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Council hears proposal to restore police lieutenant post for succession and discipline clarity
Summary
Baker City Police Chief asked council to reinstate a nonunion lieutenant position previously converted to a detective-sergeant role; councilors expressed support and staff said pay steps will be established before recruitment.
Baker City — The Baker City Police Department presented a proposal to restore a lieutenant position that had previously been replaced by a detective-sergeant, arguing the change would clarify chain-of-command, aid succession planning and separate some disciplinary functions from union-represented sergeants.
The police chief said the department currently operates with three sergeants (two patrol sergeants and one detective sergeant), plus the chief. The proposal would eliminate the detective-sergeant classification and re-establish a nonunion lieutenant role to serve as the department’s second-in-command and to oversee administrative and supervisory functions.
The chief told council that an external audit recommended restoring a clearer number-two position and that the change should simplify internal discipline processes where union membership can constrain supervisor actions. Councilors expressed support for the concept and for creating a pay step structure that would make the position recruitable — noting past difficulties attracting candidates when sergeants earned as much as or more than a designated lieutenant because of overtime.
Staff said the position would be posted internally and externally and that one sergeant nearing retirement could allow internal movement to fill ranks without increasing total headcount. The council did not record a formal vote on the proposal at the meeting; staff said a motion or ordinance language would be brought back for formal action if council wishes to proceed.
Key points
- Purpose: Restore a nonunion lieutenant position to provide clear second-in-command and improve succession planning. - Rationale: External audit recommended clearer chain-of-command; disciplinary processes may be easier with a nonunion exempt supervisor. - Implementation: Staff will develop pay steps and recruitment plan; the council must take a future formal vote to change classifications or positions.
