Michigan Association of Chiefs of Police MICHIGAN LAW ENFORCEMENT ACCREDITATION PROGRAM
Onsite Final Report
The City of Dearborn Police Department August 31, 2020
Team Leader: Daniel J. Mills
Team Member: Matthew Silverthorn MLEAC ONSITE ASSESSMENT REPORT 2 DEARBORN POLICE DEPARTMENT
A. Agency Name, CEO and AM:
Dearborn Police Department 16099 Michigan Avenue Dearborn, MI 48126 [email protected] (313) 943-2235
Ronald Haddad Chief of Police
Lieutenant Madou Bazzi Accreditation Manager
B. Dates of the On-Site Assessment:
Wednesday, August 19, 2020 – Thursday August 20, 2020
C. Assessment Team:
1. Team Leader: Daniel J. Mills, Senior Deputy Police and Fire Chief Portage Department of Public Safety 7810 Shaver Road Portage, MI 49024 [email protected] (269) 329-4567
2. Team Member: Matthew Silverthorn, Lieutenant White Lake Township Police Department 7525 Highland Road White Lake, MI 48383 [email protected] (248) 698-4400
D. Community and Agency Profile:
1. Community Profile
The City of Dearborn, Michigan is in Wayne County and is part of the Detroit metropolitan area. The City of Dearborn was originally settled in 1786 and incorporated as a city in 1929. Dearborn is the eighth largest city in the State of Michigan, and the second largest city in Wayne County. As of the 2010 census, it had a population of 98,153 and is home to the largest Arab-American population in the United States. First settled by ethnic French farmers in a series of ribbon farms along the Rouge River and the Sauk Trail, the community grew in the 19th century with the establishment of the Detroit Arsenal (a military reservation used for storing, maintaining, and repairing arms and ammunition) located on
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the Chicago Road linking Detroit and Chicago. In the 20th century, it developed as a major manufacturing hub for the automotive industry because of Henry Ford.
Henry Ford was born on a farm in the area and later established an estate in Dearborn, as well as his River Rouge Complex, the largest factory of his Ford empire. He developed mass production of automobiles, and based the world headquarters of the Ford Motor Company in Dearborn.
While internationally known as the “Home Town of Henry Ford,” Dearborn is home to a diverse population. Dearborn residents are Americans primarily of European or Middle Eastern ancestry, many of which were descendants of 19th and 20th century immigrants. Because of new waves of immigration from the Middle East in the late 20th century, the largest ethnic grouping is now composed of descendants of various nationalities of that area: Christians from Lebanon and Palestine, as well as Muslim immigrants from Syria, Iraq, and Yemen. The Arab American National Museum and Islamic Center of America are both located within the city and are considered national attractions. Dearborn is proud to be the home of the Henry Ford Museum of American Innovation and Greenfield Village, which have attracted millions of visitors from across the world.
Dearborn is also home to one of the largest school districts in the State of Michigan. Dearborn Public Schools has over 20,000 students with programs from Early Childhood Development to Early College. Dearborn Public Schools is proud to have two buildings named by the U.S. Department of Education as National Blue Ribbon Schools. And, the city is home to a campus of the University of Michigan, as well as Henry Ford College.
The racial makeup of the city is reportedly 89% White (41% Arab ancestry as categorized in the census data collection), 4% African American, 3% Hispanic, and 4% from other races. The average household size is 2.65 and the average family size is 3.42. The reported median income for a household in the city is $44,560, and the median income for a family is $53,060. The per capita income for the city is $21,488. About 12.2% of families and 16.1% of the population were below the poverty line, including 24.4% of those under age 18, and 7.6% of those age 65 and over. The City of Dearborn has a mayor-council form of government. The current mayor is John B. “Jack” O’Reilly, Jr.
2. Agency Profile
The roots for the modern-day Dearborn Police Department developed in the early 1920s when Henry Ford constructed the Rouge Plant in what was then the City of Springwells. Further west and beginning in 1923, the Dearborn Township Police Department was headquartered in the Commandant’s Quarters of the former Detroit Arsenal at Dearbornville. The building provided a jail and booking desk area, and also a two-vehicle garage for the fire department. Fred E. Faustman served as both the police and fire chief during this period for the 14 person police force.
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The city was incorporated in January 1929 after voters in the City of Fordson, one section of Dearborn Township, and the Village of Dearborn approved a plan to become the City of Dearborn. Both the City of Fordson and Dearborn Township had existing police departments, and those departments merged to become the Dearborn Police Department. The first official post–consolidation of the Dearborn Police Department consisted of 73 uniformed officers and 14 plainclothes officers with Chief Carl Brooks at the helm. The Dearborn Police Department transitioned to the Fordson Police Department building at Michigan Avenue and Maple Street as the main precinct.
In 1932 the first radio cruisers went into service and Chief Brooks took the first dispatched radio run. This was accomplished through a Detroit Police Headquarters station. In January 1937, a transmitter and tower were installed to serve the Dearborn Police and Fire Department. This state-of-the-art facility was outfitted with a teletype machine, telephones, transmitters and receivers. In the 1940s, the first women’s division was established in the Dearborn Police Departments to combat crimes against women and children.
Groundbreaking of the current Dearborn Police Department began on October 31, 1958. This building is still home to the Dearborn Police Department and the 19th District Court. The physical plant is old, but solid and well maintained. The Dearborn Police Department has continued to evolve throughout the years and has been at the forefront of innovations with technology, equipment, and training.
Currently the Dearborn Police Department is staffed by 189 full-time police officers in the Patrol Division, Investigative Division, and Administrative Division, complimented by dozens of full-time and part-time employees for a total of 338 employees. The department has a dedicated Detective Bureau with Technical Investigations Unit, Youth Bureau, Narcotics Unit, Special Operations Unit, Tactical Teams, Training & Development Unit, Traffic Safety Bureau, Crime Lab, Ordinance Enforcement, Animal Control, and Records Bureau. The department also has specialty teams to include a Special Weapons and Tactics (SWAT) Team, K-9 Unit, Crisis Negotiation Team, Explosive Ordnance Disposal Team (Bomb Squad), and a dedicated Peer-to-Peer Team.
3. CEO Biography
Chief Ronald Haddad (CEO) has been the Dearborn Police Chief since December 2008. He served with the Detroit Police Department from 1973 to 2007, retiring as deputy chief. He also served as site security manager for the Chrysler Wackenhut Site from April 2008 to December 2008 before accepting the position of Chief of Police for the City of Dearborn.
Chief Haddad manages a $48,000,000 budget and has secured $15,000,000 in grant funding since becoming chief of police. During the chief’s tenure, crime has been reduced by 50% and he has been recognized nationally and internationally for building trust and community engagement. He has served six national task forces under President Obama, including Gun Safety, and Immigration Reform and has been appointed by past Michigan governors to serve on Middle Eastern American Affairs Commission.
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Chief Haddad’s other accomplishments include: the implementation of a youth academy and intern programs; recipient of several national and local awards including Governing Public Official of the Year 2011; established partnerships with all major civil and human rights organizations; and has provided workshops at the International Associations of Chiefs of Police, United States Department of Justice, and the Michigan Association of Chiefs of Police. Chief Haddad previously served on the board of directors of the U.S. Department of State International Visitor Leadership Program, and has hosted over 80 groups for the organization, including the first group of National Police Iraqi Women for 10 days of training. He also has provided leadership training to Lebanese National Police.
Chief Haddad’s additional appointments and training include: U.S. Department of Homeland Security Foreign Fighter Task Force, U.S. Department of Homeland Security Countering Violent Extremism Task Force, International Association of Chiefs of Police Bias-Free Training, Federal Grant Reform Task Force, and the Biden Commission on Gun and Immigration Reform.
4. Accreditation Managers Profiles
Lieutenant Madou Bazzi has been a Dearborn Police Officer since 2002. As a patrol officer, he was a field training officer and evidence technician and had the opportunity to work all three shifts (days, afternoons, and nights). In 2008, he transferred to the department’s Investigative Division. He promoted to the rank of sergeant in 2015 and supervised patrol teams on the day shift and night shift. In 2019, he was promoted to lieutenant.
Lt. Bazzi currently oversees the Patrol Division’s day shift, the officer in charge of the Crisis Negotiation Team, is a Peer to Peer Team Coordinator, as well as the department’s Accreditation Manager. He earned a Bachelor of Arts degree in Criminology and Criminal Justice from the University of Michigan.
5. Future Issues
Chief Haddad said that when he was first hired as the Dearborn Police Chief, he reviewed 34 different lawsuits against the City of Dearborn, many of the cases involved use of force issues and credibility issues. Since that time, he has improved the police department’s use of force policies and has improved the police department’s standing in the community. He believes accreditation will set the department up for future success.
Chief Haddad is concerned about the future economic issues which Dearborn will most likely face. A city-wide undedicated mileage is up for renewal and there is concern the renewal will not be successful because of a recent no vote on a similar community economic ballot issue. The city has avoided police employee layoffs in the past and there is concern layoffs may occur if revenue sources are removed. Apparently, the community has expressed concern about being over-taxed. The most recent developments surrounding groups wanting to defund the police exist in Dearborn.
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The City of Dearborn has seen an increase in prescription drug misuse and an increase in illicit opioid use.
The recruitment and retention of quality law enforcement personnel has also been a challenge, as well as, health and wellness of employees.
E. Public Information Activities:
Public notice and input are cornerstones of democracy and MLEAC accreditation. This section reports on the community’s opportunity to comment on their law enforcement agency and to bring matters to the attention of the commission that otherwise may be overlooked.
1. Telephone Contacts
The public telephone line was active on Thursday, August 20, 2020, from 10:00 a.m. to 12:00 p.m. The telephone line was tested, found to be functional, and five calls were received.
Reverend Doctor Oscar W. King III – Dearborn PD Chaplin and Resident (313) 293-7477
Reverend King volunteers as a chaplin for the Dearborn Police Department and is also a reserve officer for the Wayne County Sheriff’s Office. He spoke very highly of Chief Haddad and believes him to be one of the best police chiefs in the country. Reverend King is the pastor of the Northwest Unity Baptist Church in Detroit. He spoke of his respect of Chief Haddad and how the Dearborn Police handle the various different religions which are present within the city. He stated that as a life-long Detroit resident, he thought he would never live outside the city, but seeing the work being done at Dearborn Police, he chose to move to Dearborn and become part of the community.
Dr. King fully supports the agency’s effort to become state accredited.
Imad Hamad – Executive Director, American Human Rights Council (313) 790-8435
Mr. Hamad is a human and civil rights advocate. He stated that he has been involved with the Dearborn Police Department for nine years. He appreciates the very good relationship he has with Chief Haddad, that he is always available when he calls, or returns his call very quickly. He believes the department is a good organization, and the Chief and his staff do a “great job.” Mr. Hamad said he works with other police departments and he believes the Dearborn Police Department should be the model for community relationships and policies that other departments should follow.
Imad Hamad fully supports the agency’s effort to become state accredited.
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Ali Almaklani – Founding Member of ACCESS, Dearborn, MI (313) 350-0225
Mr. Almaklani is a founding member of ACCESS (Arab Community for Economic and Social Services) and has known Chief Haddad for many years. Mr. Almaklani said Chief Haddad is a good servant leader, that he and his staff keep the community safe and crime has been reduced. The chief keeps his promises and whenever there is a need, the police respond quickly. Mr. Almaklani stated that the chief meets with the community constantly and he is a man of great honor.
Mr. Almaklani said the police truly listen to the community and are true community partners; adding that Dearborn is a safe city, the community is resilient, and the police are too.
Mr. Almaklani fully supports the agency’s efforts to become state accredited.
Glen Maleyko, Ph.D. – Superintendent Dearborn Schools, (313) 268-1325
Dr. Maleyko has spent the last 25 years working in the Dearborn schools. Currently, he is the superintendent and said the Dearborn Police have done an outstanding positive job working with the schools. He said Dearborn School Resource Officers (SRO) are not just there for enforcement, the SROs “get to know the students and staff.” He stated that “generally speaking, the police department has positive interactions with the community.” They have built a sense of trust with the community.
Dr. Maleyko said the police department is highly involved with the school’s anti-bullying program, they participate in active shooter training and training scenarios at the schools, and have addressed false claims about the schools which were posted on social media sites.
Dr. Maleyko said the chief is very active in the community, he attends community events and is a member of many local civic groups. The chief shares information freely about sensitive situations to relieve parents’ concerns, and has supported the school’s COVID- 19 prevention efforts. He said the chief meets regularly with the city’s relations committee.
Dr. Maleyko has personally observed officers having positive interactions with children. He has seen children hugging officers and remembers when an officer assisted a student who had a heart condition and used a defibrillator to save the student’s life.
Mr. Maleyko fully supports the agency’s efforts to become state accredited.
Priscilla Jenkins – Resident of the City of Dearborn (512) 506-1977
Ms. Jenkins stated that she is not in support of the agency’s efforts to be accredited. She said the agency has failed to be transparent. She listed her issues by standard number:
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1.3.1 (b) – she said the agency does not have a procedure for anonymous complaints to be filed against officers. She said complainants are required to come into police headquarters to make complaints. 1.5.2 (b) – she said officers have not received ethics training. 1.5.4 – she said that the agency does not track race of individuals receiving citations in violation of the bias-based policing standard. 1.5.4 (e) – she said there is no evidence of bias-based training being administered to officers. She further stated that she filed a Freedom of Information Act (FOIA) request in May and the agency still has not responded to the request. 1.5.5 – she said a past sexual harassment complaint resulted in the agency’s retaliation against the officer making the complaint. She said this occurred in 2007. 3.3.1 (b) – she said the agency does not have a policy regarding a duty to intervene. 3.5.4 – she said that according to the agency’s annual report, no mental health training has occurred. 5.3.3 – she said there is no record of training for people who supervise detainees.
Ms. Jenkins said she is working with a group whose effort is to make the Dearborn Police Department more transparent. She said that others will most likely call or write to share similar concerns.
Ms. Jenkins does not fully support the agency’s effort to become state accredited.
*After receiving this phone call, the assessment team shared the information with the accreditation manager. Shortly after sharing the information, the assessment team was advised that Ms. Jenkins is allegedly responsible for a Facebook group called Accountability for Dearborn. During the telephone call session at 10:12 a.m., the following post was published on the group’s Facebook page:
“According to Chief Haddad, this accreditation can result in increased community advocacy, and more confidence in the agency’s ability to operate efficiently and respond to community needs. However, Chief Haddad and the Dearborn PD have not put in the work to earn this confidence! Either they have failed to provide the transparency of information that concerned community members request, or they have failed to implement crucial points that would not only keep the Dearborn community safe, but would also make DPD eligible for this accreditation. Phone calls are accepted today, August 20, between 10am and 12pm. Call the number: 313-943-2493. Your statement will be limited to 5 minutes. Email comments can be sent to: [email protected] and [email protected] We are asking all of our members to send a clear message to this group: Dearborn Police do not meet the standards of this accreditation process. The full set of standards are available online. We have already identified key areas where the Police Department has failed to meet these
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standards (as determined by the information they have made available to the public). Please use this list as you create your statement: 1.3.1 B -- Dearborn PD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone) 1.5.2 B -- There is no publicly available record of ethics training being administered 1.5.4 -- Dearborn PD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- There is no publicly available record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- There are no publicly accessible records indicating that Dearborn PD has an established duty to intervene 3.3.1 J -- Dearborn Police failed to provide adequate medical aid to Ali Beydoun after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained. 3.5.4 -- there is no publicly available record of mental health training being administered in the agency's annual reports 3.5.5 E -- When Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training”
NOTE: The Michigan Law Enforcement Accreditation Commission received 22 email messages during the on-site assessment after the above referenced Facebook post. 14 of the communications received contained nearly the same language as the above post; those are attached to this report as an addendum. The remaining correspondences are included in the next section.
2. Correspondence
The assessors received 23 correspondences regarding the reaccreditation process:
From: John Leacher [mailto:[email protected]] Sent: Wednesday, August 19, 2020 8:17 AM To: Dearborn PD Accreditation Subject: Ability to comply with accreditation standards
To Whom it May Concern,
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I have interacted with members of the Dearborn Police Department for a number of years as the Director of Public Safety for the City of Romulus and Chief of Police for the City of Flat Rock. Officers at all levels have always conducted themselves with the highest ethical and professional standards.
For the last nine months I have interacted with the police department in my new role with Dearborn Public Schools. I have met with the S.R.O. cadre, Sgt. Caldwell (retired), Captain Shahin, and most recently, D/Sgt. Skoczylas on a number of issues affecting the school district. I have found all of these officers to be very personable, professional, and responsive to the school district's needs. They truly care about the community and it shows.
I have full confidence the Dearborn Police Department will successfully complete the MACP accreditation process.
Please feel free to contact me if you have any questions or concerns. My cell phone is 313-405-1993.
Stay safe, John
John Leacher Health, Safety & Security Supervisor Dearborn Public Schools [email protected] 313-827-3203
From: amanda chrysler
Hello,
My name is Amanda, I'm from Dearborn, and I'm writing today regarding the accreditation of the Dearborn police department. I have been working with reform activists in the area and have done extensive research on this department, as people of color often bring up my own city in regards to brutality and misconduct. I read through your standards and believe the Dearborn Police Department is in violation of several of them.
The most concerning would be that Officer Hampton either corrupted or turned off his dash cam during the 2016 killing of Kevin Mathews. His crime was allegedly stealing a single Redbull. Two medical witnesses say Mathews fatal injuries were sustained as he laid on the ground under the officer. The fact that this video cannot be found, and Hampton's story and Worthy's summary do not match up, is extremely
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concerning. According to conversations with the chief, he's unaware, or unwilling, to state if there was disciplinary action taken. This officer had prior complaints of misconduct.
In the killing of Janet Wilson, an officer named James Wade shot a woman in a moving vehicle. This has been considered inappropriate for a while now, as she slumped forward and her car began to roll. That action put every civilian on the road in danger. There was national outcry in the wake of this killing, including a protest in New York. This officer also had a prior incident, in which he reached into a car, forcibly opened the car, and drug the driver out to the ground. In this case, there was no crime (they were looking for a gun) and they didn't manage to find what they were looking for. His commanding officer at the time called it unacceptable. The chief was again unable or unwilling to discuss a single repercussion. He did not seem to be able to list what a clear disciplinary action looks like in his department, just saying it "moves from the bottom up." And he rarely handles that himself.
On the case of Ali Beydoun, a mentally challenged immigrant with poor English skills, Haddad claims this was an okay outcome, despite a settlement to avoid court, and he's lucky they didn't arrest him. One evening Ali is riding his bike home from work. It is cold outside, but he doesn't have a jacket. I work with special needs children, it's important to know here that winter coats cause an array of sensory overload issues. An officer stops Beydoun, looking for "a car break in." I have been stopped at night for the same thing in two different cities, this is an excuse and I hope the chief can produce a report from the area within two days of the assault. If not, we must assume profiling is at play. An officer asks to search Beydoun, another sensory trigger, and he doesn't understand the order. Instead of providing a translator, there are Arab speaking officers that could have been called, he proceeds to brutalize the victim. Another officer joins in; the public dash footage is truly appalling as this man cries out for his mama. Six other officers stand by and watch as this happens. Beydoun is transferred to a hospital and treated for minor physical and mental injuries. This officer again, received no disciplinary action in a result of this event.
These cases establish a pattern of irresponsible weapon discharge, erratic behavior being accepted within the force, and a complete lack of accountability for injuring or killing suspects. It also shows the disregard the chief has for his role in maintaining a standard of excellence, and his disinterest in holding his officers accountable for their actions.
Our department also prides itself on having "the newest and best technology," for fear that Dearborn will be on the front lines of a large scale terror attack. This belief is unsupported by any evidence, which brings fiscal responsibility into play. Is it fair to officers that they get a new toy over healthcare? Couldn't that money be of much better use in areas of bias and de-escalation training, auto repairs, PTO, and benefits? The Dearborn department has shown that it is not interested in investing into the community, and would rather supply themselves with militarized weapons. My research has pointed to better pay and benefits leading to less hostile actions taken by officers.
In Dearborn, there is no online or written complaint form to file against officer misconduct. Victims are expected to walk into the department and sit down to speak with their
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aggressor’s coworkers about what happened. I hope there's no explanation needed as to how inappropriate and intimidating this can be for a person. My only thought can be that it was intentionally designed that way to discourage complaints. There have been complaints brought to the chief directly about this system, and yet it remains in place.
An article released by the Arab American News, also claims the force is discriminatory against Muslim officers. It sights exit interviews of multiple Arab officers in a short time frame. These men claim they were not welcome on the force due to their race.
Overall, the culture surrounding the Dearborn Police department is a culture of lacking. They lack discipline, accountability, inclusion, fiscal responsibility, and a sense of duty to residents. I hope you will take these things into account as you make your decision for accreditation, as the department has a lot of work to do to meet your standards.
Regards, Amanda Chrysler.
From: Beth Bailey
Good morning, I am writing to provide public comment regarding Dearborn PD's application for accreditation through MLEAC. Dearborn PD has failed to implement key aspects of the provisions required to receive this accreditation.
This includes the lack of available procedures for submitting anonymous civilian complaints. When contacted via telephone, the Police are willing to accept complaints with individuals' names attached to them. Submitting an in-person complaint is by nature not anonymous. And there is no online anonymous complaint form available. This is out of compliance with provision 1.3.1 B in the accreditation requirements.
Furthermore, Dearborn PD has indicated that they do not track the race of individuals receiving citations. Without these data, it is impossible to identify the extent of racial bias in policing that occurs in Dearborn. This is out of compliance with provision 1.5.4 in the accreditation requirements.
Dearborn PD makes records available on a very limited basis, making concerns regarding the remainder of the provisions in the requirements difficult to determine. Either Dearborn PD has inadequate training procedures, or inadequate reporting on the training procedures. Despite my best efforts I can find no publicly available evidence that Dearborn police officers receive training in any of the following: Ethics training (as required by provision 1.5.2 B)
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Bias training (as required by provision 1.5.4 E) Mental health intervention training (as required by provision 3.5.4) Detainee supervision training (as required by provision 5.3.3) For all of these reasons, I believe that Dearborn Police have not done the necessary work to earn the trust that would be implicitly conferred by the award of this accreditation.
Thank you for your time, Beth Bailey Dearborn Resident and Concerned Citizen
From: Jon Akkari
Good morning, I'm writing to comment on the Dearborn Police Department's compliance with the Accreditation Standards of the MLEAC. I have a number of concerns that I wanted to forward before a final decision is made:
Regarding 3.5.5E (retention of mobile video recordings), and 4.3.2 (storage of evidence and property), I am concerned about the department's compliance with this standard in light of the fact that dash cam footage and audio relating to the killing of Kevin Matthews by Officer Chris Hampton in a foot pursuit in late 2015 was corrupted, with only about 16 seconds of footage being recovered. See https://www.youtube.com/watch?v=uWrgSw429B4
Regarding 3.3.1b's requirement of the duty to intervene, I am concerned whether such a policy is implemented within department, and if so, whether it is actually observed by the department, in light of the excessive force used on a mentally disabled immigrant named Ali Beydoun in 2015, when an officer threw him to the ground when he could not understand the officer's request for an ID. After throwing Mr. Beydoun to the ground, a second officer came to the scene, and assisted the first officer in holding Mr. Beydoun on the ground while they both struck and kneed Mr. Beydoun. Yet a third officer then arrived on the scene, to assist in the beating of Mr. Beydoun, all while he cried for his mother. Mr. Beydoun suffered abrasions in his face, was never charged with a crime, and reached a settlement with the City in a civil lawsuit See https://www.youtube.com/watch?v=oK_dbwg3hoY&feature=youtu.be.
Regarding 1.5.4, my understanding is that DPD does not record the race of individuals stopped, ticketed, or searched by police. The lack of racial demographic data for these interactions seriously undermines any policy designed to prevent racial bias in policing, and renders the task of identifying racial bias exceedingly difficult, if not impossible. regarding 1.3.1B, DPD maintains no procedure to anonymously file a complaint of officer misconduct with the department. As far as I am able to tell, there is no publicly available
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form provided by the Department to report a complaint at all. Relatedly, there is no outline of the procedure processing a complaint against an officer available to the public as required by 1.3.1D. In contrast, neighboring Dearborn Heights does outline the process of a complaint review on its website: http://www.ci.dearborn- heights.mi.us/departments/public_safety/police_department/chief_s_office.php
With regard to the Recruitment Plan requirements of 2.4.1, while I understand the requirement is process oriented, rather than outcome oriented, I believe the requirement is seriously undermined by the lack of Arab American representation in the Department. While Dearborn is approximately 40-50% Arab American, my understanding is that the force has approximately 29 Arab American officers out of approximately 192 total officers (15% representation). I find that result to be inconsistent with the stated goal of increasing "sworn representation that reasonably reflects the demographics of the service area the agency serves."
I hope my comments above are helpful in the Accreditation process. Thank you very much for considering my comments. Very best,
Jon Akkari
From: Artemis McGettigan
Hello,
I was informed that the Dearborn Police Department was receiving accreditation through MLEAC today. While I recognize that there are many exceptional individuals on Dearborn's Police Force who are no doubt an asset to their community, I cannot help but be critical of the general management of the force. In fact, while I recognize the merit of certain officers, I actually have very little means by which to understand their full impact in our community, as transparency of data, training, and handling of complaints are not available to me as a citizen. I worry specifically about female officers filing sexual harassment claims being retaliated against (this is something I have been told in confidence has happened to several individuals) and there being no record of any bias or other racial discrimination training being administered, when we live in a city rife with historical tensions among ethnic groups. I have had family living in Dearborn since the 1950s, one of which was a police officer and though he joined the force with good intentions, on self-admission reinforced demonization of black and brown people in our city. For a city with approximately 4 percent black population, in 2011 (this was the easiest statistic for me to find sorry it's a few years old) half of our arrests were black. Meanwhile, I have a house in my neighborhood where the police are constantly showing up, and multiple times I have heard a specific officer explain that 'it's fine, just had to respond to the call' and I even heard this man say once "bro, why are you always trying
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to get me fired" after showing up after another 3 am fight or fireworks mishap. Are we really supposed to pretend that officers are immune from the sort of natural biases and unprofessional behavior that befalls other professions? I believe we can be honest about officer's humanity, and with that imperfection. Every boss I’ve ever had has demanded accountability and growth in my behavior and shortcomings, so I expect that from the DPD chief as well, so far he has yet to show me he can be that sort of leader. Further, I do not believe DPD meets the standards of your accreditation process.
I would like for DPD to:
-establish a procedure to receive anonymous complaints (for example with my neighbor- twice this week they had had huge fights with threats of gun violence with people in the middle of the street and when I've called in the past nothing has been done about it, I worry about retaliation knowing they are often friends with the officer sent) -release records of or establish ethics and bias training -release records or establish training for handling cases where the subject is mentally ill; mental health training -release info on or establish detainee supervision training -collect data on those receiving citations so that management can be aware of any apparent arrest or citation bias based upon ethnic group, gender, sexuality, religion, etc. -establish a precedent that an officer is to intervene if they see another officer behaving outside the line of duty -regulate the storage and collection of body/dash cam footage so that a situation like what happened with Kevin Matthews can be avoided (only 13 seconds of footage could be recovered and he was fatally shot after being pursued on foot for stealing a red bull) -establish a precedent of providing medical aid (even to those who are perceived to be guilty of a crime) as a moral imperative for every officer. Their job, after all, is public safety. Only after these criteria have been met do I believe you should consider DPD for your accreditation. As a city, we need to constantly be challenging ourselves to make this a better place for everyone who lives here, which requires ownership of our mistakes. At present, I do not see our police force exhibiting that value. I thank you for your time reading this, and hope you understand this statement comes from a place of love and pride for both Michigan and my city. Seeking accountability for our police force means believing we can be better.
Kindly, Art McGettigan
From: Zeinab Alghanem
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Dearborn Police does not meet the standards of this accreditation process. There is no transparency or accountability between the police department and the community that they serve. There is also no room to demand that transparency or accountability as there is no procedure to accept anonymous complaints (all complaints must be made in person or via phone). There is also no publicly available record of ethics training being administered. The most common interactions with the police civilians have is through traffic stops, yet Dearborn Police does not track race of individuals receiving citations, making it impossible to establish if racial bias is present. The Department claims to be a pioneer of racial bias training, yet there is no record of bias training being administered. Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) giving no room for other victims to come forward without fear. And if police officers see their colleagues doing wrong, there is no ground in which that police officer standing by can intervene.
The Department has no publicly available record of mental health training being administered in the agency's annual reports. Dearborn Police failed to provide adequate medical aid to Ali Beydoun, a mentally ill man, after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained.
Regarding violence, when Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value. Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit. They have no public available record of detainee supervision training.
- Zeinab Alghanem
From: Byron Brooks
Good Afternoon,
My name is MoSoul and I am writing to provide public comment regarding Dearborn PD's application for accreditation through MLEAC. Dearborn PD has failed to implement key aspects of the provisions required to receive this accreditation. Here's a full list of the ways that we were able to identify that DPD fails to meet the standards:
1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone) 1.5.2 B -- there is no publicly available record of ethics training being administered
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1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.3.1 J -- Dearborn Police failed to provide adequate medical aid to Ali Beydoun after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained. 3.5.4 -- there is no publicly available record of mental health training being administered in the agency's annual reports 3.5.5 E -- When Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training
On Juneteenth My co-organizer and I held a protest at Dearborn Police Station, And DPD was a collaborator of the protest. However, yet again their departments horrible community relations showed as an officer rudely refused to allow my co-organizer and I in our designated area even though we had clearance from her commanding officer of which we informed her on. The 10 plus minutes and several phone calls it took to convince her to let us through could’ve hindered our protest. Also she was very rude and did not allow sponsors through to set up.
For all of these reasons, I believe that Dearborn Police have not done the necessary work to earn the trust that would be implicitly conferred by the award of this accreditation.
In solidarity for Justice,
MoSoul -- Byron D. Brooks AKA MoSoul | Director of Public Affairs Be-Moor Radio | Founder & CEO of From The Hood For The Hood Inc. Non-Profit 501c3 To Learn More About Our Fight Against Systemic Racism Please Check Out The Following Links: gf.me/u/x73f5r https://medium.com/@ellingtonandre7/mosoul-is-fighting-for-black-freedom-and- liberation-31407af45ac3 Email: [email protected] Cell: 313- 505-2313 We Believe!
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From: Jonathan Kade
Hello Director Rossow,
I have been informed of several ways in which the City of Dearborn Police Department does not appear to meet the accreditation requirements of the MLEAP:
1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone) 1.5.2 B -- there is no publicly available record of ethics training being administered 1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.3.1 J -- Dearborn Police failed to provide adequate medical aid to Ali Beydoun after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained. 3.5.4 -- there is no publicly available record of mental health training being administered in the agency's annual reports 3.5.5 E -- When Kevin Matthews was killed in 2015 by Officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training
Reviewing the accreditation standard: https://www.michiganpolicechiefs.org/resource/resmgr/accreditation/MASTER_ Standards_-_Edition_3.pdf these do appear to be more or less substantial objections.
I imagine the accreditation process has been all but completed at this point, but I am curious to know whether these objections are substantial or whether I am misinterpreting the standards. Will there be a detailed, public accreditation report available?
I'd love to see the Dearborn Police Department live up to the MLEAP accreditation standards, and I would like to hear that they do and see an explanation of how. I'd even like to see the standards enhanced to improve transparency. For instance, there is no requirement to track race etc. of detained individuals in 1.5.4, which seems to make it possible for a department to say that they don't track the data and to avoid seriously
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answering to the requirements enumerated there. But for now, I'd at least like to understand the reasoning of the accreditation team.
Thank you for your time,
Jonathan Kade Dearborn, MI
From: Date: Thursday, August 20, 2020 at 2:56 PM To: Neal Rossow
I am a citizen of Dearborn. I am apprehensively reaching out to you in fear of police retaliation. I would like to question why Dearborn Police Department does not have a simple form for anyone wishing to complain or even compliment an officer or report an incident involving the police. Their requirements are to come in person and talk to police. I find that very intimidating. It ultimately gives a false impression of dissatisfaction with the Dearborn Police. I'm sure their reported cases of complaints are very low.
I am disappointed with the response of the Dearborn Police with violators to Governor Whitmer's mandate for Covid-19 safety. Monday August 17, Police Chief Haddad reported on Sam Baydoun's Town Hall that the police have issued 150 total citations for violations in reference to Covid-19. I have called the police station to report there were restaurants in Dearborn where employees were not wearing masks. I was told they didn't care for me to call Wayne County Health Department. Lately, Dearborn with far less residents is surpassing Detroit in numbers of new cases. It's no wonder because the police do not enforce public safety. Perhaps it doesn't fit into their own political beliefs. 150 citations in 5 months? There are violations everywhere in Dearborn. It could be if they enforced it, word would get around and the people would start acting responsibly. We won't know until they do their job of PROTECT and serve.
Please keep my comments anonymous. I fear retaliation
3. Media Interest
There were no inquiries from the media to assessors regarding the on-site.
4. Community Outreach Contacts
Mona Makki – CHRC Director, ACCESS (313) 216-2202
Ms. Makki is the ACCESS Community Health and Research Center Director. She said ACCESS has been serving the community for more than 47 years. ACCESS was created to assist the Arab immigrant population to adapt to life in the United States. Today,
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ACCESS is the largest Arab American community nonprofit in the United States with more than 120 programs at 11 different sites.
She said ACCESS has a great partnership with the Dearborn Police Department. The two agencies partner with social service referrals and the training of officers. Currently, the agencies have great substance abuse and domestic violence programs. The partnership has reduced citizens fears and anxieties about government, which has enhanced community trust.
Ms. Makki fully supports the agency’s effort to become state accredited.
Kassem Allie – Executive Administrator, Islamic Center of America (313) 593-0000
Mr. Allie is the executive administrator of the Islamic Center of America and a lifelong resident of Dearborn, Michigan. He said that when he was growing up in Dearborn, children in the community knew officers by name and the officers made personal connections with community members, this activity continues today. He said the Dearborn Police Department is at the center of helping the Islamic Center of America connect with many different delegates of interfaith and civic groups. He said the agency is exemplary in dealing with immigrants new to the United States of America. Mr. Allie said the department does a great job balancing constitutional rights regarding the right to assemble for religious reasons with community safety.
Recently, the agency helped the Islamic Center of America deliver food during the COVID-19 lock-down. Over 10,000 food boxes were delivered daily at the peak of the pandemic.
Mr. Allie fully supports the agency’s effort to become state accredited.
Tracy Duncan – Dearborn Deputy Director Human Resources (313) 943-2007
Ms. Duncan works closely with the Dearborn Police Department for hiring. She is the city of Dearborn Human Resources representative for Public Safety, District Court and Dispatch. She said her department has a great working relationship with the Police Department and Chief Haddad. She said the chief and the police staff “help people to be successful” during the hiring process and during the career development of employees.
Ms. Duncan fully supports the agency’s effort to become state accredited.
Mary Petlichkoff – Dearborn Board of Education (313) 582-9478
Ms. Petlichkoff is a member of the Dearborn School Board and a leading member of the Dearborn Federation of Neighborhood Associations. Ms. Petlichkoff regularly interacts with the Police Department as a school board official and as a neighborhood association representative. She said the department works with both groups on traffic and crime concerns. The Police Department is always seeking input from residents, wanting to
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know if the department is meeting the community’s expectations. Ms. Petlichkoff said the Police Department helps protect the schools and the community college.
Her groups meet regularly with Chief Haddad. He listens to the community’s concerns and changes practices accordingly. She said the department has become more transparent under Chief Haddad’s leadership. The chief and his staff are relentless in reducing crime, they are quick to solve and prevent crime, and they are quick to bring criminals to justice.
Ms. Petlichkoff fully supports the agency’s effort to become state accredited.
5. Agency Ride-along
On Wednesday afternoon, Assessor Silverthorn rode along with Officer Corporal Michael Fischer. He was very courteous and professional. He demonstrated a thorough knowledge of the agency’s policies and directives. He went to several key locations in the city, including city borders, prominent neighborhoods, businesses, parks, residential developments and housing complexes. He was extremely knowledgeable and spoke highly of the agency, his coworkers and command. He demonstrated the cultural diversity of the area and the various religious facilities.
During the ride along, Corporal Fischer responded to assist another officer with an injury accident which occurred in front of the Police Department. The accident was large, but with no serious injuries. Because to the crash occurred in front of the department’s headquarters, members of the agency came outside to assist, including Chief Haddad.
6. Community Involvement
The City of Dearborn hosts a large number of special events including the Dearborn Homecoming, Memorial Day Parade, Greenfield Village Fireworks, Martian Marathon, Ashura Marches, Susan G. Komen 3-Day Walkathon, Caribbean Festival, Ford Motor Company Wagner Events, Greenfield Village Halloween Weekend and Holiday Nights, and the National Skating Championship. To provide adequate safety and traffic control at these events, the Police Department deployed the equivalent of 800 officers, 220 reserves, 400 police explorers, 125 ordinance officers, 105 paid interns and others, including civilian Police Department employees, and Community Emergency Response Team members.
The agency participates in a security advisory board to address continuing problems at retail establishments. Extra patrols occur at the Fairlane Town Center and weekend details at the Henry Ford. The department also participates in a faith based board which meets quarterly where personnel provide basic security updates and training.
The Dearborn Police Department deploys a community policing unit which addresses neighborhood concerns and shares crime prevention strategies. The unit addresses general problems or concerns for the public and focuses on the root causes of those concerns. Crime prevention responsibilities include personal identification theft
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awareness, personal safety tips, and fraud prevention. Community policing officers participate in the National Night Out on Crime sponsored by Target and Beaumont Health, with thousands of citizens in attendance. The Neighborhood Watch Program enlists the participation of citizens in cooperation with the Police Department to reduce crime, create alert neighborhoods, and facilitate reporting of suspicious activity.
The agency also has a youth services bureau which includes investigators and school resource officers. The bureau is comprised of seven police officers and a bureau sergeant. Each of the seven School Resource Officers (SRO) are assigned schools to work with throughout the school district. Detective Bureau investigators also assist the SROs in dealing with many issues at the schools. The SROs attend school sporting events, parades, and various other school related events such as “March is Reading Month.” The bureau also works very closely with Growth Works, a case management organization which requires juveniles to meet regularly with a community team and discuss their progress.
The agency also has an active Police Chaplain Program. Chaplains provide religious and spiritual assistance to departmental members, employees, and citizens. They help to promote a greater understanding and cooperation between members and the community. Some of their functions include conducting invocations at various police functions, in- service training classes, and providing counseling to officers and family members as needed.
The Dearborn Police Honor Guard provides official department representation at ceremonial occasions. These occasions include, officers killed in the line of duty, officers that die during service, officers that die after retirement, out-of-agency services (e.g., citizen honorariums, parades, civic events), and national and state memorial services.
F. Essential Services:
Chapter 1 – The Administrative Function:
Direction of Personnel
The chief of police has the authority to issue, modify, repeal, amend, revise and approve agency written directives, general order, and policy. Division and unit commanders may issue directives through memoranda or special orders that have bearing only on the specific functions or operations of their area(s) of responsibility.
The overall written directive system was clear and understandable. The directives were constructed in a logical manner with employee duties and responsibilities clearly defined. The rules and regulations outlined in an excellent manner the constraints on employee actions and expectations for behavior.
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Fiscal Control
The agency has five cash accounts: the cash register in the Records Division, a petty cash account in the chief’s office, a flower fund for sending condolences to staff and relatives, a cash fund in the narcotics unit for investigative purposes, and a cash register used by Dearborn employees for Michigan Secretary of State transactions. The Dearborn Police Department has an agreement with the Secretary of State office to provide driver’s license renewals.
The cash drawer in the Records Division is balanced daily. The administrative assistant to the chief of police is the only person with access to the petty cash and flower fund in the chief’s office, and has the overall responsibility for insuring that petty cash funds are used for legitimate law enforcement purposes. The account is reconciled regularly for its initial balance, cash received, and cash disbursed.
The narcotics unit supervisor is in charge of the narcotics cash fund. The account is reconciled monthly by the division commander. In the event that the amount of cash needed exceeds the established expense limits, the chief of police or designee has the authority to authorize the expense.
Internal Affairs
Supervisors are responsible for conducting investigations into allegations of employee misconduct and have direct access to the chief of police. The chief of police reviews the investigation and makes the final recommendation as to the imposition of any disciplinary measures after the employee has had the opportunity for a pre-disciplinary meeting.
The agency accepts and investigates all complaints, including anonymous complaints. All internal investigation files are properly secured with limited access. Regular audits of complaints are conducted to ascertain the need for changes in training or policy.
During 2019, 18 investigations were conducted. The results of the investigations determined improper conduct in 16 of the 18 investigations, resulting in the following corrective actions being issued to 34 employees of the Police Department: 19 reprimands, 10 written warnings, 2 special counselings, and 2 performance counselings. One case was unfounded and one case is still pending conclusion.
The internal affairs policy was updated in May 2020, and included the department’s policy statement that the agency accepts and investigates all complaints, including anonymous complaints.
Disciplinary Procedures
The agency’s written directive system details the rules, regulations and expectations for employee conduct. Supervisors have discretion to place employees on administrative leave when it is in the best interest of the individual or department. The agency has an appropriate appeal and grievance process in place with established timelines.
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Organization
All sworn personnel take, sign and subsequently abide by an oath of office to enforce the law and uphold the Constitution of the United States, the Constitution of the State of Michigan, and the rules and regulations of the Dearborn Police Department. All agency personnel acknowledge a code of ethics. Bias-influenced policing is strictly prohibited by the agency. There is a definition for bias-influenced policing, including prejudicial decisions affecting individuals in classes protected by federal and state law.
The agency also prohibits unlawful workplace discrimination and harassment, including sexual harassment. The written directive outlines a proper reporting mechanism in the chain of command, including an alternate reporting process for any conflict of interest. The directive requires employees to report any type of harassment and requires investigations to be conducted in accordance with state law. The agency makes available to all employees, a harassment hotline for safe and secure lodging of complaints. In February 2020, a civilian employee notified supervision that unwanted communication was being received by an officer and the employee wanted the contact to stop. This complaint was thoroughly investigated and addressed by management.
The police personnel have structured unity of command. In the City of Dearborn Police Department, the chief of police is supported by three captains, who lead separate divisions: Administration, Patrol and Investigations. The City of Dearborn Police Department currently has 189 sworn personnel. Personnel have access to supervisory personnel on a 24-hour basis; there is always a supervisor on-duty.
The department has a dedicated Detective Bureau, Narcotics Unit, Special Operations Unit, Tactical Teams, Training & Development, Traffic Safety Bureau, Crime Lab, Ordinance Enforcement, Animal Control, and Records Bureau. Specialty teams include: SWAT, Crisis Negotiation Team, Bomb Squad, and Canine Unit. On August 19, 2020, the assessment team was able to attend roll call briefing for the night shift. The sergeant conducting the briefing discussed recent car thefts, recent garage burglaries, and traffic enforcement for the shopping district. There was a free exchange of information between supervision and the patrol officers. The briefing was conducted in a professional manner.
Agency Equipment and Property
Agency personnel are responsible for all equipment issued to them and it is the responsibility of the employee to maintain all equipment in an operational state, as well as report any malfunctions, damage, or loss of equipment immediately to a supervisor. The wearing of body armor is mandatory for all sworn personnel, with additional requirements to wear body armor while engaged in pre-planned and high-risk operations.
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Public Information
By policy, a Public Information Officer (PIO) is the designated point of contact between media outlets and the department, and the chief of police is the primary PIO of the department. The chief of police reserves the right to delegate the responsibility of PIO to the commanding officer of a division, shift, bureau or unit on a case-by-case basis. This responsibility may then be delegated to specific officers with approval from the chief of police.
The department recognizes the public’s right to access public records and the media as a conduit to report on matters of public interest. The agency understands the importance of public and media assistance and cooperation maintains a cooperative approach by providing information to the news media in an impartial, accurate and timely fashion.
Agency Records and Computers
The agency has a detailed written directive system describing field reporting, follow-up investigations, and the approval of reports by supervision. The department controls access to agency records electronically with records management passwords. Any hard copies of reports are stored in a file cabinet where only records staff have access. Juvenile records are kept separate, and there are extra security measures for non-public records. All Freedom of Information requests are handled by records personnel, and the agency abides by the state retention and disposal requirements in accordance with Michigan Statute and Records Management.
The agency has procedures to protect its central records. The data is stored and backed up electronically and is password-protected. Annual security audits and password audits were performed during the assessment period. There were no breaches in security during the assessment period.
Agency Training
The agency training records are current and are being maintained in accordance with applicable retention schedules. Training course content is outlined and lesson plans are utilized. In-house instructors are properly trained and experienced. New sworn personnel are required to complete an extensive training program. Officers in field training rotate shifts, as well as assigned field training officers, in an attempt to expose newly hired officers to all shifts. Field training officers are properly selected and trained through a documented process. Newly promoted personnel receive supervisory and leadership training consistent with new responsibilities and tasks.
Annual training includes firearms, hazmat, use of force, legal update, blood borne pathogens, and stress recognition. Specialized training includes advanced crash investigations, field training officer, public information, evidence technician, school resource officer, detective, defensive tactics instructor, property officer, bomb technician, emergency management, hostage negotiator, range instructor, crime prevention and
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community policing, narcotics, surveillance, TASER instructor, emergency vehicle operations instructor (EVO), and special weapons and tactics officer.
Authorization and Use of Agency Weapons and Ammunition
The CEO is the authorizing authority for weapons and ammunition requirements, including specialized weapons. The agency uses certified/qualified staff for armorer inspections, repair and replacement. Records of weapons are properly maintained with written guidelines for storage.
Chapter 2 – The Personnel Function:
Personnel Benefits and Responsibilities
The agency has a written directive outlining an employee assistance program, line-of- duty injury and death circumstance policy, and an employee collision and review process. The agency uses a third party provider for the Employee Assistance Program. The agency also has a comprehensive exposure control and reporting policy.
Performance Evaluations
The written directive requires all agency personnel to receive annual performance evaluations. The system includes directives to raters regarding evaluation responsibilities and procedures on how to use the required forms. The evaluation system has a clear appeal process. The agency has an established early warning system.
Promotion of Sworn Personnel
The promotional process is outlined in the collective bargaining agreements. The process includes a point system. During the promotional process, the CEO reviews the requisite qualifications for promotions when deciding on advancement of personnel. The CEO makes the final decision on all promotions.
Recruitment of Sworn Personnel
The recruitment plan, dated June 23, 2020, contains a clear statement that the agency is committed to equal opportunity. The stated goals and objectives for recruitment are clear and understandable. The agency has a desire to actively recruit the best possible police employees and the mission of recruitment is to locate, attract, and retain exceptional individuals from all backgrounds while promoting the Dearborn Police Department in a positive image.
The plan listed the following recruitment strategies: target employment advertisements toward a diverse audience, utilize social media outlets (YouTube, Facebook, and Twitter), broadcast local television advertisements, distribute job posters, and attend job fairs, community organizations, local police academies, and faith-based organizations
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The Dearborn Police Department has 338 employees which includes 189 full-time police officers. The agency’s demographics as reported by the accreditation manager indicates the staff is 90.5% Caucasian, 3.3% African American, and 3.1% Hispanic. Currently, the department closely reflects the racial and ethnic make-up of the community.
The recruitment plan is scheduled to be reviewed again in 2021.
Selection of Personnel
The agency has a complete written process for the selection of new full-time personnel, which includes a thorough background investigation, as well as a medical and psychological exam. The selection process includes oral interviews, examinations, and an executive interview. The chief of police makes the decision on selection of new personnel.
Reserve Officers and Civilian Volunteers
The agency has a vibrant Police Reserve Officer Program, Police Explorer Program, and Intern Program. The agency also deploys Community Emergency Response Team members, civilians who assist at special events and supplement enforcement activities.
The Reserve Police Officer Unit is comprised of volunteers who receive training through the Wayne County Regional Police Academy. Reserve Officers volunteer to assist the Police Department with many activities.
The Dearborn Police Explorer Post is comprised of young volunteers from ninth grade through the age of 21. Explorers attend weekly meetings and training. Active recruitment at area high schools and special events maintains the post’s numbers.
Chapter 3 – The Operations Function:
Arrest, Search and Seizure
The Dearborn Police Department is a full-service agency with arrest powers. The agency and its policies follow the United States Constitution in relation to arrest, search and seizure. The agency recognizes the foundation set forth in the Fourth Amendment.
Agency policy outlines the warrantless search exceptions and the need for a court- authorized search warrant, when applicable. The agency takes in-custody arrests directly to their temporary detention facility for processing. Breathalyzers for Operating While Intoxicated (OWI) arrests are also conducted at the detention facility. If arrested subjects are not able to make bond or be arraigned, the detainees are transported to Wayne County Jail.
The agency only conducts strip searches when an arrestee is lodged and there is reasonable cause to believe the suspect is concealing a weapon, controlled substance or
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evidence of a crime. The strip search is conducted by a person who has obtained prior written authorization from the Desk Officer in Charge (OIC). The strip search must be conducted by a person of same sex, in private, and with the fewest number of personnel as necessary. Body cavity searches are conducted by a licensed physician or a nurse acting with the approval of a licensed physician, with a search warrant.
Interview and Interrogation
The Dearborn Police Department has established procedures for compliance with contemporary criminal procedural requirements related to interviews, investigative detention interviews, and interrogations. The agency has four interview rooms located in detention and the Detective Bureau. All interview rooms currently have audio and video recording capability. The agency encourages the use of audio and video taping capabilities for purposes of recording statements and confessions in an overt or covert manner consistent with state law. Recording is required for custodial interrogations related to major felony crimes.
Use of Force
There were 37 Use of Force reports completed during calendar year 2019. The agency conducts a thorough investigation for each Use of Force incident, and the officers were found to be in compliance with agency policies & procedures.
The agency completed a detailed review of the incidents for the evaluation period which made up only 0.08% of 4,488 arrests and 0.04% of 74,766 calls for service where officers were dealing with the public. 14 incidents involved minor injury to officers, with the most severe being bruised ribs. Of the 37 incidents, 5 included Taser deployment, and 2 included Oleoresin Capsicum (OC) spray deployment. The agency plans to continue their current training with an increased focus on de-escalation training.
Assessor Silverthorn interviewed Patrol Lieutenant Vince Belloli on Use of Force procedures. He was able to cover the policy and procedures without reference, and was very knowledgeable on the subject. The Use of Force policy was updated on August 10, 2020, to include language regarding the duty to intervene.
Communications
The Dearborn Police Department maintains a dispatch center off-site in the City Administrative Center Building. The assessment team toured the facility and spoke with the agency’s supervisor regarding dispatch policies. All 911 recordings are kept in storage for a minimum of three years. Telecommunicator’s can review the last seven days of recordings from the computer system. The Administrative Center Building has a back-up generator onsite that will automatically engage, supplying power to the Communications Center to maintain operation. The generator goes through a weekly test and has a full load test done annually.
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The Communications Center uses CLEMIS Computer Aided Dispatch systems. Each dispatch station is setup for a specific task, dispatchers move from station-to-station each shift so that each are trained and practiced on all tasks. All Emergency Medical Dispatch is handled by the Dearborn Communications Center. The Communications Center provides dispatch services for 11 police and fire departments, including Dearborn, Garden City, Wayne, Inkster, Westland, and Melvindale.
Assessor Silverthorn interviewed Dispatch Supervisors Kathie Carr and Nina Khoury. Both were very knowledgeable in policies and procedures as they relate to communications and Emergency Medical Dispatch.
Field Activities
The Dearborn Police Department policy allows for pursuits by officers who follow the established guidelines in the written directive. Roadblocks, boxing, pit maneuvers and/or intentional collisions are classified as deadly force. Roadblocks and boxing are only to be used in specific situations, which are outlined in policy, and with prior permission of a supervisor. During 2019, there were 66 traffic pursuits; 34 were terminated by the primary officer, 23 were terminated by a supervisor; 4 ended with suspects stopping, and in 3 incidents, the suspect vehicle was disabled or the vehicle crashed. There were 2 instances that ended with the suspect vehicle being boxed. 62 of the pursuits were reviewed and found to be within policy guidelines; 4 were found to violate policy, resulting in disciplinary action or counseling. Review was used to direct future training.
The Dearborn Police Department has in-car computers available in each patrol vehicle, accessible to each patrol officer. The agency has video recording equipment in their police vehicles and body cameras using the WatchGuard system. The in-car videos are remotely downloaded when the patrol car pulls into the department’s parking lot and body cameras while charging. All videos follow the agency’s retention guidelines.
The Dearborn Police Department uses a Persons with Disabilities Registry Program. This program allows citizens to notify the agency of any mental health concerns at their residence, so officers have the information at the time of dispatch. Mental Health training is provided to new hire officers. The first department-wide mental health training is scheduled for 2021.
The Dearborn Police Department has a foot pursuit policy which complies with the standard. The written directive has a section that states that the reinstatement of a previously terminated pursuit is permitted at the discretion of a supervisor if conditions change. The policy requiring an annual written review was issued in October 2019; due to limited data, the annual report did not develop any patterns. The department has a K- 9 program and all property policies are in place. Assessor Silverthorn met with K-9 officer, Cpl. Bernie Gibson, he was well versed in department policy regarding K-9 deployment. The K-9 vehicle was well equipped with all the necessary gear.
On Wednesday evening, assessors attended the patrol briefing. There was a free exchange of information regarding current patrol issues that needed to be addressed.
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Extra patrols were being assigned to areas of stored vehicles that could be a theft risk. The sergeant conducting the briefing, Sgt. Patrick Spresser, went around the room and asked each officer to participate with information sharing. Future training was scheduled with the shift. The briefing was professional and informative.
Traffic Safety and Enforcement
The Dearborn Police Department has applicable policies in place regarding traffic violation enforcement, enforcement options, offenders, and traffic direction and control. The directive establishes procedures to conduct motor vehicle stops, including high-risk stops. The enforcement options include warnings, citations, and arrest when appropriate.
The department assigns officers to TAC teams which are on duty at all times. TAC teams are crime initiative teams deployed to deter crime through high-visibility directed patrols, proactive traffic enforcement, street investigations, and arrests. The agency’s strategy is emphasized in the belief that criminals are highly mobile and crimes can be prevented through enforcement of traffic laws and the arrests that result from such enforcement. TAC teams are utilized to address specific identified crime trends deploying crime suppression strategies to address the needs of the community to ensure safety and security to all that live, work, and visit the city. TAC teams engage in community policing activities such as foot patrols, business contacts and school visits and the teams work closely with regional law enforcement, including local, county, state, and federal partners.
Homeland Security/Critical Incidents
The agency has a critical incident system in place, which includes command, operations, planning, logistics and fiscal responsibility. The agency prepared for a planned protect in June 2020, utilizing the critical incident response system.
Chapter 4 – The Investigative Function:
Criminal Investigation
Officers follow-up on their own investigations during their work shift, depending on the severity of the complaint and how busy they are. Once an officer leaves for the day, the complaint is reviewed by a supervisor and sent to investigations. The investigations supervisor reviews each case and assigns follow-up to a detective. Solvability factors are considered when screening cases for follow-up assignment. The CLEMIS system is used to manage case status and assignments. A policy is in place for eyewitness identification. Assessors toured the Investigations Unit with Lieutenant Brian Kapowski. He was able to answer all investigative questions as they relate to policy. The investigations supervisors do a good job of keeping the detectives from becoming too specialized in niche investigative areas by varying types of crimes assigned.
MLEAC ONSITE ASSESSMENT REPORT 31 DEARBORN POLICE DEPARTMENT
Crime Scene Processing
The agency has crime lab personnel, detectives, and accident investigators available 24- hours a day. The agency has members trained in several areas of evidence technician training, footwear impressions, crime scene photography, fingerprint, and trace evidence, to name a few.
Storage of Evidence and Property
Appropriate policies are in place for property processing and evidence collection. The agency has a large, well-organized property room. There is a separate room for narcotics and an offsite building nearby for large items. Only the property sergeant and civilian property/evidence employees have access to the room. The door has card key access with video outside the door with recording access. There are several lockers for officers to put large pieces of evidence into, along with smaller lockers in which evidence is placed and secured until the property officer can retrieve items. The agency offsite building can also be used for a vehicle or large items that can’t be secured in the normal property room. The agency has a large safe available for valuable jewelry, guns, and money. Evidence that needs lab submission that cannot be handled by the Dearborn Crime Lab is sent to the Michigan State Police Lab. Appropriate policy for transmission and chain of custody are in place. Policies are in place and used properly for the use of contraband for training.
All time-sensitive inspections, audits and inventories were conducted; no irregularities were identified. Assessors toured all the areas of property. Property Clerk Darren Kielb was interviewed by Assessor Silverthorn. He is very organized, has an advanced knowledge of the CLEMIS property system, and follows department policy in regard to property and evidence.
During the agency tour, a very small opening was observed in an area of the narcotics room. Someone on a tall ladder could easily reach a hand and arm over the wall and access property which laid on the top shelf of the property room. This area was being scheduled for repair as the assessment team was leaving the on-site.
Juvenile Matters
The agency has established policies regarding juvenile status offenses, including runaway cases, unidentified adults and children, and the safe delivery of newborns. There were no incidents where the agency needed to use Amber Alerts or the Law Enforcement Information Network (LEIN).
Special Investigations and Operations
The agency has a special investigations policy. The written directives are in compliance with standards. The agency is well organized in keeping records of information shared or received from other agencies. If a complaint is determined by the investigations unit supervisor to require a specialized investigation, it is assigned to the proper unit. The
MLEAC ONSITE ASSESSMENT REPORT 32 DEARBORN POLICE DEPARTMENT
department has a SWAT unit comprised of officers from various positions to assist with high risk situations, as well as an Explosive Ordinance Disposal Unit.
The department has a Narcotics Unit to investigate related crimes. There are also officers assigned to DEA, FBI, and MSP task forces. The assessors met with Sergeant Russell Faith who supervises the Narcotics Unit. Sergeant Faith demonstrated the use of cash accounts, evidence handling, and confidential informant records. Sergeant Faith was very well organized and his specialized knowledge in the handling of narcotics investigations was apparent. The department has policies in place and follows proper de-confliction practices.
Chapter 5 – The Arrestee/Detainee/Prisoner Handling Function:
Transporting/Processing/Holding of Arrestees/Detainees/Prisoners
The Dearborn Police Department has established procedures for the transportation of arrested subjects to include searching vehicles prior to the beginning of each shift, prior to and following any transport, and the securing of arrested subjects in restraints during transport. Patrol cars have been modified so the door handles and windows do not operate, and a safety barrier separates the rear compartment.
Most custodial arrests are brought to the Dearborn Police Department Holding Facility for processing. At the Dearborn Police Department Holding Facility there is sight and sound separation for males, females and juveniles. The facility is secure, and weapons are not allowed in the holding area. There is a secure jail salle port with lock boxes for weapons. Each cell is searched and inspected prior to and immediately after each use of a cell. Weekly inspections of all areas of the jail are documented on an inspection log. The written directive requires personnel be initially trained in supervision and care of detainees with refresher training every year. Training of people who supervise detainees occurred in June 2020.
Detainees held in the department holding facility are video monitored at all times. If the detainee exhibits suicidal tendencies, officers make more face-to-face observations every 15 minutes, or maintain constant contact with the detainee. Fire evacuation procedures are in place.
G. Applied Discretion Compliance Discussion:
This section provides specific information on those standards found to be in compliance after on-site adjustments were made.
During this on-site, the agency had three standards in applied discretion.
Standard 1.1.1 Written Orders and Its Issuance
ISSUE: The agency’s written directive did not identify the person or position that has the authority to repeal agency’s directives.
MLEAC ONSITE ASSESSMENT REPORT 33 DEARBORN POLICE DEPARTMENT
AGENCY ACTION: The written directive was rewritten to include a process to repeal written directives with approval from the chief of police.
Standard 1.4.1 Disciplinary Procedures
ISSUE: The agency’s written directive did not include a procedure to apply training in lieu of punitive discipline.
AGENCY ACTION: The written directive was rewritten to include a procedure to apply training in lieu of discipline.
Standard 3.5.7 Foot Pursuits
ISSUE: The agency did not have a completed systematic annual analysis of foot pursuits.
AGENCY ACTION: A systematic structured analysis of foot pursuits was conducted during the on-site.
H. Waivers of Standards:
This section provides specific information on those standards which qualified for waivers. Waivers are available to agencies when it is impossible to comply with a specific standard. A request to waive standard compliance must be made to the Michigan Association of Chiefs of Police Accreditation Program Director in writing, on official agency letterhead, signed by the CEO. The following standards were granted non- applicable waivers:
Standard 3.6.5 (e) Direction and Control of Traffic Standard 4.5.3 (i) Using Confidential Sources Standard 5.2.1 (d) Processing Procedures Standard 5.3.1 (d) Temporary Detention Defined
I. Standards Noncompliance Discussion:
The agency had no standards in noncompliance in regards to written directives, however, required training topics related to several standards had not been completed for all employees before the assessment team left the agency. Training for ethics was held in 2018, and is currently being administered in the agency’s scheduled third quarter training cycle. Training for bias-based policing is scheduled in the fourth quarter training module for all employees. Triennial Mental Health training is scheduled for 2021.
J. Future Performance / Review Issues:
The next on-site assessment team should inspect the narcotics evidence storage area for any unsecure ceiling access and inspect detective working files for any documentary evidence which should be in the property room.
MLEAC ONSITE ASSESSMENT REPORT 34 DEARBORN POLICE DEPARTMENT
Future recruitment plans should include more goals and objectives, should list in a detailed manner the activities for achievement of the listed goals and objectives, and outline attempts to recruit, hire and promote the underrepresented.
Future annual reviews and analyses should be more comprehensive during the next assessment period. An analysis should have a structured process for dissecting events into basic parts to identify any patterns or trends. An analysis should also reveal patterns or trends that could be predictive or could indicate program effectiveness, identify training needs, corrective action, equipment upgrades or policy modifications.
K. Summary and Recommendation:
A thorough review of the files for compliance was conducted, as well as observations of compliance; and, after interviews were conducted, it was determined that the agency was in compliance with all of the established accreditation standards, with exceptions and waivers noted. Accreditation is recommended.
Daniel J. Mills, Team Leader Date: August 31, 2020
Reviewed and approved to be scheduled for a hearing before the MLEAC.
Program Director Neal Rossow Date: September 2, 2020
MLEAC ONSITE ASSESSMENT REPORT 35 DEARBORN POLICE DEPARTMENT
ADDENDUUM:
Facebook Page:
Accountability for Dearborn 34 mins · 10:14 A.M. on August 20, 2020
According to Chief Haddad, this accreditation can result in increased community advocacy, and more confidence in the agency’s ability to operate efficiently and respond to community needs. However, Chief Haddad and the Dearborn PD have not put in the work to earn this confidence! Either they have failed to provide the transparency of information that concerned community members request, or they have failed to implement crucial points that would not only keep the Dearborn community safe, but would also make DPD eligible for this accreditation. Phone calls are accepted today, August 20, between 10am and 2pm. Call the number: 313-943-2493. Your statement will be limited to 5 minutes. Email comments can be sent to: [email protected] and [email protected] We are asking all of our members to send a clear message to this group: Dearborn Police do not meet the standards of this accreditation process. The full set of standards are available online. We have already identified key areas where the Police Department has failed to meet these standards (as determined by the information they have made available to the public). Please use this list as you create your statement: 1.3.1 B -- Dearborn PD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone)
MLEAC ONSITE ASSESSMENT REPORT 36 DEARBORN POLICE DEPARTMENT
1.5.2 B -- There is no publicly available record of ethics training being administered 1.5.4 -- Dearborn PD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- There is no publicly available record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- There are no publicly accessible records indicating that Dearborn PD has an established duty to intervene 3.3.1 J -- Dearborn Police failed to provide adequate medical aid to Ali Beydoun after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained. 3.5.4 -- there is no publicly available record of mental health training being administered in the agency's annual reports 3.5.5 E -- When Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training
MLEAC ONSITE ASSESSMENT REPORT 37 DEARBORN POLICE DEPARTMENT
From: Heather Fowler
Hello,
I do not believe that the Dearborn Police Department should receive accreditation, because it appears they are out of compliance in the following areas:
1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone)
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1.5.2 B -- there is no record of ethics training being administered 1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.5.4 -- there is no record of mental health training being administered in the agency's annual reports
There may be other areas of concern as well.
Thank you, Heather Fowler
Sent from my iPhone https://justiceforbreonna.org/ ig: @justiceforelijahmcclain
From: Bilal Hussein
Hello,
I'm a citizen of the city of Dearborn and have been my entire life. It's come to my attention that the city police department is seeking accreditation when it doesn't come anywhere near the minimal standards to receive it. Among other things, the police department:
- Does not have a procedure to accept anonymous complaints. They all need to be done in person or on the phone - no publicly available record of ethics training being administered. - they don't track the race of citations being administered, making it impossible to determine if racial bias - DPD has no established duty to intervene - no publicly available record of mental health training being conducted, according to the agency's annual report. - Sexual harassment complaints filed by a complaining officer resulted in punishment for the officer who complained (see Ehlert v. City of Dearborn)
There are plenty of other examples, but any one of these mistakes should be disqualifying. Not to mention the fact they potentially scrubbed some of the footage recovered in the murder of Kevin Matthews by Officer Hampton. In short, the Dearborn Police Department does not deserve to be accredited and granting them it would be a slap in the face to departments that actually do meet the standards.
MLEAC ONSITE ASSESSMENT REPORT 39 DEARBORN POLICE DEPARTMENT
Thank you, Bilal Hussein
From: Dalen Romelien
Dearborn is not complying with their standards for accreditation! Below is a list of standards the department violates!
Here's a full list of the ways that we were able to identify that DPD fails to meet the standards:
1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone) 1.5.2 B -- there is no publicly available record of ethics training being administered 1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.3.1 J -- Dearborn Police failed to provide adequate medical aid to Ali Beydoun after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained. 3.5.4 -- there is no publicly available record of mental health training being administered in the agency's annual reports 3.5.5 E -- When Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training
On 8/20/20, 11:11 AM, "Rachel Mackay"
Please review the list of non-compliant standards from the Dearborn Police Department and consider taking quick action in rectifying these. The people need to trust the DPD.
1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints
MLEAC ONSITE ASSESSMENT REPORT 40 DEARBORN POLICE DEPARTMENT
must be made in person or via phone) 1.5.2 B -- there is no publicly available record of ethics training being administered 1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.3.1 J -- Dearborn Police failed to provide adequate medical aid to Ali Beydoun after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained. 3.5.4 -- there is no publicly available record of mental health training being administered in the agency's annual reports 3.5.5 E -- When Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training
Thank you,
Rachel Mackay 734-776-6334 Www.sunstandstilldoula.com
From: Samuel Montague
Here's a full list of the ways that we were able to identify that DPD fails to meet the standards: 1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone) 1.5.2 B -- there is no publicly available record of ethics training being administered 1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.3.1 J -- Dearborn Police failed to provide adequate medical aid to Ali Beydoun after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained. 3.5.4 -- there is no publicly available record of mental health training being administered
MLEAC ONSITE ASSESSMENT REPORT 41 DEARBORN POLICE DEPARTMENT
in the agency's annual reports 3.5.5 E -- When Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training
From: Elyse Hogan
Hello,
My name is Elyse Hogan and I am a concerned citizen of Dearborn, MI. I am emailing you to express my concerns about the department processes and to outline how the department is not meeting the standards for this accreditation process. As a resident of Dearborn, I urge you to take these concerns seriously. The people of Dearborn need protection and accountability and therefore the Dearborn Police Department MUST be held to the highest standards possible to ensure the respect and safety of all people in the community.
Here are the specific areas in which the Dearborn Police Department does not meet the standards for accreditation:
1.3.1 B: No procedure for anonymous complaints 1.5.2 B: No publicly available record of ethics training being administered 1.5.4: The department has no system to track the race of individuals who receive citations, making it impossible to track and address potential racial bias, which we know is common across many police departments 1.5.4 E: If bias training is happening in the department, there is no publicly available record of it 1.5.5: There has been retaliation against an officer that reported sexual harassment 3.3.1 B: If the Dearborn Police Department has an established duty to intervene, there is no publicly accessible records to show this 3.3.1 J: When Ali Beydoun was assaulted by multiple Dearborn police officers, he did not receive adequate medical attention for his physical injuries 3.5.4: If mental health training is occurring within the department, there is no publicly available record of it 3.5.5 E: The department has inadequate procedures for collecting and storing video footage, evident in the case of the murder of Kevin Matthews by Officer Hampton, in which only 13 seconds of video were recovered
MLEAC ONSITE ASSESSMENT REPORT 42 DEARBORN POLICE DEPARTMENT
3.5.7 N: Officer Hampton chose to pursue Kevin Matthews on foot even though the alleged offense was not immediately dangerous, he allegedly stole a red bull 5.3.3: There is no publicly available record of detainee supervision training
Thank you for your time and consideration.
Sincerely, Elyse Hogan
On 8/20/20, 11:29 AM, "Catherine Krenek"
Public comments.
I’d like to go on the record with my concerns about these issues.
1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone) 1.5.2 B -- there is no publicly available record of ethics training being administered 1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.5.4 -- there is no publicly available record of mental health training being administered in the agency's annual reports 3.5.5 E -- When Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training
Thank you.
Catherine Krenek 22664 West Outer Drive
Dearborn, Michigan 48124
From: Rhino Witch
MLEAC ONSITE ASSESSMENT REPORT 43 DEARBORN POLICE DEPARTMENT
Hello friends! Dearborn police have decided to seek out an accreditation to boost their egos and derail our movement. Although the guidelines don't go nearly far enough, we still want to prevent this. Please send an email or call today and let the board know that Dearborn is not complying with their standards for accreditation! Below is a list of standards the department violates! Here's a full list of the ways that we were able to identify that DPD fails to meet the standards: 1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone) 1.5.2 B -- there is no publicly available record of ethics training being administered 1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.3.1 J -- Dearborn Police failed to provide adequate medical aid to Ali Beydoun after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained. 3.5.4 -- there is no publicly available record of mental health training being administered in the agency's annual reports 3.5.5 E -- When Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training
Please send an Email TODAY (LAST day!) And give a brief call if you're able! 313-943-2493
We NEED voices and action on this. Thank you
From: Sheela Lal
To Whom it May Concern:
I am writing to you as a concerned Dearborn resident. My address is 7540 Esper Blvd, Dearborn, MI 48126.
MLEAC ONSITE ASSESSMENT REPORT 44 DEARBORN POLICE DEPARTMENT
Fundamentally, this entire transparency through accreditation process is a farce. The public did not know about it, it was not highly publicized through local news or mailers, and the public only had 2 hours to make phone calls. This seems like a blatant publicity stunt instead of an oversight mechanism.
But on to the meat of the email.
Dearborn Police do not meet the standards of this accreditation process. Using the set of standards, there are about 10 ways the DPD is not compliant.
1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone) 1.5.2 B -- There is no publicly available record of ethics training being administered 1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.3.1 J -- Dearborn Police failed to provide adequate medical aid to Ali Beydoun after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained. 3.5.4 -- there is no publicly available record of mental health training being administered in the agency's annual reports 3.5.5 E -- When Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training
I hope you take this feedback seriously and consider the implications of accrediting the police department.
Sincerely, Sheela Lal
On 8/20/20, 4:44 PM, "[email protected]"
To all it may concern,
I’m a resident of Dearborn and do not feel the Dearborn Police Department should receive accreditation from the MLEAC. They have lacked in numerous areas and have not conveyed professionalism through their actions and policies in place. Here are some definite areas that need improvement and examples of how
MLEAC ONSITE ASSESSMENT REPORT 45 DEARBORN POLICE DEPARTMENT
1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone) 1.5.2 B -- there is no publicly available record of ethics training being administered 1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.3.1 J -- Dearborn Police failed to provide adequate medical aid to Ali Beydoun after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained. 3.5.4 -- there is no publicly available record of mental health training being administered in the agency's annual reports 3.5.5 E -- When Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training
Regards, Mason
From: Nancy Dziedzic
I’m writing to express my concern about the accreditation sought by the Dearborn Police Department, which has had documented issues with the following: 1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone) 1.5.2 B -- There is no publicly available record of ethics training being administered 1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.3.1 J -- Dearborn Police failed to provide adequate medical aid to Ali Beydoun after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained.
MLEAC ONSITE ASSESSMENT REPORT 46 DEARBORN POLICE DEPARTMENT
3.5.4 -- there is no publicly available record of mental health training being administered in the agency's annual reports 3.5.5 E -- When Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training
As a Dearborn resident, I expect police not only to do their jobs ethically but to be accountable when mistakes are made, to offer transparency instead of excuses or smokescreens, and to engage in continuous efforts to improve. Until this department proves it is committed to addressing its problems honestly and openly with residents *and* with nonresidents with whom it engages, further accreditation will be a joke.
Thank you for your time. Nancy Dziedzic
From: Lexii Carrillo
Hello,
The Dearborn Police Department is seeking accreditation from MLEAC and I believe that it is within the best interest of Dearborn that they do not receive it. They fail to have standards that would be fitting. Here is an incomplete list of the failings of the department that should disqualify it from receiving accreditation.
1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone) 1.5.2 B -- there is no publicly available record of ethics training being administered 1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 1.5.5 -- Sexual harassment complaints filed by officers resulted in retaliation against the reporting officer (see Ehlert v City of Dearborn) 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.3.1 J -- Dearborn Police failed to provide adequate medical aid to Ali Beydoun after he was assaulted by multiple officers. He was brought to a hospital for mental treatment, not physical treatment for injuries sustained. 3.5.4 -- there is no publicly available record of mental health training being administered in the agency's annual reports 3.5.5 E -- When Kevin Matthews was murdered in 2015 by officer Hampton, only 13 seconds of video recording could be recovered, indicating inadequate procedures for
MLEAC ONSITE ASSESSMENT REPORT 47 DEARBORN POLICE DEPARTMENT
collection and storage of video recordings for evidentiary value 3.5.7 N -- Officer Hampton chose to pursue Kevin Matthews on foot despite the severity of the offense (allegedly stealing a Red Bull) did not warrant the pursuit 5.3.3 -- There is no publicly available record of detainee supervision training
Thank you for your time, Lexii
From: alexandria Hughes
Hello, my name is Alexandria
I'm writing to provide public comment regarding Dearborn Police application for accreditation through MLEAC. Dearborn Police has failed to implement key aspects of the provision to receive accreditation.
1.3.1 B -- DPD has no procedure to accept anonymous complaints (all complaints must be made in person or via phone) 1.5.2 B -- there is no record of ethics training being administered 1.5.4 -- DPD does not track race of individuals receiving citations, making it impossible to establish if racial bias is present 1.5.4 E -- there is no record of bias training being administered 3.3.1 B -- as far as we know, DPD has no established duty to intervene 3.5.4 -- there is no record of mental health training being administered in the agency's annual reports
Alexandria J Hughes Behavior Technician Coordinator, Centria Healthcare. University of Michigan Graduate Member of, Michigan Liberation, Michigan Student Power Network. Work Phone: 248-436-4472
From: Socorro Brown [mailto:[email protected]] Sent: Thursday, August 20, 2020 7:27 PM To: Dearborn PD Accreditation Subject: I’m Regards to Dearborn Police
Hello,
MLEAC ONSITE ASSESSMENT REPORT 48 DEARBORN POLICE DEPARTMENT
It has come to many citizen’s attentions that Dearborn police are not meeting the standards of your accreditation process. It is clear that there are four key areas where Dearborn Police have failed to meet. 1.3.1 B: Dearborn PD has no procedure to accept anonymous complaints and the fact that all complaints should be made either in person or through phone calls, which makes it harder for us to send our concerns. 1.5.4 E: There is no public record of DPD administrating any form of bias training. 3.5.4: There is also no record of mental health training in the agency’s annual reports. 3.5.5 E: When Officer Hampton murdered Kevin Matthews, there was only 13 seconds of video footage. Why was there only 13 seconds? And we’re is the rest of the footage?
This proves that Dearborn PD practices inadequate procedures collecting any video recordings for evidence.
It is disappointing to see a system ignore its own people’s concerns. Fix your accreditation process.
Sincerely,
Socorro Brown