City of La Palma Agenda Item No. 12

City of La Palma Agenda Item No. 12 MEETING DATE: May 17, 2016 TO: FROM: SUBMITTED BY: CITY COUNCIL CITY MANAGER Mike McCrary, Interim Chief of Police AGENDA TITLE: Police Department Reorganization RECOMMENDED ACTION: It is recommended that the City Council take the following actions: a) Approve the reorganization of the Police Department by replacing one Police Captain with a Civilian Support Services Manager and reclassifying one Detective position to a Detective Sergeant; and b) Adopt a Resolution of the City Council of the City of La Palma amending the salary schedule for management employees. BACKGROUND: Captain Engen recently announced his retirement effective July 1, 2016, which created an opportunity to implement a staffing restructure within the Police Department. Currently the Police Department is administratively staffed with two Police Captains and a Chief of Police. Staff is proposing that the City Council approve reorganization of the police command structure by replacing the Support Services Captain with a Civilian Support Services Manager and reclassifying one detective position to a Detective Sergeant. The Support Services Manager would be a civilian administrative position reporting to the Police Chief. Civilianization of management positions within police departments is a widespread practice and is a sound alternative to replacing Captain Engen s position with a sworn position. In August of 2014 a Detective Sergeant position was eliminated and the supervision/management of the Detective Bureau was assigned to the Services Division Captain. The California Commission on Peace Officer Standards and Training conducted a Management Study of the Police Department. In their report, dated July 9, 2015, it was recommended that staff create a Sergeant position in the Investigations Unit to provide more direct and ongoing supervision and enhance case management. Staff agrees with this recommendation. In addition, the study recommended that the Detective Bureau relocate from the Services Division to the Operations Division. The Detective Sergeant will then report directly to the Operations Captain. Agenda Item 12 Page 1 of 3

The existing police department structure is: Police Chief Administrative Secretary Operations Captain Services Captain RNSP Officer Detective Bureau Communications Administrative Support DW-1 Sergeant NW-1 Sergeant DW-2 Sergeant NW-2 Sergeant Detectives Dispatchers (4) PT Community Liaison Officer Officers Officers (2) Officers Officers (2) Civilian Investigator PT Records Clerk PT Police Service Aide Motor Officer (Suspended) PT Reserve Officers (5) K-9 Team (Suspended) PT Per Diem Dispatchers (5) PT Parking Control Officer The proposed staffing structure replaces one sworn Police Captain with one Civilian Support Services Manager, and reclassifies one Detective to a Detective Sergeant. Police Chief Administrative Secretary Operations Captain Support Services Manager DW-1 Sergeant NW-1 Sergeant DW-2 Sergeant NW-2 Sergeant Detective Sergeant Communications Administrative Support Officers Officers (2) Officers Officers Detectives (2) Dispatchers (4) PT Emergency Services Coordinator PT Reserve Officers (5) Civilian Investigator PT Records Clerk PT Police Service Aide PT Per Diem Dispatchers (5) PT Civilian Parking Control Officer Agenda Item 12 Page 2 of 3

Based on the proposed job description for the Support Services Manager, the duties and responsibilities are equal to that of a first line supervisor. Staff recommends that the salary schedule be commensurate with that of Police Sergeant. The current salary schedule for Police Captain and proposed salary schedule for Support Services Manager are as follows (Biweekly, Monthly, and Annual Salaries are adjusted for the current 38 hour workweek): Current: Police Captain Annual 100,814.14 105,854.84 111,147.59 116,704.97 122,540.21 128,667.22 135,100.59 Monthly 8,401.18 8,821.24 9,262.30 9,725.41 10,211.68 10,722.27 11,258.38 Biweekly 3,877.47 4,071.34 4,274.91 4,488.65 4,713.09 4,948.74 5,196.18 Hourly 51.0193 53.5703 56.2488 59.0612 62.0143 65.1150 68.3707 Proposed: Support Services Manager Annual 76,984.96 80,834.21 84,875.92 89,119.71 93,575.70 98,254.49 103,167.21 Monthly 6,415.41 6,736.18 7,072.99 7,426.64 7,797.98 8,187.87 8,597.27 Biweekly 2,960.96 3,109.01 3,264.46 3,427.68 3,599.07 3,779.02 3,967.97 Hourly 38.9600 40.9080 42.9534 45.1011 47.3561 49.7239 52.2101 Civilianization of the Support Services Manager will have no impact on the Support Services Division. Staff feels it is operationally desirable and cost effective to make this change to the staffing model within the Police Department. The Support Services Manager would have responsibility for a variety of administrative activities in the Police Department, including the preparation and monitoring of the department budget, supervision of the records and communication functions, the Police Service Aide and the Civilian Parking Control Aide, overseeing the City s Emergency Preparedness Program, administering department related grants, coordination of recruitment of police personnel, management of information technology and computer systems, capital improvement, and risk management. The City has met and conferred with the La Palma Police Association and all parties are in agreement with this recommendation. FISCAL IMPACT: The recommended reorganization should realize a cost savings of approximately $64,000 for the first year. With step increases and other rising costs the savings will reduce to approximately $13,000 annually once both positions are at top step and when or if a 40 hour workweek is reinstated. APPROVED: Interim Police Chief Administrative Services City Manager Director Attachment: 1. Proposed Resolution & Salary Schedule 2. Support Services Manager Job Description Agenda Item 12 Page 3 of 3

RESOLUTION NO. 2016- A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LA PALMA AMENDING THE SALARY SCHEDULE FOR MANAGEMENT EMPLOYEES WHEREAS, the City Council adopted Resolution 2016-14 on March 1, 2016, adopting salaries and benefits for management employees; and WHEREAS, Article II Covered Personnel of Resolution 2016-14 lists positions identified as Management Employees; and WHEREAS, the City Manager recommends that the position of Support Services Manager be added to the listing of identified Management Employees and to the Classification and Salary Table for the La Palma Management Group; and WHEREAS, the Support Services Manager position will be a non-sworn position assigned to the City of La Palma Police Department, replacing one sworn Captain position; and WHEREAS, civilianization of management positions within municipal police departments is a widespread practice and will benefit the operations of the City. NOW THEREFORE, BE IT RESOLVED that Resolution 2016-14 is hereby amended, effective May 17, 2016, to add the position of Support Services Manager to the listing of identified Management Employees and to the Classification and Salary Table for the La Palma Management Group shown as Exhibit A. APPROVED AND ADOPTED by the City Council of the City of La Palma at a regular meeting held on the 17 th day of May 2016. ATTEST: Kimberly Kenney Deputy City Clerk Gerard Goedhart Mayor

STATE OF CALIFORNIA ) COUNTY OF ORANGE ) SS. CITY OF LA PALMA ) I, KIMBERLY KENNEY, Deputy City Clerk of the City of La Palma, California, DO HEREBY CERTIFY that the foregoing Resolution was adopted by the City Council of said City at a regular meeting of said City Council held on the 17 th day of May 2016, and that it was so adopted by called vote as follows: AYES: NOES: ABSENT: ABSTAIN: Kimberly Kenney Deputy City Clerk

La Palma Management Group Classification and Salary Table July 1, 2015 through June 30, 2017 Pursuant to Article III, Section 5B of the Comprehensive Listing of Personnel Practices Revised Effective May 17, 2016 Step A Step B Step C Step D Step E Step F Step G City Manager Annual 152,000.05 152,000.05 152,000.05 152,000.05 152,000.05 152,000.05 152,000.05 Monthly 12,666.67 12,666.67 12,666.67 12,666.67 12,666.67 12,666.67 12,666.67 Biweekly 5,846.16 5,846.16 5,846.16 5,846.16 5,846.16 5,846.16 5,846.16 Hourly 76.9231 76.9231 76.9231 76.9231 76.9231 76.9231 76.9231 Administrative Services Director Annual 107,540.05 112,917.05 118,562.90 124,491.05 130,715.60 137,251.38 144,113.95 Monthly 8,961.67 9,409.75 9,880.24 10,374.25 10,892.97 11,437.61 12,009.50 Biweekly 4,136.16 4,342.96 4,560.11 4,788.12 5,027.52 5,278.90 5,542.84 Hourly 54.4231 57.1443 60.0015 63.0015 66.1516 69.4592 72.9322 Community Development Director Annual 108,942.41 114,389.53 120,109.01 126,114.46 132,420.18 139,041.19 145,993.25 Monthly 9,078.53 9,532.46 10,009.08 10,509.54 11,035.02 11,586.77 12,166.10 Biweekly 4,190.09 4,399.60 4,619.58 4,850.56 5,093.08 5,347.74 5,615.13 Hourly 55.1328 57.8894 60.7839 63.8231 67.0143 70.3650 73.8832 Community Services Director Annual 108,942.41 114,389.53 120,109.01 126,114.46 132,420.18 139,041.19 145,993.25 Monthly 9,078.53 9,532.46 10,009.08 10,509.54 11,035.02 11,586.77 12,166.10 Biweekly 4,190.09 4,399.60 4,619.58 4,850.56 5,093.08 5,347.74 5,615.13 Hourly 55.1328 57.8894 60.7839 63.8231 67.0143 70.3650 73.8832 Police Chief Annual 112,726.85 118,363.19 124,281.35 130,495.42 137,020.19 143,871.20 151,064.76 Monthly 9,393.90 9,863.60 10,356.78 10,874.62 11,418.35 11,989.27 12,588.73 Biweekly 4,335.65 4,552.43 4,780.05 5,019.05 5,270.01 5,533.51 5,810.18 Hourly 57.0480 59.9004 62.8954 66.0402 69.3422 72.8093 76.4498 Police Captain Annual 100,814.14 105,854.84 111,147.59 116,704.97 122,540.21 128,667.22 135,100.59 Monthly 8,401.18 8,821.24 9,262.30 9,725.41 10,211.68 10,722.27 11,258.38 Biweekly 3,877.47 4,071.34 4,274.91 4,488.65 4,713.09 4,948.74 5,196.18 Hourly 51.0193 53.5703 56.2488 59.0612 62.0143 65.1150 68.3707 Support Services Manager Annual 76,984.96 80,834.21 84,875.92 89,119.71 93,575.70 98,254.49 103,167.21 Monthly 6,415.41 6,736.18 7,072.99 7,426.64 7,797.98 8,187.87 8,597.27 Biweekly 2,960.96 3,109.01 3,264.46 3,427.68 3,599.07 3,779.02 3,967.97 Hourly 38.9600 40.9080 42.9534 45.1011 47.3561 49.7239 52.2101 *Effective July 1, 2015, Executive Management took a 5% reduction in pay. This was facilitated by the top step being suspended and each employee being moved down one step. *Effective with the payperiod beginning March 4, 2016, Employees were restored to their original step and the total work hours were reduced by 5% in the same manner as reductions were taken by the LPGEA and LPPEA employees. In addition, the Police Chief Salary was reduced to be lower than the City Manager salary.

CITY OF LA PALMA Support Services Manager EXEMPT DEFINITION Under direction of the Police Chief, performs a variety of administrative activities in the Police Department, including the preparation and monitoring of the department budget, supervision of the City s disaster preparedness program, preparation of grant applications, supervision of the department s capital improvement projects, supervision of the police records and communication functions, and any other duties as assigned by the Chief of Police. SUPERVISION RECEIVED AND EXERCISED Receives general supervision by the Police Chief. Exercises general direction and supervision over the civilian professional, technical, and clerical staff of the Department. CLASS CHARACTERISTICS This management class is a single position class that establishes and maintains effective working relationships with department personnel, City Staff, City Council, and other governmental agencies. Successful performance of work requires an ability to communicate clearly and effectively both orally and in writing, including public speaking skills before large and small groups, supervise, plan and coordinate the work of others. EXAMPLES OF IMPORTANT AND ESSENTIAL DUTIES Management reserves the right to add, modify, change, or rescind the work assignments of different positions to and to make reasonable accommodations so that qualified employees can perform the essential functions of the job. Prepares and administrates the Police Department budget. Management and supervision of the City s disaster preparedness plan and coordination of disaster planning with surrounding communities. Preparation and administration of state and federal grants such as a multi-city traffic grant through the State of California and federal grants through the Department of Justice. Supervision of the Police Records function and Communications. Management and supervision of the Police Department s purchasing functions. Management of the department s capital improvement and information technology projects. Preparation of complex financial and statistical analytical studies. Preparation of ordinances, resolutions, staff reports, and other City Council and Traffic Commission related documents. Supervision of Police Service Aide and Civilian Parking Enforcement Officer.

SUPPORT SERVICES MANAGER Page 2 of 3 QUALIFICATIONS GUIDELINES Knowledge of: Principles, practices and procedures of public administration and management, including methods of statistical analysis. Municipal budget and financial procedures. Emergency disaster preparedness planning. Effective analytical and writing skills. Responsive with public relations. Skill in: Preparation and administration of department records. Interpreting, applying and explaining policies, procedures, and personnel administration. Establishing and maintaining effective working relationships with department personnel, City staff, City Council, and other governmental agencies. Communicate clearly and effectively both orally and in writing, including public speaking skills before large and small groups. Supervise, plan and coordinate the work of others. Operate and use a personal computer and spreadsheet and word processing software. Entering data into standard computer formats and producing correspondence and reports. Education and/or Experience Any combination of training and experience which would provide the required knowledge, skills and abilities is qualifying. A typical way to obtain the required qualifications would be: Completion of a four-year college curriculum in public administration, business administration, criminal justice, or a related field; and at least three years of increasingly responsible experience in a municipal or county government environment. A Master's degree in public or business administration is preferred. PHYSICAL DEMANDS AND WORK ENVIRONMENT The physical demands and work environment described herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

SUPPORT SERVICES MANAGER Page 3 of 3 Physical Demands Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, climb, push and pull drawers open and closed to retrieve and file information. Positions in this classification occasionally lift, move, and carry objects that typically weigh up to 25 pounds. Specific vision abilities required by this job are those required to perform office machine operations. Environmental Elements Employees work in an office environment with moderate noise levels, controlled temperature conditions and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures. WORKING CONDITIONS May be required to work on evenings, weekends, and holidays. Note: All employees of the City of La Palma are designated by State law to be Disaster Service Workers. In the event of a declared emergency or an undeclared emergency or natural disaster that threatens the life, health, and/or safety of the public, employees may be assigned to assist rescue and relief workers. Such assignments may be in locations, during hours, and performing work significantly different from the employees normal work assignments and may continue through the recovery phase of the emergency. APPROVED: City Manager Date SUPPORT SERVICE MANAGER MAY 2016