HomeMy WebLinkAboutItem 6j - Temporary Dispatcher Incentive Program Item 6j
Department: Police
Cost Center: 8001
For Agenda of: 10/20/2026
Placement: Consent
Estimated Time: N/A
FROM: Rick Scott, Police Chief
Prepared By: Brian Amoroso, Deputy Police Chief
SUBJECT: TEMPORARY DISPATCHER INCENTIVE PROGRAM
RECOMMENDATION
1. Adopt a Draft Resolution entitled, “A Resolution of the City Council of the City of San
Luis Obispo, California, approving a Side Letter to the July 1, 2023 to June 30, 2027
Memorandum of Understanding between the City of San Luis Obispo and the San
Luis Obispo Police Staff Officers’ Association.”
2. Adopt a Draft Resolution entitled, “A Resolution of the City Council of the City of San
Luis Obispo, California, approving a Side Letter to the July 1, 2024 through June 30,
2027, Memorandum of Understanding between the City of San Luis Obispo and the
San Luis Obispo Police Officers’ Association.”
POLICY CONTEXT
Staff received direction from City Council in closed session to initiate the meet and confer
process, in accordance with the City’s Employer-Employee Relations Resolution
(Resolution No. 6620, 1989 Series), regarding a proposed temporary dispatcher incentive
program intended to support the Police Department in maintaining critical staffing levels
within the Public Safety Communications Center.
DISCUSSION
Background
The Public Safety Communications Center handles all incoming Police, Fire, and Medical
emergency and non-emergency calls for service and operates 24 hours a day, 7 days a
week, with a minimum of two dispatchers per shift.
The Police Department is experiencing a critically low staffing level due to a combination
of factors, including retirements, employees leaving for positions at other agencies,
ongoing recruitment and hiring challenges, and extended approved leaves of absence .
Effective November 2026, the department is projected to have only five of eleven fully
independent working dispatchers, representing 45% of the authorized headcount, along
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Item 6j
with two working supervisors at full staffing. Two recently hired dispatchers have entered
the training program and are not included in the active staffing percentage noted above.
Additional candidates are in the hiring pipeline; however, they remain several months
away from starting a training program that typically spans six months or longer. In
addition, the recruiting and onboarding process relies on experienced dispatchers to train
new hires, reducing their availability for regular call-taking duties and increasing overall
staffing demands needed to maintain service levels.
Addressing Staff Burnout and Center Stabilization Needs
Existing dispatchers have been heroic in their dedication to work extra shifts, but
exhaustion and burnout is occurring, as time-off has been severely reduced with voluntary
and forced overtime. Several dispatchers have had conversations with the
Communications Lieutenant that the current workload is unsustainable and could result
in more attrition if the department does not provide relief in some form.
In an effort to reduce burnout and retain the current dispatchers, the department has
identified two temporary incentives for Council’s consideration.
1. Incentivizing Non-Public Safety Dispatchers to Perform Dispatch Duties
The department is actively training Police Community Service Officers (CSO’s) and
will soon begin training Police Records Clerk’s and the Lead Police Records Clerk
to provide relief to the remaining dispatchers in an effort to prevent burnout. Given
their institutional knowledge and radio experience, they can be trained to an
adequate level to work in the dispatch center in about 6-8 weeks. Once trained,
these employees may be adjusted to work in dispatch during their normal shift or
fill an overtime shift on a day off.
In recognition of their willingness to perform the function of a dispatcher in this
critical time, the department recommends providing a temporary pay incentive of
5.26% per pay period to those employees who complete the difficult and intensive
training program, regardless of whether they work their normal shift or a shift in
dispatch, until such time the Chief of Police determines that the staffing crisis has
passed and the communications center can properly function with its existing
personnel.
2. Retention Stipends for Public Safety Dispatchers and Public Safety Dispatch
Supervisors
The department recognizes the exhaustive work that is being performed by Public
Safety Dispatchers and Public Safety Dispatch Supervisors, both in their regular
shifts and volunteer and forced overtime. There is concern that existing
dispatchers have become exhausted and could look for work elsewhere, further
impacting the critical staffing level. One manner in which overtime shifts could be
reduced is if dispatcher vacancies due to vacations were less frequent.
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The department recommends creating temporary appreciation/retention stipends
for dispatchers and dispatch supervisors to incentivize those employees who work
through this difficult time. The recommended incentive for Council’s consideration
is outlined below:
Dispatchers and Dispatch Supervisors will qualify for a $600 per pay period
stipend if they work all their scheduled shifts in a pay period .
Dispatchers and Dispatch Supervisors will qualify for an additional $400 per
pay period stipend if they work all their scheduled shifts in a pay period AND
work at least two 8-hour overtime shifts in the pay period.
Staff recommends that the appreciation/retention stipends remain until such time
the Chief of Police determines that the staffing crisis has passed and the
communications center can properly function with its existing personnel.
The department currently projects that staffing levels will remain critically low until at least
mid-January 2027. To ensure continued operational stability, staff is requesting authority
to extend these temporary incentives, if necessary, through the duration of the current
Police Officers’ Association (“POA”) and Police Staff Officers’ Association (“SLOPSOA”)
Memoranda of Understanding (“MOU”), which both expire on June 30, 2027. Following
Council approval, the temporary incentive program is scheduled to take effect on October
22, 2026, which is the first full pay period after approval.
Previous Council or Advisory Body Action
Council provided direction to City negotiators in closed session.
Public Engagement
This report is on the consent agenda for October 20, 2026. The agenda and report will be
posted in advance of the meeting, and the public will have an opportunity to provide
feedback during public comment in advance of the Council voting on the consent age nda.
CONCURRENCE
The City reached a tentative agreement with POA and SLOPSOA, pending City Council
approval.
The Police Department has worked with the Human Resources, Finance, and Information
Technology Departments on developing this program including the implementation of the
temporary incentives.
ENVIRONMENTAL REVIEW
California Environmental Quality Act (CEQA) does not apply to the recommended action
in this report because the action does not constitute a project under CEQA Guidelines
Section 15378.
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Item 6j
FISCAL IMPACT
Budgeted: No Budget Year: 2026-27
Funding Identified: Yes
Fiscal Analysis:
The temporary incentives will result in a one-time cost in fiscal year 2026-27. Cost
estimates are based on a four-month active period for these incentives; however, these
estimates could expand beyond four months if staffing levels remain critically low. The
proposed incentives will increase the overtime rate; however, they will not affect CalPERS
retirement benefits, as neither incentive qualifies as reportable special compensation.
Total cost estimates of the incentive programs equal $89,715, with cost offsets including
savings from vacant positions and reduced overtime projected to be $66,006. Final fiscal
impact costs are estimated to be $23,709. The Police Department expects to absorb
these costs in other salary savings realized throughout the remainder of the fiscal year.
Additionally, there is a one-time cost of approximately $3,000 to configure the City’s
payroll system for these temporary incentives. This expense will be covered by the Police
Department’s operational budget. No additional funding is being requested at this time.
Funding
Sources
Total Budget
Available
Current
Funding
Request
Remaining
Balance
Annual
Ongoing
Cost
General Fund $92,715 $92,715 $0 $0
State
Federal
Fees
Other:
Total $92,715 $92,715 $0 $0
ALTERNATIVES
Council could decide to not approve the temporary dispatcher incentive program. Staffing
levels would not change but this could increase the likelihood of continued leave being
used, forced overtime and could result in additional dispatcher attrition.
ATTACHMENTS
A – Draft Resolution approving a Side Letter to the July 1, 2023 to June 30, 2027 MOU
between the City and SLOPSOA
B – Exhibit “A” to the Draft Resolution – SLOPSOA Side Letter
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Item 6j
C – Draft Resolution approving a Side Letter to the July 1, 2024 to June 30, 2027 MOU
between the City and POA
D – Exhibit “A” to the Draft Resolution – POA Side Letter
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R ______
RESOLUTION NO. _____ (2026 SERIES)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS
OBISPO, CALIFORNIA, APPROVING A SIDE LETTER TO THE JULY 1,
2023, THROUGH JUNE 30, 2027, MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF SAN LUIS OBISPO AND
THE SAN LUIS OBISPO POLICE STAFF OFFICERS’ ASSOCIATION
WHEREAS, on July 11, 2023, the City Council adopted Resolution #11433 (2023
Series) ratifying the 2023-2027 Memorandum of Understanding between the City of San
Luis Obispo (City) and The San Luis Police Staff Officers’ Association (SLOPSOA); and
WHEREAS, the Public Safety Communications Center operates 24 hours a day,
7 days a week, with an authorized budgeted staffing level of eleven Public Safety
Dispatchers and two Dispatch Supervisors, but currently faces a critically low staffing
level; and
WHEREAS, the Center's staffing shortage has created an unsustainable workload
for existing personnel; and
WHEREAS, exhaustion and burnout among current dispatchers threaten further
attrition and compromise the center's long-term stability, necessitating implementation of
temporary relief and retention incentives.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis
Obispo as follows:
SECTION 1. The City Council of the City of San Luis Obispo authorizes the
implementation of temporary retention incentives to mitigate burnout and curb further
attrition.
SECTION 2. The Side Letter to the Memorandum of Understanding between the
City and SLOPSOA, attached hereto as Exhibit “A” and incorporated herein by this
reference, is hereby approved by the Council. All other terms and conditions of the MOU
remain as previously approved.
SECTION 3. The City Clerk shall file and furnish a copy of this Resolution to Bryce
Loll, President of SLOPSOA, and Nickole Domini, Director of Human Resources.
SECTION 4. Amendments to employee benefits for SLOPOA do not constitute a
“Project” under CEQA Guidelines Sec. 15378.
Upon motion of Council Member ___________, seconded by Council Member
___________, and on the following roll call vote:
AYES:
NOES:
ABSENT:
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Resolution No. _____ (2026 Series) Page 2
R ______
The foregoing resolution was adopted this _____ day of _______________ 20 26.
___________________________
Mayor Erica A. Stewart
ATTEST:
______________________
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
______________________
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the
City of San Luis Obispo, California, on ______________________.
___________________________
Teresa Purrington
City Clerk
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SIDE LETTER TO THE JULY 1, 2023 – JUNE 30, 2027, MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF SAN LUIS OBISPO AND
THE SAN LUIS OBISPO POLICE STAFF OFFICERS’ ASSOCIATION
The City of San Luis Obispo (hereinafter the “City”) and the San Luis Obispo Police Staff Officers’
Association (SLOPSOA) (hereinafter the “Union”), jointly referred to as the “Parties”, agree to
the listed terms and conditions set forth in this Side Letter, effective on the first day of the pay
period following Council approval, which is expected to occur on October 22, 2026. Except as
modified by this Side Letter, all existing terms and conditions of the Memorandum of
Understanding (MOU) shall remain unchanged. This side letter is as enforceable as if it were
contained within the MOU.
New Article 35 – Communications Center/Public Safety
Dispatch Supervisor Temporary Incentive:
Temporary Public Safety Dispatch Supervisor Retention Incentive Pay
35.1 Public Safety Dispatch Supervisors qualify for $600 per pay period if they work all
their scheduled shifts in a pay period.
Public Safety Dispatch Supervisors qualify for an additional $400 per pay period if they
work all their scheduled shifts in a pay period and work at least two 8-hour overtime shifts
in the same pay period.
This special pay is included in the regular rate of pay for purposes of calculating overtime.
This temporary special pay is not reportable to CalPERS as special compensation.
35.2 The temporary pay incentive will remain in effect until the Police Chief determines
that the staffing crisis in the Communications Center has ended and the Center can
adequately operate with its existing personnel. In any case, the temporary incentive will
end no later than June 30, 2027. The Union agrees to waive the ability to meet and confer
over the Police Chief’s decision to terminate the temporary incentive.
This Side Letter shall be effective following Council approval. All terms and conditions of The
San Luis Obispo Police Staff Officers’ Association Memorandum of Understanding not
specifically modified herein shall remain in effect for the term of the agreement as specified
above.
Docusign Envelope ID: C7DE6C4E-4CB2-833D-8162-04D8D4D50231
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Page 2 of 2
CITY OF SAN LUIS OBISPO THE SAN LUIS OBISPO POLICE
STAFF OFFICERS’ ASSOCIATION
Rick Scott,
Police Chief
Bryce Loll,
SLOPSOA President
Whitney McDonald,
City Manager
Caleb Kemp,
SLOPSOA Vice President
Nickole Domini,
Director of Human Resources
Docusign Envelope ID: C7DE6C4E-4CB2-833D-8162-04D8D4D50231
9/30/2026 | 1:58 PM PDT
9/30/2026 | 12:25 PM PDT 9/30/2026 | 2:49 PM PDT
9/30/2026 | 2:01 PM PDT10/2/2026 | 5:01 PM PDT
Page 200 of 210
R ______
RESOLUTION NO. _____ (2026 SERIES)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS
OBISPO, CALIFORNIA, APPROVING A SIDE LETTER TO THE JULY 1,
2024, THROUGH JUNE 30, 2027, MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF SAN LUIS OBISPO AND
THE SAN LUIS OBISPO POLICE OFFICERS’ ASSOCIATION
WHEREAS, on July 2, 2024, the City Council adopted Resolution #11505 (2024
Series) ratifying the 2024-2027 Memorandum of Understanding between the City of San
Luis Obispo (City) and The San Luis Police Officers’ Association (SLOPOA); and
WHEREAS, the Public Safety Communications Center operates 24 hours a day,
7 days a week, with an authorized budgeted staffing level of eleven Public Safety
Dispatchers and two Dispatch Supervisors, but currently faces a critically low staffing
level; and
WHEREAS, the Center's staffing shortage has created an unsustainable workload
for existing personnel; and
WHEREAS, exhaustion and burnout among current dispatchers threaten further
attrition and compromise the center's long-term stability, necessitating implementation of
temporary relief and retention incentives.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis
Obispo as follows:
SECTION 1. The City Council of the City of San Luis Obispo authorizes the
implementation of temporary retention and staffing relief incentives to mitigate b urnout
and curb further attrition.
SECTION 2. The Side Letter to the Memorandum of Understanding between the
City and SLOPOA, attached hereto as Exhibit “A” and incorporated herein by this
reference, is hereby approved by the Council. All other terms and conditions of the MOU
remain as previously approved.
SECTION 3. The City Clerk shall file and furnish a copy of this Resolution to Sean
Jessen, President of SLOPOA, and Nickole Domini, Director of Human Resources.
SECTION 4. Amendments to employee benefits for SLOPOA do not constitute a
“Project” under CEQA Guidelines Sec. 15378.
Upon motion of Council Member ___________, seconded by Council Member
___________, and on the following roll call vote:
AYES:
NOES:
ABSENT:
Page 201 of 210
Resolution No. _____ (2026 Series) Page 2
R ______
The foregoing resolution was adopted this _____ day of _______________ 2026.
___________________________
Mayor Erica A. Stewart
ATTEST:
______________________
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
______________________
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the
City of San Luis Obispo, California, on ______________________.
___________________________
Teresa Purrington
City Clerk
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SIDE LETTER TO THE JULY 1, 2024 – JUNE 30, 2027, MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF SAN LUIS OBISPO AND
THE SAN LUIS OBISPO POLICE OFFICERS’ ASSOCIATION
The City of San Luis Obispo (hereinafter the “City”) and the San Luis Obispo Police Officers’
Association (SLOPOA) (hereinafter the “Union”), jointly referred to as the “Parties”, agree to the
listed terms and conditions set forth in this Side Letter, effective on the first day of the pay period
following Council approval, which is expected to occur on October 22, 2026. Except as modified
by this Side Letter, all existing terms and conditions of the Memorandum of Understanding
(MOU) shall remain unchanged. This side letter is as enforceable as if it were contained within
the MOU.
New Article 48 – Communications Center/Public Safety Dispatch Temporary Incentives:
48.1 Temporary Dispatch Duty Pay
Lead Police Records Clerks, Police Community Service Officers, and Police Records
Clerks I-II who complete the City’s dispatch training program, regardless of whether they
work their normal shift or a shift in dispatch, will be eligible for a 5.26% pay incentive of
base pay per pay period beginning the first full pay period following the completion of their
training.
This special pay is included in the regular rate of pay for purposes of calculating overtime.
This temporary special pay is not reportable to CalPERS as special compensation.
48.2 Temporary Public Safety Dispatcher Retention Incentive Pay
Public Safety Dispatchers qualify for $600 per pay period if they work all their scheduled
shifts in a pay period.
Public Safety Dispatchers qualify for an additional $400 per pay period if they work all
their scheduled shifts in a pay period and work at least two 8-hour overtime shifts in the
same pay period.
This special pay is included in the regular rate of pay for purposes of calculating overtime.
This temporary special pay is not reportable to CalPERS as special compensation.
48.3 These temporary pay incentives will remain in effect until the Police Chief determines that
the staffing crisis in the Communications Center has ended and the Center can
adequately operate with its existing personnel. The Police Chief may choose to end one
temporary incentive before the other. In any case, the temporary incentives will end no
later than June 30, 2027. The Union agrees to waive the ability to meet and confer over
the Police Chief’s decision to terminate the temporary incentives.
Docusign Envelope ID: 6F678968-4351-81C0-807D-91CE81EDA8E6
Page 203 of 210
Page 2 of 2
This Side Letter shall be effective following Council approval. All terms and conditions of The
San Luis Obispo Police Officers’ Association Memorandum of Under standing not specifically
modified herein shall remain in effect for the term of the agreement as specified above.
CITY OF SAN LUIS OBISPO THE SAN LUIS OBISPO
POLICE OFFICERS’ ASSOCIATION
Rick Scott,
Police Chief
Sean Jessen,
POA President
Whitney McDonald,
City Manager
Jeff Koznek,
POA Vice President
Nickole Domini,
Director of Human Resources
Docusign Envelope ID: 6F678968-4351-81C0-807D-91CE81EDA8E6
9/28/2026 | 1:19 PM PDT
9/28/2026 | 10:31 AM PDT
9/28/2026 | 2:52 PM PDT
9/30/2026 | 12:25 AM PDT
10/2/2026 | 6:02 PM PDT
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