HomeMy WebLinkAbout1997-10-06 City Council (29)TO:
City of Palo Alto
C ty Manager’s Report
HONORABLE CITY COUNCIL
7
FROM:
AGENDA DATE:
SUBJECT:
CITY MANAGER DEPARTMENT: POLICE
OCTOBER 6, 1997 CMR:405:97
AMENDMENT TO SECTIONS 2.36.030 AND 2.36.040 OF THE
PALO ALTO MUNICIPAL CODE ALLOWING PUBLIC SAFETY
DISPATCHERS TO PARTICIPATE IN STATE. OF CALIFORNIA
PEACE OFFICER STANDARDS AND TRAINING PROGRAM
RESOLUTION AMENDING SECTION 1401 OF THE CITY OF
PALO ALTO MERIT SYSTEM RULES AND REGULATIONS RE:
MODIFICATION TO PROBATIONARY PROVISIONS - SERVICE
EMPLOYEES INTERNATIONAL UNION (SEIU)
MEMORANDUM OF AGREEMENT
RECOMMENDATIONS
Staff re~ommends that Council adopt: 1) the attached ordinance amending Sections 2.36.030
and 2.36.040 of the Palo Alto Municipal Code; and 2) the attached resolution amending Section
1401 of the City 0f Palo Alto Merit System Rules and Regulations referencing the amended
Memonmdum of Agreement (MOA) with Service Employees International Union (SEIU), Local
715. ~The ordinance amendment adds public safety dispatchers to the declaration of intent for
the City to receive State funds via California Pea~e O~cers Standards and Training (POST) for
training and mandates the adherence to POST standards for recruitment and training. The
resolution allows for the change in the probationary period for public safety dispatchers via the
MOA with SEIU.
The recommended action will modify City poli~y regarding duration of probationary periods
for the public safety dispatcher classification. This interim amendment will be subject to
renegotiation at the expiration of the current MOA with SEIU, Local 715 in April 1998.
In order to raise the level of coml~etence of local law enforcement officers, POST adopted
minimum standards relating to recruitment and training for peace officers in 1961. POST
CMR:405.~97 Page 1 of 4
required jurisdictions that desired to participate in the POST program to adopt ordinances
declaring their intent to receive funding for recruitment and training of peace officers and
pledging adherence to recruitment and training standards. In January 1961, the City Council
adopted an ordinance adding Sections 2.36.030 and 2.36.040 to Tire 2, Chapter 2 to the Palo
Alto Municipal Code to meet this requirement.
In August 1988, POST added public safety dispatchers to the program and established minimum
selection and training standards for local public safety dispatchers. The program became
effective January 1, 1989. The minimum standards require that agencies that hire dispatchers
after the date an agency joins the program unde~ke:
a thorough background investigation;
a medical examination;
an evaluation of oral communications skills;
satisfactory completion of a POST-certified, 120-hour Basic
Dispatcher course within 12 months of the date of hire; and
a minimum of 12 months probation.
Complaint/
~t recrmtment and hiring practices for the City’s public safety dispatchers meet all of the
above standards, with the exception.of the 12-month probationary period. SE1U Local 715’s
MOA with the City of Palo Alto defines the probationary period for new hires as six months.
Because public safety dispatchers are represented by Local 715, discussions were necessary in
order for Local 715 to review the materials pertaining to the City’s public safety dispatchers’
participation in POST. ’ Local 715 h.~ approved the temporary extension of the probationary
period for new hires in the Communications Dispatcher classification to 12 months to
accommodate the dispatchers’ participation in the POST program (see attached letter). The
interim modification as agreed is attached, and pending Council approval of the resolution, will
be effective until the end of the current Agreement (April 30, 1998). At that time, the
provisions will be subject to review and may be continued in successor Agreements.
Staff is recommending the above changes at this time because POST has announced that,
effective January 1, 1998, they will no longer provide an equivalency testing process for
dispatcher certification. Attendance at a 120-hour POST Basic Dispatcher Academy for those
dispatchers hired before July 1, 1990, and completion of at least one year of satisfactory service
will be required instead. In order to take advantage of the opportunity to utilize the equivalency
testing process, the changes to the Municipal Code and the Merit Rules and Regulations must
be made at this time. The disruption to operations and costs associated with sending those
CMR:405:97 Page 2 of 4
dispatchers who would not qualify for certification to the academy would be significant.
Overtime expenditures of over $70,000 would be needed to maintain the s~g levels in the
Communications Center ff dispatchers were requi~, ed to attend the Academy.
Approximately one-third of the current Communications staffhave already completed the POST
Basic Complaint/Dispatcber course. The remainder of the staff would be required to
successfully pass the equivalency .test to be certified by POST. Once this process is completed,
the Police Department would be eligible to receive reimbursement funds from POST for
qualifying training courses and to utilize the testing process POST has developed.
Staffhas not pursued the inclusion of the City’s public safety dispatchers in the POST program
until recently. Up until the last two years, the turnover rate for dispatchers has been very stable.
As a ~result, participation in the program was not viewed as a necessary part of the hiring
process as there was little need to hire replacements because few dispatchers left. However,
because the pool of interested, qualified candidates has been shrinking over the past several
years, it has become more difficult to attract experienced candidates. It has become evident that
an enhanced program for recruitment and formal testing for the requisite knowledge, skills,
abilities and traits which lead to a higher probability, of success in the public safety dispatcher
profession is essential. This is especially true as greater numbers of potential candidates are
being sought for the profession. POST has done extensive research into these areas and has
developed materials to aid public safety agencies in their search for qualified candidates to
¯ provide successful defivery of emergency services to the community.
I~ISCALIMPAC~
If Council approves the amended ordinance and resolution, the Police Department would
receive certification from POST. At that time, the City will be efigible to receive POST
reimbursement funds for qualifying training courses attended by the City’s pubfic safety
dispat~ers. Based upon the Police Department’s training provided to dispatchers during Fiscal
Year 1996-97, approximately $7,000 may be reimbursed from POST as a result of the
dispatchers’ participation in the program.
This is not a project for purposes of CEQA.
CMR:405:gq Page 3 of 4
Ordinance
Resolution Amending Section 1401 of the-Merit System Rules and Regulations
Letter from Service Employees International Union, Local 715 dated August 20, 1997
~ dated August August 13, 1997 from Susan Ryerson to Olivia Lin,. Field Representative,
Local 715
PP~PARED BY:John Bush, Communications Coordinator
Lynne Johnson, Assistant Police Chief
DEPARTMENT. HEAD REVIEW: CHRIS DURKIN, Police Chief
CITY MANAGER APPROVAL" ~.~
~Y HARRISON, Assistant City Manager
CMR:40~:97 Page 4 of 4
ORDINANCE NO.
ORDINANCE OF THE COUNCIL OF THE CITY OF PALO ALTO
AMENDING SECTIONS 2.36.030 AND 2.36.040 OF CHAPTER
2.36 [PERSONNEL PROCEDURES]OF TITLE 2 OF THE
PALO ALTO MUNICIPAL CODE PERTAINING TO ADHERENCE
TO PEACE OFFICER STANDARDS AND TRAINING AND
RECEIPT OF STATE AID FOR RECRUITMENT AND TRAINING
OF PEACE OFFICERS AND PUBLIC SAFETY DISPATCHERS
The Council of, the City of Palo Alto does ORDAIN as
follows:
SECTION 1 Section 2.36.030 of Chapter 2.36 of Title 2 Df
the Palo Alto Municipal Code is hereby amended to read as follows:
"2.36.030 Declaration of intent to receive
state aid for recruitment and training of peace
The City of Palo Alto declares that it
desires-to qualify to receive aid from the State
of California under the provisions of Chapter 1 of
Title 4, Part 4 of the California Penal Code."
SECTION 2. Section 2.36.040 of Chapter 2.36 of Title 2 of
the Palo Alto Municipal Code is hereby amended to read as follows:
"2.36 ¯ 040 Adherence to recruitment and
training
Pursuant to 13522
of
~f
.d from the State of
California pursuant to said Chapter 1 will adhere
to the .standards for recruitment and training ~
established by the California Commission on Peace
Officer Standards and
970909 .yn 0043111
1
SECTION 3. The City Council hereby finds that this,
ordinance is not a project for purposes of the California Environ-
mental Quality Act.
SECTION 4. This ordinance shall become effective upon the
commencement of the thirty-first day after the date of its passage.
INTRODUCED:
PASSED:
AYES:
NOES:
ABSTENTIONS:
ABSENT:
ATTEST:APPROVED:
City Clerk
APPROVED AS TO FORM:
Senior Asst. City Attorney
Mayor
City Manager
Police Chief
2970909 syn 0043111
RESOLUTION NO.
RESOLUTION OF THE COUNCIL OFT HE CITY OF PALO ALTO
AMENDING SECTION 1401 OFTHE MERIT SYSTEM RULES
AND REGULATIONS
WHEREAS, pursuant to Resolution No. 7620, adopted
September 9, 1996, the City Council amended the Merit System Rules
and Regulations ("Merit Rules") to’incorporate by reference the
memorandum of agreement ("MOA") between the City and SEIU, dated
April 30, 1996; and
WHEREAS, the City and SEIU have agreed to amend the MOA on
a trial basis to provide for extending the probationary period of
Public Safety Dispatchers from six (6) months to twelve (12)
months; and
WHEREAS, the amendment necessitates a further modification
to the Merit Rules.
NOW, THEREFORE,.the Council of the City of Palo Alto does
RESOLVE as follows:
~_T_~. Section 1401 ofthe Merit System Rules and
Regulations is hereby amended to read as follows:
"1401. Memorandum of agreement incorporated by
reference. That certain memorandum of agreement
dated April 30, 1996, and amended August II, and
October 6, 1997, by and between the City of Palo
Alto and Local 715A, SEIU, AFL-CIO, CLC,
consisting of a Preamble and Articles I through
XXVII with seven appendices attached thereto and
incorporated therein, for a term commencing
May i, 1996, and expiring April 30, 1998, is
hereby incorporated into these Merit System Rules
and Regulations by reference as though fully set
forth herein. Said memorandum, as amended, shall
apply to all employees in classifications
represented by said Local 715A, SEIU, AFL-CIO,
CLC, except where specifically provided otherwise
herein.
In the case of conflict with this chapter and any
other provisions of the Merit System Rules and
Regulations, this chapter will prevail over such
other provisions as to employees represented by
said Local 715A, SEIU, AFL-CIO, CLC."
SECTION 2. The changes provided’ for in this resolution
shall not affect any right established or accrued, or any offense
or act committed, or any penalty of forfeiture incurred, or any
prosecution, suit, or proceeding pending or any judgment rendered
prior to the effective date of this resolution.
1
971001 bd¢ 0031857
SECTION 3. The Council finds that this is not a project
under the California Environmental Quality Act and, therefore, no
environmental impact assessment is necessary.
INTRODUCED AND PASSED:
AYES:
NOES:
ABSENT:
ABSTENTIONS:
ATTEST:APPROVED:
City Clerk Mayor
APPROVED AS TO FORM:
Senior Asst. City Attorney
City Manager
Director of Human Resources
2971001 bdc 0031857
August 20, 1997
Service Employees International Union AFL-CIO/CLC
Susan Ryerson, Mana~ger
Employee Relations
City of Palo Alto
P. O. Box 10250
Palo Alto, CA 94303
POST Participatio~ for.Communicators
-.OL:bk opeiu 29/aft-el0 .--
c:Mary L. Lee, Senior Field Represent_a.tive .
Bob Gundrum, Steward
Dea~ Susan: .," -;,
Tl~ank you for the infor~ati0n on the I~i:obationaryperiod for Dispatchers, dated
August 13, 1997. ~’.’~ :’~". ~ .-.. " " .
We are in agreement with’the proposal to e.xtend the probaiionary Periodfrom
six (6) months tO t~. elve (12).months in order to accommodate the Dispatchers’.
participation in the Public Safety Dispatcher Program. .. :
Very truly yours, .". . ..-
CEIV.ED
1997
HUMAN RESOURCES
OEP,~RTMENT
San Jose Office: 2960 North. First Street, San Jose, CA 95134-2021 ¯ (408) 95~8715 .1Fax (-408) ~S4~1538
Redwood City Office: 891 Marshall Street, Redwood Ci.ty, CA 94063 - (415) 365-8715 o Fax (415) 365-7956
Stanford Office: P.O. Box 715,2, Stanford, CA 94309 ¯ (415) 723.3680 ¯ Fa~. (415) 723.3650
MEMORANDUM
Human Resources DePartment
DATE::’
TO:
FROM:
SUBJECT:
August 27, 1997 ,
Lynne Johnson
John Bush ~.
Susan RYerson ~¢-
P~)ST Participation for Dispatchers
Attached is a copy for your files of SEIU’s agreement to participate in the POST. program
for the Dispatchers, including the inclusion of a 12 month probationary period for new
employees. This agreement is made on an temporary basis in this interim contract period
and will be an item for discussion during the next contract negotiations..
Apparently, members of SEIU do not feel a need to meet before we implement the I~rogram.
Please do keep me in the loop as things develop and are implemented.
If there is anything additional you need from me, please let me know.
attachment
STATE OF CALIFORNIA
~EPART,%tENT OF JUSTICE
COMMISSION ON PEACE OFFICER STANDARDS AND TRAINING
1601 ALHAMBRA BOULEVARD
¯ SACRAMENTO, CALIFORNIA 95816.7~3 March 15, 1990
JOHH K, VAN OE
BULLETIN: 90-8
SUBJECT:Implementation of PUblic Safety Dispatcher
Certificate Program
Following a public hearing on January 18, 1990, the Commission
approved changes in regulations and procedures to establish a
certificate program for Public Safety Dispatchers (reference¯
¯ Bulletin 89-20). The regulations become effective July 1, 1990
~(contingent upon approval by the Office of Administrative Law)
and apply to fu11-time public safety dispatchers. Full-time
employment.oiS defined in Commission Regulation I001(1)."
To quaiify for a certificate, a. dispatcher must:
Have been employed in accordance with selection standards set
forth in Regulatio~ i018(c);
e Have completed the 80-ho~r Basic Complaint/Dispatcher Course
(first certified in 1985) set forth in Regulation 1018(d);
Have completed the 12-month probationary requirement set forth
in, Regulation 1018(e); and
Apply on a form provide~ by POST which includes an,attestatlon
by the department head as to the dispatcher’s qualifications.
Full-time dispatchers, hired before July i, 1990 and before the
agency’s entry into the POST Public Safety Dispatcher Program, may
qualify for a certificate by meeting the following alternatlve
criteria for tenure and training:
1. Have completed at least one year of .satisfactory service; and
e Have successfully passed the POST Basic Dispatcher Tral~ing
Equivalency Examination which will be available after July I,
1990.
The Commission also acted to modify existing Regulation 1018(e) to
make clear tha~ the one-year probation requirement applies only to
full-tlme employees.
Applications for the award of certificates will be available on or
before July l, 1990. A future Bulletin will provide additional
information about the POST Basic Dispatcher Training Equivalency
Examination.
Inquiries may be directed to t.he Comp,liance and Certificate.
Sea-vices Bureau at (916) 739-5377.
NORMAN C. BOEHM
Executive Director ’
Co~ission Procedure
4-3. Courses With Maximum Reimbursement Limitations: Subsistence, con~mJter
.lunch., ana travel ailowances wiI’l be reimoursed up to the date the maximum
number of weeks is reached; and salary allowances will be reimbursed up to the
maximum number of hours shown for the following courses:
Weeks/Hours Weeks/Hours
~ Basic Course
Basic Complaint/
Dispatcher Course
Marshals and Deputy
Marshals Basic Training
requirement is a
combination of:
*Basic Course and
Bailiff and Civil
Process Course
13/520
2/80
District Attorney
Inspectors or
Investigators Basic
Training hequirement is
a combination of:
*Basic Course and 8.55/342
Investigation and
Trial Preparation
Course
Commission Procedure D-I
, Supervisory Cours~2180
AdvancedOfficer Codrse
Executive Development
Course 2/809.65/386
ManagementCourse 2/80
2/80
Management, Supervisory,
Executive Seminars
2/80
1/40
1/40
1o7 Basic Complaint/Dispatcher Course. The Basic Complaint/Dispatcher Course
contains the fo|lowingFunctibnal Areas and minimum hours. This course
providesinstruction Pegarding entry-level skills and knowledge to personnel
whose duties include receiving emergencYcalls for services, a~ dispa~h~og
lawenforcement personnel. With prior POST approval, flexioil~ty snail De
granted to adjust hours between functional areas.
Functional Areas:
1.0 Professional Orientation ( 4 hours)Z.O Administration of Justice ( 4 Hours)3.0 Fegal Aspects (16-Hours)4.0 Telephone Procedures .(10 Hours)5.0 Radio Procedures (10 Hours)6.0 Dispatch Practicals (Role-play exercise)(12 Hours)7.0 Stress Management ( 6 Hours)8.0 Telecommunications ( 6 Hours)9.0 Basic Emergency Medical Services Dispatching ( 4 Hours)lO.O Unusual Incidents ( 6 Hours)
Examinations
Total Minimum Required H~urs
( 2 Hours)
(80 Hours)
c)Oral Con~ ~ications: Oral co~unicatio~: ..ills s~aIl be
evaluatea before hire to assure the presence of skill
levels co~m~ensura~e with the performance of dispatcher
duties.
."Iinimum training stanaards for oublic safety dis.oatchers
(1)Every public safety dispatcher shall satisfactorily com.oiete the
POST-certified Basic Complaint/Dispatcher Course as set forth in
PAM, Section Doi-7 before or within, 12 months after the date of
appointment, promotion,.recIaSsi.fication, or transfer to a
public safety dispatcher position.
(e)o Probation Period
(I)Every public safety dispatcher after hire shall demonstrate
competence in .the performance of the duties of a public safety
dispatcher, by satisfactory comp|etion of a probationary period
o{ at least 12 months, Upon entry:into the program, departments
with a probation period of less than 12 months, when established
by ordinance, charter, or memorandum of understanding, sha]| be
granted a waiver of this requirement until a |2-month probation
period can be established.
Co~ission~Proce~ure
Procedures-
lJ4. General Requirements: General requirements relating to reimbursement
~re as’i=6lTows:
Non-sworn persons performing police tasks who are to be assigned
or are .assigned to the followiog job c]asses are eligible,
without.prior approval from POST, to attend training courses, as
provided by Regulation Section 1014, that are specific to their
assignments. Job descriptions shall be used to determine those
positions eligible:
Administrative Positions.
Criminalist
Community Service Officer
Evidence Technician
Fingerprint Technic.ian ¯
Identification Technician
Jailer and Matron
Parking Control Office~
Polygraph Examiner
Records Clerk ’
Records Supervisor
School Resource Officer
Traffic Director and Contr,]~ Officer
Reimbursement for training which is not specific to one of the
job classes enumerated in the above paragraph, must be approved
by the Con~nission on an individual basis prior to the beginning
of the course, providing such information as specified in
Section lOl4 of the Regulations.
A full-time public safety dispatcher,as defined in Regulatlon
I001(I) and it), who is employed by a department or jurisdiction
authorized to participate in the Public Safety Dispatcher
Program by statute, and which is participating, may attend the
POST-certified Basic Compiaint/Disp~tcher Course required by
Regulation 1018, and the jurisdiction may be reimbursed, for -
a11owable training expenses up to the maximum hours, listedin
PAM E-4-3. Eligible public safety dispatchers, as specified
above, without prior approval from POST may attend
POST-certified seminars and technical courses which are specific
to their assignments, and the jurisdiction may be reimbursed.
If such seminars and courses are not specific to their
assignments, reimbursement must be approved by the Con~nisslon
prio~ to attendance of the course. Training expenses shall be
reimbursed only for full-time.employees as defined in Regulation
lO01(1).
1015. Reimbursements ~-on~inue~)
(h)~hen a peace officer trainee.has attended a POST-certified basic
course for which reimbursement has been provided, an emoloying
jurisdiction may receive reimbudsemen= for subsequent acten~ance of a
"POST-qer~ified basic training course by the same trainee who has a
three-year or longer break in service as a peace officer ~nd must be
re~rainec (Section lO08(.b)).
(i)
:.
1018.Public Safety D~spa~cher Programs
(a)The Co~ission shall establish a Public Safety Dispatcher Program for
the purpose of raising the level of competence of public safety
¯ dispatchers having primary responsibility fo~ proyiding dispatching
services for local law enforcement agencies listed in subsection (a)
of Penal Code Sec=ion 13510.
(b).Specialized Public Safety Dispatcher Program
Any public jurisdiction or agency, other than those described in
Penal Code Section 13510(a), which employs public safety.~ispatchers
whose primary responsibility is providing dispatch services for law.
.enforcement.personnel, may participate in the Specialized Public
Safety Dispatcher Program, Such participants shot| not be eligible ¯
for reimbursement. A11 rules and procedures, except reimbursement
provisions, that apply to the Public Safety Dispatcher Programsh~11
also apply to the Specialized Public Safety Dispatcher Program.
Minimum Selection Standards for Public Safety Dispatchers
(I)Every publi~ safety dispatcher shall be subject to the following
requirements:
a)
"b)
Background Investigation: A thorough¯background
.investigation shall be conducted before hire to verify the
absence of past behavior indicative of unsuitability to
perform public safety dispatcher duties, The background
investigation shall include’a check, of Department df Motor
Vehlcle records,.and a search of 1oca1~ state, and ..
national fingerprint files t~ disclose any criminal
record. Results ofthe background investigation shall be
reduced to writing and retained by the department.
Medical Examination: A medical examination shal.l be
conducted before hire to verify the absence of any medical
condition which would preclude the s~fe and efficient
performance of dispatcher duties, Signed written
verification of the medical examination having been
condbcted in accordance with this requirement, by a
licensed physician and surgeon, shal.l be retained by the
~epartment.
I015. Reimoursemencs
(a) Proportionate Reimbursement
ReimbUrsements t3 ¢i~ies, counties, and districts shall be granted by
the Co~rnission in accordance with Section 13523 Pena~ Co~e.
~’!arsnals’ aria district attorneys’ deoartments are included in
:he Reguiar Program for reimbursement even ~hougn inaividuaI
~fficers employed by the a.gen~ies have re~ained specia]ized
peace officer classification.
(2) A jurisdiction that employs limited function peace"officers may
be reimbursed for a11owable expenses related to attendance of
POST=certified courses.
(b)
(c) ’ Training Expenses May Be Ciaimed Only Once.
When a trainee has attended a course certified by the Commission for
which reimbursement has been |egally requested and paid;’an employing
jurisdiction ~ay not receive reimbursement for ~ubsequent attendance
by the sam~ trainee of the same course except where attendance of the
course is ~uthorized to be repeated periodically, such asfor
Seminars, Advanced Officer Courses, and selected Technical Courses
which dea_1 with laws, court decisions, procedures, techniques and
equipment which aresubject to rapid development or change.
Exceptions or special circumstances must be approved by the Executive
Director prior to beginning the training course.
(d)
(f)
(g)
Reimbursement may be made tO a jurisdiction which terminates a Basic
Course trainee, alIow~ a trainee to resign prior tO completion of a
certified basic course, or if the trainee is unable to comp|ete a
certified basic course due to illness~ injury, or other physica| or
academic deficiency, provided the background investigation ~_
requirements have been completed pTior to the trainee’s appointment
date and the date the course 5egan. The remaining reimbursement
entitlement for those trainees eligible to be re-enrolled, may be
applied to any certified basic course which is subsequently attended.
Reimbursement may.be paid to a jurisdictionwhen, a trainee fails a
certified basic course only because of not passing a |ocaI]yrequired
training subject{s), but the trainee otherwise satisfactori|y
completes the course.
1006.
IulO.
(a)
(b)
Zxtension of Time Limit for Course Completion (continue~)
peace officer or dispatcher is unable to complete the required course
~ ¯~(thin the time limit orescribea because of illness,.,njury, military
service, br special bury assignment requirea ana maQe in t~e pub|it
interest of one concerneo jurisdicticn; :r upon presentation of
evidence by a oepar~ment that a peace officer or oispatcher is unable
to complete the required course within the-time prescribed. Time
extensions granted under this sub-section s~all not excee~ that which
is reasonable, bearing in mind each i4dividua] circumstance.
Z1igibility for Participation
To be eligible for’participation in the POST Program, a jurisdiction
or department must adhereTto the minimum standards for selection and
training as defined in Regulations I002, 1005, and IOOg, for every
peace officer, and for every oispatcher employed by a jurisdiction or
¯ departme6t the minimum standards for selection and training as
defined in Regulation IOIB. Theminimum standards for selection and
training of peace officers and/or public safety aispatchers shall
apply only to jurisdictions or.departments that have pledged to
adhere to these standards. ,.
A jurisdiction or agency shall be ineligibl.e to participate if it:
(1) Employs one or more peace officers or dispatchers who do not
meet the minimum standards for employment; or
(2)Does not require that everypeace officer or dispatcher
satisfactorily completes the required training as prescribed in
these Regulations; or :
(3}Has in its employ any Regular Program peace officer hired after
January l, 1971, who has not acquired the Basic Certificate
within six months after date of comp!etion, of IZ months of
satisfactory service from the date first hired as a.peace
officer, or as otherwise ~etermine~-by the Con~nission in PAM,
Section F-i-S-a; or
(4)Effectire upon entry into the Specialized Law Enforcement
Certification.Program, has in its employ any specialized peace
officer hired thereafter who has not acquired the Basic
Certificate within six months after date of completion of
months of satisfactory service from the date first hired as a
peace officer; or
Fails to permit the Con~nlssion to make such inquiries and in-
spection of records as may be necessary to verify claims for
reimbursement orto determinewhether the jurisdiction or agency
departmen~ is, in fact, adhering t6 the Con~nission’s Regulations.
REGULATIONS*
Attachment B
Definitions
"Oe6artment" in the Regular Program is a. city police department, a
county sheriff’s.department, a regional .park district, a district
authorized by statute to maintain a polic~ departmenZ, the California
Highway Patrol, the University of California Police, the California
State University and CollegEs Police,’ marshals departments, district
attorney offices en~loying investigators, and Community College
Distr~ct Police; in the Specialized Program "department" is a
specialized agency, department, division, branch, bureau, unit,
section, office or district that provides investigative or general.
law enforcement services; and in the Public Safety Dispatcher Program
and SpecialiZed Public Safety Dispatcher Program, "department" is the
governmental entity which provides the dispatch services.
(1)"Full-time Employment" as defined by local chapter or ordinance% add,
the employee normallywo~ks in excess of 20 hours weekly or 87 hours
monthly; and, the employee is tenured or has a right to du~ process
in personnel matters; and, the employee is entitled to workmans
compensatio6 and retirement provisions as are other full-time
employees of the same personnel classification in the department.
(t) ."Public Safety Dispatcher" is a non-peace officer who is employed
fuli time or part time to perform duties which include receiving
emergency calls for law enforcement service and/or dispatching law
enforcement personnel,
,~OTE:Present (t) through {z) and (aa) will be relettered,
1003.Notice of Appoin.tment/Terminat~on
Whenever a regular, specialized, limited function, or reserve peace officer is
newly appointed, enters a department laterally, terminates, or changes peace
officerstatus within the same agency, the department shall notify the
Commission within 30 days of such action on the Notice of Appointment/
Termination Form 2oI-14 (Rev ), as prescribed in PAM, Secti6n C-4, "Notice of.
Appointment/-Termination," For departments-in the Public Safety Dispatcher
Programs, the form ~hall be submitted whenever a.person is appointed,
promoted, reclassified, o~ transferred to a public safety dispatcher position,
or wheneve~ the person is terminated from a public safety dispatcher position.
I006., Extension of Time Limit ~or Course Completion
The ConTnission will grant an extension of time limit for completion
of any course required by Section 1005 or lOl8 of the Regulations
upon presentation of satisfactory evidence b~.a department, that a
The review and approval process by the Office of Administrative Law must b~
completed before the amended Regulations and Procedures take effect,
Attachment A
Penal Coae.Seccion 13510
{a) For the purpose of raising the level of competence of |ocal law
enforcement officers, the co~raission sha11~..adopt’, and may, from time to time
ameno, rules establishing minimum s~andards relating to physical, mental, and
mora] fitness, which sha|l govern the recruitment of any city police officer~,
peace.officer members of a county sheriff’s office, marshals or deputy marshals
of a municipa|court, reserve officers as defined in subdivision (a) of
Section 830,6, policemen of a district authorized by.statute to maintain a
police department, regularly employed and paid inspectors and investigators of
a district attorney’s office as defined in Section 830.1 who conduct crimina|
inve~tigatiods, or pe~ce officer members of a district, in any city, county,
cityand county, or district receiving state aid pursuant to this chapter, and
sha|1 adopt, and may, from time to time amend, ru|es establishing minimum
standards for training of city police officers, peace’officer membersof
county sher.iff’s offices, marsha|s or deputy marshals.of a municipal court,
reserve officers as defined in subdivision (a) of Section 830.6, policemen of
a district authorized by statute to maintain a police department, regularly
employed and paid inspectors ~nd investigators of a district attorney’s office
as defined in Section 830.1 ..,1o conduct criminal investigations, and peace
officer members of a district which shall apply to those cities~ counties,.
cities and counties, and districts receiving state aid pursuant to this
chapter .....
(b) ....
(c) For the purpose of raising the level. of competence of local public safety
dispatchers, the co~ission shall adopt and may, from time to time amend,
ru|es establishing minimum standards relating to the recruitment and training
of local public safety dispatchers having a primary responsibility for
providing dispatching services for local law enforcement agencies described in
subdivision (a), which standards shall apply to those cities, ~ounties, cities
and counties, an~ districts receiving state aid pursuant to this chap~ero~o.-
As used in this section, ~’primary responsibility" refers to the performance of
|aw enforcement dispatching duties for a minimum of 50 percent of the time
worked within a pay period.
Pena] Code Section 13525
Any city, county, city and county, or district which desires to receive state
aid pursuant to this chapter for the training of regularlyemployed and paid
]oca| public safety dispatchers, as described in subdivision (c) of Section
13510, shall inc|ude that request for aid in its application to the co~ission
pursuant to Section 13522 and 13523o
Penal Code Section 13510( limits ~he P6blic Safety D~sp~ ~er Program to
:ispa~c~ers naving.primar~ ,’esp0nsibility (aS least.50% of ~ne Lime) for
enforcement dispatching duties. Therefore, the ]e~ter requesting participa-
Lion in the program must include a sta~emen~ (based on the agency’s records)
cna~.50% of’ more of. the communication center’s oispa~ch time in each oay
~erio~ is in the performance of law enforcement oispatcning activities.
The laws pertaining tp public safety o.ispatchers are provided in Attachment A;
~on~nission Regulations and Procedures are provided in Attachment B; ano a
sample ordinance for local reimbursaole agencies is provided in Attacnment Co
Other sample ordinances, resolutions, orletters.of intent are available from
Compliance and Certificate Services Bureau;..questions regarding the Public
Safety Dispatcher Program should be ~irected .to Bureau Chief Darrell Stewart,
at (916) 739-5377."
NURFIAN C. BOEHM ,-
Executive Dir~ctor
," "~’~,TE ~F CALIFORNIA
C ~PART.;AENT OF JUSTICE
COMMISSION ON PEACE OFFICER STANDARDS AND TRAINING¯ "~
1601 ALHAMBRA BOULEVARD
SACRAMENTO. CALIFORNIA 95~16,7083
August 20, 1988
GEORGE
JOHN K, VA~ DE
BuLLeTIn: 88-7
SUBJECT:IMPLEMENTATIOI~ OF THE PUBLIC SAFETY DISPATCHER PROGRAH
Penal ~ode Section 13510 has been amended to require the Commission on Peace
Officer Standards and Training (POST) to establish minimum selection and
training standards for local public safety dispatchers. The Comission,
following.the public hearing on July 21, lgBB, adopted standards as part Of a
voluntary Public Safety Dispatcher Program. The program, described below,
will become effective, subjectto review and approval of the Co~mission’s
regulatory actions by the Office of Administrative. Law, on January.], 1989.
All local agencies that are n~w in the POST peace officer program are eligible
to participate in the Public Safety Dispatcher Program. Eligible agencies
will be reimbursed for certain dispatcher training costs only if they
participate in the dispatcher program. In addition,, certain consolidated
disp.atch centers operated by a city, county, city and county,districts
defined in Penal Code Section 13507; or a district authorized by statute to
maintaina police department can also qualify. A specialized program will be
available for non-reimbursable stat~ and local agencies.
Minimum standards for public safet~ dispatchers hired after’the dat~ an agency
joins the program~include:
o athorough background investigation;
o a medical examination;
o an evaluation’of oral communication skills;
satisfactory completion of a POST-certified, 80~hour Basic Complaint/
Dispatcher course within 12 months of the date ofhire; and
minimum of]2 months probation.
To participate in the Public Safety Dispatcher Program, .~ city, county, city
and county, or qualified district must submit a letter to the Co~ission
requesting participation, accompanied by a copy of an ordinance (or resolution
when appropriate) pledging adherence to the standards adopted by the
Commission. State agencies that are now not. eligible for reimbursement must
submit a letter of intent in order to participate in the non-reimbursable
program.
So tha~ we may reasonably estimate initial’testing volume, please
compl4te~and.r~turn the enclosed postage-paid card no later than
June 29, !990. Based on review of the returned cards, we :;i!! ~
establish a schedule of test dates and locations for the early
month~ of the program. The schedule will be forwarded to you
along with a form for designating the desired dates and locations
for your dispatchers to be tested. It is anticipated that actual
testing will begin in early August.
For those dispitchers who have completed the Basic Complaint/
Dispatcher Course, and who are otherwise eligible as described in
Bulletin 90-8, certificate applications may be submitted at any
time after July i, 1990.. P~Iblic Safety Dispatcher Certificate
application forms are being mailed to participating agencies
under separate cover.
~If you ~ave any questions about ~he testing program, please
contact John Weiner, Standards and Evaluation Services Bureau at
(916) 739-3886. Questions about the certifieate program in
general should be directed to Frederick Williams, Compliance and
certificates Bureau at (916) 739-5377.
NORMAN C. BOEHM
Executive Director
Enclosure
;TATE OF CALIFORNIA
OEPARTM==NT OF JUSTIC5
~.~COMMISSION ON PEACE OFFICER STANDARDS AND TRAINING
1501 ALHAMBRA BOUL’SVARO
SACRAMENTO. CALIFORNIA 9e.~6.7~3
" June 8, 1990
G~ORGE
JOHN K.VAN OE KAMP,
BULLETIN:
SUBJECT:
90-15
Public Safety Dispatcher Training Equivalency
Examination ....
As announced in POST Bulletin 90-8, the C6mmission recently acted
to establish a voluntary certificate program for dispatchers
employed by agencies in the POST Public Safety Dispatcher
Program. Pending approval by the Office of Administrative Law as
to form and~oprocedure, the new certificate program will go into
~effect July l, 1990.
Certain dispatchers may qualify for the qertificate by passing a
test in lieu of attending the POST 80"hour Basic Co,plaint/ ’
Dispatcher Course. The testing option is available to full-time
disnatchers who: (1) were employed by an aqency in.the POST
~ubiic Safety Dispatcher @rogram prior toJuly i, 1990 and prior
to the agency’s entry into the program, and (2) have completed
least one year of satisfactory service with the..agency. The
purpose of this Bulletln is to briefly describe "how the testing
program will be administered, and to solicit information from you
that will greatly assist us in scheduling the initial testing
dates and locations.
The test (POST Public Safety Dispatcher Training Equivalency
Examination) is a multiple-choice written exam that assesses
knowledqe of the subject matter presented in ~he curran= S0-hour
Basic compiaihu/Dispatcner Course. Course presenters and
°instructors assisted in its development.
In anticipation of aconsiderable initial testing volume, early
administrations of the test will be conducted on a regularly ..
scheduledbasis at various locations throughout the state.
Thereafter, test dates and locations will be established on an
as-needed basis. All tests will be administered by POST. No
fees will be charged.
All phases of the testing program will be coordinated between
POST and the agencies in the POST Public Safety Dispatcher
Program. No dispatcher will be permitted to take the test
without advance receipt by POST of a written request from the
dispatcher’s employer. Likewise, POST will notify the
dispatcher’s employer exclusively of the test results.
Those who fail the test will be permitted one retest. Persons
who fail the test on the second attempt, will be required to
complete the 80-hour Basic Complaint/DiSpatcher Course in order.
to.qualify for a certificate.
knowledge, skills, abilities and traits that will produce a competent dispatcher. Past
practice within the City was to post for a position, scre.en applicants, interview and hire
based on that application screening and interview. The results of that process has been .
shown to be inadequate as the profession has become more specialized and requires a
different kind of talent to be successful. I’ve developed a simple testing process which
attempts to assess the abilities of the dispatcher candidates but it is not as thorough as it
should be. Participation is POST would allow us t,o ut~li~.e the POST Entry-Level
Dispatcher.Selection Test Battery. This test has been developed over the past several
years from data collected by POST througl~ surveys of over 450 PSAP’s State-wide. It
pro .vides a method of testing all of the necessary criteria, however, it can only be used by
agencies who participate in POST. Employers who use the Battery to it’s full potential are
expected to realize substantial .gains in employee productivity and retention.. It’s becoming
more and more difficult to find the right candidate these days. We should be taking every
precaution t6 find the right choice. Use of thePOST Test Battery ~would help us identify
the best possible candidate.
Of 13 agencies in Santa Clara County, Palo Alto a~d Santa Clara County do not participate in
POST. Santa Clara County is moving toward joining and is expecting to reach that goal soon. Of
26 agencies in San Mateo County, 23 participate in POST. In our last meeting, Susie stated .that
she felt that perhaps we should walt to see which way the industry is-going. We’ve already been
passed by nearly all other agendes in this area and instead of seeing which way they are going,
we’d be looIdng for a dust ~ to see which way they went.
I’ve ingladed several pie~e~., af d~umentation from POST and the Internet that will help to explain
tli0 tales, regulations aa~ki~nce of this program. I firmly believe.that we should wait no
lounger and take immediate st~to join the POST Public Safety Dispatcher Program.
Oral Communications: Oral communications skills shall be evaluated before hire to assure
the presence of skill levels commensurate with the performance of dispatcher duties. This
is currently being done for our new hires by having them participate in a variety of
simple tests, oral boards and interviews.
Minimum Selection Standards: Every public safety dispatcher candidate shall be subject
to the following requirements:
Verbal, Reasoning, Memory, and PerceptualAbilities Assessment shall be evaluated
before hire to assure the presence Of ability levels commensurate with the performance of
dispatcher duties, as measured by the POST Entry-Level Dispatcher Selection Test
Battery or alternative job-related test oftbese.abillties.
Verbal ability includes written and oral comprehension and written expression.
Reasoning ability includes at least one of the following: deductive reasoning or
information ordering;
Memory ability includes the capacity to store and retrieve facts, details and other
information.
Perceptual ability include~ speed and accuracy and time sharing or multi-tasking
skills.
This is currently being attempted through the use of a simple battery of tests which help us to
assess the candidates ability, however, the, POST test would provide a more thoroughassessment
of knowledge, skills, abilities and traits associated-with the successful performance of dispatcher
duties.
Minimum Training Standards: Every public safety dispatcher shall satisfactorily complete
the POST-certified Basic Complaint/Dispatcher Course before or within 12 months after
the date of appointment, promotion, reclassification, or transfer to a public safety
dispatcher position. This is currently being done for our new hires~
Probation Period: Every public safety dispatcher after hire shall demonstrate competence
in the performance of the duties of a public safety dispatcher by satisfactorily completion
of a probationary period of at least 12 months. Departments with probatio~ary periods of
less than 12 months can be granted a waiver until a 12’-month probation period ~:an be
established..We are currently using a 6-month probationary period. This is the only
requirement that wouM have to change for our participation in the POST program.
So, why participate in POST? I have afew reasons to answer this:
1)One of POST’s goals is to raise the level of competence in dispatchers. Competent
dispatchers are something that any agency responsihl.e for being a Public Safety Answering
Point (PSAP) or for dispatching police, fire or pararhedie units wants to have.
Competency increases the effectiveness of the center. To reach the desired level of
competence, an extensive training and quality assurance program is needed. This can be -
costly if each agency were to handle the responsibility without assistance. POST provides
some reimbursement to each agency in the form of tuition, travel and per diem for each
employee attending a course or seminar. This helps offset the overall costs of providing
the necessary training to communications staff.
2)The issue of liability. Recent skuations in philadelphia, Los Angeles and Chicago have
.raised the level of scrutiny of dispatch centers nation-wide. Should an incident like that
occurring in Philadelphia occurhere, we’d be in serous trouble. In that incident, a young
man was chased by a group of kids and fatally beaten with baseball bats. Although
numerous calls were made to 9-1-1, officers were not dispatched to the scene for almost
50 minutes. This was caused by dispatchers who had received minimal training. The
majority, of criticism was.focused at the lack of standardized training. It would be a public
relations nightmare, if this were to occur in this City.
Although we provide a fairly high level of entry-level training and our new hires attend the
POST Basic Dispatcher Academy, we need to see improvement in what is c~ed
"Continued Professional Training". The training necessary to maintain sldlis and sharpen
the talents of experienced dispatchers. Dispatchers are sent to classes or seminars to help
accommodate this, however, the City bears the full cost of this. Participation in POST
would give us some reimbursement for POST certified courses. Additionally, if we
participated in POST and were the center of attention for a situation like that in
Philadelphia, we can say with conviction that our dispatchers meet or exceed the standards
set down by the State of California’s Commission on POST.
The current staffwould not haVe to attend the Academy, but could be "grand fathered" in
by successfully passing the POST Basic Dispatcher Tra’.~g Equivalency Examination.
The test is a multiple-choice written exam that assesses knowledge oftbe subject matter
presented in the current 120-hour Basic Complaint/Dispatcher Course. POST staffhave
stated that the pass rate averages 90% across the state. Those who fail the test will be
permitted one retest. Those who fail on the second attempt would be required to attend
the 120-hour Basic course in order to qualify for the POST certificate. That would meaB
that of the 20 Dispatchersand Chief Dispatchers, 2 may have to attend the acadeniy. If
those two axe unable to pass the equivalency exam it would be a very good idea that they
attend the course anyhow.
3)The City’s current 6-month probationary period is inadequate in the dispatcher profession.
The recruiting, testing, hiring and training to the point where a dispatcher is competent
enough to staff’P0sition alone takes 18 months. The special knowledge, skills and abilities
needed for this position require a great deal of training. Policies, procedures, complex
radio and telephone equipment, computer aided dispatch systems and a variety of
peripheral equipment extends the training period dramatically. It is not likely that an
average person can learn all that needs to be learned during a 6-month period.
4) As mentioned above, it is very difficult to get a candidate that has all of the necessary
PALO ALTO POLICE DEPARTMENT COMMUNICATIONS
Memorandum
To:
From:
Date:
Subject:
Lynne Johnson, Susan R.yerson
John Bush
June 14, 1996 ,
Position Regarding Communicafion’s Participation In POST
As a result of previous meetings with Human Resources, I wanted to provide more information
relating to my position that the Palo Alto’s Police Communications Division should participate in
the State of California’s Peace Offleers Standards and Training prograrm I believe the city of
Palo Alto will benefit if steps are taken to join POST’s program.
The California Commission on Peace Officers Standards and Training has developed a
methodology to raise the level of competence, professionalism, training and accountability for
¯ peace officers within this State. In 1988, Penal Code Section 13510 was amended to require
POST to establish minimum selection and training standards for loeai public safety dispatchers.
Following a public hearing on July 21, 1988, POST adopted standards as part of a voluntary
Public Safety Dispatcher Program.
Also in 1988, the Basic Dispatcher Academy was developed to provide 80 hours ofinstmetion
giving the new dispateber recruit the necessary entry-level skills and knowledge. In 1995 the ¯
course was expanded to 120 hours. Additional courses in Communications.Training Officer and
Civilian Supervisory Course have also been developed and are now offered throtigh a variety of
locations. The most widely used in this area is the South Bay Regional Public Safety Consortium
at Evergreen Valley College.
POST will reimburse an agency for training costs associated with meeting the minimum
requirements and any POST certified seminars and technical courses which are specific to their
assignments. To be elig~le for this reimbursement, the agency must apply to the Commission and
adhere to minimum selection and training standards. Those selection standards inehde:
Background Investigation: A thorough background in’~;estigation shall be conducted
before hire to verify the absence of past behavior indicative ofurmuitability to perform
public safety dispatcher duties. This is currently being
done for our new hires.
From The Desk Off
John Bush
Coordinator, Communications Services
Palo Alto Police Dept.
275 Forest Av.
Palo Alto, CA 94301
Tel: (415) 329-2498
FAX: (415) 617-3181
Medical Examination: A medical examination
shall be conducted before hire to verify the
absence of any medical condition which would
preclude the safe and efficient performance of
dispatcher d.. uties. This is currently being done
for our newhires.
PALO ALTO POLICE DEPARTMENT COMMUNICATIONS
COMMUNICATIONS
Memorandum
To: ’
From:
Date:
Subject:
susa. P.yerso,
John Bush
July 28, 1997
POST Participation
Attached is a variety of documentation to support the participation of the Police Communication
Division in the POST program. It should give you the necessary information in your, discussions
with SEIU.
Since the memo of June 14, 1996, a couple of things have happened. 1) Santa Clara County now
participates in the program. This makes Palo Alto the only agency in the County that does not. 2)
POST has anno.unced that the equivalency testing process will no longer be available after January
1, 1998. If we are to proceed, it needs to be now so we can still take advantage ofthe program.
The overall goal of the POST program is to raise the level of competence of the dispatch staff
through adherence to recruiting, hiring, testing andrecurring training standards. Our participation
will help to enhance the identification, hiring and retention of competent employees from a field
of candidates that would be determined to be more probable at being successful in their
performance of the dispatcher job knowledge, skills and abilities. Aside benefit is that the City
can be reimbursed for a portion of the requisite and on-going trdming.
One criteria that we have not met to date is the one year probation. As we’ve discussed, the
recruiting, testing, hiring and training process takes upwards of eighteen months. Historically,
once a new candidate has been hired, their training takes longer t.han our six month probation
period. It can take up to one year because of the complexity of the position. They must learn
large volumes ofpolicies and procedures, techniques of dealing with difficult callers~ how to listen
and talk on the radio and telephone simultaneously, operate a variety of computer applications
and all the while, monitoring what is going on around them at all times. This multi-taking ability
is often the mos.t.difficult to master and it takes time before a new hire is competent enough not to
require close supervision.
From The Desk O[:
John Bush
Coordinator, Communications Services
Police Department
275 Forest Av.
Palo Alto, CA 94301
Tel: (415) 329-2498
FAX: (415) 617-3181
The POST program will help bring about a new pride and
professionalism among the dispatching staff. Please let
me know if there is anything more that you need from
me.
Thank you.
Cityo¢ alo Alto
Department ~y Human Resources
August 13, 1997
Employee~di~s
Olivia Lin
Field Representative
S.E.I.U., Local 715
891 Marshall Street
Redwood City, CA 94063
RE: P.O.S.T. Participation for Communicators
Dear Olivia:
As you know, we have been discussing the City’s participation in the Public .
Safety Dispatcher Program. It appears that both the employees and managers
support becoming part of this Program.
Currently, under Article Vl, Section 1., employees are required to serve a six
month probationary period. Participation in the Public Safety Dispatcher
Program requires satisfactory completion of a 12 month probationary period.
In order to address this sPecial Circumstance, we are willing to enter into an
administrative agreement for a trial period until our current contract expires in
1998 which would extend the probationary period for the classifications of
Communications Dispatcher and Chief Communications Dispatcher from six
months to twelve.
I have enclosed for your review copies of pertinent materials describing the
Program and its advantages.
Please let me know when you would be available to discuss any particulars
about the Program.
Sincerely,
Susan B. Ryerson
Manager, Employee Relations & Compensation
cc:Jay Rounds
Lynne Johnson
John Bush P.O.Box10250
Palo Alto, CA 94303
415.329.2401
415.329.2696Fax