Dryden Police Costing

OPP Response: Rank Level Determination is an internal OPP process. To be eligible to seek appointment to the OPP at a rank other than Constable, an officer must hold a confirmed rank above Constable in the municipal police service and apply for an equivalent rank within the OPP through (RLD) process. The RLD process is used to evaluate the knowledge, skills, and abilities of a member of a municipal police service in relation to the OPP core competencies for the supervisor, mid-manager, and manager-leader roles. The member applies for rank level consideration as part of their employment application to the OPP. A background investigation is conducted to determine employability prior to any rank level considerations. The RLD Board shall be composed of the following groups who will represent the applicant and the OPP’s interests based on the current or applied for rank level.
• Ontario Provincial Police
• Ontario Association of Chiefs of Police
• OPP Commissioned Officers Association or Ontario Provincial Police Association (as applicable)
The Commissioner of the OPP reserves the right to review suitability of any uniform municipal employee prior to an offer of employment being extended. The Commissioner will make the final determination of the assigned rank.

During the OPP proposal presentation, the Detachment Commander stated that there would be, at all times, a minimum of 3 to 4 officers patrolling in the City of Dryden. Would this be the minimum standard that Dryden residents should expect from the OPP? If so, is it 3 or is it 4 officers?

OPP Response:  With Dryden being its own zone, you can reasonably expect to see 3 to 4 constables, plus a Sergeant Supervisor in the City of Dryden on a consistent basis. It is a supervisory responsibility to ensure appropriate coverage.  It is also important to note that there are additional staff including, but not limited to, the Community Street Crime Unit, Community Services officer, the court officer and a support and operational Sergeant that can potentially be available to responds to an incident if required.  Because the OPP works on an integrated service delivery model, we do not provide an absolute minimum number of officers in a zone at any one time. This model allows us to flex to meet fluctuating demands at a lower cost. A foreseeable advantage would be, if there was a major occurrence in Dryden, we have a large number of officers to draw on. Units may temporarily move in out of their assigned zones to assist.  Once the call or incident has been triaged and organized, those officers would return to their assigned duties and areas. The Integrated Service Delivery Model ensures that there is always sufficient coverage for the Detachment area. The OPP uses analytics to ensure that there are sufficient resources to appropriately manage the calls for service. Further, the OPP has numerous technologies available to ensure that we have resources in the right place, at the right time. 

I have noticed quite a bit of OPP presence in town lately. Can Dryden Police Service advise if they feel that their detachment, equipment and staffing levels would be adequate for policing the city without requiring assistance from another police service?

DPS Response:  The Dryden Police Service is well positioned to provided exceptional service to the community and like most other policing agencies, are continually exploring innovative ways to provide services. 

Has the OPP ever had to ask Dryden Police Service (DPS) to assist? Has Dryden ever been left without officers available because they were out of the city limits helping the OPP? How often does this happen? Would it be the same if OPP took over?

DPS Response: The Dryden Police Service is periodically called upon to assist the local OPP. There has been times when DPS have assisted the OPP outside of the city limits, but are still relatively close and available for calls in Dryden if required. This does not happen very often. I am not in a position to respond to how the OPP would manage such situations. 

What specialty training is offered to OPP officers beyond standard/legislated officer training? 

OPP Response:  Continuous learning is an indispensable aspect of contemporary and legitimate policing. It is essential that police officers be equipped, throughout their career, to adapt to the perpetual change that characterizes the public safety landscape. In the OPP, the Provincial Police Academy (PPA) is responsible for meeting this requirement by designing and delivering training to support members in expanding and further developing mission-critical competencies.

As an example, new in 2019; Traffic Stops, Authorities and Investigative Course. This course enhances the knowledge, skills and tools of the frontline officer to recognize criminal behaviour throughout the progression of a traffic stop. It reassures and enhances confidence in articulating and executing requirements under various legislative and case law authorities to fairly, impartially and legally detain people, seize property and provide testimony in a courtroom setting. • 43 members attended this immersive five-day training course Online Video Series for Police Services in Canada Developed by the PPA, this training focused on Bill C-75, which enacted significant change to a variety of legislation including the Criminal Code, and the Youth Criminal Justice Act. • 4,400 members undertook this training • In support of its law enforcement partners across Canada, the PPA made this training available to other police services through the Canadian Police Knowledge Network.

What speciality training is offered to Dryden Police Service officers beyond standard/legislated officer training?

DPS Response:  The Dryden  Police Service prides itself on staff development and training and continues to maintain a robust training budget. We have access to any applicable course offered by the Ontario Police College and arrange for members to attend as much as possible. Some of the training that members have received over the last several years include the following,

 -             Breath Test Technician

-              Scenes of Crime Officer ( SOCO )

-              Criminal Investigations

-              Search Warrant Preparation/Writing

-              Radar Instructor

-              Use of Force / Firearms Instructor

-              Domestic Violence Investigations

-              Sexual Assault Investigators

-              Human Trafficking Investigations

-              Interview / Interrogation Techniques

-              Drug Investigations

-              Warrant Service / Entry Techniques

-              Major Case Management

-              Innovative Police Leadership

-              Police Service Act / Professional Standards Investigations

We have also invested in training several members as Drug Recognition Experts (DRE) and take advantage of Leadership training / development opportunities.

Members also receive training and development with regards to mental health and wellness, as well as cultural awareness.

I have seen many comments on social media made about Dryden OPP not having local officers. Would Dryden OPP be able to offer any information to who work for them that are either hometown officers or have resided in the area for 10 years or so. 

OPP Response:  Dryden OPP currently has 21 sworn uniform officers that report to the Dryden location.  81% (17) have lived here for greater than 10 years, are from Dryden, or are married to Dryden citizens.  In addition, our three civilian staff are lifelong residents.

Can the Dryden Police Service shed light on why they have had multiple officers with a large amount of experience quit the service? 

DPS Response:  Members' decisions to leave the Service is a personal choice and can be as a result of a wide variety of reasons. It would be inappropriate to openly discuss Human Resource (HR) related issues. 

OPP Response:  There is no financial assistance or rebate programs offered by the OPP or the Province for OPP policing services. There is a mechanism contained within Ontario Regulation 267/14 that sets criteria for a discount for qualifying municipalities (see sections 23 to 25 of the regulation).  A range of discounts on calls for service and overtime, in the form of a percentage reduction is applied to Municipalities who’s CFS per property are disproportionately high compared to the provincial average (five or more standard deviations).  This discount is only available to municipalities policed under section 5.1 (non-contract arrangement) of the PSA.  Dryden would not be eligible for this discount while they are on their initial transition contract.  Please note that Dryden would be eligible to apply for all qualifying grants. 

We are aware that several municipalities (Sioux Lookout, Pickle Lake, Moose Factory to name a few) policed by the OPP have received a discount or rebate on their annual OPP costs. We are interested in learning more about this.

OPP Response:  If you have questions for specific municipalities regarding their policing costs or arrangements, please contact the Municipality or the Ministry.

Under the regulation Moosonee is exempt from paying for OPP policing services.

Exemption

6. Despite anything in this Regulation,

(a) the amount that the Town of Moosonee must pay the Minister of Finance for police services provided by the OPP under section 5.1 of the Act is zero;

(b) none of the provisions of this Regulation, other than this section, apply to the Town of Moosonee; and

(c) for greater certainty, data respecting the Town of Moosonee shall not be included in any calculations or determinations carried out under this Regulation.

Please note that if Dryden wishes to view costs of other Municipalities there is a data base on OPP.ca under Municipal policing Bureau that is available to you. 

OPP Response:

Officers:  The Municipality is not charged for an FTE until there is a new FTE added to the detachment area.  Direct hires are charged immediately and recruits/laterals are charged when they are boots on the ground in the detachment.  Once the contract is staffed up, the municipality is billed at the full contract strength for the remainder of the transition term.  If the hours of service are not fulfilled based on the contracted FTE level and the availability factor applied the municipality will get an hours credit adjustment upon reconciliation of the costs. 

Civilians:  The Municipality is billed for filled positions.  If there are vacancies they are taken into account when we reconcile costs. 

OPP Response:  OPP facilities section is involved in the resolution of the water and sewage issue as a separate issue, and does not make up any part of the contract proposal costs. City of Dryden will be responsible for initial facility renovations required to bring DPS members into the provincial detachment to work.  There will not be additional renovations cost to the Town during the transition contract.  When the transition contract is completed the City will be billed accommodation and cleaning costs annually for the building as a set provincial per property rate which is currently $4.68 per property.  

Understanding that the current OPP Detachment location does not meet the new standard for site selection based on threat assessment and has been grandfathered would the building qualify for future renovations that would increase the square footage or would a new building be required?

OPP Response:  Building replacement would need to be discussed.  As it is currently a provincial building, the province would be responsible for future renovations. The City would pay the annual accommodation and cleaning costs.  If the City were to provide a suitable facility for policing, they would be responsible for renovation costs to bring the building to meet OPP Detachment Guidelines, and maintain ownership of the building.  Accommodation and cleaning costs would not be charged annually. 

Was the guard cost reflected in the costing proposal based on the current DPS guard costs?  Does it reflect or take into account the OPP policy regarding constant watch and was that policy applied to the statistics taken from DPS's individuals lodged?

OPP Response:  No – it’s a formula related cost based on the OPP average requirement per officer and this cost takes into account guarding policies.  

On page 5 and 6 of the OPP Costing Proposal it refers to additional cost not reflected in the proposal such as cost of maintaining the Police Services Board, cost of electronic storage and physical records, office space for court staff at the court house (leased) with possible renovations, salary, benefits, overtime, statutory holiday payouts and shift premiums.  The document states that these costs are reconciled at the end of year to reflect the actual costs and have not been included in the proposal costs.  What is the estimated cost of these expenses and are they applicable to the transition contract or when switching to the billing model or do they apply to both? 

OPP Response:  The cost of maintaining a Police Services Board would be similar to the cost that you pay for your Police Services Board now. Cost of records and records storage that are not assumed by the OPP would be dependent on how and where the records are stored with your Municipality. Office space for court staff at the court house will no longer be a pressure to the Municipality as the OPP will provide this space at no cost recovery. 

Salary, benefits overtime, statutory holiday payouts and shift premiums:

Salary rates are based on weighted average rates for municipal detachment staff by rank, level and classification. The 2021 salaries were estimated based on the 2021 rates set in the 2019 to 2022 OPPA Uniform and Civilian Collective Agreements with an estimated overall general salary rate increase of 1.00% in January 2021 and 0.97% in July 2021 for Uniform, and 1.00% in January 2021 for Civilian. The benefit rates are based on the most recent rates set by the Treasury Board Secretariat (2020-21). Salary rates, Statutory Holiday Payouts, Shift Premiums, and Benefit costs are subject to reconciliation.

Shift Premium is calculated at $1,033 per Sergeant, Constable and Uniform Position (rank to be determined - Calculated in separate cost summary) and reconciled to actuals. 

On page 7 of the OPP Costing Proposal it refers to a vehicle usage cost which is calculated without depreciation and indicates that during the initial transition contract vehicle depreciation is not billed.  Does that mean when switching to the billing model that the city will be charged an additional fee for vehicle usage and depreciation?   

OPP Response:  Yes – If Dryden accepts the proposal and when Dryden switches to the billing model, the current rate is $8294. per municipal FTE and this cost is charged by looking at all the vehicles and all the KM's used across the province.  The "useful life" of what we get out of vehicles.

Would the Dryden Police Service (DPS) agree the number of officers working has been stagnant for several decades now? Would they also agree by their own admission the workload is also considerably higher for these same number of officers? Are you not concerned for the mental and physical health of the officers caused by the stagnant employment numbers? 

DPS Response:  Staffing levels for the DPS have been stable throughout the 2000’s. The complement of sworn members was less in the mid to late 1990’s and slowly increased to close to the present levels in the mid 2000’s. Overall calls for service have increased, but for the most part the majority are still relatively minor in nature. The health and wellbeing of our members and staff is, and always has been, paramount and is taken very seriously.  

Has the Dryden Police Service (DPS) had any issues with recruitment? Are they still able to attract large number of applicants with the recent loss of all the seniors members ? Is there a large pool to choose from if another 5 quit this year?

DPS Response:  DPS faces the same recruitment challenges as those experienced by most, if not all policing agencies. We have been successful in filling any vacancies as they occur. There is presently no indication that there are any large number of members who wish to leave the Service.

Why has the Dryden Police Service (DPS) never made the public aware of the 5 officers quitting last year and 1 member being off on long term? 

DPS Response:  Staffing and Human Resource (HR) issues are internal organizational matters and treated as such.

Officers who are currently on a probationary period with DPS (either because they are a new recruit or have come from a First Nation Service) because they have not served their full probation under the PSA- does that mean when transitioning to OPP they would be classified as not an experienced officer?   

OPP Response:  Any officer being hired by the OPP through an amalgamation is required to go through a 1 year probationary period that is a requirement of the Ontario Public Service. Depending on when the Municipal Service were to amalgamate, any probationary period still needed to be fulfilled would be assessed by OPP’s Career Development Bureau at that time. 

If a member is off on maternity leave during a take over and the member applies and is offered employment, would that member be required to go to the scheduled training date as all other successful DPS members, or would there be consideration for that member to go at another “experienced officer” class as that member could have a very young infant at home that may still be dependent on that member for feeding etc.  

OPP Response:  Each individual circumstance for each individual member will be taken into consideration and assessed upon hiring. Experienced officer training is offered at different increments through our PPA throughout the calendar year and a solution that works with the member’s unique situation will be reviewed. 

Under the Proposed Amalgamated Staffing chart, it shows 4 Detachment Admin Clerks, 2 Court Security and 1 Court Admin.  Is the expectation the following?:

 - that the 4 detachment admin clerks would be comprised of the 2 existing OPP DAC’s and 2 current data entry clerks (Office Support/CPIC Operators) and that the two court security would be the two Special Constables currently working at DPS?

OPP Response:  Dryden OPP currently has two DAC’s. The OPP will run a competitive process for the additional two DAC positions and current civilian DPS member can apply. It is a closed competitive competition restricted to DPS members.  A competitive process is required for the two court security positions.  It is a closed competitive competition restricted to current civilian DPS members. 

Is the one Court Admin a civilian position currently filled by an OPP employee and if not, is this a position that can be applied for by a displaced DPS civilian employee including the data entry clerks (Office Support/ CPIC Operators) or Manager of Office Services or is it expected that one of the current OPP DAC’s will move into that position or will they be part of the competition when/if the time comes? 

OPP Response:  The one Court Admin is not currently filled by an OPP employee.  Any current civilian DPS member may apply.    

If all three DPS full time civilians apply and none are successful, will they be offered the DAC positions or will they have to apply for those as well at the same time or after they find out they are not successful for the Court Admin position?   

OPP Response:  They may apply to each position they are interested in. 

Specifically, can it be clarified that the 5 full time civilian employees* can expect to be hired by the OPP to one of the above positions if DPS is disbanded?  (It is understood that any offer of employment is dependent on having the qualifications posted for the position and passing the OPP Background Security Check). 

* this includes 2 data entry clerks (Office Support/CPIC Operators), 2 Special Constables and 1 Manager of Office Services.

OPP Response:  Each separate type of position(s) is a closed competitive competition restricted to current DPS members. The successful members will be offered the position(s). 

Will displaced casual civilian employees be considered for employment opportunities at the Dryden OPP?  There are 14 casual prisoner guards and 1 casual Office Support/CPIC Operator currently employed at DPS.

OPP Response:  Note - “Casual employment” would need to be defined further.  Please see below** – all current members regardless of employment (i.e. part time versus full time are eligible to apply). 

The OPP will be running competitive processes for the positions that are identified in the contract proposal only. OPP guards are casual part time employees. If an opportunity becomes available outside of the amalgamation, then those persons would be encouraged to apply. 

**If you are a civilian member of the municipal police service amalgamating with the OPP and the costing model includes civilian positions, you are able to apply to all available civilian positions within the costing model. The competitive process will be restricted to the municipal police service civilian members.

The application process involves a resume and cover letter which speaks to the applicant’s skills, knowledge and abilities as required by the position. All applications will be reviewed against the posted qualifications to determine who will be invited to proceed in the selection process. The OPP’s hiring process is a merit based process requiring multiple assessments. The assessment methods are unique to each position. An interview is one method of assessment. 

Response:

Attrition rates were not provided by either Service. It was assumed that DPS officers chose Dryden and chose Dryden to live in. It was not specifically highlighted because of that base assumption.

The OPP indicated that many of their officers either grew up in or have resided longer term in Dryden and are committed to the community both as a police officer and a member of the community.  This was reported because there seemed to be concerns that that might not be the case.  Evidence to the contrary was reported.

Response:

It was determined in the study engagement kick-off meeting that public and stakeholder consultation sessions would occur after the report was published so that the community could be fully informed of the potential changes should the City decide to accept the OPP Contract Policing Proposal.  This approach was determined to provide the most meaningful and engaging process for public consultation.

Interviews were conducted with DPS, Dryden Regional Health Centre, Dryden Fire Service and EMS and it was mentioned in the report on page 20 that the service provided by DPS attending all ambulance calls is appreciated by the community.  Although this is the case, consultation with EMS and Fire indicated that it may not be necessary for them to attend all calls, and they could wait until dispatched instead of self-dispatching.  The OPP indicated they would attend all calls they were requested on but would not self-dispatch as indicated in the report.

Members of the public will have the opportunity to share their thoughts and ask questions during the public consultation session on March 21, 2019 and could also share their thoughts in the public survey that was released on March 13, 2019 (closing on March 21, 2019).  They can also email questions and comments to City of Dryden CAO, Roger Nesbitt at rnesbitt@dryden.ca.

It is not MNP’s scope to make decisions regarding the services DPS or the OPP provide or do not provide. Anything suggested for review in the report or otherwise will be managed within the appropriate governance structure and decision-making authority.

Response:
Interviews with members of the Dryden Regional Health Centre were conducted and it was found that patients brought in by police are tracked but the data does not provide indication of which police agency escorted the patients in (OPP or DPS).  Therefore, there is no current mechanism to determine whether the OPP or DPS brought a patient in and stayed with the patients and/or for how long.

The costs associated with bringing patients in and staying with them for DPS are not billed back to the hospital, they are included in DPS’s general operating costs.

Costs associated with bringing patients in and staying with them for the OPP would be billed as a call for service for that specific call type, as indicated in the report. Once the Form 1 is signed by the Physician the officer can leave the premise, but the OPP indicated that if a patient is violent, they would not leave the hospital.

Response:

All information on service standards was provided to MNP by both the OPP and DPS and added to the report accordingly.

It was indicated in interviews with other jurisdictions that the OPP shared best practices across the province and are innovative which was thusly indicated as such in the report for other jurisdictional research on page 46.  This is not MNP’s opinion but it is information gathered during the process that was believed to be helpful in decision-making. 

The report does say:

“Based upon information garnered from interviews, research and data analysis, it appears that regardless of the policing model chosen by the City of Dryden, the City would continue to receive a strong level and standard of service into the future. Members of the Dryden community are very satisfied with the service currently being provided by the DPS.  DPS’s focus on community policing is evident in the dedicated CSO who is passionate and enthusiastic about the role they play in the community.  DPS’s service standards and deployment model have been working for the community and staff levels have remained consistent throughout the past six years.  With a keen understanding of the community it serves and dedicated staff who are well-trained and collaborative, the DPS is considered to be a strong proponent for community safety and well-being within the City of Dryden.”

Response:

As indicated in the report, DPS staff are encouraged to watch training videos during their shift, time is allotted for staff to complete Canadian Police Knowledge Network training, additional training locally or accredited training by the Ontario Police College or Canadian Police College. These are all supported by the DPS should it contribute to the overall improvement of the DPS (page 15).

In interviews with the DPS Chief of Police it was noted; officers wear “many hats” and train in a variety of areas as they have a small complement within the City but that they bring in the OPP for specialty services such as water search and rescue, K9 etc.

A comparison of Community Service participation is made in the document which is incomplete and does not demonstrate the degree of programming offered by the Dryden Police Service. Many lives are touched in the community through the activity of the DPS Community Services Officer.

Response:

The report states on page 46, “DPS’s focus on community policing is evident in the dedicated Community Services Officer (CSO) who is passionate and enthusiastic about the role they play in the community.”  Additional highlights regarding DPS community policing initiatives are found on page 19 and 20.  These are extracted from DPS annual reports and consultations with DPS.

The OPP Dryden detachment currently does not have a dedicated Community Service Officer. This was incorrectly indicated in the report on page 18. The OPP contract policing proposal for Dryden does include a dedicated Community Safety Officer and would function as the report indicates.

Response:

Community service activities included in the report for DPS were taken from their Annual Report.  Services provided by both the DPS and OPP (including community services) can be found in appendix 6 of the report.

An exhaustive list of community activities was not provided by DPS or OPP but a summary of major community activities is found in the service section of the report for each model. It was not within the scope of this project to provide a calendar of every activity each service performs in a calendar year.

A report with the far reaching implications for our small community seems to be lacking in some basic ingredients. There is no data or comparable in this document regarding response times. Responding to emergencies is a crucial element of policing. Having an integrated police model where the officers could be up to an hour away from responding rather than minutes is a public concern. The spectre of not having permanently assigned patrols for the City is a serious and dire consideration.

Response:

Response times were requested from both police services. Neither service uses response times within their service standards. The report indicated the ideal situation for both police services is having uniform officers within city limits at all times (2 for DPS and 3 for OPP).

Will the OPP commit to providing officers dedicated to policing the City at all times?

OPP Response:

The City of Dryden will be assigned its own zone, and the appropriate number of officers will be assigned to this zone based on the best intelligence available.  Should a major incident occur outside of this zone, some officers may be redeployed to assist.   Likewise, should a major incident occur within the City of Dryden zone, officers outside of the City may be redeployed to immediately assist.  The nature of the integrated policing model makes it impossible to dedicate officers to policing the City at all times.  Practical experience from nearby communities like Red Lake, Kenora and Sioux Lookout tell us that appropriate coverage of the municipal zone is very reliable.

Will the OPP include the Detachment commander, court officer and community services officer as operational patrol officers in any commitment to patrolling the community?

OPP Response:

The Detachment Commander, court officer and community safety officer are front line trained, qualified and experienced officers.  While patrol is not the primary role of these officers, they will continue to respond to calls for service and perform proactive duties when necessary.

If the OPP will not commit to having dedicated patrol officers for the City what are the expected response times to an emergent situation in the City?

OPP Response:

There are many factors that will contribute to excellent response times, including increased officers assigned to the City of Dryden zone.  Provincial initiatives like GPS tracking, “Closest to the Call Dispatching”, “Frontline Support Unit”, and “Civilian Data Entry” are all designed to maximize officers patrol time, availability for calls for service, and to ensure response times are minimized for emergent calls.  The OPP does not otherwise track response times.

This report was generated without the benefit of having Survey results in hand. However the reference to the MNP report which contains arguable information as a backgrounder to filling out the survey seems imprudent. Will the results of the online survey be made available and form a part of this report.

Response:

The results of the survey will be provided to the Police Costing Committee after the survey is closed.

Response:

The latest satisfaction surveys for both the OPP and DPS can be found in their annual reports and were not included within the report other than comments surrounding general satisfaction of the community for both the OPP and DPS.

Community satisfaction was not an area of comparison indicated in the RFP as the OPP do not currently police the City of Dryden.  It was, however, mentioned in the report that all stakeholders report they are currently very pleased with the DPS.

OPP Response:

At any given time, the Ontario Provincial Police is actively hiring qualified candidates for the position of police constable. Recruitment efforts are under way across the Province and abroad to attract and select persons from communities to work and live in those communities. With the removal of the Certificate of Results (COR) which was the pre-application testing, the hiring process to become a provincial police officer has never been as accessible. COR testing was proven to be a real barrier for applicants particularly in northern Ontario due to access to testing. Since the COR removal in January of 2019, the OPP has received two thirds of the total applications received in 2018. There has also been a marked increase in the number of out of province, northern Ontario and diverse applicants.  Other staffing strategies include lateral transfers, overtime, direct assignments, etc.   Vacancy rates fluctuate given numerous factors including secondments, leaves, etc. Presently, the Kenora detachment has four (4) permanent vacancies and has requested these be filled with the upcoming April 2019 class.  

Response:

The report was created prior to public and stakeholder consultation to help inform the public and stakeholders on services, governance and financial implications of both policing models. In discussions with the Police Costing Committee it was determined that it would be best for the public and stakeholders to have access to the information shared in the report so they could be better informed when sharing their perspectives and input into the matter of the OPP Contract Policing Proposal.

All comments from the stakeholders and public consultation sessions will be made available to the public.

Response:

A section 10 Board would provide strategic direction directly to the detachment commander.  The OPP report that detachment commanders have managerial discretion to act as they see fit, within the overarching policies of the OPP.  Other jurisdictions have reported that the process can take longer than their previous experience with a municipal service because of the size of the organization.

OPP Response:

The Detachment Commander would take the request from the Police Service Board.  If the program does not require resources beyond the local detachment, the detachment commander has complete decision making authority to implement a local program in consultation with the board and community stakeholders.  Where programs require resources beyond the local detachment, reaching out to Regional or General Headquarters for their support and experience would be required.

Response:

Increases in operating costs, including salaries, are comprehensive costs. Therefore, salaries comprise of increases in salary costs as a whole, not individual salary increases.  For example, salaries as a cost item could increase due to promotions even if wage rates are frozen.  

Response:

Staffing levels were shared with MNP and used in conjunction with the volume of calls for service.  MNP was instructed to use 17 officers responding to calls for service each year since 2013 which demonstrates a consistency in DPS staffing historically.

The calls for service increases in the model dictates how many FTE’s are added.  The rates chosen result in adding officers.  If the choice had been made to have no or little growth rate in the calls for service, the FTE’s would have remained the same as well, as would have the costs for the OPP under the same conditions.

A threshold of 150 additional calls for service per FTE before adding an FTE was utilized. This means each officer would handle approximately 150 more calls annually each than they did in 2018 before 1 more FTE would be added to the overall staffing compliment.

Response:

Interviews were conducted with the Chief of Police and the Chair of the Police Services Board and responses were imbedded throughout the governance section of the report.

Response:

A signed document provided by Commissioner Vince Hawkes sent to the Police Services Board and DPS Chief of Police indicating the 2016 and 2017 Statement of Activity for services provided by the OPP to the DPS over those two years. This information is tracked as per the OPP’s Daily Activity Reporting system. It is understood that these services could be charged for by the OPP if so desired and is therefore shared with the municipal service.

Hours are based on actual events reported in the OPP Daily Activity Reporting System rounded to the nearest quarter hour, converted to FTEs based on officer availability factor of 1,417 hours per year, and estimated costs of services provided based on the total Constable cost used in the Municipal Policing Billing Model.

Response:

Assistance to other policing agencies is included in DPS’ calls for service numbers and this would include assistance for other policing agencies, not only for the OPP. The breakdown of those calls for service would have to be provided by DPS for the proportion of those calls that are OPP related. 

What is the FTE assistance supplied to Thunder Bay PS or Metro Toronto and how is it calculated?

Response:

This is not publicly available information. The Statements of Activity are provided to the Chief of Police and Police Services Board of the respective municipalities. Calculations for police assistance is described in question 16.

Overall this financial analysis is based on data that is speculative or has been amended to fit the OPP billing model that itself is new, untested and unchallenged. An unprecedented 15yr model only compounds the unsound data used in the formulas. Increasing DPS staffing by 5 officers over the course of the model is doubtful and not at all a reflection of the Services history. This in itself has created a financial comparison which cannot be relied on as factual. As stated in the report the OPP will not confirm Calls for Service projections for a cost past 2023 or any costs past 2019 other than what was initially proposed. The financial analysis then becomes an amalgam of guesstimates. Who requested a 15yr model be used and what are the advantages-disadvantages of this model?

Response:

The 15 year financial projection was requested by the City of Dryden in the Request for Proposal issued for the procurement of the required consulting services.  Due to the magnitude of the policing decision, it was determined that a longer financial projection timeline was required.

Inherently, projections are just that, projections of the financial results of assumptions.  They are not meant to be predictive.  The model demonstrates the financial results of the assumptions within the model.  As the assumptions change, so do the financial results.  Effort was taken to ensure that each model, DPS and OPP, was compared to the same parameters. 

It could be argued that the longer the model is, the less useful the information in the later years becomes.  The discounted cash flow model (Present Value calculation) mitigates this by discounting the value of those later years compared to year 0 and other earlier years in proportion.

If a reasonable increase in DPS staffing over the 15 yrs (being 1-2officers) in years 7 and 11 were inserted in to the model what monetary difference would that make (including equipment)?

Response:

Throughout the development of the financial projection, the Police Costing Committee has deemed it important to ensure that assumptions made i.e. Calls for Service future increases, are applied to both the DPS and OPP projections in a consistent manner. In keeping with that, the following Present Value calculations represent no Call for Service increases over the 15 year duration of both DPS and OPP projections. This results in no staffing increases for DPS and a reduced OPP Call for Service cost. 

What comparative communities Calls for Service were used for this model?

Response:

Other communities did not provide their detailed calls for service.  Costs associated with calls for service levels were compared between the communities listed on page 43 and 44 of the report.

All costs associated with calls for service for municipalities policed by the OPP for 2015-2019 can be found here and were used in Figure 3 in the report (page 42)

How did the new OPP billing model affect neighbours like Kenora and Fort Frances? Did they pay more or less under this model? 

Response:

Both Kenora and Fort Frances indicated that they pay less using the OPP as opposed to their municipal force with estimated savings of over $1 million annually, although they did not continue to track the costs of their municipal police force once disbanded so these are estimated annual cost savings.

The OPP billing model introduced in 2015 lowered both communities’ annual policing costs. By comparing historical 2014 Financial Information Return data with OPP 2019 estimated policing costs for those communities, the OPP billing model is still estimating lower policing costs in 2019 then in 2014.

As indicated in the report, both communities are pleased with the services being provided to them by the OPP.

Response:

Audited financial statements were used for the financial projection. Financial Information Returns (FIR) are based on the same audited financial statements but are at a summarized level.

In addition, capital costs associated with a capital forecast (wish list) were used in the formula which are unrealistic and only elevated the DPS numbers which were then compounded throughout the model. What was the capital cost average of the DPS in the previous 5years and why was that number not used in the model?

Response:

City of Dryden Treasurer and DPS Chief of Police went through historical data and capital requirements and provided MNP with estimates for future capital and equipment expenses.  Due to capital asset replacement frequency, using a 5-year historical spend analysis for the financial projection may have been less accurate then the 15-year capital forecast that was used.

What are the capital requirements to sustain an OPP model after 2020?

The Financial Projection indicates that over 3 million dollars will be needed to make the transition to the OPP and consists of components of the contractual obligations that the Board agrees to with the two Police Associations. Are there additional severance costs which have not been included in the transition calculations?

Response:

Currently, all known severance costs are included in the one-time transition cost. Current collective agreements in addition to a recent arbitration award were reviewed in detail and the information for both were shared in Appendix 8 for a variety of potential severance scenarios.

Due to the nature of the amalgamation process and arbitrated contract settlements, there is potential to incur additional costs in relation to disbandment severance. In the event any new costs are identified, they will be added to the model.

Response:

Based on the Memorandum of Agreement from January 1, 2018 – December 31, 2018 (as provided by DPS)

• Sergeant = $106,791.82 - $116,403.09 (depending on years of service)
• First Class Constable = $94,926.06 - $103,469.41 (depending on years of service)
• Second Class Constable = $75,940.85
• Third Class Constable = $66,448.24
• Fourth Class Constable = $56,955.64

Response:

Based on the Uniform Collective Agreement from January 1, 2015 - December 31, 2018:

• Sergeant = $103,272 - $111,139 (depending on rank)
• First Class Constable = $98,355
• Second Class Constable = $87,541
• Third Class Constable = $78,688
• Fourth Class Constable = $68,847
• Fifth Class Constable = $53,996

Response:

Both OMERS and the PSPP are defined benefit pension plans – it means the pension benefits accrued by a member are based on their years of pension credit and salary history in each plan. The pension benefit accrued in each plan are secured and guaranteed for the member’s lifetime. A member may have two separate pension plans when they retire or a member may choose to transfer and consolidate their pension benefit to the PSPP. It’s important to note that members don’t lose any pension benefit from either plan.

There may be confusion or misinformation on the 20 years relating to the post-retirement insured benefits. The eligibility for post-retirement insured benefits for officers hired after January 2018 is based on 20 years of pension credit in the PSPP. This can be discussed in detail at the pre-offer sessions.

Do transitioning officers or civilians must transfer/combine their OMERS pensions to the PSPP in order to build PSPP pension credit upon transferring to the OPP?  If the amalgamating officers choose to keep pension benefits separate, then I’m assuming they would not build any pension credit in PSPP except for their actual years of direct contributions to the PSPP.

Response:

Divested members will have the option to combine their OMERS pension credit with the PSPP or keep their pensions separate. All divested members will receive a package describing their options and will have the opportunity to speak with one of our Client Service Advisors who can help answer any questions about how the options affect their personal retirement goals.

If a divested member chooses to keep their pension benefits separate, they will receive two separate pensions at retirement - one from OMERS and one from the PSPP. Each pension plan administrator will calculate the pension benefit based on the years of pension credit they have in each plan.

Response:

In this situation, pension credit in both plans will be used for determining the member’s earliest unreduced retirement date in each of the plans. For the PSPP – that’s OPP 50/30, Factor 90 or 60/20.

Response:

If the municipality votes in favour to disband the municipal police service, the OPP Career Development Bureau (CDB) will host an Employment Information Session with the members outlining, in detail the application process for both uniform and civilian police service employees. 

Below is the process for uniform members: 

1. Municipal officers who are considering employment with the OPP are required to submit the Amalgamating Police Officer Application
   1. The Amalgamating Police Officer Application collects summary information which allows the OPP to begin the process of reviewing the employees’ background and experience.
   2. Information collected includes the security screening check and personal history form for security clearance investigation.  These forms provide the OPP with the employees’ consent to conduct the standard security and background checks for uniform officers. 
2. A Pre-Background Questionnaire session is scheduled with the Municipal Officer along with a review of their personnel file
   1. The pre-background questionnaire is the standard Constable Selection System form that is used to collect information in support of the background investigation that will be conducted.
3. A background investigation is conducted
   1. Municipal officers must participate in, and successfully complete, a background investigation and security verification, in addition to meeting the requirements of Sec 43.1 of the Police Services Act.  Should issues be identified during the course of this review, the officers may be asked to respond.

Once the steps noted above are complete, the Uniform Recruitment Unit will review all the information pertaining to the application.   This information is then sent to the OPP’s Corporate Services Governance Committee who will make recommendations to the Commissioner’s Committee on each application.  The Commissioner reserves the right to review the suitability of any officer or civilian employee.  Offers of employment will only be made to uniform applicants who, in the sole discretion of the OPP, meet the employment requirements of the OPP including the requirements of Section 43.1 of the Police Services Act (PSA). 

Please note, in addition to the process noted above, an officer who holds a confirmed rank above Constable may apply for an equivalent rank within the OPP through the Rank Level Determination process.

Regarding the timing, please note no offers of employment will be made until such time as the Ontario Civilian Police Commission (OCPC) has rendered its final decision on disbandment of the municipal service.   This can result in somewhat of a tight timeframe as we require 8 weeks from OCPC decision to the start date for the amalgamated officers.

For amalgamating civilian employees, is the job application and screening different then with officers?  If so, how?

OPP Response:

Yes, there are different recruitment processes for municipal police service officers and municipal police service civilian members.  The recruitment process for municipal police service officers entails the following steps:

• Submission of the Amalgamating Police Officer Application
• A Pre-Background Questionnaire session & personnel file review
• A background investigation
• Medical Exam
• Fingerprinting
• Rank level determination (if applicable)

If an OPP costing (finalized structure) includes civilian positions, municipal police service civilian members are invited to apply to the relevant position(s).   An application involves a resume and cover letter that speaks to the applicant’s qualifications as required by the position.   All applications are reviewed against the posted qualifications to determine who will be invited for further assessment.  Please note, all civilian job offers are dependent on passing the OPP Background Security Check.  

OPP Response:

Where a competitive process is required as part of a municipal amalgamation, the process will be restricted to municipal police service civilian members.  Information will also be provided to municipal police service civilian members about other intake streams within the OPP.  Positions in other detachments and locations follow the OPP recruitment and selection process and are not restricted to the municipal police service civilian members. Municipal police service civilian members can apply to OPP jobs posted as open or open-targeted on the following website: https://www.gojobs.gov.on.ca/Jobs.aspx

Response:

The Ontario Provincial Police’s (OPP) Career Development Bureau is responsible for the hiring of amalgamating police officers.

Section 43.1 (c) of the PSA states a police officer must be “physically and mentally able to perform the duties of the position, having regard to his or her own safety and the safety of members of the public”.

The OPP follows the Ministry of Community Safety & Correctional Services Constable Selection System (Guidelines for Examining Physicians) to determine whether or not an applicant complies with this section.  Please see the Medical Evaluation of Police Constable Applicants package (we will attach to this correspondence). 

If there are members that are off due to injury or illness, their prognosis and potential for return to work in an operational capacity will be evaluated.  In the review of a member’s suitability of employment, there is no testing for vision, hearing and / or psychological testing.

Section 43.1 (d) states a police officer must be “of good moral character and habits”.  A comprehensive background check is conducted to review the members’ work performance to ensure that the person is in good standing (i.e. no outstanding misconduct, PSA or criminal charges or patterns of adverse performance). 

In addition, the background check will include an in-depth review of the member’s moral character and habits to ensure that they are indicative of that of a police officer. 

These background checks provide the justification for the good character requirement which flows from both the legislation and case law, which requires that:

“police officers, whether on duty or not, but especially on duty, must be seen by the general public to be honest persons untainted with any stain of impropriety especially when it comes to matters of criminal acts of moral turpitude”. R. v Finlayson [1996] O.J. No. 1423 (Gen. Div.)

The good character requirement requires rigorous background checks as part of the recruitment and amalgamation process.

As indicated in a previous inquiry:

“Given the enormous trust placed in police officers, thorough background checks are not only justified, but they provide an obvious and reliable source of information as to a candidate’s character and suitability”. Honourable WEC Colter, QC, Commissioner, Report of the Niagara Regional Police Force Inquiry (Toronto:  Ministry of the Attorney General, 1993) at page 22

As such, the results of the thorough background check will determine whether or not an Applicant meets the requirements of section 43.1(d).