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STAFF REPORT
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POLICE DEPARTMENT
DATE: January 27, 1997
TO: Mayor and City Council
FROM: Ronnie Gamer, Assistant City Manager/Chief of Police,
By: Nancy Chik, Management Analyst_- E
SUBJECT: Recommendation to Authorize Staff to Fill Four Vacant Police Officer
Positions
Summary
Over the past few months, six police officers have left City service. This report summarizes our
efforts to reach full complement and requests authorization to fill four of the six vacant positions
at this time.
Background
The following personnel actions created six vacancies in the police officer rank:
Officer Reason for Separation
Tracy Towner Hired by another agency (higher pay)
Stephen Wolf Hired by another agency (higher pay)
Sgt. Dan Morgan Retired after 32 years of service
William Flynn, Jr. Resigned (Probationary)
Matthew Barrett Resigned (Probationary)
Michael Hays Resigned(Probationary)
Discussion
The hiring process for police officer is long and involved. First, we conduct a recruitment to
establish a candidate pool. Next, each candidate undergoes a series of tests including a written
test, an oral board examination, a physical agility test, a polygraph test, a psychological
examination, a medical examination and a background investigation. Each test is administered
separately by a different board or proctor. The testing process takes several months. Failure in
any one component means elimination as a candidate. ,
Early in the testing process, our personnel rules and federal law require that we make a
conditional offer of employment to prospective employees. This conditional offer means that
we will appoint the candidate to a vacant position, if the candidate successfully completes the
testing, background, and training process.
LASER IMAGED
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Those who successfully pass the testing process are hired as law enforcement recruits (a
temporary position without benefits) and enrolled in the Rio Hondo Police Academy basic
course. After 18 weeks of intensive training in criminal law, firearms techniques, search and
seizure, physical tactics, community relations, field arrest techniques, vehicle driving, pursuits,
and other subjects, our law enforcement recruits graduate prepared to begin their careers as
police officers.
Conclusion
On February 14, four of our law enforcement recruits will graduate from the Rio Hondo Police
Academy. They are Henry Lu, Shonna Oliver, Michael Hale, and John Jurman. They are
exceptionally fine people.
Their graduation and transition to the Arcadia Police Department is the culmination of hundreds
of hours of work in testing, investigating, and training. We are fortunate to find such high
quality candidates to become members of the Department.
Lastly, in our ongoing effort to fully staff the Department, we have two candidates who have
completed the testing process and are expected to graduate from the police academy in April and
September.
Fiscal Impact
None. These positions were approved in the current budget.
Recommendation
We recommend that the City Council authorize the hiring of these four police officers to replace
those recently separated from City service.
APPROVED:
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William R. Kelly, City Manager
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° STAFF REPORT
POLICE DEPARTMENT
Date: September 21, 1999
To: Mayor and City Council
From: David H. Hinig, Chief of Policz0V
By, Janice Cumming, Records Manager
Subject: Report and Recommendation to Approve the Police Records Intern
Program for a One-Year Trial Period and Appropriate $26,000 from the
Asset Seizure Account to Implement the Program.
Summary:
Activity levels and staff shortages in the Records Bureau have placed the Department in
the position of being unable to fulfill everyday responsibilities. The Records Bureau
needs supplemental staff assistance until a thorough analysis can be done as to
allocation of staff resources and determination as to whether new technology in the form
of advanced records and report writing software will alleviate the problem.
The Department proposes the implementation of a pilot Records Intern Program with
the addition of two part-time workers to augment the existing staff. Funding for the
program would be through the Department's Asset Seizure fund and cover a period of
one year.
Background and Discussion:
The Records Bureau has the responsibility for all report and data processing activity
occurring within the Police Department. Although the staffing of the Records Bureau
has not increased since the late 1960's, the volume of work has increased ten-fold.
This includes mandates of records management, statistical data maintenance in accord
with both State and Federal standards, and the ever-increasing number of requests for
copies of reports and information desk activity.
LASER IMAGED
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Activity levels have overwhelmed staff to the point where they are unable to fulfill our
basic functions. This problem is exacerbated by the fact that we have one new clerk in
training and as of September 12, 1999, we have six vacant cadet positions. Training for
new clerks and cadets, before they can function without direct supervision, averages
about six months. Consequently, resolution of staff shortage issues is not simply a
matter of filling a vacancy, it involves a protracted learning curve.
The Police Department has determined that data input into computer systems is one of
the major impacts on staff time and thus it appears to be the first place to explore in
seeking a solution to the workload backup. Many departments within the City use
interns on a part-time basis to supplement their staff. We believe that the addition of
two part-time records interns, each working 20 hours per week on data input, would
provide a likely resolution to our immediate problems.
By committing the interns to strictly data input, we reduce the training curve, dedicate
their time to specific tasks, and then reallocate the critical clerical and desk duties to
fully trained personnel in our clerk and cadet ranks. A side benefit to initiation of the
intern position would be to develop a candidate pool for future clerical openings.
Additionally, this interim solution will allow us to assess staffing needs and make
recommendations for the future.
Proposal:
The Department will hire two part-time Records Interns. The interns will each work 20
hours per week. Their primary responsibility will be data input with work hours assigned
by the Records Manager to meet the needs of the section. We recommend the
implementation of the program on a trial basis for one year. Because this is a
supplemental law enforcement support program, it can be funded through asset seizure
money for the trial period.
Fiscal Impact:
The interns would fall under the category of Police Records Technician 1, and we
recommend a single step scale at Step A, which equates to $12.10 per hour. The
position will be non-benefited, consequently the only cost in addition to the hourly rate is
the federally mandated social security contribution of 1.45%. Cost total would be as
follows:
1. Salary: 2 Interns @ 20 hours each per week for 52 weeks at $12.10 per hour =
$25,168.00 per year.
2. Total Social Security contribution = $364.94 per year.
Total Program Cost for OneYear Trial: $25,532.94
Recommendation:
It is recommended that the City Council move to approve the Police Records Intern
Program for a one-year trial period and appropriate $26,000 from the Police
Department Asset Seizure account to implement the Program.
Approved:
William R. Kelly, City Manager