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HomeMy WebLinkAboutPolice Presentation Q3 2017Police SBStat Quarter 3 Meeting August 23, 2017 Agenda I.Sharing the Vision (10 min) II.Defining Priorities (10 min) III.Project Updates (40 min) IV.Strategy and Vision (40 min) V.Next Steps and Group Feedback (15 min) VI.Celebrating our Values (5 min) Project Updates Part Time Officer Program •Assembled implementation panel •Drafted ordinance •Will be reviewed with Council during budget process •In progress •Job description •PERF/retirement research Goal: Implement Spring 2018 Recruiting Updates •325 New Applicants in 2017 to date •Additional 23 Lateral/Certified Pool Applicants % Increase Fall 2016 45 Winter 2017 62 38% Spring 2017 94 52% Summer 2017 169 80% Changes to Recruiting Process •Online application •Lower written test score cutoff (80%) •Six additional candidates proceeded to the next stage •Messaging prior to physical test •This time: Mock physical test opportunity Postcard Trial •Goal: Increase the number of applicants for police officer recruit at SBPD •This trial was completed with support from the Behavioral Insights Team (BIT) •Postcards to registered SJC voters, ages 21 to 35 •Use of behavioral insights •Personalization •Messenger – Stereotype threat •Simple and clear instructions •Use of deadlines Service Challenge Identity Postcard Trial Results •All postcards •4x more likely to start application •6x more likely to finish •Identity postcard •5x more likely to start •7x more likely to finish •If sent to everyone = 69 more applications •Postcards increased diversity, but this trend was not statistically significant •Next Steps Effect on Application Rates Effect on Racial Diversity Effect on Gender Diversity Strategy and Vision Building a 21st Century Police Department Interconnected projects that promote: •Professionalism and accountability •Leadership development •Culture change •Transparency and communication with employees •Employee morale and retention Police Effectiveness Issues: Crime & Victimization Safe Public Spaces Quality of Life Issues Traffic Safety Vulnerable Communities (Inequality) Police Legitimacy Issues: Ethical Integrity/Responsibility Authority and Use of Force Procedural Justice (Transparency and Accountability) EXTERNAL ENVIRONMENT Effectiveness Issues: Shared Mission/Values (do we have them?) Perf./Task Management Training/Leadership Development Internal Procedural Justice (Do we have it? Is it believed?) Legitimacy Issues: Policy/Training/Behavior gaps (Are there?) Undetected/Unaddressed Misconduct? Transparency INTERNAL ENVIRONMENT Career Path Development (CPD) Survey Results If SBPD offered a Career Path Development program, I would be interested in participating. What types of CPD interest you? Which types of career paths interest you? Interest in Rotations: Supervisors in my division are adequately trained to support their staff’s career development CPD is supported throughout SBPD with a clear and well-executed policy There is a good process in place to understand and address what matters to staff for their career development I understand the key skills and competencies required for success in my division The SBPD provides support and tools to help staff with their career development Project Overviews CPD Objectives •Attract and retain great officers •Ongoing professional development •Exposure to opportunities within SBPD •Leadership training and succession planning •Greater transparency CPD Metrics •Retention of officers with 5-9 years of service •For 2013- 2017: 11.5% of attrition was in this range •More competition for promotions •2016 –2017 Average: 4.38 applicants/position •Increased certified officer applicants and hires •23 applied in 2017 •Better qualified candidates for leadership positions •CPD survey responses Performance Review Objectives •Inform transfer and promotion decisions •Consistent criteria •Historic documentation •More accountability for all employees •Including expectations for supervisors •Communicate expectations •Support employees •Identify strengths to build on •Identify weaknesses and make a plan to address Performance Review Metrics •Employee climate survey: In the past year, I have had a formal performance review •Of eligible SBPD respondents, 84% either said they didn’t have a review, or they did not know whether they had •Performance reviews inform transfers and promotions •Gut check: Greater accountability Performance Review Areas •Appearance, care, and responsibility for equipment •Training •Attitude/Ownership •Communication (Peer and public) •Accountability/Reliability •Technical and tactical competency •Specialized unit competencies Promotions & Transfers Objectives •Use of standardized criteria to make decisions •Promotions: Biannual ranked list •Transfers: Detailed requirements by position •Align with industry best practices •Reinforce CPD and performance reviews There is a fair and transparent process for filling positions at SBPD, including for promotions Promotions Scoring Criteria 1.Written test 2.Oral Interview 3.Performance Reviews 4.Experience and Record Promotions & Transfers Metrics •More competition for leadership positions •2016 –2017 Average: 4.38 applicants/position •Better qualified candidates for leadership positions •Perceptions of fairness •Retention of officers with 5-9 years of service •For 2013- 2017: 11.5% of attrition was in this range Field Training Officers Program •Socialization! •FTO can make a good officer great, an average officer problematic, a good officer average… •Quality control on new hire training •Knowledge of policy and community orientation •Options •Short Term •Longer Term There is an effective orientation process in place at SBPD, for new staff to learn about their role and responsibilities Next Steps High Level Timeline PROJECT EXPECTED Performance Evaluations Fall 2017 Career Path Development Online Learning Spring -Summer 2018 Job Rotation Program Fall 2018 Promotions and Transfers Early 2019 Field Training Officers Short Term Improvements Early 2018 Long Term Improvements Late 2019 Performance Evaluation Milestones MILESTONE DATE Supervisor Training September Roll Call Training for Everyone September –October Patrol Evaluations October –December All Other Evaluations November Data Entry October –December Evaluate Pilot Process January CPD Project Plan Milestones MILESTONE DATE Gather Employee Feedback Summer 2017 Hire Coordinator Late2017 Develop and Institute Policy Early 2018 Online Education Pilot May –June 2018 Job Rotations Pilot Fall 2018 Evaluate Pilots Late2018 Celebrating our Values •Recruiting: Applications increased by 275% since Fall 2016 •Increased collaboration in Strategy Sessions •Lexipol (duty manual) is almost complete