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September 24, 2024 St. Anthony Council Work Session - 3 The amount of required overtime needs to be reduced for the officers which would be accomplished by removing the 8-hour shift in the contract. The administrative staff should be able to do some of the overtime at an appropriate pay rate. Police Chief Jeff Spiess provided an update on the current status of staffing. On July 1, 2024, the authorized sworn officer strength of the Police Department increased to 22. The current staffing level is at 19, and there is one candidate in the background process and 1 additional interview scheduled at this time. In order to increase the applicant pool and ability to hire qualified police officers, the Police Department proposes the following approaches: Expansion of the Cadet Program – There has been some increased interest in the Cadet program, which has a current authorized strength of two (2). The Police Department has two cadets, who will complete their college education and the Skills program in 2025. Once their education is complete, they would be hired as a full-time police officer. Staff is proposing that this authorized strength be increased to six, which will increase our ability to promote more cadet candidates to the police officer position when they have finished their required college education. An evaluation of hourly compensation and incentives should also be conducted to ensure that St. Anthony is consistent with industry standards. Hiring Bonus – Staff proposes offering a one-time hiring bonus for entry-level officers and hiring bonus for lateral-level officers. Half of the bonus would be paid upon successful completion of the field training program and 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 would be an increased workload on current personnel, and it is important that they are supported and given 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. Mr. Yunker reviewed the contract approach and price (full-service scope). The blended combined cost allocation is proposed to be: St. Anthony 58% 13