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Not hiring to fill a currently vacant Police Officer position and keeping that position vacant through 2010. Annual Savings: $87,000 Reducing from full-time to half-time the Building Safety Administrative Assistant by reducing workload (no longer requiring contractors to provide certificates of insurance) and shifting a portion of the remaining work to other Planning, Building Safety and Finance staff. Annual Savings: $20,000. Reducing the Museum Coordinator’s hours from 29 hours/week to 20 hours per week. Annual Savings: $10,000 Note: some of this savings will be offset by increasing expenses to the Historic Preservation Fund (HPF) for work the Museum Coordinator conducts that is permissible to charge to the HPF. Reducing the Community Resource Coordinator’s hours from 40 hours/week to 32 hours/week. Annual Savings: $10,000 Reducing the hours of various positions in Human Resources, City Clerk/Court and Public Works operations. Annual Savings: $40,000 Compensation, Benefits and Training Reflecting our guiding principle that “Talented, motivated, well-trained employees are the City’s most important asset”, as we reduce expenditures we are nevertheless trying our best to minimize the negative impact on employees in order to maintain their ability to serve the public effectively. The following actions reflect this approach: Merit Increases . We have maintained our commitment to enable high performing employees to move through their pay range over time. To do this, we will provide merit increases for performance that is documented as “Outstanding” (2%) or “Exceeds Expectations” (1%). However, to keep expenditures from escalating more rapidly, we will not provide the usual increase for performance that simply “Meets Expectations”. Also, in order to maintain the City’s commitment to Police Officers and the pay range and steps we established two years ago, Officers whose performance demonstrates merit would receive a 5% increase. There will be no increase or bonus for anyone who is at the top step of their pay range. In the Police Department, almost half of the Police Officers and Sergeants are at the top step of their pay range. Medical Insurance Coverage . The City’s current medical benefits are more generous than comparable employers. Consequently, it is appropriate to shift more of the cost to employees and reduce the cost to the City. Accordingly, we have increased the percentage of premium that employees must pay for health insurance (from 15.2% to 25% for family HMO coverage) to make the cost sharing comparable with similar jurisdictions. Because the premium for the City’s High Deductable Health Plan (HDHP) is about 22% lower, employees will still be able to secure coverage under the HDHP without paying a premium and without increasing costs to the City. General Fund Savings: $37,000. All Funds Savings $54,000. Travel for Training . Reduce City-wide travel budgets by 15%. Although this will make it impossible to attend some important training events, it should still allow funding for most training opportunities that are closer to Louisville. General Fund Savings: $8,000. All Funds Savings: $10,000 Significant Service Reductions The following are some of the more significant actions we are taking to reduce expenditures to fit within available revenues: Reducing the scope of native areas mowing operations. Savings: $30,000 Eliminating the Boulder County Youth Corps program. Savings: $21,000 Eliminating the Shop Louisville program. Savings: $22,000 í