ITEM 4. 13
CITY MANAGER' S REPORT
JANUARY 9, 2023 CITY COUNCIL REGULAR MEETING
ITEM: AUTHORIZE FUNDING OF FIVE ( 5) ADDITIONAL
POLICE OFFICER POSITIONS FOR THE LATHROP
POLICE DEPARTMENT AND RELATED BUDGET
AMENDMENTS
RECOMMENDATION: Adopt Resolution Authorizing the Funding of Five ( 5) Additional Police Officer Positions, Amending the
Position Control Roster, Amending the Sworn
Compensation Plan and Related Budget
Amendments
CEQA STATUS: Not a Project as Defined in Section 15378 of the State CEQA Guidelines
SUMMARY:
The Lathrop Police Department ( LPD) launched on June 29, 2022, with 35 sworn police positions. Currently, the department runs 5 shifts that includes 1 Sergeant and 3 Officers per shift. The remaining positions include: 1 Chief, 2 Commanders, 3 K- 9 Officers, 3 School Resource Officers, 1 Community Resource Officer, 2 Detectives, 1 Detective Sergeant and 2 Traffic Officers.
Over the course of the past 6 months, the department has had the opportunity to evaluate calls for service, define and implement services based on community needs and establish minimum staffing needs. LPD has been very busy delivering excellent service to our community, participating in ongoing training such as leadership, tactical swat training, K- 9, etc. In addition, our proactive approach to policing has led to numerous arrests, significant seizures of guns and drugs from our streets as well as a swift response to crimes in progress in the community. As a result, our patrol officers are required to cover each other on priority calls, appear in court more often and book persons into jail, all activities that take them away from patrol. Current staffing levels allow for minimum staffing, however, with the addition of training, mandatory court time, unplanned sickness and scheduled vacations officers are requested to perform mandatory overtime to cover patrol.
In order to alleviate some of the overtime and maintain minimum staffing levels, staff is proposing hiring 5 additional patrol officers ( 1 officer per shift). This will help minimize overtime and allow officers to take their scheduled days off. The addition of 5 more officers will allow the City to better steward general fund dollars and maintain quality of life for both residents and sworn staffing. It also supports the high level of police service our community expects. The additional staff will allow for predictability in the Police Department' s budget by funding allocated positions and not relying on overtime which is both costly and unpredictable.
CITY MANAGER' S REPORT PAGE 2
JANUARY 9, 2023 CITY COUNCIL REGULAR MEETING
AUTHORIZE FUNDING OF FIVE ( 5) ADDITIONAL POLICE OFFICERS FOR THE LATHI tOP POLICE DEPARTMENT AND RELATED BUDGET AMENDMENTS The estimated annual salary cost of the five additional officers is $ 845, 000. Onetime costs for the new officers will include; 3 patrol vehicles ($ 215, 500), lateral officer signing bonus ($ 25, 000) and equipment ($ 37, 500).
Staff recommends Council authorize the funding of five additional police officer positions, amend the Sworn Compensation Plan to extend the $ 5, 000 signing bonus and vacation/ sick leave allowance to 12/ 31/ 2023, amend the position control roster and approve related budget amendments.
A General Fund budget amendment will be needed for Fiscal Year 2022/ 23 in the amount of $ 700, 500 ($ 422, 500 salaries ( 6 months) + $ 25, 000 signing bonus + 37, 500 equip + $ 215, 500 vehicles).
BACKGROUND:
At the March 22, 2021, Special City Council Meeting, Council directed staff to create Capital Improvement Project GG 21- 11, to begin the creation of the new Lathrop Police Department, and implement the transition of law enforcement services from the San ) oaquin County Sheriff to the City.
The Lathrop Police Department launched on June 29, 2022, with 35 sworn police positions. Currently, the department runs 5 shifts that includes 1 Sergeant and 3 Officers per shift. The remaining positions include: 1 Chief, 2 Commanders, 3 K- 9 Officers, 3 School Resource Officers, 1 Community Resource Officer, 2 Detectives, 1 Detective Sergeant and 2 Traffic Officers.
Over the course of the past 6 months, the department has had the opportunity to evaluate calls for service, define and implement services based on community needs and establish minimum staffing needs. LPD has been very busy delivering excellent service to our community, participating in ongoing training such as ( eadership, tactical swat training, K- 9, etc. In addition, our proactive approach to policing has led to numerous arrests, significant seizures of guns and drugs from our streets as well as a swift response to crimes in progress in the community.
As a result, our patrol officers are required to cover each other on priority calls, appear in court more often and book persons into jail, all activities that take them away from patrol. Current staffing levels allow for minimum staffing, however, with the addition of training, mandatory court time, unplanned sickness and scheduled vacations officers are requested to perform mandatory overtime to cover patrol.
In order to alleviate some of the overtime and maintain minimum staffing levels, staff is proposing hiring five additional patrol ofFicers ( 1 officer per shift). This will help minimize overtime and allow officers to take their scheduled days off.
CITY MANAGER' S REPORT PAGE 3
JANUARY 9, 2023 CITY COUNCIL REGULAR MEETING
AUTHORIZE FUNDING OF FIVE ( 5) ADDITIONAL POLICE OFFICERS FOR
THE LATHROP POLICE DEPARTMENT AND RELATED BUDGET AMENDMENTS REASON FOR RECOMMENDATION:
The usage of overtime to meet minimum staffing requirements is not the best use of the City's general fund. The addition of 5 more officers will allow the City to better steward general fund dollars and maintain quality of life for both residents and sworn staff. The additional staffing will allow for predictability in the Police Department' s budget by funding allocated positions and not relying on overtime which is both costly and unpredictable. For those reasons, Staff recommends the City Council add 5 additional Police Officer positions, amend the Position Control Roster, amend the Sworn Compensation Plan and approve the related Budget Amendments.
CEQA STATUS:
Staff has determined that the item is not a project as defined in Section 15378 of the State CEQA Guidelines.
FISCAL IMPACT:
The overall fiscal impact for Fiscal Year 2022/ 23 is $ 700, 500:
1010- 4030- 410- 1100 Salaries 422, 500
1010- 4030- 410- 1150 Signing Bonus 25, 000
1010- 4030- 430- 3700 Equipment 37, 500
1010- 4030- 450- 3000 Vehicles 215, 500
700, 500
ATTAC H M E NTS:
A. Resolution Authorizing the Funding of Five ( 5) Additional Police OfFicer Positions, Amending the Position Control Roster, Amending the Sworn Compensation Plan and Related Budget Amendments
B. Amended Position Control Roster O1/ 09/ 2023
C. Amended Sworn Compensation Plan 01/ 09/ 2023
CITY MANAGER' S REPORT PAGE 4
7ANUARY 9, 2023 CITY COUNCIL REGULAR MEETING
AUTHORIZE FUNDING OF FIVE ( 5) ADDITIONAL POLICE OFFICERS FOR
THE LATHROP POLICE DEPARTMENT AND RELATED BUDGET AMENDMENTS APPROVALS:
f b. 3
Cari Ja s Date
Director inance
2 Raymond Bechler Dat
Police Chief
L3
Salvador Navarrete Date
City Attorney
3 Ste en J. Salvatore Date
City Manager
RESOLUTION NO. 23-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LATHROP AUTHORIZING THE FUNDING OF FIVE ( 5) ADDITIONAL POLICE
OFFICER POSITIONS, AMENDING THE POSITION CONTROL ROSTER,
AMENDING THE SWORN COMPENSATION PLAN AND RELATED
BUDGET AMENDMENTS
WHEREAS, the Lathrop Police Department launched on June 29, 2022, with 35 sworn police positions; and
WHEREAS, currently, the department runs 5 shifts that includes 1 Sergeant and 3 Officers per shift. The remaining positions include: 1 Chief, 2 Commanders, 3 K- 9 Officers, 3 School Resource Officers, 1 Community Resource Officer, 2 Detectives, 1 Detective Sergeant and 2 Traffic Officers; and
WHEREAS, over the course of the past 6 months, the department has had the opportunity to evaluate calls for service, define and implement services based on community needs and establish minimum staffing needs.
LPD has been very busy delivering excellent service to our community, participating in ongoing training such as leadership, tactical swat training, K9, etc. In addition, our proactive approach to policing has led to numerous arrests, significant seizures of guns and drugs from our streets as well as a swift response to crimes in progress in the community; and WHEREAS, our patrol officers are required to cover each other on priority calls, appear in court more often and book persons into jail, all activities that take them away from patrol. Current staffing levels allow for minimum staffing, however, with the addition of training, mandatory court time, unplanned sickness and scheduled vacations ofFicers are requested to perform mandatory overtime to cover patrol; and
WHEREAS, in order to alleviate some of the overtime and maintain minimum staffing levels, staff is proposing hiring 5 additional patrol officers 1 officer per shift). This will help minimize overtime and allow officers to take their scheduled days off; and
WHEREAS, the estimated annual salary cost of the five ( 5) additional officers is $ 845, 000. In addition, 3 vehicles ($ 215, 500), signing bonus 25, 000) and equipment ($ 37, 500) will need to be purchased for the new officers; and
Resolution No. 23- Page 1 of 3
NOW, THEREFORE, BE IT RESOLVED, the City Council of the City of Lathrop does hereby approve the following budget amendment to fund five 5) additional Police Officer Positions and amend the Position Control Roster and Sworn Compensation Plan:
Increase Expenditures
1010- 4030- 410- 1100 Salaries 422, 500
1010- 4030- 410- 1150 Signing Bonus 25, 000
1010- 4030- 430- 3700 Equipment 37, 500
1010- 4030- 450- 3000 Vehicles 215, 500
700, 500
Resolution No. 23- Page 2 of 3
The foregoing resolution was passed and adopted this 9th day of January, 2023, by the following vote of the City Council, to wit:
AYES:
NOES:
ABSTAIN:
ABSENT:
Sonny Dhaliwal, Mayor
ATfEST: APPROVED AS TO FORM:
Teresa Vargas, City Clerk Salvador Navarrete, City Attorney Resolution No. 23- Page 3 of 3
Budget for Fiscal Year 22/ 23
2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23
2022/ 23 Amended Amended Amended Amended Amended Amended Adopted 11/ 08/ 21 03/ 14/ 22 05/ 16/ 22 07/ 11/ 22 10/ 10/ 22 01/ 09/ 22
CITY ATTORNEY
Clty Attorney
Administrative Assistant I/ II/ III 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 City Attorney 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Legal Secretary 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Senior Administrative Assistant 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Total 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00
CITY ATTORNEY- Total 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00
CITY CLERK
Clty Clerk
Deputy City Clerk 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Director of Government Services/ City Clerk 0. 50 0. 50 0. 50 0. 50 0. 50 0. 50 0. 50 Total 1. 50 1. 50 1. 50 1. 50 1. 50 1. 50 1. 50
CITY CLERK- Total 1. 50 1. 50 1. 50 1. 50 1. 50 1. 50 1. 50
CITY MANAGER
City Manager
Assistant City Manager 0. 00 0. 00 0. 00 0. 25 0. 25 0. 25 0. 25 City Engineer 0. 15 0. 15 0. 00 0. 00 0. 00 0. 00 0. 00 City Manager 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00
Director of Government Services/ City Clerk 0. 50 0. 50 0. 50 0. 50 0. 50 0. 50 0. 50 Economic Development Adminlstrator 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 2. 65 2. 65 2. 50 2. 75 2. 75 2. 75 2. 75
CITY MANAGER- Total 2. 65 2. 65 2. 50 2. 75 2. 75 2. 75 2. 75
COMMUNITY DEVELOPMENT
Planning
Administrative Assistant I/ II/ III 0. 33 0. 33 0. 33 0. 33 0. 33 0. 33 0. 33 Assistant Community Development Director 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Associate Planner 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Director of Community Development 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Executive Assistant 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Principal Planner 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Senlor Administrative Assistant 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Senior Planner 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 4. 33 4. 33 5. 33 5. 33 5. 33 5. 33 5. 33
COMMUNITYDEVELOPMENT- Total 4. 33 4. 33 5. 33 5. 33 5. 33 5. 33 5. 33 Attachment B
Budget for Fiscal Year 22/ 23
2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23
2022/ 23 Amended Amended Amended Amended Amended Amended Adopted 11/ O8/ 21 03/ 14/ 22 05/ 16/ 22 07/ 11/ 22 10/ 10/ 22 01/ 09/ 22
FINANCE
Finance
Accountant I/ II 1. 00 2. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Accounting Manager 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Accounting Speciallst I/ II/ Technician 5. 00 5. 00 0. 00 0. 00 0. 00 0. 00 0. 00 AdministrativeTechniclan I/ II 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Customer Service Representatives I/ II 0. 00 0. 00 5. 00 5. 00 5. 00 5. 00 5. 00 Customer Servlce Supervlsor 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Deputy Finance Director 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Director of Finance 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Finance Manager 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Management Analyst I/ II 0. 50 0. 50 2. 00 2. 00 2. 00 2. 00 2. 00 Senior Administrative Assistant 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Senior Customer Service Representative 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 SenlorAccountant 0. 00 0. 00 0. 50 0. 50 0. 50 0. 50 0. 50 Senior Management Analyst 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 13. 50 14. 50 14. 50 14. 50 14. 50 14. 50 14. 50
FINANCE- Total 13. 50 14. 50 14. 50 14. 50 14.50 14. 50 14.50
HUMAN RESOURCES
Human Resources
Human Resources Director 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Human Resources Manager 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 HR Analyst I/ II 0. 00 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 HR Technlcian 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Senior Administrative Assistant 0. 00 0. 00 0. 00 1. 00 1. 00 0. 00 0. 00 Total 2. 00 3. 00 3. 00 4. 00 4. 00 3. 00 3. 00
HUMAN RESOURCES- Total 2. 00 3. 00 3. 00 4. 00 4. 00 3. 00 3. 00
INFORMATION TECHNOIOGY
Information Technology
Administrative Assistant I/ II/ III 0. 50 0. 50 0. 00 0. 00 0. 00 0. 00 0. 00 Director of Information Systems 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Chief Information Officer 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Information Technology Technician 0. 00 0. 00 0. 00 0. 00 0. 00 1. 00 1. 00 Informatlon Technology Engineer I/ II/ III 3. 00 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 Management Analyst I/ II 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 4. 50 6. 50 8. 00 8. 00 8. 00 9. 00 9. 00
INFORMATIONTECHNOLOGY- Total 4. 50 6. 50 8. 00 8. 00 8. 00 9. 00 9. 00
POLICE DEPARTMENT
Sworn
Pollce Chief 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00
Police Commander 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Police Detective 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Police Officer 18. 50 18. 50 18. 50 20. 50 20. 50 20. 50 25. 50 Police Sergeant 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 Total 27. 50 27. 50 27. 50 29. 50 29. 50 29. 50 34. 50
Non- Sworn
Crime& Intelligence Analyst 0.00 1. 00 0.00 0.00 0.00 0. 00 0.00 Attachment B
Budget for Fiscal Year 22/ 23
2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23
2022/ 23 Amended Amended Amended Amended Amended Amended Adopted 11/ 08/ 21 03/ 14/ 22 05/ 16/ 22 07/ 11/ 22 10/ 10/ 22 O1/ 09/ 22 Police Records Assistant I/ II 0. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Police Records Supervisor 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Property& Evidence Technician 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 0. 00 5. 00 4. 00 4. 00 4. 00 4. 00 4. 00
Administration
Management Analyst I/ II 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Executive Assistant 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Senior Administrative Assistant 1. 00 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 Total 3. 00 3. 00 3. 00 2. 00 2. 00 2. 00 2. 00
Community Services Division
Community Services Supervlsor 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Community Services Offlcer I/ II/ III 3. 00 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 Adminlstrative Asslstant I/ II/ III 0. 50 0. 50 0. 00 0. 00 0. 00 1. 00 1. 00 Animal Shelter Supervisor 0. 00 0. 00 0. 00 0. 00 0. 00 1. 00 1. 00 Animal Services Asslstant 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Total 5. 50 7. 50 6.00 6. 00 6. 00 8. 00 8.00
POLICE DEPARTMENT- Total 36. 0 43. 00 40. 50 41. 50 41. 50 43. 50 48. 50
MEASURE C
Administrative Assistant I/ II/ III 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Deputy Dir of Parks, Recreation and Maint. Servia 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Recreation Leader 0. 90 0. 90 0. 90 0. 90 0. 90 0. 90 0. 90 Senior Recreatlon Leader 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 3. 90 3. 90 2. 90 2. 90 2. 90 2. 90 2. 90
Essential City Services- Contract Staff
Deputy Sheriff I I 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Deputy Sheriff II for Community Impact 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Deputy Sheriff II for Investigations 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Deputy Sheriff II for School Resource Off 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Deputy Sheriff II Patrol 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Sergeant to serve as Supervisor 0. 00 0. 00 0. 00 0.00 0.00 0. 00 0. 00 Total 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00
Essentiai City Services- Police Department
Police Detective 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Police Officer 3. 50 3. 50 3. 50 3. 50 3. 50 3. 50 3. 50 Police Sergeant 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 5. 50 5. 50 5. 50 5. 50 5. 50 5. 50 5. 50
Lathrop Manteca Fire District
Battalion Chiefs 1. 98 1. 98 1. 98 1. 98 1. 98 1. 98 1. 98 Firefighters/ Englneers 6. 00 6. 00 6. 00 6. 00 6. 00 6. 00 6. 00 Total 7. 98 7. 98 7. 98 7. 98 7. 98 7. 98 7. 98
MEASURE C- Total 17. 38 17. 38 16. 38 16. 38 16. 38 16. 38 16. 38 Attachment B
Budget for Fiscal Year 22/ 23
2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23
2022/ 23 Amended Amended Amended Amended Amended Amended Adopted 11/ 08/ 21 03/ 14/ 22 05/ 16/ 22 07/ 11/ 22 10/ 10/ 22 01/ 09/ 22
PARKS, RECREATION AND MAINTENANCE SERVICES
Parks and Recreation
Administrative Assistant I/ II/ III 1. 00 1. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Director of Parks, Recreation and Maintenance Se 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Management Analyst I/ II 1. 25 1. 25 0. 00 0. 00 0. 00 0. 00 0. 00 Recreation Coordlnator 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00 Recreatlon Leaders 8. 55 8. 55 8. 55 8. 55 8. 55 8. 55 8. 55 Recreatlon Manager 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Recreation Supervisor 1. 00 1. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Senlor Accountant 0. 00 0. 00 0. 25 0. 25 0. 25 0. 25 0. 25 Senlor Administrative Assistant 0. 00 0. 00 0. 00 0. 00 0. 00 1. 00 1. 00 Senior Recreation Leaders 4. 35 4. 35 4. 35 4. 35 5. 00 6. 00 6. 00 Total 20. 15 20. 15 22. 15 22. 15 22. 80 24. 80 24.80
Maintenance Services
Landscape and Irrigation Specialist 0. 00 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 Malntenance Services Supervisor 1. 00 1. 00 1. 00 0. 00 1. 00 1. 00 1. 00 Maintenance Worker I/ II/ III 9. 00 10. 00 10. 00 10. 00 9. 00 9. 00 9. 00 Parks and Facilities Manager 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Streets and Maintenance Operation Manager 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Tota I 10. 00 11. 00 13. 00 13. 00 13. 00 13. 00 13. 00 PARKS, RECREATION AND MAINTENANCE SERVICES- 30. 15 31. 15 35. 15 35. 15 35.80 37. 80 37. 80
PUBLIC SAFETY
Administration
Management Analyst I/ II 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Pollce Services Manager 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Senlor Administrative Asslstant 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Total 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00
Contract Staff
Chief of Police 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Deputy Sheriff II for Com Resource Off 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Deputy Sheriff II for Investigations 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0.00 Deputy Sheriff II for Patrol 0. 00 0. 00 0. 00 0. 00 0. 00 0.00 0.00 Deputy Sheriff II for School Resource Off 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Lieutenant to serve as Supervisor 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0.00 Sergeant to serve as Supervisor 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Total 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00
PUBLIC SAFETY- Total 0. 00 0. 00 0. 00 0. 00 0. 00 0.00 0. 00
PUBLIC WORKS
Building
Administrative Assistant I/ II/ III 0. 33 0. 33 0. 33 0. 33 0. 33 0. 33 0. 33 Assistant City Manager 0. 00 0. 00 0. 00 0. 32 0. 32 0. 32 0. 32 Bullding Inspector I/ II/ III 2. 00 2. 00 2. 00 2. 00 2. 00 3. 00 3. 00 Chief Bullding Official 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Permit and Plan Check Supervlsor 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 PermltTechnician 2. 00 2. 00 3. 00 3. 00 3. 00 4. 00 4. 00 Total 6. 33 6. 33 7. 33 7. 65 7. 65 9. 65 9. 65
Attachment B
Budget for Fiscal Year 22/ 23
2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23
2022/ 23 Amended Amended Amended Amended Amended Amended Adopted 11/ 08/ 21 03/ 14/ 22 05/ 16/ 22 07/ 11/ 22 10/ 10/ 22 O1/ 09/ 22 Public Works
Administrative Assistant I/ II 2. 34 2. 34 2. 34 2. 34 2. 34 2. 34 2. 34 Assistant City Manager 0. 00 0. 00 0. 00 0. 43 0. 43 0. 43 0. 43 Assistant Englneer 1. 00 1. 00 3. 00 3. 00 3. 00 3. 00 3. 00 Associate Engineer 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 City Engineer 0. 85 0. 85 1. 00 1. 00 1. 00 1. 00 1. 00 Constructlon Inspector I/ II 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Construction Inspector III 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Construction Superintendent 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Director of Publlc Works 1. 00 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 Executive Assistant 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Land Development Manager 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Management Analyst I/ II 0. 25 0. 25 1. 00 1. 00 1. 00 1. 00 1. 00 Meter Reader 1. 00 1. 00 1. 00 1. 00 1. 00 2. 00 2. 00
Senior Accountant 0. 00 0. 00 0. 25 0. 25 0. 25 0. 25 0. 25 Senior Administrative Assistant 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Senior Civil Engineer 1. 00 1. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Senior Construction Manager 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Utlllty Operations Superintendent 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Utility Operator I/ II/ III 6. 00 6. 00 6. 00 6. 00 6. 00 6. 00 6. 00 Utility Plant Manager 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 24.44 24. 44 26. 59 26. 02 26.02 27. 02 27. 02
PUBLIC WORKS- Total 30. 77 30. 77 33. 92 33. 67 33.67 36. 67 36. 67 Total City Staff Positions 137. 80 149. 80 155. 80 157. 80 158. 45 165.45 170. 45 Total Contractual Positions 7. 98 7. 98 7• 98 7• 98 7. 98 7• 98 7• 98 Attachment B
c ty of
390 Towne Centre Drive, Lathrop, CA 95330
Phone( 209) 941- 7220— Fax( 209J 941- 7229
www.ci.la th rop. ca. us
City of Lathrop Police Department
Sworn Compensation Plan
Approved by Resolution No.
In order to recruit and retain employees for the new Lathrop Police Department, the City has identified the following compensation components to be considered during the hiring and employment process. This Sworn Compensation Plan is an updated plan from the previously I adopted plan, approved by Resolution No. 22- 5062- 4- 2.
Incentive pay is based upon current salary step and range for the employee. The incentive pays are cumulative unless specifically stated.
Pension Plan
The City participates in CaIPERS retirement. The safety plan is a 2. 7% @ 57 pension formula for sworn personnel.
Deferred Compensation
Laterals exiting a 3% @ 50 pension plan or 3% @ 55 pension plan, or were members of a Public Agency Retirement system prior to January 1, 2013 ( Pre- PEPRA) the City will offer the following deferred compensation contribution on an annual basis. Contribution will be prorated and paid bi- weekly:
o Chief: $ 5, 000 ($ 192. 31 per pay period)
o Commander: $ 4, 000 ($ 153. 85 per pay period)
o Sergeant and Lateral Officer: $ 3, 000 ($ 115. 39 per pay period) Education and Police Officer Standards and Trainin ( POST) Certification The Commission on Peace Officer Standards and Training ( POST), through the POST Professional Certificates Unit, awards professional certificates at the following levels: Basic, Intermediate, Advanced, Supervisory, Management, Executive,
These POST Professional Certificate Programs provide education, training, and support professionalism in law enforcement. Participation in POST training raises the level of competence of law enforcement officers and fosters cooperation between the Commission, Public Safety Departments, and individuals.
I Amended 01/ 09/ 2022 1
qTTACHMEIVT ° C
Incentive pay for POST certification will be provided as follows:
Officers:
2. 5% Intermediate Certificate
2. 5% Advanced Certificate
Sergeants:
2. 5% Advanced Certificate
2. 5% Supervisory Certificate
Commanders:
2. 5% Supervisory Certificate
2. 5% Management Certificate
The City will pay a 2. 5% incentive on the existing salary step and range for sworn employees who possess an Associates of Arts degree. The City will pay a 5% incentive on existing salary step and range for sworn employees with a Bachelor' s Degree or higher. A maximum of 5% education incentive will be provided for this benefit.
Vacation Leave
Vacation Leave for employees shall accrue as follows:
Years of Service Hours Per Pay Hours Per Year Maximum Accrual Period
0- 4 3. 08 80 240 hours
5- 9 4. 61 120 360 hours
10+ 6. 15 160 480 hours
Newly hired employees who begin employment from August 1, 2021 to December 31, 2023 will accrue vacation leave as follows:
Years of Service at Hours Per Pay Hours Per Year Maximum Accrual Prior Agency Period
0- 4 3. 08 80 240 hours
S- 9 4. 61 120 360 hours
10+ 6. 15 160 480 hours
Vacation accrual increase shall include years of service at prior agency in accordance with the timeframe above. Also within that hiring timeframe, newly hired sworn personnel will be provided an initial vacation bank of 40 hours upon hire.
Amended 01/ 09/ 2022 2
Sick Leave
The City understands there are times when an employee, because of illness or injury, or caring for a family member who is ill or injured, cannot and should not be at work. Sick leave is provided on an accrual basis at eight ( 8) hours per month.
Sworn employees hired from August 1, 2021 to December 31, 2023 will be provided an initial sick leave bank of 40 hours upon hire.
Sick Leave Conversion at Retirement
An employee who retires with at least ten (10) years of City service may elect one of the following options 1) convert all accrued sick leave to a medical insurance bank. The value of the medical insurance bank shall be determined by multiplying the number of accrued sick leave hours by the employee' s hourly rate of pay. The retired employee and his/ her dependents shall be entitled to continued insurance coverage, dental and/ or vision coverage currently in effect, with premiums for such coverage being deducted from the medical insurance bank until said bank is exhausted. Thereafter, the retiree and his/ her dependents may continue to participate in the City' s group health plan, at group rates, provided the City receives the retiree' s payment for the premium by the 10t" of each month for the following month' s coverage. 2) Convert to CALPERS service credit per the City' s current contract.
Terms of the Policy Agreement with the City' s insurance carrier regarding coverage and eligibility shall apply to the retiree and his/ her dependents.
Health Insurance
Effective January 1, 202 3 City contributes up to a maximum of$ 1, 1915 b-5 per month for Health Insurance ( medical, dental, and vision) for full-time employees and eligible dependents.
Sworn Staff have the option of contributing the unused health insurance balance to a 457 or I
taxable cash of unused balance. Up to $8, 040 b annually ($670/ month).
Uniform
The City will provide a uniform allowance of $ 1, 200 per year. Uniform allowance will be a onetime payment, paid the first pay period in January, beginning in January 2023.
Si nin Bonus
ISworn personnel hired between August 1, 2021 and December 31, 2023 will receive a cash bonus of$ 5, 000 upon hire.
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Special Assi nment Pay
Sworn personnel assigned to perform special assignments shall receive the following compensation:
Detective 5%
Schoo) Resource Officer 5%
Traffic 5%
Field Training Officer 5%
SWAT Officer 5%
Community Resource Officer S%
Bilingual Pay 2. 5%
Canine Officer may receive a stipend of$ 600 per month.
Management Leave
The Chief of Police will receive 120 hours of Management Leave in accordance with City rules.
Police Commanders will receive 100 hours of Management Leave in accordance with City rules.
Overtime for Non- Exempt 7( K) Public Safety Employee
Employees covered by this compensation plan are law enforcement employees as defined by the Fair Labor Standards Act( FLSA) and as designated by the City under the 7( K) overtime exemption provision of the FLSA, who do not otherwise qualify for exemption from the FLSA overtime provisions.
Work Period
City of Lathrop law enforcement employees have a 14- day work period. When the number of hours actually worked by law enforcement employees, exceeds eight six ( 86) hours in a 14- day work period, and those hours have been approved by the supervisor, the excess hours are considered overtime.
Military Leave
Military leave shall be granted in accordance with provisions of State and Federal laws. For purposes of this section, " military duty" applies to both " active" and " inactive" military duty.
Employees who are ordered to active military duty shall provide the City with a copy of the Orders. Employees who are required to engage in weeknight of weekend military drills as part of their inactive military duty, shall provide the City with documentation of the requirement. All employees entitled to military leave shall give the Chief an opportunity, within the limits of military regulations, to determine when such leave shall be granted. An employee on military I Amended 01/ 09/ 2022 4
leave of absence will be entitled to receive City salary for the first 30 calendar days of such absence. Pay for such purposes shall not exceed 30 days in any one fiscal year.
Educational Reimbursement
In accordance with the City' s Tuition Reimbursement Program, employees are eligible to receive tuition reimbursement for educational purposes which are intended to improve his/ her ability to accomplish his/ her City job for courses taken on the employee' s own time. Courses taken at any college or university, business or technical school, or courses given by a recognized correspondence school shall be recognized when they are:
a. Related to the employee' s current position within the City b. Related to the employee' s potential development within the City c. Part of a program leading to a degree relating to the employee' s position or possible development within the City
Reimbursement must be recommended by the Department Head and approved by the City Manager prior to enrollment. Requests are to be submitted on the approved form. Requests will be returned to the employee within fourteen ( 14) calendar days of submittal. Payment of education funds is discretionary with a Department Head within appropriate budget limits:
a. Costs not to exceed a maximum of $ 3, 000 per calendar year, per employee; including books and materials and lab fees.
b. Employee' s time and travel are at employee' s own expense. c. Class time must be on employee' s own time, unless the Department Head approves an exception.
d. A passing grade of C or better, or a certificate of completion, is required in each course for reimbursement.
The City shall reimburse the employee within ( 30) calendar days of submitting the necessary documentation. If an employee voluntarily separates within one year of receiving the educational reimbursement, he/ she must reimburse the City of Lathrop within one year from the separation date.
Sworn Positions covered under this benefits plan include:
Police Chief Police Officer
Police Sergeant Police Commander
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