Austin Police Association Agreement 2024-2029

A payment given to employees who work during evening or night shifts.

An officer cannot receive both evening and night shift differential, even if they work both.

The city reserves the right to pay monthly salaries in biweekly installments.

Any pay increase from this agreement takes effect in the second full pay period after the agreement, unless stated otherwise.

Employees covered by this agreement are exempted from mandatory unpaid leave, unless disciplinary action is taken.

The city will create a policy for Officer leave during severe weather, complying with state law.

The city will create a policy for Officer lodging or reimbursement during severe weather events.

The City Council can provide an incentive payment to officers living within the city limits, if the ordinance applies fairly to all officers.

Within 72 hours of a promotional exam, raw scores are sent to the City Clerk's office to be posted on the OCC public notices page and electronic bulletin board at City Hall.

Officers can review their exam results within 7 days of posting, with up to 4 hours dedicated to review and appeal submission.

The appeal process is managed by the Civil Service Director; officers can review their results during set hours, including evening options.

Any appeal submitted must meet specific criteria approved by the Appeals Committee (ACC) and is reviewed anonymously.

The Employee Review Committee (ERC) screens appeals based on ACC criteria, determining which appeals meet the standards.

The ERC comprises five members: four officers (two appointed by the ASSOCIATION, two by the Chief of Police) and one member appointed by the Civil Service Director.

Appeals that pass the ERC's initial screening can advance to the Civil Service Commission for a final decision.

The ERC solely focuses on screening appeals based on criteria and cannot comment on the validity of an appeal or subsequent commission action.

The written exam score is multiplied by 0.50, and the Assessment Center score is multiplied by 0.50. These adjusted scores are added together. This total is then increased by the candidate's Time in Rank points and Education points.

A minimum score of 70% must be achieved on the combined Written Exam and Assessment Center scores. This means if a candidate scores below 70% on these combined scores, they will not advance to the next round and their Time in Rank and Education points will not be added to their total score.

The maximum points a candidate can earn for their time served at their current rank. This is calculated as 1 point per year of service, with partial years being prorated. The maximum points for a Sergeant are 7, for a Lieutenant or Commander are 5.

Points awarded based on the level of education attained by a candidate. Only degrees from accredited colleges or universities are accepted.

Candidates must achieve a minimum score of 70% on the combined Written Exam and Assessment Center score before their Time in Rank and Education points are added.

The score awarded to each candidate based on their performance on the written exam. The maximum points achievable are 100.

The score awarded to each candidate based on their performance at the Assessment Center. The maximum points achievable are 100.

A process where candidates are evaluated through a series of tests and simulations designed to assess their leadership, communication, problem-solving, and other skills. The points earned at the Assessment Center are crucial for the final score.

Association Business Leave (ABL) can be used by members for legislative and/or political activities at the state or national level, only for matters concerning wages, hours of work, or working conditions that affect the members.

At the local level, ABL can be used for legislative and/or political activities related to officer safety, but not for elections, city charter amendments, or activities funded by the association's political action committee.

ABL cannot be used for activities that contradict the city's legislative agenda or are prohibited by Texas state law or the Ethics Commission.

When a candidate is bypassed for a promotion, the reason must be reviewed by the commission or an independent third-party hearing examiner.

Officers can utilize vacation time to engage in legislative and/or political activities, despite restrictions on ABL.

If a candidate is bypassed for a promotion, their name is returned to the eligibility list for future vacancies.

All ABL requests must be submitted in writing to the association president for approval, followed by final approval from the chief. The chief may waive the written request requirement in certain situations .

The terms of the article regarding ABL remain in effect after the agreement expires, until a new agreement is finalized or after 24 months, but no later than September 30, 2031.

If the Police Chief refuses to appoint a candidate three times, the candidate's name is removed from the eligibility list unless the commission sets aside the refusals.

The Association Communication article outlines procedures for communication and information dissemination within the association, including the use of Association Business Leave (ABL).

An officer's retirement creates a vacancy for a promotion.

An officer's resignation creates a vacancy for a promotion.

Article 12, within the agreement, covers communication specifics for association members.

An officer's death creates a vacancy for a promotion.

An officer's promotion to a higher rank creates a vacancy for a promotion.

An officer's indefinite suspension creates a vacancy for a promotion.

The time allotted for a promotional exam notice, at least equal to the time prescribed in Section 143.029 of the Texas Local Government Code, is not subject to grievances or appeals.

The Chief of Police/Fire Department determines the assessment criteria, based on the specific job requirements. This includes the duties and responsibilities of the rank being promoted to.

A list of consultants is generated and reviewed by both the Chief and the Director of Civil Service. The list goes to the Assessment Center Review Committee (ACRC) for their recommendation.

The ACRC, with members from the tested rank or above, reviews consultant qualifications and recommends one to the Chief for approval.

Both the Chief and the ACRC provide input to the consultant on any specific needs or issues related to the assessment center's design.

The consultant is responsible for making the final decisions about the design and implementation of the assessment center.

The assessment center utilizes various exercises to evaluate candidates' skills, such as in-basket exercises, problem-solving simulations, written and oral presentations, role-playing, and more.