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development proposals. (Mr. Rehder also is assisting in the drafting of the Tree Preservation ordinance under a separate contract). As mentioned earlier, S&S is used on an as-needed basis. So far this year, we have only paid S&S $780 to review development plans. We do expect a higher usage of Mr. Rohde's services in 2016 with anticipated development. Contracting with S&S has led to a more technical review of development project and also saved dollars. While the 2015 budget allocated $65,000 for the full-time Forester position, the current arrangement has provided for the same level of service for significantly less. If we were to eliminate the Farestry Coordinator position and replace with a consultant such as S&S, we would expend approximately $68,000 (1040 hours x$65 per hour). Even if we were to consider reducing the number of hours or try to find a consultant with a lower rate, we would spend significantly more than we currently do. In addition, starting in 2016 the City will start charging far tree preservation plan review to recover the costs we reimburse S&S far their review. I strongly recommend that the City continue the current arrangement of a half-time Forestry Coordinator to oversee the diseased and hazardous tree program, the tree trimming program, and the EAB management program and also continue the use of S&S Tree Services as a consultant to the Community Development Department for development review. Union Contracts: The City has four collective bargaining units, IAFF represents the full-time firefighters, LELS represents the police officers, the Teamsters represent the police sergeants, and the 49ers represent the Public Works and Parks Maintenance staff. The City has settled a contract with IAFF and are currently in negotiations with the both LELS and the �9ers. We expect to have tentative settlements for both of these units by the end of the year. We have not yet met with the Teamsters, but are in the process of scheduling our initial meetings for late December/early January. Updated COLA Information: For the City Council's reference, I have included the October 21, 2013 RCA and meeting minutes for the Council policy discussion on COLA adjustments for non-union employees. The policy reads as follows: Annually, during budget discussions, the City will provide any cost of living wage adjustments as deemed necessa�y by utilizing the Bu�eau of Labor Statistics (BLS) site for the Consumer Price Index (CPI) of urban consumers in the Minneapolis/St. Paul area and the Employment Cost Index (ECI) for State and Local Government Worke�s for the p�evious fiscal year as the basis. In addition, the COLA calculation work�heet far 2016 is attached. The CPI was -1.0%, while ECI was 1.9%. I believe that the 2% COLA contained in the budget is consistent with this policy. In checking with surrounding communities it appears others are going with at least a 2% COLA. While there are several remaining union contracts that are not settled, Roseville's full-time firefighters wi]] be receiving a 2% COLA. It is important that the City Council are aware of these factors as having a COLA deviating too far from other municipalities and Roseville union employees provides complications in ensuring compliance with federal and • Page 2