City of Sacramento
City Council - 5PM Report
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2023-00990 9/12/2023 Discussion Item 21.
Follow up to 2023 OPSA Audit Recommendations; Sacramento Police Department response; Staffing Request to Establish an Internal Compliance Office for the Police Department; Office of Public Safety Accountability (OPSA) and City Attorney’s Office (CAO) Staffing Request File ID: 2023-00990
Location: Citywide
Recommendation: Receive and file Sacramento Police Department response to 2023 OPSA Audit Recommendations; and Adopt a Resolution: 1) authorizing the City Manager or the City Manager’s designee to add 4.0 full-time equivalent (FTE) positions to the Police Department: a) 1.0 FTE with the working title Governmental Affairs Manager; b) 2.0 FTE Administrative Analysts; c) 1.0 FTE Administrative Technician; 2) authorizing the City Manager or the City Manager’s designee to add 6.0 FTE positions to the Office of Public Safety Accountability: a) 1.0 FTE with the working title OPSA Assistant Director, b) 2.0 FTE OPSA Specialists, c) 1.0 FTE with the working title OPSA Deputy Inspector General, d) 2.0 FTE OPSA Analysts; 3) authorizing the City Manager or the City Manager’s designee to add 2.0 FTE positions to the City Attorney’s Office consisting of 2.0 FTE Senior Deputy City Attorneys; and 4) .The City Manager or the City Manager’s designee is authorized to make the necessary FTE adjustments and revenue and expenditure budget adjustments from General/Measure U Fund commitments of fund balance in the appropriate Departments, funds, and projects to implement the above recommendation.
Contact: Rudolph Chan, Acting Deputy Chief, Office of the Chief, (916) 808-3783, [email protected], Police Department; Dr. LaTesha Watson, Director, Office of the Public Safety Accountability, (916) 808-7345, [email protected]; and Susana Wood, Sacramento City Attorney, (916) 808-5346, [email protected] Presenter: Katherine Lester, Chief of Police, (916) 808-0800, [email protected], Police Department; Dr. LaTesha Watson, Director, Office of the Public Safety Accountability, (916) 808-7345, [email protected].
Attachments:
1-Description/Analysis
2-Resolution
3-SPD Itemized Response to OPSA Audit Recommendations
File ID: 2023-00990 9/12/2023 Discussion Item 21.
Additional Description/Analysis
Issue Detail:
Sacramento Police Department: The Sacramento Police Department (SPD) has reviewed each of the nineteen (19) individual recommendations from the Office of Public Safety Accountability’s (OPSA) 2023 Audit of the Police Department. Of the nineteen recommendations, eight (8) are either already in practice or in the process of an update, ten (10) will be newly adopted in part or in full, and one (1) is currently undergoing research and consideration. Each individual recommendation was carefully considered to determine if the item is already in practice, currently being revised for implementation, or should be moved to adoption or incorporation into current policy pursuant to best practices. An initial meeting took place with a diverse group of community members, clergy, and peace advocates for their input and insight into the recommendations. The SPD will be establishing a policy review committee to include community members and staff and has extended an invitation to the Chair of the Community Police Review Commission. The SPD also met with the Inspector General (IG) to clarify each of the recommendations and seek additional input. In addition, SPD will be using guidelines from an Internal Policy Equity Lens Assessment Tool provided by the City’s Diversity and Equity Manager to assist the SPD with crafting policy which considers the impact of such policies on the community.
SPD will continue to meet with the IG for recurring updates as to the progress of the proposed response to the recommendations. Responses to each recommendation (Attachment #3) have been prepared which detail how the SPD plans to address each item or to communicate the status of the recommendation, including those that are already in practice. Timelines for estimated completion of each item are also included in the response.
In addition to the itemized responses to the OPSA recommendations, SPD, at the direction of the Chief of Police, requests the establishment of an Internal Compliance Office led by a Department Compliance Manager to further ensure internal and external recommendations and compliance measures, such as:
· DOJ Phase I and II recommendations
· Sacramento City Council resolutions, including mandatory Use of Force reporting · OPSA and IG recommendations
· Sacramento Community Police Review Commission (SCPRC) recommendations · California Commission on Peace Officer Standards and Training (POST) mandates · California legislative mandates (e.g. AB 481-Military Equipment Use (MEU), SB 1421/SB 16 (Transparency), SB 2/AB 89 (Peace Officer Certifications), AB 1196/AB
File ID: 2023-00990 9/12/2023 Discussion Item 21.
490 (Chokeholds and Restraint), AB 392 (Use of Force), AB 48 (Kinetic/Chemical Agents), AB 958 (Law Enforcement Gangs), AB 1238 (Freedom to Walk Act) and AB 953 Racial and Identity Profiling Act (RIPA))
· National Best Practices for Policing, including proposed national certification standards (e.g., USDOJ, MCCA, IACP, PERF “8 Can’t Wait”)
· Body Worn Camera (BWC) Project (Constitutional Policing and Employee Evaluation Audits)
· Force Investigations Team (FIT) and Use of Force Review Board (UOFRB) processes · Employee Early Intervention Program (EIP)
· Statutory compliance with the Public Records Act (Release of Records) · Armored vehicle deployment
The position of Department Compliance Manager will act as a dedicated senior level liaison to the City Manager, City Council, SCPRC, OPSA, the Inspector General and other external care-holders on matters of risk management, police reform and best practices.
There is currently no position internal to the SPD which fits the dedicated position of a professional compliance manager. The employment of a department or agency compliance manager is considered the best practice among many police and sheriffs’ agencies across the country, as well as many different types of companies across various industries (often known as a Chief Compliance Officer, or “CCO”). This proposed position is not unique in the law enforcement profession and is utilized by police agencies to further the goal of police reform, manage risk and strategic plan implementation, and to ensure compliance with local, state, and federal laws and regulations, as well as SPD-initiated transparency efforts.
The new Department Compliance Manager position will report directly to the Chief of Police, providing an executive level of review with a global perspective, to assist and advise the Chief with issues pertaining to police reform efforts and best practices, compliance with promised deliverables, risk mitigation and strategic vision, collaboration efforts and progress with outside care-holders, as well as with the efficiency and effectiveness of SPD’s policy and process.
The Department Compliance Manager will provide consistency and institutional knowledge as a long term, professional (non-sworn) staff member and can bring experience and knowledge to the SPD Executive Team with specialized training in laws and regulations, ethics, auditing, and certified compliance. Further, this expands opportunities for professional staff and reaffirms the SPD’s commitment to diversity, equity and inclusion.
File ID: 2023-00990 9/12/2023 Discussion Item 21.
A new compliance office will also be needed to provide staff support to the Department Compliance Manager to execute their mission. The SPD requests two (2) Full Time Equivalent (FTE) Administrative Analysts to assist with recurring and intensive internal compliance inspections involving the aforementioned police reform efforts, ongoing legislative and contemporary police best practices research, and to provide statistical analysis and reports regarding their findings.
The SPD also requests one (1) FTE Administrative Technician for staff assistance with scheduling, meetings and appointments, liaison coordination, and transparency and communications support to care-holders and other related clerical duties.
Office of Public Safety Accountability: In 1999, the City Council established the Office of Police Accountability (OPSA) for the purpose of monitoring the investigations of citizens' complaints concerning misconduct by employees of the Sacramento Police Department. In 2004, the office’s scope of responsibility was expanded to include the Sacramento Fire Department. (City Council Resolution R2004-0611) The Office specifically tracks and monitors high-profile or serious complaint cases to conclusion, reviews completed investigations, and advises the City Manager of any deficient investigations. The office was previously under the direction, control, and supervision of the City Manager until June 1st, 2017, when the City Council approved the reorganization of the office to be under the direction of the City Council.
Under executive direction, the Director of Public Safety Accountability performs management, administrative, and investigative duties by supervising staff and overseeing the activities and functions within OPSA; monitors, investigates and reports on citizen complaints that are filed with the OPSA regarding the Police and Fire Departments; coordinates OPSA activities with the City Manager's Office, the Mayor and City Councilmembers, the Police Department, the Fire Department, the City Attorney's Office, community leaders, the general public, and others as appropriate.
Although OPSA was established specifically to monitor, track, and review completed misconduct investigations concerning public safety employees of the Sacramento Police City Council Report Department and the Sacramento Fire Department, OPSA has yet to fulfill its primary responsibility due to significant limitations in staffing.
The Office of Public Safety Accountability assists the Sacramento Police Department and the Sacramento Fire Department in remaining accountable to the communities serve. Beginning November of 2020, the OPSA began reviewing all misconduct investigations regarding public safety personnel in the Sacramento Fire Department. Contrastingly, the office is incapable of reviewing all misconduct investigations regarding public safety personnel in the Sacramento Police Department. With the current staffing level in OPSA, the review rate for police completed misconduct investigations was 64% in 2021 and 52% in 2022. Additional FTE’s in OPSA will assist with increasing productivity and efficiency.
File ID: 2023-00990 9/12/2023 Discussion Item 21.
City Attorney’s Office:The City Attorney’s Office (CAO) indicates that increased staffing proposed by both SPD and OPSA, and their proposed duties, will place a corresponding demand upon the CAO for legal services. Specifically, effectuating the compliance-related objectives of both SPD and OPSA, including the policy overhaul and ongoing policy review and revision projected in this report, necessitates more extensive advice and counsel by the CAO.
Thus, the CAO anticipates an urgent need to support SPD and OPSA by adding two (2) FTE Senior Deputy City Attorneys. Until recently, the CAO had been utilizing three attorneys to address a large increase in legal work generated by SPD; however, due to significant new litigation cases-including four cases related to homelessness issues-the CAO had to transfer the third attorney to its Litigation Division.
Policy Considerations: The recommendations contained in this report are consistent with Resolution No. 2023-0205, which requires authorization from the City Council to increase or decrease a department’s authorized full-time equivalent positions.
Economic Impacts: None.
Environmental Considerations: The proposed activity is not a project pursuant to the California Environmental Quality Act (CEQA) per section 15378(b)(5) of the CEQA Guidelines. The actions under consideration are organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment and is therefore not subject to CEQA requirements.
Sustainability: Not applicable.
Commission/Committee Action: Not applicable.
Rationale for Recommendation:
Sacramento Police Department: The Sacramento Police Department recognizes the need for a centralized coordinator for internal compliance as a best practice, in order to further the SPD’s promised police reform efforts; and to ensure the consistent and sustained levels of performance that the SPD desires. Consistent internal oversight with sustained institutional knowledge and expertise will result in a higher quality of desired deliverables and allow the SPD to reach its goals for reform.
The SPD requests an increase of four FTE positions. Three of these position requests are for classifications that already exist in the City, and one of them must be established with a working title pending coordination with the Human Resources Department.
Reporting directly to the Chief of Police, one (1) FTE with the working title Governmental Affairs
File ID: 2023-00990 9/12/2023 Discussion Item 21.
Manager in the role of the Department Compliance Manager would be needed as part of the executive management team of the Police Department. Under the direction of the Chief, the Department Compliance Manager would provide staff capacity by coordinating compliance of new police reform legislation and best practices, including the analysis and coordination of various efforts and desired deliverables across all divisions of the Police Department. The Department Compliance Manager would organize, coordinate, and ensure the accurate reporting of applicable police reform related activities as required by local, state and federal statutes. The Department Compliance Manager would serve as an advisor and assistant to the Chief of Police on matters of strategy and risk mitigation, providing recommendations on policy and operational improvements. The Department Compliance Manager would act as a liaison to third party care-holders on matters of collaborative police reform and provide written reports on a regular basis to the Chief of Police, care-holders, and to the public on matters of concern with respect to the progress of police reform efforts.
A new compliance office would be needed to provide staff support to the Department Compliance Manager to execute their mission. The office would be comprised of two (2) Administrative Analysts and one (1) Administrative Technician for staff assistance with internal compliance inspections, statistical reports and analysis, legislative research, best practices research, clerical support, liaison support, and transparency and communications support to care-holders.
Sacramento Police Department (SPD)-Internal Compliance Office Classification Current Proposed Change
Governmental Affairs
Manager
0.00 1.00 +1.00
Administrative Analyst 0.00 2.00 +2.00
Administrative Technician0.00 1.00 +1.00
Total 0.00 4.00 +4.00
Office of Public Safety Accountability: The Office of Public Safety Accountability recognizes the need to fulfill its mission. The office has been unable to achieve set goals and objectives due to the office being extremely understaffed. The staffing level in the OPSA has not increased since three (3) FTEs were established for the office in 2017 when the office transitioned from reporting to the City Manager to reporting to the City Council. Since then, the Sacramento Fire Department and the Sacramento Police Department have received budget increases as well as additional staffing each year, but OPSA has not. The Sacramento Fire Department and the Sacramento Police Department have also experienced increases in allegations of misconduct and/or misconduct complaints filed.
Additionally, OPSA was directed to partner with the City of Sacramento Auditor’s Office on the audit of Equal Employment Opportunity (EEO) Complaint Investigation and Resolution Practices. This project involves the detailed review of completed investigations conducted through the Human Resources Department, which aligns with OPSA’s specialization, but OPSA’s current staffing level is
File ID: 2023-00990 9/12/2023 Discussion Item 21.
less than half of the City Auditor’s Office. OPSA is unable to dedicate the necessary resources and team members to the project.
The Office of Public Safety Accountability requests an increase of six full-time equivalent (FTE) positions to achieve set goals and objectives. Four of these position requests are for classifications that already exist in the City, and two of them must be established with working titles pending coordination with the Human Resources Department. The authority and responsibility of OPSA in relation to the Sacramento Police Department and the Sacramento Fire Department include:
A. Audit all citizen complaint investigations of the police department and fire department, as the director deems necessary.
B. Monitor all citizen complaint investigations conducted by the police department and fire department.
C. Request the police department and fire department perform further investigation in those citizen complaint cases that require additional investigation as determined by the director.
D. Receive all documents, reports, or any other item necessary to monitor or audit a complaint investigation.
E. Assist the city council, or any duly appointed committee of the council, in performing its investigative functions under section 34 of the charter.
F. As needed, request the city council, or any duly appointed committee of the council, to issue subpoenas as provided in section 34 of the charter. The city council may, by resolution, establish the procedures for the request, issuance, and service of those subpoenas.
G. Perform such other inquiries and investigations as prescribed by council resolution.
H. Accept and document complaints directly from citizens as an alternative procedure for citizen complaints concerning public safety personnel, using a complaint form distinct from that used by the police department or fire department. All such complaints shall be promptly forwarded to the respective public safety department for investigation.
I. Provide complainants with timely updates on the status of investigations, excluding disclosure of any information that is confidential or legally protected.
J. Explain how the complaint process works to all complainants.
K. Monitor or independently investigate any other matter as directed by the city council pursuant to section 34 of the charter.
L. Serve in a public information capacity, including providing public information, excluding disclosure of any information that is confidential or legally protected, on pending investigations as directed by the city council; and making presentations in community forums.
M. Respond to critical incidents involving police or fire personnel and provide a report to city council regarding the details and concerns of those incidents.
Note: Responsibilities listed under City Council Report #2016-01504, Nov 29th, 2016.
The request to establish an FTE with the working title of OPSA Assistant Director within the Office of Public Safety Accountability is consistent with other City of Sacramento departments. The OPSA
File ID: 2023-00990 9/12/2023 Discussion Item 21.
Assistant Director would provide needed staff support and continue operational effectiveness in the absence of the Director. The OPSA Assistant Director could make strategic decisions which significantly impact the success and structure of the department. Currently, the Director must be responsive to the department at all times regardless of scheduled leave.
Establishing an FTE with the working title of Deputy Inspector General (IG) within OPSA is necessary due to the extensive workload required for independent officer- involved shooting (OIS) investigations and serious bodily injury investigations. OIS require rapid response and thorough investigations.
These types of critical incidents are complex. To ensure accurate and complete investigations, organizations must ensure proper planning and adhering to established protocols. Municipal law enforcement organizations designate investigative teams to respond to these types of investigations.
Currently, the IG responds to these incidents as a one-man team which is inefficient and impractical.
The request for two FTE OPSA Specialists is necessary to adequately review all police misconduct complaints. The review of all Sacramento Police Department and Sacramento Fire Department misconduct complaints will assist in discovering any patterns and/or trends as well as improving the overall delivery of public safety services. The productivity of OPSA substantially decreases if one employee takes personal leave or is assigned another project, such as an audit or inspection.
An OPSA Analyst position is being requested to eliminate a current OPSA employee from working out of class and being responsible for a more manageable workload. There must be a single point of contact for the entry and release of every misconduct complaint case and allegation of misconduct to ensure accurate statistics for public reporting. An additional OPSA Analyst position is being requested to perform externally focused outreach and engagement functions. The position will be responsible for a detailed assessment of community engagement and outreach deficiencies in the City of Sacramento and the development, implementation, and administration of a comprehensive community engagement plan.
This staffing request for six full-time equivalent positions outlined above are consistent with the current staffing levels of other oversight agencies in the State of California, such as the Long Beach Office of Police Oversight, the BART Office of the Independent Police Auditor (OIPA) and the Fresno Office of Police Accountability. Although the population in the City of Sacramento is larger with OPSA being responsible for the oversight of the police and fire departments, the staffing level in OPSA is substantially less than these comparable agencies.
File ID: 2023-00990 9/12/2023 Discussion Item 21.
City Attorney’s Office: The City Attorney’s Office indicates that increased staffing proposed by both SPD and OPSA, and their proposed duties, will place a corresponding demand upon the CAO for legal services. Specifically, effectuating the compliance-related objectives of both SPD and OPSA, including the policy overhaul and ongoing policy review and revision projected in this report, necessitates more extensive advice and counsel by the CAO. Thus, the CAO anticipates an urgent need to support SPD and OPSA by adding two (2) FTE Senior Deputy City Attorneys.
Financial Considerations: The cost to add the recommended 4.0 FTE to the Police Department, 6.0 FTE to the Office of Public Safety Accountability, and 2.0 FTE to the City Attorney’s Office is approximately $1 million in FY2023/24 and approximately $1.8 million ongoing in the out-years. For FTE positions proposed with working titles, Mayor/Council will work with the Human Resources Department to notice the relevant Recognized Employee Organizations, develop job specifications, and develop salary schedules. The process of developing these classifications may impact the estimated total cost of approximately $1 million in FY2023/24 and $1.8 million in the out-years.
Sufficient funding is available in the General/Measure U Fund commitments of fund balance to support the recommended addition of 12.0 FTE for the Police Department, Office of Public Safety Accountability, and City Attorney’s Office through the end of FY2023/24. Funding in future fiscal years is subject to availability of funding in the adopted budgets of the respective fiscal years. -Sacramento Police Department: To add these 4.00 new FTE positions to the Police Department, the total cost will be approximately $593,489 for the fiscal year which includes a total of $10,000 ($2,500 per FTE) in one time Service & Supply (S&S) costs:
Sacramento Police Department (SPD)
Description Quantity Total PBR (labor
Only)
Other Costs
(Allowances/S&S)
Total Cost
Director of
Governmental Affairs
1.00 207,126 16,700 223,826
Administrative Analyst2.00 124,122 (each) 7,500 (each) 131,622 (each)
Administrative
Technician
1.00 98,919 7,500 106,419
Total Cost (4 FTE’s)4.00 $554,289 $39,200 $593,489
File ID: 2023-00990 9/12/2023 Discussion Item 21.
Sacramento Police Department (SPD)
Description Quantity Total PBR (labor
Only)
Other Costs
(Allowances/S&S)
Total Cost
Director of
Governmental Affairs
1.00 207,126 16,700 223,826
Administrative Analyst2.00 124,122 (each) 7,500 (each) 131,622 (each)
Administrative
Technician
1.00 98,919 7,500 106,419
Total Cost (4 FTE’s)4.00 $554,289 $39,200 $593,489
Office of Public Safety Accountability: To add these 6.00 new FTE positions to the Office of Public Safety Accountability, the total cost will be approximately $1,057,710 for the fiscal year which includes a total of $12,500 ($10,000 ongoing and $2,500 one-time cost per FTE) in Service & Supply (S&S) costs:
City Attorney’s Office:To add 2.00 new FTE positions to the City Attorney’s Office, the total cost will be approximately $498,036 for the fiscal year which includes a total of $12,500 ($10,000 ongoing and $2,500 one-time cost per FTE) in Service & Supply (S&S) costs:
Description Quantity Labor Cost
Per FTE
Services/Supplies*
Per FTE
Total Cost
Senior Deputy City
Attorney
2.00 236,518 12,500 249,018
Total Cost (2 FTE) $473,036 $25,000 $498,036
* The $12,500 per FTE cost of services and supplies includes a $10,000 ongoing cost per FTE, and a $2,500 one-time cost per FTE Local Business Enterprise (LBE): Not applicable.
..End
RESOLUTION NO.
Adopted by the Sacramento City Council
[DATE]
Follow up to 2023 OPSA Audit Recommendations; Sacramento Police Department response; Staffing Request to Establish an Internal Compliance Office for the Police Department; Office of Public Safety Accountability (OPSA) and City Attorney’s Office (CAO) Staffing Request
BACKGROUND
A. Following the 2023 Office of Public Safety Accountability (OPSA) audit of the Sacramento Police Department (SPD), SPD recognized the need for a centralized coordinator for internal compliance as a best practice to further the Department’s promised police reform efforts; and to ensure the consistent and sustained levels of performance that the Department desires. Consistent internal oversight with sustained institutional knowledge and expertise will result in a higher quality of desired deliverables and allow the SPD to reach its goals for reform.
B. A Department Compliance Manager is a best practice among many law enforcement agencies across the country, as well as among many different types of companies across various industries. This position and supporting office are utilized to further the goal of police reform and to ensure consistent compliance with local, state, and federal laws and regulations.
C. In order to support the mission of a Department Compliance Manager to further police reform efforts, additional staff consisting of two (2) Administrative Analysts and one (1) Administrative Technician are needed to perform internal compliance inspections, conduct ongoing legislative and contemporary policing best practices research, and to provide statistical analysis and reports as well as clerical support.
D. The addition of a new Governmental Affairs Manager position to fulfill the duties of a Department Compliance Manager, along with a supporting Internal Compliance Office of the SPD, will further ensure timely and sustained compliance with police reform efforts and allow for a dedicated senior level liaison to work collaboratively with OPSA, the Inspector General and other external care-holders on matters of police reform and best practice.
E. The Office of Public Safety Accountability (OPSA) specifically tracks and monitors high-profile or serious complaint cases to conclusion, reviews completed investigations, and advises the City Manager of any deficient investigations. The office was previously under the direction, control, and supervision of the City Manager until June 1st, 2017, when the City Council approved the reorganization of the office to be under the direction of the City Council.
F. Although OPSA was established specifically to monitor, track, and review completed misconduct investigations concerning public safety employees of the Sacramento Police Department and the Sacramento Fire Department, OPSA has yet to fulfill its primary responsibility due to significant limitations in staffing.
G. Beginning November of 2020, OPSA began reviewing all misconduct investigations regarding public safety personnel in the Sacramento Fire Department.
Contrastingly, the office is incapable of reviewing all misconduct investigations regarding public safety personnel in the Sacramento Police Department. With the current staffing level in OPSA, the review rate for police completed misconduct investigations was 64% in 2021 and 52% in 2022. Additional FTE’s in OPSA will assist with increasing productivity and organizational efficiency.
H. In order to support the mission of the Office of Public Safety Accountability, the addition of six (6) full-time equivalent (FTE) positions is needed. The staffing level in the OPSA has not increased since three (3) FTEs were established for the office in 2017 when the office transitioned from reporting to the City Manager to the City Council.
I. The City Attorney’s Office indicates that increased staffing proposed by both SPD and OPSA, and their proposed duties, will place a corresponding demand upon the CAO for legal services. Specifically, effectuating the compliance-related objectives of both SPD and OPSA, including the policy overhaul and ongoing policy review and revision projected in this report, necessitates more extensive advice and counsel by the CAO. Thus, the CAO anticipates an urgent need to support SPD and OPSA by adding two (2) FTE Senior Deputy City Attorneys.
BASED ON THE FACTS SET FORTH IN THE BACKGROUND, THE CITY COUNCIL RESOLVES AS FOLLOWS:
Section 1. The City Manager or the City Manager’s designee is authorized to add 4.0 full-time equivalent (FTE) positions to the Police Department: a) 1.0 FTE with the working title Governmental Affairs Manager; b) 2.0 FTE Administrative Analysts; and c) 1.0 FTE Administrative Technician.
Section 2. The City Manager or the City Manager’s designee is authorized to add 6.0 full-time equivalent (FTE) positions to the Office of Public Safety Accountability: a) 1.0 FTE with the working title OPSA Assistant Director, b) 2.0 FTE OPSA Specialists, c) 1.0 FTE with the working title OPSA Deputy Inspector General, and d) 2.0 FTE OPSA Analysts.
Section 3. The City Manager or the City Manager’s designee is authorized to add 2.0 full-time equivalent (FTE) positions to the City Attorney’s Office consisting of 2.0 FTE Senior Deputy City Attorneys.
Section 4. The City Manager or the City Manager’s designee is authorized to make the necessary FTE adjustments and revenue and expenditure budget adjustments from General/Measure U Fund commitments of fund balance in the appropriate Departments, funds, and projects to implement the above recommendation.
3 – SPD Itemized Response to OPSA Recommendations:
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 1
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should update its Search and Seizure manual from 2007.
SPD RESPONSE
SPD is in the process of updating Search Manual (RM 526.01) and will include recommendations from the 2023 OPSA Audit.
TIMELINE
The revised manual will be ready for City Attorney review in approximately 60 days.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 2
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should draft a clear and detailed stand-alone Fourth Amendment policy that includes such things as cell phone searches, probations searches, investigatory stops, and consent searches.
SPD RESPONSE
General Order 526.01, which is a stand-alone policy on Search and Seizure, has been created and is in final review.
The Reference Manual 526.01 revision will include updated protocol on parole/probation searches.
General Order 526.02, which is a stand-alone policy on Investigative Detentions, has been initiated. The policy will cover investigatory stops and consent searches.
SPD will create a stand-alone policy on electronic search and seizure which will cover cell phone searches.
TIMELINE
General Order 526.01 (Search and Seizure) will be implemented in approximately 60 days.
Reference Manual 526.01 (Search Manual) revision will be ready for City Attorney review in approximately 60 days.
General Order 526.02 (Investigative Detentions) will be ready for City Attorney review in approximately 30 days.
The new electronic search and seizure policy will be created and will be ready for City Attorney review in approximately 90 days.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 3
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should require officers to articulate in their reports why they stopped a citizen and/or why they felt the need to pat down the person.
SPD RESPONSE
SPD officers will be required to enter a detailed explanation as to why they detained or conducted a pat search of a person when completing a Racial and Identity Profiling Act Compliance report.
General Order 210.09 (Racial and Identity Profiling Act Compliance) has been updated and is currently under final revision. The revision of the policy will require officers to enter a detailed explanation as to why they detained or conducted a search of a person.
TIMELINE
General Order 210.09 should be implemented in approximately 30 days.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 4
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should establish a clear detailed policy on pat downs, investigatory stops, and investigative detentions.
SPD RESPONSE
General Order 526.02, which is a stand-alone policy on Investigative Detentions, has been initiated. This policy will cover pat down searches, investigatory stops, and investigative detentions as per OPSA recommendations.
TIMELINE
General Order 526.02 (Investigative Detentions) will be ready for City Attorney review in approximately 30 days.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 5
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED X PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should provide training to new recruits and police officers on investigatory stops, pat downs, reasonable suspicion, and Fourth Amendment fundamentals, in accordance with the newly issued policy.
SPD RESPONSE
The California Commission on Peace Officer Standards and Training (POST) mandates that new recruits and police officers receive training on investigatory stops, pat downs, reasonable suspicion, and Fourth Amendment fundamentals. During the Academy, these topics are primarily covered in the following Learning Domains (LD), and may be covered in additional LD’:
LD 2- Criminal Justice System
LD 5- General Criminal Law
LD 15- Laws of Arrest
LD 16- Search and Seizure
LD 22- Vehicle Pullovers
LD 23- Crimes in Progress
LD 28- Traffic Enforcement
Also, during Field Training, all new officers receive one-on-one training on these topics from their Field Training Officers daily. Numerous sections of the Field Training Program Manual require new officers to demonstrate proficiency. New officers are required to pass two written examinations and one oral examination on these topics prior to going out into the field as a solo officer.
As new policies are created, or existing policies modified on investigatory stops, pat downs, reasonable suspicion, and Fourth Amendment fundamentals, the Training Division will ensure that its curriculum is updated to reflect the changes.
TIMELINE
The completion timeline of this recommendation will vary as new polices or existing policies are implemented.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 6
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should develop a clearly defined policy outlining procedures for the search and seizure of cell phones.
SPD RESPONSE
SPD authored two Roll Call Training Bulletins (RCTB) regarding cellular phones:
RCTB California Electronic Communications Privacy Act (RCTB released by SPD in 2022) RCTB Warrantless Cell Phone Searches (RCTB released by SPD in 2023)
SPD will create a stand-alone electronic search and seizure policy incorporating information from this training into the new General Order.
TIMELINE
The new electronic search and seizure policy will be created and will be ready for City Attorney review in approximately 90 days.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 7
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should develop a clear policy defining the rules and procedures for conducting probation searches.
SPD RESPONSE
SPD’s current Search Manual (RM 526.01) revision will include updated rules and procedures for conducting probation searches.
TIMELINE
Reference Manual 526.01 (Search Manual) revision will be ready for City Attorney review in approximately 60 days.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 8
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED X PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should implement continuous education and training for legal updates, probation search waivers, implicit bias, and community-oriented policing.
SPD RESPONSE
SPD Advanced Officer Training (AOT) Team, Academy Staff, and Field Training Program all conduct training regarding legal updates, probation search waivers, implicit bias, and community-oriented policing. Some of the recent instruction is listed below:
AOT Team 2021- Instruction to all members regarding legal updates pertaining to Use of Force and other changes to General Order 580.02.
AOT Team 2021- Instruction on Cultural Competency, Peer Intervention, and the newly formed Strategic Communication course. Strategic Communication was formerly called Tactical Communication. The name change occurred because topics and theories from other stand-alone courses like Procedural Justice and Implicit Bias were included. Notably, Strategic Communications is part of the Peace Officer Standards and Training (POST) Perishable Skills Program (PSP) and is being taught at annual training this year.
AOT 2022- Instruction on the new Use of Force PSP 8-hour class is included in this year’s annual training. The purpose of this course is to provide instruction regarding use of force options. Sworn members refreshed their knowledge with review of applicable statutory law, case law and Sacramento Police Department policy; the course also provides them with an overview of new laws applicable to use of force. This instruction provided updates on Penal Code 835a. This instruction will again be presented at annual training in 2024.
While officers are in field-training, the Field Training Program Guide requires all them to discuss community- oriented policing and cultural diversity with their Field Training Officer before they are allowed to operate as a solo officer.
As a part of the Field Training Program, all new solo officers spend a week training with a Problem Oriented Policing unit to increase their knowledge related to Community-Oriented and Problem-Oriented Policing.
In 2022, a new Search Warrant for Patrol course was designed and has been presented 12 times by department subject matter experts. The purpose of this course is to provide personnel with an overview and understanding of search warrant purposes, composition, execution, and return. This course is still active and will be available for more officers to attend this year.
In annual training this year there is a broader investigations update provided to all officers, which covers search warrants and other investigative procedures.
Implicit Bias training is scheduled to be taught at Continuing Professional Training (CPT) again in 2024. Pursuant to Penal Code section 13519.4, the training will include the following:
TIMELINE
This task has been accomplished.
o (e) “Racial or identity profiling,” for purposes of this section, is the consideration of, or reliance on, to any degree, actual or perceived race, color, ethnicity, national origin, age, religion, gender identity or expression, sexual orientation, or mental or physical disability in deciding which persons to subject to a stop or in deciding upon the scope or substance of law enforcement activities following a stop, except that an officer may consider or rely on characteristics listed in a specific suspect description. The activities include, but are not limited to, traffic or pedestrian stops, or actions during a stop, such as asking questions, frisks, consensual and nonconsensual searches of a person or any property, seizing any property, removing vehicle occupants during a traffic stop, issuing a citation, and making an arrest. o (f) A peace officer shall not engage in racial or identity profiling. o (g) Every peace officer in this state shall participate in expanded training as prescribed and certified by the Commission on Peace Officers Standards and Training.
o (h) The curriculum shall be evidence-based and shall include and examine evidence-based patterns, practices, and protocols that make up racial or identity profiling, including implicit bias. This training shall prescribe evidence-based patterns, practices, and protocols that prevent racial or identity profiling. In developing the training, the commission shall consult with the Racial and Identity Profiling Advisory Board established pursuant to subdivision (j). The course of instruction shall include, but not be limited to, significant consideration of each of the following subjects:
o (1) Identification of key indices and perspectives that make up racial, identity, and cultural differences among residents in a local community.
o (2) Negative impact of intentional and implicit biases, prejudices, and stereotyping on effective law enforcement, including examination of how historical perceptions of discriminatory enforcement practices have harmed police-community relations and contributed to injury, death, disparities in arrest detention and incarceration rights, and wrongful convictions.
o (3) The history and role of the civil and human rights movement and struggles and their impact on law enforcement.
o (4) Specific obligations of peace officers in preventing, reporting, and responding to discriminatory or biased practices by fellow peace officers.
o (5) Perspectives of diverse, local constituency groups and experts on particular racial, identity, and cultural and police-community relations issues in a local area.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 9
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should train officers to obtain search warrants whenever feasible and not rely so heavily on search waivers.
SPD RESPONSE
In 2022, a new Search Warrant for Patrol course was designed and has been presented 12 times. The purpose of this course is to provide personnel with an overview and understanding of search warrants. Personnel were instructed on comprehension of search warrant purposes, composition, execution, and return. This course is still active and will be available to more officers to attend this year.
In annual training this year there is a broader investigations update, which covers search warrants and other investigative procedures.
Reference Manual 526.01 revision will include updated protocols on when to obtain search warrants.
TIMELINE
Reference Manual 526.01 (Search Manual) revision will be ready for City Attorney review in approximately 60 days.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 10
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should establish a clear policy outlining towing procedures as well as procedures for releasing personal property from their respective vehicles and releasing citizens from police custody when their vehicles are being towed.
SPD RESPONSE
SPD has a policy on towing “Recovered, Stored, Impounded and Asset Seized Motor Vehicles” (General Order 536.02). However, it does not cover releasing personal property or address lengthy detentions.
General Order 536.02 is currently under revision to cover releasing personal property and detaining citizens when a vehicle is being towed.
TIMELINE
General Order 536.02 (Recovered, Stored, Impounded and Asset Seized Motor Vehicles) will be ready for City Attorney review in approximately 60 days.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 11
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should develop policy specifying handcuffing procedures for minors.
SPD RESPONSE
SPD has several policies regarding officer interactions with juveniles. SPD will update the following juvenile policies utilizing the best practices throughout the state on handcuffing juveniles.
General Order 540.01- Protective Custody
General Order 540.05- Arresting / Booking / Releasing Juveniles General Order 540.07- Truancy and Curfew Violations
General Order 523.02- Prisoner Security
TIMELINE
The above policies will be revised and ready for City Attorney review within 90 days.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 12
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED X PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should receive continuous education and training on implicit bias.
SPD RESPONSE
SPD currently has an 8- hour course certified by the Commission on Peace Officers Standards and Training (POST) on Procedural Justice, which includes this topic which all officers are required to attend.
AOT Team 2021- Instruction on Cultural Competency, Peer Intervention, and the newly formed Strategic Communication course. Strategic Communication was formerly called Tactical Communication. The name change occurred because topics and theories from other stand-alone courses like Procedural Justice and Implicit Bias were included. Notably, Strategic Communications is part of the POST Perishable Skills Program and is being taught at annual training this year.
A POST-certified and mandated 2-hour course on Racial Profiling will be presented at annual training in 2024.
SPD has a 2-day, 16-hour POST-certified course on the Transformational Policing Model which covers implicit bias. There were two presentations of this course in 2019, and due to a POST policy requiring recertification of courses every two years, the Training Division is working toward recertification. All sworn personnel will be required to attend the training once the course is recertified.
Implicit Bias training is scheduled to be taught at CPT again in 2024. Pursuant to Penal Code section 13519.4 the training will include the following:
TIMELINE
This task has been accomplished.
o (e) “Racial or identity profiling,” for purposes of this section, is the consideration of, or reliance on, to any degree, actual or perceived race, color, ethnicity, national origin, age, religion, gender identity or expression, sexual orientation, or mental or physical disability in deciding which persons to subject to a stop or in deciding upon the scope or substance of law enforcement activities following a stop, except that an officer may consider or rely on characteristics listed in a specific suspect description. The activities include, but are not limited to, traffic or pedestrian stops, or actions during a stop, such as asking questions, frisks, consensual and nonconsensual searches of a person or any property, seizing any property, removing vehicle occupants during a traffic stop, issuing a citation, and making an arrest. o (f) A peace officer shall not engage in racial or identity profiling. o (g) Every peace officer in this state shall participate in expanded training as prescribed and certified by the Commission on Peace Officers Standards and Training.
o (h) The curriculum shall be evidence-based and shall include and examine evidence-based patterns, practices, and protocols that make up racial or identity profiling, including implicit bias. This training shall prescribe evidence-based patterns, practices, and protocols that prevent racial or identity profiling. In developing the training, the commission shall consult with the Racial and Identity Profiling Advisory Board established pursuant to subdivision (j). The course of instruction shall include, but not be limited to, significant consideration of each of the following subjects:
o (1) Identification of key indices and perspectives that make up racial, identity, and cultural differences among residents in a local community.
o (2) Negative impact of intentional and implicit biases, prejudices, and stereotyping on effective law enforcement, including examination of how historical perceptions of discriminatory enforcement practices have harmed police-community relations and contributed to injury, death, disparities in arrest detention and incarceration rights, and wrongful convictions.
o (3) The history and role of the civil and human rights movement and struggles and their impact on law enforcement.
o (4) Specific obligations of peace officers in preventing, reporting, and responding to discriminatory or biased practices by fellow peace officers.
o (5) Perspectives of diverse, local constituency groups and experts on particular racial, identity, and cultural and police-community relations issues in a local area.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 13
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should develop a policy for conducting welfare checks that encompasses warrantless entry into citizen’s homes.
SPD RESPONSE
Penal Code section 11106.4 mandates that all law enforcement agencies have a written policy and standard protocols when responding to welfare checks that involve a subject who is possibly in a mental health crisis.
General Order 522.01 (Handling Mentally Ill) fulfills that requirement. However, SPD does not currently have a policy that covers welfare checks involving subjects who are not experiencing a mental health crisis.
SPD will create a community caretaking response policy which will include responding to welfare checks and entering citizen’s residences during those interactions.
TIMELINE
The new community caretaking policy will be ready for City Attorney review within 90 days.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 14
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should develop a policy for police interactions with citizens who have a Concealed Carry of Weapon (CCW) license and carrying their weapon at the time of the interaction.
SPD RESPONSE
SPD concurs with the OPSA recommendation and will create a Legal Carry Interaction policy, which will include protocol for officers on how to interact with citizen’ who are lawfully armed.
TIMELINE
This new policy will be ready for City Attorney review in approximately 90 days.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 15
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW X
RECEIVED BY SPD APPROVED AND PENDING SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should eliminate the practice of pretextual stops or set clear restrictions on conducting pretextual stops.
SPD RESPONSE
SPD has been researching restrictions on pretextual stops since the beginning of 2023, including a review of best practices in other jurisdictions, as well as meeting with community members to receive their input. The implementation of restrictions on pretextual stops in policy is still under consideration, pending further research and development.
TIMELINE
Senate Bill 50, which would limit pretextual stops, is pending in the second house of the California State Legislature. This recommendation remains under consideration due to pending legislation.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 16
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD should develop a policy for traffic stops.
SPD RESPONSE
SPD concurs with the OPSA recommendation and will create a Traffic Stop and Enforcement policy.
TIMELINE
The new Traffic Stop and Enforcement policy will be ready for City Attorney review in approximately 90 days.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 17
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED X PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD misconduct complaint cases investigated by the Internal Affairs Division as well as misconduct complaint cases investigated by supervising personnel within an employee’s assigned division must be investigated impartially and thoroughly to ensure the most accurate findings.
SPD RESPONSE
All complaints will now be investigated by the Internal Affairs Division, no matter the source of the complaint.
This is done to ensure thorough and consistent investigations. This process involves preparation of a detailed investigative summary and application of law and policy. SPD Internal Affairs investigators are trained to thoroughly investigate all evidence and indications of personnel misconduct, even if not part of the original complaint. Investigators are trained to avoid leading questions when interviewing personnel and other witnesses. All interviews of department employees are conducted in person and audio-recorded. Witness interviews may be recorded based on the desire of the witness. .
TIMELINE
This recommendation has been accomplished.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 18
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING X SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
SPD leadership team received supplemental search and seizure training on January 24, 2023, from the Sacramento County District Attorney’s Office. Sacramento Assistant District Attorney advised that supplemental training would be developed specifically for officers. All SPD officers should be mandated to attend this supplemental training.
SPD RESPONSE
SPD concurs with the OPSA recommendation. The Sacrament County District Attorney’s Office presented a two- hour course on Search and Seizure. The class was video-recorded and will be made available to all officers. Once this video is available to all officers, they will be required to view it and acknowledge the updated training.
TIMELINE
Implementation of this recommendation will start immediately; however, due to logistics and staffing, the final completion date for all officers to be trained remains to be determined at this time.
OPSA RECOMMENDATION RESPONSE FORM
Recommendation 19
DISCUSSED BY OPSA APPROVED AND IMPLEMENTED X PENDING FURTHER REVIEW
RECEIVED BY SPD APPROVED AND PENDING SPD UNABLE TO IMPLEMENT
RETURNED TO OPSA PARTIAL IMPLEMENTATION DENIED
OPSA RECOMMENDATION
Police officers as well as SPD leadership should take cultural sensitivity training, fair and impartial policing training, implicit bias training, and constitutional policing training.
SPD RESPONSE
General Order 210.05 (Biased Base Policing) currently mandates that SPD officers engage in periodic and ongoing training on the subject of bias-based policing in accordance with state law and professional training requirements of the Commission on Peace Officer Standards and Training (POST).
All new SPD officers receive the above-referenced training during the Academy in the following Learning Domains:
LD 1- Ethics
LD 37 Persons with disabilities
LD 42 Cultural diversity/discrimination
During the 5-week supplemental training after the POST Basic Academy, officers receive training related to Deaf Culture and Gender Awareness. While officers are in field-training, the Field Training Program Guide requires them to discuss cultural diversity and ways to build trust with the community with their Field Training Officer before they are allowed to operate as a solo officer in the field.
SPD is researching a new interactive educational program for community members and police officers to jointly attend the African American Museum in Washington D.C.
TIMELINE
This recommendation is accomplished with the additional exploration of a new educational program.