CC PACKET 10222024 - Laserfiche WebLink

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RETENTION BONUS Retaining employees is a critical component of any department’s staffing needs. 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. CONTRACT Staff has used the current contract with the City of Lauderdale to enhance and integrate Council feedback to address risks. The current draft is included in the packet for review. Various areas were updated including: • Updated grammatical, clarifying and formatting changes throughout • Definitions added and expanded language on services, termination and breach • Expanded liability and financial risk sharing language added • Addendum added to cover implementation phase: • March 1, 2025 – Initial phase of patrol as able and emergency response • July 1, 2026 (or as agreed upon) – Mid-stage phase to commit to daily patrol and emergency calls • January 1, 2027 (or as agreed upon) – Full-stage phase of full staff and full services 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 RAMP-UP SERVICES CONTRACT PRICE Given the short timeline to begin even minimal services, applying the proposed pricing approach in the initial stages would be extremely difficult. Staff from Saint Anthony Village and Falcon Heights have agreed that a “lump sum” pricing approach for the initial phases is appropriate for simplicity and ensuring there is no levy impact for Saint Anthony residents. Proposed pricing is below based on available hours of active patrol and covers all recruitment and training costs and all equipment costs. Falcon Heights will be billed monthly, and the Options Committee will determine when to move tiers: 8 Hour 12 Hour 16 Hour 20 Hour 24 Hour Personnel $686,433 $843,288 $1,010,143 $1,196,999 $1,423,854 Equipment $191,660 $191,660 $191,660 $191,660 $191,660 Total $878,093 $1,034,948 $1,201,803 $1,388,659 $1,615,514