Attachment Council Agenda Bill I

Item: NB #5 City of Arlington Attachment Council Agenda Bill I COUNCIL MEETING DATE: July 6, 2020 SUBJECT: Community Policing, Policy and Accountability ATTACHMENTS: DEPARTMENT OF ORIGIN Presentation, Org Chart, IAPRO, BlueTeam, 2018 Strategic Planning, APD Planning Recommendations Police; Jonathan Ventura, Chief and Human Resources; James Trefry, Administrative Services Director EXPENDITURES REQUESTED: None BUDGET CATEGORY: N/A BUDGETED AMOUNT: 0 LEGAL REVIEW: DESCRIPTION: Presentation by the Chief of Police and the Administrative Services Director regarding the Arlington Police Department. Topics covered include community policing, policy and accountability. HISTORY: The Mayor and Councilmembers have requested a presentation about the current state of the police department in light of current events and feedback received from the community. ALTERNATIVES: Remand to staff for further information. RECOMMENDED MOTION: Information only; no action required. Arlington Police Department COMMUNITY POLICING / POLICY / ACCOUNTABILITY Community Policing Community Outreach Team / LE Embedded Social Worker (LEESW) (2018) Domestic Violence Coordinator (2019) School Resource Officer All-In Program / Conversations with Cops COP’s Building Trust Grant – Funding for 2 Officers (2015) Boards and Commissions Community Meetings 21st Century Policing Initiative Strategic Plan (2018) Virtual Training Simulator (2019) Crime Data (2019) Traffic Enforcement up 32% DUI Enforcement up 14% Burglary reports down 15% Robbery reports down 38% Overall Theft Reporting Down 1% Vehicle Theft reports down 32% Standard Hiring Process Review Post Position Interview Applications WSP WATCH Reference Employment Background Check Offer (Hire) Check Police Officer Hiring Process Civil Service Commission Pull names from Public Interview (aka Oral Board Compilation of Applicant Chief’s Interview Meeting for Certification Safety Testing Interview) Scores and Eligibility List of Eligibility List (Rule of 5) Conditional Employment Background Investigation Polygraph Examination Psychological Examination Medical Examination Offer Begins Employment Offer or Background Investigation New Employee attends Recruit graduates from Employee completes APD Disqualification/Voluntary Completed Academy Academy Field Training Program Removal How much does it cost to hire a Police Officer? Public Safety Background Polygraph Psychological Testing Annual Fee Investigation Examination Examination $1,200 $2,000 (avg) $225 (avg) $800 (avg) Medical Police Academy Uniform and Gear Examination $8,000 (Our Cost) $2,000 (avg) $700 (avg) State $10,000 Example (2016) The Mayor signed 12 conditional offers of employment ◦ 8 entry level ◦ 4 laterals 18 candidates were in background – some holdover from 2015 12 voluntarily removed themselves or were disqualified 2 were hired (1 entry and 1 lateral) 1 didn’t pass Field Training Basic Law Enforcement Academy (BLEA) Washington State Criminal Justice Training Commission (WSCJTC) conducts the 720 hour Basic Law Enforcement Academy (BLEA). BLEA curriculum is designed to provide recruit officers with the basic knowledge and skills necessary for safe, proper, and effective law enforcement service. Instructional blocks include: Criminal law and procedures, Emergency Vehicle Operations Course, Cultural awareness, Communication skills, Firearms, Crisis Intervention Patrol Tactics, De-escalation, Criminal investigation, Defensive and Control Tactics, Mock Scenes Crisis Intervention Training (CIT) Law enforcement practitioners know that mental health training is useful, given how frequently officers deal with people in crisis since states began moving away from institutionalizations in the 1960s. WSCJTC provides crisis intervention training to every new full-time law enforcement officer employed after July 1, 2017. ◦ Requires all officers receive a minimum of 8 hours of Crisis Intervention (CIT) training by 2021. ◦ Requires a minimum of 2 hours CIT refresher incorporated into mandated annual training. Law Enforcement Training and Community Safety Act (LETCSA) After the passage of I-940 in 2018, the WSCJTC was tasked with creating new training requirements for officers. This became known as the Law Enforcement Training and Community Safety Act. ◦ Beginning December 7, 2019, all new general authority peace officers must complete a minimum of two hundred hours of initial violence de-escalation and mental health training in the BLEA. Law Enforcement Training and Community Safety Act (LETCSA) All peace officers certified in Washington before December 7, 2019, and lateral peace officers certified in Washington after December 7, 2019, must complete a minimum of forty hours of continuing de-escalation and mental health training every three years after receiving their initial peace officer certification. Basic Law Enforcement Academy (BLEA) Crisis Intervention Tactics and De-escalation are spread throughout the BLEA curriculum in nearly all areas to include; Patrol Response to crisis training, Mock Scenes, Criminal and Patrol Procedures, Defensive Tactics and Firearms training. Effective de-escalation requires not only effective patrol tactics, but also knowledge about human psychology and mental illness. All police officers in WA are now receiving training in communication techniques, implicit/explicit bias, alternatives to [jail] booking, the historical intersection of race and policing, and understanding local cultures. Field Training and Probation The purpose of the Field Training and Evaluation Program is to train new officers so that each is prepared to function as a solo beat officer at the conclusion of their training cycle. ◦ The training cycle consists of 16-20 weeks of intensive on-the-job training and daily performance evaluations. Training is conducted and staffed by field training officers (FTOs) and overseen by an FTO Sergeant. ◦ A new officer’s 1 year probationary period begins the day they graduate BLEA. Mandated 24-Hour In-Service Effective January 1, 2006, every certified peace officer is required to complete a minimum of 24 hours of In-Service training annually. Effective January 1, 2016, every reserve peace officer will complete a minimum of twenty-four hours of in-service training annually. Lexipol provides comprehensive, state-specific policies developed by a team of over 300 public safety attorneys and law enforcement experts. They carefully monitor and research changing federal and state case law to continuously update our policies to comply with the most current legal standards and best practices. Without this continuous legal compliance, APD could be exposed to costly civil liability. Lexipol helps APD develop and comply with constitutional policing practices, supporting the protection of civil rights and community safety. 8 Can’t Wait Accountability Recruitment Testing Background Annual Review / Evaluations / Training Policy (Lexipol) Collective Bargaining Agreement National Incident Based Reporting System (FBI) Annual Reporting Personnel Complaints Internal / External Informal / Formal Written / Email / Telephone / In-Person Administrative Leave Unfounded / Exonerated / Not- Sustained / Sustained Training / Oral Reprimand / Written Warning / Suspension / Termination Collective Bargaining Agreement (CBA) 320.2 DISCIPLINE POLICY The continued employment of every employee of this department shall be based on conduct that reasonably conforms to the guidelines set forth herein. Failure of any employee to meet the guidelines set forth in this policy, whether on-duty or off-duty, may be cause for disciplinary action. An employee's off-duty conduct shall be governed by this policy to the extent that it is related to act(s) that may materially affect or arise from the employee's ability to perform official duties or to the extent that it may be indicative of unfitness for his/her position. 320.2.1 PROGRESSIVE DISCIPLINE The administration of discipline is generally expected to be progressive in nature, with relatively minor violations of rules resulting in minor disciplinary action for first offenders. Repetitive similar violations, or more serious violations, would generally result in progressively more serious forms of discipline being administered. Nothing in this policy is intended to preclude the administration of more serious forms of discipline, including termination, for a first offense when warranted by the seriousness of the offense. Annual Reports Professional Standards Management Software Professional standards software provides for the tracking of officer behavior through data analysis that can produce various types of "alerts" if a problem exists. The software provides for alert by type of incident, i.e., can set different thresholds for different incident types, such as citizen complaints or , use-of- force incidents. Professional standards software also helps professional standards personnel with caseload management through reminders that actions are required on a case or that a case is approaching overdue status. Reports, graphs, and charts can be easily generated for command staff and policy makers to review and for use in strategic planning and policy analysis. Questions? THE LEADING PROFESSIONAL STANDARDS SOFTWARE. WORLDWIDE. Let The Pride Shine Through 1-800-620-8504 www.iapro.com If you can’t, IAPro will. Unnoticed and unchecked acts of errant conduct and behavior can lead to incidents that seriously tarnish your agency’s image. So what do you do if your current Professional Standards software leaves you feeling exposed to such

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