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2011-02-23 CC Packet
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2011-02-23 CC Packet
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Other examples of internal coflaboratian include our success in hiring, training, and promoting <br /> quality personnel at al! levels of the organization; the development of our sensitive crimes <br /> investigative team; positive and professional fabor management relations; our solid <br /> professionai repufatioti; ttie deiivery of �u�lit� s�YVi�� to bur citiz�ri�; �ii� bu�` e�fb�'s at keepirig <br /> our community safe. <br /> I believe that thru my leadership and management style we have provided opportunities for <br /> cotlaboration and fostered an atrnosphere of teamwork. We have essentiaNy moved our <br /> organization from "good to great" and together we have achieved our current level of <br /> professionalism, reputation, and accomplishment. <br /> Entrepreneurial <br /> We operate in a very fiscally conservative environment. As such, we have been mindful of the <br /> City's budgetary constraints and have sought creative ways to deliver quality safety service <br /> whi(e reducing costs. One such example of this approach is aur Community Service Officer <br /> (CSO) program. <br /> Community Service Officers are uniformed, part-time, civilian para-professionals responsibie for <br /> limited law enforcement functions. Work involves parking enforcement, animal control, traffic I <br /> direction, recovering and processing lost/found property, park patrol, crossir�g guard duties, ! <br /> station tours, code enforcement, pick-ups and deliveries, and miscellaneous tasks as assigned. � <br /> We have drawn CSO candidates from our University and from local Technical/Community �, <br /> Colleges. ' <br /> 1 created and developed the CSO program as a means of freeing up sworn police officers from a <br /> tios� of titrie �on�Uming tton-policing duties which detract from their abiHty and time to perform <br /> those activities which require higher training and technical skills, We have also had the added � <br /> benefit of hiring full-time police officers from the ranks of our Community Service Officers. We <br /> have the distinction of being a model for other local law enforcement agencies that have <br /> emutated our program. <br /> Community Service Officers are paid a nominal salary and receive no benefits because of their <br /> part-time status. The prog�am essentially pays for itself in terms of the revenue generated <br /> from parking enforcement. We have recognized reduced costs by not having to add or hire full- <br /> time police officers, yet we have maintained quality service to our community. <br /> Our Community Service Officer prog�am serves as a shining example of a creative, cost- <br /> effective, and efficient way of delivering quaiity safety service while at the same time reducing <br /> costs, generating revenue, improving the quality of life in our community, and providing Iocal <br /> 83 <br />
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