Michigan Association of Chiefs of Police MICHIGAN LAW ENFORCEMENT ACCREDITATION PROGRAM

Onsite Final Report

The City of Port Huron Police Department December 14, 2020

Team Leader: Aaron Sawyer

Team Member: Matthew Silverthorn

MLEAC ONSITE ASSESSMENT REPORT 2 PORT HURON POLICE DEPARTMENT

A. Agency name, CEO and AM:

The City of Port Huron Police Department 100 McMorran Blvd Port Huron, MI 48060 [email protected] (810) 984-9710

Joseph Platzer Chief of Police

Gale Kicinski Accreditation Manager

B. Dates of the On-Site Assessment:

December 1- 2, 2020

C. Assessment Team:

1. Team Leader: Aaron Sawyer, F/Lieutenant Rockford DPS 7 S Monroe St Rockford, MI 49342 [email protected] (616) 866-9557

2. Team Member: Matt Silverthorn, Lieutenant White Lake Twp. Police Dept. 7525 Highland Road White Lake, MI 48383 [email protected] (248) 698-4400

D. Community and Agency Profile:

1. Community Profile The City of Port Huron, Michigan is located geographically at the base of Lake Huron at the mouth of the St. Clair River. Fort St. Joseph was built at the location by the French in 1686. Fort St. Joseph guarded the upper end of the St. Clair River, the vital waterway joining Lake Erie and Lake Huron. Intended by the French to bar English traders from the upper lakes. In 1688, the French abandoned the fort. The site was incorporated into Fort Gratiot in 1814 following the War of 1812 by the United States, and the area later became Port Huron. The City of Port Huron was incorporated in 1857, and its population grew rapidly after the 1850s due to a high rate of immigration attracted by the successful shipbuilding and lumber trade.

MLEAC ONSITE ASSESSMENT REPORT 3 PORT HURON POLICE DEPARTMENT Many fortunes were made in the lumbering business during the early years of the city’s development. Many of the beautiful Victorian homes that still stand today are the homes of some of Port Huron’s wealthiest residents. When the forests gave out, the area began to attract a new industry, farming. The rich, fertile soil left clear after logging began to provide bountiful harvests for a growing and hungry nation. During the peak periods of immigration to the United States, more than a third of all immigrants entered the country through Port Huron.

In 1891, the Port Huron/Sarnia train tunnel was constructed by boring under the St. Clair River through a layer of clay between the river bottom and bedrock. The tunnel was considered an engineering marvel. The mile-and-a-half long tunnel was the first submarine railroad tunnel ever constructed in the world. This tunnel serves as the key link to an ever-growing international trade corridor between Canada and the United States.

Port Huron is located in the area considered to be part of the “Thumb” of Michigan and is the county seat for St. Clair County. The city has a total approximate area of 12 square miles and had a population of 30,184 at the 2010 census. The population density was 3,736 inhabitants per square mile with 3,871 housing units. The racial makeup of the city was reportedly 84% White, 9% African American, 4% Hispanic and 3% from other races. The average household size was 2.42, and the average family size was approximately 3. Located along the St. Clair River, it is connected to Point Edward, Ontario in Canada via the Blue Water Bridge. The city features a historic downtown area, boardwalk, marina, museum, and lighthouse.

Port Huron operates under the council-manager system of government with an appointed city manager and elected city council. The city manager is responsible for the organization of the administrative branch and has the power to appoint and remove administrative officers who are responsible for the operation of departments that carry out specific day-to-day operations of the city. The City Council consists of seven elected officials, a mayor and six council members. Council members serve staggered four-year terms, and the mayor serves a two-year term. The mayor is the presiding officer of the council.

2. Agency Profile The Port Huron Police Department was formed in 1881. The force was governed by a four-person police commission, which was appointed by the city’s council. James Gaines was the agency’s first full-time police chief. He led a police force of eight officers, whose primary responsibility was to maintain order.

By the 1920’s, the Port Huron Police Department had grown to 29 full-time police officers. One of the major efforts during this period was dealing with the large number of smugglers who transported illegal Canadian whiskey across the border into a prohibition dry United States. Almost nightly, local police and federal agents seized contraband from boats and cars. The St. Clair River bottom is littered with “rum runner” automobiles that tried to drive across the border during the winter on the thin, treacherous ice that formed south of Port Huron.

In 1936, a gunfight involving Port Huron Police officers and St. Clair County Sheriff’s deputies received national attention but ended with the fatal wounding of a sheriff’s

MLEAC ONSITE ASSESSMENT REPORT 4 PORT HURON POLICE DEPARTMENT deputy and a man by the name of Herbert Youngblood. Herbert Youngblood had recently broken out of Illinois prison with John Dillinger. It is believed that both Youngblood and Dillinger fled to Port Huron and were planning to cross over into Canada. After receiving a tip from an informant, a squad of officers closed in on a house on the southern edge of Port Huron. A violent gun battle erupted. Afterwards, a deputy lay dead, another wounded, and Youngblood lay dying. He told the police that Dillinger had just left the house prior to the shooting and was still in the area. However, Dillinger was never found. Youngblood died a short time later in Port Huron Hospital.

The Port Huron Police Department has been accredited through the Commission on Accreditation for Law Enforcement Agencies (CALEA) since 1995. The agency received it’s initial accreditation with the Michigan Law Enforcment Accreditation Commision in 2018. The agency is fully committed to the accreditation process, including active participation with other agencies seeking accreditation status.

Currently, 57 officers and 20 civilian employees make up the Port Huron Police Department. Chief Joseph Platzer is the 30th Chief at the Port Huron Police Deaprtment. His son currently is a cadet for the agency as well.

3. Future Issues The police department currently is located in the ground level of the Port Huron City Hall. The space is limited, and staff work in cramped quarters. Chief Platzer indicated it is a top priority to find a more adequate space for the deparmtent. There are no current plans for location, renovation, or new construction. It is evident that the current space in not adequate. During the on-site, it was evident to the assessors that employees were working in close quarters. Also, in the evidence processing area, assesors observed a consistent drip of water from the ceiling, which was being captured in a bucket.

4. CEO Biography Joseph A. Platzer is the Chief of Police with the Port Huron Police Department. Chief Platzer has been a law enforcement officer for over twenty nine years and is a lifelong resident of Port Huron.

Chief Platzer started his career in 1988 as a Police Cadet and then rose through the ranks as Police Officer, Detective, Sergeant, Detective Sergeant, Road Lieutenant, Detective Lieutenant, Administrative Lieutenant, Captain, and then Chief.

Some of the other assignments that Chief Platzer has held are: Special Response Team Member/Supervisor, Field Training Officer/Supervisor, Special Crimes Unit Member, Drug Task Force Officer, Major Crimes Unit Supervisor, Subject Control- Range Officer/Supervisor, Evidence Technician, Explorer Advisor, and was a part of the POAM Executive Board.

Chief Platzer is an adjunct facility instructor at the St. Clair County Community College where he teaching criminal justices classes and instructs on Officer Involved Shootings through The Rossow Group.

MLEAC ONSITE ASSESSMENT REPORT 5 PORT HURON POLICE DEPARTMENT

Chief Platzer is a high school graduate of Port Huron High School and has earned an Associate’s Degree in Criminal Justice from St. Clair County Community College, a Bachelor’s Degree in Public Administration from Eastern Michigan University and a Master’s Degree in Public Administration/Criminal Justice from the University of Michigan – Flint.

Chief Platzer is a graduate of the FBI National Academy, Class #268, FBI Michigan Police Executive Development Seminar, Michigan State University Staff and Command, Macomb County Community College Center for Police Management and Leadership Studies, and Macnlow’s Police Supervision.

Chief Platzer’s biggest career accomplishment is being able to lead the best police department in the State of Michigan and being allowed to proudly serve alongside the greatest 57 sworn and 20 non-sworn members that make up the Port Huron Police Department.

5. Noteworthy Programs

Community Outreach Center The Port Huron Police Department community outreach centers are used as a place for citizens to get to know officers on a personal level and ask questions. The centers are located in community housing projects in both the North and South ends of the city. The Police department partnered with Port Huron Housing Commission to share office space to bring police officers into the neighborhoods and closer to the citizens. Our officers are able to use the center to interview victims or to type up reports without having to leave their assigned beat. Our Community Services Officer has received positive feedback from the residents in the neighborhood. They have stated that they are happy to see officers back on foot walking around their neighborhood. They have also said that patrol cars being in the area have helped with the vehicles speeding on their streets. The department has also partnered with the Department of Health and Human Services to utilize the centers as places that supervised family visits can take place for children currently in foster care.

Mobil Crisis Unit St. Clair County Community Mental Health started the Mobile Crisis Unit started in 2016 to provide necessary services to people experiencing symptoms of mental health, substance abuse, or issues related to intellectual and developmental disability that places them at risk of harm to themselves or others, at risk of neglecting their basic needs, or places them at risk of incarceration, or hospitalization. Mobile Crisis Unit services are available 24 hours a day, 7 days a week, and are provided in the person’s environment or any other locale where the crisis occurs. Persons may be self- referred or referred by law enforcement, schools, other medical facilities, or other natural supports. The team serves both adults and children. The Mobile Crisis Unit will respond to any location in the county and conduct a face-to-face assessment once safety has been established, which may include the cooperation of law enforcement. Response time once the team is contacted is within two hours. The team will stabilize the crisis if possible and has the capability of referral to a group home bed, homeless shelters, and other immediate resources that may be indicated.

MLEAC ONSITE ASSESSMENT REPORT 6 PORT HURON POLICE DEPARTMENT Hometown Hero Program The Port Huron Police Department strives to hire qualified individuals for police officers that is a representative of the community and have a vested interest in the community.

The cadet program will be a building block for identifying, training and observing future potential police officer candidates. The Hometown Hero Program is not just for Cadets, but all St. Clair County citizens who meet the criteria and applicable standards to qualify for this program. At the discretion of the Chief of Police, Cadets that have proven to be exemplary employees will be selected to participate in the Cadet to Police Officer Hometown Hero Program.

The Cadet(s) must be able to meet the criteria set forth by the selected academy for incoming recruits. The Cadet(s) must be able to meet the hiring criteria set forth by the Port Huron Police Department. Cadets in the program will be retained as employees with the Port Huron Police Department at the grade of cadet, with hours of work assigned on the weekend while attending the academy.

Cadets entering the program will be required to sign documentation indicating their commitment to the Port Huron Police Department for five (5) years beyond graduation of the police academy. Additional documentation indicating a release of information from the academy to the Port Huron Police Department must be signed by the participant prior to entering the academy. The Police Department will monitor regularly the standing of the cadet in the academy and reserves the right to remove the cadet from the program for unsatisfactory work and/or academy performance.

Participants will receive funding to pay for academy costs, which is through Community Foundation of St. Clair County. Additional funding for academic supplies may be available and distributed at the discretion of the Police Department. Funds will be distributed to the participant directly or to an approved vendor.

Participants will not receive wages or benefits for their attendance at the Police Academy but may still be employed as Police Cadets on a part-time bases during the academy period.

Participants must understand and sign documentation acknowledging that they are attending the academy on their own personal time.

As of December 2020, the Port Huron Police Department has successful put through the academy and hired 5 Port Huron Police Officers through the Hometown Hero Program.

Chief’s Community Resource Champions (CRC) Chief’s CRC is a voluntary coalition of community members from our neighborhoods, churches, business community, and law enforcement leaders from the Port Huron Police Department that represents the Port Huron community. The purpose of gathering this group of community leaders is to purposefully engage in serious ongoing dialogue in an effort intended to inform and address the issues that often intersect the citizens and the Port Huron Police, and to project transparency to the community of which we all serve. Some of these issues may include: allegations of racial profiling, allegations of police misconduct, other bias based profiling (religious, cultural, gender),

MLEAC ONSITE ASSESSMENT REPORT 7 PORT HURON POLICE DEPARTMENT operational activities of the PHPD, provide community members training in PHPD procedures, and discuss high profile incidents that may occur within or about our community and country.

There are 16 CRC members who represent the following community organizations: Port Huron Chapter of the NAACP , St. Clair Organizing for Racial Equity (SCORE), Director of Operation Transformation, Local Church Pastor and Port Huron Police Department Chaplin, Port Huron Area School District, St. Clair County Community College, Community Foundation, Port Huron Residents and Port Huron Police Volunteer In Police Service, Blue Water Young Professionals, St. Clair County Community Mental Health, Acheson Ventures, Black Lives Matter, and Port Huron Business Owners. The Chief’s – CRC meets quarterly on the 3rd Wednesday of the month for 2 hours. Since the beginning of the CRC, which started in September 2020, CRC members have met twice and has been well received by all members.

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

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.

The public telephone line was active on Tuesday from 2:00 PM – 4:00 PM. The telephone line was tested and found to be functional. Six (6) calls were received during the call-in period:

Shery Archibald (810) 434-4559 Sherry Archibald is the current Mayor Pro-Tem for the City of Port Huron. She has served on city council for 11 years. Ms. Archibald said PHPD has a wonderful relationship with the city council. The department is very professional and well liked within the community. Archibald was impressed with the regular meetings Chief Platzer has with various stakeholders in the community. Archibald was unsure how frequently they met; however, she said the meetings were essential in building trust in the community. Archibald believed there were representatives from the Port Huron Chapter of the NAACP, BLM, LBGTQ community, business community, non-profits, and religious organizations. Archibald said officers have a huge presence in the community. She said they are in the schools, attend events in uniform and at events out of uniform on their own time. She said the officers are always approachable.

Ms. Archibald fully supports the agency becoming reaccredited.

Julie Davis (810) 300-1666

MLEAC ONSITE ASSESSMENT REPORT 8 PORT HURON POLICE DEPARTMENT Julie Davis is the Director of Human Resources at the City of Port Huron. Davis said PHPD has always had great a great Chief of Police. Each one has made the department better in their own way. She said the department is very strict with the officers and very seldom does she have to deal with something negative out of the police department. She said most of her interaction with the department is the command staff approaching her with ideas on how to implement new ideas to improve the department. The most recent idea was about creating a fitness program. Ms. Davis said she also serves as the chief negotiator for union contracts. She said the union has been understanding contract negotiations and are cooperative. Ms. Davis said the recent turnover is related officers reaching retirement age and a change in benefits. She believes the department is great from top to bottom.

Ms. Davis supports PHPD becoming reaccredited.

Debbie Johnson (810) 985-8900 Debbie Johnson is the Director of Community Mental Health for St. Claire County. Ms. Johnson said CMH has had a great relationship with PHPD throughout the years. She described their relationship as very collaborative. Each year they provide a mental health first aid training to PHPD. Two other programs Ms. Johnson brought up where they collaborate is the Mobil Crisis Unit and the Hope Not Handcuffs Program.

Ms. Johnson said the Mobil Crisis Unit supports PHPD by sending out trained clinicians directly to the scenes of police calls where someone is experiencing a mental health issue. The clinicians will respond to the scene or to the hospital if the officer needs to transport the individual. The Hope Not Handcuffs program was launched in January 2020. Persons struggling with any drug or alcohol addiction can come to the Port Huron Police Department when the lobby is open and ask for help, however, if a person is asking for help outside of normal business hours they will not be turned away. They will be greeted with support, compassion, and respect. A police officer will contact an Angel who will arrive and begin guiding the person through a brief intake process to ensure proper treatment.

Ms. Johnson support PHPD becoming re-accredited.

Tim Raker- Chief of Police, City of St. Clair Tim Raker is a retired Sergeant from Marysville PD and now is the Chief at the City of St. Claire. Chief Raker said PHPD is a great resource and partner to his department. They are always willing to help with major cases, fatal accidents, and mutual aid for big events. Chief Raker said he can always depend on the officers at PHPD to assist with investigations and help see them through to the end. Chief Raker does not always get the same level of commitment from other agencies.

Chief Raker said he appreciates the weekly Chief’s breakfast meetings (pre-COVID) that are facilitated by PHPD. It allows the local chiefs to maintain and open line of communication.

Chief Raker supports PHPD becoming re-accredited.

MLEAC ONSITE ASSESSMENT REPORT 9 PORT HURON POLICE DEPARTMENT Jake Shultz- Preferred Towing Jake Shultz is the owner of Preferred Towing and has been the City’s contract wrecker service for 3 years. Shultz said he works with all different law enforcement agencies. He said PHPD officers always do everything by the book.

Mr. Shultz said he fully supports PHPD becoming re-accredited.

Pete Lacey Mr. Lacey is the Vice President of Students for St. Clair Community College. Mr. Lacey described the school’s relationship with the Police Department as very helpful and positive. The Department has a Resource Officer assigned to the College. The College has a Criminal Justice program. Officers from the Department and the Chief teach classes at the College. The program is set up for students to transfer to Ferris State University to finish their degree. Mr. Lacey stated that Port Huron is very helpful with students who need internships and several of the Cadets attend the College. The College has student housing within the City of Port Huron. Mr. Lacey stated that the Department is very helpful with any issues there, and he is always satisfied with the response to situations. Mr. Lacey fully supports the agency’s efforts to become state reaccredited.

2. Correspondence

The assessors received no copies of correspondence regarding the reaccreditation process.

3. Media Interest

There were no inquiries from the media to assessors regarding the on-site.

4. Community Outreach Contacts

VIP Marcus Middleton Interview conducted in person with Assessors. Middleton is a member of the Port Huron VIP Program. He has been the liaison between the civilians (VIP) and the officers for 7 years. Middleton was very proud to be a part of the Port Huron Police Department and spoke very highly of the VIP program. Middleton said they help with traffic during parades, special events, and participate in ride-a-longs. Middleton stressed they are not replacements for police officers but rather an extra set of eyes and ears. Middleton said all the PHPD officers care about the community and their job. He is very proud of them and supports the agency becoming re-accredited.

City Manager James Freed Interview conducted in person with the Assessors. City Manager Freed spoke very highly of the PHPD. He said the department has done an excellent job of cultivating leadership within the ranks. This has led to culture where supervisors and the CEO are developed within the agency. Freed commended Chief Platzer on the agency’s history of building relationships within the community. He highlighted the Chief’s Leadership Board meetings that Chief Platzer participates in and the various community outreach programs. Freed said this has paid off significantly in building community trust and support. Recently, the City of Port Huron sought a 3-mil public

MLEAC ONSITE ASSESSMENT REPORT 10 PORT HURON POLICE DEPARTMENT safety millage, and it was overwhelming approved by the citizens. Freed attributed the support to relationship the department has cultivated before issues arrived. Freed had the opportunity to participate in a MILO demonstration and was impressed by the training it can provide. He recently approved the purchase of a MILO system for the department.

Theo Kerhoulas, Acting Superintendent of Port Huron School District Interview conducted in person with Assessors. Kerhoulas is currently the acting Superintendent of the Port Huron School District. He spoke very highly of the relationship between the school district and the police department. Kerhoulas described himself as a huge advocate for PHPD and said the agency is Top Notch! Kerhoulas said the SROs from PHPD have been great. They have one at each of their high schools. The SROs have contributed to a safer school environment. PHPD and Port Huron Public Schools worked together to provide ALICE training to all the staff members and students. This has allowed the schools and police department to be on the same page when it comes to an active shooter incident. Kerhoulas is supportive of PHPD receiving their re-accreditation.

Pastors Kevin and Jessica Totty Interview conducted in person with Assessors. The Tottys are Police Chaplains with the Department. They are very happy to be involved with the agency and see it as a positive interaction with the community. They believe that the Chief and all the members of the agency have a strong commitment to the community. They believe that the interaction with the community is the only way to develop real change. They described the Chief and members of the agency as “authentic” with citizens and expressed how important that was to them. They stated that the members of the agency felt comfortable with them and sometimes call them for counsel, a service they are happy to provide. Mr. Totty stated that he and the Chief have each other’s cell phone numbers and know that they can call each other for assistance at any time.

Prosecutor Michael Wendling Interview conducted in person with Assessors. Mr. Wendling is the elected Prosecutor for Saint Clair County. He stated that in his time with the Prosecutor’s Office there has always been a good relationship with the Port Huron Police. He stated that PHPD sets a great standard for other agencies to emulate. He stated that PHPD was a very progressive department and was always willing to attempt new ways of problem solving. He supports the agency remaining accredited.

Sheriff Mat King Interview conducted by conference call with Assessors. Mr. King is the newly elected Sheriff of St. Clair County. He has been with the agency for 22 years in various positions, including Captain of Road Patrol. He stated that the Sheriff’s Office and PHPD have always had an excellent working relationship. There are several special assignments, such as the Drug Task Force, where both agencies work together, and it has been a successful collaboration. He stated that PHPD Officers and SCC Deputies are always willing to assist each other when needed. The Sheriff’s Office has one SRO in Port Huron Schools and PHPD has 2, he stated that the 3 work together and often function as a team. The Sheriff stated that PHPD is a great partner and it is unique how everyone works so well together.

MLEAC ONSITE ASSESSMENT REPORT 11 PORT HURON POLICE DEPARTMENT 5. Agency Ride-along

Assessor Silverthorn did a ride-along with Officer Washkevich. He was very courteous and professional. He demonstrated a thorough knowledge of the agency’s policies and directives. He was knowledgeable and spoke highly of the agency, his coworkers, and command. She spoke about being with the department before accreditation and then after accreditation. He has been with the Department for approx. 18 months. He found that accreditation very helpful, especially while he was in FTO, because there was a set list of tasks and standards to train toward.

The officers work 12-hour shifts split as day and night, 0600-1800, 1800-0600. Each shift is assigned a Sergeant and a Lieutenant, only one may be off at a time, always resulting in command presence. The officers use the CLEMIS activity log programs which measures the amount of accounted for time. Washkevich gave a tour of the city and demonstrated the diversity of housing, retail, and industrial related to shipping. He also showed the sub-station location.

Assessors also attended a night shift roll call conducted by Sergeant Peczeniuk. He gathered his shift in the garage area, issued BOL’s, discussed recent problem areas that require extra patrol, and covered training topics related to officer safety. He and his shift appeared to function as a team with all being aware of their roles and responsibilities.

F. Essential Services:

Chapter 1 – The Administrative Function:

Direction of Personnel All written directives are issued by the Chief of Police, or designee. The Chief, or designee, reserves the authority to issue, modify, repeal, amend, revise, revoke, or approve any of the rules, written directives, policies, and procedures. The overall written directive system was clear and understandable. The directives were constructed in a logical manner with employee duties and responsibilities clearly defined, including constraints on employee actions and expectations. The agency uses PowerDMS which allows for the policy to be disseminated for review by staff prior to issuance.

Fiscal Control The agency maintains four cash accounts.

A petty cash account is maintained within the agency headquarters by shift command. A petty cash fund transaction ledger is maintained by the fund manager that documents all filing of invoices, receipts, cash transfer forms, and expense reports. A quarterly audit of this fund is conducted by the Detective Lieutenant.

A confidential informant account is maintained within the agency headquarters by shift command. A confidential informant fund transaction ledger is maintained by the fund manager that documents all filing of invoices, receipts, cash transfer forms and expense reports. A quarterly audit of this fund is conducted by the Detective Lieutenant.

MLEAC ONSITE ASSESSMENT REPORT 12 PORT HURON POLICE DEPARTMENT A confidential informant account is maintained within the agency headquarters in the Detective Lieutenant’s office by investigations command. A confidential informant fund transaction ledger is maintained by the fund manager that documents all filing of invoices, receipts, cash transfer forms and expense reports. A quarterly audit of this fund is conducted by the Detective Lieutenant.

The Department maintains a fund in the Records Division. All funds are tracked through receipts. Activity and funds are verified daily; a $50.00 balance is maintained to make change. At the end of each business day, all receipts, and cash in excess of the $50.00 change bank, is turned into the city accounting department.

All funds required special authorization from the Chief of Police or authorized designee to exceed established expense limits.

Internal Affairs The agency will accept and investigate all complaints, even those made anonymously. Internal affairs investigations are assigned to a command officer, who has the authority to report directly to the Chief of Police. The agency has a well-defined process from the receipt of a complaint through the final disposition and notification to the citizen.

During the 2018 assessment period the agency had 55 potential disciplinary proceedings:

 Written Reprimand: 2  Notice of Infraction: 13  Verbal Warning: 8  Verbal Counseling: 29  Resigned: 2  Suspensions: 2

During the 2019 assessment period the agency had 45 potential disciplinary proceedings:

 Written Reprimand: 1  Notice of Infraction: 3  Verbal Warning: 0  Verbal Counseling: 40  Resigned: 1  Suspensions: 0

The 2020 assessment period has not yet concluded.

No training needs were identified beyond the current training plan. The agency uses training and counseling in lieu of discipline when appropriate.

The Disciplinary Process 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 agency. The agency is well disciplined and has procedures to apply training and counseling in lieu of punitive employee discipline. The agency has an appropriate appeal and grievance process in place with established timelines.

MLEAC ONSITE ASSESSMENT REPORT 13 PORT HURON POLICE DEPARTMENT

There were no grievances filed as a result of discipline during the assessment period.

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, and the Constitution of the State of Michigan. All agency personnel acknowledge a code of ethics and receive ethics training. Bias-influenced policing is strictly prohibited by the agency. There is a clear definition for bias-influenced policing including the reliance on characteristics such as race, ethnicity, national origin, religion, sex, sexual orientation, gender identity or expression, economic status, age, cultural group, disability, or affiliation with any non-criminal group as the basis for providing differing law enforcement services or enforcement.

The agency 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. There were no harassment complaints filed during the assessment period.

The agency is comprised of the three Divisions: Patrol, Investigations, and Administrative. Each Division is commanded by a Lieutenant, who are supported by assigned staff. All Divisions report to the Captain, who serves the function often referred to as an Assistant or Deputy Chief. The Captain reports to the Chief of Police.

The agency currently has 52 sworn personnel and 18 civilian staff members. The make of the agency consists of:

1 Chief of Police 1 Captain 6 Lieutenants 6 Sergeants 5 Detectives 41 Police Officers 1 Crime Analysis – Property/Evidence 1 Records Supervisor 6 Records Clerks 8 Cadets (Part Time)

The agency responded to over 30,000 call for service each year of the assessment period. Multiple special assignments include School Resource Officer, Drug Task Force, Major Crimes Unit, Special Response Team, Field Training Officer, Honor Guard, and Crisis Negotiations.

The agency also has access to supervisory personnel on a 24-hour basis; there is always a supervisor on-duty. In the absence of the Chief of Police, the Captain is designated to act in the Chief’s place.

Agency Equipment and Property Agency personnel are responsible for all equipment issued to them or physically under

MLEAC ONSITE ASSESSMENT REPORT 14 PORT HURON POLICE DEPARTMENT their control. It is the responsibility of the employee to maintain all law enforcement related equipment in an operational state and report any malfunctions, damage, or loss of equipment immediately to their supervisor. The agency maintained all stored equipment in a state of readiness.

The wearing of body armor is mandatory for all sworn personnel, and there are additional requirements to wear body armor while engaged in pre-planned and high-risk operations. All sworn personnel are responsible for the maintenance of agency-issued equipment.

Public Information The agency has a comprehensive Media Relations Policy. Lieutenants are the authorized Public Information Officer and the designated point of contact for the media. A well-defined process is in place for posted press releases.

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 the Records Division. Access is gained by key card. The Chief of Police or authorized designee determines what personnel may have access. Juvenile records are kept designated as such in the CLEMIS records management system. Physical juvenile case files are appropriately labeled and locked within a secured records storage area within the School Resource Officers office. There are extra security measures for non-public records in the system as well.

All freedom of information requests are handled by the agency’s Records Bureau. 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 using the DeWolf FTO method. Recruit officers in field training rotate shifts and assigned field training officers in an attempt to expose them to all shifts. Field training officers are properly selected and trained through a documented process. The Chief of Police or authorized designee makes the final determination of selection of field training officers. The field training program is properly supervised by the Captain.

Newly promoted personnel or personnel newly appointed to a specialty assignment receive training consistent with new responsibilities and tasks. The agency has a remedial training policy. During the assessment period remedial training was conducted. No other training needs were identified during the assessment period. Specific required annual training topics were properly identified in the written directive. The agency conducts mandatory

MLEAC ONSITE ASSESSMENT REPORT 15 PORT HURON POLICE DEPARTMENT training annually to accomplish the required training, review of material, and assessments. Annual training included firearms, hazmat, use of force, blood borne pathogens, Taser, incident command, and ethics.

Authorization and Use of Agency Weapons and Ammunition The Chief of Police is the authorizing authority for weapons and ammunition, 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. The agency has a written procedure on removing unsafe weapons and provide a replacement if repairs could not be made that met accreditation standards. The agency provides use of force training, firearms, less lethal weapons, and unarmed subject control, at the minimum, yearly. Training is provided by qualified instructors and proficiency must be demonstrated by the officer. A procedure for remedial training is in place for officers unable to qualify or meet minimum standards.

Chapter 2 – The Personnel Function

Personnel Benefits and Responsibilities The agency has a written directive outlining the employee assistance program. The employee may seek assistance or can be recommended to seek assistance by supervisory personnel. Any referrals to the E.A.P. will be kept confidential. The agency has a detailed written directive outlining the steps to be taken in the event of a line of duty death including incorporating a voluntary personal information packet to be referred to in the event of a line of duty death or serious injury. The packet is kept confidential in the administrative assistant’s office.

Secondary employment otherwise described as off duty employment is allowed at the approval of the Chief of Police. The approval is conditional and may be revoked by the Chief if it is determined the secondary employment may be detrimental to the agency or the member involved. Extra duty employment is prohibited.

The agency has a detailed written directive indicating the procedures for employees involved in crashes and subsequent responsibilities for the supervisor on duty. Following the administrative investigation and review, the Supervisor will make recommendations after receiving feedback from the township risk management. Recommendations may include training, policy change, discipline or equipment change. The Chief of Police shall be notified by the on-duty shift commander regarding any accidents resulting in personnel injury where a department motor vehicle was involved.

The agency has a comprehensive exposure control and reporting policy to include appropriate follow up mechanisms for the exposed employee. Additionally, the written directive establishes a supervisory meaningful review of all employee injuries or exposures which culminates into recommendation for policy change, additional training and/or discipline.

Performance Evaluations The agency utilizes a defined performance development and review system. Supervision meets with employees on a yearly basis to conduct an overview of the employee’s performance based on their applicable job description standards. The agency uses a standard rating scale of “Unacceptable” through “Outstanding”. All levels of performance

MLEAC ONSITE ASSESSMENT REPORT 16 PORT HURON POLICE DEPARTMENT are discussed at the annual meetings. The employee is provided a copy of the evaluation and there is a process in place for contesting the evaluation should the employee disagree with the supervisor’s findings. The employee’s performance evaluations are maintained in accordance with the records retention schedule. The agency utilizes Guardian Tracking, a computer software system used to track both employee performance as well as to identify early warning indicators. The system automatically notifies an employee’s supervisor of early warning indicators. There is a protocol in place to address early warning identifiers to include referral to the employee assistance program.

Promotion of Sworn Personnel The agencies promotional system is regulated by current contractual language. To meet eligibility requirements for Lieutenant and Sergeant positions, the employee must be off probation on the date of testing. The testing process consists of a written test, oral interview and consideration for seniority and education.

The agency uses a defined formula in the process. Special assignment selection is based on outlined criteria including productivity, personal skills, technical skills, and seniority. All non-probationary employees are permitted to seek special assignment. All candidates are then subjected to an oral board consisting of command personnel who will make their recommendation to the Chief of Police, who makes the final selection.

Recruitment of Sworn Personnel The recruitment plan contains a clear statement that the agency is committed to equal opportunity which is reflected in the township’s application for employment form disseminated by the Human Resources Department. The written directive indicates all members of the agency are considered recruiters in their day-to-day contacts with the community and the role model that they present. The written directive reflects recruiting activities will continue throughout the year and that personnel specifically assigned to recruiting duties will receive training regarding procedures, cultural diversity and applicable state and federal laws. The recruitment plan is reviewed on an annual basis by the Captain and Chief of Police.

The Department demographics as of 2020 are: 54 Sworn 19 Non-Sworn 2 African American 70 Caucasian 1 Hispanic 8 Female Sworn 46 Male Sworn 12 Female Non-Sworn 7 Male Non-Sworn

Selection of Personnel The agency has a complete written process for the selection of full-time personnel, which includes written testing administered by the Department. Candidates must score a 70% or higher to move on in the hiring process. Remaining candidates will be subjected to an oral interview.

MLEAC ONSITE ASSESSMENT REPORT 17 PORT HURON POLICE DEPARTMENT

The remaining candidates may receive a conditional offer of employment upon completion of an interview with the Chief of Police. These candidates are placed in a pool and may be selected regardless of specific scores or individual tests.

The final offer for employment is contingent on successfully completing a medical examination, psychological exam, drug testing, and a comprehensive background investigation. The background investigation consists of fingerprinting, a driver’s license check and personal reference contacts at a minimum.

Reserve Officers and Civilian Volunteers The agency does not employ Reserve Officers but does have a Cadet program. The agency provides for a defined selection criterion and conducts background checks on all candidates. If selected, candidates must successfully complete a training program. Cadets primary function is to staff the front desk of the Department but are to assist in any and all police duties as directed. Cadets are issued uniforms to be worn in accordance with the uniform policy.

The agency maintains a Volunteers in Police (VIP) Program. The VIP is utilized in incidents where a significant draw on agency resources is experienced. VIP members are screened based on a criminal history check as well as a driving status and records check. The VIP team is supervised by the Administrative Lieutenant who oversees the program. They are deployed in situations such as community events, natural disasters, and missing persons. VIP members are issued uniforms to be worn in accordance with the uniform policy. VIP members are not permitted to participate in any events until they have completed a training program consisting of classroom and practical exercises.

Chapter 3 – The Operations Function

Arrest, Search and Seizure The City of Port Huron Police Department is a full-service agency with arrest powers. The agency and its policies follow the U.S. Constitution in relation to arrest and 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 the St. Clair County Detention and Intervention Center for processing and lodging. Breathalyzers for Operating While Intoxicated (OWI) arrests are also conducted at the Center.

The agency only conducts strip searches when an arrestee is arrested or detained for a felony or misdemeanor and there is reasonable cause to believe the suspect is concealing a weapon, controlled substance, or evidence of a crime. The person conducting the strip search does so only under written authorization by a command officer in charge who has been designated this authority by the chief of police. The strip search must be conducted by person of same sex. Body cavity searches are not conducted by department personnel, but rather by qualified medical personnel at a proper medical facility with a search warrant.

MLEAC ONSITE ASSESSMENT REPORT 18 PORT HURON POLICE DEPARTMENT Interview and Interrogation The City of Port Huron Police Department has established procedures for compliance with contemporary criminal procedural requirements related to interviews, investigative detention interviews, and interrogations. The agency has an interview room located on the premises that has audio and video recording capability. Officers requiring assistance are directed to use the phone directly outside the room, verbally or physically summon the officer monitoring the interview. The agency can watch the interview from a computer station just around the corner from the primary interview room. The agency’s written directive indicates that investigative officers are encouraged to use the agency’s audio and video taping capabilities for purposes of recording statements and confessions in an overt or covert manner consistent with state law.

Use of Force The agency completed a detailed meaningful review of the 195 use-of-force incidents for the evaluation period (2018 & 2019). The report went into detail, outlining the past five- year history, and shows a thorough understanding of what has occurred in the agency as it relates to the community. There was one instance of deadly force used by an officer in 2019. The suspect was shot by the officer 3 times as he charged at him with a knife. He survived the gunshot wounds and was charged with several felonies. The officer was cleared and justified in his use of deadly force. Officers involved in the incident were removed from duty until a meaningful review of the incident and their fitness for duty was approved.

Communications The City of Port Huron Police Department contracts with the St. Clair County Central Dispatch Authority for all emergency calls for service and all after-hour calls for service. The onsite team did not tour the facility due to COVID-19 concerns. All recordings are retained for one year from the date/time of record, unless requested by the department for longer retention. Review of the tapes are limited to personnel with a legitimate and official need.

The Communications Center 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. It is tested under full load one to two times annually. The Communications Center is equipped with an Uninterruptible Power Supply (UPS), which is designed to bridge the gap between the power outage and when the generator provides power.

All dispatchers are trained in emergency medical dispatch. The Communications Center provides dispatch services for the City of Port Huron and surrounding communities.

Field Activities The City of Port Huron Police Department policy allows for pursuits by officers who follow the guidelines in the policy. The agency employs stop sticks as a method to terminate vehicle pursuits. The written directives were updated to prohibit roadblocks, boxing, pit maneuvers and/or intentional collisions unless the escape of the suspect would place the public in jeopardy of life-threatening injury or death. A meaningful review is conducted on all vehicle pursuits. All reviewed pursuits were compliant with established policy and procedures.

MLEAC ONSITE ASSESSMENT REPORT 19 PORT HURON POLICE DEPARTMENT The City of Port Huron Police Department has directives in place to provide direction to offices on how to recognize emotionally impaired persons, persons suffering mental disturbances or emotional crisis. Their directive provides clear direction for officers on dealing with these subjects and how to direct them to mental health resources whether it is voluntarily or involuntarily. Officers receive triennial refresher training on interacting with people who have mental illness or are emotionally impaired.

The City of Port Huron Police Department has in-car computers available in each patrol vehicle, accessible to each patrol officer. The agency has video/audio recording equipment in their police vehicles. All retention of evidence follows policy and the state retention guidelines.

The City of Port Huron Police Department has a comprehensive foot pursuit policy that meets the MLEAC standard. A meaningful review is completed on every foot pursuit, and an annual analysis is created on all foot pursuits in the aggregate. During the assessment period the agency had 17-foot pursuits (2018 & 2019).

The City of Port Huron Police Department has occupant seat belts/safety restraints in all their vehicles. All members of the agency and prisoners are required to use the safety restraint systems in the vehicles.

On Tuesday evening, assessors attended the patrol briefing. There was a free exchange of information regarding current issues that needed to be addressed, tips received over the past 24-hours and intra-agency information sharing issues.

Traffic Safety and Enforcement The City of Port Huron 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.

Homeland Security/Critical Incidents The agency has a critical incident system in place, which includes command, operations, planning, logistics and fiscal responsibility. The agency hosts a series of annual events, each with a well-drawn plan outlining all aspects of the Incident Command System. The agency completes detailed after-action reports. Annual events include the Blue Water Festival (Boat Night), the Chilly Festival, and Pre- Race Night.

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 workload. 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. Assessor Silverthorn spoke to Sergeant Gilbert, he was able to demonstrate report approval, assignment, and answer all questions as they relate to policy.

MLEAC ONSITE ASSESSMENT REPORT 20 PORT HURON POLICE DEPARTMENT Crime Scene Processing The agency has evidence technician personnel, detectives, and accident investigators available 24-hours a day. The agency has members trained as evidence technicians and has a call out system in place. Accident investigators are available 24-hours a day by way of call out. Assessors spoke to Sergeant Bean who detailed the Accident Investigations process and equipment. The MSP Sterling Heights Forensics Laboratory is used for evidence processing.

Storage of Evidence and Property Appropriate policies are in place for property processing and evidence collection. 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. 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 met with Melissa Jacobs who gave a tour of the property areas and explained the processes.

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 general investigations policy and a special investigations policy. During the assessment it was discovered the City of Port Huron Police Department did not have a written directive requiring the “Protection of the identity of informants as allowed by law.” The accreditation manager and command staff quickly made an update to their written directive to include this. The City of Port Huron Police Department oversees a special response team with members of the City of Port Huron Police Department, Fire Department and Mayfield Police Department. The Neighborhood Enforcement Team (NET) is a collaborative law enforcement initiative aimed at major crime investigation. The department participates in the countywide Drug Task Force facilitated via the St. Clair County Sheriff Department and funded by a special millage. The City of Port Huron Police Department has a confidential fund for the payment of informants. Their criteria for payment are quite broad. The assessors recommended defining the activities of informants that qualify for payments.

Chapter 5 – The Arrestee/Detainee/Prisoner Handling Function:

Transporting of Arrestees/Detainees/Prisoners The Department has established policy and procedure in place to include searching vehicles and subjects prior to transport. Subjects are secured in caged vehicles and seat belts are utilized in compliance with State law.

MLEAC ONSITE ASSESSMENT REPORT 21 PORT HURON POLICE DEPARTMENT The agency has a system to allow the rear seat belt to be fastened to a receptacle on the cage, rather than having the officer reach across the arrestee. Assessors toured a patrol vehicle and observed the safety measures in place.

Processing of Arrestees/Detainees/Prisoners The Department maintains a processing area. Appropriate weapon control policies and procedures are in place. Policy does not allow arrestees to be secured to a fixed object.

This area is still monitored by closed circuit cameras and has an open mic in case of emergency which is monitored by the front desk. There is also a panic alarm available to summon assistance.

Holding of Arrestees/Detainees/Prisoners The Port Huron Police Department does not have a temporary detention room/area. Standards 5.3.1 – 5.3.5 were approved “Not Applicable” by MACP Accreditation Program Director.

G. Applied Discretion Compliance Discussion:

This section provides specific information on those standards found to be in compliance after on-site adjustments were made. Adjustments may include modifying agency policies and directives, creating documentation and alteration of the physical plant.

Standard 3.5.3 ISSUE: The standard requires the criteria for the use of roadblocks, boxing in, or heading off vehicles. The written directive did not provide criteria for each of these.

ACTION: Policy was corrected onsite and is a non-issue.

Standard 4.5.3 ISSUE: The standard requires the written directives to minimally include that the protection of the identity of informants as allowed by law.

ACTION: Policy was corrected onsite and is a non-issue.

H. Standards Noncompliance Discussion:

The agency had 0 standards in noncompliance.

I. Future Performance / Review Issues:

The assessors did not identify any future performance or review issues during the assessment.

J. 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

MLEAC ONSITE ASSESSMENT REPORT 22 PORT HURON POLICE DEPARTMENT 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 5.3.1 – 5.3.5 Holding of Arrestees/Detainees/Prisoners

K. Summary and Recommendation:

A thorough review of the files for compliance was conducted, supported by observations and interviews. It was determined that the agency was in compliance with all of the established accreditation standards, with exceptions noted. Accreditation is recommended.

Aaron Sawyer, Team Leader Date: December 14, 2020

Reviewed and approved to be scheduled for a hearing before the MLEAC.

Neal Rossow, Program Director Date: January 15, 2021