CITY COUNCIL AGENDA ITEM
Meeting Date: August 28, 2007
Subject/Title: Adopt a Resolution approving the revised Police Officer
Recruitment Incentive Program and authorizing the execution of Program
Prepared by: Denise Davies, Chief Finance Operations Officer
Patti Standley, Human Resources Manager
Submitted by: Pam Ehler, Director of Finance and Information Systems
Karen L. Chew, Assistant City Manager
Adopt a Resolution approving the revised Police Officer Recruitment
Incentive Program (“Program”) and authorizing the execution of Program
At the City Council meeting held on April 23, 2002, the City Council
approved Resolution No. 2531 establishing and adopting the Police Officer
Recruitment Incentive Program, authorizing the City Manager to approve
agreements with Police Officers for the Silent Seconds as assistance in the
purchase of new homes in the City of Brentwood, and authorizing the Finance
Director to manage the funding of this program flexibly through the use of
the Community Facilities District and Sales Tax on New Commercial
The Police Officer Recruitment Incentive Program has proven to serve as a
valuable recruitment tool by attracting a consistent flow of candidates for
Police Officer recruitment efforts. The Program is comprised of five
sections. Staff is recommending revisions to the first two components of the
Program – the New Hire Bonus Plan and Silent Second Program.
Section one covers the New Hire Bonus Plan, formerly known as the Signing
Bonus. Staff recommends revising the title of the Plan to specify New Hires.
Additionally, staff recommends changing the payment of the first Bonus from
“at beginning of full-time sworn employment” to “after successful completion
of the Field Training Program”. At this point in time, the Police Department
is just short of being fully staffed by three positions. However, due to
various reasons, there have been occasions where newly hired Police Officers
have received the two-thousand dollar ($2,000) bonus “at beginning of
full-time sworn employment” as provided in the current Plan, but they are
not here long enough to complete the Field Training Program which typically
takes twelve to sixteen weeks to complete.
Payment to those individuals who do not continue their employment through
the Field Training Program is not beneficial to the City. Therefore, staff
recommends revising the Police Officer Recruitment Incentive Program to
provide the two-thousand dollar ($2,000) bonus after successful completion
of the Field Training Program. This will be beneficial to the City because
the new employee will prove themselves when they complete the Field Training
Program. Delayed payment of the initial bonus will benefit the new employee
by providing incentive to successfully complete the Field Training Program
and continue their career at the Brentwood Police Department.
Section two defines the Silent Second program that grants loans to police
officers to assist in the purchase of a home in the City. Various changes to
this section of the program include the following:
1. Limited participation - one time only.
2. Must have completed twelve (12) months of employment before submitting
application. The Chief of Police may waive six (6) of the twelve (12) month
period at his discretion on a case-by-case basis.
3. The home purchased is not required to be “new” construction.
4. Second Deed of Trust must be held under the same Title as the property.
Spouse’s name is required to appear on documents.
5. City loan must retain second position as it relates to the Second Deed of
6. The program is limited to no more than twenty (20) loans at any given
time. When the program limit is reached, Officers will be placed on a
first-come, first-served waiting list and will be notified when a loan is
7. The City maximum loan amount may not exceed $30,000.
8. The property must be owner occupied.
The changes to the Silent Second program will define the parameters for use
of the program and provide clarification to address issues that have arisen.
Section three defines a “finder’s fee” that provides any existing Brentwood
employee that personally recruits a new applicant that becomes a new Sworn
Officer with twenty (20) hours of additional vacation upon hire of the new
Officer and another twenty (20) hours of vacation when the new Officer
successfully completes probation.
Section four provides the Police Chief with the discretion to recommend
offers of employment to veteran Police Officers at steps D or E when
Section five sets the framework for the Program providing the Police Chief
and City Manager with discretion and authority to negotiate, structure terms
and conditions, and enter into signed agreements with new Officer
Finally, this Program may be terminated at any time by the City Council.
Funds are included in the 2007/09 Operating Budget to support costs
associated with the Police Officer Recruitment Incentive Program.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BRENTWOOD
APPROVING THE REVISED POLICE OFFICER RECRUITMENT INCENTIVE PROGRAM AND
AUTHORIZING THE EXECUTION OF PROGRAM DOCUMENTS
WHEREAS, Police Departments across the State of California continue to have
extreme difficulty recruiting and retaining Sworn Police Officers; and,
WHEREAS, the Brentwood Police Department (“Department”) has experienced this
same difficulty; and,
WHEREAS, the Police Officer Recruitment Incentive Program (“Program) has
served as a helpful recruitment tool over the five years it has been in use,
reducing the Department’s shortage of Officers from eight (8) in 2002 to
three (3) at the present time; and,
WHEREAS, various revisions to the Program will further assist the Department
in attracting and retaining high quality Police Officers; and,
NOW, THEREFORE BE IT RESOLVED that the City Council of the City of Brentwood
A. Approves the revised Police Officer Recruitment Incentive Program, as
shown in the attached Exhibit A, which includes the following revisions:
1. Pay newly hired Police Officers $2,000 after successful completion of the
Field Training Program.
2. Silent Second Program will include the following restrictions:
A. Limited participation – one time only.
B. Application submitted after successful completion of twelve (12) months
of employment. The Chief of Police may waive six (6) of the twelve (12)
month period at his discretion on a case-by-case basis.
C. Home purchased is not required to be “new” construction.
D. Second Deed of Trust must be held under the same Title as the property.
Spouse’s name will appear on documents.
E. City loan must retain second position as it relates to the Second Deed of
F. The program is limited to no more than twenty (20) loans at any given
time. When the program limit is reached, Officers will be placed on a
first-come, first-served waiting list and will be notified when a loan is
G. The maximum loan amount may not exceed thirty-thousand dollars and no
H. The property must be owner occupied.
B. Authorizes the City Manager or her designee to execute the Police Officer
New Hire Bonus Agreement in the form attached hereto as Exhibit B and the
Silent Second loan documents in the form attached hereto as Exhibit C with
such minor revisions as may be approved by the City Manager or her designee
in consultation with the City Attorney. The City Manager or her designee is
further authorized to execute such other documents, such as refinance
documents, as may be necessary to effectuate the Program.
C. Except as amended herein, Resolution No. 2531 remains in full force and
PASSED, APPROVED AND ADOPTED by the City Council of the City of Brentwood at
a regular meeting held on August 28, 2007 by the following vote:
Exhibit A – Police Officer Recruitment Incentive Program
Exhibit B – Police Officer New Hire Bonus Agreement
Exhibit C – Silent Second documents:
Agreement – Brentwood Police Officer Assistance Program
Deed of Trust
Police Officer Recruitment Incentive Program
1. New Hire Bonus Plan for New Lateral or Academy Graduate Sworn Police
A. After successful completion of the Field Training Program = $ 2,000
B. At successful completion of the eighteen (18) month probationary period*
= $ 3,000
C. At completion of 5 years of employment with Brentwood = $ 5,000
*payment will be delayed if probation is extended, up to an additional six
2. Silent Second
For up to a maximum number of twenty (20) loans at any given time for sworn
Brentwood Police Officers purchasing a home in the City of Brentwood, the
City will grant a loan in an amount not to exceed thirty-thousand dollars
and no cents ($30,000) for a single-family home. When the program limit is
reached, Officers will be placed on a first-come, first-served waiting list
and will be notified when a loan is available.
This benefit is available to sworn Brentwood Police Officers one time, and
only after they have been employed by the City of Brentwood for at least
twelve months prior to applying for the loan. The Chief of Police may waive
six (6) of the twelve (12) month period at his discretion on a case-by-case
This program will be regulated by an agreement between the Police Officer
and the City of Brentwood, and the recordation of a Second Deed of Trust
upon the home. The agreement requires the home purchased to be
owner-occupied. The Second Deed of Trust must be held under the same Title
as the property. The spouse’s name is required to appear on documents and
the City loan must retain second position as it relates to the Second Deed
of Trust. The document will require the City to forgive five percent (5%) of
the Silent Second every year for twenty (20) years. At the end of the twenty
(20) year period, the agreement and Silent Second will sunset. This five
percent (5%) per year will be reported in accordance with federal and state
If, for any reason, the Officer’s employment terminates with the City prior
to the sunset date or the Officer sells his or her home, the remaining
amount of the loan is due and payable.
3. Finders’ Fee (20-20 Plan)
Any existing Brentwood employee that “brings in” a new applicant that
becomes a new Sworn Officer shall receive twenty (20) hours of additional
vacation upon hire of the new Officer accepting full-time employment as a
Sworn Brentwood Police Officer and another twenty (20) hours of vacation
upon the new Officer’s successful completion of probation.
4. Step for Step Hiring
To attract experienced Officers from other jurisdictions that are earning
salary near the top steps of the City’s salary range, City Policy will
continue to support the Chief’s discretion regarding the salary step that is
most appropriate when hiring an experienced Officer.
5. Management and Authority
Within the framework of this incentive program, the Police Chief and City
Manager have the discretion and authority to negotiate, structure terms and
conditions, and enter into signed agreements with new Officer candidates,
and to make modifications and amendments to this program so long as the
intent and integrity of the program is maintained. The costs and budget
amounts are automatically increased by the Cost of Living or the adjusted
Developer Fees annually. This program is intended to cover new and existing
Sworn Police Officers. The program acts as a recruiting tool for prospective
Officers and as a retention tool for existing Officers. Existing Officers
are not eligible for Items 1A-1C. In order to limit the City’s financial
exposure in this program, participation in the Silent Second part of this
program is limited to no more than twenty percent (20%) of the force over
the first three years and then reduced to no more than ten percent (10%) of
the force thereafter. Participation is on a first come-first served basis.
This program may be terminated at any time by the City Council.
POLICE OFFICER NEW HIRE BONUS AGREEMENT
This Police Officer New Hire Bonus Agreement (“Agreement”) is made this
_____ day of __________, 20____, by and between the City of Brentwood, a
California municipal corporation (“City”), and _________________________
(“Applicant”). City and Applicant are sometimes individually referred to as
“Party” and collectively as “Parties”.
This Agreement is made with respect to the following facts:
A. The City has a responsibility to the public to seek highly qualified
individuals to fill City staff positions.
B. Hiring highly qualified individuals for City staff positions is an
efficient use of taxpayer funds and creates long term benefits which include
better service to the public, enhancement of the City’s image, and less
turnover of City staff.
C. Recruitment of highly qualified individuals is competitive and the City
must offer comparable compensation and benefits to attract skilled
candidates for City staff positions.
D. Effective methods of attracting highly qualified individuals to accept
employment with the City include offering recruitment and retention bonuses.
NOW THEREFORE, in consideration of the following mutual promises and
agreements, City and Applicant agree as follows:
1. Incorporation of Recitals. The City and the Applicant each acknowledge
the accuracy of the Recitals and agree that the Recitals are incorporated
into this agreement.
2. Payment of New Hire Bonus. The Parties agree that the City has made an
offer of employment to the Applicant, with all terms and conditions
previously agreed to by the Parties. After employment by the City, the City
shall pay to the Applicant the following Bonus payments:
A. After successful completion of the Field Training Program which typically
takes an average of twelve weeks, the City shall pay to the Applicant,
two-thousand dollars ($2,000).
B. Upon successful completion of the eighteen month (18-month) probationary
period, the City shall pay Applicant, three-thousand dollars ($3,000).
However, payment will be delayed if probation is extended, up to an
additional six months.
C. Upon completion of five years of employment, the City shall pay to the
Applicant, five-thousand dollars ($5,000).
3. Applicant’s Separation from Employment with the City of Brentwood. In the
event of termination of Applicant’s employment with the City for any reason,
the Applicant shall not be entitled to the remainder of the New Hire Bonus
4. Term. The term of this Agreement shall commence on the Applicant’s date
of hire by the City (“Effective Date”) and shall terminate five (5) years
after the Effective Date.
5. Nonwaiver of Rights or Remedies. The failure of a Party to exercise any
one or more of its rights or remedies under this Agreement shall not
constitute a waiver of that party’s right to enforce that right or seek that
remedy in the future. No course of conduct or act of forbearance on any one
or more occasions by any party to this Agreement shall preclude that party
from asserting any right or remedy available to it in the future. No course
of conduct or act of forbearance on any one or more occasions shall be
deemed to be an implied modification of the terms of this Agreement.
6. Entire Agreement. This Agreement contains the entire Agreement of the
Parties with respect to the subject matter hereof, and supersedes all prior
negotiations, understandings of agreements. This Agreement may only be
modified by a writing signed by both parties.
7. Attorney’s Fees. The Applicant shall pay all reasonable attorney’s and
court costs incurred by the City in enforcing any right or remedy under this
8. Governing Law. This Agreement shall be governed by the laws of the State
of California. Venue shall be Contra Costa County.
9. Invalidity; Severability. If any portion of this Agreement is declared
invalid, illegal, or otherwise unenforceable by a court of competent
jurisdiction, the remaining provisions shall continue in full force and
CITY OF BRENTWOOD APPLICANT
Attest: Approved as to Form:
Margaret Wimberly Damien Brower
City Clerk City Attorney
cc: Employee Personnel File