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Home My WebLink AboutSBStat 2022 - Police Q2SBStat | Police 2 0 2 2 Q u a r t e r 2 | J u l y 2 1 , 2 0 2 2 C i t y o f S o u t h B e n d Citywide Performance Management departmentsEmpower servicesDesign dataFocus on 1 4 2 3 1.Make the basics easy 2.Deliver good government 3.Invest in people and places Our Process: Our Goals: residents’ livesImprove SBStat 2022 Today’s Agenda I. Data overview from previous Stat meeting -Staffing study update II. Deep-dive analysis & discussion -Police recruitment update -Performance targets and trends -Tactics to test III. Celebrating our values Our Values In the Administration In the Community EXCELLENCE For each major area of service delivery, establish South Bend as the best in the state, and/or in the top 25% nationally, measuring and reporting progress. Establish a path for major indicators of resident well-being to reach the status of best-in-state or top-25% nationally, including the means to measure progress. ACCOUNTABILITY Put residents first always, offering services at the greatest value to the taxpayer, with clear and transparent indications of how the government is using public resources. Promote a culture of civic engagement in which we hold one another to a high standard of respect, stewardship, and support for our shared community. INNOVATION Deliver better services more efficiently by introducing creative approaches to government operations, questioning habit and using evidence to continually improve. Foster a culture of innovation in South Bend’s social and private sectors, seeking and developing the best ideas and practices from within and beyond our city limits. INCLUSION Ensure the city administration, as an employer and as a purchaser, reflects the community it serves and includes diverse voices in our decision-making and actions. Develop a community in which everyone has an equal opportunity to thrive by expanding access and participation to all, incorporating diverse voices throughout the city. EMPOWERMENT Establish a work environment that enables employees to contribute richly to the administration and the community, taking pride and ownership in our work. Support the ability of all residents to live a safe, healthy, meaningful life in South Bend, contributing as they are able and benefiting from all that our community offers. Our values at work in this meeting SBStat 2022 Police Portfolio Summary Status of SBStat projects in the queue for 2022 Project Brief Description Status Quarterly Public Safety Updates Quarterly public briefing on top priority public safety metrics and topics Improve diversity in police recruiting pool and workforce Review of recruitment practices, data, and possible interventions Part I Crimes Audit Audit of 2021 Aggravated Assault with Firearm victim counts 2022 Staffing Study Evaluate staffing levels and finalize staffing study 21CP Progress Report Compilation of steps taken to meet 21CP recommendations Legend Project on schedule Project delayed Project cancelled Project under consideration SBStat 2022 Data overview from previous Stat meeting Summarizing data points and statistics from the past quarter related to core operations SBStat 2022 2022 Q1 KPIs SBStat 2022 2022 Q2 KPIs SBStat 2022 2021 Q2 April 1, 2021 –June 30, 2021 2022 Q2 April 1, 2022 –June 30, 2022 SBStat 2022 2021 Q2 April 1, 2021 –June 30, 2021 2022 Q2 April 1, 2022 –June 30, 2022 SBStat 2022 Staffing Study Update SBStat 2022 Retirement & Resignations Update Metric As of June 30, 2022 Officers able to retire (20+ Years)44 Officers able to retire and draw 21 Retirements this past quarter 5 Resignations this past quarter 3 Known Upcoming/Declared Retirements by year end (2022)4 Known Upcoming/Declared Retirements by end of next year (2023)4 SBStat 2022 Deep-dive analysis & discussion Diving deep into a few key initiatives being undertaken to improve city performance •Police Recruitment Update + Performance Targets •Staffing Study Update SBStat 2022 Improving Police Recruitment DEFINE THE PROBLEM AND ESTABLISH PERFORMANCE TARGETS PROCESS IMPROVEMENT EFFORTS IN PROGRESS INTERVENTIONS AND WAYS TO TRACK PROGRESS SBStat 2022 Problem Definition The Problem SBPD has about 214 sworn officers in its current staffing, which is about 30 officers below a staffing level equipped to address current calls for service levels. Also, SBPD does not match community demographics, with the police force about 20 percent whiter than the City overall and about 40 percent more male than the City overall. Research questions 1.At what steps in the application process do we see large numbers of minority candidates get removed? 2.What process changes and/or strategies could be tested in South Bend to drive improvement in staffing? South Bend Police Department Ethnicity & Gender Breakdown (current) White 60% Black 25% American Indian & Alaska Native 1% Asian 2% Other 5% Two or More Races… Female 53% Male 47% Possible tactics to test Recruitment RetentionSelection Changes to application questions Prospect days Focus groups with Black Officers Lateral Transfer Bonus Longevity Bonus Frequency Text reminders Academy frequency Employee Survey SBStat 2022 Current State Hispanic or Latino 7% White 80% Black 10% Asian 2% Male 90% Female 10% City Demographics SBPD Demographics White 60% Black 25% American Indian & Alaska Native 1% Asian 2% Other 5% Two or More Races… Female 53% Male 47% Ethnicity Breakdown (2020) Gender Breakdown (2020) Ethnicity Breakdown (2022) Gender Breakdown (2022) Performance Targets –“Match the City’s demographics” Ethnicity Current Police Force (as a percent) City at Large (as a percent)Performance Gap Officers Needed to Close Gap Black 10%25%(15%)38 Hispanic 7%6%1%- American Indian & Alaska Native 1%1%-1 Asian 2%2%-1 Native Hawaiian & Other Pacific Islander 1%1%-1 Other 0 1%(1%)1 Gender Current Police Force (as a percent) City at Large (as a percent)Performance Gap Officers Needed to Close Gap Female 10%53%(43%)106 Ethnicity Gender Data source: https://ucr.fbi.gov/crime-in-the-u.s/2017/crime-in-the-u.s.-2017/tables/table-74 How many police agencies match their community’s demographics in gender? Police agencies across the country, regardless of size, struggle to hire enough female officers to come close to matching their community’s overall demographics. South Bend is about two percent behind the average for cities with 100,000 to 249,999 residents. City Population Group Total Officers Percent Male Percent Female Cities with 250,000 residents and over 155,692 83.2 16.8 Cities with 100,000 to 249,999 residents 47,814 88.1 11.9 Cities with 50,000 to 99,999 residents 47,850 89.6 10.4 Cities with 25,000 to 49,999 residents 45,672 90.6 9.4 Full-time Law Enforcement Employees Percent Male and Female, 2017 How many police agencies match their community’s demographics in ethnicity? Police agencies across the country struggle to match their community demographics. Although SBPD has considerable gains to make to match the City’s overall demographics, it performs relatively well in this area compared other major U.S. cities. City Population Percent more white Las Vegas 626,637 25% Philadelphia 1,575,522 23% Baltimore 614,700 22% Houston 2,295,982 21% Dallas 1,318,806 21% Chicago 2,718,555 19% New York City 8,443,713 18% South Bend 102,686 15% Miami-Dade 2,715,516 7% Los Angeles 3,959,657 5% Washington, D.C.684,498 -1% City Population Percent more white Chester 33,977 36% Pomona 152,494 36% El Monte 115,669 30% North Bergen 61,970 25% Pine Bluff 43,840 18% South Bend 102,686 15% West New York 52,477 8% North Miami 61,435 8% Union City 68,362 3% Dearborn 95,089 -14% Fulton County 1,021,902 -16% Largest U.S. police departments, 2020 (excluding South Bend) Departments that became closer to the racial makeup of their communities, 2007 vs. 2016 (excluding South Bend, 2012 vs. 2022) Data source: https://www.icpsr.umich.edu/web/NACJD/studies/37323 SBStat 2022 -5% -2% 4% 1% Ethnicity change in SBPD officers over time, 2022 vs. 2012 White Black Hispanic Other The South Bend Police Department has grown more diverse in ethnicity over the past 10 years, with a three percent increase of minorities in the police force. However, the department has become less black since 2012, while seeing growth among Hispanics and Asian Americans. SBStat 2022 -7% 3% 2% 0% Ethnicity change in SBPD officers over time, 2022 vs. 2018 White Black Hispanic Other That said, this trend has improved in recent years, showing a three percent increase in Black officers as a percent of SBPD since 2018. SBStat 2022 Performance Targets –National Benchmarks Using national benchmarks and industry context, below are updated performance SBPD targets for the ethnicity and gender make up of the department. An area South Bend clearly trails national peers is how far behind it is in the percent of Black officers that make up the department. Ethnicity Current Police Force Gap Percentage Top U.S. CitiesNational Average Gap Percentage Officers Needed to Close Gap Black (15%)(3%)31 Hispanic 1%(9%)- All Others (1%)(4%)- Ethnicity Gender Gender Current Police Force Top U.S. Cities National AverageGap Percentage Officers Needed to Close Gap Female 10%11.9%6 SBStat 2022 Recruitment + Selection SBStat 2022 21st Century Policing Improvements to Recruitment ➢Make application dates and testing information available on SBPD’s social media and webpage. ➢Contact applicants who did not follow through with the testing process and encourage them to reapply ➢Agility Testing / Advertising / Outreach programs and Recruiting Events / Media Relations ➢SBPD Media Liaison will increase the advertisement of recruiting efforts on social media by posting position openings and testing dates with intermittent reminder posts on all SBPD social media platforms. ➢Enhance the SBPD recruitment page to include: •Representing diverse members of the SBPD enforcement community. •Emphasis in recruitment statements to include the desire to hire qualified candidates without regard to race, color, national origin, sex, pregnancy, age, disability, creed, religion, sexual orientation, gender identity, gender expression, veteran status, political affiliation, or political philosophy. •Current salary and benefit information. ➢Expanded the take-home car program. ➢Continue/Enhance employee referral and recruitment incentive program to encourage current police personnel to engage in the recruitment of applicants. SBStat 2022 21st Century PolicingImprovements to Selection ➢Conducting several hiring processes per year by starting a new process when 100 applicants are received. ➢Reduced process timeline goal from 6 months to 3 months. ➢Increase availability of written tests and agility tests to include evenings/mornings/weekdays/weekends. ➢Move to email and texting communication for applicants in place of mail service. ➢Change from using 1 Polygraph examiner to multiple Computer Voice Stress Analysis examiners to alleviate scheduling difficulties. ➢Add several background investigators to the hiring process team to process several applicants at once. ➢Allow applicants an opportunity to retest without reapplying should they not pass certain testing portions in the process. Also allow them to start back up where they left off. ➢Lateral/Certified Officers accelerated process: •Lateral process stays continuously open and begins as soon as a Lateral/Certified Officer applies. •Lateral transfer applicants who are certified in the state of Indiana no longer retake PERF mandated tests •Lateral process timeline goal reduced from 12 weeks to 6 weeks. SBStat 2022 As of May 31, 2022: ‘Extra & Overtime’ line item is projected to have approximately $275,000 remaining at the end of the year. SBStat 2022 Police officer applications over time In 2021, SBPD increased its marketing efforts and uses about $120,000 a year for advertising police recruitment, largely in digital media. Since that time, the number of applicants to police officer positions has recovered dramatically, with a fifty percent increase in applicants so far this year compared to 2021. 1,195 1,195 909 487 838 2018 2019 2020 2021 2022 Projected SBStat 2022 Applicant Pool Trends: Ethnicity The following chart shows trends in the police applicant pool, focusing on Black/African American applicants and Hispanic/Latino applicants with White applicants displayed as a point of comparison. Across the 2016- 2022 hiring cycles, these 3 groups comprised 74% of total applications. Peak hiring cycles for Black/African American applicants and Hispanic/Latino applicants are circled on the chart with the % of applicants noted. 20% 13% SBStat 2022 Applicant Drop-Off Points SBStat 2022 Applicant Drop-Off Points Last Hiring StageWhiteBlack or African AmericanDifference from White Disqualified/Withdrew/Inc omplete46.8%45.1%-1.7% Submitted Application40.3%42.6%2.3% Took Physical Test1.8%3.2%1.4% Passed Physical Test1.3%1.6%0.3% Completed Written Test1.4%2.3%0.9% Passed Written Test0.2%0.3%0.1% Completed Personal1.5%1.9%0.4% Passed Personal0.3%0.0%-0.3% Completed Interview1.6%0.3%-1.3% Passed Interview0.9%0.6%-0.3% Passed Background1.4%0.9%-0.5% Passed Polygraph, Medical, Psych, and Hired2.6%1.2%-1.4% Black applicants tend to fall out at a higher rate in the earlier hiring stages as compared to White applicants. There are three hiring stages where this is most apparent, and these are highlighted in light blue. Overall, the hiring rate for the Black applicant pool for the 2016- 2022 hiring cycles was 1.2% as compared to 2.6% for the White applicant pool. SBStat 2022 Applicant Pool Trends: Gender Across the 2016-2022 hiring cycles, Males represented 67% of total applicants and Females represented 13% of total applicants. Hiring Cycle 3 of 2019 represents the peak hiring cycle for Female applicants. •In all 2020 hiring cycles, the % of Female applicants consistently fell between 14-15%. •Hiring Cycle 1 of 2022 represents the lowest percentage of Female applicants (7%) out of all the analyzed cycles. 15%Sustained 14-15% SBStat 2022 Applicant Drop-Off Points Last Hiring Stage Male Female Difference from Male Disqualified/Withdrew/Incomplete 45.7%45.9%0.2% Submitted Application 40.8%42.0%1.1% Took Physical Test 1.7%5.4%3.7% Passed Physical Test 1.8%0.2%-1.6% Completed Written Test 1.8%0.9%-0.9% Passed Written Test 0.4%0.0%-0.4% Completed Personal 1.8%0.6%-1.3% Passed Personal 0.2%0.0%-0.2% Completed Interview 1.3%0.7%-0.5% Passed Interview 0.9%0.9%0.0% Passed Background 1.3%1.3%0.0% Passed Polygraph, Medical, Psych, and Hired 2.1%2.1%-0.1% During the hiring process, female applicants fall out at a higher rate than male applicants at the point of taking the physical test and passing the physical test. However, across all subsequent hiring phases female applicants perform equal to or better than male applicants resulting in the same percentage (2.1%) of applicants being hired from each pool. Possible tactics to test Recruitment RetentionSelection Changes to application questions Prospect days Focus groups with Black Officers Lateral Transfer Bonus Longevity Bonus Frequency Text reminders Academy frequency Employee Engagement Survey SBStat 2022 Retention SBStat 2022 21st Century PolicingImprovements to Retention ➢Conduct analysis for planned attrition (retirement) and unplanned turnover (review average number of persons who resigned in the past 24 months) and combine staffing projection, current vacancies, and estimated turnover to provide an approximation of the number of new officers that must be recruited. ➢Identify turnover trends by tracking when officers resign. ➢Identify why officers are leaving through the development of confidential personal interviews and/or focus group exit interviews. ➢Increased longevity incentive pays for veteran officers to retain experienced individuals. ➢Expanded the take-home car program. ➢Improved timely recognition of exemplary performance, good behavior. ➢Enhance department wide acknowledgement of both team and individual accomplishments. SBStat 2022 Retirement & Resignations Update Metric As of June 30, 2022 Officers able to retire (20+ Years)44 Officers able to retire and draw 21 Retirements this past quarter 5 Resignations this past quarter 3 Known Upcoming/Declared Retirements by year end (2022)4 Known Upcoming/Declared Retirements by end of next year (2023)4 Possible tactics to test Recruitment RetentionSelection Changes to application questions Prospect days Focus groups with Black Officers Lateral Transfer Bonus Longevity Bonus Frequency Text reminders Academy frequency Employee Engagement Survey SBStat 2022 Discussion Basic Process Improvements Possible Interventions Improvements & possible interventions Already Underway Lateral Transfer Bonus Prospect days Academy frequency Longevity Bonus Frequency Employee Engagement Survey Focus groups with Black Officers + Marketing Text reminders Changes to application questions Legend Selection Recruitment Retention SBStat 2022 Discussion questions before closing out the topic 1.How might we increase the number of Black applicants in the applicant pool? What does outreach look like for this community? 2.Retention (or a lack thereof) is a key driver of the staffing issue –are there any tactics we should test here? 1.Longevity bonus frequency? Employee engagement survey? 3.What risks are there for the City to institute more regular longevity-based bonuses? SBStat 2022 Celebrating our values This section highlights exemplary work happening in the City to improve performance that may otherwise go unnoticed SBStat 2022 Celebrating our Values SBStat | Police 2 0 2 2 Q u a r t e r 2 | J u l y 2 1 , 2 0 2 2 C i t y o f S o u t h B e n d SBStat 2022 Appendix SBStat 2022 https://www.nytimes.com/interactive/2020/09/23/us/bureau-justice-statistics-race.html SBStat 2022