Friday, November 2, 2007
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From the San Francisco Chronicle, October 23, 2007
Oakland Police Chief Wayne Tucker is looking at stretching the city's thin police ranks and getting a grip on the city's crime by hiring non-cops to answer the more mundane calls for help.
But the plan to have civilians respond to complaints about barking dogs or cars that block driveways probably hangs on whether the city can work out a contract with the powerful police officers' union.
The Oakland Police Officers Association, which represents the department's 730 police officers, has been working without a contract for 16 months. Arbitration hearings begin in December.
Tucker said he can free up more sworn officers for emergency calls - situations like fights, shootings or even requests for crowd control - by parceling other problems off to a less-expensive civilian corps.
Such an effort would help support other efforts, including violence prevention programs funded with $4 million in voter-approved Measure Y funds.
There are plans in place to hire another 63 officers. But hiring an extra 300 sworn officers - the number critics say would raise the force to the national average for a city of its size - would cost $60 million. Tucker said the department should first study whether current efforts are working.
"We need to get to 803 (officers) and see how effective we are before we look at hiring more cops," Tucker said. "I'm not so sure if hiring cops is the best use of our money.
"Without prevention and intervention, we are going to miss the mark. You can't arrest your way into (public) safety," the chief said.
The idea of a civilian crew isn't new.
"There are police departments around the country that use civilians to handle calls, from traffic control officers to crime scene investigators," said Bill Tegeler, an acting director at the Police Executive Research Forum, a law enforcement think tank in Alexandria, Va.
Tegeler said this trend started with hiring civilian parking control officers in the 1950s. Eventually, some evidence collection was handed off to workers outside the police ranks.
"We have found that collecting evidence, photos and fingerprints can be done just as well by a civilian with proper training," Tegeler said. Oakland already has more than a dozen employees serving in such roles.
Tucker said it could save millions of dollars to hire civilian workers to respond to "kinds of things where you don't need a police officer immediately."
Some technicians, for example, cost about half of what it takes to hire a police officer, each of whom costs the department about $200,000 a year in salary and benefits.
Under prior budget decisions, the number of technicians in the Oakland Police Department was reduced. However, authorities in July were given permission to hire 15 civilian employees.
The plan for hiring more civilians faces a big hurdle: looming contract arbitration hearings between city officials and the union.
City Hall wants significant changes in the union contract, which the department's brass believes hindered law enforcement efforts in the past.
In March 2006, the police officers' union temporarily stopped a City Council plan to place another two dozen officers on the street. And under the now-expired contract, the union had wide latitude in dictating when officers worked, effectively barring Tucker from moving quickly to redeploy officers as he saw fit.
Scheduling will be among a host of management changes Oakland city officials are seeking when the talks begin.
David Chai, Mayor Ron Dellums' chief of staff, said as many as 60 positions have been identified as possible civilian jobs, but they are all issues for the bargaining table.
If those sorts of issues can be worked out, Tucker believes he can reconfigure a department that provides a higher level of service to residents who are clamoring for extra officers and new efforts to fight crime.
Although the department has recently hired 180 officers, 150 others have retired, gone out on disability, quit or moved to other agencies. The attrition could get worse before it gets better.
About 50 police officers are close to the age of 50 and most could leave soon and earn 80 percent of their current salary. But a more generous pay package could persuade some to stay a few more years, Tucker said.
Tucker has publicly endorsed giving Oakland police, whose starting pay is $69,000 annually, a salary hike. But he's been clear about expecting in return more authority over issues like staffing assignments.
At a time when there is a statewide shortage of 15,000 sworn officers, requests for law enforcement services are in high demand. Tucker is eager to see what he can do with greater control of his own department and another 63 police officers. What happens after that, however, may include a civilian crew of responders.
"It's not easy to be a cop in Oakland, and I want them to be the highest-paid officers in the state," Tucker said. "I'm a fan of the POA (police union) and their president, but I want to be able to be the one making the decisions in the department."
1-year labor deal with Baltimore police approved
From the Baltimore Sun, October 31, 2007
Contract includes 5 percent raise, pilot program for 4-day workweek
The Board of Estimates today approved a one-year contract with the city's police union, which includes a 5 percent pay raise and a pilot program for a four-day workweek.
Starting Nov. 8, officers in the Northeast District will work 10-hour shifts for four days, rather than the regular eight-hour, five-days-a-week shifts.
The change will result in overlapping work shifts with nearly double the number of officers on the streets during the peak crime hours of 9 p.m. to 2 a.m. Thirty-six officers will now be on the streets of the Northeast District during those five hours.
The pilot program, which could be extended to all of the city's districts, will remain in place for 90 to 120 days.
"I'm hoping that you'll see good results there and that that the program will be extended," said City Council President Stephanie C. Rawlings-Blake, one of the five board members.
Paul M. Blair Jr., the president of the city's Fraternal Order of Police, said the union is pleased that they were finally able to get a concession on the change in schedule, something they've hoped to get in years past.
Mayor Sheila Dixon said she believes the new schedule will help boost police morale but said evaluating the potential extra cost will be a factor. But both Blair and Dixon said that they will head back to the negotiating table in January to begin negotiations for a full-term contract.
Supervisors OK contract with Orange County deputies
From the Los Angeles Times, October 24, 2007
The pact allows for a raise of more than 12% over three years and reforms the medical benefit program.
After more than a year of contentious labor talks, the Orange County Board of Supervisors on Tuesday approved a new contract with sheriff's deputies that will increase pay more than 12% over three years and reform the medical benefits program for retirees.
"It's taken us about a year to do it. There's been a number of ups and downs," said Supervisor Bill Campbell. "This is not just about putting a few more percentage points of pay into a deputy's pocket. We've agreed to reduce the unfunded liability in medical benefits -- a big breakthrough -- and getting more disclosure for the deputies' medical trust."
The contract, which affects about 1,800 sworn officers, calls for a retroactive salary increase of 4.75% for last year, a 4.6% raise effective this month, and a 3% hike in October 2008. Deputies now make between $54,101 and $77,709 a year, plus medical and pension benefits.
The county and the Assn. of Orange County Deputy Sheriffs agreed to restructure the medical benefits program for retirees, which will reduce the unfunded liability of the program by $140 million.
The reduction will be achieved in part by cutting the deputies' cost-of-living increase from 5% a year to 3% starting in January 2008, reducing by 50% a retiree's benefits when he or she becomes eligible for Medicare, and increasing by10% the premiums paid by retirees.
In addition, the agreement calls for an annual audit of the medical trust fund controlled by the deputy sheriff's association. The fund is used to pay for the membership's health care benefits.
Supervisors have long sought more financial disclosure about the fund's costs and reserves because the county makes significant contributions to it every year.
The issue was a sticking point for deputies until both sides agreed to an auditor approved by the county and the union.
"The raise was fair and responsible," said Chris Norby, chairman of the Board of Supervisors. "We did get more accountability for the medical trust fund, something I have been trying to do since I got on the board."
Union representatives could not be reached for comment Tuesday.
Deputies have already approved the contract.
The year-long talks were marked by a work slowdown and a dispute between the deputies' association and Supervisor John Moorlach, who has been critical of public employee unions.
In late December, the association circulated a letter requesting that Moorlach not be allowed to represent the county at functions honoring law enforcement, such as academy graduations, swearing-in ceremonies, and funerals for slain deputies.
Union officials accused Moorlach of showing "a lack of respect and regard" for law enforcement personnel in remarks stating that peace officers should not be treated any differently than other county employees. Moorlach defended himself saying that he respects law enforcement and that he only wanted "to make sure the taxpayers are protected."
Earlier this month, a work slowdown by deputies caused delays in courtrooms throughout the county as many defendants appeared almost 90 minutes late for hearings.
Union officials said they were following official policies and procedures, such as searching every prisoner getting on and off vehicles transporting them to court. But law enforcement experts say that doing everything by the book is a common police union tactic during labor talks.
"I'm glad we've finally got some resolution to this," said Moorlach, whose election to the board was opposed by the deputies' association. "The change in medical benefits is a positive. The increased disclosure for the medical trust fund is a positive."
Starting salary for police in Glendale to rise 19%
From The Arizona Republic, October 22, 2007
GLENDALE - The starting salary for Glendale police officers is expected to get a 19 percent bump as the city competes for recruits.
The proposal should go to a vote at an upcoming council meeting, although council members lodged no complaints at a recent workshop.
Growth mixed with fewer people entering law enforcement has created a competitive environment for Valley police departments.
Glendale, with passage of a 0.4 percent public safety sales-tax increase last month, aims to hire 99 more officers in the next three to four years.
Police Chief Steve Conrad says a competitive starting wage should help.
A starting officer's salary would be $49,992 compared to the current $42,132.
The city would have the fourth-highest starting salary for officers among 12 comparable Valley cities. Tempe tops the group with $54,010. Also ahead of Glendale would be Surprise and Scottsdale.
The proposal would provide a 2.5 percent bump for all officers on the salary step plan.
And it would increase the top of the pay scale to make those officers among the highest paid in the Valley. Officials say the increases would help retain officers.
An officer topped out at $63,804 would have the ability to earn up to $73,862 under the plan. A sergeant topped out at $79,446 would see a new range as high as $94,269.
Tallahassee Police union, city at an 'impasse'
From the Tallahassee DEMOCRAT, October 31, 2007
It's been almost a month since the city of Tallahassee's contract with the police union expired, and there's still no deal.
Michelle Bono, assistant to the city manager, said City Manager Anita Favors Thompson is expected to meet behind closed doors with city commissioners within the next few weeks to update them and seek guidance. The city and the Tallahassee Police Department have been negotiating since February.
"The bottom line of where we are is (that) impasse has not been declared yet," she said.
But Lt. Steven Slade, president of the Big Bend Police Benevolent Association, said that might be the last chance to reach a deal.
"We countered their last offer and we have yet to hear from them," Slade said. "If we don't hear from them (this time), our only recourse is to declare impasse."
If that happens, the city and union would likely go to a mediator, who would issue a recommendation. But mediation isn't binding: the commissioners have the last say. Under Florida law, police officers can't strike.
The city and the police are at odds over pay and benefits. No details on what's causing the hang-up have been made public, but the city budget provided for a 3-percent raise for police officers.
Bono said negotiations were especially tough this year because of the budget shortfall due to property-tax cuts.
The union represents 324 of the department's 361 sworn officers.
For the past several commission meetings, police officers have filled commission chambers to air their frustration. Last Wednesday, about 180 officers and their families attended the meeting while one of them told commissioners that officers were upset at their lack of support.
Slade said he hoped police could reach an agreement with commissioners that's acceptable to both parties.
"They can impose anything they want," he said. "That's not good for the city, the Police Department, or the community."
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The Police Negotiator's Handbookby Ronald J. York The Police Negotiator’s Handbook, written by Ronald J. York, provides a straight-forward approach to achieving success during labor negotiations with municipal governments. Upon reading this handbook, you will find that Mr. York’s logical approach to contract negotiations will allow you to set the stage for victory at the negotiating table. The table of contents of this handbook is a step-by-step guide to the negotiations process, with the remainder of the book describing these steps and providing a path to follow throughout the process. If you plan to be involved with negotiating a labor agreement for police officers, deputy sheriffs, or even state troopers, don’t make a move until you’ve finished reading this book. A POLICEPAY.NET, Inc. publication, this handbook includes some of the material presented at POLICEPAY’s live training events. Also included in the back of this handbook is a POLICEPAY.NET discount card, good for discounts off POLICEPAY.NET services and training events. |