HomeMy WebLinkAboutAgenda Item - 2022-03-01 - Number 7.1 - Action Plan and Timeline for Community Policing 7.1
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Subject: Presentation of Action Plan and Timeline from the Community Conversation on
Policing.
Meeting Date: March 1, 2022 Staff Member: Dale Jorgensen, Police Chief
Clayton Simon, Police Captain
Report Date: February 14, 2022 Department: Police
Action Required Advisory Board/Commission Recommendation
❑ Motion ❑ Approval
❑ Public Hearing ❑ Denial
❑ Ordinance ❑ None Forwarded
❑ Resolution ❑X Not Applicable
❑X Information Only Comments:
❑ Council Direction
❑ Consent Agenda
Staff Recommendation: Move forward with proposed timeline and action plan.
Recommended Language for Motion: NA
Project/ Issue Relates To: Community Conversation on Policing
Issue before Council (Highlight Policy Question):
❑X Council Goals/Priorities ❑Adopted Master Plan(s) ❑Not Applicable
BACKGROUND
Over the past year the Police Department, Community and City Council have been engaged in a
conversation about policing in Lake Oswego. Last year recommendations were reported out to
the City Council (see staff report attached) with direction to staff to prepare an action plan and
timeline to address those recommendations.
Attached to this staff report is the action plan and timeline devised by staff.
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeosweao.city
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FISCAL IMPACT
There may be some fiscal impact as the action plan proceeds, but unknown at this time.
ATTACHMENTS
1. Community Conversation on Policing (CCOP) Action Plan
2. CCOP Timeline
3. Staff Report from City Council Meeting September 28, 2021
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
ATTACHMENT 1
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4/ Lake Oswego CommunityConversation on Policing - LOPD Action Plan
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Purpose:To identify,assess,and implement actionable items derived from the themes noted in the Recommendations report
THEME RECOMMENDATION ACTION TIMELINE MEASUREMENT ADDITIONAL RESOURCES NEEDED RESPONSIBLE PERSON(S)
Provide annual report to Council that includes:
Present the requested information to Council at a Council Meeting during February 2022 for
regularly scheduled Council meeting annual reports
-Use of Force Data
COMMUNICATION& -STOP Data Most of the mentioned reports are generated Council Meeting in September 2022 for
Completed presentations at meetings. Staff time Chiefs office
REPORTING yearly for accredidation updates
-Crime Rates and Trends
-Department Demographics LOPD proposes to present to Council,formally,
one additional time during the year to update
-Critical Changes in Policies,Practices,or Laws acquired information and identified goals
Develop and execute a communications plan that: Chiefs office
Part of this will be accomplished through the two Council meeting in first quarter and Requires shifting responsibilities that havn't
formal Council Meetings during the year September of 2022 Completion of Council meetings previously been assigned
-Integrates with the City's plan
Currently re-organizing department so some
Stand up an additional web page on LOPD's Administrative Sergeant
Web page development in second quarter of the mentioned responsibilities can fall
website that will have the additional information of 2022 Completion of web page onto the newly created Administrative
-Educates Community about Department practices, that is outlined in the Recommendations g
Ser eant
positions and activities
COMMUNICATION& When presenting to community groups,this Community group presentations as solicited Track community group presentations and
REPORTING information will be included and invited solicitations
-Shares information about crime in the community
Use PIO to push more information to social PIO is assigned to City's Communications
media and traditional news organizations Team
-Shares stories of positive outcomes
PIO will be part of the City's Communications Communicative actions provide requested
Team to ensure messages are consistent insight into policing practices,policies,
procedures via Council check in
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t.F ° 1 Lake Oswego Community Conversation on Policing - LOPD Action Plan
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Purpose:To identify,assess,and implement actionable items derived from the themes noted in the Recommendations report
THEME RECOMMENDATION ACTION TIMELINE MEASUREMENT ADDITIONAL RESOURCES NEEDED RESPONSIBLE PERSON(S)
Chiefs office
Work with City's DEI Program Manager on
Create a culturally repponsive public engagement developing this plan.Some opportunities might
plan for LOPD leadership team be Juneteenth,Chinese New Year Celebrations,
Jewish High Holy Days,and other culturally Traffic Supervisor
responsive celebrations Could require overtime depending on event
POLICE/COMMUNITY
ENGAGEMENT Second quarter of 2022 Track engagements and participation of department members
and other City staff
Administrative Sergeant
Plan would include spaces for BIPOC to share lived Look to establish small group,Town Hall,style
experiences and insights with LOPD staff meetings to facilitate community conversations
DEI Program Manager
Page 2 of 4
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Lake Oswego Community Conversation on Policing- LOPD Action Plan
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Purpose:To identify,assess,and implement actionable items derived from the themes noted in the Recommendations report
THEME RECOMMENDATION ACTION TIMELINE MEASUREMENT RESPONSIBLE PERSON(S)
Work with CRy's DEI Program Manager on Chiefs office
developing this plan and approach Track different approaches
TRAINING&DEVELOPMENT Adopt a comprehensive and multifaceted approach Could require additional funds for
RECOMMENDATIONS to fostering gender equity within the LOPD Ongoing conferences and training-but none at this FIR Director
Seek out opportunities for leadership training, time
specifically around gender(ex:"Women in Police Track number non-males in different roles
Leadership"conference and group attendance)
DEI Program Manager
Hiring and promotions
Work with City's DEI Program manager and Chiefs office
Human Resources in developing strategies for
Update recruitment and hiring practices to be more recruitment,hiring,and retaining
fluid and adaptable to him diverse candidates underrepresented groups
TRAINING&DEVELOPMENT Cultivate retention strategies for underrepresented Ongoing Ongoingdiversityof department None at this time FIR Director
RECOMMENDATIONS groups already at LOPD 9 9 analysis p
Continue using NTN(recruitment too)to reach a
Analyze hiring data to inform strategies to increase wider candidate pool
diversity of applicant pool
DPI Program Manager
Examine current practices in developing more
diversity(women&BIPOC)in the leadership pipeline
Wok with the City's DEI Program Manager,
Human Resources,and LOPT Training Division for Chiefs office
opportunities in this area
TRAINING&DEVELOPMENT Incorporate diversity,equity,and inclusion(DEI) None at this time but depending on classes
RECOMMENDATIONS topics into mandatory training program Ongoing Ongoing audit of our training available,might require additional financial
We currently have a number of DEI training support through the budget
classes throughout the year Training Division
Continue to expand our use of our BHS in our Monthly meetings with BHS and review of Chiefs office
calls Ongoing calls
Provide contextualized responses appropriate for
different call using staff who am:Non-wort,
Behavioral/Mental Health trained,youth trained Audit our current use of CSOs to see if them are Staff time and possible overtime for training BHS unit
mom opportunities to expand their role Review of CSO calls quarterly
Look at CSO responsbililites in 2nd quarter
Work with our SROs to make sure they are Feedback from the schools on SRO's Traffic Division for CSO
Continuepractice of din i ing the appropriate training in dealing with
TRAINING&DEVELOPMENT providing crisis Intervention rye youth interactions with student population
RECOMMENDATIONS training(CIT)to all sworn staff and include regular
refresher courses and supplemental Leaning to all
staff In house BHS will facilitate CIT and ongoing Look at SRO training in 2nd quarter Training Division
behavioral health training for department Continue to track certifications and training
members
Costs associated with ongoing wellness
programs usage Peer Support Team
Continue to use and develop Department and City- Provide ongoing department training and Continue to track hours of support services
wide support services to include Peer Support,EPP, encourage use of support services for employees First round of crr training for newest staff use
Chaplain,and Department Wellness Program members to occur in 2nd quarter-ongoing
Chaplain
Chiefs office
Finish the body camera purchasing process Deployment of body cameras
Money has been secured for rollout but may
TRAINING&DEVELOPMENT need additional resources moving forward
RECOMMENDATIONS Deploy body cameras 1st quarter of 2022 for storage.Also may need additional Patrol Division
Seek out opportunities for leadership training, personnel to manage the public records
specifically around gender(ex:"Women in Police Track number non-males in different roles requests and court release of recordings
Leadership"conference and group attendance)
Records Division
Page 3 of 4
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Lake Oswego Community Conversation on Policing - LOPD Action Plan
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Purpose:To identify,assess,and implement actionable items derived from the themes noted in the Recommendations report
THEME RECOMMENDATION ACTION TIMELINE MEASUREMENT ADDITIONAL RESOURCES NEEDED RESPONSIBLE PERSON(S)
Continue our relationship with groups such as:
Continue to operationalize DEI Task Force Word is Bond,Respond to Racism,The Veteran's Results of those relationships
recommendations with a law enforcement lens Committee of Lake Oswego,and others in the
community Chiefs office
Establish relationships with existing community- Continue our support and reattionship with the
based organizations that are women,BIPOC,people Lake Oswego Chamber of Commerce and look State STOP Report
COMMUNITY BIAS with disabilities,veteran,and LGBTQ+focused for opportunities to expand
RECOMMENDATIONS Ongoing Staff time
Reach out to established neighborhood DEI Program Manager
Develop strategies for ongoing community dialogue associations for opportunities to share at their Bias-Based Policing Report
meetings
Foster partnerships with the businesses and Work with DEI Program Manager for other
organizations that connects the City with opportunities they have identified as part of their Complaint tracking Admin Sergeant
underrepresented groups and communities overall work in the City
Page 4 of 4
ATTACHMENT 2
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2 WITH COUNCIL OF CSO UNITS TO SEE SRO TRAINING& FOR NEW HIRES TO MANAGER TO CREATE HALL STYLE MEETINGS TO
2 REPORT INFO& WHAT OTHER CALLS LOOK FOR OCCUR CULTURALLY RESPONSIVE PUBLIC FACILITATE COMMUNITY
OTHER PD&CRIME THEY CAN ASSIST OPPORTUNITIES TO ENGAGEMENT PLAN. EVENT CONVERSATIONS&ALLOW FOR
Q SPECIFIC INFO WITH IN PLACE OF EXPAND TRAINING IN EXAMPLES:JUNETEENTH, SHARING OF LIVED EXPERIENCES
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DEVELOPING SYSTEMS
N PROGRAM MNGR TO FOR LEADERSHIP PROGRAM MNGR& RECRUITING SERVICES PROGRAM MNGR, HR, & PROCESSES FOR
G FOSTER GENDER EQUITY TRAINING HR TO UPDATE THAT ALLOW FOR &TRNG DEPT.TO CONTEXTUALIZED
2 IN PD SPECIFICALLY HIRING, RETENTION & GREATER REACH, E.G. CREATE& RESPONSES TO
RELATED TO GENDER PROMOTION NTN,SPARK HIRE INCORPORATE DEI CERTAIN CALLS,
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Y CONDUCT CIT& DEPT.TRAINING& LOCAL AND NEW SPONSORED EVENTS FOR
O OTHER BEHAVIORAL ENCOURAGE USE OF BUSINESSES AND OPPORTUNITIES TO ENGAGE
N HEALTH TRAINING SUPPORT/PEER COMMUNITY-BASED DIVERSE COMMUNITY
D FOR DEPT. SERVICES FOR ORGANIZATIONS MEMBERS
MEMBERS
COMMUNITY BIAS COMMUNITY BIAS COMMUNITY BIAS COMMUNITY BIAS
RECOMMENDATIONS RECOMMENDATIONS RECOMMENDATIONS RECOMMENDATIONS
CONTINUE LOOK FOR EXPANDED REACH OUT TO CITY WORK WITH DEI
RELATIONSHIPS WITH ENGAGEMENT NEIGHBORHOOD PROGRAM MANAGER
WIB, R2R,VETERAN'S OPPORTUNITIES WITH ASSOCIATIONS TO FOR OTHER
COMMITTEE, CURRENT AFFILIATED FIND OPPORTUNITIES OPPORTUNITIES THEY
CHAMBER, ETC. GROUPS TO SHARE IDENTIFIED AS PART OF
INFORMATION OVERALL CITY DEI WORK
ATTACHMENT 3 4.
o`` EON COUNCIL REPORT
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Subject: Proposed Community Policing Recommendations
Meeting Date: September 28, 2021 Staff Member: C. Olushola Taylor, Management
Analyst
Report Date: September 20, 2021 Facilitators: Bill de la Cruz, Lillian Tsai & Tara Cooper
Department: City Manager's Office
Action Required Advisory Board/Commission Recommendation
❑ Motion ❑ Approval
❑ Public Hearing ❑ Denial
❑ Ordinance ❑ None Forwarded
❑ Resolution ❑x Not Applicable
❑ Information Only Comments:
❑x Council Direction
❑ Consent Agenda
Staff Recommendation: Direct staff to move forward with presenting proposed
recommendations at the community policing dialog wrap-up event.
Recommended Language for Motion: Not applicable
Project/ Issue Relates To: Community Policing Dialog
Issue before Council (Highlight Policy Question):
❑x Council Goals/Priorities ❑Adopted Master Plan(s) ❑Not Applicable
ISSUE BEFORE COUNCIL
Council discussion and direction to staff regarding proposed community policing
recommendations.
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeosweao.city
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BACKGROUND
On June 22, 2021, facilitators and City staff presented findings from the community policing
dialog that took place during the spring. The outreach process focused on feedback from three
viewpoints:
1) Overarching Community Perspectives and Interactions: 86%of focus group and survey
participants feel comfortable calling the LOPD when needed, and 74% of all participants
believe that Lake Oswego police are trustworthy. Of the 85% of survey participants who
have interacted with the LOPD, 80% reported having positive experiences.
Although community members noted varying experiences with the LOPD, 98% of all
survey respondents said they feel safe in Lake Oswego. Low crime rate, good
neighborhoods, a close-knit community and the police were listed as factors
contributing to an overall sense of safety.
2) Perspectives of Lake Oswego Community Members of Color: As part of the data analysis
process, all survey and some focus group responses from community members of color
were compared to white community members to identify potential patterns in
sentiments about policing in Lake Oswego. Both groups report a similar level of
satisfaction with policing in Lake Oswego, as 63% of Black, Indigenous People of Color
(BIPOC) participants positively described policing in Lake Oswego compared to 61% of
white respondents. White survey respondents have a more positive perception of Lake
Oswego police officers, a more satisfactory opinion of community-police relations (61%
in comparison to 37%of BIPOC survey participants), and would feel more comfortable
calling the police when needed.
Overall, community members of color have a lower sense of trust and safety in Lake
Oswego due to interactions with officers and other community members about race.
3) Policing in Lake Oswego-An Internal Perspective: Some of the community-based
practices reported as working well for the LOPD are being reasonable during every
interaction, treating each call uniquely, and seeking to exceed community expectations
of law enforcement services as summarized by the "no call too small" motto. Officers
also mentioned non-enforcement opportunities such as community events as a positive
avenue for community interaction. Dispatchers noted that while police officers do not
have as many opportunities for engagement, customer service is integral as they are the
first point of contact in assisting the community.
When asked how to better interact with community members who have varying
experiences with law enforcement, LOPD members discussed non-enforcement
interactions without wearing uniforms. Officers observed that the department could do
more to inform the public about what their jobs entail and how they can assist and
respond to the community's needs.
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
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DISCUSSION
Based on the information collected from the community kickoff event, focus groups and
surveys, facilitators propose recommendations to directly address themes presented to Council
this past June. The recommendations seek to provide an outline of what next steps should be
to strengthen the LOPD and its relationship with the community. Items listed after each
recommendations section are specific examples of implementation to help guide Council
discussion.
Theme I: Communication and Reporting
The data from the survey, focus groups, and community dialogs reveal a disconnect between
community perceptions and current day-to-day policing practices. This includes what is
expected of officers in terms of duties and staffing, training, and other resources allocated to
the LOPD. Similarly, there was feedback from both inside the LOPD and from the community
about the lack of information being communicated from the police department. LOPD focus
group members stated concerns about insufficient presence on social media as an effective
avenue for the department to share their own stories.
The LOPD motto "no call too small" was brought up in many focus groups. Community
perceptions were varied, with some focus group members believing some calls are too small
while other focus group participants view the motto as an appropriate approach to policing.
Recommendations for LOPD Communication and Reporting
1) Provide a report to Council at least once per year that includes:
• Use of force data
• STOP data
• Crime rates and trends
• Complaints
• Department demographics
• Changes in policies, practices, or laws
2) Develop and execute a communications plan that:
• Is integrated with the City's communications plan
• Educates community about department practices, positions and activities
• Shares information about crime in Lake Oswego
• Shares stories of positive outcomes
While the LOPD regularly uses social media, there is no formal communications plan about
sharing information related to policing practices and community interactions. There should be
ongoing discussions within the department to identify best practices with the goal of informing
and educating the public through social media and other platforms.
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
Page 4
Theme I Implementation Example: Lead community discussions about expectations for varied
law enforcement responses to calls for service.
Theme II: Opportunities for Engagement Between Community Members and Police Department
There were a number of comments about the community's desire to get to know officers as
human beings and members of the community. Police officers also wanted more opportunities
and multiple avenues to speak and engage with community members.
Recommendations for LOPD Community Engagement
1) Further develop community engagement activities by:
• Reassessing existing LOPD sponsored events to determine opportunities for
engagement with diverse community members
• Continuing to proactively seek community partnerships with local businesses and
community-based organizations
2) Create a culturally responsive public engagement plan for the LOPD leadership team
Theme II Implementation Example: Explore use of alternative uniforms for community
engagement events.
Theme III: LOPD Training and Development
Three primary observations emerged related to training and development. First, police focus
group participants stated that the bias trainings were relevant and interesting but did not
necessarily lead to changes in practices or policies, as officers reported already interacting with
the community in a manner that does not perpetuate bias.
Second, female LOPD officers noted being perceived as less competent or less confident by
their male colleagues. There was a desire for officers to have expanded bias awareness training
and workshops about gender microaggressions with the goal of creating awareness and
understanding about the roles and experiences of women in law enforcement.
Lastly in surveys and focus groups, community members discussed the need for variations in
law enforcement responses to calls that involve youth and mental health incidents.
Recommendations for LOPD Training and Development
The City led with race during the community policing dialog by seeking input from all who live,
work and recreate in Lake Oswego, especially the voices of people from racially
underrepresented groups. This lens was used to identify how systemic racism affects policing in
Lake Oswego. Community members of color provided valuable feedback about how to better
engage with BIPOC, whereas internal LOPD focus groups highlighted the need for ongoing
professional development opportunities and continued workplace support for female officers.
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
Page 5
LOPD should adopt a comprehensive and multifaceted approach that fosters gender equity
within the department. The majority of police officer positions in the United States are filled by
men. In Oregon, approximately 11% of officers are women according to a 2018 report by the
Federal Bureau of Investigation; 13% of Lake Oswego's sworn officers are women. By
integrating gender equity into hiring and promotion, training, internal practices and
department discussions, the LOPD will be able to:
• Further examine how gender biases found within American law enforcement structures
impact the department
• Sustain the culture shift necessary to create a safe environment for all its employees
• Attract diverse candidates
• Better reflect the demographics of the Lake Oswego community
Approaches implemented to address gender equity should be inclusive of people who are non-
binary.
The recommendations outlined below will help LOPD: 1) identify barriers to recruiting, retaining
and promoting women and BIPOC officers, and 2) provide diversified responses to calls for
service.
Hiring and Promotions
1) Update recruitment and hiring practices to be more fluid and adaptable to hire diverse
candidates
2) Cultivate retention strategies for underrepresented groups already in LOPD
3) Analyze hiring data to inform strategies to increase diversity of applicant pool
4) Examine current practices in developing more diversity (women and BIPOC) in the
leadership pipeline
Training,
1) Incorporate diversity, equity and inclusion (DEI) topics into a mandatory training
program that includes:
• Meeting a minimum number of hours per year
• Use of experiential exercises and case studies to demonstrate integration of
knowledge into roles, practices, duties and routines
• Evaluating effectiveness and saliency of current training
• Updating current training for relevance
• Continuing training that supports dispatch practice of questioning callers to prevent
law enforcement response to lawful behavior
Practices
1) Provide contextualized responses appropriate for different calls using staff who are:
• Non-sworn
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
Page 6
• Behavioral/mental health trained
• Youth-trained
2) Deploy body cams
Theme Ill Implementation Example: Offer cultural awareness education inclusive of the racial
context and history of BIPOC and its impact on current law enforcement policies, practices and
protocols.
Theme IV: Community Engagement and Community Bias
While outreach intentionally centered around the experiences of interacting and working for
the LOPD, both internal and community-based focus groups noted that many of the calls and
experiences related to racial profiling came from Lake Oswego community members as
opposed to data revealing negative profiling by Lake Oswego police officers. While ongoing
implicit bias training for Lake Oswego police officers is recommended, the entire community
would benefit from more community dialog about implicit bias.
The facilitators support the recommendations related to the Equity Program Manager position
as described by the Lake Oswego Diversity, Equity and Inclusion Task Force recommendations
and outlined below. The duties for this position provide the foundation necessary to move
forward both the LOPD and the City as a whole in its efforts to become increasingly inclusive
and welcoming.
1) Continue to operationalize DEI Task Force Recommendations with a law enforcement
lens.
• Establish relationships with existing community-based organizations that are
women, BIPOC, people with disabilities, veteran and LGBTQ+-focused, which
will:
■ Provide feedback and insights to City Council, the Mayor, City Manager,
LOPD and other stakeholders about the shared vision of DEI in Lake
Oswego
■ Create opportunities for community members of color and other
marginalized groups to take part in decision making processes that
impact City services
■ Be a resource to the Equity Program Manager and DEI Advisory Board
• Develop strategies for ongoing community dialog
• Foster partnerships with businesses and organizations that connects the City
with underrepresented groups and communities
• Establish recruitment and retention strategies to increase the diversity of the
City's workforce
• Provide consistent and ongoing internal and external community messaging
about DEI
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
Page 7
• Share achievements, areas of improvement and best practices related to DEI
implementation strategies across City departments
• Develop a comprehensive training and development program that supports
implementation of DEI strategies
Theme IV Implementation Example: Collaboration between City Council and community
partners to offer facilitated conversations about bias and its impact in Lake Oswego.
Next Steps
After feedback from Council at the September 28 meeting, the proposed recommendations will
be:
• Presented to the public for feedback in October
• Revised based on input received from the community wrap-up event
• Presented to Council again for approval
Once recommendations are finalized, Staff will create an action plan for implementing
recommendations, which will include timeframe and fiscal impact.
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
4• COUNCIL REPORT
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503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
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503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
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503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
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503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
EAN COUNCIL REPORT
...)11111)1111111 o
QREGO
Tema: Recomendaciones propuestas para el servicio policial comunitario
Fecha de la reunion: Miembro del personal: C. Olushola Taylor, analista de
28 de septiembre de 2021 gestion
Facilitadores: Bill de la Cruz, Lillian Tsai y Tara Cooper
Fecha del informe: Departamento: Oficina del Administrador de la
20 de septiembre de 2021 Ciudad
Accion requerida Recomendacion de la Junta Asesora/Comision
❑ Mocion ❑ Aprobacion
❑ Audiencia publica ❑ Negacion
❑ Ordenanza ❑ No se reenvio nada
❑ Resolucion ❑x No aplicable
❑ Solo informacion Comentarios:
❑x Direccion del Concejo
❑ Agenda de consentimiento
Recomendacion del personal: Indicar al personal que avance con la presentacion de las
recomendaciones propuestas en el evento final de dialogo sobre el servicio policial
comunitario
Idioma recomendado para la mocion: No aplicable
El proyecto/problema se refiere a: Dialogo sobre el servicio policial comunitario
Problema ante el Concejo (resaltar pregunta sobre politica):
IZiObjetivos/prioridades del ❑Planes maestros adoptados ❑No corresponde
Concejo
PROBLEMA ANTE EL CONCEJO
El debate del Concejo y las instrucciones al personal sobre las recomendaciones propuestas
para el servicio policial comunitario.
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeosweao.city
Pagina 2
ANTECEDENTES
El 22 de junio de 2021, los facilitadores y el personal del Municipio presentaron las conclusiones
del dialogo sobre el servicio comunitario que se Ilevo a cabo durante la primavera. El proceso
de divulgacion se centro en los comentarios desde tres puntos de vista:
1) Perspectivas e interacciones comunitarias generales: El 86%del grupo focal y los
participantes de la encuesta se sienten comodos al Ilamar al Departamento de Policia de Lake
Oswego(Lake Oswego Police Department, LOPD)cuando lo necesitan y el 74%de todos los
participantes creen que la policia de Lake Oswego es confiable. Del 85%de los participantes
de la encuesta que interactuaron con el LOPD,el 80%indican tener experiencias positivas.
Si bien los miembros de la comunidad contaron diferentes experiencias con el LOPD, el
98%de quienes respondieron la encuesta dijeron que se sienten a salvo en Lake Oswego.
El indice bajo de delitos, buenos vecindarios, una comunidad unida y la policia fueron
indicados como los factores que contribuyen a una sensacion de seguridad generalizada.
2) Persaectivas de los miembros de color de la comunidad de Lake Oswego: Como parte del
proceso de analisis de datos,todas las encuestas y algunas respuestas del grupo focal de los
miembros de la comunidad de color se compararon con los miembros de la comunidad
blanca para identificar los patrones posibles en los pareceres sobre la policia en Lake
Oswego. Ambos grupos informaron un nivel de satisfaccion similar con la policia de Lake
Oswego,ya que el 63 %de las personas negras, indigenas y de color(Black, indigenous
people of color, BIPOC) participantes describieron positivamente a la policia en Lake Oswego
en comparacion con el 61%de las personas blancas que respondieron. Las personas
blancas que respondieron la encuesta tienen una percepcion mas positiva de los oficiales de
policia de Lake Oswego, una opinion mas satisfactoria de las relaciones entre la comunidad
y la policia (61%en comparacion con el 37%de los participantes BIPOC de la encuesta),y
se sienten mas comodos de Ilamar a la policia cuando lo necesitan.
En general, los miembros de la comunidad de color tienen una menor sensacion de
confianza y seguridad en Lake Oswego debido a las interacciones con los oficiales y otros
miembros de la comunidad en relacion con la raza.
3) Policia en Lake Oswego - Una perspectiva interna: Algunas de las practicas en la
comunidad que se indico que funcionan bien para el LOPD incluyen ser razonables
durante cada interaccion, tratar cada Ilamada como unica y buscar superar las
expectativas de la comunidad de los servicios de la policia como se resumen en el lema
"no call too small" (todas las Ilamadas son importantes). Los oficiales tambien
mencionaron que las oportunidades en las que no estan cumpliendo con las tareas
policiales, como los eventos comunitarios, son Was positivas para la interaccion con la
comunidad. Los que respondieron advirtieron que si bien los oficiales de policia no
tienen tantas oportunidades para vincularse, el servicio al cliente es integral, ya que son
el primer punto de contacto para asistir a la comunidad.
Cuando se les pregunto como interactuar mejor con los miembros de la comunidad que
tienen diferentes experiencias con la policia, los miembros de LOPD debatieron sobre las
interacciones en las que no estan cumpliendo con las tareas policiales sin usar uniforme. Los
oficiales observaron que el departamento podria hacer mas para informar al publico sobre
que implica su trabajo y como pueden ayudar y responder a las necesidades de la comunidad.
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
Pagina 3
DEBATE
Segun la informacion recolectada del evento inicial, los grupos focales y las encuestas, los
facilitadores proponen recomendaciones para atender directamente los temas presentados al
Concejo en junio. Las recomendaciones pretenden proporcionar una descripcion de cuales son
los pasos siguientes para fortalecer el LOPD y su relacion con la comunidad. Los puntos
indicados despues de cada seccion de recomendacion son ejemplos especificos de
implementacion para ayudar a guiar el debate del Concejo.
Tema I: Comunicacion e informes
Los datos de la encuesta, los grupos focales y los dialogos de la comunidad revelan una
desconexion entre las percepciones de la comunidad y las practicas del servicio policial
cotidianas actuales. Esto incluye to que se espera de los oficiales en terminos de tareas y
dotacion de personal, capacitacion y otros recursos asignados al LOPD. De manera similar, hubo
opiniones tanto dentro del LOPD como de la comunidad sobre la falta de informacion que se
comunica desde el departamento de policia. Los miembros del grupo focal del LOPD indicaron
tener preocupaciones sobre la presencia insuficiente en las redes sociales como via eficaz para
que el departamento comparta sus propias historias.
El lema del LOPD "no call too small" (todas las Ilamadas son importantes) se menciono en
muchos grupos focales. Las percepciones de la comunidad fueron variadas, algunos miembros
del grupo focal creen que algunas Ilamadas son menos importantes, mientras que otros
participantes consideraron que el lema era un enfoque adecuado para el servicio policial.
Recomendaciones para la comunicacion y creacion de informes del LOPD
1) Proporcionar un informe al Concejo al menos una vez por ano que incluya:
• Uso de datos de la fuerza
• Datos del programa STOP
• Indices y tendencias de los delitos
• Quejas
• Datos demograficos del departamento
• Cambios en las political, practicas o leyes
2) Desarrollar e implementar un plan de comunicacion que:
• Este integrado al plan de comunicacion del Municipio
• Eduque a la comunidad sobre las practicas, posiciones y actividades
• Comparta informacion sobre los delitos en Lake Oswego
• Comparta historias de los resultados positivos
Si bien el LOPD usa las redes sociales regularmente, no hay un plan de comunicaciones formal
sobre compartir informacion relacionada con las practicas del servicio policial y las
interacciones de la comunidad. Deberia haber debates continuos dentro del departamento
para identificar las mejores practicas con el objetivo de informar y educar al publico a traves de
las redes sociales y otras plataformas.
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
Pagina 4
Ejemplo de implementacion del tema I: Liderar debates de la comunidad sobre las expectativas
para las respuestas variadas de la policia a las Ilamadas de servicio.
Tema II: Oportunidades Para vincularse entre los miembros de la comunidad v el Departamento
de Policia
Hay una cantidad de comentarios sobre el deseo de la comunidad de conocer a los oficiales
como personas y miembros de la comunidad. Los oficiales de policia tambien querian mas
oportunidades y multiples vias para hablar y vincularse con los miembros de la comunidad.
Recomendaciones para Ia vinculacion entre Ia comunidad y el LOPD
1) Desarrollar mas actividades de vinculacion con la comunidad mediante:
• La reevaluacion de los eventos actuales patrocinados por el LOPD para determinar
las oportunidades de vincularse con diversos miembros de la comunidad
• La continuacion de la busqueda proactiva de asociaciones comunitarias con los
negocios locales y las organizaciones de la comunidad
2) Crear un plan de vinculacion publica culturalmente sensible para el equipo de liderazgo
de LOPD
Ejemplo de implementacion del tema II: Explorar el use de uniformes alternativos para los
eventos de vinculacion con la comunidad.
Tema III: Capacitacion v desarrollo del LOPD
Surgieron tres observaciones principales relacionadas con la capacitacion y el desarrollo.
Primero, los participantes de los grupos focales indicaron que las capacitaciones sobre
prejuicios eran importantes e interesantes pero que no necesariamente Ilevaban a cambios en
las practicas o politicas, dado que los oficiales informaron que ya estan interactuando con la
comunidad de una manera que no perpetua los prejuicios.
En segundo lugar, las funcionarias del LOPD advirtieron que son percibidas como menos
competentes o menos confiables por parte de sus colegas varones. Se expreso el deseo de que
los funcionarios tengan mas capacitaciones de concientizacion sobre los prejuicios y talleres
sobre microagresiones de genero con el objetivo de crear conciencia y de comprender los roles
y experiencias de las mujeres en la policia.
En ultimo lugar, en las encuestas y grupos focales los miembros de la comunidad debatieron
sobre la necesidad de variaciones en las respuestas de la policia a las Ilamadas que involucran a
jovenes e incidentes de salud mental.
Recomendaciones para Ia capacitacion y el desarrollo del LOPD
El Municipio tuvo en cuenta la raza durante el dialogo del servicio policial comunitario al pedir
la opinion de todos quienes viven, trabajan o participan de actividades recreativas en Lake
Oswego, en especial de las personas de grupos subrepresentados desde el punto de vista racial.
Esta perspectiva se use para identificar la forma en que el racismo sistemico afecta el servicio
policial en Lake Oswego. Los miembros de la comunidad de color proporcionaron valiosos
aportes sobre como vincularse mejor con las BIPOC, mientras que los grupos focales del LOPD
destacaron la necesidad de oportunidades de desarrollo profesional continuas y de apoyo
permanente a las oficiales mujeres en el lugar de trabajo.
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
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El LOPD deberia adoptar un enfoque integral y multifacetico que fomente la equidad de genero
dentro del departamento. La mayoria de los cargos de oficiales de policia en Estados Unidos estan
ocupados por hombres. En Oregon,aproximadamente el 11%de los oficiales son mujeres de acuerdo
con un informe de la Agencia Federal de Investigaciones(FBI)de 2018; el 13%de los oficiales
juramentados de Lake Oswego son mujeres.Al integrar la equidad de genero en la contratacion y la
promocion, la capacitacion, las practicas internas y los debates del departamento,el LOPD podra:
• Analizar en mayor profundidad como los prejuicios de genero que se encuentran en las
estructuras policiales de la legislacion estadounidense afectan al departamento
• Sostener el cambio cultural necesario para crear un ambiente seguro para todos sus
empleados
• Atraer candidatos diversos
• Reflejar mejor la demograf a de la comunidad de Lake Oswego
Los enfoques implementados para tratar la equidad de genero deber an ser inclusivos de las
personas no binarias.
Las recomendaciones que siguen a continuacion ayudaran al LOPD a: 1) identificar las barreras
para reclutar, retener y promover a las oficiales mujeres y BIPOC y 2) proporcionar respuestas
diversificadas a las Ilamadas de servicio.
Contratacion v promociones
1) Actualizar las practicas de reclutamiento y contratacion para que sean mas fluidas y
adaptables para contratar candidatos diversos
2) Cultivar estrategias de retencion para los grupos subrepresentados que estan
actualmente en LOPD
3) Analizar los datos de contratacion para fundamentar las estrategias que aumenten la
diversidad del grupo de candidatos
4) Examinar las practicas actuales para generar mayor diversidad (mujeres y BIPOC) en la
creacion de liderazgos
Capacitacion
1) Incorporar temas de diversidad, equidad e inclusion (DEI) en un programa de
capacitacion obligatorio que incluya:
• Cumplir con un minimo de horas por ano
• Usar ejercicios empiricos y estudios de casos para demostrar la integracion de los
conocimientos en los roles, practicas, tareas y rutinas
• Evaluar la eficacia y prominencia de las capacitaciones actuales
• Actualizar la capacitacion actual para que sea relevante
• Capacitacion continua que apoye la practica de comunicacion de hacer preguntas a
las personas que Ilamen para impedir la respuesta de la policia ante
comportamientos legales
Practicas
1) Proporcionar respuestas contextualizadas adecuadas a las diferentes Ilamadas usando el
personal que:
• No este juramentado
• Tenga capacitacion conductual/de salud mental
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
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• Tenga capacitacion sobre jovenes
2) Porte camaras
Ejemplo de implementacion del tema III: Ofrecer educacion de concientizacion cultural que
incluya el contexto racial y la historia de las BIPOC y su impacto en las politicas, las practicas y
los protocolos de la policia actuales.
Tema IV: Participacion de la comunidad v prejuicios de la comunidad
Si bien las comunicaciones estuvieron centradas intencionalmente en las experiencias de
interaccion y trabajo para el LOPD, los grupos focales internos y basadas en la comunidad
advirtieron que muchas de las Ilamadas y experiencias relacionadas con la evaluacion por el
perfil racial provinieron de miembros de la comunidad de Lake Oswego en oposicion a los datos
que revelaron una evaluacion por el perfil negativa por parte de los oficiales policiales de Lake
Oswego. Si bien se recomienda una capacitacion continua sobre los prejuicios implicitos para
los oficiales policiales de Lake Oswego, toda la comunidad se beneficiaria de mayor dialogo en
la comunidad sobre los prejuicios implicitos.
Los facilitadores apoyan las recomendaciones relacionadas con el cargo de administrador del
programa de equidad como se describe en las recomendaciones del Comando de Diversidad,
Equidad e Inclusion de Lake Oswego y que se describen a continuacion. Las tareas para este
cargo ofrecen los cimientos necesarios para hacer avanzar tanto al LOPD como a la ciudad en su
totalidad en sus esfuerzos de ser cada vez mas inclusivos y acogedores.
1) Continuar poniendo en practica las recomendaciones del Comando DEI con una
perspectiva policial.
• Establecer relaciones con las organizaciones basadas en la comunidad actuales
que esten centradas en las mujeres, las BIPOC, las personas con discapacidad, los
veteranos y LGBTQ+ que:
■ Proporcionen opiniones y aportes al Concejo Municipal, el alcalde, el
administrador de la ciudad, el LOPD y otros interesados sobre la vision
compartida de DEI en Lake Oswego.
■ Creen oportunidades para que los miembros de la comunidad de color y
otros grupos marginados participen en los procesos de toma de
decisiones que afectan los servicios de la ciudad
■ Sean un recurso para el administrador del Programa de Equidad y la Junta
Asesora de DEI
• Desarrollen estrategias para el dialogo comunitario continuo
• Fomenten asociaciones con negocios y organizaciones que conecten al Municipio
con los grupos y comunidades subrepresentadas
• Establezcan estrategias de captacion y retencion para aumentar la diversidad en
la fuerza laboral de la ciudad
• Proporcionen mensajes coherentes y continuos de la comunidad sobre DEI,
tanto a nivel interno como externo
• Compartan los logros, areas de mejoras y practicas recomendadas relacionadas con
las estrategias de implementacion de DEI en todos los departamentos del Municipio
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city
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• Desarrollen una capacitacion exhaustiva y un programa de desarrollo que apoye
la implementacion de las estrategias de DEI
Ejemplo de implementacion del tema IV: Colaboracion entre el Concejo Municipal y los socios
de la comunidad para ofrecer conversaciones sobre los prejuicios y su impacto en Lake Oswego.
Proximos pasos
Despues de los aportes del Concejo en la reunion del 28 de septiembre, las recomendaciones
propuestas seran:
• Presentadas al publico para conocer su opinion en octubre
• Revisadas basandonos en los aportes recibidos del evento final de la comunidad
• Presentadas al Concejo nuevamente para su aprobacion
Una vez que se finalicen las recomendaciones, el personal creara un plan de accion para
implementar recomendaciones, las que incluiran el cronograma y el impacto fiscal.
503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city