Fiscal Year 2013-2015 Special Budget Meeting

Dan Lindheim Page 2 OPD - Civilianization The cost associated with the Sr. Police Commimications Dispatcher is aligned with the Fire Communication Dispatcher, Sr. classification. It is proposed that the existing Police Communications Supervisors assume the responsibiUties of the Sergeants of Police, and the Sr. Police Communications Dispatchers assume the responsibilities of the Police Communications Supervisors. It is recommended that the civilian supervisor positions receive an increase in pay which is 15% greater than a Senior Communications Dispatcher position so they receive compensation commensurate to their newly assumed responsibilities. It is anticipated that the civilian communications supervisors will supplant the four sworn sergeants by July 1, 2009. The salaries of the Police Services Manager I and II are not yet available to provide costs. The salary of the Range Master classification is unknown since this would be a newly proposed classification. All salaries are calculated at Step One and burdened according to AI 1303 (Fringe Benefit and Organizational Overhead Rates). Costs do not include any O&M, overtime, or premiums associated with these classifications. BACKGROUND On November 3, 1995, the Police Executive Research Forum (PERF) completed a management study of the Oakland Police Department (OPD) and made recommendations for the civilianization of several sworn administrative positions so they could be reallocated to law enforcement fimctions. The PERF report identified a total of 58 sworn positions that could effectively be civilianized. Some civilianization recommendations have already been implemented, including the Crime Analysis Unit being completely replaced by civilian persormel, as well as eliminating the Mounted Unit, which was completely staffed with swom persoimel. In April 2008, the Rules and Legislation Committee directed the Department to prepare a report detailing the Department's efforts to further civilianize sworn positions. The report was not presented at that time due to the on-going arbitration between the City of Oakland and the Oakland Police Officer's Association (OPOA). Rescheduling this report was necessary as the OPOA Mernorandum of Understanding (MOU) would contain specific language involving the use of non-sworn employees for positions currently filled by swom persormel. On March 11, 2008 the interest arbitration decision and award was issued for the MOU between the City of Oakland and the OPOA. Contained within Article DC of the OPOA MOU was a special provision concerning the use of non-sworn employees. Article IX, section C, 1, states, *The Chief of Police or designee may assign or re-assign to non-sworn employees any work which is not required to be performed by a peace officer so long as; (a) the assignment or re- assigrmient of the work does hot result in the layoff of any member of the bargaining unit or the elimination of any currently budgeted bargaining unit position; or (b) there is no adverse impact to officer safety." The issues involving the OPOA MOU will be discussed within the key issues and impacts section of this report. Item; Public Safety Comte. December 2,2008