I'm going to call the meeting Eden of the Public Safety Commission to order at 603. And I'm going to make make my chairperson statement. This meeting is being recorded by the public safety commission. If any other person
present or record are recording or anyone online, please notify the chair now. So, is anybody recording? Yeah, >> I'm Anthony Kemilleri, the Greenfield Recorder. >> Greenfield Recorder. Okay, anybody online?
>> Okay, seeing none, we're going to take roll call. Uh, Commissioner >> not present. >> Not present. Absent. Commissioner Barger here. Commissioner Mascatalo here.
Commissioner Burge >> here. >> Commissioner Dixon >> present. >> Commissioner Jarvis, I am here. We have a quorum. So, we are able to proceed. Okay. So, we're going to do public comment. Anybody online
want to make public comment? Please just speak up or raise your hand. And I see one person, Tommy. muted. So, >> very good. Um, anybody in the room want to do public comment?
>> Nope. Seeing none, we will move on to introduction. So, we're going to move on to the introduction of the new police department sergeant lieutenant for promotion and recommendations. >> So, come on forward. >> So, with that, Corey Green is actually
out of the country. Um, so I worked it out with um Kathy that he will set up an appointment with her uh to do this. We've kind of wanted to make things a little bit more formal, although not super um historically we've done things at
various places uh once and um Emily hates that so she hates this. So we're going to do it here. Um what we'll do is we'll have the clerk swear her in. >> Yep. Um, sorry. >> Yep. So, why don't we do a little >> Yep. Scratch that. So, first we're going
to recommend to you >> and then we'll do our recommendations. >> So, we got to get those two first. Yeah. So, what we are recommending, as you know, we did a a process um last year for sergeants. We actually did a process for sergeants and lieutenants, but they expire. They
expired at different intervals. >> So, um the lieutenant we needed to do a new process for. we were able to make a promotion off sergeant off of the past list because it hadn't yet been a year. So Corey Green, who was a detective for
us, has been sitting in the acting provisional capacity for the last few months. He he agreed to do that. So he also placed the highest on that last selection process. He actually opted out last time for
family reasons and Brandon McCoy was promoted. So at this point he still sat at the top of the list. So he was once again asked. He accepted. Um so our recommendation for the permanent sergeant promotion is Cory Green. >> Okay. We'll handle them one at a time if you don't mind. Chief Y
>> that way we will we will >> we won't keep it. >> So um I guess we'll ask you any questions that we have on on on Glory if anybody has any questions for the chief about Corey. So just the comment
>> comment questions or comments. >> So we we uh on the first round we I believe we already approved Corey for the position. Um and then after the approval and he was offered the job he
declined for family reasons. So we already approved him once. We can approve him again. We have >> Yeah. But I'm just saying just for folks because I know um folks might have not been here for the vote, but he was approved um >> at one time. >> Right. But you have a new you have a new
commission commissioner, so we need to re >> re-recommend. >> Yep. >> So >> So I can feel Cory's got probably close to 20 years of law enforcement experience. He um started his career to
my knowledge in Irving at which point in Irving he made it up to the rank of sergeant. although there there's three four officers. Um he worked part-time for Monagu and transitioned over to us probably around 15 years ago. Yes, >> maybe. Um he served in various
capacities, most recently detective and well even more recently provisional sergeant. Um he has because we were we lost another detective and we were down to one, he's actually been covering in that capacity as a detective sergeant.
So, um, he's done very well. Um, he's he's definitely sort of what you would assume is a natural leader. Um, people follow him. Um, they trust him. Um, and they've absolutely have confidence in his ability to lead them. So, um, with
all that being said, coupled with the fact that he scored the highest on our process, he's who we're recommending for the start position. >> Ready? >> I don't think we need we just take a vote. Um, if >> I think you do a motion and >> motion, a motion and then a vote. Yep.
So, do I have a motion? >> A motion. >> Second. >> Second. Yep. Thank you. >> Any comments or questions? I guess. >> Yep. Comments or questions? >> Commissioners.
Okay. All those in favor? >> I oppose. One obstension. Okay. through E. I'm just doing my notes so I can give give the recommendation to the mayor. Very good. We'll take and
tackle the lieutenant. Yeah. So, um Emily has been with us how long? >> Come on up, Emily. Come on up. Yeah. Um you. >> I had just exceeded my 13th year with the Greenville Police Department.
>> M started like most of us as a patrolman, was promoted to sergeant. Um worked primarily on the overnight shift which was her shift of choice. Um and was then asked to be provisional
lieutenant. uh after we had a loss of a lieutenant there where uh Lieutenant Haskins left her monument. Um Emily is an extremely extremely strong detailoriented
accomplisher of tasks um like no other. So I'm I'm extremely overwhelmingly proud to recommend Emily as our next permanent lieutenant. Uh, it will be Greenfield's first female permanent lieutenant in Greenfield. But I want to
be very clear that is not walking. She's being recommended. Has nothing to do with that. It has everything to do with the fact that her completed work is quite simply amazing. Um, and I want to joke with her, but it's true. So, um, Emily is one that I really truly believe
if I hand her a task, I have all the faith in the world that it's going to come back to me very well done. um that showed so that that shined through in our promotional process and Emily's presentation although we couldn't get we
had technical difficulties we couldn't get the PowerPoint working um she still rose above those who could even do that um again detail oriented the presentation was smooth clear the handouts were good um the oral board
portion very well done we've had an opportunity to vet her for the last several months as a provisional lieutenant and it's she's just Johnny on the spot. So, I'm I'm super confident and I'm very excited about
being able to promote our first female to a permanent lieutenant position, Emily R. >> Thank you, >> Emily Ral Kash. Sorry, that's fine. >> Um, questions, comments.
>> I have a comment. There you go. I had the pleasure of sitting um at her interview and her presentation and it was amazing. Absolutely amazing. Everyone did a very good job. But there
was no doubt in my mind that hur sh and I'm very proud that you became the first woman lieutenant. And I wish you well following my s on my steps. Um yeah, don't go too far.
No, but really from the bottom of my heart, I'm very proud of you. I was so happy to find out that you were chosen. >> Appreciate everybody that took part in it and participated and got to come to the interviews and reviewed the process and got to speak with all the
candidates. I really appreciate everybody's involvement. >> Anybody else? So, this Sorry. Go ahead. I I was just going to say I wasn't present for the this piece of it, but having worked with you on a few things since the fall, um I I agree. I think
everything that you do you do with, you know, a lot of detail and a lot of care and yeah, it's I'm excited. Congratulations. >> Thank you. So, so this interview process um which um I participated in the grading
and I commissioner um Burge and Barbara with it to um to um witness it uh was very interesting. We gave them a scenario that was could be could have been quite a real life scenario. It wasn't, you know, a madeup one. And it
was an important one because it the scenario was not only to make sure that Greenfield and its residents would be protected, but also the officers working this particular scenario and
outside enforcement were protected. So it was very touchy and um you know we expected you know we had you know they you had to um you know there was certain people including myself
assigned to positions and I was assigned to a position and I made it challenging. I changed it up every couple days until the chief called me up on the last day and said enough. >> Um but that's me. um >> I was ready for it.
>> But you know it it it was proof to me that when I sat and looked at the um you know your presentations that you you you were thoughtful with your responses back. You were very professional
um and you you owned what you said and what you did. and when you were up presenting, you presented very well and your your goal was to ensure really the safety of residents of Greenfield and it was very detailed and that really was
important to me um because uh you know it was a it wasn't just your average everyday assignment. It was pretty important and I and I really think you did a stellar job at proving that you could handle not only that assignment but now the position of
lieutenant. So I appreciate that. you >> some things to note just in closing for her unless you have more to say is that >> No, I think I >> Oh, go ahead. >> doesn't even let me speak. I know he's trying to get out of here. I tell you, Emily, all I want to say is
congratulations to you. Uh, nothing's worse to be called a provisional because you are doing the job as a full-time lieutenant. So, I wish they would strike calling people provisional because you are doing the job and you did a job and did a fine job at it. So,
congratulations. Um, I'm sure you're going to continue to find job and maybe someday we'll get rid of everybody calling people provisional and we'll just give them the rank. So, >> it's a good point and you're the only one being assessed like every day. We talked about that ahead of time. >> Exactly. Nothing. >> She didn't go into that without that.
Like out of fairness, we talked to them. You got to understand I've done it several times. >> Yeah. >> And there's You're really the only one under the microscope, right? No one else is being graded and assessed on a daily basis for you. So, What Emily what Emily
does is she completes for us our sort of our four person command staff and I don't make any decisions alone unless there's some chaotic scene happening or unfolding we run it by democracy you know we sit together often and Emily is
good at challenging so and and we need that like I said I don't want to be right all the time I'm not right all the time so there have been issues important issues departmental level stuff that we've discussed and she's not afraid to give her two cents and that's that was
that was word one like Emily you got to come at us right we sit in this room and we're all on the same what we want to do is do the best job for Greenfield right so it's not just going to be my ideas it's not just going to be the deputy chief's ideas or the other lieutenants's ideas um she will challenge we'll
challenge her um she's coming around she's she's in fun now right a little levity me. >> Well, we like to joke around a little bit. We're She's coming around and we're good. And she'll watch my dog from time to time. So, that's good, too.
>> It's really It really is an important >> sort of quad that we have at the top trying to make these decisions on the best interests of all the department and the whole town. And so far, it's been smooth. It's been smooth as glass. I think we made some good choices. We've come up with some good plans,
formulating a lot of good things and and good directions. So, and and Emily's right there. What people don't know on a lieutenants level is outside a potential collective bargaining agreement, there's a lot of expectations that I'm sure she's aware of now on a on a lieutenants level, not a single complaint. Not a
single complaint. And I will be getting emails on Sundays and evenings and there's never a stopping time. So, she she merged into this position seamlessly. So, we're marching on. We have a lot to do. and we're going to do
it. So, Emily's going to be in charge of of our accreditation and moving to new softwares and and it's it's a lot of work. Unbeknownst to many, I talk about this daily at the police department. Everybody thinks while they're doing it, their job is probably the busiest thing in the world. Until then, you take
another one. And and I know for a fact that the lieutenant's position, particularly the the admin lieutenant, is it's a taskheavy job. There's a lot to do. So, um, learning different delegation tactics and things of that nature is what what we'll continue to
work on so we can do more with less if possible if needed. So, um, I think we're we're really are cranking out on all cylinders right now. Running pretty good. So, >> you have anything to say? >> I agree with everything they're saying. >> There you go.
>> Oh, no. I stole his speech >> pretty much. >> And I'd like to add a comment. Go ahead. Um, one of the things that impressed me about um, Emily is the fact that all her colleagues that I question that, you know, how's she doing? You know,
whatever. Has high respect for her. That's I wanted I want you to know, you know, that >> she talk to different people >> just everybody. But >> anyway, I want you to know that. Thank you. I appreciate hearing that.
>> So, on to you. >> Okay. Very good. >> On to you. >> We're ready to take a vote. >> I have a motion. >> Motion, please. >> Second. >> What is your motion? >> I have a motion that we vote on the promotion of Emily Ral Kesh to
Lieutenant. >> I second the motion. >> Thank you. >> Okay. So, all those in favor say I. I. I all those opposed abstensions. There wasn't any because we're five five in. So congratulations.
>> So with that being said a little bit and we're going to have the clerks wear her in in front here >> and you can still formally pass that on, but we'll get that out of the way. >> So I have one request because this is historical for Greenfield.
the commission and you three are going to stand up here and we're going to have a picture taken because that's where we would like to see it. All right. All right. Well, we're proud. >> Can you take the picture for us? >> Absolutely.
>> Unless Anthony wants to do it >> for your records with your phone. >> Absolutely. >> But Anthony can take a picture, too. >> So, we're going to do it. Where's his >> You want You want to be in the background of her swearing in? >> No. No. No. It's okay. Just just pictures after.
>> Okay. Mind >> if we got a little close to you. >> Yeah. Right here. >> Scott's going to tell you where to stand. Stare her down. >> I'm going to swear at you. >> Okay. Wouldn't be the first. >> Emily, please raise your right hand and repeat after me. I state your name. I,
Emily Raul Canashe, >> do solemnly swear >> do solemnly swear >> that I will faithfully and impartially >> that I will faithfully and impartially >> and to the best of my abilities >> and to the best of my abilities >> perform the duties of the office >> perform the duties of the office >> of lieutenant of the Greenfield Police
Department >> a lieutenant of the Greenfield Police Department >> in accordance with the ordinances >> in accordance with the ordinances >> and the charter >> and the charter >> of the city of Greenfield >> of the city of Greenfield >> the constitution ution >> the Constitution >> and general laws of the Commonwealth
>> and general laws of the Commonwealth >> and the Constitution >> and the Constitution >> of the United States >> of of the United States. >> Congratulations. >> Thank you. >> That was easy, right? >> Because the way Kathy does it, she's
done this enough to give you a photo. >> You'll remember it. >> Oh, absolutely. >> Yeah. Stand right in front. You can be in the middle. >> We're pausing off agenda for a second. >> Get up here. >> Come on, girlfriend.
>> The historic photo. >> Come on. Get in here. >> Okay. So, I need a phone. >> Just in time. Photo time. >> Photo. We're all set. >> We're all set. Anybody care if it's landscape or
>> point in longbody? >> Yep. You're good. I'm just going to take a couple with each phone. Not >> Patrick's Day 2026. Our first female lieutenant. >> Remember that day?
>> Oh, yeah. us afterwards. >> Chair Street. >> Thank you so much. Thank you for your >> I remember last year talking I wanted to hang in here until
>> Thank you for coming. Of course. Of course. >> She spent more time having to contain herself. >> I guess the battle to say the same.
>> No, it's not. >> Thank you. I appreciate it. >> Maybe a moment for a quick phone call tomorrow. >> She sure does. Yes. Tomorrow. What what time would be best to give a call?
>> Thank you so much. >> Congrats again. >> There are three that are exactly the same thing. >> He's the new director of academics at the high school according to a phone call I got today. >> That's awesome.
>> I'm good with it. Whoever calls >> mayor's conf. >> Thanks Emily. >> Hi everybody. >> Hi. >> Okay. >> Okay. So, we're going to continue on but I have a couple announcements I want to make before we continue. I just for the
record I forgot Commissioner Bra who is not here. So for the record he is absent. >> I just want to say that because I didn't write them down. If I don't write people down I'm going to forget them. >> So before we start the budgets I just want people I want commissioners but I
also want the public to understand that shoot. We're reviewing a budget that may not be the final budget as with with any budget. that goes to the city council gets voted on first. >> Um, >> and even
budgets change up to sometimes the last moment before they go they go they get they get changed um just because of things happen with the state, things happen with the city. Um, and so we don't know what kind of mess we'll be in until they everybody votes on the budget
and then even then it can be amended at some point because the cherry sheets come back less than what they told the city they were going to and they have to be readjusted. So I just want everybody to kind of understand the process and the people in u in in the public
understand that are watching the the process that things that that could happen down the road. And with that, I'll let the chief um present his budget. Then we'll do questions to the chief um what people have on and comments. Okay.
>> So with no objection, we'll start with dispatch. >> Very good. >> Smaller. um dispatch. Just to give a little history of dispatch, we started um civilian dispatching pro before I
started in 98. Um but it was a dispatcher here and there, right, for just police. Um through the late 90s, early 2000s, we transitioned into fully civilians. So
full civilian operations after which once underway and once up at the new building we new building 30 years ago but um they unionized and they're in their own department. So, um it's it's you know close to probably a quarter
century they've been a union department and um what any municipality who has a PAT machine. So, a PAT machine is a public safety answering point, that's your 911. Okay. So, we have three 911
stations in Greenfield in that building, right? You've seen them today. You see, you know what they are now. Um, they went from an old blue box that made all kinds of weird noises and it was strange to us old-timers to now it's just a computer software. Um, but we receive
because we are a PAP, we receive pretty significant grants from the 911 department which really helps our operations. So to put that in perspective, we'll start with the with the dispatch budget. Um, did you hand them the spreadsheets too? You give them these? >> No,
this is what I have. Did you get unless it's in their packet >> is the packet. >> If not, then that's all I got. >> So, if I can find it in here. Um,
so at any rate, when when we have a dispatcher, if if you're looking at if you're looking at the top lines over here where it's you're not going to understand this stuff, but it's it says at the top dispatch salary and wages, you'll see there's a dispatch supervisor,
and you'll see that I account for this grant. So, this is called the support incentive grant. So, the city is not paying the 9741, right? So that grant I take 11 from that grant and that drops that obligation of
the city down to 79741. And if you walk through that you'll see that that in every single line, every single FTE is accounted for at $11,000 per. Okay? And that's 11 people. It's
there's a little bit more than that. not much, but $121,000 is taken off our shoulders. So, that's why you'll see a little bit of difference in numbers there. Um, if you go straight across the top, you'll see
that the increase is 6.09 in salary and wages. things to things to keep in mind is to my knowledge having sat in on the negotiations with dispatch and with patrol and with the supervisors
all bargaining units got 3% 3% 3%. And now we're living with 3% 3% 3%. So, there's going to be built-in increases in that and and understand that when a when an increase like that happens, I'm and I know I'm sort of preaching the
choir, but I'm saying it more for public is other things are affected in that 3% raise. It's not just the salary line. So, overtime rates are higher. Um, vacation is more expensive. Any of those things are more longevity for those who
get it is more money. Um, so all of that stuff is affected indirectly by that increase. So, um, a 6% increase, one might ask, I'm only saying it because one might ask, well, I only got a 3% cola cost of living. Why is it that it's
six? Well, because there's other things. It compounds and and things are added to. So, um, this the blue stuff that you're looking at right here is munus, right? Munis is gospel for us, right? So, this is the one the mayor will say.
this is the one we live by. Um, we also keep another spreadsheet locally, right? So, inhouse, uh, Judy and all of us, the command staff will monitor this almost on a daily basis, particularly myself and the deputy chief to make sure we're running within our numbers and I'll
explain that as we go. Okay. Um, if they don't have this, it's going to be kind of tough. I thought I brought it up for everybody. >> Have this. >> So, these are all single pages. I No, they're not. They're two. Um, yeah. Let's get Do you have other dispatch ones?
>> I know this is this is just this patrol. >> Maria has one. >> That was like a picture that had >> Did Did he send you the the attachments? I said them before, but I print literally printed new ones out today that you guys would need to see
>> on your phone. >> So, I'll I'll show what's going on here. The the stuff in red. I'll just kind of walk you through it. >> I printed a but you'll see there's there's items currently in the red. I'm not sure. So,
>> don't worry about this here. >> So, we had spent an extra 28,000 over what was budgeted for >> park. Yeah. number 12 over in I don't know what line that is training. So these items right here what I'm what
I'm just asking that you focus on is this bottom loop. Okay. So mathematically speaking right now we're 75% through the year. Right? So we're three quarters just about through the year. The end of March we're three quarters through. So all told we need to
be at have at least 25% of our funding left. We're at 33 right now. So what that shows is a level of responsibility to the budget is we have wiggle room right now. >> Take a photo of it. Look at it. >> Yeah.
>> So one thing also is if you see an increase in our current presentation in Munis it's because I have to do a responsible request. So there are a couple areas there where we're over. Naturally I have
to say well we got to add something. I can't I can't put together a budget that's going to go in the red like without it without without question. So another another thing to notice is in the dispatch budget
historically it was always salaries salary and wages. Um they have >> they have equipment replacement stuff which is like their clothing allowance stuff very little clothing allowance money. Yeah.
>> So since dispatch has become a thing, >> since dispatch has become a thing, we have sort of enveloped them and have footed the bill for everything required of that dispatch center.
It's they serve ourselves. They serve fire. And this isn't being petty. This is being we're going to have to pinch penny. So we got to understand where money's going, what it's going for. dispatch uses probably more things like toner cartridges, paper. Um, they have computer repairs, they have stuff that
they need fixed and maintained and serviced, etc. Every year since its inception, that has come out of the police department budget. Well, you're going to see the police department is in the red. My proposal to the city is we should be
tracking the expenses of dispatch through the dispatch budget. Right? So gone are the days in my opinion that whenever the dispatch department needs something, they're going to the police
department to buy it, right? Because those things are becoming extraordinarily expensive and we have our own obligations to those things. So I added, which again, if you see at the bottom, the increase is now 9.53%. This is on a relatively smaller budget.
So, I added things to try to cover where our overage is right now. Um, is where's the It's uh office equipment or something right. Okay. Yeah. So, if you look at office supplies, I added a $5,000 line there.
Equipment replacement, I added $5,000 line to that. And and really, that's about it. I didn't really change anything other than that. I added $10,000 to the dispatch pool so that they can replace their toner cartridges, their printers, their all that stuff.
Um, and and that that is a reasonable amount of money, honestly, considering the volume that dispatch center, like you're saying, for our purposes, they're over 40,000 calls a year. They take in a million calls over a phone. Um, they're
processing LTC's, FIDs. They're at the window all the time. I don't know how much you saw people coming in today, but their job is far more than just sending people in assets to calls. They have so on a daily
basis, I'm leaving a uh raffle permit for them. They'll come in and they'll hand it off, right? So, there's there's an entire litany of things that dispatch does behind the scenes um that we should not continue to overlook, but it also
comes at a cost. There's fees to that. So you'll see that the increase that extra $10,000 is is very much needed in dispatch. Other than that, I took into account I actually added more to the grant like taken advantage of that grant
more dispatchers all their training including travel and everything is paid for by the state through another 911 grant called the training. So you have the support incentive which gives us about 130 and you get you have the training grant which is they approve whatever. So we have they have to do 40
hours of inservice every year. Every bit of that is paid for through the 911 department. So um it's good because we don't really have to be too particular about it. They can take the training and some of it's pretty interesting. Some that they branched out into our uh our
critical incident training. They've gone into all that. they go to um train the trainer training our new dispatchers training there's a whole volume of different trainings and we never have to sweat it because it's always paid for uh and not on the taxpayers's time here so
there is an increase the ultimate increase right now sits at about 9.5 uh because we added that 10,000 to supplies and because of the raises any questions on that >> questions comments
Um, you said that the wages were more than a 3% increase because that was accounting for like all of the other things that scaled with wages. >> What? I'm sorry. >> Like it was accounting for like holiday and overtime and all the things that scaled with the 3%. >> Yeah. Well, in addition to that is you
we saw we start our next year's budget prior to the start of a year, right? So, we don't know when they were in the negotiating year. We have to make projections like where are they? What what's the mayor gonna give them? Right? So, you'll see 6% salary there. It's
because the last time we saw finished the budget was this time of year last year. Their pay went up in July of 2025. That's three. It's going to go up again now July of 2026. That's why you're noticing it's a 6% increase in that one line because we're taking into account
those two raises because we saw we settle our budgets prior. So, it's a 6% increase. And then yes, everything triggers from that number. So holiday pay is going to be more uh basically what they do is they divide they'll divide their weekly salary by you know
eight or whatever and pay them for a day. So when their pay goes up that goes up. Overtime goes up. All that stuff goes up. FSA the time they put away has to be set aside. So um not many but a couple a few have longevity. So
that's also that's a percentage based on your base salary. So that goes up too. So all these little things kick up. >> Okay. I guess in the budget in munice the overtime, longevity, holiday, all of those are separate line items. >> Y >> they're scaling by like different amounts.
>> So the 6% really is just accounting for two years of salary increase. >> Yeah. There. Yes. >> Yep. >> Um now that we have 10 dispatchers, my impression is that we're going to go back to having a relief dispatcher. So, we would have the two like on the shifts
and then just someone that's floats that would be able to cover for overtime >> um and like sick time and stuff like that. >> That feels like we're pulling a lot of money out of overtime um and like part-time into the salary piece. Is that accounted for in this
budget? Like the 60k in overtime, that's only because we were down so many dispatchers this year, right? >> Yeah. And again, from my perspective, I left it alone. Although there was another increase if you notice in there. So, um, I upped the part-time wages to 40 because we're in the red on part-time
wages right now. I think Do you have the special? >> I don't. >> 28. It's We're at >> 28. It's 28% >> over, right? >> Over. >> It's 28 over. >> Yeah. >> So, I increased that. Um, I did leave overtime alone. Things to consider. So, I don't Where we at with overtime right
now? She >> I think we're over on overtime as well. >> Yeah, you're 12 12411 change. So if you if you put them two together, I kept overtime where it is because rates are going up and I had to add to that part time. So we're still using part-times.
We use them more than we assumed we were going to, I guess. So we're using pdiums a lot, which yes, you would like to think would mitigate overtime, but $60,000 in overtime for the operation is not really it's not huge. It's an expected cost. Um that particular
operation is a little strange. like on the plea on the police side and I'm assuming on fire side, not speaking for them, but there's a cluster of people, right? You have a group of people working. Dispatch has two and always just two. So, what happens is, and again, this is why we're really thankful
of the grants. We've never gone over on our dispatch budget because of these grants. Um, if someone is out sick or takes a day off, it is overtime almost 90% of the time. Cindy on salary will do what she can. She's mitigated a lot of it to the as much extent possible. She's
still got to manage the place and she's got a lot of admin stuff she has to do. She also works to get those pdeiums in there to cover it so that it's not overtime. But dispatchers, like other collective bargaining units, have rights of first refusal as well that we have to acknowledge. So there's time. We can't
just put a part-timer or Cindy in there. We have to give it to a full-timer on overtime. So, and that's all collective bargaining. My impression is that there's going to be the two dispatchers working shifts, but then there will be a third overlapping dispatcher who can
then move to cover and that wouldn't be overtime, which I think this is like a it's not a new thing, but it hasn't been in place because we've been down so many dispatchers. >> Yeah. >> I guess I'm not 100% sure what the overtime would go down to because it
sounds like it was 60 last year. Um, but when I hear that, it makes me seem think that the wages should be higher and that this part-time and overtime should be lower with all the stuff accounted for because this is all in the union contract with additional shift.
>> The wages are the entire staff and their predicted salaries, which we can predict pretty well. So, it takes into account, we don't need any more money on the salary side is what I'm saying. And that line takes into account our that person at 11 and Cindy. It takes into account
all of them. And then like I said, I actually put the grant towards them at $11,000 a piece. So it it shaved that money down a little bit with that as well. But um so so I think now getting your point, it's we don't need any more
in. They'll have that salary because the other line items will be the add additional expenses, right? So if if that floater isn't available and we need an overtime, it comes out of that overtime line. >> Think too is like vacation relief and
that kind of floater person. It's not necessarily going to mean a third dispatcher on at one time. It's going to be them plugging in the holes where overtime would have been necessary. So it's their flat salary rate rather than an overtime for somebody to come in. So
they're just that second body rather than overlapping and making the overtime. >> But they are fully budgeted already. >> Do we need less overtime is I guess the question because they're covering that. >> That's what we hope, right? So we hope that but the turnover rate and the gaps
have continued that way. Um it it's it's a strange time. The same thing's happening on the police side. People are coming. They're going quicker than I've ever seen them before. The same thing happens in dispatch. It's an admin flow. will get down to five dispatchers sometimes and it's just criminal.
>> Um, >> so you're talking 11. >> We have Yeah, we have we have 11 slots. >> 11 slots. >> Those are budgeted. So, in a perfect world with our relief that we're that the commissioner is talking about, that costs that much money. That can't go
higher than that because they're budgeted at that rate. >> So, other stuff will come into play. Part-time wages. If that person doesn't fill a spot, then a part-timer gets put in there, which that will come out of that line, which we took into account and I had to elevate that a little bit because we're over we spent more on on
part- timerrs than we thought. And the dispatch, if you see, like I said, the reason why I printed out our current spreadsheet is to show you my rationale is quite simply, I look at the sheet and say, if we're over right now in FY25, there's a strong likelihood we're going to be over this time next year in FY26,
FY27. It it only makes sense and especially when your wages are going up. If if we budgeted $60,000 overtime for FY26 that we're in and we're over at the current pay rates, there's a pretty good chance we're going to be over in March of 27. So again, a
lot of these we got to make guesses, got to make predictions, but we'll look at the past trends and see where it is. >> So are you saying 11 with counting the supervisor? Is that okay? So it's not it's the supervisor makes the 11. >> Yeah. So the 10 is really the floater. >> So the 10 is the flo.
>> There's three per shift. The 10 makes the relief and then but but Cindy also serves as an additional layer of relief. Quite >> we're not doing that now though. >> She does that often. >> She is we don't have we don't have the >> we haven't had that. >> We don't have the 10 for the floater right now. >> We haven't had it in quite a while.
>> Okay. >> It's we we've stayed steady on the hiring and the processing and the training. We just can't >> like the police side. We can't get the full staffing. >> So, where were we at? Nine >> eight. >> Nine. Right. No, I think I think we have the numbers, right? I think we have the
numbers. They're just in training right now. >> I think we have the numbers. >> Yeah. >> Um I noticed that we have got two dispatchers at step B and step C with none at step A. Did we hire in the two
new hires at like a the second and third step? >> No. So what I have to do is this is for FY27. So this is for the future. Anybody currently working right now will end in step B. They're going to step probably
July 1st. And again that's contractual. >> So year after they finished their training date. So if we just hired the two people, >> it's not a year. No, it's a year from date of hire or there's other caveats in their contract. I'm not exactly sure on dispatch. July one, I believe, is the
trigger, though. I think the city wanted to go to that quite a while back. It's just easier for them to bookkeep. What I try to do in the budget is I try to forecast what their top step is going to be. And and honestly, I know depending on who you talk to, it's kind of peanuts
in between those two. Um, so if I can budget at um, so the the senior the least senior dispatcher who's working currently right now I know will be step two or B at some point in FY27. So I put
the numbers at step B. We munic 50 lines in there. So >> these are the steps that you're figuring are going to take place during 27. This is the steps you're seeing is where they will be >> in7 >> in 2027. At some point 2027, they're
going to land on that step. >> Commission, were you done? You weren't done with your questions. Were you done? >> I think I just got one more. Um, the shift shift differential pay hasn't changed in the contract between last year and this year. Um, and it's also
not based on base salary. It's just a flat dollar amount per week for the shift differential. So I was wondering where that increase came from. I don't know. Are we over on that right now? You have the spreadsheet there. >> Differential. What's
>> our shift def look like? >> It looks like >> they didn't increase them because everybody did. >> You're not in the red yet. 50%. >> 51. >> Shift it right now. >> Yeah. >> I'm not sure.
I don't know why that's Well, let's take a look at that one. My assumption was that they went up because I think everybody else did. >> Yeah, that was weird. Went up >> significantly. Yeah. >> Yep. This that's one I could have put in
a while back. So, I'm not sure. That could be one that could be edited. >> I can assure you the mayor will find that. >> She's pretty good with it. I guess I want to clarify one thing that that I maybe I'm wrong. Maybe I'm right. I can't remember. I'm old, so I'll use
that excuse. But your salary line is the only thing that you can't spend zero at bottom line at. You can't you can't move that around in your budget. So at at the end of the year, if you're over in your salaries, that gets returned to the city. >> Yes.
>> You cannot bottom line spend that. and can't move it around to say paper, whatever, computers, print and paper, whatever. You know, if it's left in that salary, if it's left in that line, it goes back to the general thought. >> So, you know, people need to keep that in mind that if it's a little bit
>> high or those numbers come in a little bit under, that money goes back to the city at the end of the year. They take it back. You can't spend it. So I just want that's just for general information for for like the public and for other commissioners to realize that that >> the problem with that and I'm aware of
this is that whatever we ask for and get approved on is what sets the tax rate. So what I ask is I we have to hope people have faith in us that we're not just throwing willy-nilly numbers in
here, right? I I get nothing off of that. Like I don't make more money. I just want people to understand >> money left in overtime not going to >> last year we returned money from both departments but what I'm saying is it wasn't a lack of attempt to properly
forecast like we're really trying to get this to the dollar. We've spent endless hours really trying to get right down to the dollar. What we can't predict is we may go a couple months without a position filled. So what does that do? >> Okay. >> Well, no. It just puts surplus in at the
end of the year is my point, right? So, we have to in order to do it responsibly, we have to >> put what we think is it's it's going to cost. I can't put together a budget >> that I know is going to come through in the red. That's just irresponsible. >> I get I get that. I just want people to
understand that that that something may happen in that line um that that has to be [ __ ] >> Absolutely. >> And I'll and I will say for the 30 years that I was involved with the with the fire department and Half of that maybe in management was
that overtime, vehicle maintenance, all of that is grossly underfunded every single year because you can't crystal hard. We fund it. >> We'd fund it to the to the scent. >> They're nearly impossible to produce. >> Exactly. So, it's just a it's a it's a
big you use your you always say we had this much last year, this is what we need next year and it always gets cut anyways. The minute you go to the table, that's the first thing that gets cut. And >> and I know you're going to say the same thing to everybody this year is we're going to be short in that. So, just
understand that from this time next year, we're going to be in the red. >> Yeah. >> In that. So, it's kind of a lot people to kind of understand it that that no matter what you can do your fast, you can cut it even. >> What what I want what I want the commission to be aware of and that's why
I brought those spreadsheets was despite all that, right? Despite those individual lines, I want you to be comfortable knowing that we do spend a significant amount of time staying within the amount of overall money we were allotted. Right? So, like I said, right now, dispatch is
sitting with 33% of their money left when we only have 25% of the year left. So, and that didn't come without its challenges. You'll hear the same comments when we get to the police budget. But, um, it's been an absolute battle. There's there's things that we end up having to pay for constantly that
you didn't see coming when someone leaves, which often times we don't know that comes with a price tag. >> I was just going to say >> sometimes significant price tag. You could be we've experienced it every year and we're going to do it again. >> You're going to be you're going to you could be in tough shape. You have 50
>> 33% left now. You could be under the percentage that you need to finish out the year a month from now because something catastrophic happens and people drop like flies and you have to >> replace or spend money to buy out. >> Yeah, exactly. Or a big buyout.
Guess I >> we're looking at two of them. >> One more question on dispatch which is is the software that they use included in the um equipment replacement or office suppliers or where does that >> so most Greenfield really this is one
place where I can say Greenfield's really starting to get things right. Um most of that now is in it's hands right. So our for example our IMC software which is central square software is about 30,000 maybe a hair under 30,000 a
year right now >> Fernando hand him hands so it's not something we have to worry about what we're going to see moving forward if he can work it out is he's also going to incorporate all our copers and fax machines and all that stuff right which
again things like that make the picture clearer in my opinion so it's it um we've been talking for quite a while with the you know the head of central maintenance why do we have any building supplies line should be in his budget right and I
think over time that's the direction this will go but what what I can tell you is even with that happening there still needs to be a little bit of pool of money for us to maintain our place right so there's things that we do inside that building you got a tour
today there's things that we have to maintain inside the building that central maintenance just doesn't deal with and and then we need a little bit of money to do that. But the majority of building maintenance should go to central maintenance just the way I see it. And and the majority of software and
things of that nature should naturally sit with it. And that's what's happening. The expense money I'm asking for for dispatches because they've never had that line is it costs money to run dispatch. It does. They need paper. They
need pens. They need ink. They need printers. They need things like that. And we need to be able to get mouse, mice, keyboards. Sometimes these things need to be replaced. And there's zero dollars for that. If they're getting replaced right now, they're coming straight out of the police department
budget. But this agency serves more than just the police. So why is the police carrying that burden? So it shouldn't be spread out. >> Anybody else? I have one comment to make after everybody. I think it's important to just state publicly that
Cindy and you guys do a really great job at finding grants to help train our dispatches. We can have a big line item here and a big expense under training and the effort that you guys that she puts into it. finding courses, finding
grants to send people hosting them here so we don't have to pay for it, including other towns is, you know, that that's above and beyond because there really could be a big line item under training. And our folks need to be trained. It's not like you're just walking into a job and you just sit there and train a couple days. Now,
you're talking life and death in some cases. These folks need to be trained. So you do a great job at making sure that budget is it's it's really not even a line ite. So >> well like I said, most of the training is taken care of. The grants still help.
>> They do help. Um I I call Cindy an anomaly a little bit because Cindy truly loves her job. Like she really likes that job. >> She does. >> She has benefit from what >> we benefit from that. >> We absolutely benefit from that. I've seen I've seen some who didn't have
quite such a passion for that and >> she truly she is made for that. That's that's her thing, you know, and she is the dispatch manager and we're lucky to have her. She puts everything I we she asks a lot of questions, but she also gets a lot done.
>> She just gets it and she's growing. She's learning. It's you know, you learn on the fly sometime. Anybody else? >> One comment that I that I'm that I'm going to make on this is that I see that that this is the same account number as
this is the same account number. This is a separate department within the city of Greenfield. They have their own union. They have their own contract at some point. There's a three in there that you're missing, but yes, you're right >> there. There. Yeah.
>> Um 010221305 >> 305. Yeah, it's pretty close. >> Yeah. So, what has to happen in my opinion is that this department should be its own budget, its own. We have a manager that that does a fantastic job.
Not that I want to add any more work to Cindy, but Cindy should be here presenting her budget because she's a separate department and separated from the police and the fire and they negotiate separate. They have their own union. It shouldn't be a separate
department. And at some point the city's going to have to step up and make it make it its own department. Um if when it first started they didn't really have the organization to do it. That's why it was always handed to the police chief because it was in their building. So it
was easier for the police chief to manage. But they're their own entity now. They're their own department within the city. So they need to separate it. >> Step one to that is what I pushed I pushed for the last several years was to get the manager out of the union. So that was step one. We finally
accomplished that last year. So that's the evolution of dispatch, right? So they were all in the same unit. >> So one really couldn't be the department head over the others. So we managed to get the dispatch supervisor salaried and
out of that union. So we're working the right direction towards that. I think it makes sense. >> Now the city just needs to accept the fact that they need to make it its own department. I I couldn't as the vice chair I couldn't agree more with the chair. They really
>> takes some stress off me argue with >> something that something that the city has to look at take a hard look at >> and and make make the right decision. >> It's it's built like that now. It's built to kind of do that. >> So now it's time to take the the small
little leap that's left. >> Yep. >> Anybody else? I guess we're going to vote on the recommendation to the mayor on the dispatchers dispatch budget.
I don't think we need to do a roll call. There isn't a lot of us. All those in favor? >> I. All those opposed? None. A step none. Okay. So, it's positive recommendation to the mayor for
the dispatch budget. >> Now, we'll move on to looking at reading lines on paper. I don't remember >> you got more. No, I didn't get >> someone playing with my emotion.
>> This one? >> No. >> Yeah, we'll take photos of it. >> I don't know. Maybe it is. I do not see >> it's sent to us. But >> say that 17. >> What's that?
>> This is what he had sent to us. Take photos. No, this is the most. >> Did you run out of >> No. Okay. I just thought maybe >> it' be a push for though because you ran out. >> We do. Look, you see it? That's mine. >> I'm going to sacrifice it. It's my office printer.
>> That's another thing Fernando's going to do though. We're talking about that is off different topic, but he's going to consolidate that. Like we got printers in every office. He's going to make main printers. It's good. Eliminates the need for 16 different types of toner cartridges and
>> ones that are not. >> It's it's another evolution that really needs to happen. Clean it clean it up and make like public or public printers and have four in a whole building rather than 20. >> I have this on my computer, but I'll do that. >> Yeah, that's the one you forwarded to
>> this one. It's a different one. I amended it and printed it literally before I left today. >> I apologize. I usually make enough copies for everybody, but I subbed my job out and it was done. And >> yeah, I only print, you know what probably happened is my printer probably ran out of paper because we sent all
that money to dispatch and I thought it was done, >> but it only printed three. Just >> come use the fire department. So police budget um a couple years back we had ran with 34
total 34 sworn officers. That was lowest seniority officer up to chief. Um when I was promoted, the first recommendation I made was to drop from three lieutenants to two and also add
in addition to that becoming a probably patrol level add another patrol level in exchange for providing the city with more business district coverage. We have not got there yet. We have never managed to
hire our 35th. We got dangerously close over the last month and that dropped again. So this budget still accounts for that number of people, 35. It is still just one chief, a deputy
chief, two lieutenants, six art. So the command staff is not changing. I'm not asking for more management. Um, I do I still think it's it's responsible of us to try to provide uh enough
presence to keep Greenfield safe in in many capacities. So, um, we do want to get another business district officer alongside Zoe who's currently down there. Um, it serves a really great
purpose. The business owners for the most part love seeing us there. Um their scope is much greater than just the business district. It's community focusing on steroids. Um they will take walks into the woods along the rivers,
check on the encampments. They will visit the library regularly. There's issues there. Um they they meet headon on a moment's notice. any particular incident that could take place. I'm injuring. >> We were lucky enough after working with
the sheriff to get Sergeant Jake play down there. So, we do have two walking. There's only one infield walking. Um, leaving the staffing the way it is. Um, we're currently down three,
which leaves us with only two detectives. Um, we're trying to we would like to get our detective bureau back to four. Um, historically there's four and they spread the case load out. Um, sadly far more cases than we would hope for in
Greenfield, but there are over 40,000 calls for service. As I said again, um, we have our share of the ugly cases. You know, the sexual assaults, the burglaries, um, things we wish didn't happen but do and
people have to do some work on them. And our detectives do some really good work on they go to a lot of really specialized investigatory training classes which are required. We work well with the state police investigators who come in and assist. Um oftent times
we're up to the level of them I would say patting ourselves on the back. We have some pretty good investigators. So it's it's a timeconsuming thing. It's something where um again on a moment's notice middle of the night they may get called in. So, um, and and and we need
that. So, this budget accounts for 35, plain and simple, is 35 people. Um, again, there were raises um that that I can't do anything about. So, it increased that
line rather significantly. So, I I I don't I'm not quite sure how Munis does its projections. I don't know how it's showing 14% but um I'm assuming it doesn't mathematically
if you look at the very end of Munice the proposed increase is actually 12. If you look at the very last page page five the increase from last year currently sits at 12. Do I assume we're going to end there? Nope. But this is me giving you what I believe is a responsibly
created budget and we can go over that piece by piece if you'd like. So, um, most of this you'll see is is similar. Um, but this is why I brought the spreadsheet here. So, for example, right
now for wages permanent part- timerrs, we're $105,000 over budget, which means we've been using an awful lot part-timers. The translation to that is we have been down upwards of five, six officers
throughout this fiscal year. We have been skeleton crew level through this fiscal year. So, uh and and not because of any other reason. and people chose to leave and and that's why there's this sort of weird number next to our our
full-time wages is 32.9. You'd think if we didn't have that many people, it'd be higher. Well, no, because the buybacks had to come out of that line. So, we've had six figure buybacks that we've had to handle this year. We had senior lieutenant leave.
We've had other senior, very senior 30-year employees retire times two. each one of those drafts with them a pretty significant payment out the door. And and and again, what I'm proud to say is if you look at the blue line on this
spreadsheet, you'll see despite that and despite all the increases and all the extra expenses, we're still 5% to the good. Battling this battle, we're still 5% to the good, right? So, and that's taking everything into account. We're $105,000
over on on uh temporary wages. were well actually 113 because you taking the part-time ones, right? Um FTO's that seen a massive spike because traditionally most of our field training officers would take their compensation
in comp time. So if you trained a new person, you'd get four hours of comp time. They're clearly now taking it in money and contractually that's what we have to. It was up to them. So, we budgeted down. I budgeted
down last year because nobody took it that way and then all of a sudden this year they do. So, one of those predictions you can't make. The choices in the contract as to what they do. So, I didn't ask for a whole heck of a lot because I figured it all in content and now we're at $10,000 over. So, um egg on
my face. Uh but again, all salary and wages combined, we're still at 31.38%. So, we're still we're we're in the black in salary and wages. But I have to pay attention to those red lines, right, for the future budget. So,
we get down into expenses, you'll see quite a bit of red and expenses. So, coming into FY26, as most know, um not criticizing at all, but based on need, the mayor made pretty aggressive cuts in expense lines coming into this fiscal year. I mean, she went she took
everybody to the bone. This is what you're seeing here, right? So, a repairs and maintenance police station, we had zero budgeted for that, but we had to spend $1,600. The biggest hit, and we've talked about this at just about every one of these meeting meetings, is cruiser
maintenance. So, as you can see right now, that today is sitting at $26,665 over budget. That's not the true number because there are cars at shops right now. Um, it's going to be more than that. So the prediction stands to where
we're talking about close to 40 grand we're going to be over on cruiser maintenance. I I'll reflect back and say look down to the bottom of that in the orange that's leaving us with only 17% of our expenses left for and we got to get through 25% of the year. But look at
the blue it's 30. At the end of the year they combine right? So these numbers can mash and we're at 30%. So, we're going to do our best to continue to manage this so that we stay in the black overall. Okay. Um, that's our
obligation. Uh, but that is in the wake of paying a lot of people buybacks that are not budgeted. You don't see in munice anywhere buyback. It's just not a line item. That comes out of salaries. Um, we're over in um repairs, maintenance, computers. So,
we budgeted 10. Uh we've spent 136 um some of that stuff computers. So dispatch, you sat in dispatch. We did some massive upgrades in there. >> It's not unlikely that some of that $3,600 went there
>> because we bought them various things. They needed new speakers. They needed a couple other odds and ends. We're spending money on both PD and dispatch in this budget. Um range and ammo. I I don't know why, but range and ammo
was cut. So, we had zero budgeted for range and ammo, and we have to qualify twice a year. So, now we're $3,300 in debt there. Um, yeah. And academy, we got to pay for there. So, uh, vehicle accessories. So, over and
above repairs, these vehicles have a lot of accessories in them, right? So, that budget line, as you can see in the spreadsheet, got cut. It was zero. But we need accessories in cars. So, we had to keep the cars going. Um, tolls, we didn't account for anything in tolls.
Dues and memberships. Um, we have a ton of different memberships that we're in. Our special response team has membership dues. Um, various police association dues to pay these dues.
Opens up the doors to all that training that we need to be at and go to. So, a lot of that incorporates the training, too. It's training and news memberships. Power, >> but yep. So, Power D, our software um is is part of that. So, that costs 11 grand
a year in and of itself. So, what I did do so that the commission is aware is we had increased costs and and and again, just because we are trying to be reasonable and conservative, we think about these things every day. I got
challenged by it, but I think it was the right move. We have a bunch of individuals that stand out on the road and wave their arms making 80 bucks an hour soon. I increased the amount of money that they need to pay us to do that job. And the reason for that was is
we're not going to foot the bill for these people to be on our software. That's their expense, right? They're making money off the city. So it went from $120 >> to $425 >> 425
>> $425 because now they're going to pay for another software program for us >> in DTS just >> rather than the city these people are paying if they want to work in Greenfield making the detail money they're going to pay us for the software. So I effectively negated an increase of $11,000 that we were facing
coming into this year and that wasn't blocked. That's another software and that was another 11,000 $12,000 savings by getting rid of that. So, um, again, if if you look at this and if you look at this, you're going to see we can go line by line. It's very likely that the
the increases in the in the police side budget right now are those items that currently had zero budgeted for them, but we spent money. I had to put stuff in there just to be reasonable. And the ones that we went over budget on, I had to put up. I'm assuming things aren't getting
cheaper. One mistake made that the group should know about last year was the labels in Munice are a little misdirected, right? So, um, one of them for example, I don't even know which one
it was. It might have been, uh, it was cruiser maintenance actually. So, repairs, maintenance, cruisers, the substation lease had gotten embedded in. So the substation lease is plus or minus 12,000.
So we had in previous years vehicle maintenance I believe was $25,000. He budgeted $25,000 for cruiser maintenance. The mayor cut that again cutting things to the bone cut it down to $18,000. What she didn't see was that 12,000 of
that now was for the substation, which left us effectively with $6,000 to fix our cars when we always needed 25, right? So, that was a problem from the start. Um, it it was an an honest
mistake, an honest overlook. And it's really I've been talking with um the finance director to try to figure out it's that it's very locked down. Like I can't go in there and change labels. If I could, I'd have it much clearer in terms of what these things represent.
Um, some of these things are just not even close to what we're talking about in Ununice. So, um, I know and he knows when we put them in, but if you were to read them and not go into the if you don't actually go in, you're not going to see that it's broken down. So, um, and that would take a bit of time.
There's a lot of items in there, 60 something items. Any questions on the PD budget? So, >> sure. So, I was looking at the detective statements and you said that we've got two detectives right now, but this one
has five detectives at 24 or 2.4K each. >> Yeah. >> Um, even if we got fully staffed, the detective s starts at 2K and doesn't staff until someone's been years. >> Um, so I was wondering where that 2.4K
came from for the five of them. as stipens. I think they did an increase in their last >> Yeah, they they went up to 2500 for next year. Do you have next year's contract? You have the contract for next year? >> They went up significantly in their
statement. I think 500 bucks a piece. >> Uh so the contract that I found was online and it went through 2027 for >> Okay, so you're right. You got the right one. Um, >> this one didn't step with the year. The detective stipen was just 2.4K after 5
years, 2.2K after three years, and 2K when you become a detective. >> Yeah. Okay. Yeah. And what we're doing, so the reason why there's a little additional in there is because we are adding a fifth. The sergeant in charge of the detective bureau also is on call.
So where we're going from four, we're adding one. So there's a couple thousand dollars more. the new detectives. Yes. I think by the end of 27, >> Baron will now be at the top.
>> Uh >> [ __ ] will be at the top. So, two of them will be at the top. >> Cory would be at the top and Corey. So, three of them will be at the top and two of them would probably be the 2,000. But, we're adding another one, too. And that's why it went up a little bit. We have another person on call. The math could be a little off on that. That that
some of that has changed like really recently. So, So, we got $12,000 in incentive. That could have been me actually just going like it's 2400 times five worst case scenario. So, so
>> right >> that could pro that might be able to be trimmed down like 800 bucks or something. >> For the canines type, do we have two canine officers? This is something I'm not aware of. >> We do. >> Okay. >> Yep.
>> It's Frank and Nico. So Nico's the shepherd that officer Marrian has and then you have K9 Frank. >> You just have Frank. >> Frankie has all >> he should get a double statement for that. >> Yes.
>> Are you are you all set? >> I've got more questions. Go ahead. Um, looking at Lieutenant in the contract, it ranges from 104 to 110 depending on the step. >> And not taking away from Lieutenant Ralph Nash, but she did just get
promoted. And this 111 is at the top end over the top end of those steps. And so I was wondering where that 111 came from. I'm assuming the projected like I was reading this as we've got two tenants at 111 each.
>> So they only have they have what two steps? >> It's two. You start at one then you stop twice, right? Three three tiers. >> Three tiers. >> So when did you get promoted to provisional? >> Oh >> it counts from the beginning of the provision?
>> November 17. >> November 17. way but was was offset from the end of his probation. >> So he'll be topped and so Batinsky will be top step July one. So that's the top number and she will be top step the
following July one, right? >> 27. >> Yeah. So that could be Yeah, we could trim it. >> Okay. And the same with the sergeants. The band goes from 91 to 97 and you've got six at 97. And I'm assuming the new sergeants also start at the lower
steps. >> Yeah. Um, >> all our sergeants are top step probably with the exception of Corey, right? >> So they there was a grievance just so you're up to speed. There was a
grievance on some of the language. They will all be most of them already are. Um, the most recently promoted who was Brandon Lgoy will be top step starting July 1. Cory Green will be the only
wild card in that, but there's also some language that could put him to top step in that year. >> Does it count all years of service, not just his sergeant or >> No, no, it's it's sergeant. So, in grade. So, but again, he'll go back to the point in which he was made
provisional and then what happens is there's no differentiation. This is some of the wording issues in the contract was there's some wording issues that doesn't differentiate between provisional and fulltime permanent. So, airing to the side of caution, we've had to agree that it's from day one is
provisional. That's where it triggers. Then there's some wording in the contract that makes it look like after your probationary period, depending on where in the year that falls, you get both steps, right? Which is what we just went through. So for all intents and
purposes, it looks like these sergeants will all be top step in FY27. >> So it's basically stepping is just very quick once you're in the position. >> It's it's not a calendar year anymore. Yeah, it's not. >> It used to be calendar year or >> Well, they change in their cont now. You
will you absolutely step to step two after six months probation. So you're at minimum they'll be at step two. There's no question about that. Five out of six will in fact be top step right. We know that for a fact based on the most recent
that we Corey Green will be the the la the last one the six. And based on that wording like I'm saying at some point probably soon after July he'll have stepped if he hadn't in July already. It is fast. It's definitely fast, but it
was a CBA kind of language thing. Yeah. >> Um, down under career incentive I So my impression is that you get 25% salary for masters, 20% for bachelors and 10% for associates. >> Y
>> which I was doing the math and I don't think that those numbers line up with the amount that is projected in here versus the actual like salaries that we're paying that percentage. I don't know where I put that number on
my budgeted 394 this year. >> Can you say what can you Can you say what you think? >> Right. The number for career incentive. >> I wish I had my calculation but I didn't write it down on the sheet. I didn't quite understand how it could
come from the like salary for next year based on these numbers. I think my calculation was that many more people have to have a masters. I would have to look at the calculation to get that. >> What were the percentages you said though?
>> 25 for masters, 20 for bachelors and 10 for associates. >> So I know there are um several individuals right now that I'm talking to that are pursuing degrees that hadn't had them. I'm talking one that's even got like 28 years on. So I have to take
and forecast where that's going to be. Um another example is one of our our sergeants who has was just 12 years on maybe he just wrapped up a bad so they're going for them. So I'm communicating with these individuals and
I have to take into account the where they're going to be. So people are increasing the number of college educated officers is increasing. We have people senior officers pursuing it. So, um, and and a quite honestly, I I think it's a good thing. A good portion of
those we've been hiring have degrees. So, they're they're adding to the whole incentive. >> So, if this money isn't used, is it just stay in your budget? Is that specifically? >> Anything we don't use goes back to the city at the end of the year. But again,
I I I'll I'll say it again and again. We are trying to put together responsible numbers so that that's not what sets your tax rate. We know that that's a thing. We don't want to do that. We're asking for what we believe is the bare minimum of what we need. There is some
some some rationale that goes into it aside from just the normal two plus two is four. You know, we have to make some predictions in some cases. This is I'm now realizing what happened is I did this late last night and I misplaced a comma in this million.
>> Oh, you had it in the millions. Oh, >> if you voted yesterday, you're our new best friend. >> I guess what I'm asking is the commission still. >> Yeah. Yeah.
>> Um I So for the shift to it, it did step this year. So went from 80 to 90 for evenings and then 100 to 110 for the night shift. But that still like at the most that's a 12.5% increase. And so when I look at
the 62% increase under shift differential and I'm curious where such a big increase came from for that shift. Well, we budgeted 889 for this year and we're actually doing pretty good with
that. It did go up significantly. Like I said, there was some calculations to that. I think the I think it's going up twice. So, it went up this year, then it's going to go up again to I think like $120ish,
>> I think. So, it it could be that could be a high one. Could certainly be a high one. It's definitely worst case scenario. So it depends on how many officers end up on night shift versus eve shift which is I what I did is it's 33.3%
33.3% was my math right so you have 33.3% who I know are going to be on day shift 33.3 are going to be on eaves and that's where the calculation comes sometimes more flock to days and we don't have that many on eaves so they don't get
that incentive or that that diff um and that changes so the accounting has been doing is literally by the shift, right? So again, it's a worst case scenario. Is that one that could be addressed and brought down? Probably >> the split shifts, too. >> The split Yeah, we're doing we're doing
split shift split shifts. The um sergeants, >> they split. >> So there may be more. >> I don't know how that's I don't know how this is 649 to 105 because if if you look at this, this is why Munice is a
little weird to me. It's not 62% increase. Right now, we were budgeted for just about $89,000 for sure this year. Our actual budget is 89 and I'm asking for 105. So, it's not a 60%. I don't know what Munis is. I don't know what this 64 number is. It's not one I
have no clue what that is. >> Oh, I guess I had two other questions. So, you mentioned we have a fund that you use to pay for the unmarked cars. We refresh those. Is that the civil asset for fund or is that a different fund? >> It's different. It's a law enforcement
trust. >> Law enforcement trust fund. >> Yeah. And that's about gone. So, we we made that play with the cruisers that we needed to make and that was sort of a deal. We said, "Well, that's going to be it." Like, that's what we're going to
do. So, um, having 14, 15 year old unmarked, rotted out cars, we replaced them with those kind of 21s, 2021 through 2023ish cars and that took that. >> Okay. >> So, uh, and we have you can't predict
when and if you'll get anything back in that. So, it's about tapped out. >> Okay. And then is anything like civil said forefeiter wise in this budget as far as covering costs? >> No, I can't predict any of that. So it doesn't it's just not munus doesn't even put that in there like there's not a
spot for that. So >> and so if we get that money over the year does that go to cover stuff in here and then we'll have more money in the budget at the end or does that cover >> I don't know um it would I don't think it'd be up to me. I don't know. It'd be up to the city to determine that goes.
So the DA's office would pay the city. I don't think that ne necessarily means that's has to go to the PD. I I we haven't gotten any the amount of time I'm here. I don't know of any civil money that we've gotten. I do know that we get the le stuff from the DA's
office. They said when they when they seize cash from um their operations, it gets divided amongst participating agencies and savings. Um and that comes in
sometimes it could be $100 maybe here. Um there was a relatively profound arrest a couple years back um which added to the line in there significantly but um it's not something we can rely
on. There's not much in it. Like I said we it it served a great purpose. you know, we we bought a lot of cars outside of Greenfield taxpayers dime and luckily they're not the ones that have been in the shop every single day, but um they're actually running but again they
they're they're not run so harshly or heavily. They're assigned to generally an individ and and and more easily accountable if you have a car. Sure. >> Guess one more question on the CJIS
system. From what I could tell, that's like the fingerprinting and background check system. Do we have a contract? >> Is that not what that is? >> Okay. Cous is actually the system that we run every single
records request stuff. Criminal justice information system is what that is. IDMIA is the company that does the fingerprint. They then loot us and >> yeah but C just is what all our cruisers all our dispatch that's how we get when
we run a plate it comes back through that when we want what's called a triple I interstate criminal inter interstate index crime index that's the criminal record check from across the country that helps we have to pay that's amount they said we have to pay what they tell
Anybody else? >> A question about your cruisers. Um, you you requested X I can't remember how many, but X amount of cruisers, right? Because the other ones you keep maintaining and you're over budget at
this point. this budget that you presented to the uh mayor, she already cut all those lines. >> I haven't presented to the mayor. >> Oh, you have not. Okay. >> We meet with her next week. >> I'll be here. >> There was a little bit of back and forth
and and she was okay with us doing this in the timeline. >> Exactly. Because I I thought you said something about them. Um so >> yeah, those are capital requests, Maria. So >> I know I know that the cars were capital requests. Um,
so if you don't get your cruisers, >> don't you think you should increase the uh the maintenance for the others? >> So, I'll give you my thoughts on how this should go. My opinion, not my money, but it's how it should go is your
police department needs three cars a year. >> I may have said this before, but this is 100% the way this should go. Your police department needs three cars a year. like it needs employees and like it needs paper and like it needs fuel. You need
three cars a year in order to maintain a reasonably well-maintained fleet. Um you need three a year and that and and and then like every fifth year you'd want to do a capital request to get some
unmarks. So you could keep your mark fleet going if you did three a year. What that three a year does is it keeps you within warranty range. So your oldest car maintains a warranty. So the the the fixed stuff is on the
manufacturer. We're so far out of warranty with most of our cars right now. That's why our cruiser maint. If you did three a year, then then you would maintain a a non-negligent fleet, right? Because it's negligent to have cars that may not make it to the call.
Um the additional aspect that has in my opinion then it should be in our budget. It should be budgeted three cars a year. The problem where we're at right now and for various reasons over time cruiser
leases were taken out of our budget. So now 300 $360,000 maybe because cruisers are now over six figures is a massive spike, right? So if if I put three cruisers in here, that
12% is no longer just 12%. And and do you want to talk about something jumping off the sheath at everybody who's going to approve this? So, I had suggested that we should probably start inching them back into the budget. It's just my
opinion. At some point in time, the police budget presented to you each year should include the three cars. And if they're already in there from the previous year, it's not a huge increase of $300,000. That when that happens, it's gonna jump
off the sheet at everybody. Like, what is this massive? Because what is everybody looking at when they're reviewing a budget? They're going to look at that last number right there, and that's 12%. Right? So, the schools are going to say, "What the police get? Fire's going to wonder what we're getting. We're going to wonder what fire is getting. We're going to wonder what the schools get."
Everybody reviewing these is going to say, "Well, the police got six. Fire got eight. This isn't fair." That's all they're looking at is that last thing. I I appreciate the energy being put into it. We're breaking it down into lines, but at the end of the day, they're going to look at, well, this is a 12%
increase. If I put three cruisers in there, that's a massive difference, right? How do we get back to that? That's what we have to figure out. We put a half a car in this year, the second half next year. Now you got one
in the budget, but it's not a huge spike and then maybe keep putting a half a car in for the next six years and then finally the cars are back in the budget. I don't know. I can I can say my hats off to our chief of staff because she's fighting hard to try to get us a massive
infusion yeah of cruisers. So through a government earmark. So um it's slim to none. Kind of like winning the lottery. But if we can get that it'd be awesome. But even with that this agency needs three car a year. You still need to do the three car a
year thing. So, um, it's it's now been perpetually removed from this budget. My opinion should be hunted. We have to fight capital all the time to get three cars. There's no guarantee whether or not we're going to get that. So, have a few. And just a comment on the
cars. I think the city needs to look at a program for every department and go to a leasing company and really crack it. Big deal. take the pressure off the individual departments, go to get a leasing company to buy in. >> So that's that's the whole point. It
doesn't it doesn't I'm I'm just for your own it doesn't help because there's already the state bid, right? You're going to get what you get based on state bid. So they kind of do that. They're just it's coming out of each department's money or amount of capital. >> So like like you said, when you when DBW
goes and gets five trucks and we get three, it's the same pot. It's the same pot of money and that we're all getting the best deal. We know that it's prevetted. We're getting the cheapest car or truck that we can get that's on the contract and those companies pay for that contract to have that contract. So,
that's where that incentive is. So, uh I just my personal it just needs to be in the budget. It needs to be in there. Few other things. Um body cam stipens you have it down is zero. >> So, is that being paid through a grant
now? >> Gone. That's a thing of the past and we can't change titles. >> It's a thing of the past that expired a year ago, but we can't change the headings. I mean, >> I think only Steve >> the body stipen is gone. >> Gone. >> Okay.
>> There's only a transitional stipen. We got them. They had to figure them out. There's a new >> It helped us get them implemented. >> I got you. You know, they're important tools. Um, the academy training is 24,000.
What does it cost to send somebody to the academy if we have to? >> So, I don't need just rough. >> Here's another prediction. So, as of last year, the the state threatened to go up to I think it was over >> 72. >> Yeah, it was like close to 8,000. >> Okay.
>> Right. Um, that held to what it currently is right now, 32. >> Okay. But the likelihood is it's got to go back to the 80 8,000. So, but what we also have to do is we have to pay for physical >> which is in there. But also additionally
is the psychological exams which are close to overhead. >> Well, I just wanted to make sure because it seemed a little low to me. That's all. I didn't think it was high. I felt >> academy tuition. Honestly, for what you get, six months of training, it's pretty reasonable. No, I I didn't I mean it the budget number. I feel like if we have to
send it to academy, I just thought that might have been >> way more than that. So just just to give and where we need to kind of fluff that academy tuition is when we hire a new officer, it costs us about $3,000 to gear them up. >> Exactly.
>> I mean nothing is cheap and we have to gear them up. So, um, we we kind of look at that and again, we can't change titles or expand titles in these lines, but that's a new that's a new person of $24,000. Um, is encompasses a heck of a lot more
than just an academy tuition. >> Yeah. >> Um, I know we joked about this, but there's no line for ammo. >> None. >> So, are the officers buying their own ammo? >> No. I think I added on the new one,
right? >> No, I don't see M1. Did I not see it anywhere? >> Is it on the back page? >> Is it fall under range allowance? >> No, that's >> So, here's the problem again between
Munice and ours. We can't change the labels. It's in there somewhere, >> but it's not It doesn't say that. That's not what the title is. So I can't we've been arguing about >> So there is an allowance in there for ammo. >> It's probably under prisoner males for
all we know. >> I mean it's true. No. True. True. >> Well, I just want to make sure there's a line for ammo because you are the police department and you need to have ammo. >> Mhm. >> Um do you foresee any major buybacks happening in 2027
that is going to affect >> highly possible? >> Highly possible. >> Really highly possible. >> What position is that going to put us? the deputy chief. >> What position do you think that will overall for the budget? >> I'm I'm
the way we've been doing this. What I'm saying is I'm not sweating it because we've managed this through some really extensive buybacks. What we do is it's sort of worked into our favor that we haven't been able to get new hires on
board because what we do is we delay that. And by delaying that, we're putting their money aside to cover for that. >> Okay. >> So although we'd like to have the boots on the ground, we're also trying to be responsible to the budget and we have to
drag our feet sometimes and go short to try to pay ourselves back. So that's what we've managed to do so far. Two years in a row, we've come in under. So and I'm feeling like we're going to do that again despite having all the buybacks that we went through again this
year. and the cruiser maintenance. I mean, we're we're that far over in cruiser maintenance. We're still hitting this. We're still in the black, these buybacks and cruiser maintenance. So, >> I think my last question is, is the dues and memberships are those individual or
is that like a group thing for the departments? >> It's all of it. There's >> all of it. So memberships for for officers for different memberships. We find that >> if if an officer is part of uh some sort of group like again the the um the the
special response team or part of a tactical association. U again that opens up extreme training doors. >> Sure. >> Um and gives us discounts to many other things sometimes. So, uh, there's there's other there's other ones that that like for example, a chief is part
of International Association of Chiefs of Police, the Mass Chiefs of Police, the Western Mass Chiefs of Police, the Franklin County Chiefs of Police. >> Taking up all the $20. >> It's peanuts compared to the rest. No, what we embedded into that was some policy software stuff.
>> Is it Is it Do they have to be approved? I mean, you can't just join. >> Oh, yeah. Oh, yeah. >> Yeah. Not just join them, but it's mostly groups. memberships not necessarily but any like I can't leave and go to any like >> we had he and I were going to go the internet we did so last year it was in
Boston the ICP it it it's an amazing conference to go to it was in Boston so we were right here we went to it got a got a bird's eye on what it is the following year which was the most recent event was in Colorado and we were going to go to that but considering the way money was we said
that's just can't be a priority we're not we're not going to fly to Colorado and rub shoulders with other chiefs and and and it's a worldwide this IEACP. It's more than just international association. There's people from other c many from other countries that
>> blend and talk and hang out and share training and things of that interest. But I mean having a long career in whatever my career is, those meetings are important because you meet people from around the world and from different states um and you see how they do it and
you can learn maybe they're doing something wrong, maybe you're doing something right. So not not to say, you know, we can't wa we have to watch the budget, but meetings like that are in all our trades, they're important to go. There's generally speaking, in my experience, something changes in the
operation almost every time one of those trainings are are visited. And and for example, we have our co-response one coming up. Uh thankfully that one's paid for entirely by the co-response grant, but we have a contingency of officers and co-responders that'll be in Texas
for a few days and I guarantee you they come back with some new ideas because you're talking about rubbing shoulders with people across the country all of whom this is relatively new to right so they share their experience there's a lot of training sometimes it's alikart
and sign up you go to it um but there's nothing that isn't beneficial you know and and you do like some of the there were some pretty prestigious individuals that we ran into in Boston and it's it's it's kind of amazing to get that many
people together and there was there was chiefs or it looked like maybe from from Africa there was um certainly from South America they were everywhere and they come in full regalia here we are like right we're a little under trench right now
>> well I those are important uh things should be attended. And talking about the trip they're going on, we ask for a presentation. So don't >> let them know it's due when they come back. >> Yes. >> Already been fair enough. No other question. >> I got you.
>> Anybody else? >> Okay. So just one couple percentage of the overall budget to the town the police department is 6% 7% of the overall budget. Do you know about
it's fairly low. I would say you're probably within single digits >> would be my guess. Usually that's where it falls. Okay. >> The overall citywide budget. That's just so just a point that that I want people
to realize that that that the police budget is just a small little piece out of the out of the overall city's citywide budget. Um it's very small piece of the pie. I know that I know city council will
have a little pie and it'll show where where where everybody falls um in that. Um, so you know, my opinion is your your increase is 286,000 and change in your
budget from last year to this year and a lot of that's going to be contractual increases. Um, so like a 6% change, you got some you have some stuff there that that you're going to fall mostly under in and
vehicle maintenance and everything else. And at the end of the day, that money has to come from someplace. So where does it come out of? Your bottom line of your budget at the end of the day. So something in your budget suffers so you can keep vehicles on the road. Something
something in your budget suffers so you can get your computers fixed in your cruiser. So, um I I I think it's a very little increase in your budget and a lot of it's taken up through contractual agreements
through the city. Um so, I just want people kind of understand that out there. Um that that the but that your budget's a very small piece of the pie that you're that
you're asking for. and and I know from years um of everything that that that every department in the city kind of like manages their budget through well. I mean the CW, police, fire, they
everybody does a real good job of managing their budgets and and they are grossly inflated with, you know, I want to make sure that I get everything I want. Um it's basic needs. Um, and the last couple of years have been really tough for for for all departments,
especially you guys. I I agree that you need cruisers. We need cruisers. Um, I don't know that what ever happened to the three cruisers a year. That that was always a standard. You know, I I I worked for 30 years with with the city except for the last 15. You guys used to
get three cruises a year then. And and Greenfield's 22 square miles. So, do the math. you're driving them eight hours a shift, 22 square miles. Um, you're putting miles on the vehicle wear and tear. They need to be fixed. They need to be replaced. We need to make sure
that we keep the citizens protected and that we have reliable vehicles to get there, but we're not calling Uber for a ride to get to uh get to someplace. So, um, >> and this, you know, keeping it in mind, this is what I would say is our rough
draft. We're moving into budget season. So, um, we'll meet here next week. I'm sure it's it's not going to be a good budget season for anybody. Um, we're always willing I, in fact, in my history being here, we're always willing to step
up to the plate and work with the city. Generally, we're the first to step up and work with the city and say, "Do what you got to do." So I have no doubt um we won't cross the finish line with a 12% increase. So um again the thoughts
behind what you were presented was these are trying to take a responsible approach to offsetting areas that would fed and then taking into account effectively like 6% payments. So uh officers step in they get colas. So
that's why for for those listening um it's out of anybody in this room's control sometimes when an officer goes up as much as 6%. Because if you're not already at top step on July one you go up a step. So if you're step four going to step five those percentages are
generally quite close to 3%. But then contractually you get a colon the cost of living of three. So now you're going up 6%. And there's nothing we can do now about that. Right. So that's that's going to happen. That's why those numbers are what they
are. Uh we appreciate your time. So we will we will continue to make a concerted effort to make this responsible and and common sensical. I think this this conversation that we're having, it's never happened and it's
very umformational to the to the public, you know, and we're we're able to see how we can support you. I mean, right now we're giving you a check. >> Huh? >> Just cut me a check. >> Anyways, stop. You know, I I can't be
serious with you. Gosh, darn it all. >> Anyways, um I really appreciate I know I used to be um the chair of the ways and means um at one point for a short time and found out how much work all the
heads of the department have to do and it breaks in our heart to say no, you can't have that knowing that you can um that you need it. So, >> seeing what we're seeing, we get it. Yeah, health insurance isn't helping
anybody. >> I'm going to save you some. I'm going on Medicare, so don't supplement. >> You still >> Okay. So, I guess um if anybody doesn't have any other questions, I think we'll move forward for a recommendation.
So, I need a motion. >> So moved. >> Oh, you want the whole motion? >> Uh >> yes. I move that we um recommend or recommend this funding. >> I need a second.
>> Second. Okay. All those in favor of a positive recommendation to the mayor say I. >> I. >> Those opposed. Okay. Abstensions.
Okay. >> Okay. Um, you said that the updated one that you couldn't um bring for what for whatever reason. >> I'll send over I'll send over the most updates.
>> I was going to say could you >> tomorrow I'll send everybody new fresh would be interested in in >> but again keep in mind things are mislabeled. If any of you have questions, you come in. We'll I'll open up the municip into the finer details
and you'll see what it is. We can break it down. >> That's the easier way to do it. >> It is. Yeah. >> It's not very friendly. >> I know this. I know what you mean by change that you can't >> Please come in. We'll we'll log in. I'll show you what I'm looking at and what we're talking about. There's some things buried in there. You're going to look at
the number and go, "That seems like a lot." >> Well, it's probably taking two or three things into account, >> right? Since yeah, since they changed the munus, it confused a lot of because they're looking for certain line items that yeah, don't show up. >> Stresses, like you said, we can't say it more how many times like, can we change
the label? We can't change the labels. >> Okay. So, we're going to be setting up the next meeting, which is going to be 3:25 at 6:00 pm. We're going to be doing just so everybody knows out there what we're going to be doing. It'll be on the
agenda, but we're going to approve. We have the public comment uh January February meeting minutes. We're going to approve those on 3:25 and the fire department budget. That's going to be our agenda for next month. >> We don't need to be here.
>> You don't need to be here. I already sent you an email. >> I know. I got it. I just wanted to make sure the public >> Yes. So, dispatching BHA I mean DHA. Oh my god. AMR. >> Oh boy.
>> At least at least I didn't call Mercy Mercy. At least I didn't see Mercy. I wish it myself. Um that's going to be our um our meeting next Tuesday. So in a and that's all we're going to be doing as fire department budgets. So who knows
a motion Tuesday. >> Wednesday. >> Wednesday. Wednesday the 25th. I did it again. Didn't >> Wednesday the 25th. I had the date right with the wrong day wrong. Okay, >> I'll make a motion to adjurnn. >> I'll second. >> Okay, >> favor. Let me shut the recording off,
folks. >> Yeah, >> I did that again. Why does that 25th is Tuesday? I don't know. Stop confused me next year.