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HomeMy WebLinkAboutM-82-0620cc) •:l. I?'` +' 'i: )' ::1:: r,'.� �:,.. :,!�i :, s�� l'i—.iiti�' r �,utt,licnl ;'.'e f i' fit it l't[II:I.("11T 7n tiE?1\'('(i `111:111tM ('IS,'; 1 'li '!]t` I I' )� "1:: [_; i)' 1 .>t1 15. "c:`•;'t ,,..II)l(' �',?' flit lduccoil If) _'T',Au_� f re%(in uel ; ' lu '1Lt':i. . 1(,11 ',; 1',111•i� ( is �+ !.tt•�• '1i,;uii :11,?:1, (;t111( l, (>t'(?ilt1: c tlit's i 'ltr '(l> Tt � ... `.l l '.:11 . ,il` � �'' i � \�•til,+' l?;1:. ll:I(l(' (bull, t ,,f !1... )�' i', 1 ,�, � ., t �i' r. �f i,:'111�11 l+>I1, r�, f.il(' f:}�)•`;1 :1.-..I 1'(j (, fll' ;. 1 1: • tt,+: ' ( 1 i'i jt?(s;1. ilt+ 1 i,(.'.f.l Vf. tOU]'ibi11 C!TY OF MIAMI. FLORIDA INTER -OFFICE MEMORANDUM TO Honorable Mayor and Members of the City Commission F.90 •A Howard V . Gary?& City Manager 1.1 if. July 15, 1982 FILE Consultant's Police Civilianization Report City Commission Meeting of July 22, 1982 - Agenda Item (A) Transmitted herewith is a first phase police civilianization report from the City's consultants. In its essence, this report estimates that "up to 100 sworn officers in the Miami Police Department can be released for field duty during the coming 1982-83 fiscal year," and that this "first phase effort will release 74 sworn officers". Subsequent reports will provide detailed programs to accomplish the remainder of the civilianization program. The cost of this program is estimated at $100,000 in the current year (which can be financed out of the current Police Department appropriation), at $2,450,000 for a full year in 1982-83, and at $2,550,000 for a full year in 1983-84. The benefit of this pro- gram is to provide 74 more sworn officers for field duty much more quickly than is possible by recruiting and training 74 new recruits. In addition, the 74 released officers would be more experienced, which is sorely needed, than an equal number of new recruits. RECOMME14DAT ION The consultant suggests, and this office agrees, that this program should not be initiated without the strong policy approval of the Mayor and City Commission. To put this program into operation and to later cut it back because of budget constraints, or other reasons, would serve no one's best interests - least of all the people of Miami. This office believes that the concept of civilianization is sound, that at this point in time it offers the quickest and soundest way to further buttress our field crime -fighting forces, and that it offers the only short term means of overcoming a current and alarm- ing shortage of experienced officers in the field. Therefore, this office will incorporate the civilianization concept into the recom- mended budget for 1982783 which is to be submitted to the Mayor and Commission shortly. In the meantime, because of the reasons set forth above, it is requested that the Mayor and City Commission review and approve the attached Police Civilianization Report in order that the program may be commenced and its benefits to the community realized as soon as possible. Honorable Mayor and Members of The City Commission BACKGROUND Beginning in the summer of 1980, in response to a steadily worsen- ing crime situation, the City of Miami has expanded its police force rapidly. The 1980-81 Budget authorized an additional 100 sworn officers and 26 civilian positions. The 1981-82 Budget authorized a further expansion of 186 sworn officers. Indeed, the consultant estimates that over 400 new officers have been added to the force since September 30, 1980 and that, as of September 30, 1982, about 65 per cent of the City's sworn officers will have two years or less experience. About 36 per cent of our sworn officers are pre- sently on a probationary status. On October 2, 1981, the consultant submitted a report analyzing the expansion associated problems of the Miami Police Department. In February, 1982, Booz, Allen and Chief Harms submitted a recommended civilianization program which this office rejected inasmuch as it was predicated on a reduction of the Commission's policy of expansion by 186 officers. In March, 1982 the Commission approved the present contract with the consultant which has resulted in the attached report and recommendations. Clearly, the rapid expansion of the Police Department, which was required to meet the challenge of the lawless to Miami's peace and tranquility, has developed its own problem of inexperience which must now be dealt with. As the consultant says in their report: "...The result is a young, inexperienced department with inadequate supervision. In addition, the static condi- tion of supporting civilian employees has necessitated the use of many officers for in-house, administrative duties. The only way to remedy this condition quickly is through civilianization and the consequent release of more experienced officers for field duty. Indeed, this program should take priority over any further expansion of the sworn officer personnel at this time. Otherwise, the Miami Police Department will become increasingly young and inexperienced, and more sworn officers will be required for administrative and support duties. Both the Chief of Po'iice and I support the concept of civilianization. I, therefore, request a policy decision on this matter from the Mayor and Commission members. I have requested the consultant to be present at the Commission Meeting of July 22, 1982 to explain their report and to answer any questions you may have. Page 2 of 2 BOOZ•ALLEN & HAMILTaON INC. 4330 EAST WEST HIGHWAY • BETHESDA, MARYLAND 20814 - TELEPHONE: (301) 951-2200 • TELEX: 710-824-0552 July 12, 1982 Mr. Howard V. Gary City Manager City Hall (Dinner Key) City of Miami 3500 Pan American Drive Miami, Florida 33133 Dear Mr. Gary: Booz, Allen & Hamilton, Inc. is pleased to submit this first implementation report regarding civilianization of the Miami Police Department. This interim report represents a partial fulfillment of our current professional services agree- ment with the City of Miami. The report describes the major thrusts of the civilianization program and presents an imple- mentation plan for its accomplishment. IVILIANIZATION CAN RELEASE ABOUT 100 UTY IN FISCAL YEAR 1982-83. N OFFICERS FOR Our current assessment is that up to 100 sworn officers in the Miami Police Department can be released for field duty dur- ing the coming 1982-83 fiscal year. This first interim report sets forth an implementation plan for a first phase effort which will release 74 sworn officers for field duty during 1982-83. Implementation plans for subsequent phases of this effort will be developed during our engagement and should raise this total to approximately 100 sworn officers during 1982-83. The Phase I program calls for: Releasing 74 sworn officers for field duty Hiring 113 new civilian employees r Upgrading 26 present civilian positions through re- classifications. The estimated costs for this program, based upon our implemen- tation schedule (Exhibit I) and personnel costs established by labor agreements for the current fiscal year and for 1982-83 are: EXHIBIT I Implementation Plan for MPD Civilianization Program TIMEFRA14E FOR IMPLEMENTATION A(TI()N WVVIRLD UNITS INVOLVED FY81-82 FY82-83 JUL All,; StP ia'T R)v DEC JAN FEB MAR APR MAY JUN JUL AUC, SEP Complete Personnel Chief of Police Aclrons to kecruit, • Office of the chief select, Ilire, and • External Affairs CUpVett Stdff: - k.-placement of swrn - Cunverslon of civilian I,ositrons - New civilian hates nl Services A.officers • Planning Research Planning • Legal • Public Information • Inspection Resource Management Administration: • Personnel • GrantS Management • building Maintenance* • budget s Inventory Control Information Services: • communications • kecards •• operations Support: • Training • Rectuitment 16 Selection • Pruperty '-Ief at ions • office of Asst. Chief • Fleet Management • ICAP • Urban Crisis • Patrol - S{a.•cial Patrol Unit - Supl-L. Resource Proalram - Task Force • Traffic - Off laity J. Special Events - Permits L Alarm Ord. • Criminal Investigation • Identification Yi wiAc fur In.lo�trtnd- ON-GOINr t rim and orrrl of worn nod Wl.-}'Wul rr t.ml luyec,: - MIU orientdtiun - un-the-)ub - semwms, coufetenceS I:valoatc hUgram kisults: ON -GOING - L,tdb Li,h perfutmdnce of 7e..ti ves - ('onduQt review, - identify IauLlemsr ' Iauyre,s & solutions - flan t leduect program emphasis * Includes new civilian hire - Laborer I - to be phased in the last quarter FY82-83 ** Includes new civilian hires - Clerk I (3) and Clerk III (1) - to be phased in the last quarter FY82-83 0 I II I I II III I III Mr. Howard V. Gary July 12, 1982 Page 2 $100,000 for the remainder of 1981-82. This can be financed out of savings in the current Miami Police Department appropriation. $2,450,000 for 1982-83 fiscal year. $2,550,000 for 1983-84 fiscal year. Our proposed schedule and cost estimates assume a start date of August 1, 1982, with a time -phased implementation effort occur- ring during the 1982-83 fiscal year. Personnel costs for 1983-84 are based upon presently established salary and wage rates for 1982-83. If these costs increase for 1983-84, as a result of negotiations, this cost estimate will have to be raised accordingly. DEVELOPED WITHIN CURRE ANIZATIONAL In order to move the civilianization effort forward as rapidly as possible, this study was divided into two phases. The first phase, which is described herein, accepted as con- straints the present organization of the Police Department and the current authorization of 1,000 sworn officers. Within these constraints, the study has identified 74 sworn officers that can be released for field duty and has identified a plan for accomplishing those releases as rapidly as feasible. Subsequent efforts under our present professional services agreement will address the questions of most appropriate de- .partmental organization as well as the future extent and pace of sworn officer expansion in the Miami Police Department. In addition, issues of planning and analysis capacity, computer capacity, and career development are to be addressed. Further civilianization and consequent release of sworn officers for field duty are expected to result from these subsequent imple- mentation efforts. NSULTATION WITH THE MAYOR AND FORE PROCEEDING WITH THE PHAS TY COMMISSION IS RECOMMENDED Even though the Mayor and City Commission approved the ini- tiative to implement civilianization of the Miami Police Department, it is recommended that your office, because of the policy and fiscal implications of this effort, secure approval from the Mayor and City Commission to proceed. While the program set forth in this implementation plan can be commenced legally and without exceeding current appropriations for 1981-82, it should not be commenced without policy approval by s,.'V." , A. IL �. , s Mr. Howard V. Gary July 12, 1982 Page 3 the City's legislative body. The program's costs for future years as well as its implications for law enforcement services to the people of Miami will have long-term ramifications for the City. BACKGROUND OF THIS EFFORT On October 2, 1981, Booz, Allen submitted a report en- titled, "Analysis of Miami Police Department Personnel Utiliza- tion Practices," pursuant to Resolution 81-628 of the Miami City Commission. That report analyzed the expansion associated problems of the Miami Police Department and made several recom- mendations to mitigate those problems. The principal recommen- dation was for civilianization to release experienced sworn officers for field duty as an alternative to substantial expan- sion of the sworn officer corps. Previously, as our report emphasized, the City Commission had responded to refugee immigration and increasing crime sta- tistics by authorizing an additional 100 sworn officers and 26 non -sworn positions in the 1980-81 budget. This reversed sev- eral years of declining personnel strength in the Miami Police Department. This expansion, coupled with a growing attrition rate among experienced officers, produced an increasingly inex- perienced field force. Indeed, at the time our report was sub- mitted, over one-half of the patrol force had less than one year of field experience and it was clear to us that the De- partment's ability to absorb large numbers of new officers was severely limited. Faced with burgeoning crime rates, the City Commission au- thorized a further expansion of the Police Department's sworn officer complement by 186 positions in the 1981-82 budget. This brought the total authorized sworn officer strength to 1,000 for the current fiscal year. In February 1982, the Chief of Police, recognizing the validity of civilianization, as well -as the need for experi- enced officers, proposed a civilianization program to your office. That proposal would have released 57 sworn officers for field duty by Hiring 91 new civilian employees and reclas- sifying another 24 civilian positions. However, because the plan would have required a reduction in the Commission's plan from 186 new officers to 98 new officers, the proposal was not acted upon. Instead, the present agreement with Booz, Allen was approved in March 1982. 'V_f. -, n ti 0 06 Mr. Howard V. Gary July 12, 1982 Page 4 EXPANSION HAS CREATED A YOUNG, INEXPERIENCED POLICE DEPARTMENT. By September 30, 1982, the Miami Police Department will have expanded its actual sworn officer corps by 357 persons - a 54 percent increase since September 30, 1980. During the same period, attrition will have required the replacement of another 53 officer positions. By September 30, 1982, it is estimated that approximately 65 percent of the sworn officer corps will have joined the Miami Police Department in the last two years. As of April 14, 1982, nearly 40 percent of the Department's total sworn officer corps had less than three years experience and over 36 percent of the Police Officers were still on a pro- bationary status. The result is a young, inexperienced Depart- ment with inadequate supervision. In addition, the static con- dition of supporting civilian employees has necessitated the use of many officers for in-house, administrative duties. The only way to remedy this condition quickly is through civilianization and the consequent release of more experienced officers for field duty. Indeed, this program should take pri- ority over any further expansion of the sworn officer personnel at this time. Otherwise, the Miami Police Department will be- come increasingly young and inexperienced, and more sworn offi- cers will be required for administrative and support duties. METHODOLOGY UTILIZED A TOP -DOWN APPROACH WHICH IS DESIGNED TO MAXIMIZE THE USE OF PERSONNEL RESOURCES. Our approach to developing this implementation plan was to proceed from a broad organizational and functional analysis of _ the feasibility of civilianization to a task and position by position analysis of civilianization potential and benefits. Specific positions were identified within the Department that were susceptible to civilianization based on the nature of the work performed such as criminal investigation, crime preven- tion, operations support and administrative. This approach re- sults in the civilianization of positions within the functional areas of police operations that are of a clerical, administra- tive, technical, professional and supervisory nature. The results oflthe top -down approach were compared with the Police Chief's proposal of February 1982. A comparison of the two plans is summarized below. Police Plan BAH Plan 2-17-82 6-14-82 Sworn Officers Released 57 74 New Civilian Positions 91 113 Reclassifications 24 26 Mr. Howard V. Gary July 12, 1982 Page 5 Both plans address civilianization within the context of the present Police Department organization. However, the Booz, Allen plan is constructed to support and release a larger com- plement of sworn officers. The different time frames addressed in the two plans make cost comparisons meaningless. We then developed priorities for dssignments of sworn offi- cers released for field duty. This was done on a basis of or- ganizational need rather than specific individual officer re- quirements within a particular unit. The Police Department management must make those judgments as to the assignment and placement of individual officers within the priority areas identified. Subsequently, an implementation schedule was de- veloped on a unit and functional basis. This considered such factors as difficulty of recruitment, duration and type of training required, and impact upon field strength. Finally, we constructed a program evaluation and monitoring recommendation. In addition to maximizing the use of personnel resources, this approach and resultant civilianization program offers sev- eral important benefits to the Department.. Improves the delivery of police protection services through effective use of manpower Provides for a rapid increase of experienced sworn officers for field assignments and supervision Assures efficient allocation of personnel resources based on nature of police operations and skills, knowledge and abilities required to perform them Enhances career development and growth opportunities for both sworn and non -sworn employees Demonstrates fiscal responsibility through a combined long-range expansion program of the sworn officer corps and an expanded and accelerated civilianization plan. PROGRAM RECOMMENDED FOR IMPLEMENTATION This recommended program will release 74 sworn officers for field duty. Assuming that policy clearance will be received from the Mayor and City Commission and that necessary recruit- ing and training can be instituted in August, the first results should be expected in September. Under this schedule, the following categories of officers should be released at various times during the ensuing months: SKr �u Ar u' Mt. Howard V. Gary July 12, 1982 Page 6 Captains - 2 Lieutenants - 2 Sergeants - 14 Police Officers - 56. The organizational units that will be affected by this civilianization program are indicated in Exhibit II. Our recommended priorities for reassignment of these offi- cers focus on those labor intensive police operations and cri- tical areas requiring additional personnel. In order of prior- ity they are as follows: Patrol - increase the visibility of sworn officers in the field and provide improved police protection ser- vices to the community Field Supervision - provide for improved supervision over the large numbers of new, inexperienced officers, particularly in patrol Inspections - formal inspection program discontinued due to staff shortages and emphasis on field assign- ments. Critical nature of function requires rein- statement of program with adequate staff (minimum 4 to 5 officers) to carry out responsibilities Criminal Investigations - expansion of patrol force coupled with resultant increase in calls for service and crimes responded to necessitates assignment of experienced sworn officers to follow-through investi- gative process Traffic - minimize number of incidences and time re- quired of patrol officers to respond to accidents. Improvements in service delivery and workload demands in administrative and enforcement areas requires in- crease in supervisory and sworn positions in addition to civilianization of selected police activities. Of these prioritie§, supervision deserves particular mention. Given the degree of inexperience present in the Miami Police Department, supervision becomes essential. Indeed, it may be necessary to provide more supervision than normal. This may require more sergeant positions and more training officer posi- tions than are now available even with civilianization. We will address this subject in our follow-up studies. Ica A. v' EXHIBIT II Miami Police Department - Current Organization Chart Cox" or SWICII arts JBcB AI,Y 1!J "I "IV URBAN Opp BISI FLEET RGHT INIEF CNII RM ,"VICE: 1 E(A,IUR MA.((iP MA iP TRAFFIC LIS i ATN .I iUPPLB 1-t :. fir t: IBiNT Y.'.•i ONS P6ASONS CRIMES A IbGMN T11S[ AIU F'Nt �FF:NT1 11 A7�'!. F F t.F"F •.!: STRU TAXI Qr over AMD �� iPD� iPLCIAL V49w rs II PERMITS Al1D ALM DRD �3 V� l of civilian employees as of May 17, 1962 current placement effected by eivillaniiation program. I+P:TY t IFLD SERVICE tT NS CTII: ammms DELINQ. ID PREVEN- -T ADMIN ASST FF AC' G )MPI. KW0R ADM= C �iCa1Pt�1Ia. j_ PAYROLL I ASST CIIiFF ESOUR MGMP DEPUTY CHIEF SUPP0wr SERVICE: MA.1JB MAJUN INFU UPNS SENVues suPPONr CUM- TBAIRI- PUTEilS I LMJS AECADIT I, AqD OBB SELEC- TI011 ('uURT LIAISON BIJlO , NOTES: I PSAa and TOIa to be utilized throughout Patrol. Z Tctts to be utilized in CIS. VIDEO UPNS tAS:i'f CII10E SPRCFAL ,ERVICt.: MAJON Si5 11 Mr. Howard V. Gary July 12, 1982 Page 7 TRAINING AND EDUCATION REQUIREMENTS TO PROVIDE FOR THE PHASING AND CONTINUED DEVELOPMENT OF BOTH SWORN AND NON -SWORN PERSONNEL Training and education must be emphasized on an on -going basis to assure an orderly transition of the civilianization program and continued development of both sworn and non -sworn personnel. The effective functioning of the units and posi- tions involved in this program must be maintained as new em- ployees are phased into operations. In addition, developmental and career progression needs of Police Department personnel must be addressed to attract and retain qualified and competent. sworn and non -sworn personnel. Although the immediate training and education requirements of new civilian employees must be met to assure the program's success, it should be established within a Department -wide framework for upgrading the skills and abilities of all person- nel. This would include: Orientation/indoctrination to familiarize new em- ployees with the Department's policies, procedures, operations, etc. Job skill development and or enhancement to effec- tively perform assigned responsibilities Supervisory and management training to: Enhance stability and continued viability of or- ganization effectiveness Improve direction and guidance over less experi- enced staff Develop a reservoir of highly qualified and ex- perienced personnel for progression into middle and upper management positions. _ At this time, further study is needed to identify addi- tional Department -wide training and education needs and re- quirements. This will be accomplished when the results of a training and education survey questionnaire, recently conducted by the Department and Booz, Allen, have been tabulated and analyzed. The results will be incorporated into career path models for both sworn and non -sworn pesonnel. Mr. Howard V. Gary July 12, 1982 Page 8 EVALUATION OF CIVILIANIZAT_ION_PROGRAM SHOULD BE AN ON -GOING PROCESS. Evaluation of this program should be focused at two key levels of performance: t Organizational unit - This provides for the evaluation of organizational goals and objectives and the extent to which functions can be adequately and properly per- formed by qualified civilian employees Individual - The same standards used to evaluate the performance of sworn personnel who have been released under the civilianization program should be applied to the new civilian employees. This level of evaluation is critical in that individual performance goals and objectives should facilitate achievement of organiza- tional ones. To accomplish this evaluation process several steps need to be completed. These include: Establishing organizational and individual performance goals and objectives Conducting performance results reviews Identifying progress, problems and solutions Planning and initiating corrective action and redi- recting, as required, future program emphasis. MPD management should be responsible for the annual deve- lopment and periodic update of the Department -wide civilianiza- tion plan. This can be accomplished by: Solicitating input from all line managers and super- visors -- sworn and non -sworn Preparing detailed plans, by unit and position, which identify actual, planned and potential areas for civilianization. Update and or revision of the annual plan should be based on the results of the performance reviews conducted. organiza- tional reviews can be accomplished by the Inspection Unit as Mr. Howard V. Gary July 12, 1982 Page 9 part of their operational audits of selected police opera- tions. Individual reviews should be conducted by line manage- ment and supervisors with the assistance of and in coordination with the Personnel Unit. The detailed implementation schedule for the proposed civilianization plan recommends that this process commence by April 1983. This would include an initial determination of the progress and accomplishments of the proposed plan and develop- ment of the FY 83-84 civilianization plan. IMPLEMENTATION ASSISTANCE PLANNED Once this implementation plan is approved by your office and by the Mayor and City Commission, we will assist the Miami Police Department and all other affected City Departments in carrying out the program as expeditiously as possible. Simul- taneously we will develop implementation plans for: -9 Organization . Career Development Planning and Analysis Capacity Computer Requirements and Capacity . Future Expansion of Sworn Officer Corps. It is expected that these efforts will result in further civi- lianization and release of sworn officers for field duty, with a total release for the entire program of approximately 100 in 1982-83. The remainder of this report, included as Appendix A, pro- vides additional information on and support to the recommended civilianization program. These areas addressed include: Analyses of the current organization's susceptibility to civilianization Detailed listing, by organizational unit, of the posi- tions invplved in the civilianization plan. We look forward to the opportunity to discuss our recommen- dations with you and the City Commission. Very truly yours, �3 (Lu^1641- 4 �}ctrn!SYr�c John C. Newman BOOZ•ALLEN & HAMILTON Inc. Vice President APPENDIX A i "- .�� x. V'Awr ATTACHMENT A Organizational Susceptibility to Civilianization Susceptibility to Civilianization High Partial Minimal None CHIEF OF POLICE . Office of the Chief X • Office of Professional Compliance X • External Affairs X SPECIAL SERVICES • Office of the Assistant Chief . Special Investigation . Internal Security • Planning + Research X . Inspection • Legal X Labor Relations X Public Information X RESOURCE MANAGEMENT • Office of the Assistant Chief X • Administrative Assistant X • Affirmative Action Compliance X • Administration X - Personnel X - Budget + Inventory Control X - Payroll X - Grants Management X - Building Maintenance X Deputy Chief Support Services X Information Services X Computers X Communications X Recoids X X X X X ATTACHMENT A (cont'd) Operations Support - Training - Recruitment + Selection - Court Liaison - Property - Video Operations Susceptibility to Civilianization High Partial Minimal None X X X X X X Operations Office of the Assistant Chief ICAP X Administrative Assistant Urban Crisis X Fleet Management X Deputy Chief Uniform Services Patrol - Platoon A - Platoon 8 - Platoon C - Special Patrol Unit Supplemental Resource Program X Task Force Special Threat + Response Unit Traffic - Motors - Accident Investigations X - Taxil - Off Duty + Special Events X - Permits + Alarm Ordnance X Deputy Chief Field Services Criminal Investigation - Person Crimes Proper y Crimes information X Criminal Center X Identification X Community Relations X - Crime Prevention X - Delinquency Prevention X 1 Responsibility consolidated with Dade County X X X X X X X X X X X X X X X ATTACHMENT A (cont'd) Definition of Terms: High Susceptibility - strong potential for predominant use of civilian employees . Partial Susceptibility - good potential for use of civilian employees balanced with presence of sworn officers . Mi'himal Susceptibility - limited potential for use of civilian employees None - no potential use of civilian employees r ATTACHMENT B (1) Miami Police Department Civilianization Program - Recap ORGANIZATION REPLACEMENT RECLASSIFICATION NEW HIRE CHIEF OF POLICE - - 2 SPECIAL SERVICES 5 - 7 RESOURCE MANAGEMENT 42 26 63 OPERATIONS 27 - 41 TOTAL 74 26 113 I ATTACHMENT B (2) Miami Police Department Civilianization Program - Release of Sworn Officer Positions ORGANIZATION (No.) NON -SWORN POSTION SPECIAL SERVICES Planning and Research (2) Management Analyst Asst Legal (1) Assistant Attorney s Public Information (2) Public Information Officer RESOURCE MANAGEMENT Administration: (1) Management Analyst Asst. . Personnel (1) Administrative Asst III Grants Management (1) Accountant Building Maintenance (1) Facility Attendant Information Services: Communications (7) Communications Supervisor (10) Communications Operator Records (1) Records Manager Operations Support: Training (1) Training Specialist Recruitment and Selection (5) Public Service Aide (No.) SWORN POSTION (1) Sergeant (1) Police Officer (1) Sergeant (2) Police Officer (2) Police Officer (1) Captain (1) Sergeant (1) Police Officer (5) Sergeant (15) Police Officer (1) Lieutenant (1) Sergeant (10) Police Officer �l�r i!ti OF ATTACHMENT H (2) (Continued) ORGANIZATION (No.) NON -SWORN POSTION (No.) SWORN POSIION Property (1) Property Manager (1) Captain (1) Asst. Property Manager (1) Lieutenant (1) Property Supervisor (1) Sergeant (1) Property Specialist I (1) Police Officer (1) Accountant (1) Police Officer OPERATIONS (5) Typist Clerk II (7) Police Officer . Patrol (11) Public Service Aide (11) Police Officer . Special Patrol Unit (1) Stable Attendant (1) Police Officer . Supplemental Resource Program (1) Reserve Officer (1) Sergeant (2) Public Service Aide (1) Police Officer Traffic (1) Clerk III (1) Police Officer (1) Clerk IV (1) Sergeant Off Duty + Special Events (1) Inspector (1) Sergeant (1) Account Clerk (1) Police Officer . Permits + Alarm Ordnance (1) Master Alarm Installer (1) Sergeant . Criminal Investigation (1) Crime Analyst I (1) Police Officer Total 64 74 0 ATTACHMENT B (3) Miami Police Department Civilianization Program - New Hires The positions described in this attachment represent new civilian hires which do not result in the release of a sworn officer for field duty. These additional positions are Justified according to one or more of the following criteria: Increased workload (current and anticipated) including backlogs and administrative responsibilities . Support to expanded sworn officer complement Improved service delivery and responsiveness _Reinstatement of critical functions which have been discontinued or de-emphasized. In the absence of these new civilian positions, sworn officers would be required to perform the assigned responsibilities in a majority of the units involved. ORGANIZATION CHIEF OF POLICE Office of the Chief External Affairs SPECIAL SERVICES Inspection Internal Security RESOURCE MANAGEMENT Administration: Building Maintenance Information Services: Communications (NO). NON -SWORN POSITION (1) Typist Clerk II (1) Administrative Assistant III (1) Management Analyst Asst (1) Secretary I (1) Laborer I (5) Communications Supervisor (14) Communications Operator (3) Typist Clerk III ATTACHMENT B (3) (Continued) ORGANIZATION (NO). NON -SWORN POSITION Records (2) Clerk I (2) Clerk II (1) Clerk III Operations Support: Property OPERATIONS Office of the Assistant Chief ICAP . Urban Crisis . Task Force . Identification Total (2) Property Specialist I (1) Secretary II (1) Typist Clerk II (1) Typist Clerk II (1) Planner II (1) Typist Clerk I (1) Public Service Aide (7) Identification Technician I 47 "., 0' •,' A L w , ATTACHMENT B (4) Miami Police Department Civilianization Program - Reclassifications The positions described in this attachment represent an upgrade of current civilian positions through reclassification. The focus of these actions is within the Communications Unit and is primarily designed to provide increased flexibility in the assignment of personnel to perform the tasks required on each shift. It also serves to enhance individual skills and responsibilities and improve career development and growth opportunities. Within Budget and Inventory Control, the reclassification actions are proposed to more clearly align functional responsibility with the knowledge, skills and abilities required of the proposed positions without having to increase the number of staff. FROM TO ORGANIZATION (No.) NON -SWORN POSTION (No.) SWORN POSIION RESOURCE MANAGEMENT Administration: Budget and Inventory Control (1) Accountant II (1) Budget Supervisor (1) Account Clerk (1) Budget Assistant Information Services: Communications (3) Typist Clerk III (3) Communications Supervisor (21) Typist Clerk II (21) Communications Supervisor Total 26 26 I s,vram. A.d %- F-, ..