The recently installed interim PACE Executive Board along with our Committee chairs have been working hard to formulate our major initiatives.  A tentative framework has been created.  The P.A.C.E. Executive Board will continue to work towards promoting these initiatives.  Let us know how you feel about these initiatives by sending an e-mail to PACEAtlanta@earthlink.net .

The following section lays out the four major areas that will compose our agenda: Pension, Salary, Benefits, and Cooperative Management.  The actual 5 year timetable for reaching these goals is defined following that in the final section.

THE MAJOR P.A.C.E. INITIATIVES

I. PENSION

Defined Benefit Plan -

1.  Permanent 75 Rule at no additional cost to employees - retroactive
2.  3% multiplier for each year of service
3.  Age 55 for retirement without penalty
4.  10 year vesting for pension plan

	Change Defined Contribution Plan to "Optional" for new employees
	Allow military veterans to buy back military service time into the pension plan
	Pension Board representation for PACE
	Work for cooperative management of Pension Board and Fund
	Independent audit of pension funds and recovery of assets found missing
	Create task force with Council, Administration, and public to formulate pension policies and long term planning
	Equalize pensions benefits for all City employees in all pension plans

II. SALARY

	Salary survey and study for current classifications
	Salary task force to review and build consensus
	Commitment to implement agreed upon results
	Cost of living raises for all employees to adjust for inflation
	Protect increments from being withheld
	Reinstate sick leave bonus
	No reclassification or salary adjustments without proper justification
	Use salaries to differentiate employees skill levels and market place value via classification adjustment
	Simple, straight-forward personnel evaluation system that is properly funded to reward outstanding performance
	Institute viable and real funded bonus program for ideas that save the City money (% of savings)

III. BENEFITS

	Restore medical benefits to 75% of any plan selected
	Reinstate civil service protection for all employees except: 1. Appointed officials (Commissioners, Bureau Directors, etc) 2. Some Mayoral employees 3. Some Judicial employees
	Limited funeral leave for immediate family deaths
	Tuition reimbursement and time for continuing education
	All medical, educational, and other general benefits should be the same for all City employees

IV. COOPERATIVE MANAGEMENT OF CITY GOVERNMENT

	Reform budget process: 1. Begin formal process in July 2. Move budget approval to October- November of preceding year 3. Open up the financial process to make it fair and allow for participation of managers and workers to make suggestions and have some say in formulating budget policy
	Support adequate funding of essential city services via improved efficiency of government, sales tax, convention taxes, corporate sponsorship, property taxes, etc.
	Eliminate large number of "VACANT" positions that are used for non-budgeted purposes
	Budget 80% for needed positions that are vacant at the time of the passing of the budget.
	Encourage employee participation in evolving policies in the delivery of services to the public.

These initiatives represent a definite positive step and something that can be built upon.  Also, please keep in mind, we cannot realistically expect to achieve our goals instantly.  It has taken some time for us to slip so far behind and it will take some time to get us back to where we should be. 

Join P.A.C.E. and help support these initiatives.  If we all pull together and unite our voices it can happen.