HomeMy WebLinkAbout3.D.1. Remaining Personnel Issues for 2012 Budget 3. D. I.
City of Shakopee
MEMEMORANDUM
TO: Mayor and City Council
Mark McNeill, City Administrator
FROM: Kris Wilson, Assistant City Administrator vd
SUBJECT: Remaining Personnel Issues in 2012 Budget
DATE: August 26, 2011
Introduction
The City Council is asked to make decisions regarding three unresolved personnel issues related to the
City's 2012 operating budget.
Background
1. 47` Police Officer (Budget Impact: $69,025)
The Police Department's 2011 operating budget includes funding for 47 licensed police officers
(1 Chief, 2 Captains, 7 Sergeants, and 37 patrol officers). One of the patrol positions is currently
vacant. In recent years the filling of this final position has been held off pending the outcome of
labor negotiations and as a general means of providing some flexibility in the budget. At this
time, Chief Tate is seeking authorization to fill this position and has provided the attached
memo outlining the need for the position. At 2011 wage and benefit levels, the annual cost of
one officer is $69,025. Funding for this position is in the 2011 adopted budget as well as the
preliminary 2012 budget, assuming a flat levy amount.
2. Fire Department Duty Crews (Budget Impact: Addition of $25,000)
The Fire Department continues to struggle with staffing for daytime calls for service, as
employers are less and less willing to allow firefighters to leave their daytime jobs to respond to
calls, especially on a random or unscheduled basis. Therefore, the Fire Chief has brought
forward a proposal for "Duty Crews" composed of the City's existing paid -on -call firefighters and
modeled after those used in several other suburban communities. The cost to begin phasing in
the duty crew concept is $25,000 for 2012 and is projected to grow to $50,000 annually in
future years. This funding has been included in the preliminary 2012 budget, assuming a flat
levy amount.
3. Remaining Custodian Position (Budget Impact: Potential reduction of $27,000)
In 2008 the City had four full -time custodians. When one resigned in the summer of 2009, the
position was left vacant and the workload was spread amongst the remaining staff. Earlier this
year, one of the City's remaining custodians resigned and another accepted an early retirement
offer. Both positions were eliminated and the cleaning of the relevant buildings was contracted
out to Multi- Services, Inc. After two months with Multi- Services this arrangement is proceeding
smoothly and meeting expectations.
This leaves the City with one remaining full -time employee in the position of custodian. This
means that some City buildings are being cleaned by a private contractor, while others are
cleaned by the remaining staff person. At 2011 wage and benefit levels, the annual cost of a
full -time custodian is $57,012. Multi- Services would clean the same buildings at a cost of
$29,982, thereby saving the City $27,000 per year, and allowing the consolidation of all of our
building cleaning with a single provider, which is much more efficient to manage.
While it is never easy or enjoyable to impose a lay -off, staff recommends doing so in this case
because a significant cost savings can be realized while still achieving the desired outcome of
clean and sanitary City facilities. The $27,000 saved could be put to other, higher - priority uses,
such as offsetting the cost of the above two public- safety items.
Requested Action
Council is asked to provide specific direction on each of the three items listed above via a motion or
motions.
CITY OF
y 11 '' = / SHAKOPEE
f���� POLICE DEPARTMENT
DATE : August 11, 2011
TO: Honorable Mayor and City Council
Mark McNeill, City Administrator
FROM: Jeff Tate, Chief of Police
SUBJECT: Sworn Officer Information
The police department appreciates the continued support of the City Council and understands the
difficult financial decisions that lay ahead. If the City Council elects not to fund the current vacant
police officer position, potential effects include:
• The City has seen slight increases in our calls for service over the last two years. The City's
population also continues to grow. Keeping pace with population growth and service demands
is necessary to prevent the reduction in effectiveness of the individual patrol officer. If
appropriate staffmg levels are not maintained, each officer will carry a larger caseload and will
be responsible for a larger percentage of the daily calls for service. This may reduce the
officer's ability to perform follow -up investigations and could lead to a reduction in clearance
rates.
• The department will not meet adequate minimum staffing levels as prescribed by independent
consultants, the IACP, the Police Services Master Planning Task force, and internal department
work analysis studies. Choosing to reduce patrol - staffing levels below the prescribed levels
may negatively impact the police department's ability to meet established City goals and
adversely affect service levels. The last internal staffmg analysis showed a need for 52 sworn
officers.
• May affect case management and clearance rates for the investigation division.
• Reduction in patrol numbers may limit the number of emergency service providers that respond
to an emergency and could have an adverse impact on a growing community during a time of
crisis.
• Proactive patrol programs may need to be eliminated or adjusted. At present time, the
department's street crimes unit only works during the summer months due to current staffing
levels. Programs like D.A.R.E., crime free multi - housing, and school resource officer positions
will need to be reevaluated to make sure adequate patrol numbers are available for street duty.
As always, the police department prides itself on providing a high level of service to the community
and will continue working towards the goals set forth by the Police Services Master Planning Task
Force and City Council. The items requested in the police department's 2012 budget are made after
careful consideration of the needs of the community and our ability to deliver the quality level of
service that the community deserves and has come to expect.
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Staffin•. LLevels .
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Year Popi atop n Sworn Staff Staffing Ratio
2002 22,574 34 1.50
2003 24,200 33 1.36
2004 28,337 40 1.41
2005 31,233 42 L34
2006 31, 0 46 2.44
2007 32,300 47 114,5
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20 33,623 47 2.3
2009 34,592 47 1.35
23LO 37,376 47 1.27
201 1 37,233 47 1.26
2022 37,370 46/47 1.23/1.25