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Police
Q2 July 16, 2020SBStat
SBStat 2020
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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
Today’s Agenda
I. Welcome
II. Project Updates
III. Data Studies
IV. Celebrating our Values
SBStat 2020
Project Updates
•Transparency Hub
•Crime Dashboard
Police Stat Portfolio Summary
Status of SBStat projects and initiatives in the queue for 2020
Project Brief Description Status
Policy Reviews –ILEA, Beards, Shorts
& Tattoos Review and revision of various policies
SBPD Youth Academy A youth targeted curriculum of SBPD's Citizen Academy
Home Grown Program Rescoping of youth engagement and preparatory program
Transparency
Transparency Hub Changes An open house where applicants can come to meet Training and practice for
the physical exam
Crime Dashboard All new designs for and reignited attendance to local job fairs
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
Legend Project on Schedule Project delayed Project cancelled Project under consideration
SBStat 2020
Portfolio Alignment with 2020 Strategic Objectives
Project Strategic Objective Alignment Status
Policy Reviews –ILEA, Beards, Shorts
& Tattoos Recruitment
SBPD Youth Academy Recruitment
Home Grown Program Recruitment
Transparency
Transparency Hub Changes Trust, Accountability
Crime Dashboard Crime Prevention, Trust, Accountability
Data Studies
Compensation Benchmarking Recruitment
Staffing Analysis Crime Prevention, Recruitment
Disciplinary Action Historic Report Trust
Legend Project on Schedule Project delayed Project cancelled Project under consideration
Trust
From the community & collectively
Crime
Prevention
Accountability
With discipline and results
Recruitment
In quantity,quality
&diversity
2020 Strategic Objectives
SBStat 2020
1. Transparency Hub
SBStat 2020
Transparency Hub
Direct response to feedback
1.Hard to navigate
2.Disjointed organization
3.Long and text heavy
4.Participants enjoy the dashboards
1.Clear navigation through-out page
2.Content organized by category
3.Reduction of and break-outs of text
4.Additional Dashboards and Maps
Feedback Changes
Trust + Accountability
SBStat 2020
Transparency Hub
Walk-through
Website Layout
Three data categories; Recruitment, crime, and relations
1.Page navigation
2.External links to other resources
3.Dashboards with update schedule
4.Links to underlying data (where possible)
5.Maps
https://southbendin.gov/transparency-and-performance/police-transparency-hub/
Trust + Accountability
SBStat 2020
2. Crime Dashboard
SBStat 2020
Crime Dashboard
Purpose
Reimagine the Crime Dashboard to better serve common metrics that residents request.
Goals
1.Simplify data reporting
•Reduce data overcrowding with content that can be grouped together
•Make more understandable
2.Ability to troubleshoot in-house
•Unlike with CrimeReports/City Protect
3.Continuous improvement
4.Offload frequently asked for data onto the dashboard
Trust + Accountability
SBStat 2020
Crime Dashboard
Inspiration
New YorkCincinnatiArcGIS Template
SBStat 2020
Crime Dashboard
DATA
DICTIONARY
ANNUAL
TOTALS
SBStat 2020
Crime Dashboard
DATA
DICTIONARY
Incident
Map
SBStat 2020
Using data to drive performance
Diving deep into a few key initiatives being undertaken to improve city performance
•Compensation Benchmarking -Out-of-State
•Discipline Matrix –Public Reception
•Staffing Analysis
SBStat 2020
1. Compensation Benchmarking
SBStat 2020
Compensation Benchmarking
Recap
Next steps from Q1: complete the out-of-state analysis and adjust for cost of living
About the Data
•Chose cities of comparable population
•Exceptions –Akron, Grand Rapids, Madison & Toledo
•Indiana has a unique pension system
•Other states allow vesting after 4, 5, or 10 years.
•COLA Information comes from the Bureau of Economic Analysis and utilizes 2017 numbers
Recruitment
SBStat 2020
Compensation Benchmarking
Explanation of pension calculations
OT addition of 12%$98,798.34 $96,822.37 $94,885.92 $92,988.20 $91,128.44
Year 1 Year 2 Year 3 Year 4 Year 5
Salary of a 20 year officer $88,212.80 $86,448.54 $84,719.57 $83,025.18 $81,364.68
Final Avg Salary $94,924.65
Final Average Salary $50,000.00
Years of Service Multiplier x 3%
Years of Service x 20Pension =$30,000.00
Final Average Salary:
Out of state pensions typically use a Final Average Salary calculation for
pension purposes. This is typically a certain amount of the officers highest
earning years. These highest earning years are then averaged. Some
include overtime, some do not
Pension Calculation:
Recruitment
SBStat 2020
Compensation Benchmarking
Out-of-state with COLA for pension
Rank Municipality
Pension Cap
Vesting Estimate
Adjusted for COLA
20 Year comparison Adjusted
for COLA Years of Service Multiplier
1 Cedar Rapids $69,053.32 $52,684.84 3.00%
2 Davenport $66,606.51 $50,852.53 3.00%
3 Rochester $88,205.31 $50,004.00 3.00%
4 Duluth $81,416.85 $47,528.17 3.00%
5 Grand Rapids $64,343.84 $44,833.79 2.80%
6 Peoria $69,421.52 $44,252.28 2.50%
7 Parma $56,599.50 $39,715.36 2.4% up to 25 years
8 Ann Arbor $51,545.69 $39,295.71 2.75%
9 Lansing $50,527.32 $38,998.68 2.50%
10 Dayton $55,015.99 $38,510.46 2.4% up to 25 years
11 Akron $51,886.88 $36,449.67 2.4% up to 25 years
12 Springfield $49,322.90 $36,424.91 2.50%
13 Toledo $52,191.63 $35,662.85 2.4% up to 25 years
14 South Bend $51,293.16 $35,095.32 -
15 Kenosha $53,986.21 $33,222.28 2.00%
16 Champaign $49,565.04 $33,043.36 2.50%
17 Green Bay $54,889.00 $31,606.29 2.00%
18 Madison $48,124.31 $28,310.19 2.00%
SBStat 2020
Compensation Benchmarking
Out-of-state with COLA for salaries
Rank Municipality COLA %10 Year Pay Adjusted for COLA Actual 10 Year Pay Difference with COLA
1 Peoria 1.71%$94,887.54 $27,396.54
2 Cedar Rapids 0.68%$81,443.53 $13,952.53
3 Davenport 0.91%$78,601.13 $11,110.13
4 Springfield 2.28%$78,103.87 $10,612.87
5 Rochester 6.14%$77,447.26 $9,956.26
6 Kenosha N/A N/A $9,419.00
7 Parma 1.00%$73,814.40 $6,323.40
8 Duluth 2.16%$73,612.66 $6,121.66
9 Grand Rapids 5.46%$72,931.36 $5,440.36
10 Green Bay 2.16%$71,979.75 $4,488.75
11 Dayton 1.25%$71,574.98 $4,083.98
12 Champaign 5.92%$70,852.92 $3,361.92
13 Lansing 4.78%$70,343.94 $2,852.94
14 Akron 2.84%$67,744.84 $253.84
15 South Bend -$67,491.00 -
16 Ann Arbor 15.70%$66,394.95 -$1,096.05
17 Toledo -0.23%$66,282.47 -$1,208.53
18 Madison 9.90%$64,473.26 -$3,017.74
Recruitment
SBStat 2020
Compensation Benchmarking
Relationship to recruiting
Since April 2017::
32
Illinois
32
Michigan
23
Various
other
states
Recruitment
SBStat 2020
Compensation Benchmarking
Potential for separation
Recruitment
33
are age 52 or older.
They could retire now
and draw a pension
22
officers are
between the age
of 42 and 49
11
are age 50 or 51
6
additional officers
could retire within the
next year and draw a
non-penalized pension.
66
individuals are
currently vested with
a pension and could
leave the
department
SBStat 2020
Compensation Benchmarking
Out-of-state takeaways
South Bend sustains it’s lower rank relative to other
comparable cities in the Midwest.
•Also low recruitment from neighbor states
Indiana has a longer pension period than other states
Non-monetary factors which, influence the perceived value
of the salary and pension, should be considered in parallel
•Schedule
•Shift length
•Time off
•Etc.
Pay
Pension
Culture
Recruitment
SBStat 2020
2. Discipline Matrix Reception
•Overview
•Observations
•Insights
SBStat 2020
Zencity -Discipline Matrix
Trust
Insight Overview
SBStat 2020
Zencity –Discipline Matrix
Observations
Trust
98%1,000 31%
Interactions
between June 16-21.
Accounting for 8% of
total interactions.
Of Commentary
was on unofficial
channels, indicating
that official channels’
reach was limited, and
thus the effect on the
residents as well.
Greater Negative
Sentiment
on unofficial channels
which bares greater
weight by proportion
than the slightly more
positive sentiment on
official channels.
SBStat 2020
Zencity -Discipline Matrix
Takeaways
Trust
1
Much of the resident commentary
on unofficial channels (the bulk of
interactions) focused
on debates whether the discipline
matrix would harm the police
department's effectiveness or is
needed for officers to do a better
job.
2
On official channels
the commentary focused on
requests for more information or
debates on how residents can get
more involved but had little reach.
SBStat 2020
3. Staffing Analysis
SBPD Staffing Analysis
An analysis of SBPD service call data to determine staffing needs and current workload
Research Questions
•Is the police department adequately staffed based on the number of calls we receive?
•Are we deploying officers in an efficient way?
Background
•Analysis follows methodology from 2012 ICMA White Paper
•62 Police agencies analyzed
•Analysis is comprised of two data sources:
•Motorola CAD
•New World CAD
•Most data is from 2019 calendar year
SBStat 2020
Staffing Analysis Benchmarks
Key findings from 2012 ICMA White Paper
•ICMA Recommendation: Rule of 60
•No more than 60 percent of available patrol officer time should be spent responding to service calls
•The remaining 40 percent of the time is discretionary time for officers to be available to address community problems and serious emergencies.
•This is referred to as the saturation index (SI). An SI greater than 60 percent indicates that the patrol is largely reactive, and overburdened with service calls
•Using the rule of 60, the SBPD staffing analysis projects how many officers we need to meet service demands.
SBStat 2020
Staffing Analysis
How the rule of 60 works
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TimePercent of Patrol Officers working on a callPolice officers are overburdened
•New World CAD
•Data from January 2019 –October 2019
•Model relies on some assumptions due to poor data quality
•”Time on Call” is taken from the average time an officer spends on a call from Motorola applied to the full call length
•“Average Officers per Call” is derived from Motorola CAD and applied to each New World call to Sum the total time
Staffing Analysis
Data and Data Limitations
Analysis Results
Length of calls for service
Number of patrol
officers
Number of calls for service
Data being analyzed Limitations of data
•Time Horizon: January 2019 -June 2020
SBStat 2020
Staffing Analysis
Quick stats
Variable Name Calculation
Population 101,860
Officers 227
Officers to Resident Ratio 222.85
Patrol Percent 64%
Adjusted Service Demand Rate 1081.34
Avg. CFS Service Time Public 0:33:32
Avg # of CFS Responding Officers Public 2.26
Total Service Time Public CFS (officer-min.)119017:06:56
SBStat 2020
Staffing Analysis
Dynamic dashboard demonstration
SBStat 2020
Portfolio Alignment with 2020 Strategic Objectives
Project Strategic Objective Alignment Status
Policy Reviews –ILEA, Beards, Shorts
& Tattoos Recruitment
SBPD Youth Academy Recruitment
Home Grown Program Recruitment
Transparency
Transparency Hub Changes Trust, Accountability
Crime Dashboard Crime Prevention, Trust, Accountability
Data Studies
Compensation Benchmarking Recruitment
Staffing Analysis Crime Prevention, Recruitment
Disciplinary Action Historic Report Trust
Legend Project on Schedule Project delayed Project cancelled Project under consideration
Although our patrol percentage is 64%, the current proportion is not
enough to meet demand requirements
Call volume and average time alone are not indicative of actual
demand. Type of incident is more contributed
Based on an ideal utilization of 60%:
•1st shift is slightly above target
•2nd Shift (afternoon) is severely overburdened
•3rd shift is moderately overstaffed
Staffing Analysis
Takeaways
SBStat 2020
Taking action
Offering policy alternatives, data-based frameworks, and decision points that take action in improving the lives of South Bend residents
SBStat 2020
Next Steps + Considerations
Transparency Hub
Trust
Next Steps
•Revise and approve current version
of the Transparency Hub with PD +
Mayor’s Officer
•Data categories
•Contents
•Send a memo to SB UX participants +
gather their feedback
SBStat 2020
Next Steps + Considerations
Crime Dashboard
Next Steps
•Determine update schedule of
incident page
•Identify metrics or visualizations that are
missing, if any
Considerations
•How to develop an extract and update
process to match the update schedule
•Reviewing the current dashboard
visualizations to confirm their relevancy
SBStat 2020
Next Steps + Considerations
Compensation Benchmarking
Next Steps •Release final write-up of findings
Considerations
•Is there a way to make pensions more
attractive for applicants?
•If the ability to effect pay is limited, are
there other strategies that we can
implement/adopt to attract applicants?
SBStat 2020
Next Steps + Considerations
Staffing Analysis
Next Steps
•Complete joining New World data to full
analysis
•Release link to live report
Considerations
•With 33 officers able to retire at any time, the
potential for an even smaller work force is on
the horizon
•Scheduling –reallocate the officers we currently have to more efficiently match
shift demands
•Demand:
_____Workload_____
Officers
SBStat 2020
Celebrating our values
This section highlights exemplary work happening in the City to improve performance that may otherwise go unnoticed
SBStat 2020
A Culture of Giving
South Bend Police Athletic
League was able to donate
more than 40 bikes and bike
parts to La Casa de Amistad
for youth outreach.
Just one example of SBPD’s
continuous efforts of
providing for the community
and overall culture of giving.
SBStat 2020
Police
Q2 July 16, 2020SBStat