R01-050 RESOLUTION NO. R01
A RESOLUTION OF THE CITY COMMISSION OF
THE CITY OF BOYNTON BEACH, FLORIDA,
AUTHORIZING THE MAYOR AND CITY CLERK
TO EXECUTE A PROPOSAL FOR THE
DISTRIBUTION OF 9-1-1 FUNDS FOR
DISPATCHER SALARIES; AND PROVIDING AN
EFFECTIVE DATE.
WHEREAS, Palm Beach County 9-1-1 Management, recognizing the need for
compensation and retention measures, has devised a formula to calculate the mount of
time dispatchers spend on the telephone; and
WHEREAS, the use of this formula has resulted in the payment to the City of
Boynton Beach, Florida the sum of $171,000 for fiscal year 2002/01, to be paid in four
payments to the City, to assist in the recruitment, training, compensation and retention of
9-1-1 telecommunicators; and
WItEREAS, this matter has been discussed with and approved by the National
Conference of Firemen & Oilers, which union represents the dispatchers; and
WHEREAS, the City Commission of the City of Boynton Beach, Florida deems
it to be in the best interests of the citizens and residents of the City and the community to
approve and execute a proposal for the distribution of 9-1-1 Funds for dispatcher salaries;
and
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION
OF THE CITY OF BOYNTON BEACH, FLORIDA THAT:
Section 1. The Mayor is hereby authorized to execute a proposal for the
distribution of the 9-1-1 Funds for dispatcher salaries, which proposal is attached hereto
and made a part of as Exhibit "A".
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Section 2.
This Resolution shall take effect immediately upon passage.
PASSED _AND ADOPTED this
day of March, 2001.
CITY OF BOYNTON BEACH,
o~ice Mayor
Mayor Pro ~[em
Commissioner
ATTEST:
Cit~ Clerk
s: caXReso~.~? an~zRec Fees
Commissioner
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COMMUNICATIONS DIVISION MEMORANDUM
To: Wilfred Hawkins, Assistant City Manager
From: Phyllis Dixon, Interim Communications, Manager
Subj: Telecommunicator Recruitment, Training, Compensation and Retention
Date: February 16, 2001
Beginning this year, Palm Beach County 9-1-1 Management has devised a new formula
to calculate the amount of reimbursable monies given to each Public Safety Answering
Point. The money is derived from the fifty cent 9-1-1 surcharge on wireless and wire
line telephone fees and was specifically raised from twenty cents to the current fifty
cents to compensate and recruit qualified candidates. Using the' new formula, which
acknowledges that at least 20% of dispatcher time is spent on the telephone, the City of
Boynton Beach reimbursement is $171,000.00 for fiscal 2000/2001. Following years
are scheduled to increase to 25'%. The intent of this money is to assist in the recruitment,
training, compensation and retention of 9-1-1 telecommunicators. A letter from Mark
Adler, Palm Beach County 9-1-1 Coordinator is appended.
The City of Boynton Beach Communications Division is unique in that we have retained
a high percentage of long-term Dispatchers. Their expertise is crucial to the quality of
service provided to our citizens. These employees have remained loyal despite the
increased workload, the turnover generated by less-experienced personnel, and the less
than competitive wages.
For the most part we have not attracted 'the caliber of individuals needed to successfully
perform this highly specialized job. Public Safety dispatching historically has a high
turnover rate, creating an increase in workload for those remaining, additional stress and
eventually resignations. Senior Dispatchers and Shif~ Supervisors have to double their
effort and workload to provide the same level of service as a fully staffed Center. At any
given time there are a number of other agencies looking for qualified and experienced
dispatchers. We are not attracting the most desirable applicants because we .are vying
with other agencies that offer better compensation to entry level applicants and
experienced dispatchers. Without an attractive incentive we will not appeal to qualified
applicants and could possibly lose those we have to higher paying agencies.
The acquisition of the new "backbone" multi-agency radio system and the computer
expertise and training required to operate this high-tech system is considerable. Once
trained and competent, their elevated level of technological expertise will make our
employees highly marketable to other agencies. Proactive measures are imperative to
retain these workers.
At the last 9-1-1 operations committee meeting on November 29th, all agencies
discussed their plans for using these funds. Attached are two documents showing
current salary .levels, and one showing current and proposed. In all cases listed, the base
salaries are higher, even in agencies serving less populous areas with lower call volume.
Please find attached a chart outlining my proposal for compensating our employees.
This plan includes an adjustment to base salary and a benefit lump sum bonus based on
their years of service to Boynton Beach. The total estimated cost of this package is
$112,129.43, of the $171,000.00 available. This leaves a reserve of $58,870.57. There is
a need to use the remaining funds for training and recruitment related to our new "hi-
tech" communications system. These funds will be paid quarterly with the first payment
of $34,736.80 covering September, October and November. Application for the second
quarter will be submitted March 1, 2001.
Each year we will develop a proposal outlining the percentage to be used for
compensation and retention, recruitment and training. The compensation will be based
on market demand; the recruitment and training will be decided based on need.
I am recommending serious consideration be given this proposal. We have an
opportunity to correct salary inequities at no cost to the City of Boynton Beach.