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the remaining balance at the end of the one-year probationary period. Each officer would be required to repay this amount if their employment ends either voluntarily or involuntarily within two years of the date of hire. REFERRAL BONUS Staff proposes the offering of a one-time lump sum referral bonus to any current St. Anthony Police Department employee who refers an eligible police officer who applies, is hired, and successfully completes the field training program. RETENTION BONUS The only thing worse than being unable to attract new employees would be to lose any of our current personnel. Hiring a new officer that is self-sufficient takes thousands of dollars and approximately 6-9 months’ time. During the building phase of 2025, there will be an increased workload on current personnel, and it is important that they are supported and given additional financial incentive to remain a member of the St. Anthony Police Department. Staff is recommending a retention bonus for all current licensed police officers and office staff who are employed during the entire year of 2025, payable as a percentage of their annual base salary. UPGRADED FACILITY COMMITMENT A significant upgrade to the current police facility or a new facility is necessary for the daily operation of a modern 21st century police department. This is due to the need for space for additional personnel, evidence handling and retention, officer wellness, training, emergency operations, and aesthetics. This will make St. Anthony consistent with most other police departments in the metropolitan area. As a recruitment tool, this is vitally important. Staff recommends a stated commitment by the City Council to pursue this goal, consistent with plans set forth by the Oertel Architects, Ltd. FINANCIAL PLAN The financial aspects of this exploration can be categorized into three areas: Contract price approach and annual charge Personnel and operating needs and related costs Facility upgrades needs CONTRACT APPROACH AND PRICE (FULL SERVICE SCOPE) Determined by allocating costs based on a 50/50 blend of population percentage and call volume percentage, applied to total police costs. Numbers are rounded for clarity: POPULATIONS CALLS FOR SERVICE BLENDED COMBINED COST ALLOCATION(2020 US CENSUS)(YEARLY AVERAGES ON SAV METHODOLOGY) TOTAL SAV FH LD TOTAL SAV FH LD 50%SAV FH LD 17,000 9,300 5,400 2,300 12,800 7,900 2,800 2,100 POP 55%32%14% 55%32%14%62%22%16%CALLS 62%22%16% BLENDED 58%27%15%