Loading...
HomeMy WebLinkAboutPolice Stat Q1 2020SBStat 2020 Police Q1 April 28, 2020SBStat SBStat 2020 residents’ livesImprove 1 4 departmentsEmpower servicesImprove 2 dataFocus on 3 These are the SB Stat Program Goals in 2020. These goals serve as a roadmap for departments and guidance from the Mayor on priority areas of focus in 2020 Citywide Performance Management SBStat 2020 Guidance for a Remote SB Stat Meeting 1.Say hello! 2.When you’re not speaking, please mute your microphone 3.To ask a question, let the moderator know you have a question in the chat. This can be as simple as typing: •“Hi I have a question” •“I’d like to follow up on this” 4.The moderator will let the conversation breathe during discussion, but will step in if needed SBStat 2020 Today’s Agenda I. New Strategic Objectives II. Project Updates III. Recruitment IV. Data Study V. Potential Projects VI. Celebrating our Values SBStat 2020 Trust From the community & collectively Crime Prevention Accountability With discipline and results Recruitment In quantity,quality &diversity New Strategic Objectives SBStat 2020 A New Tool: Zencity •Overview •Walk-through •Use Cases SBStat 2020 What is Zencity? What A web-based software that gathers publicly available online social media data and assigns a sentiment (positive, neutral, or negative). This is an internal tool available to city staff only. How Uses AI to assign sentiment based on key-words and phrases in comments and posts of city-designated pages and web sources (i.e. Facebook, Twitter, local media sources). Trust SBStat 2020 Zencity Use Cases Why Feedback and commentary from those we might not otherwise hear from in a quantitative format. 2020 is a pilot year with the product. Use Cases •“Temperature check” •Respond to misinformation •Public reception and impact of events or initiatives •Identify gaps between internal and resident perceptions In what ways should we not use Zencity? •As a performance management tool Trust SBStat 2020 Zencity Walk-through Trust Topics by geographic location Sentiment overtime Drilldown by category See impact by media source SBStat 2020 Project Updates •Portfolio Summary •SB UX -Transparency Hub Session •GVI Gap Analysis Police Stat Portfolio Summary Status of SBStat projects and initiatives in the queue for 2020 Project Brief Description Status Group Violence Intervention Analysis Comprehensive analysis of the progression of the GVI program and its reporting Recruitment Open House with Training An open house where applicants can come to meet Training and practice for the physical exam Job Fair Materials Refresh All new designs for and reignited attendance to local job fairs Media Initiatives Create Facebook and radio ads for sustainable advertising Home Grown Program Rescoping of youth engagement and preparatory program Data Studies Compensation Benchmarking A comparative analysis of SBPD's compensation package to other agencies Staffing Analysis A demand over supply analysis of SBPD workoad over personnel Disciplinary Action Historic Report A historic look at disciplinary action at SBPD Policy Reviews –ILEA, Beards, Shorts & Tattoos Review and revision of various policies SBPD Youth Academy A youth targeted curriculum of SBPD's Citizen Academy Legend Project on Schedule Project delayed Project cancelled Project under consideration SBStat 2020 1. SB UX –Transparency Hub •Session •Feedback SBStat 2020 SB UX –Transparency Hub Session What UX is a common abbreviation for User Experience which is the experience that a person using a website, product, or application. We want our users to have a smooth, positive experience when they interact with the City of South Bend’s technology and we believe the best way to do this is by testing and getting feedback on applications before they launch and throughout their lifecycle. Turnout •9 people provided feedback •Including a few Board of Public Safety members •Several signed up to be part of the ongoing feedback cohort Trust + Accountability SBStat 2020 SB UX Feedback Feedback •Hard to navigate •Disjointed organization •Long and text heavy •Expectations of contents mostly accurate •Participants enjoy the dashboards •Participants were excited that the portal exists and is always being improved on! Dataset Wishlist •Cannabis specific statistics •Benchmarking stats with other cities •Nuisance properties •Compensation •Policy change timeline and training inventory Trust + Accountability SBStat 2020 2. GVI Analysis •Historic Trends •Key takeaways SBStat 2020 Group Violence Intervention Definition •Derived from the National Network for Safe Communities – David Kennedy •Operation Ceasefire –Boston, 1990’s •Evidence based violence reduction when a partnership of community members, law enforcement, and social service providers directly engages with the small and active number of people involved in street groups Call-in Central method of communication; face-to-face meeting between group members and the strategy’s partners. Clearly communicates the message of “We will help you if you let us; We will stop you if you make us”. SBStat 2020 Custom Notification Definition Custom Notifications are home or street visits from a small group of partnership representatives that communicate the GVI message to specific people. Details •CN’s are flexible visits; can be deployed quickly to help interrupt cycles of violence, address retaliation and active disputes, calm hot spots, and address “impact players” –including those not on supervision and harder to reach •Traditionally planned and tracked by Project Manager •CN’s are linked to partnership’s knowledge of the street dynamic •CN’s are used to connect info coming from problem analysis, shooting reviews, and other law enforcement exercise to generate intelligence about the highest risk people Trust + Crime Prevention 20152014 2016 2017 2018 2019 120 100 80 60 40 38 clients 93 Clients (17 custom notifications) 167 Clients (72 customnotifications) 329 Clients (139 custom notifications)307 Clients (111 customnotifications) Initial strategy implementation 14% decrease in shootings Outreach team formed 23% decrease in shootings 66 85 80 102 78 110 Shooting VictimsGVI Strategy Timeline (2013 –Present) A timeline mapping actions taken by the city and bottom-line results Two significant mass shootings in summer 2019 190 Clients (64 custom notifications) SBStat 2020 GVI Analysis Key Takeaways Trust + Crime Prevention 1. Program visibility is critical •Annual shootings tended to decrease when the strategy reached out to the community and touched more people •23% decline in shootings in 2018 •Huge decline in shootings between June 2019 and July 2019 is credited to the collaborative efforts between SBPD and Goodwill’s S.A.V.E. Team (26 shootings to 8 shootings) SBStat 2020 GVI Analysis Key Takeaways Continued 2. Custom notifications are effective •Results improved when the strategy relied more heavily on custom notifications 3.Community voices are essential •Progress tended to stagnate when it relied primarily on the efforts of SBPD •Must focus on Empowerment and Root Causes of Violence SBStat 2020 Using data to drive performance Diving deep into a few key initiatives being undertaken to improve city performance 1.Recruitment 2.Data Studies SBStat 2020 1. Recruitment •Hiring Update •Process Improvement •Open House with Training •Facebook + Radio Ads Hiring Update 2017 to Present HireNo Hire 5 1 4 4 2 0 0 Recruitment Initiative start 5 5 131 93 147 124 89 138 178 165 146 37 0 20 40 60 80 100 120 140 160 180 200 Mar-17Apr-17Jun-17Aug-17Sep-17Nov-17Dec-17Feb-18Apr-18May-18Jul-18Sep-18Oct-18Dec-18Feb-19Mar-19May-19Jul-19Aug-19Oct-19Dec-19Jan-20Mar-20Apr-20Applicants SBStat 2020 Hiring Process Improvement ILEA Physical Standards: •Started using new standards last quarter Pre-academy officers: •Immediately start getting paid •Log hours on the job •Learn best practices and administrative tasks •Earlier exposure to areas of interest Metrics of Success: •Reduced downtime by 2 months or more •Expected higher performers in the long-term •More concentration on training •Lower rates of disciplinary action •Reduce turnover in the long-term Recruitment SBStat 2020 Open House with Training Changes made in January: 1.Greeter at door to welcome and orient attendees 2.Snacks and beverages 3.Stations for each task 4.Media attendance –unintentional Recruitment SBStat 2020 Open House with Training Results Open House Attendees Attendee Percent Change Passed Physical Percent Passed Percent Change Aug 2019 20 -8 40%- Oct 2019 24 +20%13 54%+14% Open House Attendees Attendee Percent Change Passed Physical Percent Passed Percent Change Oct 2019 24 -13 54%- Jan 2020 29 +21%13 44%-10% Steady increase in attendance and variable improvement in passing physical: Recruitment SBStat 2020 Open House with Training Monitoring success Begin open house Recruitment 37 146 165 178 138 89 124 147 93 131 22 38 54 53 42 39 49 55 40 53 10 23 48 47 37 31 38 46 31 42 0 20 40 60 80 100 120 140 160 180 200 May-17Jun-17Jul-17Aug-17Sep-17Oct-17Nov-17Dec-17Jan-18Feb-18Mar-18Apr-18May-18Jun-18Jul-18Aug-18Sep-18Oct-18Nov-18Dec-18Jan-19Feb-19Mar-19Apr-19May-19Jun-19Jul-19Aug-19Sep-19Oct-19Nov-19Dec-19Jan-20Overall Impact on Physical Test Applicants Took Physical Passed Physical SBStat 2020 Outreach Initiatives Update COVID-19 disruptions: •Hiring freeze •Social Distancing Radio ad: •1 applicant has referenced the radio ad as a reference •Increased volume of interest through in the form of direct calls mentioning the radio ad SBStat 2020 Outreach Initiatives Update Continued Job fair & marketing materials: •Sgt Thomas attended in February as keynote speaker with refreshed materials •Most common inquiries: •Additional money for relocation •Additional money for education (having a degree) •Wanted to know time limit on the hiring process •Internships & Ride-Along Program •Salary & Benefits Recruitment SBStat 2020 Outreach Initiatives Update Defiance College Visit Recruitment SBStat 2020 Welcome Christine as PIO! Outreach Initiatives Update Welcome Recruitment SBStat 2020 2. Data Studies •Compensation Benchmarking •Disciplinary Action Historic Report SBStat 2020 Compensation Benchmarking Purpose An analysis of SBPD’s monetary offerings versus other agencies in the state to determine whether or not pay is a significant factor in recruitment and retention. Methodology •Easily comparable incentives •Cities of similar size or population •Part 1 restricted to Indiana, Part 2 is restricted to the Midwest •Averaged out through a 10 and 20 year time horizon Recruitment + Accountability SBStat 2020 Compensation Benchmarking Limitations •77 Fund list is based off of pension and not necessarily what the officers are making •All measures are relative, not objective •This analysis would change greatly if including other states •Each state has different pension systems •All measures are relative, not objective •This analysis would change greatly with a larger sample size Indiana Midwest Recruitment + Accountability SBStat 2020 Compensation Benchmarking Indiana 77 Fund Ranking Rank Sub Unit Name 2019 Pension Metro Area1Porter-Police $ 82,215.00 NW2Crown Point-Police Dept $ 79,000.00 NW3Carmel-Police Dept $ 78,758.00 Indy4Lake Station-Police Dept $ 77,482.18 NW5Hobart-Police Dept $ 76,811.00 NW6Indianapolis-Police Dept $ 76,101.00 Indy7Lowell-Police Dept $ 75,732.00 NW8Highland-Police Dept $ 74,725.58 NW9Griffith-Police Dept $ 74,675.48 NW10Portage-Police Dept $ 74,263.00 NW11St. John-Police Dept $ 73,797.36 NW12Munster-Police Dept $ 73,697.20 NW13Chesterton-Police Dept $ 72,500.00 NW14Dyer-Police Dept $ 72,033.72 NW15Merrillville-Police Dept $ 71,500.00 NW16Fishers-Police Department $ 70,263.51 Indy17Cedar Lake-Police Dept $ 70,093.14 NW18Schererville-Police Dept $ 69,295.48 NW19Noblesville-Police Dept $ 69,251.20 Indy20Westfield Police Department $ 68,580.00 Indy21Beech Grove-Police Dept $ 68,163.62 Indy22Speedway-Police Dept $ 68,115.38 Indy23Valparaiso-Police Dept $ 68,111.00 24 Lawrenceburg-Police Dept $ 67,704.00 Cincinnati25Lawrence-Police Dept $ 66,762.90 Indy26Crawfordsville-Police Dept $ 66,175.78 27 New Albany-Police Dept $ 65,807.14 Louisville28Lafayette-Police Dept $ 65,462.60 29 Hammond-Police Dept $ 65,112.00 NW30Michigan City-Police Dept $ 64,800.00 NW31Elkhart-Police Dept $ 64,421.22 32 Franklin-Police Dept $ 64,304.40 Near Indy33Brownsburg-Police Dept $ 63,912.47 Indy34Evansville-Police Department $ 63,805.20 35 Greenwood-Police Dept $ 63,775.46 Indy36Jeffersonville-Police Dept $ 63,667.12 Louisville37Seymour-Police Dept $ 62,451.60 38 City Of South Bend-Police Dept $ 62,408.00 SBStat 2020 Compensation Benchmarking Rank Comparisons -Indiana Adj. 77 Fund Ranking Adj. 10 Year Ranking Adj. 20 Year Ranking Recruitment + Accountability SBStat 2020 Compensation Benchmarking Analysis Pay to Staff LevelPay to Workload77 Fund Ranking Adj. 10 Year Ranking Adj. 20 Year Ranking Recruitment + Accountability SBStat 2020 Compensation Benchmarking Rank Comparisons -Midwest 10 Year Ranking 20 Year Ranking Recruitment + Accountability SBStat 2020 Compensation Benchmarking Insights 1 77 Fund List is not an accurate representation of ranking It leaves out important incentive considerations 4 South Bend is not in the top quartile of compensation Out of comparable cities 3 Pay may increase recruitment in the short-term But, there is more at play for sustainable recruitment 2 Using cities out of state for comparison is better Indiana does not have enough cities of comparable size and circumstance Recruitment + Accountability SBStat 2020 Disciplinary Action Historic Report Purpose To examine disciplinary practices in the last 10 years to monitor trends and compare against the proposed Disciplinary Matrix for the department. Methodology •Time horizon of 10 years (2010 –2019) •Extracted from IAPro •Categorized by assumption of lowest common denominator •Example –“Reporting” without additional detail is always a “B” •Allegation and discipline category determined by highest category listed Accountability SBStat 2020 Disciplinary Action Historic Report Limitations Before 2016, data entry practices were not consistent A few incidents had disciplinary action that is not comparable to the matrix (unique discipline) Demotions are not accounted for in the matrix and were treated as minimum Category C Counts between comparisons are not the same due to several incidents grouping into a shared discipline Accountability Disciplinary Action Historic Report Matrix Variance Analysis Count Violation Allegation Category 1st 2nd 3rd A 61 9 1 B 121 12 1 C 54 2 1 D 16 2 1 E 25 4 F 9 2 2 Count Violation Discipline Category 1st 2nd 3rd A 115 8 1 B 76 8 1 C 32 4 1 D 10 1 E 11 2 1 F 5 1 None 13 2 Not comparable 6 Resigned 9 4 Retired 1 Average Variance Violation Category 1st 2nd 3rd A -2.42 -1.13 0 B -0.58 -0.25 0 C -0.16 -0.50 0 D 1.60 8.00 E 2.64 1.50 3.00 F 4.60 0 None -7.38 -7.00 -= Positive = higher severity discipline Negative = lower severity disciplineNormal = equal discipline Disciplinary violation breakdown SBStat 2020 Disciplinary Action Historic Report Matrix Insights 1.On average, the Police Department disciplines less for low to mid severity and more for mid to severe allegations, compared to the matrix 2.There is a disparity in definitions of severity for various allegation categories between the matrix and historic practices •Examples: excessive force & vehicle accidents 3.A three-strike system is not applicable for several violations, dependent on the nature and severity SBStat 2020 Disciplinary Action Historic Report Trends 1013 7 4039 35 25 20 26 34 10 16 9 51 60 47 25 21 31 53 0 10 20 30 40 50 60 70 2019201820172016201520142013201220112010 Number of Staff Disciplined and Incidents by Year Distinct Count of Respondent No Count of Incidents None None None None None A A A A A A A A A A B B B B B B B B B B C C C C C C C C D D D D DEEEEE E E EFFFFFF 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 Proportion of Discipline Severity by Year None A B C D E F Accountability SBStat 2020 Disciplinary Action Historic Report Trend Insights 6% of the people account for 31%of the discipline 1 in 4 Officers never appear in the data again* *Excludes 1st time violations that resulted in termination, resignation, or retirement After 2015, the number of discipline incidents has trended downward with polarity in discipline severity SBStat 2020 Taking action Offering policy alternatives, data-based frameworks, and decision points that take action in improving the lives of South Bend residents •Transparency Hub Proposal •GVI Analysis Next Steps •Data Studies SBStat 2020 1. Transparency Hub Changes •Proposal •Reasoning •Preview •Crime Dashboard SBStat 2020 Transparency Proposal: Move the Transparency Hub to the City’s main website Trust + Accountability SBStat 2020 Transparency Proposal Reasoning Sustainable placement Cleaner organization Mobile friendly Finer control + customization Unified location Trust + Accountability SBStat 2020 Transparency Proposal Preview Trust + Accountability Dashboards, maps & datasets The same information presented in a simpler way Navigation to page sections SBStat 2020 Transparency Proposal: A new Crime Dashboard Cincinnati New York Trust + Accountability SBStat 2020 2. GVI Analysis Next Steps •Immediate Action Items •Program Management Notifications SBStat 2020 Next Steps to Consider Immediate Action Items Increase visibility •Integrate an anti-violence element to the door hangers currently being used by shot-spotter/shooting response –in alignment with campaigning efforts city-wide •Utilize the transparency hub for a source of information about GVI for the community to see regularly •Ensure that the voice of the Mayor of South Bend is not just seen, but heard and felt as a part of institutionalizing GVI –leadership emphasis; “trickle-down” effect Internal Suggestions •Integrate Chief Crittendon into GVI Call-Ins as a speaker •Consider Dana Hamilton in L.E.S.S. meetings for ballistic exam expertise SBStat 2020 Next Steps to Consider Program Management Notifications Improve Custom Notifications •Defining and Refining Custom Notifications •Ensuring that Door Hangers are being left in areas where shootings have occurred. Ensure that these Door hangers reflect the image of GVI and ANTI-GUN VIOLENCE •Ensure that all Door Hangers have all necessary information on them •Program Manager must track custom notifications SBStat 2020 3. Data Studies •Compensation Benchmarking •Disciplinary Action Historic Report •Staffing Analysis SBStat 2020 Compensation Benchmarking •Analysis of cities out-of-state in the Midwest •Comparable pensions Disciplinary Action Historic Report •Reconvene with the Board of Public Safety to align the discipline matrix •Data quality and management initiative to improve future usability of data Trust + Accountability Staffing Analysis •Review of analysis •To be discussed in Q2 Police Stat •Research future benchmarking options Next Steps SBStat 2020 Celebrating our values This section highlights exemplary work happening in the City to improve performance that may otherwise go unnoticed SBStat 2020 CHASE Shirt Delivery Empowerment SBStat 2020 Missing Girl Found! "To be off duty, you would think maybe he wouldn't even be thinking about work at that point and he was still thinking of her and we totally appreciate it," Amy Webb Excellence SBStat 2020 Police Q1 April 28, 2020SBStat