HomeMy WebLinkAboutOrdinance No. 2286-2008Suggested by: Administration
CITY OF F{EPiAI
OItIIINANCE PIO. 2286-2008
AN ORDINANCE OF THE COUNCIL OF THE CITY OF KENAI, ALASKA, 1) AMENDING
THE SALARY SCHEDULE IN KMC 23.50.010 TO RECLASSIFY POLICE OFFICER
POSITIONS BY INCREASING THE RANGE OF THE POSITIONS AND CHANGING THE
STEP OF SOME EXISTING EMPLOYEES WHO WILL RECEIVE A RANGE INCREASE
AND 2) MAKING THE NEXT POLICE LIEUTENANT AN EXEMPT EMPLOYEE UNDER
KMC 23.10.030.
WHEREAS, changes in the Alaska Public Retirement System have made it more
difficult to attract entry level police officer positions; and,
WHEREAS, an increase in demand along with higher pay offered for private security
personnel has also made it more difficult to attract police officers; and,
WHEREAS, higher pay in the Anchorage Police Department also makes it difficult to
attract and retain Kenai Police Officers; and,
WHEREAS, the difficulty in recruiting for entry level police officer positions is shown
by an unfilled vacancy since October 2007 in the Kenai Police Department; and,
WHEREAS, the City of Kenai has not had similar difficulty attracting applicants for
other public safety or general government job openings; and,
WHEREAS, reducing recruitment standards is not an acceptable mechanism for
attracting police department recruits; and,
WHEREAS, retaining high quality police officers is a high priority for the City of Kenai;
and,
WHEREAS, pay increases for new and current Kenai Police Officers will make is easier
to attract new police officers and retain existing personnel; and,
WHEREAS, the position of Police Lieutenant should be exempt from the overtime
requirements of the Fair Labor Standards Act (FLSA); however, it would be unfair to
current Police Lieutenant to remove his overtime eligibility. Therefore, at such time as
the position is vacant in the future the position will become exempt from the overtime
requirements of the FLSA; and
Ordinance 2286-2008
Page 2 of 3
WHEREAS, it is in the best interest of the City of Kenai to increase the salary of police
recruits and existing officers.
NOW, THEREFORE, BE IT ORDAINED BY THE COUNCIL OF THE CITY OF KENAI,
ALASKA, that the Kenai Municipal Code is amended as follows:
SECTION ONE
KMC 23.50.010 is amended as follows:
CLASS GIBE CLASS TITLE RANGE
106 Police Chief [22] 23
303 Police Lieutenant [ 18] 20
304 Police Sergeant [ 16] 18
305 Police Officer (14) 16
314 Police Trainee [ 13] 16
SECTION TWO
The following section is added to the uncodified Kenai Municipal Ordinances.
Kenai Police Officers, except the Chief of Police, employed on the effective date of this
ordinance and receiving a two range increase as set forth in Section One above shall
have their step moved back two slots in the City of Kenai Salary Schedule in KMC
23.55. The position of Chief of Police will move up one Range and back one Step. For
example, if a current Kenai Police Officer is a Range 14, Step F, after the effective date
of this ordinance he/she would be reclassified to a Range 16, Step D. A Patrol
Sergeant who is a Range 16, Step CC now would be reclassified as a Range 18, Step
AA. The Chief of Police would change from a Range 22, Step F, to a Range 23, Step E.
The anniversary dates of current employees for future step increase shall not be
changed by this ordinance.
SECTION THREE
KMC 23.10.030(b) is amended as follows:
Ordinance 2286-2008
Page 3 of 3
(b) The following supervisory and professional positions of the classified service are
considered to be exempt from the provisions of the Fair Labor Standards Act due to
the nature of the position:
Airport Manager
Finance Director
Fire Chief
Librarian
Parks and Recreation Director
Police Chief
Police Lieutenant
Public Works Director
Public Works Manager
Senior Center Director
SECTION FOUR
The following section is added to the uncodified Kenai Municipal Ordinances.
The amendment to KMC 23.10.030(b) as shown in Section Three above, shall not
effect the current employee in the position of Police Lieutenant. However, any new
person, whether currently employed in the Kenai Police Department or not, who takes
the position of Police Lieutenant after the effective date of this ordinance shall be
subject to KMC 23.10.030(b).
PASSED BY THE COUNCIL OF THE CITY OF KENAI, ALASKA, this 9th day of March,
2008. /`\ ~ ~ ~~
LINIDA SWARNER, VICE MAYOR
ATTEST:
,~~~~
Carol L. Freas City Clerk
Introduced: March Sth,2008
Adopted: March 19th, 2008
Effective: April 19th, 2008
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tl~e utv of
"V'fla9e wit~t a Past, Gc°ty wit~t a Fr~tuYe"
210 Fidalgo Avenue, Kenai, Alaska 99611-7794 ;iI
Telephone: 907-283-7535 /FAX: 907-283-3014
1992
MEMO:
TO: City Council
FROM: Rick Koch
DATE: February 28, 2007
SUBJECT: Proposal to Re-Structure Kenai Police Department (KPD)
Salary Schedule
The purpose of this correspondence is to propose a re-structure of the salary schedule as
it applies to Police Officers, Patrol Sergeants, the Lieutenant, and the Police Chief:
Summary of the Issue or Problem
Since the Alaska Legislature modified the Public fimployees Retirement System (PERS)
from a Defined Benefits Prngrap~ to a Defined Conhibution Program, law enforcement
agencies throughout Alaska have faced increased challenges in recruiting law
enforcement officers.
Smaller departments in south central Alaska have faced additional challenges in trying to
recruit officers because of the higher compensation and other incentives being offered by
the Anchorage Police Department (APD).
While there are salary/incentive differences across the entire salary schedule between the
KPD acid APD, this proposal primarily attempts to address the problem we currently are
facing with the recruitment of new officers, both for new recruits, and for Lateral transfer
of certificated officers. We presently have a patrol officer position that has been vacant
since October, and we have no qualified applicants for the position.
This problem is unique to the recruitment of law enforcement officers. We have not had
significant difficulties in recruiting qualified personnel for other city positions at the
current salary schedules.
Backsround, Assumptions, and Other Important Information
All the law enforcement agencies we researched in this analysis share a common
problem, it is difficult to recruit adequate numbers of qualified individuals to maintain
staffing of law enforcement officers. I wish to emphasize, the problems appear to be in
recruiting, not retaining officers (other than retirement). Both APD and the Fairbanks
Police Department (FFD) have recently begun offering advanced placement within the
salary schedules for both recruits and lateral transfers to address this problem.
A memorandum of agreement (MOA) between. the Municipality of Anchorage and the
Anchorage Police Department Employees Association, dated August 28, 2006, increases
the base hourly compensation for a recruit from S 21.20 per hour to $ 26.49 par hour
(24.95% incease), and increases fhe base hourly compensation for a lateral entry program
officer from $ 26.49 per hour to $ 27.89 per hour (5.29% increase).
While the majority of my analysis is between the APD and KPD, it is not my intent to
mirror APD's salary schedule. It has been stated by those with historical knowledge of
the I{PD, that we can be competitive with APD in recruitment if our salary shucture is
within 20% of theirs. In preparing this proposal, I accept the assumption that working in
Kenai at KPD provides other quality of life benefits which make us competitive at a
lower salary schedule.
I have excluded some items of compensation from my analysis. These are overtime,
special. assignment pay, court appearance pay, and call-inlcall-back pay. APD Officers
are provided the opportunity to work a significant amount of overtime while KPD
Officers are not, and I was unable to quantify the other compensation items, so they were
not included. If these items were included, the difference in compensation between
similar pay grades at APD and KPD, would be greater.
Attempth_g to solveti~is problem requires taking atwo-step approach. Step one, is to
determine the appropriate placement of KPD law enforcement officers on the salazy
schedule to provide sufficient monetary incentives to successfully recruit flew officers.
Step two, if the Council agrees with step one to modify the existing schedule, is where to
place the present employees on the new salary schedule.
STEP ONE -MODIFY EXISTING SALARY SCHEDULE
Option Number One - Do Nothing, Retain Current Salary Schedule for KPD
Officers
Description -Maintain the current salary schedule.
PROS - 1. Lowest cost. By maintaining the current salary schedule there will be no
increase in payroll/compensation costs to the City.
2. Other city employees do not feel "under appreciated" as a result of the police
department being "singled out" for salary re-structuring.
CONS - 1. Recruitment of new officers, both fox recruits, and for lateral transfers of
certified officers will become increasing more difficult as Alaskan law
enforcement agencies more aggressively compete for recruits and lateral
transfers. The APD has shown it will aggressively attempt to recruit officers
from other law enforcement agencies throughout Alaska, and will come to our
community to do so.
2. KPD maybe forced to reduce the qualifications presently required of it's
recruits/officers in order to fill vacant positions.
Description --Modify the Classification Plan as follows:
Class Present Proposed.
Code Class Title Grade Grade
314 Police Trainee 13 16(A)
305 Police Officer 14 16(B)
304 Police Sergeant 16 18
303 Lieutenant 18 20(exempt)
106 Police Chief 22 23
The following summarizes the compensation comparison between KPD Police Trainees
(recruits), Patrol Officers and Patrol Sergeants:
Present Compensation Proposed Compensation
Classification DiFfe,•enee (%) from APD Difference (%) from APD
Recruit -25% -8%
Patrol Officer -20% to -29% -6% to -15%
Patrol Sergeant -19% to -30% -8% to -18%
The detailed analysis of the above information is shown on the attached Exhibit "A"
The Lieutenants position will be re-classified from a range 18 to a range 20 and made
exempt. The change in the Lieutenants position from exempt from non-exempt will not
be effective while the present employee in the position. Given this position has been
eligible for both overtime and holiday pay in the past, there was not a logical, or uniform
mamier in which to make the transition from non-exempt to exempt without the
employee's compensation being negatively affected.
The Police Chief position will be reclassified from a range 22 to a range 23 ai7d made
eligible for qualification pay.
PROS - 1. Provides sufficient compensation to compete with other Alaskan law
enforcement agencies to recruit new officers. Recruit compensation is within
_..
8% of APD, and lateral transfer compensation is within 7% if hired at 16G
range/step.
2. It is not necessary to lower standards for KPD Officers.
3. While not a problem at present, this will assist in retaining existing Officers.
CONS - 1. Most expensive alternative. Budget impacts are discussed in
Step Two
2. Other city employees may feel "under appreciated" because of increase in
compensation for a single department.
Administration Recommendation -Option Number Two
STEP TWO -PLACEMENT OF PRESENT RE-CLASSIFIED OFFICERS
SERGEANTS LIEUTENANT & POLICE CI~IEF WTPHIN SALARY
SCI~EDULE
If Council is in agreement with the administration's re-classification proposal under step
one, then the administration proposes decreasing by two steps the present step placement
for all Officers, Sergeants, and the Lieutenant. The administration also proposes to
decrease by one step the present step placement for the Police Chief The fiscal impact of
the achninistrations proposal is to increase personnel costs by $ 88,775.82.
An budgetary analysis of the administration's proposal is shown on the attached Exhibit
~.B,>
Also attached please find Exhibit "C" summarizing the increased cost of implementing
the proposed re-classification.
Thank you for your attention in this matter. If you have any questions please contact me
at your earliest convenience.
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SUMMARY C®MPARISON
OF PRESENT KENAI POLICE DEPARTMENT COMPENSATION
PAC GE WITH ADMINISTRATION PROPOSAL TO RE-
STRUCTURE
Administrat~ion~
Proposal
Present Increase Two Grades
Condition Decrease Two Steps
Base Salaries $ 1,034,744.00 $ 1,091,094.00
Total Monetary
Compensation $ 1,187,510.00 $ 1,253,678.15
Cost of Total
Compensation Package
Less Health care $ 1,553,492.73 $ 1,642,268.55
Amount Greater Than
Current Compensation
Package Less Health
care $ - $ 88,775.82
Percent increase over
Present Compensation
Package 0% 5.71
~11~~ ~