUSSION
As a result of the pending retirement of a long-time La Verne employee, the City was recently engaged by representatives from the California Public Employees Retirement System (CalPERS). During their review, they shared confusion related to the two different classifications with Lieutenant listed on the salary schedule for full-time employees. To prevent compaction issues and as negotiated with the Police Middle Management Association, the City utilizes a Police Lieutenant with Compaction classification. However, the current salary schedule also lists an unused legacy Police Lieutenant classification linked to the old median adjustment practice. This legacy position has no bearing on how employees in that rank are classified. Per the recommendation of CalPERS, eliminating, by title, the Police Lieutenant with Compaction classification and replacing with the Police Lieutenant classification will resolve possible future confusion.
FISCAL ANALYSIS
The recommended action has no fiscal impact.
ENVIRONMENTAL ANALYSIS
Not applicable.
LEGAL REVIEW
This report was reviewed and approved by the City Attorney.
ATTACHMENTS
1. Resolution 24-XX Police Lieutenant Deletion from Salary Schedule
RESOLUTION NO. 24-??
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LA VERNE,
CALIFORNIA, AMENDING THE SALARY SCHEDULE FOR FULL-TIME
EMPLOYEES
NOW THEREFORE, BE IT RESOLVED by the City Council of the City of La Verne as follows:
Section 1. Resolution No. 24-45 pertaining to the salaries of full-time employees is hereby amended to delete Grade 785, Police Lieutenant in its entirety.
Section 2. Resolution No. 24-45 pertaining to the salaries of full-time employees is hereby amended to rename Grade 786, Police Lieutenant with Compaction to Police Lieutenant.
Section 3. The Mayor shall sign and the Deputy City Clerk shall certify to the passage and adoption of this Resolution and thereupon the same shall take effect and be in force.
PASSED, APPROVED AND ADOPTED this 3rd of September, 2024. ________________________________
Mayor Tim Hepburn
ATTEST:
_________________________________
Debra Fritz, Deputy City Clerk
I hereby certify that the foregoing Resolution No. 24-?? was duly and regularly adopted by the City Council of the City of La Verne at a meeting thereof held on the 3 rd day of September, 2024, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
________________________________
Debra Fritz, Deputy City Clerk