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Home My WebLink AboutPolice Stat Q4 2019Police December 16, 2019 –Q4 Agenda I.Highlights II.Project Updates III.Recruitment IV.Next Steps V.Potential Projects VI.Celebrating Our Values Highlights 2013 2017 2017 2018 2018 Group Violence Intervention Performance Evaluations Hot Spot Policing Sustainable Fleet - Hybrids South Bend Regional Crime Lab Highlights Timeline Q2 Q4 Q3 Q3 Q3 Group Violence Intervention •Purpose: An effort to reduce homicide and gun violence through deterrence, relationships, and support •Two approaches: Explanation of consequences on current path & connection with social support to redirect. •Results: Call-ins saw 57% of participants not involved with police in the next six months and 64% for custom notifications. 4123 5 43.37 49.15 24.50 56.73 52.03 61.85 0.00 10.00 20.00 30.00 40.00 50.00 60.00 70.00 GMI Shooting Victims Rate per 100,00 2014 2015 2016 2017 2018 2019 Performance Evaluation •Purpose: to create renewed standards and competencies in the evaluation process for police officers. •Approach: Partnership with HR and the Office of Diversity and inclusion •Results: First round of performance Evaluations performed in Spring 2019 1 2 3 4 5 Hot Spot Policing •Purpose: to restore peace, landlord involvement and community satisfaction •Approach: Acquisition of the Armadillo •Discussion of Current State 1 2 3 4 5 •Purpose: To reduce the police department’s carbon footprint through use of alternative fuel vehicles •Approach: Originally piloted Natural Gas as an alternative fuel source. After trial and analysis the decision was made to pilot hybrid vehicles •Results: Some cars have been refitted with hybrid kits 4123 5 Sustainable Fleet South Bend Regional Crime Lab •Purpose: to digitize laboratory information and produce invoicing for laboratory services to outside agencies •Approach: Justice Trax •Funding: Received 2019 Justice Assistance Grant to cover cost of software in full •Results: Revenue cash inflows to begin in March 2020 1 2 3 4 5 Service Hourly Fee Firearms/Tool Mark Examinations*$75 Lab Processing (Fingerprints, DNA Collection, Vehicles)$50 Latent Print Examinations $50 Media (Video Analysis, Photos, Facial Recognition)$50 Project Updates Relationship-Based Policing Strategic Plan Purpose •To create a published document outlining the strategic plan for relationship-based policing •Explains what relationship-based policing is •Communicates goals •Outlines strategies and programs used •Establishes metrics and measures of success •Helps both staff and residents understand why we do it Relationship-Based Policing Strategic Plan Full-Document SBPD Relationship-Based Policing Strategic Plan Relationship-Based Policing Strategic Plan One Pager Transparency Hub Improvements •Link to guided tour of changes •Crime and recruitment dashboards updated •New interactions dashboard added •Integrated data dictionaries •“How-to” PDFs for each dashboard •Links to related datasets https://police-southbend.opendata.arcgis.com/ Home Grown Program •Interim goals: 1.Maintain established relationships 2.House information and material for transition 3.Debrief successor and team on project Recruitment Recruitment Sub-projects Projects Project Purpose Open House with Training Garnering engagement from applicants Leveraging Social Media Ads Extending reach of recruitment Hiring Policy Reviews Relevancy and barriers to employment ILEA Data Partnerships Policy Discussions Open House with Training Purpose •To provide an opportunity for prospective applicants to: •Complete applications or ask application related questions •Learn and practice proper techniques for physical assessment tasks •Stay engaged in the process by establishing a relationship with actual police officers Open House with Training: Evolution August •Location at fire open house •Held on Saturday morning •Open to those who applied, public, and media October •Moved to Police Department •Held on Friday evening •Limited to those who had an application started January •Introduction about hiring process and expectations •Add exercise break- outs with rotations •Include “greeter” for direction, questions and application help •Provide snacks and beverages Open House with Training Results Comparison 35% 7 10% 2 15% 3 40% 8 0 5 10 15 20 Incomplete/ No App/ Disqualified No-Show to Physical Failed Physical Passed Physical August 17% 4 21% 5 8% 2 54% 13 0 5 10 15 20 Incomplete/ Disqualified No-Show to Physical Failed Physical Passed Physical October vs 20 Waivers 24 Waivers Targeted Facebook Ads Current State 12,744 Reached 227 Clicked 32 Shared Targeted Facebook Ads Comparison by Result Rate 0.95% 1.18% 0.97% 0.00% 0.20% 0.40% 0.60% 0.80% 1.00% 1.20% 1.40% [07/19/2019] Pilot I [08/30/2019] Pilot II [11/13/2019] Pilot II 2nd wave Click-Through Rate By Impressions *Calculated based on non-unique link clicks over impressions Targeted Facebook Ads Comparison by Demographics [07/19/2019] Pilot I [08/30/2019] Pilot II [11/13/2019] Pilot II 2nd wave 23% 77% 0% female male unknown 40% 59% 1% female male unknown 25% 75% 0% female male unknown 38% 62% 18-24 25-34 13% 19% 17%18% 18% 15% 18-24 25-34 35-44 45-54 55-64 65+ 16% 24% 17% 19% 14% 10% 18-24 25-34 35-44 45-54 55-64 65+ Targeted Facebook Ads Takeaways Options to consider: •Continue as is •Run split ad with different audience criteria •Increase daily budget •Explore expansion to other platforms $256.88 For all 3 ads 920,000 Potential audience size 1.26% Reach at $5 per day Hiring Stage Improvements Round-table review Purpose: to change the polygraph stage of hiring from a pass/fail score to an individualized review, in-line with recommended practices •Results of individuals are reviewed on a case-by- case basis •Review conducted with background investigator •Consider severity of results as disqualifiers without risking quality of candidates Discussion: Policy Review ILEA Standards Purpose: to review the relevancy of ILEA standards to being a quality candidate Approaches: 1.Continue data partnership with ILEA participating departments •Valuable insights being gained with informative responses 2.Physical assessment provision •This offers a marriage of ensuring candidates pass entry requirements without stalling quality candidate’s progression Discussion: Policy Review Physical Appearance Standards Purpose: with the growing acceptance of beards and tattoos, there is a necessity to discuss •Currently required to be clean shaven and cover tattoos •Questions: •Should beards be allowed on a seasonal basis? •What if a tattoo is not coverable? •Should tattoos be reviewed before hire? •How would we determine what is reasonable? Next Steps Next Steps •Open House •Implement changes •Draft behavioral insights •Facebook Ads •Increase ad budget or explore other options •Update ad with recent pictures •Home Grown Program •Policy Review •ILEA Physical Provision •Data partnership follow-ups •Drug policy follow-ups •Physical appearance policy Next Steps Potential Projects Open House for High Schoolers •Host an open house field trip for High School juniors and seniors •Target students in criminal justice classes, mock trial, or students that have individual interest •Half-day commitment •Propose the school create and supply permission slips to have parents sign and return in advance •Show different parts of the department related to career path Youth Academy •A Citizen’s Academy program, designed for participants under 18 •Current Citizen’s Academy is 18+ •Every Thursday night starting in March •The academy will provide training in all aspects of law enforcement and the issues that face police officers on a daily basis scoped for a young audience PFT Collaboration •In collaboration with Fire, implement a PFT program at PD •There is an indirect relationship between officer wellness and injury •Options to explore: 1.Certify PFTs to train PD 2.Have PFTs teach classes and coach PD Related Study:https://www.aabri.com/manuscripts/131469.pdf Celebrating Our Values Celebrating our Values We will miss you, Ken! Good luck in Florida!! Celebrating our Values