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2011 2011 2012
<br /> Budget Estimate Final
<br /> Beginning Fund Balance 33.958,054 33,958,054 32,128,894
<br /> Revenue
<br /> Taxes 1`.00 E,490 1E,232,640 15,2E4,000
<br /> Licenses & Permits 630.370 782,340 312,440
<br /> Intergovernmental Revenue 2.267,410 1,572,310 1,940,910
<br /> Charges for Services 9.400.910 11.236.010 11,977,360
<br /> Fines &Forfeitures 246,30 261,160 267,970
<br /> Miscellaneous Revenue 1.037.7`0 1.13.5.,6.70 943,480
<br /> Other Financing Sources 94,730 111.300 -
<br /> Interfund Transfers 1.463,5E0 1.266.570 3,5`6,830
<br /> Total Revenue 30.245,840 31.698,500 34,754,290
<br /> Expenditures
<br /> Administration &Operations 21.961,710 21,893,630 22,794,330
<br /> Debt Service 2.623,380 2,624,030 2,520,3:0
<br /> Ca pita I Outlay 8.EEE.E10 7..66.460 7.894,860
<br /> Other Financing Uses 276,970 276,970 317,150
<br /> V E5 6� 57 3,556,820
<br /> ,
<br /> Transfers 1.Y• 0 1,26,:, .0
<br /> Total Expenditures 34.881,620 33,527,560 37,044,010
<br /> Ending Fund Balance 29.322,274 32,128,894 29,839,174
<br /> Significant Issues
<br /> Compensation, Benefits and Training
<br /> Reflecting our guiding principle that "Talented, motivated, well-trained employees are the City's
<br /> most important asset", we continue trying our best to minimize the negative impact on
<br /> employees in order to maintain their ability to serve the public effectively. The following actions
<br /> reflect this approach:
<br /> • Merit Increases. We must maintain our commitment to enable high performing employees
<br /> to move through their pay range over time. To do this, staff recommends that we provide
<br /> merit increases for performance that is documented as "Outstanding" (4.0%) or "Exceeds
<br /> Expectations" (2.0%) and "Meets Expectations" (1.0%). We anticipate that the distribution of
<br /> these merit increase will result in a 2.3% average annual increase in wages. Also, in order to
<br /> maintain the City's commitment to Police Officers and the pay range and steps we
<br /> established three years ago, Officers whose performance demonstrates merit would receive
<br /> a 5% increase. As was the case last year, however, there would be no increase or bonus for
<br /> anyone who is at the top step of their pay range. In the Police Department almost half of the
<br /> Police Officers and Sergeants are at the top step of their pay range.
<br /> • Medical Insurance Coverage and Other Benefits. As you will recall, in 2009 we reduced
<br /> employee benefits in several ways, including increasing the percentage of premium that
<br /> employees must pay for health insurance (from 15.2% to 25% for family HMO coverage) to
<br /> make the cost sharing comparable with similar jurisdictions. In 2010 and this year we
<br /> maintained the existing benefits package and did not shift any additional costs to
<br /> employees. For 2012, due to a significant increase in the Kaiser premiums, we are
<br /> proposing a modest reduction in plan benefits and an increase in employee premiums of
<br /> between 7% and 14% for the HMO Plan. The deductibles for the High Deductable Health
<br /> Plan (HDHP) will increase to $5,000 per year. We have structured the premiums and
<br /> contributions for HMO and HDHP plans so the City's cost per employee will be the same for
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