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REGULAR MEETING OCTOBER 24, 2016 Councilmember Dr. David Varner made a motion that Substitute Bill 48 -16 be sent to the full Council with a favorable recommendation. Councilmember Oliver Davis seconded the motion which carried by a voice vote of nine (9) ayes. 59 -16 PUBLIC HEARING ON AN ORDINANCE OF THE COMMON COUNCIL OF THE CITY OF SOUTH BEND, INDIANA, FIXING THE ANNUAL PAY AND MONETARY FRINGE BENEFITS OF SWORN MEMBERS OF THE SOUTH BEND POLICE DEPARTMENT FOR CALENDAR YEARS 2017, 2018, 2019 AND 2020 Councilmember Karen White made a motion to accept Substitute Bill 59 -16. Councilmember Oliver Davis seconded the motion which carried by a voice vote of nine (9) ayes. Councilmember John Voorde, Chair of the Health and Public Safety Committee, reported that they met and send this forward with a favorable recommendation. Council Attorney Kathleen Cekanski - Farrand served as the presenter for this bill. She stated she was just one (1) of ten (10) individuals that served on the City's advisory negotiating team that included Councilmember John Voorde, Councilmember Karen White, and Council President Tim Scott. There were also many great individuals that served from the City Administration, starting with Chief of Police Scott Ruszkowski, Operations Division Chief Jeff Rynearson, Deputy City Controller Jennifer Hockenhull, Director of Financial Services Ken Glowacki, HR Specialists Ann Spindler, and Board of Public Safety Agent Stephanie Steele. We worked with eight (8) members representing the Fraternal Order of Police. Since 1986, the City of South Bend has used a combined system of administrators and councilmembers working together on an advisory team so that there would be consistency and good reasoning behind the goals and objectives that were wished to be desired across the bargaining table. The proposed ordinance before the Council is a four (4) year deal that sets forth between two percent (2 %) and two point five percent (2.5 %) increases over the next four (4) years. It also reflects the goals Chief Ruszkowski set forth that stressed recruitment, retainment, and reward. As a part of that, the Chief and his staff worked very closely with Mr. Glowacki, who did a ton of work on this deal, to achieve those goals. There have been shift incentives placed into the deal in light of the fact that we have two hundred and forty -one (241) men and women serving our Department with eighty (80) officers that could retire next year that have met the twenty (20) year requirements. She turned the presentation over to the Administration representatives to further elaborate on the deal's provisions. Stephanie Steele, Assistant City Attorney with offices on the 12th Floor of the County -City Building, stated as was said we came into the bargaining with recruitment, retainment, and reward in mind. It is a four (4) year agreement and we are focused on that to provide some stability and predictability going into the year 2020. In this agreement we accomplished several things. First we have removed the Patrolman Third Class status, officers now can come in at Patrolman Second Class which makes us more competitive with other area police departments. Together with different incentives we are providing, gives us the same salary bracket as other departments that are nearby. With the idea of retention in mind, we have created different incentive categories beginning with officers who have been with the force for four (4) to nine (9) years and going all the way to officers who have more than twenty (20) years. These are incentives that will create more of a pull to stay and share the knowledge they have gained over the years. We have increased critical duty days from seven (7) to eight (8) which acknowledges for them the holidays that other employees are able to get. We also included an incentive for sign language efficiency which was suggested by Council Attorney Cekanski - Farrand. With the goal of rewarding in mind, we have really taken a look at what were the needs of the Department and where do we want more officers to stay. We have put a lot of the incentives into the second and third shifts which experience a higher volume of the, higher crime than some of the other shifts. We have also increased the pay for the field training officers, with the idea in mind that we want 0