[{"_1":2,"_99":-5,"_100":-5},"loaderData",{"_3":4,"_26":27},"root",{"_5":6,"_17":10,"_18":19,"_20":21,"_22":10,"_23":-5,"_24":-5,"_25":10},"user",{"_7":8,"_9":10,"_11":10,"_12":-5,"_13":-5,"_14":15,"_16":-5},"roles",[],"isAuthenticated",false,"isPremium","planName","subscriptionStatus","featureFlags",{},"insightsBudget","isDevelopmentHost","userPreferences",{},"recaptchaSiteKey","6LcvOJcUAAAAAHsB-gPGfGktcRlKpH7OTIU_dMTD","isImpersonating","impersonation","affiliateStatus","isFreedomPortal","routes/v2/article/layout",{"_28":29,"_30":31},"notFound",true,"relatedArticles",[32,75,87],{"_33":34,"_35":36,"_37":38,"_39":40,"_41":42,"_43":44,"_45":46,"_47":48,"_49":50,"_51":52,"_53":54,"_55":56,"_57":58,"_59":60,"_61":62,"_63":64,"_65":66,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},"mediaId",6349339,"mediaKeyId","2239000-9954471d4811ed522600af9edc1634db","parentId",2239000,"title","Audit urges ratable payments, finds union resistance to changing police educational incentive program","audioSeconds",3185,"startMs",3189000,"endMs",3914,"viewUrl","/Search/View?dp=1&key=2239000-9954471d4811ed522600af9edc1634db&start=3189&end=3","thumbnailUrl","https://assets.pipeline.soar.com/2239000-9954471d4811ed522600af9edc1634db/thumbnail_3189000.jpg","articleUrl","/articles/6349339/Springfield-City/Hampden-County/Massachusetts/Audit-urges-ratable-payments-finds-union-resistance-to-changing-police-educational-incentive-program","mediaUrl","https://secure.pipeline.soar.com/6349339-834409aec8d70b2295012b1be99e6520/orig.mp4?Expires=1773621060&Signature=OV31os~vyBIvPOiFz08ZtZxP~qksqw~rtCZhiSfoR05XvGfaFJTDfRdHlE0jUSglNAWccwk34XawpRFHOzFzZVt2PcTpyeV6xFlwusITYLQ4graQ1gm8KVuXXEiYuZQUCy-jE8p0ifhNnPBrVGiBrZ5zzfiLB9JHDW44QT3kvuoBCbAo7zhN5gy-zny9-HGC3VbW-0UHOebBfIyfS42YPgeL7dEqAqUp45nHzXrKaTZhULJGqOgGpFZu0I2KI0YlmQa31pLm9R7tGfvCTnltrnJdvm7l4KoIxRo2RzZ~kfvOLlAGYY0lczR2nF6tJxbPSNu5LyvpzP8HRGmZsUuCGw__&Key-Pair-Id=KUT5TJCACFTXG","author","Springfield City, MA","date","2025-02-05T20:14:50Z","article","Young Ngo, audit staff, told the Springfield City Audit Committee that the follow‑up review of the Police Department’s educational incentive program (EIP) reinforced earlier findings about documentation, timing and accounting treatment.

Background and why it matters: The EIP encourages sworn officers to obtain higher education. Auditors said about 300 officers received EIP payments in 2019 and reported total EIP payments of roughly $4,100,000 that year. State funding for the program was eliminated in 2010; Springfield’s negotiated approach maintains the benefit but reduced payments to 50% for officers hired after July 1, 2009.

Key findings and details

- Documentation and payment timing: Auditors found the department did not consistently retain degree copies and noted contract language lacked clear definitions for the base rate and payment dates. Historically Springfield paid EIP in a lump check in November; auditors recommended paying ratably throughout the year.

- Fiscal impact: Audit staff estimated that making EIP payments ratably through the year, rather than a November lump sum, could have saved the city about $230,000 because payments made in November often occur after annual wage increases.

- Operational details: The audit noted EIP payments were issued as live checks rather than direct deposit; auditors flagged the extra administrative burden and recommended defining the distribution method in the agreement.

Reactions and follow‑up

Bill Mahoney said the lump‑sum November payment is long‑standing and an expectation among officers; city negotiators raised the ratable model during bargaining but did not reach agreement in prior negotiations. Auditors said they had engaged other municipalities (Quincy and Brockton) that do make ratable payments.

Ngo said four audit recommendations were implemented, one was in process, and four were not implemented because they related to payroll system changes or were rejected in bargaining. The committee requested updated figures on current participation and costs; auditors said they would update the analysis and report back.

Ending

Audit staff will provide an updated analysis of current participation, payments and potential savings. Any contractual change to payment timing or method would require collective‑bargaining agreement with the union.","mediaType","Video","parentTitle","Springfield City Council- Audit Sub-Committee 02/04/25","oneSentenceSummary","Audit staff told the Springfield City Audit Committee that the police educational incentive program uses a long‑standing November lump‑sum payout and auditors recommended ratable payments to reduce the city’s cost volatility.","taxTitle","Springfield City, Hampden County, Massachusetts","taxId",3703,"location","headline","","shortSummary",{"_33":76,"_35":36,"_37":38,"_39":77,"_41":78,"_43":79,"_45":80,"_47":81,"_49":82,"_51":83,"_53":84,"_55":56,"_57":58,"_59":85,"_61":62,"_63":64,"_65":86,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},6349348,"Audit: TPA billing discrepancies, fee overage and missing incident reports found in Springfield City workers’ compensation program",1662,3581000,1919000,"/Search/View?dp=1&key=2239000-9954471d4811ed522600af9edc1634db&start=3581&end=1919","https://assets.pipeline.soar.com/2239000-9954471d4811ed522600af9edc1634db/thumbnail_3581000.jpg","/articles/6349348/Springfield-City/Hampden-County/Massachusetts/Audit-TPA-billing-discrepancies-fee-overage-and-missing-incident-reports-found-in-Springfield-City-workers-compensation-program","https://secure.pipeline.soar.com/6349348-12fce3aa9684ce953178acacfabe5c9c/orig.mp4?Expires=1773621060&Signature=lGzOFcn-QaotkRJJLdyJC~FCJol29mjAmR-tjSsK0WNjeLa5byoD-jU-QMYvVq8lolzpMIwYGUDP1nzcox3N-vO-P67lgWJaD2dNrznGeKWCQbvsHEvpISvOMcgKwuYruCt~VdWlU6I09ek0BwqhjSZF0V9e1k-uwIfLahxD6lwP2oaCEkTAY~aHQKlDJadh9Ndi0VvOqAu3MWR89IRhOBmTqtaovXeESfiLmnsQ5FQx~33SnEQHUNZPqPVj42x9~SKPLH18E0v7I5VQUQD3zd8C4Cd2zHSf6B3pctIMiSG3OBFIwpYj3yU0EmPbKHm5fHLFQERJ4JhyDK2MdG79BA__&Key-Pair-Id=KUT5TJCACFTXG","Young Ngo, audit staff, told the Springfield City Audit Committee that a performance audit of Springfield City’s self‑insured workers’ compensation program found inconsistent billing practices by the city’s third‑party administrator and gaps in required documentation.

The audit covered fiscal year 2023 and most of fiscal year 2024 through March 2024 and excluded police and fire claims, which are administered under a separate statutory process. Ngo said the audit’s objective was “to assess the city's oversight over the third party administrator and assess the city's risk mitigation processes related to workplace injuries.”

Why it matters: The audit flagged controls and contract issues that could increase costs and hinder the city’s ability to identify and prevent repeat injuries. The audit also identified departments that account for most claims — Springfield Public Schools and the Department of Public Works — and recommended targeted training and written loss‑control recommendations from the TPA.

Key findings and details

- Billing rates: The contract lists a utilization‑review rate of $140 per claim, but auditors found invoice line items ranged from about $70 to over $1,300 and multiple charges per claim. Ngo said invoices “weren’t very detailed,” which made it difficult for HR to trace billed rates back to the contract.

- Contract cap exceeded: The contract set a contractual fee cap of $213,000 (composed of claims administration and several service components). Auditors reported that FutureComp received approximately $270,000 in FY23 — about $57,000–$58,000 more than the cap — and did not notify HR when the cap was being approached, as the contract requires.

- Missing incident reports: The TPA did not have required supervisor incident reports in its database for many departments. Auditors said those forms are important for determining root causes of injuries and recommended HR implement procedures to ensure supervisors submit incident reports and to verify the TPA’s receipt.

- Loss control recommendations absent: The contract requires the TPA to provide written loss‑control recommendations. Auditors said they did not see such written recommendations and recommended HR require the TPA to deliver them and that city departments target training for high‑claim areas. Ngo also noted state grant programs could offset training costs.

Reactions and follow‑up

Director Bill Mahoney described multiple factors behind a recent decline in claim totals, including milder winters and claim maturation effects, but agreed that documentation and timeliness need improvement. Mahoney said safety‑coordination reminders and training materials exist and the city has been reminding departments to submit forms.

Ngo recommended HR work with legal to (1) require more granular invoice detail, (2) modify the contract to list the actual rates or an acceptable range, and (3) determine whether the FY23 overage must be repaid or whether the contract should be amended. He also said auditors will review the full FY24 year in a follow‑up.

Ending

The audit committee asked the audit staff to include FY24 full‑year data in the follow‑up work and for HR and legal to pursue contract clarification and stronger invoice monitoring. Auditors recommended written loss‑control recommendations from FutureComp and targeted training for the school department and DPW.

","Young Ngo, audit staff, told the Springfield City Audit Committee that a performance audit found inconsistent TPA billing, a contractual fee overage, and missing incident reports in the city's workers' compensation program.",{"_33":88,"_35":36,"_37":38,"_39":89,"_41":90,"_43":91,"_45":92,"_47":93,"_49":94,"_51":95,"_53":96,"_55":56,"_57":58,"_59":97,"_61":62,"_63":64,"_65":98,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},6349344,"Audit follow‑up flags over $1 million in police bankable overtime liability; city, union disagree on reforms",1281,1917000,3198000,"/Search/View?dp=1&key=2239000-9954471d4811ed522600af9edc1634db&start=1917&end=3198","https://assets.pipeline.soar.com/2239000-9954471d4811ed522600af9edc1634db/thumbnail_1917000.jpg","/articles/6349344/Springfield-City/Hampden-County/Massachusetts/Audit-followup-flags-over-1-million-in-police-bankable-overtime-liability-city-union-disagree-on-reforms","https://secure.pipeline.soar.com/6349344-36611bc119c1aac004563c2940083acc/orig.mp4?Expires=1773621060&Signature=XK9xUvH1u25~C7pqXMF4W~~sgmC5ADAoc17SRYvw0BFym-5j6S9OzmqK9lLNZvHKGnNsx7ciJbizn7m2V6z5ch~37b5czEU3Ta75CKO6DMCBWVN8LTiy6YKoKSE2MQm14YVOyWws6--d~QCr9QG4lLZii9-y0yziE~cphJcTlIqK9tDHPNKLUhcejbsZM39stNjf6Z0QA0YL2uPzgpKoPNg9-YlghZA7SKPIKY4ffFmnqxJ4jRR2pijGuhriblg87afZepTWpOxtzlPwLbu5bUlQ6QjEMJcqB06xAtuItC2utR5V5zemm-uECUC1Zy0YL3pSdU8HZyfv7N1YJ4X-oA__&Key-Pair-Id=KUT5TJCACFTXG","Young Ngo, audit staff, reported a follow‑up review of the Springfield Police Department’s bankable overtime (BOT) program and told the Audit Committee that officers may bank overtime up to 300 hours and the city faced a liability of roughly $1,200,000 at the time of the 2021 audit.

The program allows officers to elect comp time instead of immediate pay for overtime. Ngo said this creates long‑term liability because hours earned earlier at a lower pay grade may be cashed out later at a higher pay grade. \"There's an inherent cost to the city in running this comp program,\" Ngo said.

Why it matters: The BOT program creates a multi‑year fiscal exposure that can grow with promotions and pay raises. The committee discussed whether negotiated contract language or bargaining with unions should require payout at grade changes or otherwise limit future liabilities.

Key points and details

- Program features: Officers may elect to bank overtime as comp time; BOT is capped at 300 hours per contract. Auditors reported a recorded BOT liability of approximately $1,200,000 in the original audit.

- Contract and legal context: Director Bill Mahoney told the committee that the Fair Labor Standards Act allows up to 480 hours but the city’s negotiated cap is 300 hours; the city negotiated the lower cap with the union.

- Audit recommendations and responses: The initial audit produced 10 recommendations; five were implemented, one was in process (updating BOT procedures), three were not applicable after payroll system changes, and one — asking the union to require cash‑out before promotion — was not implemented because the union opposed changing past practice.

- Operational tradeoffs: Mahoney and others noted an operational benefit: if an officer takes comp time and the department does not backfill the position, the city effectively avoids an immediate cash payout for overtime. Committee members pressed for updated data on current BOT liability and trends.

Reactions and follow‑up

Several councilors expressed concern that the liability could grow and asked audit staff to update the committee with current numbers. Ngo said the audit team would update the analysis to show the current liability and participation trends and report back to the committee.

Ending

The committee requested a follow‑up report with current BOT liability and a breakdown of how many officers are banking versus cashing out; staff indicated negotiations with unions remain the appropriate venue for any contractual change.","A follow‑up audit presented to the Springfield City Audit Committee found a previously reported liability of about $1.2 million in bankable overtime (BOT) for sworn police officers. Auditors recommended contract discussions to limit fiscal exposure; union resistance and negotiated limits complicate changes.","actionData","errors"]

Article not found

Audit urges ratable payments, finds union resistance to changing police educational incentive program

Audit: TPA billing discrepancies, fee overage and missing incident reports found in Springfield City workers’ compensation program

Audit follow‑up flags over $1 million in police bankable overtime liability; city, union disagree on reforms