Police Department City of Benicia September 7, 2021 Presiding Judge Donna Stashyn Solano County Grand Jury 2020-2021*

- The Solano County Civil Grand Jury found that local law enforcement agencies comply with the statutory requirements when providing training. However, bias training is only required and conducted every five years. Local law enforcement administrations agreed there is too much time between training sessions.

– Most law enforcement administrations identified lack of adequate funding as an impairment to providing additional and/or more frequent training.

- California Penal Code section13651(a) states: "Every police department, sheriff's office, or other entity that employs peace officers shall review the job description that is used in the recruitment and hiring of those peace officers and shall make changes that emphasize community-based policing, familiarization between law enforcement and community residents, and collaborative problem solving, while de-emphasizing the paramilitary aspects of the job." All administrators mentioned the general population's lack of trust of law enforcement officers. <b>RECOMMENDATION</b> 4a –Ensure that training de-emphasizes a paramilitary approach to policing. RESPONSE TO RECOMMENDATION 4a The Benicia Police Department has never taken a para-militaristic approach in its policing. The Department emphasizes de-escalation training for its sworn personnel and public safety dispatchers, as well as the use of less lethal means when responding to escalated service calls. Two Benicia officers are part of the county-wide Crisis Intervention Team. The Department embraces compassionate policing, an approach which focuses on enforcing the law in a humanistic and holistic manner. Special emphasis is given to selective recruitment and inclusive hiring practices, encouraging applicants from underrepresented groups, non- traditional backgrounds, and life experiences. Candidates are screened to ensure they possess the necessary traits and mindset to apply a compassionate policing approach within our community, and as a representation of our Department culture. <b>RECOMMENDATION 4b</b> – Use a collaborative approach with community organizations to problem solve. RESPONSE TO RECOMMENDATION 4b The Benicia Police Department is an active member of the community and trusted partner to our local organizations. We provide oversight to the Neighborhood Watch program and encourage community members to be engaged in safety for all. The Department has an award-winning volunteer program for its retired residents and puts together free Citizens and Youth Citizens Police Academies annually. The Department manages the Benicia Family Resource Center, which assists families with basic needs. Most recently, the Center was appointed to manage the Covid-19 assistance program for the City, as well as for the Napa Solano Area Agency for Aging. The Department is involved with the youth through the partnership with the Benicia Unified School District. An officer is also dedicated as the homeless liaison and works closely with the unhoused community and the resources available county-wide. <b>FINDING 5</b> – For some Law enforcement agencies employee turnover is an issue. <b>RECOMMENDATION 5a</b> – Suisun City increase the length of its employment contract to five years. RESPONSE TO RECOMMENDATION 5a N/A <b>RECOMMENDATION 5b</b> – Law enforcement agencies find ways to achieve pay equity in the county to limit turn over in smaller communities. RESPONSE TO RECOMMENDATION 5b The Benicia Police Department represents a stable, connected workforce – the average Department tenure is 8.68 years. Average turnover in the Benicia Police Department is 5.8%, which represents less than half of the national average turnover rate for law enforcement agencies. The pay equity, however, is out of the Department's control, because salaries and other compensations are set through negotiations between the City and bargaining units. <b>FINDING 6</b> – There are reports from the Federal Bureau of Investigation that extremist groups are infiltrating law enforcement agencies. While local law enforcement agencies investigate applicants as part of the vetting process, they rely on employee and citizen complaints to identify current staff social media postings for extremist ideology.