Central Washington University Board of Trustees February 20, 2020 ACTION – Realignment of Parking and Police Funding
BACKGROUND: In July 2019, the Board of Trustees directed staff to transition the Department of University Policy and Public Safety from reliance on parking revenue, to stabilize funding both for parking services and police and public safety functions. The mission of the Department of University Police and Public Safety (UPPS) is to provide a safe and secure learning environment through education and enforcement. Parking lots are built and maintained with revenue generated by student and employee parking permits. The Facilities Management Department is responsible for parking lot construction, snow removal, paving, ADA facilitation, and other activities, and relies on the fee revenue to maintain parking lots. However, half of the revenue from parking lots is diverted to pay salaries, benefits, and goods and services in the Department University Policy and Public Safety, including KITTCOM 911 services (please see Attachment A). This funding strategy creates a deficit in one account (parking) to fund an unrelated function (public safety); as a result, neither police nor parking has the funding needed for robust services. The current budget model has created larger problems with long-term planning for campus safety and parking. For example, the parking long-term strategy calls for a number of important improvements, such as the implementation of parking and mobility hubs, as well as repaving/restriping of existing parking lots. Continuing to fund police salaries from parking revenue will jeopardize the ability to fund these long- term goals. A gradual transition for dedicated parking fees to state support will correct the issue over six years, transferring $100,000 per year into the UPPS budget, as Table 3 illustrates.
Transferring police funding from parking revenue to state funds. Fiscal Year Amount Total Annual Support 2021 $100,000 $100,000 2022 $100,000 $200,000 2023 $100,000 $300,000 2024 $100,000 $400,000 2025 $100,000 $500,000 2026 $70,394 1 $570,394 1 In the last year (2026), the transfer will be $70,394 or adjusted for salary changes/COLA
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