Fiscal Year 2019 Budget

68

Budget Impact:

The Police Department is one of the best departments in northwest Iowa. The level of dedication the officers have to the City and its citizens is top notch. However, it is not easy to maintain that level of service without the proper budget to support the needs of the department, from both a staff perspective, such as training, as well as the need to stay current on tactics and equipment. To do that, we must put together a budget that provides the staffing, training and equipment necessary to reach these goals. This budget provides that necessary level of funding to position the department to continue to succeed. The department continues to promote training and education for all officers. The department also encourages the officers to become instructors in various areas of law enforcement to enable the department to train our current and future officers and maintain that level of readiness. While the city's populations stays relatively stable, calls for service continue to remain strong. As with many things related to the city, the number of calls for service fluctuates each month based upon different variables. The types of call for service has also evolved over time, and each new call for service presents a challenge for the department with the unknown. The budget presented this year maintains the status quo of the department. Staffing levels continue to remain at 19 sworn officers, including the police chief as well as one civilian position. The budget continues the city's participation with the Spencer Community School district in providing a School Resource Officer. This position is technically an employee of the school and not the department. The budget also allows the department to continue upgrading the patrol fleet in accordance with the department's vehicle replacement strategy, ensuring that new and reliable vehicles are in use. The city is continually monitoring costs associated with all operations. The costs associated with the Police Department that may be of concern in the future include the city's match for the 411 pension system. The current system places all of the burden of any annual cost adjustments on the employer, therefore, if the System increases the needed contribution, the city will be responsible to cover those costs. The past few years have seen a decrease in the city's contribution rate, but given considering that the contribution rate is subject to investment returns, that can change. Another concern presented by the department is the turnover rate of officers leaving, mainly to join the county sheriff's office. Pay has been indicated has the biggest factor for making the switch. The city does not have the resources to continue matching the county on pay and our current salary model compares only to like city's for compensation. This may need to be addressed in the future as we continue to evaluate compensation.

Future Concerns:

Employees

Percent of General Fund Expenditures (net transfers)

20

20

20

20

Actual 15/16 Actual 16/17 Budget 17/18 Budget 18/19

Police Department 20%

Number of Employees (FTEs)