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7 DISCUSSION
Regular, high-quality training is absolutely essential for any modern police department to meet the ever-expanding needs and expectations of its community. The body of mandatory training required by California Peace Officer Standards of Training (POST) is constantly increasing, as is the array of perishable skills and best practices training needed to maintain legal compliance and officer competency. We are emerging from a period of restrictions imposed during the COVID-19 response, which resulted in cancelled trainings and temporary suspensions of some training requirements by POST.
As a result, we not only need to meet current training needs, but must also catch up with requirements that were not met during the pandemic. Enhanced police officer training in a variety of areas is not only a key recommendation in the President’s Task Force on 21st Century Policing, but it has been a central theme in recent calls for police reform. The recent Safe and Equitable Policing Review and subsequent report also included several training-related recommendations. Meeting these training demands is exceedingly difficult for the Police Department in terms of staffing, scheduling, funding, and demands on an officer’s personal time off.
Staff members assigned to patrol for the Police Department presently work what is referred to as a 12-hour Patrol Schedule. This means that they work six (6) twelve (12) hour shifts, and one eight (8) hour shift, every two weeks to compile the eighty (80) hours needed for a given pay period. This shift structure requires the minimum number of officers to provide 24-hour patrol coverage, which often makes it attractive to police administrators. However, this scheduling structure also has several significant drawbacks, one of which is that it makes it nearly impossible to meet training needs.
On this schedule, all training must be completed on overtime. This creates a substantial expense, and negatively impacts the quality of life for the officers as they must sacrifice time with their families to keep up with training. Additionally, the quality of training suffers when officers participate reluctantly because they must do so during well-earned time off.
The Police Department has employed a variety of different patrol schedules over the years, one of which was referred to as the Hybrid Schedule. The Hybrid Schedule is so named because it represents a combination of the 12-Hour Patrol Schedule, and the 10-Hour Patrol Schedule. Essentially, staff members either work four 10-hour shifts each week, or they work three 12-hour shifts each week and an additional 8-hour shift every two weeks (referred to as a “payback day”). This payback day structure allows for a full 8-hour training shift for all patrol personnel each month, as part of their regular working hours. The department facilitates the essential mandatory training for its officers through one 8-hour training day every quarter throughout the year. This covers only the minimum, legally required training for officers and the department to maintain its certifications, and it is a significant undertaking on its own. Under the Hybrid Schedule, all of these mandatory training days would occur during regularly scheduled 303 of 315
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7 hours. This not only provides a cost savings for the City, but it reduces the amount of an officer’s personal and family time that they must sacrifice.
Additionally, the Hybrid Schedule provides scheduling options that staff members value a great deal. Officers can choose to either work 10-hour shifts and have weekends off, or work 12-hour shifts and have four days off each week (minus the payback days).
The Police Department has utilized this schedule in the past, and it is the preferred schedule of staff. The Police Association recently conducted a series of meetings to discuss the possibility of moving to the Hybrid Schedule, which culminated in a vote of the membership. This vote resulted in overwhelming support for this scheduling change (38 in support, 2 opposed). The Police Association has since requested that the Chief of Police consider making this scheduling change.
The Police Corporal position at the Police Department is essential for daily operations and proper supervision. The Police Corporal is a supervisory position that sits immediately below the Police Sergeant in terms of rank. It is critical that there be a Police Corporal assigned to each shift/unit to provide field level training and supervision.
Having a Police Corporal on each shift/unit ensures that there is always proper supervision of line-level personnel as they fill in for the shift/unit Sergeant when absent.
Implementing the Hybrid Schedule requires reformation of a swing shift on the weekday side, which creates the need for an additional Sergeant and Corporal. The Police Department can accommodate the Sergeant need by moving an existing Sergeant into that space. However, the Police Department is currently budgeted for five (5) Police Corporals, but will need six (6) to make this scheduling change. The Police Department is aware of the financial challenges of the City, so it is not requesting the addition of a new position to accomplish this. Instead, the Police Department would like to convert a currently budgeted Police Officer position, to a Police Corporal position, to facilitate this change.
FISCAL IMPACT
The salary schedule for the Police Corporal position is 7.5% greater than that of the Police Officer position at each step. Converting a budgeted Police Officer position into a Police Corporal position will therefore create an additional cost of approximately $9,456/year (based upon top-step salary level). At the same time, transitioning to the Hybrid Schedule will allow the four quarterly mandatory trainings for all patrol staff, which presently must be completed on overtime, to be completed during regularly scheduled hours. The estimated cost of the overtime hours for these mandatory trainings is approximately $121,209/year. As a result, the proposed scheduling change is expected to result in a net savings of approximately $111,753.
It is important to note that all overtime for the Police Department is budgeted together in a single line item, and most sources of overtime are unpredictable and beyond the 304 of 315
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7 control of department administration. As such, the department would recommend transferring only the estimated cost of this transition ($9,456) from the overtime budget to the personnel budget, in order to fund this transition.
The Police Department will analyze the actual overtime expense savings associated with this scheduling change on a quarterly basis from September 2022 through May 2023. Should this analysis reveal reliable overtime cost reductions, the Police Department will likely recommend utilizing those savings to fund the restoration of a currently frozen Police Dispatcher position in a future fiscal year.
The current fiscal impact for this item is $9,456. This item is currently not budgeted within the current fiscal year. This item requires a budget transfer from account #001- 2010-5105 to regular salary #001-2010-5101 and related benefit accounts.
ENVIRONMENTAL IMPACT
There is no environmental impact.
RECOMMENDATION
Staff recommends that City Council adopt resolution authorizing the reclassification of a budgeted Police Officer Position to a Police Corporal position and approve the transfer of $9,456 from account #001-2010-5105 to regular salary #001-2010-5101 and related benefit accounts to fund the reclassification.
ALTERNATIVES
1. Do not adopt the Resolution
2. Request additional information prior to adopting the Resolution
ATTACHMENTS
1. Resolution
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8 RESOLUTION NO. 2022 - __
Resolution Authorizing the Reclassification of a Budgeted Police Officer Position to a Police Corporal Position and Approve the Transfer of $9,456 From Account #001-2010- 5105 to Regular Salary #001-2010-5101 and Related Benefit Accounts to Fund the Reclassification
WHEREAS, The San Bruno Police Department is charged with providing for the safety and security of the people within City limits and beyond; and WHEREAS, officers within the San Bruno Police Department are required to complete regular training to maintain critical certifications and competency; and WHEREAS, under the present patrol schedule all of this training must be completed on overtime; and
WHEREAS, conducting all of this training on overtime creates a substantial expense to the General Fund Budget, negatively impacts the quality of life of police officers, and reduces the quality of training; and
WHEREAS, the Police Department has identified an alternative patrol schedule that will enable all quarterly required training to be completed during regular working hours as opposed to overtime; and
WHEREAS, the San Bruno Police Association membership has conducted a vote that resulted in formally requesting that the Police Department implement this alternative schedule; and WHEREAS, implementing this alternative patrol schedule requires an additional Police Corporal position beyond what is presently included in the Police Department budget; NOW, THEREFORE, BE IT RESOLVED that the City Council hereby authorizes the reclassification of a budgeted Police Officer Position to a Police Corporal Position and approves the transfer of $9,456 from Account #001-2010-5105 to Regular Salary #001-2010-5101 and related benefit accounts to fund the reclassification.
I, the undersigned hereby certify that the foregoing Resolution No. 2022 – ___ was duly adopted by the San Bruno City Council at a regular meeting on July 26, 2022 by the following roll call vote:
AYES: Councilmembers:
NOES: Councilmembers:
ABSENT: Councilmembers:
ATTEST:
_________________________________
Vicky Hasha, Deputy City Clerk
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City Council Agenda Item
Staff Report
CITY OF SAN BRUNO
DATE:July 26, 2022
TO:Honorable Mayor and Members of the City Council
FROM:Jovan D. Grogan, City Manager
PREPARED BY:Monica Walker, Human Resources Manager
SUBJECT: Adopt Resolution Amending the Hourly Wage Schedule for Unclassified, Part-time, Temporary and Seasonal Employee Classifications BACKGROUND:
The wage schedule for unclassified, part-time, temporary, and seasonal employee classifications was last adjusted in December 2019. Beginning January 1, 2017, the State of California minimum hourly wage has increased by one dollar per year. Effective January 1, 2022, the minimum wage increased to $15.00 per hour. The recent increase in the minimum wage and Departments’ recommendations to reflect market changes have prompted the City to review the hourly wage schedule and recommend adjustments, effective August 15, 2022.
DISCUSSION:
With the required change in the minimum wage, the City has completed a review of all unclassified, part-time, temporary and seasonal employee classifications to meet the new minimum wage requirement, review comparable market rates for similar positions, and review the structure of positions to meet departments’ needs.
Police Department Staff is recommending adjustments to all part-time temporary positions including Part-Time Temp Community Services Officer, Per-Diem Dispatcher, and Per-Diem Police Clerk. Due to minimum staffing levels, when full-time employees are sick, on vacation, or on extended leaves, these positions are essential to maintaining the 24/7 communications and operations of the Police Department. The Police Department competes with neighboring agencies for Per-Diem Dispatchers, who often work full-time as Dispatchers for other agencies elsewhere and possess advanced training in computer systems and County protocols needed to perform the job. Police Clerks are employed when full-time employees are out on vacation and/or unexpected or extended leaves, in order to maintain service levels to the community.
Per-Diem Police Clerks staff the Police Department’s front counter, answer telephones, provide support to Department personnel, maintain records, and perform other important departmental support and customer service tasks. Part-Time Temp Community Service Officers (CSOs) assist the Police Department with a variety of duties critical to operations, including conducting parking regulation enforcement, traffic control, proactively monitoring abandoned vehicles, and performing support duties for police officers. Part-Time Temp CSOs carry out routine tasks that are able to be performed by non-sworn personnel, thus freeing full-time officers to concentrate on sworn law enforcement duties. The position also provides an opportunity for those interested in law enforcement to gain experience in the field prior to seeking a full-time law enforcement 307 of 315
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6 job. Prior to hire, the background investigation process and subsequent training period is lengthy; therefore, once they are recruited and trained, the ability to retain Part-Time CSOs is crucial. A review of neighboring agencies shows the hourly wage for these positions as being below the market rate, and increases are proposed to keep the pay rate in line with the market and assist the Department in remaining competitive with recruitment and retention for these positions. Police Department Staff is recommending revised hourly wages for Per-Diem Dispatchers (new wage of $52.00, up from $48.00), Per-Diem Police Clerks (new wage of $35.00, up from $27.00), and Part-Time Temp Community Services Officers (new range of $30.00-$36.47, up from $20.00-$24.31).
The City’s Community Services Department is comprised of a large number of unclassified, part-time, temporary, and seasonal employees who staff their community programs. Although a handful of employees return each year, retention of trained and trusted employees can be improved by adjusting the pay scale to better reflect the market average and also comply with the minimum wage law. In the Library division, Staff is recommending additional changes including renaming the Senior Clerk to Library Aide to align with neighboring agencies, and eliminating the position of Clerk as it is no longer being used. The schedule is also being revised to add existing part-time temporary positions of Library Assistant I/II and On-Call Librarian to the schedule, to reflect classifications that have historically been in use on a part-time temporary basis, but not included previously on the hourly wage schedule. In addition, the hourly wage for the Recreation Leaders and Recreation Specialist classifications is being increased to align with neighboring agencies. The hourly wage for the position of Bus Driver falls in line with neighboring agencies and will not be adjusted. In addition, Aquatics positions will not be updated at this time, as they are currently vacant and will be updated in conjunction with the new Recreation and Aquatics (RAC) Implementation Plan. Community Services Staff is recommending revised hourly wages for Library Page (new range of $16.00-$19.45, up from $15.63-$16.41), Library Aide (new range of $19.00-$23.09, up from $16.21-$19.70), Library Assistant I (new range of $23.00-$27.96, up from $21.28-$26.11), Library Assistant II (new range of $28.00-$34.03, revised from $30.33), Librarian On-Call Per-Diem (new single rate of $37.00, revised from $32.10-$43.54), Recreation Leader I (new range of $16.00-$19.45, up from $15.63-$16.41), Recreation Leader II (new range of $19.00-$23.09, up from $15.05- $18.29), Recreation Specialist (new range of $23.00-$27.96, up from $19.10-$23.22), and Maintenance Assistant (new range of $28.00-$34.03, up from $17.50-$21.27).
CityNet Services maintains a list of on-call part-time temporary CityNet Services Production Aides and CityNet Services Production Specialists, to assist with City Council meetings, special meetings, and other commission meetings. Both positions have experienced difficulties with scheduling, recruitment and retention, which are important factors to consider when taking into account the number and frequency of public meetings. The CityNet Services Department has been working to mitigate these issues by providing employees with work schedules in advance, scheduling hours as consistently as possible and providing additional training opportunities, allowing the department to recruit more students and interns. However, both positions are shown to be below market when compared to other agencies. CityNet Services Staff is recommending revised hourly wages for Production Assistant (new range of $20.00-$26.00, up from $16.46-$22.00) and Special Assistant (new range of $27.00-$33.00, up from $24.00- $30.00),
The recommended wage revisions are in line with neighboring municipalities, and the changes would ensure that pay rates meets the new minimum wage requirement and are comparable to the market. Staff will continue to monitor and evaluate recruitment and retention issues for all 308 of 315
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6 City departments and recommend wage changes as appropriate.
FISCAL IMPACT:
There is no overall fiscal impact for the current budget year, as departments have either incorporated the proposed increases into their approved fiscal year budgets and/or anticipated the remainder to be absorbed by vacancies during the fiscal year.
ENVIRONMENTAL IMPACT:
There is no environmental impact.
RECOMMENDATION:
Adopt Resolution Amending the Wage Schedule for Unclassified, Part-time, Temporary and Seasonal Employee Classifications.
ALTERNATIVES:
1. Do not change the hourly wage schedule for unclassified, part-time, temporary and seasonal classifications.
2. Make alternative revisions to the hourly wage schedule for unclassified, part-time, temporary and seasonal classifications.
ATTACHMENTS:
1. Resolution Amending Wage Schedule for Unclassified, Part-time, Temporary, and Seasonal Employee Classifications
2. Proposed Wage Schedule for Unclassified, Part-time, Temporary, and Seasonal Employee Classifications
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RESOLUTION NO. 2022–
ADOPT RESOLUTION AMENDING THE HOURLY WAGE SCHEDULE FOR
UNCLASSIFIED, PART-TIME, TEMPORARY AND SEASONAL EMPLOYEE
CLASSIFICATIONS
WHEREAS, the City of San Bruno has established an hourly wage schedule for unclassified, part-time, temporary, and seasonal employee classifications.
WHEREAS, the hourly wage schedule for the unclassified, part-time, temporary, and seasonal employees was last adjusted in December 2019.
WHEREAS, in the interest of using classifications that accurately reflect the unclassified, part-time, temporary, and seasonal positions and using pay scales that are similar to those in the market, the City of San Bruno recommends revising the classifications in the unclassified, part-time, temporary, and seasonal employee wage schedule;
NOW, THEREFORE, BE IT RESOLVED THAT THE City Council of the City of San Bruno hereby approves the hourly wage schedule for unclassified, part-time, temporary and seasonal employee classifications to be effective the first full pay period after August 15, 2022, as shown in Exhibit A. --oOo—
I hereby certify the foregoing Resolution No. _____ was introduced and adopted by the San Bruno City Council, at a regular meeting on July 26, 2022 by the following vote:
AYES: Councilmembers:
NOES: Councilmembers:
ABSENT: Councilmembers:
________________________________
Vicky Hasha, Deputy City Clerk
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City Council Agenda Item
Staff Report
CITY OF SAN BRUNO
DATE:July 26, 2022
TO:Honorable Mayor and Members of the City Council
FROM:Trisha Ortiz, Interim City Attorney
Jovan D. Grogan, City Manager
SUBJECT: Provide Direction on Ballot Measure to Establish Term Limits BACKGROUND: During the City Council’s strategic planning session in February 2022, the City Council discussed several items for consideration as potential measures in the November 2022 election. As follow-up to that discussion, City staff presented options for direction at a special City Council meeting held on March 29, 2022. These options included establishing term limits for City Councilmembers.
At the City Council meeting on June 7, 2022, the City Council held a study session on the proposal to establish term limits. At the study session, the City Council provided direction to prepare a measure that would submit to the voters an ordinance limiting the office of Mayor and the office City Councilmember to three terms in succession.
DISCUSSION: In accordance with the San Bruno Municipal Code and Measure F (which established a directly-elected Mayoral position in 1977), the San Bruno City Council is comprised of a 5-person body -- a Mayor and four additional members of the City Council. Additionally, pursuant to Ordinance No. 1907, the City of San Bruno is in the process of transitioning to by-district elections, with Councilmembers for Districts and 1 and 4 on the November 2022 ballot and the Councilmembers for Districts 2 and 3 on the November 2024 ballot.
Presently and with the change to by-district elections, San Bruno voters elect a Mayor to serve a two-year term and elect other members of the City Council to serve 4-year terms. There are presently no limits on the number of terms an individual can serve.
In accordance with prior direction from the San Bruno City Council, staff has prepared the attached draft ordinance to provide the City Council with the option of placing a measure on the November 2022 that would establish term limits for the Mayor and other District Councilmembers. As requested, the draft ordinance provides that the Mayor may not serve more than 6 consecutive terms in office (a total of 12 years) and District Councilmembers may not serve more than 3 consecutive 4-year terms in office (a total of 12 years).
This provisions in the draft ordinance do not prohibit holding office for more than 12 312 of 315
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1 years if the terms are no consecutive as per the established limit of 6 consecutive terms for the Mayor and 3 consecutive terms for District Councilmembers. "Term of office” is defined as a two-year term for the Mayor and a four-year term for District Councilmembers. For the purpose of determining the number of terms of office, only those terms of office occurring after December 1, 2022 are counted.
A draft ballot question for the establishment of term limits that aligns to the above, is as follows:
Shall an ordinance be adopted to amend the City of San Bruno Municipal Code to limit service on the City Council or as Mayor to consecutive terms of no more than 12 consecutive years?
At the July 26 meeting, the City Council will be asked if they desire to appoint some, all, or no City Council members to author arguments (for or against) the term limit measure.
Should the City Council want the voters to consider establishing term limits, at the August 3, 2022 special meeting, the City Council would adopt a resolution submitting the proposed ordinance to the voters for their approval.
FISCAL IMPACT: On March 9, 2022, the County elections office provided staff with an estimated range of $93,000-$112,000 for the November 8, 2022 municipal election plus one ballot measure. The County estimated that each additional ballot measure would add approximately $10,000 to the cost of the election.
ENVIRONMENTAL IMPACT: There is no environmental impact.
RECOMMENDATION: Provide direction regarding a November 2022 ballot measure to establish term limits.
ALTERNATIVES:
1. Propose changes to the draft ordinance, or
2. Provide direction to not move forward with the proposed term limit measure.
ATTACHMENTS:
1. Draft ordinance establishing term limits.
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8 Exhibit “A”
ORDINANCE NO. ____
AN ORDINANCE OF THE PEOPLE OF THE CITY OF SAN BRUNO,
CALIFORNIA, TO AMEND AND RESTATE SECTION 2.04.015(B) OF THE
MUNICIPAL CODE TO ESTABLISH TERM LIMITS FOR THE MAYOR AND
CITY COUNCILMEMBERS
THE PEOPLE OF CITY OF SAN BRUNO ORDAIN AS FOLLOWS:
SECTION 1. Purpose.
The purpose of this Ordinance is to establish term limits for the mayor and city councilmembers.
SECTION 2. Chapter 2.04.015(B) of the San Bruno Municipal Code is hereby repealed, restated and amended as follows:
No person may hold the office of mayor for more than six terms in succession and no person may hold the office councilmember for more than three terms in succession. This provision does not prohibit holding an office for more than twelve years, provided that the terms of office are not consecutive. “Term of office” as used in this section is defined as a four- year term for the office of councilmember and defined as a two-year term for the office of mayor. For the purpose of determining the number of terms of office, only those terms of office occurring after December 1, 2022 shall be counted.
SECTION 3. If any provision, clause, sentence or paragraph of this Ordinance or the application thereof to any person or circumstance shall be held invalid, such invalidity shall not affect the other provisions of this Ordinance which can be given effect without the invalid provisions or application, and to this end the provision of this Ordinance are declared to be severable.
SECTION 4. This ordinance shall take effect 10 days after the City Council declares the results of the vote at the November 8, 2022, election.
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8 Approved by the People of the City of San Bruno at the General Municipal Election Held on November 8, 2022.
_______________________________
Rico E. Medina
Mayor
APPROVED AS TO FORM:
________________________________
Trisha Ortiz, Interim City Attorney
ATTEST:
________________________________
City Clerk
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