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Extracted from Consolidated Report
This investigation was originally published as part of a larger consolidated report containing multiple investigations. View the consolidated PDF for the complete document.
Fresno County Grand Jury
• 2021-2022
Clovis Police Department Responds To Its Diversity Challenges
⚠️ Translation Notice: This content has been automatically translated. The original English text is the official version. Translation may contain errors.
⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
Findings and Recommendations 10 findings
F1
Page 87
There is a perception among police officer candidates of color that the CPD would not be a welcoming department for them.
Related Recommendations (1)
R4
Page 88
The CPD leadership should develop and implement a marketing/recruiting 88 plan to overcome the perception that the Clovis Police Department does not welcome police officer candidates of color no later than March 31, 2023. (F1, F2, F6, F9)
F2
Page 87
The demographics for diversity among police officers in the CPD is nearly reflective of the Clovis community, however, much less diverse than its 87 larger community as stated in the Fresno SMSA.
Related Recommendations (3)
R1
Page 88
The CPD should commit to a 1, 3, and 5 year incremental plan to reach the level of diversity that resembles the demographics of the Fresno metropolitan area, no later than March 31, 2023. (F2, F6, F9)
R2
Page 88
The CPD should identify diversity-value training tools and require it biennially (every other year) for leaders in the Clovis Police Department no later than March 31, 2023. (F2, F6, F9)
R4
Page 88
The CPD leadership should develop and implement a marketing/recruiting 88 plan to overcome the perception that the Clovis Police Department does not welcome police officer candidates of color no later than March 31, 2023. (F1, F2, F6, F9)
F3
Page 88
There is presently no evidence or reports of explicit discrimination or disrespectful treatment of police officers of color at CPD.
No recommendations for this finding
F4
Page 88
CPD purports to hire candidates at a higher standard than other agencies.
Related Recommendations (1)
R3
Page 88
The CPD should expand their reach for recruiting purposes no later than March 31, 2023. This would encourage recruiting cadets from areas with a higher percentage of persons of color and African Americans in particular. Lateral transfers can be encouraged from those same areas such as Los Angeles, East Bay (Oakland) and San Francisco, for example. (F4, F6, F9)
F5
Page 88
Until recently compensation packages for CPD new hire officers were higher than other agencies.
No recommendations for this finding
F6
Page 88
The CPD is implementing programs to make it more diverse (examples include the Citizens Diversity Committee and their Strategic Plan).
Related Recommendations (5)
R1
Page 88
The CPD should commit to a 1, 3, and 5 year incremental plan to reach the level of diversity that resembles the demographics of the Fresno metropolitan area, no later than March 31, 2023. (F2, F6, F9)
R2
Page 88
The CPD should identify diversity-value training tools and require it biennially (every other year) for leaders in the Clovis Police Department no later than March 31, 2023. (F2, F6, F9)
R3
Page 88
The CPD should expand their reach for recruiting purposes no later than March 31, 2023. This would encourage recruiting cadets from areas with a higher percentage of persons of color and African Americans in particular. Lateral transfers can be encouraged from those same areas such as Los Angeles, East Bay (Oakland) and San Francisco, for example. (F4, F6, F9)
R4
Page 88
The CPD leadership should develop and implement a marketing/recruiting 88 plan to overcome the perception that the Clovis Police Department does not welcome police officer candidates of color no later than March 31, 2023. (F1, F2, F6, F9)
R5
Page 89
The CPD should seek outside professional advice on developing a strategy and plan to overcome the perception that the CPD does not welcome officers of color, including African Americans no later than March 31, 2023. (F6)
F7
Page 88
The CPD follows POST standards for the training of officers in issues regarding implicit bias.
No recommendations for this finding
F8
Page 88
The FCC Police Academy graduates classes with diversity that reflects the entire Fresno/Clovis metropolitan area.
No recommendations for this finding
F9
Page 88
The CPD command staff established a diversity strategic plan in January 2018, which has been partially completed to date.
Related Recommendations (4)
R1
Page 88
The CPD should commit to a 1, 3, and 5 year incremental plan to reach the level of diversity that resembles the demographics of the Fresno metropolitan area, no later than March 31, 2023. (F2, F6, F9)
R2
Page 88
The CPD should identify diversity-value training tools and require it biennially (every other year) for leaders in the Clovis Police Department no later than March 31, 2023. (F2, F6, F9)
R3
Page 88
The CPD should expand their reach for recruiting purposes no later than March 31, 2023. This would encourage recruiting cadets from areas with a higher percentage of persons of color and African Americans in particular. Lateral transfers can be encouraged from those same areas such as Los Angeles, East Bay (Oakland) and San Francisco, for example. (F4, F6, F9)
R4
Page 88
The CPD leadership should develop and implement a marketing/recruiting 88 plan to overcome the perception that the Clovis Police Department does not welcome police officer candidates of color no later than March 31, 2023. (F1, F2, F6, F9)
F10
Page 88
The CPD does not publicly share information on their diversity efforts. Based on its findings, the 2021-2022 Fresno Civil Grand Jury recommends:
Related Recommendations (1)
R6
Page 89
The CPD should make their Diversity Strategic Plan available to the public via CPD website and within the City of Clovis’ mobile application by March 31, 2023. (F10)