Issue | Background | Recommendations | Responses | Attachments East Palo Alto Police Department Issue

Conclusions 9

• CL1
  control and protect crime-scenes and evidence. The quality of preliminary investigations contributes greatly to the clearance rates. East Palo Alto police officers have been primarily assigned to field duties with little exposure to criminal investigations. This not only stifles their development, it limits their understanding of criminal investigations and ATTACHMENT #2 what role preliminary investigations play in solving crime. We must invest in our staff so
• CL2
  that we build internal capacity and increase our competency, not invest our scarce resources to develop outside staff who will take their knowledge and experiences away from the Department once they transfer out of the City. Coordination between patrol officers and detectives. The Sheriff's Office and the Police
• CL3
  Department enjoy a good relationship, however, the level of interaction is limited because of logistics. Homicide investigators are based in Redwood City. This disconnect contributes to slow communication and even the failure to share valuable information. Increased Accountability. The Sheriff deputies are not city employees; therefore, as the
• CL4
  police chief, I do not have the authority to select or remove detectives assigned to the investigations unit; change their work hours or days off if needed, or administer discipline if warranted. Such actions must be approved by the Sheriff. Localizing the investigation function offers other benefits to the Department and City, such as: Single point of accountability. Residents will no longer have to figure out whom to
• CL5
  contact -- the police department or the sheriff's office -- to follow-up on an investigation. Reduced costs. It will be less expensive for the Department to operate an investigation
• CL6
  function rather than contract with the Sheriff. Currently, the City leaves vacant six police officer positions to pay for the Sheriff's contract. Even at the subsidized rate, the costs of Sheriff deputies have exceeded the funds generated from the vacant positions. The City has increased the Department's budget in 2005 – 06 to make up the difference, however the subsidy is scheduled to end in two years, which means the cost of the contract will increase even more – about 40%. Professional Development. The department has lacked much opportunity for
• CL7
  professional advancement for its patrol officers or incentives to attract new recruits. Now an ambitious officer can look forward to trying to become a detective. Detectives transferring out of the East Palo Alto investigations unit remain in the Department and share their knowledge and experience to less experienced officers. This will create a more experienced core of officers and prepare the future leadership of the Department. Increased Officer Recruitment and Retention. As we compete with other agencies to
• CL8
  recruit qualified police officer candidates, we are limited by the growth and development we offer police officers. Without opportunities to learn and advance within the organization, many candidates look elsewhere. The newly formed investigations unit will provide lateral movement within the organization. Increased grant opportunities. Because the City has not conducted criminal
• CL9
  investigations over the past ten years, many grants designated to reduce crime and violence and increase clearance rates have not been available to the City. The Department will now seek grant opportunities and funding alternatives. Increased pride and morale. An important part of reform is creating an environment conducive to high morale and pride. Officers must take pride in their Department and their community. Contracting with the Sheriff for investigations has diminished organizational pride, albeit not intentional, as it suggests that EPA officers are not good enough to conduct a basic function in policing. This serves as a source of tension for officers and has created what I can only describe as low organizational-esteem. If you set low standards and expectations, people will aim low. If you set high standards and expectations, people strive to those heights. This change has already created a level of excitement and synergy within the Department and increased organizational pride. ATTACHMENT #2 We face many challenges ahead and face even more skeptics. I am confident that working together we can and will form a Department that is effective and one we can and will be proud of. Respectfully, Chief Ronald Davis

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