CONSENT CALENDAR Agenda Item No.: 7i CC Mtg.: 03/22/2016

DATE: March 22, 2016

TO: Mayor and City Council Members

FROM: Human Resources

SUBJECT: RESOLUTION NO. 9737 — A RESOLUTION AUTHORIZING ADOPTION OF TWO NEW CLASSIFICATIONS AND SALARY RANGES AND AN AMENDMENT TO THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF FOLSOM AND THE FOLSOM POLICE OFFICERS ASSOCIATION (FPOA)

BACKGROUND/ISSUE

The City and the Folsom Police Officers Association (FPOA) agreed on an amendment to the current memorandum of understanding (ending on December 31, 2018) which adopts two new classifications with corresponding salary ranges.

ANALYSIS

FPOA and the City have engaged in productive discussions that would add two new classifications to the bargaining unit. The Police Department and Human Resources, with the expert assistance of Finance Director Jim Francis, developed these classifications and corresponding salary ranges. Dennis Batchelder of The Batchelder Group, worked with FPOA and the City's representatives collaboratively to develop an amendment to incorporate these new positions into the FPOA. FPOA continues to achieve opportunities for its members while creating a supportive and sustainable municipal model for the City.

Provisions of this amendment include:

• The City has developed a Crime & Intelligence Analyst position that will serve the Police Department and City by collecting and analyzing information relevant to actual and anticipated criminal activity in support of operational personnel to increase the effectiveness of patrol deployment, crime prevention, and apprehension of suspects. The City has not had a position dedicated to this service since 2010. It is an essential activity for modern policing. It is a class that will be exclusively utilized by the Police Department, making it an appropriate fit for FPOA.

• The Corporal position is in response to the phasing out of the Master Officer program. The Master Officer program served as a training opportunity for officers and an opportunity for management to test the concept of a position that bridges officers to a full supervisory role. At this time the Department is ready to formalize the concept by introducing the Corporal level classification. lt was agreed by the City and FPOA to phase out the Master Officers in

'2016. The Corporal is the lead level class, assists the Police Sergeant, has responsibility for

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acting as a lead officer, and exercises general and technical supervision over lower level law enforcement classes, including Police Officers. This position is appropriately included with FPOA as part of the law enforcement class family.

• Salary ranges have been developed for each class after review of both internal and external comparisons.

• Adoption of this resolution by the Council will indicate approval for incorporation of the classifications and corresponding salary ranges into the City's overall classification and compensation plan. The amendment will place the positions into the FPOA and will update the MOU to include the two new classes into the relevant sections and tables.

• This amendment shall be effective the first full pay period after approval of this resolution by the City Council (April 1, 2016) and shall remain in full force and effect to and including December 31, 2018.

FINANCIAL IMPACT

The Crime & Intelligence Analyst and Corporal positions are both new classifications. The Crime & Intelligence Analyst is replacing one vacant Community Service Officer position in the FY16 budget. The Corporal positions will replace the Master Officer program.

ATTACHMENT

1. Resolution No. 9737— A Resolution Authorizing Adoption of two new classifications and corresponding salary ranges and an Amendment to the Memorandum of Understanding between the City of Folsom and Folsom Police Officers Association (FPOA).

2. Proposed Amendment to the Memorandum of Understanding between the City of Folsom and Folsom Police Officers Association (FPOA) ending December 31, 2018.

RECOMMENDATION/CITY COUNCIL ACTION

The Human Resources Department recommends that the City Council pass and adopt Resolution No. 9737 — A Resolution Authorizing Adoption of two new classifications and corresponding salary ranges and an Amendment to the Memorandum of Understanding between the City of Folsom and Folsom Police Officers Association (FPOA).

Respectfully Submitted,

Elaine ndersen, Assistant City Manager

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Attachment #1

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RESOLUTION NO. 9737

A RESOLUTION AUTHORIZING ADOPTION OF TWO NEW CLASSIFICATIONS AND SALARY RANGES AND AN AMENDMENT TO THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF FOLSOM AND THE FOLSOM POLICE OFFICERS ASSOCIATION (FPOA)

WHEREAS, the City of Folsom has developed new classifications of Crime & Intelligence Analyst and Corporal with corresponding ranges and the Folsom Police Officers Association (FPOA), agreed on an amendment to the current memorandum of understanding (ending on December 31, 2018) which adopts two the new classifications with corresponding salary ranges;

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Folsom authorizes the two new classifications and corresponding salary ranges and that the Memorandum of Understanding (MOU) betv;.Teen the Folsom Police Officers Association (FPOA), be amended to include the new classifications and ranges, and such resolution is hereby approved.

BE IT FURTHER RESOLVED that the City Council of the City of Folsom authorizes the City Manager to execute adoption of the two new classifications and corresponding said amendment of the Memorandum of Understanding on behalf of the City of Folsom.

PASSED AND ADOPTED this 22nd day of March 2016, by the following roll-call vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

Council Member(s):

Council Member(s):

Council Member(s):

Council Member(s):

Stephen E. Miklos, MAYOR ATTEST:

Christa Saunders, CITY CLERK

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Attachment #2

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AMENDMENT #2 TO

MEMORANDUM OF UNDERSTANDING BEWEEN

CITY OF FOLSOM AND

FOLSOM POLICE OFFICERS ASSOCIATION COVERING ALL EMPLOYEES IN THE

POLICE BARGAINING UNIT

This Amendment amends the February 6, 2014 through December 31, 2018 Memorandum of Understanding (MOU) between the City of Folsom and the Folsom Police Officers Association.

I. The parties agree to amend Article I, Section A, Recognition, as follows:

Effective the first full pay period after approval of this amendment by the City Council (date), the parties agree to add the new classes of Police Corporal and Crime & Intelligence Analyst to the Police Bargaining Unit:

A. Recognition:

Folsom Police Officers Association is recognized as the exclusive representative, as provided in the City's Employer-Employee Relations Rules for all employees assigned to the Police Bargaining Unit in the following classifications and any other classification which is agreed between the parties to be included in the Police Bargaining Unit.

Community Service Officer Communications Supervisor Dispatcher I/II Police Officer Police Records Clerk Police Records Supervisor Police Sergeant Property and Evidence Technician Volunteer Coordinator Police Corporal Crime & Intelligence Analyst

II. The parties agree to amend Article V, Section D, Salary Ranges, to add the following:

Effective the first full_pay period after approval of this amendment by the City Council (date), the parties agree to add the salary range for the class of Police Corporal and the salary range for the class of Crime & Intelligence Analyst to Addendum A of the MOU. Pursuant to Article V, Section E, the salary range for each class shall consist of Salary Range A and Salary Range B, except that for these two classes Salary Range B shall

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consist of 15 steps, 2.5% between steps (the salary ranges for both classes are attached). Any salary increase or additional step provided to employees in the Police Bargaining Unit prior to the effective date of this Amendment shall not be applicable to the classes of Police Corporal and Crime & Intelligence Analyst.

Should unusual circumstances or rigid adherence to the current salary range structure cause an unforeseen inequity, the City Manager may authorize a special salary adjustment appropriate to the circumstance(s).

Ill. The parties agree to amend Article V, Section H, Education Incentive Pay, subsection 2 and subsection 3 as follows:

2. Police Officers and Police Corporals

Either:

a. Police Officers and Police Corporals who possess the following degree(s) from a recognized college or university:

(1) Associate of Arts degree shall receive a salary increase of 5%.

(2) Bachelor of Arts/Science degree shall receive a salary increase of 10%.

(3) In no event shall an-offieer a Police Officer or Police Corporal who possesses both an Associate of Arts degree and a Bachelor of Arts/Science degree receive more than 10%.

Or:

Police Officers and Police Corporals who possess the following POST certificates:

(1) Intermediate POST certificate shall receive a salary increase of 5%.

(2) Advanced POST certificate shall receive a salary increase of 10%. In no event shall an-officer a Police Officer or Police Corporal who possesses both an Intermediate POST certificate and an Advanced POST certificate receive a salary increase of more than 10%.

3. With the exception of Item 5 below, no Police Officer, Police Corporal, or Sergeant who possesses an AA or BA/BS college degree(s) and POST certificate(s) shall receive a total El P salary increase of more than 10%.

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IV. The parties agree to amend Article V, Section H, Education Incentive Pay, to add the following:

6. Crime & Intelligence Analyst Certificate

Employees in the class of Crime and Intelligence Analyst who submit evidence that they possess a Crime & Intelligence Certificate from an accredited institution approved by the City shall, one time only, be advanced in the salary range by an amount equal to approximately 10%: For employees assigned to range A, advancement shall equal two steps. For employees assigned to range B, advancement shall equal four steps.

V. The parties agree to amend Article V, Section M, Training Differential - Master Officer, as follows:

M. Training Differential Master Officer:

• The Chief of Po14 Operations Division that carry assign written examination, practical exercise, and internallexternal oral interview

-e --e e •- -••- 2014. The -assignments shall boos follows:

be for a period of no tess-than-six-(4)-months, but not more than three (3) years.

•—gff . sh-hot to renew

an a..,signment at the end of the one year term. - e *" -n a...signment for just

cause during the term of the assignment. Just ca6L,e .hall include, but not be-lirn-it

throughthrough the-Not later th

-

*•- minate the position of Master Officer.

When an employee is assigned as a FTO, PTO, ITO, CTO, TTO, or CSTO, he/she shall receive a pay differential of 5% for all hours worked while assigned to train another employee. Employees in the class of Corporal shall not be eligible for a Training Differential.

Any FTO, PTO, reassigned to another shift to perform the duties of a FTO PTO, shall receive the 5% pay differential for the duration of that assignment. Such reassignments shall be made pursuant to current operating procedure.

When an officer is assigned by the Police Chief as a Master Officer, the officer shall receive the 5% pay differential for the duration of the assignment.

The parties agree that creation of the class of Police Corporal satisfies the requirement contained in Section M. The position of Master Officer shall be eliminated not later than July 1,2016.

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VI. The parties agree to amend Article VIII, Section 13, Shift Rotation Schedule, as follows:

B. Shift Rotation Schedule:

1. The shift rotation schedule for non-probationary police officers, corporals, and sergeants shall be by seniority bidding. Sergeants may consecutively bid the same shift for three (3) rotation periods. Upon completion of the 3rd consecutive shift period the 4th shift period must be to a different shift. Upon completion of the 4th shift period the 1st shift period will commence with consecutive bidding. The Chief of Police or designee can alter shift assignments when it is in the best interest of the department under the following circumstances (the Chief will advise the FPOA President of his actions and reasons therefore):

a. Deployment of probationary officers. b. Deployment of patrol officers/corporals/sergeants in special

assignment positions. 0. It is recognized by the Chief that there exists an issue of officer

safety or the need to deploy a specific officer due to personal matters.

VII. The parties agree to amend Article X, Section C, Probationary Period, to add the following:

C. Probationary Period:

1. The City will require a 12-month probationary period for all classes in the police bargaining unit. All regular employees shall serve a 12-month probationary period upon appointment to a classification in the police bargaining unit; with the exception that employees appointed to the class of Police Officer shall begin their 12-month probationary period at the conclusion of academy graduation. Probationary periods may be extended consistent with City Personnel Rules.

Notwithstanding Section C, subsection 1 above, employees in the class of Crime and Intelligence Analyst shall not complete the probationary period until the employee possesses the Crime and Intelligence Certificate as set forth in Article V, Section J, subsection 6. Failure of any employee in the class of Crime and Intelligence Analyst to possess the Crime and Intelligence Certificate prior to conclusion of the probationary period shall cause the employee to be released from employment in the class.

VIII. Amend Article X, Section E, Voluntary Wellness Program, as follows:

E. Voluntary Wellness Program:

The Police Department will implement a Voluntary Wellness Program for employees in the classes of Police Officer, Police Corporal, Police Sergeant, and Community Service Officer. The purpose of the program is to encourage the

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proper physical conditioning and health of law enforcement personnel. The department shall determine specific procedures and policies; however, key elements shall include:

This Amendment shall be effective the first full pay period after approval of this Amendment by the City Council (date) and shall remain in full force and effect to and including December 31, 2018,

City of Folsom Folsom Police Officers Association

Date: Date:

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Effective 7/1/201.6

ICcrparal A El C D E F 9

A Range 5 67,758 $ 71,188 5 74,792 $ 78,578 $ 82,556 S 85,735 $ 88,320

3/2212016 $ 69,452 5 72,968 $ 76,662 $ 80,543 5 84,620 5 88,903 3 90,528

1. 2 3 4 5 6 7 8 9 19 11 12 13 14 15 16

8 Range $ 61,385 5 62,929 3 64,493 $ 66,105 $ 67,758 $ 69,452 5 71,188 5 72,968 $ 74,792 5 76,662 $ 78,578 5 80,543 5 82,556 $ 84,620 3 86,735 5 88,320

3/22/2016 5 62,920 $ 64,493 5 66,105 5 67,758 5 69,452 5 71.128 5 72,963 6 74,792 5 76,662 $ 78.573 3 80,543 $ 82,556 $ 84,626 $ 86,736 S 88,903 $ 90,528

Effective 7/1/2016 'Crime Analyst 1

A A Range: $ 65,108 $ 69,455 $ 72,971. $ 76466 $ 80,547 $ 84,624 $ 86,740

Range: 1 2 3 4 8 6 7 a 9 10 11 12 13 14 15 16 86,740 5

Annual S 59,891 $ 61,388 $ 62,923 $ 64,496 $ 66,108 5 67,761 S 69,455 5 71,192 $ 72,971 5 74,796 3 76,666 $ 78,582 $ 80,547 $ 82,560 $ 84,624 $ 7,223

Monthly 5 '4,991 5 5416 $ 5,244 5 5.375 5 5,509 $ 5,647 5 5,788 3 5,933 5 6.031 $ 6,233 $ 6,389 $ 6,549 $ 6,712 $ 6,880 7,052 5 $ 41_7019

Hourly $ 28.7937 $ 29.5136 $ 39.2514 $ 31.0077 $ 31.7829 5 32.5775 5 33.3919 5 34.2267 S 35.0824 5 25.9594 3 26.8584 $ 37.7799 $ 38_7244 $ 39.6925 $ 40.6848

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