PURPOSE:

The purpose of this report is to request City Council approval of revisions to the specification for the classification of Police Officer (CTC No. 0651). 

BACKGROUND:

Law enforcement agencies throughout the United States have had difficulty filling vacant police officer positions since the late 1990s.  Before that time, many young men and women were attracted to a law enforcement career.  A police officer position provided a good salary, excellent vacation, sick leave, medical and retirement benefits, and promotional opportunities.  Since that time, interest in becoming a police officer has drastically declined due to several reasons including the negative publicity that has occurred in several high profile cases; the wars in Iraq and Afghanistan, which have siphoned off public-service minded people into the military; the increase in students pursuing professional positions; and the change in the generations� values and priorities.  Adding to these recruitment issues are enhanced police retirements that allow police officers to retire earlier and an increase in the number of police officer retirements due to an aging work force.   

Many law enforcement agencies are taking steps to address these recruitment and retention problems.  The City of Burbank has increased police officers� salary and benefits, run continuous recruitments for the police officer position, and implemented a signing bonus and finder�s fee program.  These measures have been somewhat successful; however, other competing agencies are also implementing similar incentives. 

ANALYSIS & CONCLUSION:

Staff is proposing several changes to the existing specification for the classification of Police Officer designed to assist the City in addressing the recruitment and retention issues.  Specifically, these changes will bring the specification up to date, more clearly express the City�s expectations for applicants and employees in this position, and make it easier for applicants to understand the requirements. 

In the Essential Functions section, clarifying language has been added that requires officers to not only attend required training, but to successfully complete the training, as well.  This clarifying language also specifies that these training courses include physical training required by the State of California.  Staff believes it is appropriate to require as part of the Essential Functions that all police officers not only attend, but successfully complete, all training, including training required by the State.

Additional requirements have been added to both the Essential Functions and the Special Conditions & Requirements sections, including the requirements that officers are physically fit and are of good moral character with no felony convictions.  The requirement that officers successfully complete a required medical examination, including a psychological suitability exam, has also been added to the Special Conditions & Requirements.  Staff believes these requirements are critical to the duties performed by police officers and should therefore be included in the specification. 

The revised specification also eliminates the Basic Police Officer Standards and Training (POST) requirement.   POST is particular to law enforcement agencies in the State of California.  This change will allow the Department to recruit and hire out-of-state police officers and to recruit and hire officers directly out of an academy, which will increase the City�s applicant pool.  Police officers hired from out-of-state agencies or directly out of an academy will receive the Basic POST certificate after one year of service with the City of Burbank.

Finally, the formats of the Education/Training and Special Conditions & Requirements sections have been changed to make them easier for candidates to read and understand. 

This classification will continue to be a Civil Service position and subject to the Fair Labor Standards Act.  This classification is not included in the City�s Conflict of Interest Code.  The Burbank Police Officers Association will continue to represent this classification and has been advised of these revisions.  The Police Chief concurs with staff�s recommendation.  The Civil Service Board approved these changes at its regular meetings of February 8, May 2, and June 6, 2007.

Fiscal Impact:

There is no fiscal impact associated with the revision of the specification for the classification of Police Officer.  The salary for this position will retain the current range, which is $5,157 to $6,440. 

RECOMMENDATION:

Staff recommends that the City Council adopt the proposed resolution revising the specification for the classification of Police Officer (CTC No. 0651).

Exhibits

Proposed Police Officer Specification

Redline version of Proposed Police Officer Specification