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Personnel Committee 4. 8. Meeting Date: 01/22/2013 By: Colleen Lasher, Administrative Services Title: Consider a Resolution to Authorize Staff to Recruit for a Replacement Patrol Officer Position from the Recent Patrol Officer Recruitment File Background: The Police Department started 2012 with 23 licensed officers, including the Chief of Police, two Captains, four Sergeants, two Investigators and 12 Patrol Officers. Changes to the department's staffing of Patrol Officers include, one officer out on an unpaid extended leave of absence, one officer that resigned and one officer that retired as part of the City's Voluntary Early Separation program. The opening left by the resignation was filled in November; however, the number of officers currently available to provide the City with 24-hour protection is still down by two officers. Twenty-four hour protection consists of a minimum of two officers working at all times. During peak times there may be up to four officers on duty. Officers work a rotation of five days on duty, five days off, then two days on and two days off. There are four officers assigned to work 6:30 am to 6:30 pm each day as well as four officers working 6:30 pm to 6:30 am. It is anticipated that the officer on unpaid extended leave of absence will not be in a position to return to work. The absence of the Patrol Officer is taking its toll on the department by reducing scheduling flexibility, reducing officers' ability to use vacation time, and creates a liability for the department in the event that another officer would require an unplanned leave. AIn order to fill our last vacancy, a Patrol Officer recruitment was last held in the Fall, resulting in the receipt of 140 applications. Staff held 15 first interviews and 4 candidates were interviewed a second time. In addition to the interview process, candidates were required to pass a report writing exercise and a physical agility test. The top 4 candidates were required to pass a "shoot / don't shoot" exercise. Drawing upon the recent Patrol Officer recruitment file, staff feels confident that the next highest scoring candidate would be a good fit for the department. Or, at the very least, there are viable candidates left in the 125 remaining applicants that were not interviewed. Notification: Observations/Alternatives: Alternatives 1) Not hire an officer at this time. 2) Hire an officer at this time. 3) Wait until the officer on leave is able to return. This is not likely to happen within the formal Leave of Absence period. Pros: Hiring at this time would bring the department to a more desirable staffing level and would allow the use of the recent hiring process for candidates, saving the city money. Getting a new officer started now will ensure that they are trained and ready for the summer months when the department is busiest. Cons: The Police department continues to operate two officers below the number recommended by the Chief. Not hiring an officer at this time shorts the schedule of needed coverage. If an new process has to be completed in the