Authorization to Amend the Authorized Position List of the Biennial Operating Budget to Over Hire Based on Forecasted Vacancies
Forecasting vacancies is not possible in all circumstances, but is often possible with long-term injuries, industrial disability retirements, and service
retirements. In these situations, the Police Department is typically aware of future retirements a year, or more, in advance. However, current policy and
practice prevent hiring a replacement employee until the position is vacant. At that time, the Police Department hires for that vacant position in a manner
so as not to exceed the authorized sworn positions.

Filling a vacancy in a sworn classification is a long and demanding process. The recruiting, hiring, and training process takes from 12 to 18 months and
the success rate (after initial screening and testing) is less than 50%. In addition, an effective process should be relatively swift because applicants are
often testing with multiple agencies. The idea of recruiting and establishing an eligibility list, in hopes that a qualified candidate will wait for a vacancy, is
not effective nor cost efficient. The reality is that desirable candidates tend to receive multiple job offers and will not wait for weeks or months for a
police department to have a vacancy.

Staff seeks authority to hire up to four additional sworn positions than authorized in the current biennial operating budget in order to prepare for projected
retirements. The goal, in temporarily exceeding authorized positions, is to have a replacement employee recruited, hired, and trained, by the time an
employee retires versus waiting several months, or longer, to have that vacancy filled. By projecting retirements and hiring replacement employees in
advance the Police Department will have more available staff for core services, will reduce overtime on patrol, and provide more time off flexibility for
officers on patrol.

The four positions being requested are less than half of our average vacancy rate and will only be requested based on future vacancies. If no retirements
or vacancies are projected, then the Police Department would not over hire sworn staff. In addition, prior to over hiring sworn staff the Police Chief would present the forecasted vacancies to the City Manager for consideration and approval. 

Personnel and Training