FY 2026-27 Proposed Midcycle Budget

employees to approach conflict and escalated situations with a different mindset to problem solve which a natural instinct to bring people in, not push people out. This practice has profound impacts linked to increased representation and allowing traditionally excluded voices to be heard.  Reallocates funding for Oakland ROCKS. Oakland ROCKS supports a positive workplace culture by organizing employee appreciation and recognition activities throughout the year. These efforts can help improve employee morale and engagement, which may contribute to better collaboration and more consistent service delivery across departments.  Equity Consideration: An equity consideration is ensuring that recognition opportunities are inclusive of employees across departments, job types, and work locations. This may include varying event formats, communication methods, and participation options so that staff with different schedules or work environments have a reasonable opportunity to engage.  Oakland ROCKS also recognizes cultural, historical and socially relevant events to highlight the diverse workforce and community we serve.  7. Violence Prevention Restorations   Reductions Adds 1.0 FTE Violence Prevention Services Supervisor position to supervise a team of life coaches who deliver intensive life coaching services to individuals at highest risk of gun violence in Oakland as part of the City’s Ceasefire-Lifeline strategy. This addition allows the Department of Violence Prevention (DVP) to redistribute the supervision of existing life coaches to ensure supervision caseloads do not exceed a 1:6 ratio, which is consider best practice in the implementation of intensive case management services.   Equity Consideration: 98% of individuals served by DVP life coaches as part of the Ceasefire-Lifeline strategy are Black or Latino. Enhancements in the DVP’s capacity to deliver intensive life coaching services that adhere to evidence-based models directly improves services for Black and Latino individuals at highest risk of gun violence in Oakland.  1. Repurposes $539,920 in operations and maintenance funding to maintain Ceasefire-Lifeline positions that were expected to be grant-funded; however, the anticipated grant was not awarded. This action maintains direct service staffing for individuals at highest risk of gun violence, while reducing funding for general administrative and operational needs and participant supports.   Equity Consideration: 98% of individuals served by DVP life coaches as part of the Ceasefire-Lifeline strategy are Black or Latino. Enhancements in the DVP’s capacity to deliver intensive life coaching services that adhere to evidence-based models directly improves services for Black and Latino individuals at highest risk of gun violence in Oakland.  2. Carries forward $974,999 in unused FY 2025-26 General Purpose Fund dollars to FY 2026-27 to support operations and maintenance expenditures for Ceasefire-Lifeline implementation and enhancements, consistent with the Mayor’s Budget Amendment for the FY 2025-27 Biennial Budget. These funds support implementation needs, including deeper evaluation of the Ceasefire-Lifeline strategy, enhanced gun violence intervention strategies, and the launch of a training and capacity-building initiative for the DVP grantee network. The carryforward allows the department to strengthen the City’s focused deterrence strategy, support individuals at highest risk of gun violence, and build the capacity of community-based partners delivering violence prevention services. Without the carryforward, planned Ceasefire-Lifeline enhancements are reduced, potentially limiting evaluation capacity, contract support, participant supports, grantee training, and timely intervention services.   Equity Consideration: 98% of individuals served by DVP life coaches as part of the Ceasefire-Lifeline strategy are Black or Latino. Enhancements in the DVP’s capacity to deliver intensive life coaching services that adhere to evidence-based models directly improves services for Black and Latino individuals at highest risk of gun violence in Oakland.  3. Deletes 1.0 FTE Case Manager position to strengthen supervision capacity and ensure fidelity to the Ceasefire-Lifeline model. In FY 2026–27, DVP plans to fill three vacant grant-funded positions to increase caseload capacity. As those grant funds end next fiscal year, the DVP will advocate for ongoing funding in the next two-year budget to preserve consistent Ceasefire-Lifeline capacity.  Equity Consideration: 98% of individuals served by DVP life coaches as part of the Ceasefire-Lifeline strategy are Black or Latino. Reductions in the DVP’s capacity to deliver intensive life coaching services directly reduce services for Black and Latino individuals at highest risk of gun violence in Oakland.  1. Police Restorations   Reductions Strengthens OPD’s Police Personnel HR Unit with 1.0 FTE Support Services Supervisor.  Equity Consideration: Adding a support services supervisor will strengthen the HR unit and bring much needed support OPD is currently operating with minimal administrative capacity 1. Restores 1.0 FTE Administrative Analyst II in Risk Management.  Equity Consideration: Per Department General Order R-02, Risk Management, the Risk Analysis Unit shall at minimum be staffed by a Data Manager and an Administrative Analyst, though this does not preclude the Department from adding staff to the unit. This work is essential for NSA related work and analysis.  2. Restores 9.0 FTE Police Cadets Equity Consideration: The Cadet Program is a program built to recruit and maintain talent in the Oakland Police Department. It provides critical workforce development opportunities for Oakland youth, as young as 15 years old, offering a direct pathway to well-paying careers in public service, while building a police force that reflects and understands the community it serves. The program also serves as a pipeline program for law enforcement. Since O