Assessment Roll contained in Part V of this Report constitute the Assessment Diagram for the District. The maximum assessment rate, assessment range formula and the proposed assessment amount for each of the lots and parcels of land within the District, as described herein, shall be presented to the propefi owners of record for approval or protest in accordance with the provisions of the California Constitution.
A copy of the District Diagram follows:
2022t2023 Drainage Benefit Assessment District No. 2014-1 Page 12
ASSESSMENT DIAGRAM FOR
DRAINAGE BENEFIT ASSESSMENT DISTRICT NO. 2014.1
CITY OF TEHACHAPI, COUNW OF KERN, STATE OF CALIFORNIA ,t{wtLLDAN
PROPOSED BOUNDARIES OF
DRAINAGE BENEFITASSESSMENT DISTRICT NO. 2014.1
(PARCEL MAP 10997)
SHEET 1 OF 1
CITY OF TEHACHAPI
COUNTY OF KERN
STATE OF CALIFORNIA
f [to r! tHE offrcE tr ru qTY ctffiTH6 _ uv ot_a_
I*FEE CEitfr Blt*9IAP3|fftOft EMa3 0F Oil|@ *NS?l$ES*6rrolsftCr & &ra,r (re{ rAP 1d,r} ofr 6 rEuc*r, @uwoF EnN, 9r E e @Ftu, w spPRowD w re ow@oF Ba on d t&crftaTA E€fun xtEnre BErci E0 oN txE oAY of _--._ 20_ AYtts REqlJM&
MAP REFERINCE
ilUMATR
assEsson's PARCtr
NUM&R
Legend
f""'! o*"*,
i 1-\ *o rut'"- n,*,
vt/w"[*gf"li I
I
I
I
I
I
!
I
PROPOSED
M$IN
I
I
I
:
I
I
STATE ROUTE 58
u
L
o
5 0a
o
z 0 625 125 2ft 375
TEHACHAPI
AIRPORT
Ponlonof 41'17}14
4t5-17&6
4!5-17(>16
) 415-lrq17
4[-1n18
)
)
415-1n}$
(19-170 1l
Poili on of 419 UO l4
2022t2023 Drainage Benefit Assessment District No. 2014-1 Page L3 1 ?
,5J
7 ,t{wtLLDAN
PARTV_ASSESSMENTROLL
Parcel identification for each lot or parcel within the District is outlined in the preceding Assessment Diagram and is based on available parcel maps and property data from the Kern County Assessor's Office at the time this Engineer's Report was prepared. A listing of the lots and parcels to be assessed within this District commencing in Fiscal Year 202212023, along with the assessment amount for each such lot or parcel is provided below. lf any parcel submitted for collection is identified by the County Auditor-Controller to be an invalid parcel number for the fiscal year, a corrected parcel number and/or new parcel numbers will be identified and resubmitted to the County Auditor-Controller. The assessment amount to be levied and collected for the resubmitted parcel or parcels shall be based on the method of apportionment and assessment rates described in this Report as approved by the City Council. Therefore, if a single parcel is subdivided to multiple parcels, the assessment amount applied to each of the new parcels shall be recalculated and applied according to the approved method of apportionment and assessment rate rather than a proportionate share of the original assessment amount.
The following is a list of the lots and parcels of land (parcels) within the District and the corresponding assessment amounts to be levied for Fiscal Year 202212023 as determined by the assessment rate and method of apportionment described herein:
llap
Reference
Number
Desagnated
Land Use
Equlvalent
Benefit
Units
Amount
APN FY 20UU2023
Assessment
I 41$.17G14-00 (Potlion of)
2 415-17&1ffi0
3 41t'170-16-00
4 41*17G17-00
5 41S,17G18-00
6 415-170.1$.00
7 41*17G13-00
8 41$17G14{0 (Podion o0
TOTAL
{1)Totals may not foot due to rounding
Non-Residential Development
Non-Residential Development
Non-R6sldential Development
Non-Residential Oevelopment
Non-Residential Development
Exempt Parcel
Vacant Non-Residential
Exempt Parcel
3.96 2.25
2.93 't.71
1.02 0.13
0.78 't.05
13.83 3.96
2.25 2.93
1.71 1.02
12.65 s3,373.00
1,916.48
2,495.58
1,456.52
868.80
0.00 664.38
0.00 $10,774.86
0.78 2022t2023 Drainage Benefit Assessment District No. 2014-1 Page 14
CITY OF
TE HAC HAPI
CALIFORNIA
COUNCIL REPORTS
MEETING DATE: MAY 2, 2022 AGENDA SECTION: POLICE DEPARTM
APPROVED
DEPARTMENT H
CITY
TO
FROM:
DATE:
HONORABLE MAYOR SMITH AND COUNCIL MEMBERS
KENT KROEGER, POLTCE CHTEF
APR!L L4,2022
SUBJECT: EMPLOYEE RECRUITMENT PROGRAM
BACKGROUND
Most law enforcement agencies across the nation are sensing a crisis in their ability to recruit new officers and to retain officers currently on staff. Our Department has unfortunately been thrust into this recruitment crisis.
We have experienced a reduction in the number of applicants for open positions with the Tehachapi Police Department and have also seen an alarming decline in the quality of applicants we do receive.
Many of these applicants have been recruited from one of the many police academies in California who provide training to "self-sponsored" recruits. I have personally attended these academies on recruitment trips and spent time speaking with and interviewing many of the recruits. I have discovered that many of the "self-sponsored" recruits have significant background challenges such as prior drug use, criminal history, or poor work histories which have prevented them from being hired by a police agency and sponsored through a police academy. I have initiated the hiring process with several of these applicants, only to have them disqualified due to issues discovered during the background investigation.
Significant research has been completed on what is being classified as a "workforce crisis" in the law enforcement profession. lt is important to understand, this crisis is affecting law enforcement agencies of all sizes and types and is impacting departments in all parts of the country. The existing research confirms that significantly fewer people are applying to become police officers over the past five years. Additionally, more officers are leaving their current departments with many leaving for more lucrative opportunities with other police agencies, while others are leaving the law enforcement profession altogether. The majority of the voluntary resignations are occurring within the first five years that officers are on the job.
PROPOSAL
ln order to address the workforce crisis, I am proposing the City of Tehachapi and the Tehachapi Police Department initiate an aggressive recruitment program.
Siqninq lncentive
The competition for qualified police officers is extremely challenging particularly in Kern County where salaries for police officers are generally much lower than surrounding counties such as Los Angeles County. Competition has become even greater with many of the Kern County agencies currently offering signing incentives to qualified applicants. ln order to remain competitive, I believe the Tehachapi Police Department should strongly consider adopting the following signing incentives:
Because the cost of training new recruits is significant, it is more cost effective to hire experienced officers from other jurisdictions.
Lateral Police Officer ($10.000 Siqnino lncentive)
Lateral Police Officer candidates who successfully complete the hiring process (background, psychologica! examination, physical exam, etc.) and accept an offer of employment, will be paid a $5,000 signing incentive in the first full pay period of employment, $2,500 in the first full pay period following completion of probation, and $2,500 in the first full pay period upon completion of 2 years of service with the Tehachapi Police Department.
Lateral Police Officer (Vacation lncentive)
Lateral Police Officer's will receive a vacation credit of 40 hours upon hire. ln order to qualify as a Lateral Police Officer, the applicant must:
. Currently be employed as a Police Officer in the State of California or be currently employed as a Police Officer outside of California and possess the CA POST Basic Course Waiver (BCW Certificate.
. Possession of a Basic Certificate issued by the California State Commission on Peace Officer Standards and Training (P.O.S.T)
o Possession and maintenance of firearms qualification
o Possession of, or ability to obtain, a valid California Driver's License by time of appointment While Lateral Police Officer applicants are more cost effective and the preferred method of hiring, in order to increase the pool of qualified applicants, the Tehachapi Police Department previously established a new classification of "Police Officer Trainee." This will enable the Department to attract entry-level applicants and send those completing the hiring process through a CA P.O.S.T. Basic Academy Course. Again, to remain competitive with surrounding agencies, I am proposing the following signing incentive for Police Officer Trainee:
Entrv Level Police Officer Trainee ($5.000 Sionino lncentive) Entry level Police Officer Trainee candidates who successfully complete the hiring process (background, psychological examination, physical exam, etc.) and accept an offer of employment, will be paid a $2,000 signing incentive in the first full pay period of employment following graduation from the Police Academy, $1,500 in the first full pay period following completion of probation, and $1,500 in the first full pay period upon completion of 2 years of service with the Tehachapi Police Department.
Emplovee Referral Svstem
The traditional "pipelines" to a law enforcement career such as those from police families or those leaving the military are declining. With this in mind, the Tehachapi Police Department will be required to enhance recruiting efforts. With limited resources, this will involve utilizing every officer and professional staff member of the Department as a recruiter.
Employee referra! systems have proven to be one of the most effective recruitment techniques available. Much of the success of referral systems is attributed to current employees doing some form of informal assessment of the individual to determine if he or she can perform well within the organization before approaching them or making a recommendation to the agency. Research has consistently found that officers who are recruited through employee referral systems are more likely to succeed in the selection process and be retained by the agency.
To encourage existing employees to engage in active recruitment efforts, I am proposing the adoption of the following employee referral incentive program:
Existing employees of the City of Tehachapi who refer a Lateral Police Officer who successfully completes the hiring process (background, psychological examination, physical exam, etc.) and accepts an offer of employment with the Tehachapi Police Department, will receive $1,500 referral pay in the first full pay period of employment for the new employee.
Existing employees of the City of Tehachapi who refer a Police Officer Trainee candidate who successfully completes the hiring process (background, psychological examination, physical exam, etc.) and accepts an offer of employment with the Tehachapi Police Department will receive $1,500 referral pay in the first full pay period following the successful graduation of the new employee from a CA P.O.S.T. Basic Academy Course.
I believe the proposed Recruitment Program will strongly influence an individual's decision to join our Department.
Understanding the costs associated with this proposal, it is important to recognize that the most effective law enforcement agencies of the future will be those that seek out and embrace the next generation of Police Officers. Those agencies will be required to adjust their organizational models and practices to adapt to the changing dynamics of policing The proposed program encompasses many of the dynamics related to recruitment.
Duration of Recruitment and Retention Proqram
All components of the Recruitment Program will become effective upon approval by the Tehachapi City Council. The Citv Manaqer shalliavelhe ability to discontinue any or all portions of this program at anv time.
FISCAL IMPACT
The Department currently has (2) vacant Police Officer positions and anticipate the need to add (4) additional Police Officers and (1) Police Sergeant over the next five years. The fiscal impact of the program will be estimated using worst case scenario and assuming all positions will be filled by lateral transfers and referred by a City employee. Estimates could be impacted by additional employees discontinuing employment with the Tehachapi Police Department.
The fiscal impact of the Recruitment Program is estimated to cost approximately $80,500
RECOMMENDATION
Approve the proposed Employee Recruitment Program.