Title
Police Department Staffing Discussion
Description
This report provides the Public Safety and Justice Subcommittee with information on the Phoenix Police Department's (PPD) current efforts and future strategies to address ongoing staffing and workload challenges.
THIS ITEM IS FOR INFORMATION AND DISCUSSION.
Report
Summary
At previous meetings, PPD has discussed various challenges regarding staffing, retention and workloads. This report will continue the conversation and update the Subcommittee on the ongoing efforts to recruit and retain officers as well as other innovative ways to address service demands.
Call Type Reduction
- In order for the police to provide the most cost-effective service to the public, they must allocate their limited resources carefully. This means that sworn police officers should prioritize doing those tasks for which they are uniquely authorized, trained and equipped to perform while referring, as much as possible, those tasks that can be performed safely and competently by non-sworn others. The City Council has approved an agreement with Arizona State University (ASU) to look at possible call for service types which could be directed to non-sworn PPD staff or other departments or agencies and conduct an analysis of both the current and recommended responses. The preliminary results of this study will be presented as well as additional work needed prior to finalizing the recommendations.
Deferred Patrol Response
- PPD is creating a Deferred Patrol Response (DPR) program as an alternative to the way patrol officers respond to calls for service. The program creates efficiencies which is intended to assist patrol officers in being able to focus on the highest priority calls, by having a sworn officer in each precinct who is able to monitor calls for service that are holding (mainly Priority 3 calls) and make contact with the citizen and either take a report over the phone or further assist to mitigate the issue. DPR is a national best practice that has been recommended to PPD by Arizona State University's College of Public Service and Community Solutions as well as endorsed by the Department of Justice Bureau of Justice Assistance. The Department plans to kick-off this program in December.
Dispatch Protocol Changes
- The Department is actively looking at the way calls are dispatched from the Communications Bureau and working to update the procedures to include best practices and innovative ideas.
Civilianization
- Creating civilian positions in Central Booking resulted in returning 18 officers and 4 sergeants back to patrol.
- Council approval of the Community Assistance Program (CAP) is intended to transition the majority of mental and behavioral health crisis intervention and victim assistance calls to civilian response.
- On Nov. 17, 2021, the City Council approved the creation of a new job classification for Police Civilian Investigator in an effort to provide necessary staffing flexibility and allow the Department to use their sworn staff where they are most needed.
- The Department is looking at the possibility of expanding civilianization to other services currently being performed by sworn employees. This may include expansion of the Police Assistant Program as well as transition of sworn roles in areas such as communications, recruiting and others where a sworn officer may not be required.
Expansion of Body Worn Cameras
- On Nov. 17, 2021, the City Council approved adding additional funds to the existing contract to ensure that all uniformed sworn employees working in an enforcement capacity will have a BWC in order to provide support in a first responder patrol function.
- PPD will deploy the new cameras in a prioritized fashion, starting with officers who will be working supplemental overtime. Then officers who work off duty jobs will be the second phase, followed by the remainder of the sworn staff.
Supplemental overtime is scheduled to begin on Dec. 6, 2021 in order to offset the staffing shortage.
Specialty Back to Patrol
- This program rotates sworn employees regularly assigned to specialty details, such as detective assignments, to patrol shifts in order to assist with covering staffing shortages.
- The Specialty Back to Patrol program will continue into 2022, and has proven to be an asset to help relieve some of the demand on the Department's patrol officers.
Recruiting Efforts
- The Department is focused on ensuring that we are reaching our target audience with our recruitment efforts. PPD is in discussion with City management in regards to the possibility of hiring an outside consultant to assist with focus groups and targeted marketing.
Retention Incentive
- On Dec. 1, 2021, City Council approved an amendment to the Pay Ordinance allowing for retention pay up to $7,500 maximum for critical positions, positions that are difficult-to-retain or positions that require a rare skill set upon City Manager approval. This incentive has been approved to be offered to sworn Police employees with limited exceptions. The incentive will be paid in three payments of $2,500 each when an officer commits to staying with PPD through 2023. The estimated cost of this incentive is $21 million.
Morale
- The Department makes every effort to show appreciation to employees whenever possible. Staff is working with the Phoenix Police Foundation to schedule appreciation events around the City following Covid-19 protocols.
- The Employee Assistance Unit (EAU) works with employees in the Department to assist in maintaining a work-life balance, as well as any additional services that an employee of their family may need. EAU has seen a 10 percent increase in calls for assistance in 2021 so far.
- The Public Affairs Bureau has started a new weekly video series, Blue Line Review, in an effort to relay timely information and updates to employees.
Department
Responsible Department
This item is submitted by Assistant City Manager Lori Bays and the Police Department.