HomeMy WebLinkAboutSB Stat Post Memo_Q1 PoliceEXCELLENCE | ACCOUNTABILITY | INNOVATION | INCLUSION | EMPOWERMENT
SBStat 2020
SBStat 2020
City of South Bend | Performance Management
Thursday, April 30, 2020
Police Stat
City Performance Management
2020 Q1 SB Stat Post Meeting Memo
2020 SB Stat Key Takeaways
Transparency hub changes proposal
• SB UX sessions held with residents and stakeholder seek iterative feedback on the transparency hub
• Proposal to move the hub away from Esri and onto the city website, under the transparency subsite
umbrella
• Revamp the Crime Dashboard to time its release with the new transparency hub
Group Violence Intervention
• A gap analysis of the program was performed to identify how to improve its success and impact
• Three key factors identified; visibility, custom notifications, and community voices
Recruitment
• The hiring process continues in a limited but still forward moving manner, where possible
o 6 hires from the most recent cycle, higher than several cycles since 2018
• Several initiatives on pause due to COVID-19 pandemic interruptions
• Demonstrated initial chart for measuring the impact of a few initiatives going forward via hires by
cycle and physical test pass rates
Data Studies
• Compensation benchmarking revealed SBPD is not in the top quartile of pay relative to Indiana and
the Midwest although further analysis is planned.
• The disciplinary historic action report mapped discipline data of the last 10 years and identified the
disparity between the Discipline Matrix and prior practices to foster informed conversation
o Some violations and disciplines not accounted for in the current version, such as demotions
EXCELLENCE | ACCOUNTABILITY | INNOVATION | INCLUSION | EMPOWERMENT
SBStat 2020
2020 SB Stat Topic Next Steps
Transparency Hub Changes Proposal
• Meet with key stakeholders to discuss proposed changes
• Communicate with SB UX cohort on updates
Group Violence Intervention
• Discuss GVI data integrations into the transparency hub
• Discuss integrating new participants into the program
Recruitment
• Continue initiatives and measuring success once responsibly allowed
• Brainstorm evolution of hiring cycle breakdown chart
Data Studies
• Compensation benchmarking
o Complete deeper analysis of out-of-state cities in the Midwest
• Disciplinary historic action report
o Further discussion on the disparity between historic data and the discipline matrix for better
alignment
o Data quality improvements for future analyses
Potential Topics Q2 2020 SB Stat
• Staffing analysis findings