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2002 Mid Year Report

Staffing articles from Public Safety Communications/APCO BULLETIN

9-1-1 Issues | Project (40) RETAINS

APCO Project (40) RETAINS - Compensation

Responsive Efforts To Address
Integral Needs in Staffing

Compensation (Basic and Supplemental)

Basic Compensation

• Basic compensation should also consider and be "benchmarked" to other jobs in the private sector that require similar skill, ability, responsibility, authority, training and certification.

• Compensation of 9-1-1/PSCC personnel must be adequate to recruit and retain qualified, long-term, career oriented personnel.

  **Note - Basic compensation should not just be "benchmarked" with positions in other 9-1-1/PSCC. This historically has been the only type of "benchmark" utilized and because of its inadequacy has caused the 9-1-1/PSCC's to experience the same type of recruitment/retention problem, to the degree that inadequate compensation is one of the causes of the problem.

Supplemental Compensation

• Consider having higher rates of basic pay and overtime pay apply when working with less than pre-established staffing levels.

• Consider having additional rates of pay for employees who have volunteered to work on their days off.

• Consider additional compensation for employees who provide management directed training to other personnel.

• Consider additional compensation for personnel who achieve additional education credits.

• Consider additional compensation for employees who achieve certain professional public safety communications certifications, i.e. NCIC Teletype Operation, State level NCIC equivalent, EMD, Instructor, etc.

• Consider additional compensation for employees who possess or achieve additional language proficiencies.

• Consider additional compensation for personnel who work during non-traditional work hours, i.e. Evenings, Nights, Saturdays, Sundays, Holidays.

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