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HomeMy WebLinkAboutMatrix Consulting Group Police Staffing AnalysisPROFESSIONAL SERVICES AGREEMENT THIS AGREEMENT, made on the 11TH day of APRIL, 2018 by and between the CITY of OSHKOSH, hereinafter referred to as CITY, and MATRIX CONSULTING GROUP, 201 SAN ANTONIO CIRCLE, SUITE 148, MOUNTAIN VIEW, CA 94040, hereinafter referred to as the CONSULTANT. WITNESSETH: That the CITY and the CONSULTANT, for the consideration hereinafter named, enter into the following Agreement. COMPONENT PARTS OF THE AGREEMENT This Agreement consists of the following component parts, all of which are as fully a part of this Agreement as if herein set out verbatim, or if not attached, as if hereto attached: 1. This Instrument 2. Consultant's Professional Services Proposal dated March 9, 2018, and attached hereto. In the event that any provision in any of the above component parts of this Agreement conflicts with any provision in any other of the component parts, the provision in the component part first enumerated above shall govern over any other component part which follows it numerically except as may be otherwise specifically stated. CITY REPRESENTATIVE The CITY shall assign the following individual to manage this Agreement: (DEAN SMITH, POLICE CHIEF) SCOPE OF WORK The CONSULTANT shall provide the services described in the CONSULTANT's attached Professional Services Proposal. CITY may make or approve changes within the general Scope of Services contained within the Professional Services Proposal and in this AGREEMENT. If such changes affect CONSULTANT's cost or time required for performance of the services, an equitable adjustment will be made through an amendment to this AGREEMENT. City Hall, 215 Church Avenue P.O. Box 1130 Oshkosh, WI 54903-1130 http://www.ci.oshkosh.wi.us RECORDS AND INSTRUMENTS OF SERVICE All reports, drawings, software, data, computer files, and other materials, documents and instruments prepared by the CONSULTANT as instruments of service shall remain the property of the CITY. Any document related to this agreement, whether in electronic or paper form, is considered a public record and shall be provided to the City upon request. The CONSULTANT may provide the City with an explanation of why they believe any document should not be released to the public. The City shall make all final determinations regarding the existence or release of any document related to this agreement. TERM AND TERMINATION A. Term. This Agreement shall commence upon the date indicated above and shall terminate on December 31, 2018, unless terminated earlier by one of the parties as provided below, except that CITY may extend this Agreement, upon written notice to CONSULTANT. B. Termination. 1. For Cause. If either party shall fail to fulfill in timely and proper manner any of the obligations under this Agreement, the other party shall have the right to terminate this Agreement by written notice. In this event, the CONSULTANT shall be entitled to compensation to the date of delivery of the Notice. 2. For Convenience. The CITY may terminate this Agreement at any time by giving written notice to the CONSULTANT no later than 30 calendar days before the termination date. TIME OF COMPLETION The CONSULTANT shall perform the services under this Agreement with reasonable diligence and expediency consistent with sound professional practices. The CITY agrees that the CONSULTANT is not responsible for damages arising directly or indirectly from any delays for causes beyond the CONSULTANT's control. For the purposes of this Agreement, such causes include, but are not limited to, strikes or other labor disputes, severe weather disruptions or other natural disasters, or failure of performance by the CITY. If the delays resulting from any such causes increase the time required by the CONSULTANT to perform its services in an orderly and efficient manner, the CONSULTANT shall be entitled to an equitable adjustment in schedule. SUSPENSION, DELAY, OR INTERRUPTION OF WORK CITY may suspend, delay, or interrupt the Services of CONSULTANT for the convenience of CITY. In such event, CONSULTANT's contract price and schedule shall be equitably adjusted. ASSIGNMENT CONSULTANT shall not have the right to assign this Agreement without the writ the City. INDEPENDENT CONSULTANT CONSULTANT is an independent CONSULTANT and is not an employee of the CITY. COOPERATION IN LITIGATION AND AUDITS CONSULTANT shall fully and completely cooperate with the City, the City's insurer, the City's attorneys, the City's Auditors or other representative of the City (collectively, the "City" for purposes of this Article) in connection with (a) any internal or governmental investigation or administrative, regulatory, arbitral or judicial proceeding (collectively "Litigation") or internal or governmental Audit, with respect to matters relating to this Agreement; other than a third party proceeding in which CONSULTANT is a named party and CONSULTANT and the City have not entered into a mutually acceptable joint defense agreement. Such cooperation may include, but shall not be limited to, responding to requests for documents and/or other records, and making CONSULTANT's employees available to the City (or their respective insurers, attorneys or auditors) upon reasonable notice for: (i) interviews, factual investigations, and providing declarations or affidavits that provide truthful information in connection with any Litigation or Audit; (ii) appearing at the request of the City to give testimony without requiring service of a subpoena or other legal process; (iii) volunteering to the City all pertinent information related to any Litigation or Audit; and (iv) providing information and legal representations to auditors in a form and - within a timeframe requested. City, shall reimburse CONSULTANT for reasonable direct expenses incurred in connection with providing documents and records required under this paragraph and may require, at the City's sole discretion, such expenses to be documented by receipts or other appropriate documentation. Reasonable direct expenses include costs, such as copying, postage and similar costs; but do not include wages, salaries, benefits and other employee compensation. CONSULTANT shall not be entitled to additional compensation for employee services provided under this paragraph. STANDARD OF CARE The standard of care applicable to CONSULTANT's Services will be the degree of skill and diligence normally employed by professional CONSULTANTs or consultants performing the same or similar Services at the time said services are performed. CONSULTANT will re -perform any services not meeting this standard without additional compensation. CITY RESPONSIBILITIES The CITY shall furnish, at the CONSULTANT's request, such information as is needed by the CONSULTANT to aid in the progress of the project, providing it is reasonably obtainable from City records. CONSULTANT may reasonably rely upon the accuracy, timeliness, and completeness of the information provided by CITY. To prevent any unreasonable delay in the CONSULTANT's work, the CITY will examine all reports and other documents and will make any authorizations necessary to proceed with work within a reasonable time period. PAYMENT A. The Agreement Sum. The CITY shall pay to the CONSULTANT for the performance of the Agreement the amount of $49,600.00 in the Cost Proposal of the Consultant's Professional Services Proposal dated March 9, 2018. B. Method of Payment. The CONSULTANT shall submit itemized monthly statements for services. The CITY shall pay the CONSULTANT within 30 calendar days after receipt of such statement. If any statement amount is disputed, the CITY may withhold payment of such amount and shall provide to CONSULTANT a statement as to the reason(s) for withholding payment. C. Additional Costs. Costs for additional services shall be negotiated and set forth in a written amendment to this Agreement executed by both parties prior to proceeding with the work covered under the subject amendment. HOLD HARMLESS The CONSULTANT covenants and agrees to protect and hold the City of Oshkosh harmless against all actions, claims, and demands which may be to the proportionate extent caused by or result from the intentional or negligent acts of the CONSULTANT, its agents or assigns, its employees, or its SUBCONSULTANTs related to the performance of this Agreement or be caused or result from any violation of any law or administrative regulation, and shall indemnify or refund to the CITY all sums including court costs, attorney fees, and punitive damages which the CITY may be obliged or adjudged to pay on any such claims or demands within thirty (30) days of the date of the CITY's written demand for indemnification or refund for those actions, claim, and demands caused by or resulting from intentional or negligent acts as specified in this paragraph. Subject to any limitations contained in Sec. 893.80 and any similar statute, of the Wisconsin Statutes, the City further agrees to hold CONSULTANT harmless from any and all liability, including claims, demands, losses, costs, damages, and expenses of every kind and description (including death), which may be to the proportionate extent caused by or result from the intentional or negligent acts of the CITY, its agents or assigns, its employees, or its SUBCONSULTANTs related to the performance of this Agreement or be caused or result from any violation of any law or administrative regulation, where such liability is founded upon or grows out of the acts or omission of any of the officers, employees or agents of the City of Oshkosh while acting within the scope of their employment. It is the intention of the parties to this Agreement that each party shall be solely responsible for its own actions and activities and the actions and activities of its own officers, employees and agents while acting within the scope of their employment INSURANCE The CONSULTANT agrees to abide by the attached City of Oshkosh Insurance Requirements for Professional Services. WHOLE AGREEMENT / AMENDMENT This document and any specified attachments contain all terms and conditions of the Agreement and any alteration thereto shall be invalid unless made in writing, signed by both parties and incorporated as an amendment to this Agreement. NO THIRD -PARTY BENEFICIARIES This AGREEMENT gives no rights or benefits to anyone other than CITY and CONSULTANT and has no third -party beneficiaries. AGREEMENT NOT TO BE CONSTRUED AGAINST ANY PARTY This Agreement is the product of negotiation between the parties hereto and no term, covenant or provision herein or the failure to include a term, covenant or provision shall be construed against any party hereto solely on the basis that one party or the other drafted this Agreement or any term, covenant or condition contained herein. NO WAIVER Failure of either party to insist upon the strict performance of terms and provisions of this agreement, or any of them, shall not constitute or be construed as a waiver or relinquishment of that party's right to thereafter enforce such term or provision, and that term of the provisions shall continue in full force and effect. NON-DISCRIMINATION The Operator agrees not to discriminate in its operations under this Agreement on the basis of race, color, creed, age, and gender, or as otherwise prohibited by law. A breach of this covenant may be regarded as a material breach of this Agreement SEVERABILITY If any term, covenant, condition or provision of this agreement shall be invalid or enforceable, the remainder of this agreement shall not be affected thereby the remainder of the agreement shall be valid and enforceable to the fullest extent permitted by law. CHOICE OF LAW AND VENUE The laws of the State of Wisconsin shall govern the interpretation and construction of this Agreement. Winnebago County shall be the venue for all disputes arising under this Agreement. IN WITNESS WHEREOF, the City of Oshkosh, Wisconsin, has caused this contract to be sealed with its corporate seal and to be subscribed to by its City Manager and City Clerk and countersigned by the Comptroller of said City, and CONSULTANT hereunto set its hand and seal the day and year first above written. In the Presence of: (Seal of CONSULTANT if a Corporation.) CONSULTANT Name of Company/Firm By: —6& P - ulmy PILO IOQt.- — (Specify Title) CITY OF OSHKOSH By: O Mark A. Rohloff, City Manager (Witness) And (Witness) Pamela R. Ubrig, City Clerk APPROVED: 4rttorney I hereby certify that the necessary provisions have been made to pay the liability which will accrue under this contract City Comptroller Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN matrix consulting group Table of Contents Letter of Transmittal Planned Approach to Conduct the Study 1 Firm Experience and Recent Projects 16 Staff Capabilities and Assignments 19 Expanded Staff Resumes 21 matrix consulting group March 9, 2018 Mark Rohloff, City Manager c/o City Clerk's Office City of Oshkosh 215 Church Avenue, Room 108 Oshkosh, WI 54903-1130 The Matrix Consulting Group is pleased to submit our proposal to conduct the Oshkosh Police Department Staffing Study. This project is directed at evaluating and making recommendations in several key areas, including analysis of staffing needs, deployment strategies, and projecting those needs in future years. Our firm has extensive experience conducting studies for law enforcement agencies, having worked with over 300 clients in the Midwest and across the country, as well as in Canada. We have assisted hundreds of police chiefs, policymakers, and managers in evaluating staff needs, deployment strategies, projections, and department organization. Some of our recent police department clients include the following (with recent upper Midwest clients bolded): Albuquerque, NM Greenbelt, MD Portland, OR Anoka County, MN Hennepin County, MN Ramsey County, MN Asheville, NC Lansing, IL Redding, CA Berkeley, CA Lower Saucon Township, PA Richmond, VA Beverly, MA Mahwah, NJ Roseville, CA Beverly Hills, CA Manchester, NH San Antonio, TX Carlisle, PA Mendham, NJ Spokane, WA Clearwater, FL Midwest City, OK St. Petersburg, FL Columbia, MO Milwaukee, WI Suffolk, VA Coral Gables, FL Mount Lebanon, PA Sun Prairie, WI Goodyear, AZ Omaha, NE Sunnyvale, CA Hayward, CA Peoria County, IL Vancouver, WA Dane County, WI Peoria, AZ Winnipeg, MB 201 San Antonio Circle, Suite 148 Mountain View, CA 94040 650.858.0507 650.917.2310 fax California, Illinois, Massachusetts, Texas, Washington Police services assessments represent a significant area of our practice. We are currently working with Fort Worth and Glenn Heights (TX), Clayton (MO), and Sacramento (CA) on studies centered around evaluating staffing needs, deployment strategies, and projections for workload and staffing needs in the future. We are particularly excited about this opportunity given our specific expertise in conducting these types of studies. Our firm has developed advanced analytical models and techniques for analyzing projected personnel needs based on growth and development, as well as for the analysis of deployment, both in terms of patrol scheduling optimization and geographic redistricting to improve field services and facilitate community policing. Our firm combines leading analytical capabilities with extensive expertise in conducting studies for law enforcement clients, as evidenced by our project team: • Richard Brady, the President of the firm, has over 30 years of consulting experience, which comprises over 300 studies for police department clients. He will be the project manager on the study, and will be involved in every project task, in addition to being the key point of contact. • John Scruggs, a Manager, has over 26 years of law enforcement experience. He co-authored legislation on body worn cameras in Oregon. • Ian Brady, a Senior Manager, specializes in law enforcement consulting and develops our deployment optimization, patrol redistricting, and service needs planning models. He has worked on over 50 studies for law enforcement clients. • Ryan Peterson, a Consultant, specializes in GIS capabilities and has over five years of experience in conducting geospatial analysis for local and regional governments. If you have any questions, please do not hesitate to contact me, the President of the firm and proposed project manager, at either the address, by phone at 650-858-0507, or by email at rbrady@matrixcg.net. V Matrix Consulting Group Richard Brady President Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN 1 Planned Approach to Conduct the Study 1. Study Background and Objectives The study of the Oshkosh Police Department is centers around a number of key objectives, including (but not limited to) the following: • Evaluate current staffing needs based on workload and service level targets. • Develop staffing plans for deploying personnel, both in terms schedule configurations and geographic deployment structures. • Examine of alternative service delivery options, such as use of civilian and sworn roles in certain functions. • Assess organizational needs, such as career development, attrition, training, overtime, and other factors. • Project workload and staffing needs into the future using a defensible methodology. The study comes at a time when staffing levels for sworn have been relatively consistent over the last five years, while three civilian positions have been lost, as shown in the following chart: Sworn and Civilian Employee Totals as Reported to FBI UCR Program 2012 2013 2014 2015 2016 Sworn 98 98 99 99 98 Civilian 17 17 16 15 14�., Total 115 115 115 114 112 At the same time, population has not changed significantly over the past five years, as shown in the following chart: Matrix Consulting Group Page 1 Proposal to Conduct the Police Department Staffing Study Population Trends, 2012-2016 Year Total Pop. Change 2012 66,514 declined over the past five 2013 66,848 +334 2014 66,962 +114 2015 66,766 -196 2016 66,654 -112 5YR Growth 0.2% 3YR Avg. -0.1% OSHKOSH, WISCONSIN In spite of a significant decrease from 2012 to 2013, Part I crime rate and rates have declined over the past five years of available data: 5YR Property Crime V -15% Part I Crimes as Reported to the FBI UCR Program, 2012-2016 2012 2013 2014 2015 2016 Violent Crime 191 155 154 157 141 �'`°« •_«-_. Criminal Homicide 0 0 0 1 0 Rape 13 9 0 0 7 Robbery 18 23 23 30 28 Aggravated Assault 160 123 121 120 106 Property crime 1,722 1,421 1,432 1,490 1,471 Burglary 340 219 263 257 194 Larceny -Theft 1,345 1,163 1,137 1,188 1,209 Motor Vehicle Theft 37 39 32 45 68 Arson 0 5 4 2 2 Part I Crimes Per 1,000 24.2 5YR Violent Crime o -26% 5YR Property Crime V -15% Excluding the 2012-2013 change, violent crimes have decreased by approximately 8%, while property crimes have been largely unchanged Regardless, the population and crime changes do not necessarily reflect whether workload has changed, or whether the roles and service levels expected of the Oshkosh Matrix Consulting Group Page 2 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN Police Department by the community have changed during that time period. As a result, significant opportunity exists for a fact -based, independent, and objective approach to study the staffing needs, deployment strategies, and projected needs of the department moving forward. The following sections outline the project team's approach to conduct the study, including key interim deliverables throughout the project, building up to the final report and subsequent presentation to the Oshkosh City Council. 2. Scope of Work The following subsections outline each task in our project team's proposed plan to conduct the study, beginning with the initiation of the project. Project Kickoff and Initial Interviews .i In order to conduct the study of the Oshkosh Police Department, the project team will first develop an initial understanding of the department and its service environment, as well as seek input on existing service levels and potential issues from department managers and key stakeholders. This task, which involves significant on-site time by the project team, allows for an opportunity to learn about the unique characteristics, policing programs, and services provided by the department. This process includes the following elements: • Interviews with the chief, command staff, and elected officials (if desired) in order to obtain their views on police service issues and improvement opportunities, as well to confirm the goals and objectives of the study. • Conduct a kick-off meeting with the project review committee, including a review of project objectives, approach, interim deliverables, and schedule. • Interview collective bargaining group representatives to explain the study and obtain their views on key staffing and management issues. • Conduct selected one-on-one interviews with Oshkosh Police Department personnel in order to develop our understanding of the agency's organization, unique characteristics, service levels, and issues. • Interview contacts within the Oshkosh Planning Services Division to start the data collection process in that area and identify other key contacts within that department, city resources, and/or contacts specific to economic development. Matrix Consulting Group Page 3 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN These initial interviews will focus on determining individual attitudes toward current law enforcement services and organizational considerations, including the following topics: • Adequacy of existing service levels. • Management systems and internal controls. • Responsiveness to community priorities and other service needs, as well as relations with community groups and organizations. • Perceived gaps in existing service levels, resources, and programs. • An overview of recent and projected changes to the service area, which will be followed up with data collection and additional interviews. • Issues associated with the current beat structure, including any issues with equalization of workloads, transportation routes, and whether neighborhoods and business areas are kept together within individual beats. The project team will also begin to collect various documents, including departmental goals, vision, and objectives statements, as well as other organizational materials and budgetary documents. TASK RESULT Based on the results of these interviews and initial data collection, the project team will prepare an issues list that will provide the basis for subsequent analytical steps. The project team will also finalize the project work plan project deliverable schedule. Descriptive Profile of the Police Department and City The project team will document its initial understanding of the department, its service levels, staffing, and service environment in a descriptive profile of the Oshkosh Police Department. The profile will also present workload data, preliminary analysis, organizational charts, deployment schedules, and a summary of key characteristics and dynamics of the community. A primary aim of developing the descriptive is to provide a foundation for subsequent analysis by ensuring the accuracy of our assumptions and understanding of key details. For each unit or section within the Operations Bureau and Administrative Bureau, the descriptive profile will detail: Matrix Consulting Group Page 4 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN • Current (filled) and authorized staffing levels by classification. • Deployment structures of field patrol services: Detailed visualization and tables showing the current shift schedule, including personnel assigned to each, start times, and workday rotations Areas of geographic responsibility (i.e., the three zones and seven districts) • Responsibilities and operations of specialized field units, including: — Motorcycle Unit — K9 Unit — Bike patrol — Mobile Field Force Team — SWAT • Key responsibilities and duties for each unit, command staff, and unique role within the department. • Organizational structures and reporting relationships. • For investigations, total caseloads, a description of case management practices, and case assignment processes. The draft document will be reviewed on-site with the project team, with corrections and revisions being made thereafter. This meeting will also provide an opportunity to discuss initial observations and findings, coordinate any remaining data collection needs, and discuss the next steps of the project. TASK RESULT A descriptive profile will be created, detailing the staffing, workload levels, and deployment schedules of the department, as well as any key characteristics of the service environment. The interim deliverable will provide the foundation for our subsequent analysis, and will be reviewed by both the project steering committee and key staff in order to ensure the accuracy of our assumptions and understanding of the department. Matrix Consulting Group Page 5 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN Task 3 Analysis of Staffing Needs and Deployment Strategies The project team will develop a comprehensive analysis of staffing needs for every function of the department, as well as strategies achieving the best use of existing resources. While different analytical factors and processes are used to determine staffing needs for each function, the project team will examine strategies for deploying, allocating, and managing the operations of personnel around a number of key considerations: The adequacy of staffing levels to handle workloads and meet service level objectives: For patrol operations, this includes the ability to meet specified targets for proactivity and community policing effectiveness, both at an overall level and at peak hours throughout the day In investigative, this includes whether effective targets are met for caseloads, as well as ensuring that objectives for providing support and services to victims are met • The ability of staffing levels to support effective operations management: — Are spans of control within targeted ranges for individual functions? — Are staffing levels sufficient to meet minimum staffing levels without the frequent use of overtime, and what standards are used to determine those requirements? How are priorities and operational decisions supported by data -driven techniques? Fulfillment of the department's mission and objectives for community policing: — Do training, recruitment, and operations management practices support these philosophies? — Are specialized resources in place to proactively engage and coordinate solutions to issues within individual community areas. Assess organizational needs, such as career development, attrition, training, overtime, and other factors. In patrol, analysis of community -generated workload using computer aided dispatch data is central to this analysis. The project team will develop current service levels and alternative deployment strategies through the following: Analysis of time used by patrol units to respond to calls for service, including: Matrix Consulting Group Page 6 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN Response and travel times by priority level and call classification. — Total spent handling calls by primary and backup units. Factors and assumptions for other workload factors, such as report writing time. • Determination of patrol unit net availability, which includes analysis of factors such as a leave, training, court attendance, administrative tasks (e.g., briefings, meal breaks, etc.), and turnover that impact actual on -duty staffing levels. • Analysis of patrol proactivity using the results of the total workload and net availability calculations, in order to determine whether proactive capabilities exist both at an overall level and during key times throughout the day and week. • Evaluation of the current geographic deployment structure, including analysis of inequalities in call workloads and the development of alternatives. • Analysis of shift schedule effectiveness, as well as opportunities to optimize the current configuration or implement alternatives. The following pages provide examples of the firm's approaches to analyzing crime, calls for service, and patrol proactivity: Matrix Consulting Group Page 7 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN (1) Patrol Proactive Time by Hour and Weekday Analysis of patrol proactivity (or % of uncommitted time) at a detailed level is able to show whether the strategies for deploying resources are able to most efficiently provide resources against workload levels as they vary throughout the day and week: SUSPICIOUS PERSON Time # Units S M T W Th F Sa Overall 2am-6am 31.4 15 5 • PHONE REPORT CALL :' •'. 26% 45% 6am-10am 37.0 a 55.6 j .. •'. •' 48°0 10am-2pm 38.9 19% -1% 3% 5% 5% 1-0. 8% 6% 9,901 69.3 Total 56,641 44.9 2pm-6pm 73.6 38 % 36 % 34 % 33 % 37% 43% 6pm-10pm 52.3 15% 8% 14% 10% 14% 7% 17% 16% 1Opm-2am 53 .6 8% 35% 29% 37% 34% 28% 9% 35% Overall 47.8 32% 33% 33% 34% 34-0a 30-0o 30-0. 32-0. (2) Incident/Crime Occurrence Trends Analysis of when specific incident types and crimes occur provides insight on whether the right types of resources are deployed at certain times of the day: Incident Type # CFS Time 12a 4a 8a 12p 4p 8p INFO/DETAIL 12,966 39.7 DISTURBANCE 8,986 35.6 SUSPICIOUS PERSON 5,620 34.8 WATCHORDER 3,819 25.1 I ALARM/AUDIBLE 3,719 25.0 PHONE REPORT CALL 3,297 20.2 THEFT 3,132 55.6 j ACCIDENT 2,986 76.8 ASSAULT/BATTERY 1,423 67.9 ACCIDENT/INJURY 792 86.9 All Other Types 9,901 69.3 Total 56,641 44.9 Matrix Consulting Group Page 8 X C) 0 cn C I. fCD p C CD CD cep , i' Q n -� f1 0 Q sn i m n p �. - .� i cD O c Cl) cn I Ln0 cn z m U) z m Y Fn .-fit 1 ^^W,, Cl) CD CLm n CD CA 9 N Q. 1 r�F _-- as CD a� CL m I. fCD p C CD CD cep , i' Q n -� f1 0 Q sn i m n p �. - .� i cD O c Cl) cn I Ln0 cn z m U) z 0 C!J 0 Cn 2 0 0 z Cn z C37 W C.0 CD 0 O W n Ln ° (n (D o o + P o Cn N x" N o 0 0 o o O m S C) O Q 3 oK_ 3 CD a o U- z CD cn CD m o v o m rr C) (n -O 0 O Cn tt] m m m F cQ O Q CD rr w CD m < n" CD v Q • Q - _ $ CD 0 (C)Cn N (D CD m O O Q 0 r A N CD CD O cncn Q CD a— (7 F C) 1i1 n rr CD e• -r ._. _-- CD Q ili <. + h O O CD 0 T. O CD CQ O (D q CD CD O �a cn N 2'' J _0 (Q CD CD GJ 4 ❑ w O O o O CD p O 0Q a CDW o �n :3 0 n O cn -I. - (D -,. cn CD A N ` N A N (D cn w o P cQ (3 O O d3 O O O (D S -00 cn (DQ U- � N O 4 z _Or C) 'm o m c m m m v o F m a + n G cn = o m m � < m i CA CD r -r O O< �° m co m q O N m m a _ ¢ N rCD ZY, 9 a CA CD < <c CD v CD P N CL < C q : cD (D �0 R lei � ' Q 0 -P (n a m o 0 C!J 0 Cn 2 0 0 z Cn z Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN Preliminary findings of the analysis of staffing needs and deployment strategies will be reviewed on-site with the project steering committee, with revisions and further analysis being completed thereafter. The results of the completed analysis will later be developed into the draft final report, which will make recommendations for staffing and deployment operations based on its results and findings. TASK RESULT The project team will develop an analysis of resources, staffing needs, and deployment strategies as an interim deliverable. The document will be ® reviewed with the project steering committee on site. Task �j � Projection of 10 -Year Service Demands and Personnel Resource Needs The unique factors of a community shape the service environment that law enforcement personnel operate in, and as a result, there is not a one -size -fits -all approach to identifying strategic planning. The modeling system we have developed to determine the impacts of development and growth on police service demands is the combined product of using advanced technical capabilities and our experience in working with law enforcement clients. Key aspects of the model employed to create an accurate and defensive model for planning service and personnel needs include the following: Illustrative Factors Considered to Project Future Staffing Needs Geographic Analysis of Service Needs In order to model the effects of the anticipated growth in Oshkosh, it is critical to understand the rates at which existing and similar developments generate police workloads. Our analysis will utilize a GIS -centered approach to examine geospatial trends in police service demand. Matrix Consulting Group Page 11 Proposal to Conduct the Police Department Staffing Study .. NORTH. i ROSL-VILL E 144E � � NORM WEST )SEVILLE ; , DEL r-11 WEBB 'SIERRA VISTA- -- I--— NORTHWEST ROSE-.'ILLE ,-NCRT. i ROSEVILLEI NDRTH CENTRAL ROSeVIL LE - DQWNTO WN RIVERSIDE GATEWAY II 0 12a 3. 6a D 9. 12p 3p 6p 9p OSHKOSH, WISCONSIN Land Use and Redevelopment Different types of residential, commercial, and industrial zoning spaces have unique impacts on public safety service needs. We will meet with the Oshkosh Planning Services Division to understand how land is used currently, as well as the configurations of any anticipated development and redevelopment, in order to accurately model how these needs will evolve. The data collected from Planning and other resources will form the basis of our GIS model of how police service needs will evolve over the projection timeframe. Regional Interactions Understanding the context of the community within its surrounding region is essential to forecasting its planning needs. This includes developing an understanding of factors such as the daytime working population and effects on field resource demands Workload -Based Projections Rather than base projections for future staffing needs on a simple ratio such as officers per capita, our analysis builds staffing needs from how workload is changes — whether driven by calls for service for patrol personnel, cases for investigators, or reports and administrative workloads for records staff. Data collected for the analysis of projected service and personnel needs includes the following: • CAD data (up to the past three years if current CAD system has been in place for that timeframe) Matrix Consulting Group Page 12 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN • Supporting information for CAD analysis (e.g., unit code and incident type lists, patrol schedules, incident report totals, arrest and booking totals) • UCR/NIBRS (up to the past three years; including location coordinates if data systems allow) • Planning and land use GIS shapefiles (preferably including information such as commercial space, housing unit counts, and other key data) • Information on planned developments, including expected timeframes for completion when possible The project team will collect other publically available data used for the analysis, such as road networks, census data, and geographical features. The results of the service needs and staffing projections will be developed into an interim deliverable that provides comprehensive projections for service and staffing needs for every police department function. The projections will be provided at multiple timeframes in order to provide for a more accurate planning process. The interim document will be reviewed with the project steering committee on site, with revisions being made thereafter as needed. It is also important to note that our planning models will also be provided to the department prior to the completion of the project, enabling for adjustments to be made in the future as growth trajectories shift. TASK RESULT The analysis will result in an interim deliverable that comprehensively projects law enforcement workloads and staffing needs over the next 10 years for each function of the department. The project team will review the draft deliverable with the steering committee on site and make revisions as needed. y Development of the Final Report and Presentation of Study Results Once the work tasks described in the preceding sections have been completed, our findings, conclusions, and recommendations will be developed into a final report on the study for the Oshkosh Police Department. The report will incorporate previous interim deliverables into a single unified document, combining the three core areas of focus in the study. The document will be structured as follows: Matrix Consulting Group Page 13 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN An executive summary, which includes an overview of the process used to conduct the study, key results, and a comprehensive list of all recommendations made in the report. The finalized descriptive profile, which documents the current staffing levels, organization, operations, deployment configurations, and other key aspects of the department. • Analysis of staffing and deployment for all police department functions, which includes: — Detailed analysis of current patrol workloads, availability factors (e.g., leave, turnover, training etc.), and patrol proactivity — Shift configuration and assignment optimization and alternatives — Geographic policing model effectiveness and alternatives — Investigative workloads, specialization, and case management practices — Analysis of staffing needs and deployment operations of specialized field resources and ancillary units, including the Mobile Field Force Team, Motorcycle Unit, and others. — Allocation of resources and staffing needs for administrative and support functions. Evaluation and feasibility of service delivery alternatives, such as call diversion, alternative reporting technologies, and workloads handled by civilian and sworn personnel. Analysis of service and personnel projections, including recommended staffing levels for every position in the department, as well as detailed forecasts for changes to crime and calls for service levels over the next ten years. Following completion of the draft final report, the document will be reviewed on site with the project steering committee, and revisions will be made thereafter. Upon finalization of the report, the project team will be available to present the results of the study to the Oshkosh City Council. TASK RESULT The project team will complete a draft report, which will be reviewed with the project steering committee. After revisions and any modifications have been made, the project team will be available as to present the final report to the Oshkosh City Council. Matrix Consulting Group Page 14 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN 3. Project Schedule We propose am 15 -week timeline for completing the study, with the on-site kickoff meeting and initial interviews taking place the week of April 30th, an initial draft report at the end of June, and a presentation to the Oshkosh City Council by August 2018, fulfilling the target dates specified in the RFP. Many of the work tasks can be completed concurrently, as shown by the breakdown of hours by staff in the previous table. The following chart provides a week -by -week plan for completing each of the project tasks; Week -by -Week Schedule of Project Tasks 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Initiation and Interviews Descriptive Profile Staffing and Deployment Staffing Projections i Final Report & Presentation Matrix Consulting Group Page 15 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN 2 Firm Experience and Recent Projects 1. Recent Firm Police Study Projects and References The following abstracts and references are for recent police deployment and strategic planning studies conducted by the firm. We urge you to contact these references to better understand the quality of our work and the responsiveness of our team. References and Descriptions of Similar Projects Carlisle, Pennsylvania The project team developed a management and staffing plan for the Carlisle Police Department, with the project Police Department coming a time of significant change in the borough's home Organizational Review rule system. The study created a management plan for the Chief, Borough Manager and Borough Council to provide Mathew Candland effective oversight and performance expectations. The Borough Manager study also reviewed operations, including improvements in (717) 240-6921 community service, patrol, investigative case management, and crime analysis. Finally, the project team provided assistance to the Borough on transition of chiefs. Columbia, Missouri Matrix completed a deployment study for the Columbia Police Department, focusing on the patrol and investigative Police Department Deployment divisions. The project team was tasked with developing the and Workload Assessment most efficient shift schedule and allocation of officers to Study target variations in workload and maximize proactive capabilities, while also taking into consideration other Deputy Chief John Gordon factors that may affect the feasibility of a new shift Project Coordinator configuration. To accomplish this, the project team gathered (573) 874-7607 extensive input from the department through interviews, an anonymous employee survey, ride-alongs in the field across every shift, and a project steering committee comprised primarily of employees at the officer level. In order to determine the most efficient deployment schedule, Matrix built an advanced model to examine the effects of different start times, workdays, and personnel assignments on patrol proactivity throughout the week. Roseville, California Matrix completed a comprehensive planning study for the Roseville Police Department, developing detailed 10 -year Police Department Planning service needs and staffing projections through the year Study 2026. Matrix Consulting Group Page 16 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN Asst. Chief James Maccoun The analysis made extensive use of planning and economic Project Coordinator forecasting data to model the effects of the city's rapid (916) 774-5011 growth on future levels of crime and police call for service volumes. The forecasts then translated these workloads into the required staffing levels at each position level in every area of the department. Howard County, Maryland This study was designed to provide a thorough assessment of patrol workload, deploy, and staffing needs, as well as to Patrol Deployment and Staffing project future growth and its impact on police service needs. Study At an overall level, patrol has sufficient resources to handle Major Ellsworth Jones calls for service and have some proactive capabilities. Deputy Chief, Operations However, proactive capabilities do not exist on a consistent (410) 313-6083 basis. During many of the hours of the day where community engagement and proactive policing is possible to conduct, there were insufficient resources to have those capabilities. The county is expected to grow by approximately 16% by the year 2020, requiring 12 additional officers to be allocated in order to maintain the same level of service. The project also reviewed the proactive and community support units in the Operations Support Bureau, recommending an additional sergeant position. Midwest City, Oklahoma In this project the project team developed an immediate and mid-range staffing analysis (5 year planning horizon). Police Department Staffing Study Recommendations include adding four (4) patrol staff immediately and adding an average of one staff person per Chief Brandon Clabes year for four (4) additional years. Improvements in Police Chief performance management were recommended in making (405) 739-1302 the Department not only more accountable but more proactive as well. The City Council has accepted these recommendations and are working with staff on a phased implementation plan. 2. Examples of Cost Saving Recommendations in Recent Projects The Great Recession had wide-ranging and severe impacts on local government, with many jurisdictions across the country having to make reductions in staffing levels and defer critical needs for several or more years. Police services were not immune to these cuts and, as a result, many departments across the country the past five years have been in the position of recovering and catching up to unmet needs that we were Matrix Consulting Group Page 17 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN deferred. Moreover, most communities the past 10 years have seen changes in service needs that have not been adequately addressed. Because of these factors, many of our firm's police management and staffing studies have recommended additional funding and new positions while also recommending ways to achieve cost savings by reorganizing services or implementing alterative service delivery capabilities. The following is a brief list of a few police studies we have conducted in the past few years that have identified significant cost savings for our clients: Laguna Hills Contract Police Services Study: Multiple recommendations that achieved cost savings, including sharing an administrative sergeant with an adjacent contract community at $133,000/yr. • Hennepin County Sheriff's Office Study: Recommended the transition court services to 50-50 mix of deputies and detention deputy (civilian) positions, resulting in a total savings of $671,000/year in salaries and benefits. Additionally, the study recommended transitioning detention services from sworn deputies to civilian detention deputies, comprising a total annual savings of $1.1 m. • La Quinta Contract Police Services Study: Recommended reduction in patrol hours, while still meeting objectives for proactivity and response times, that results in $300-400k in cost savings per year. • Riverside JPA Study: The study examined the feasibility and cost impact of nine cities forming a JPA policing agency, with estimated savings per year of $13.9m. • Study for Three Orange County, CA Contract Cities: Recommended reduction in the total number of patrol hours allocated to the three contract communities to a level that is able to meet targeted service levels, with an approximate cost savings of $1.2m. We would be pleased to provide additional examples, on request. Matrix Consulting Group Page 18 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN 3 Staff Capabilities and Assignments The following table provides abbreviated biographical summaries for the proposed project team. Richard Brady, the project manager, would serve as the primary point of contact. Summary of Project Team Qualifications Richard Brady Mr. Brady has been providing management consulting services to municipalities for 34+ years across all governmental functions, including President, over 250 law enforcement department clients, conducting costs and Project Manager financial analysis, organizational and operational assessments, organizational structure reviews, feasibility studies, technology and equipment reviews, and performance audits. This includes recent police department assessments for Austin and San Antonio (TX), Goodyear and Phoenix (AZ), DeKalb County (GA), Wichita (KS), Asheville (NC), Elko (NV), Carlisle (PA), Columbia (MO), Pacifica, Hayward and Chula Vista (CA), Portland (OR), Omaha (NE), Aurora (CO), Hennepin County (MN), Mahwah, Mendham and Lawrence Township (NJ), Arlington (WA), Montpelier (VT), Lansing (IL), and Birmingham (AL). He has a Doctoral Degree from Oxford University and a BA from Cal State, Hayward. John Scruggs John Scruggs is a Manager with the Matrix Consulting Group. He has a strong background in law enforcement, including having previously Manager, served as a Captain for the Portland Police Bureau. He has served in all Project Analyst facets of law enforcement including patrol, investigations, training and administration during his 26 -year career. Mr. Scruggs was a member of our police department study teams for Kansas City (KS) and Kansas City (MO), Wichita (KS) and Midwest City (OK) as well as Lower Saucon Township (PA), Riverside County, Sacramento and San Jose (CA). Recently, he has provided additional assistance to Lower Saucon Township by acting as their interim police chief and has assisted them in a recruitment for a permanent one. Mr. Scruggs has a Master of Public Administration from Portland State University. He received his Bachelor's degree in Political Science from Portland State University. Mr. Scruggs has also received mid - management and executive management course certificates from the Oregon Department of Public Safety Standards and Training. Matrix Consulting Group Page 19 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN Ian Brady Ian Brady is a Senior Manager with the Matrix Consulting Group as part Senior Manager, of our Management Services Division. He has over 6 years of consulting Project Analyst experience. He specializes in public safety and is dedicated to providing analysis for all of our police studies. Mr. Brady also developed the firm's analytical models for scheduling and deployment, as well as GIS tools for analyzing field workloads, beat/district design, and service need projections. He has also developed our staffing planning models which are used by many of our previous clients. Mr. Brady has recently worked on police management studies for San Jose (CA), Orange County (FL), Peoria (AZ), Kansas City (MO), Wichita (KS), Austin (TX), Hayward (CA), Raleigh (NC), Birmingham (AL), DeKalb County (GA), and Kauai (HI). He received his BA in Political Science from Willamette University. Ryan Peterson Ryan Peterson is a Consultant with the Matrix Consulting Group, Consultant, specializing in GIS and data analytics. He has over five years of Project Analyst experience in conducting geospatial analysis for local and regional governments, having previously worked for the City of Portland and City of Beaverton, as well as the Tri -County Metropolitan Transportation District of Oregon (TriMet). Mr. Peterson is currently working on police analytical projects for West Sacramento (CA), Davenport (IA), and Orange County (FL). He holds a BS in Geography/GIS from University of Oregon, as well as a GIS Graduate Certificate from Portland State University, and a certificate in programming from the Epicodus School. Matrix Consulting Group Page 20 Proposal to Conduct the Police Department staffing study OSHKOSH, WISCONSIN RICHARD P. BRADY President, Matrix Consulting Group Project Manager Background Richard Brady is the Matrix Consulting Group's President. Mr. Brady has been a management consultant to local government for more than 35 years. Prior to joining the Matrix Consulting Group, he was the MAXIMUS national Vice President in charge of its local government consulting practice, and before that the managing partner of the California-based management consulting firm of Hughes, Heiss & Associates. Mr. Brady has conducted numerous studies of every local government function. However, the vast majority of his work is in the law enforcement, criminal justice and public safety areas. In recent years, he has led the firm in its assistance to police departments in implementing 21 st Century policing concepts. Experience in Law Enforcement Analysis The following points summarize Mr. Brady's project experience. • Law enforcement management and operations studies covering workload, staffing, service levels, and internal procedures and policies. Clients served include: Alaska Anchorage Arizona Goodyear, Peoria, Phoenix, Prescott Valley California Alameda County, Anaheim, Berkeley, Butte County, Chula Vista, Citrus Heights, Contra Costa County, Galt, Gilroy, Goleta, Glendale, Kern County, Laguna Hills, Los Angeles, Los Angeles County, Los Gatos, Lynwood, Monrovia, Napa, Ontario, Orange County, Palmdale, Palo Alto, Pittsburg, Poway, Redding, Riverside County, Roseville, San Jose, Pasadena, Patterson, San Bernardino, San Bernardino County, San Mateo County, San Rafael, Santa Ana, Santa Barbara County, Santa Monica, Sonoma County, Sunnyvale and Vernon Colorado Aurora Connecticut Stamford Florida Alachua County, Coral Gables, Jacksonville, Jupiter, Miami Beach, North Miami Beach, Orange County, Pasco County, Pinellas County, Port Richey and Venice Georgia Americus, Augusta -Richmond County, DeKalb County, Fulton County, Hall County, and Chatham County Matrix Consulting Group Page 21 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN Kansas Kansas City, Wichita and Wyandotte County Louisiana Alexandria Massachusetts Beverly, Boston, Lawrence, Milford, Mansfield, Burlington, Pelham, Watertown, Wayland, Westwood, Whitman Minnesota Anoka County, Hennepin County and Ramsey County Missouri Kansas City, Columbia, Des Peres and Raymore Nebraska Omaha Nevada Las Vegas Metropolitan Police Department, Elko, Sparks and Reno New Hampshire Portsmouth New Mexico Albuquerque New Jersey Mahwah, Mendham, Lawrence Township, Franklin Township, Montvale, Woodcliff Lake and Park Ridge New York Albany, Carthage, Endicott, Newburgh, Vestal and Briarcliff Manor North Carolina Burke County, Raleigh and Durham Michigan Alpena and Detroit Oklahoma Midwest City Ohio Fairborn Oregon Portland, Clackamas County and Grants Pass Pennsylvania Carlisle, Lower Saucon and York F South Carolina Beaufort County, Charleston County, Hilton Head Island, Spartanburg County Tennessee Nashville -Davidson County and Knox County Texas Arlington, Austin, EI Paso, Grand Prairie Kyle, San Antonio, Terrell, and Southlake Utah Salt Lake City Vermont Brattleboro and Montpelier Virginia Richmond, Leesburg and Loudoun County Washington Arlington, Spokane, Kirkland and Snohomish County Matrix Consulting Group Page 22 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN Wisconsin Sun Prairie, Milwaukee, Dane County Canada Winnipeg Law Enforcement Program Studies: Mr. Brady has performed a wide variety of studies of law enforcement programs and services. Selected studies have included the following: • Emergency Communications — over 75 studies of existing communications centers (e.g., Monterey County, CA) as well as consolidation alternatives (e.g., San Mateo County, CA). Regional Law Enforcement Feasibility Studies: Mr. Brady has been involved or managed several law enforcement regionalization studies. These have included the following: Police Joint Powers Authority Feasibility Study. Nine cities which contract with the Riverside County Sheriff's Department have an interest in creating a law enforcement vehicle outside of the County. This study demonstrated that such an effort could duplicate current services at substantially less cost. - Regionalization Opportunities in Training and Communications for the Boston Metropolitan Area. The Regionalization Commission chose members of this project team to work with over 110 agencies on public safety regional issues. Law Enforcement Consolidation Feasibility Study for Broome County, New York: All police services have begun to consolidate all support functions (communications, records, information systems, training) as well as shift supervision as a first step to consolidation. Regional Law Enforcement Feasibility Study for Riverside and San Bernardino County, California Contract Cities: In each study, cities receive contracted law enforcement services from County Sheriff's Office. Because the philosophy of contracting, costs increased dramatically. - Three Community Police Consolidation Feasibility Study — for Montvale, Woodcliff Lake and Park Ridge (NJ). Education BA, California State University, Hayward Ph.D., Oxford University, United Kingdom Matrix Consulting Group Page 23 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN IAN BRADY Senior Manager, Matrix Consulting Group Background Ian Brady is a Senior Manager with the Matrix Consulting Group as part of our Management Services Division. He began with the firm as an intern before joining full- time, and has over 6 years of consulting experience. He specializes in public safety and is dedicated to providing analytical support for all of our police, fire, emergency communications and criminal justice system studies. Mr. Brady also developed the firm's GIS -based analytical tools for analyzing field service workloads and service levels, beat design and efficiency, and alternatives to resource deployment and scheduling. Experience in Law Enforcement Studies Mr. Brady has experience conducting law enforcement management, staffing and operations studies, including recently for the following clients: Adams County, Colorado Anoka County, Minnesota Arlington, Washington Austin, Texas Berkeley, California Birmingham, Alabama Carlisle, Pennsylvania Chula Vista, California Columbia, Missouri Cooper City, Florida DeKalb County, Georgia Hanford, California Hayward, California Hennepin County, Minnesota Howard County, Maryland Huntington Beach, California Kansas City, Missouri Kauai County, Hawaii Kyle, Texas Lynnwood, Washington Education Midwest City, Oklahoma Mahwah, New Jersey Orange County, Florida Portland, Oregon Patterson, California Peoria, Arizona Raleigh, North Carolina Ramsey County, Minnesota Redding, California Rio Rancho, New Mexico Rockingham County, New Hampshire Roseville, California Sacramento, California San Jose, California Shasta County, California Suffolk, Virginia West Sacramento, California Wichita, Kansas Winnipeg, Manitoba Wyandotte County, Kansas Mr. Brady received his BA in Political Science from Willamette University. Matrix Consulting Group Page 24 Proposal to Conduct the Police Department Staffing Study OSHKOSH, WISCONSIN JOHN SCRUGGS Manager, Matrix Consulting Group Background John Scruggs is a Manager with the Matrix Consulting Group. He has a strong background in law enforcement, including having previously served as a Captain for the Portland Police Bureau. He has served in all facets of law enforcement including patrol, investigations, training and administration during his 26 -year career. In addition to his law enforcement background Mr. Scruggs has extensive experience in the legislative process. He has authored or co-authored five state laws and city ordinances. He received the 2015 partnership award from the Oregon Chiefs of Police Association and the Oregon State Sheriff's Association for his work on the Oregon Body Worn Camera bill. Mr. Scruggs also served as the Chair of the National Policy Board for the Gang Resistance Education and Training (G.R.E.A.T.) program. Project Experience He has worked with Matrix Consulting Group as internal project manager for the recent Portland Police Bureau (OR) staffing study. His consulting experience includes law enforcement studies for Lower Saucon Township (PA), Kansas City (MO), Kansas City and Wyandotte County (KS), Narberth (PA), Wichita (KS), Sacramento (CA), San Jose (CA), and Midwest City (OK). Recently, he has provided additional assistance to Lower Saucon Township by acting as their interim police chief and has assisted them in a recruitment for a permanent one. Education Mr. Scruggs has a Master of Public Administration from Portland State University. He received his Bachelor's degree in Political Science from Portland State University. Mr. Scruggs has also received mid -management and executive management course certificates from the Oregon Department of Public Safety Standards and Training. Matrix Consulting Group Page 25 i i i i i i i i i matrix consulting group March 9, 2018 Mark Rohloff, City Manager c/o City Clerk's Office City of Oshkosh 215 Church Avenue, Room 108 Oshkosh, WI 54903-1130 The following chart provides a breakdown of project staff hours by team member, as well as the related costs for each task area: Initiation and Interviews Project Sr. Manager/ Manager Manager 24 48 Descriptive Profile 8 Staffing/ Deployment Analysis 16 Workload / Staffing Projections 8 Final Report & Presentation 12 Total Hours 16 50 16 24 68 154 Consultant Cost 0 $12,600 8 $4,800 32 $13,500 32 $6,600 16 $7,500 :: Hourly Rate $225 $150 $75 Total Professional Fees $15,300 $23,100 $6,600 $45,000 Project Expenses $4,600 Total Project Cost $49,600 Overall, our proposed fixed price for completing the study is $49,600, based on the scope of work, size of the department, and complexity of study elements. If you have any questions, please do not hesitate to contact me, the President of the firm and proposed project manager, at either the address, by phone at 650-858-0507, or by email at rbrady@matrixca.net. Matrix Consulting Group Richard Brady President