Authorize a Letter of Agreement between the City and the Portland Police Association to implement a Police Dispatch Trainee Certification Pilot Project by increasing the pace of certification for Emergency Communications Dispatchers

The goal of this proposal is to address staffing challenges at BOEC by increasing the pace of certification for Emergency Communications operators Over the past one year, BOEC staffing has declined and call load has increased. This has led to long call-hold times and the cancellation of trainings. The larger the staffing deficit, the more likely training will continue to be cancelled. Over time, this pattern could lead to an even greater staffing deficit, creating a cyclical pattern that will difficult to emerge from. This proposal is an incentive for BOEC-PPA members to 1) Increase voluntary overtime hours worked and 2) Increase hours of coaching available, in order to address staffing shortages and ensure a consistent pipeline for coaching trainees. The attached letter of agreement includes the following changes: Double pay for all overtime hours worked in the remainder of the fiscal year (starting Sept 15 th ). This includes both voluntary and forced overtime. Implementation of a 3% coaching premium increase for coaches willing to train in all disciplines with no restrictions. These multi-disciplinary coaches already receive an 11% premium pay; this change would result in these coaches receiving a 14% premium. The proposal will be evaluated for efficacy on by the Commissioner-in-Charge and BOEC management on a monthly basis. If the pilot is not working as intended, it may be cancelled. Metrics for evaluation will include: Training hours provided Number of voluntary overtime hours worked Number of new coaches that are willing to train in all disciplines.

Throughout FY22, the number of BOEC employees in training has grown from 25 to 37, while the number of open positions has also grown. It is essential to prioritize training, while also increasing hiring rates to exceed the current attrition rates. Current Vacancy Savings Position Open Positions Monthly Savings Emerg Commun Call Taker 5 $ 35,522 Emerg Commun Dispatcher, Sr 23 $ 199,275 Total 28 $ 234,797 Projections of Increasing OT pay to 2.0 Current Avg Monthly OT Hours = 1,565 Increase to 2.0 25% OT Hrs Increase 75% OT Hrs Increase Monthly Increase $ 44,333 $ 80,195 $ 151,919 Annual Increase $ 531,995 $ 962,339 $ 1,823,026 Monthly Hours Added - 391 1174 Projections of Increasing Coaching Premium Pay from 11% to 14% Current Avg Monthly Coaching Hours = 1,674 Increase to 14% 50% Coaching Hrs Increase Additional Cost Monthly Cost $ 2,302 $ 5,370 $ 7,672 Annual Increase $ 27,619 $ 64,444 $ 92,063 Monthly Hours Added 837 Based on analysis by the Community Safety Division, increased personnel costs can be absorbed by BOEC through vacancy savings and will not result in an additional fiscal impact on the General Fund. A high-level (75%) estimate of the increase of incentivizing OT with a 2.0 pay increase and increasing coach’s premium pay will be covered by current vacancy savings. The hope is that the increase will lead to the ability to move trainees through the pipeline to get BOEC back to minimum staffing levels. Monthly reporting should be completed to track the progress of training hours compared to OT increases. Due to the current high number of vacancies, additional work needs to be done to increase hiring rates to get back to full staffing levels.

Low staffing at the bureau has resulted in long call-answering times, which have a profoundly negative impact on the level of service for emergency response provided to the community. The BOEC User Board, which governs BOEC operations, has been supportive of efforts to address the bureau's staffing challenges.