[Archived] Question #31: If filled, what is the revenue impact of the 5 Parking Enforcement Officer positions? What changes can be made to ensure that attraction and retention of these positions in the future?

Question:

The proposed budget includes the reduction of 5 Parking Enforcement Officer positions. Assuming those positions could be filled, what is the revenue impact of the positions? What changes can be made from a compensation perspective and potentially organization perspective to ensure that attraction and retention of these positions in the future?

Response:

The Parking Enforcement Officer (PEO) positions eliminated to fund Traffic Safety Officers in the FY 2019 budget could not be filled, so they did not generate any revenue. Since increasing the number of authorized PEOs from 24 in FY 2013 to 29 in FY 2016 through FY 2018, the annual average number of filled positions has remained below the original authorization of 24. If the Police Department can fill and sustain more than 24 PEO positions, the City could authorize overhires based on the assumption that the positions would produce more than their cost in revenue. The Police Department is considering several options to make the positions more attractive to potential recruits; however, based on past history, staff recommends waiting until a sustained positive trend has been established before adding positions to the budget and increasing revenue assumptions in the hope that they will be filled. Some recruitment and retention challenges include:

• Reclassification of PEOs are being considered to give parity to PEOs relative to similar positions in the department and in the city. PEOs are presently hired at a Grade 8, while Records Supervisors were recently classified to a Grade 16 on the City-wide pay scale.  In addition, PEOs must undergo specialized training, polygraph, drug testing, and psychological testing. The responsibilities of PEOs are broad. PEOs help to cover for school crossing guards, help to control traffic during times of crisis, such as the Simpson Field shooting, work on the perimeter of bank robbery scenes, and set up traffic posts for parades and water main bre
• PEOs are viewed as representative of the Department who wear uniforms, badges, and drive marked vehicles, yet are not equipped with the tools that police officers are issued. Unfortunately, they are open to verbal abuse, work in all types of weather conditions, and given the nature of their positions cause an unwelcome response from citizens.
  

• Senior PEOs invest a significant amount of time training new officers. These senior officers often choose to leave the department. The City is considering some type of incentive pay to retain these senior officers.
  

• The Department will consider transitioning to a more flexible work schedule to allow PEOs the ability to pursue a second job or training. This is in the very early stages of development.
  

• Given the relatively short tenure of many PEOs, consideration will be given to possible incentives such as a bonus for longevity. 
  

• The Department plans to involve the PEOs more in equipment changes. This earlier involvement will help make better choices and help the PEOs be an integral part of Department decisions.  It will be easier to get PEOs to buy in to new technology if they test it out beforehand.
  

A comparison of the two neighboring jurisdictions shows that APD is the lowest paid and is why the Police Chief and City Manager have asked that a pay study be undertaken. 

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