CC PACKET 10222024 - Laserfiche WebLink

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For the St. Anthony Police Department, these primary themes emerged as top priorities for the City to consider: RELATIONSHIP CONCERNS OPERATIONAL CONCERNS • Mutual trust needs to be established and relations need to be developed • Confidence that the department will be supported when use of force incidents occur • Cannot provide effective services before 1/1/2026 • Recruitment and training for new officers are top priority • Expansion of police facility would be necessary STAFFING PLAN The department analyzed call data and identified the following additional personnel to support expansion: Patrol Officers Additional patrol officers same as previous contract 4 Swing Shift Patrol Additional officers during high call volume time 2 Investigator Investigative capacity to adequately address call type needs 1 Community Engagement Officer Sworn officer to coordinate community engagement for all cities 1 Administrative Support Additional administrative capacity similar to previous contract 1 Total additional personnel needed 9 CURRENT STATUS 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 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. Many police departments are finding most success in a long-term solution, in which potential new officers are identified while still completing their college degrees. The department would pay for part of their education, while also employing them as a Cadet on a part-time basis. 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 (6), 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.