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Home My WebLink AboutPolice Chief Handy Update on Police Department Protocols and n � r City of Huntington Beach ,r`v File #: 20-1731 MEETING DATE: 7/6/2020 Police Chief Handy to provide an update on Police Department Protocols and Procedures City of Huntington Beach Page 1 of 1 Printed on 7/1/2020 powered 0 LegistarTM 7/7/zozo 'mow -114 Huntington Beach Police Department Overview Police Chief Robert Handy Purpose of Presentation • Review HBPD • Staffing • Hiring • Training • Supervisor/manager/executive development • Common questions • Community outreach • Complaints/accountability data • Use of force data • Moving forward COMMUNICATION Meeting Date: 1 Agenda ilem No.• 7/7/2020 Value Statements quick,WW",everact Wen those"corno into oonfaa with no inaner(ho roason for the O a as Accountability VVe remgl®the inparlartr�a accaun[adlrty and personal respatsrdldy to our community,to each oU10r end to our pepertrrnent We sheN mnodel thus befnavor in our organizatan and innplernent acmlydahiAy�al levels. Respect we are r;orrrntled 10 treahg rNtnws wits dgmry,talong resporlsrt>tliry fa onr wards and actions wM rasprxt[o et people,regardless d err dlBaerxes.Wa strive to provde a sate,srppative envsonmerrt n which the connwnry and errpbyees are veWed and encouraged to corrrrrrun�te melr bees and opeliort5 Trust We have wrrrrrtled ourselves to elevated standards d tile[,respaysLrMly and discipine while prrrrnbn9 justice in a fan and impartial rrmrxner We mneirn�n the hull d the e011rlrrrry btr peirg t onest.compass ornate and c on 69'4 l n err ec9orts We hold 0U BAeS r 10 the highest starbard a personal,prolessanal and at>ral corndtxy Service We value the opportunity to provide serwce which is c«rle responsive,firm.far and eanctr e We are davoW to the enforcement a laws.crone prevention acomties and inw4vement wM ow cannunity.We regard fh0 members of our con rrrxuty as panners and a valwble resarce in a canbuted policing etrat Teamwork We collaborate wM as residents and businesses to preserve peace.frprove gLwhty ol[ft.and protect We and property in Ina best interests of orr city and ft ca wnurvty we serve We work togetner towards the cannon goal of pro nding the best service to our dry. Integrity The amrrecy of our aaians will be defined by prolessional ed>tcs and paraalal mrNLt Vfb resolve tfks to be bue and corstslenL despite the perception or level of dforly.lhantiidmare implernarted in al deal .regardless or its magntnde Lw.. t St p _ V. a 2 7/7/2020 Vision Statement 4 n � The Huntington Beach Police Department is committed to maintaining a safe and positive working atmosphere that emphasizes accountability. respect,trust service,teamwork.and integrity.We will adapt,innovate and evolve utilizing a participative management style through highly trained and disciplined employees using the latest technology.We value and respect the accomplishments made by those that came before us, those that are with us. and those that will come after us.as our employees are our most valued asset. HuntingtonAt The DepartmentPolice Honor""Serving with . dignityServing the community with .- slogan of"Sernng with Monor'has been displayedwhile striving for the on the Huntington Beach patio!cars for several years. We recognize that working in the field of law enforc�nent highest o public is a node and honorable profession. 3 7/7/2020 Hiring Process • Applications: Continuous Recruitment for Sworn Officers and Dispatchers • 364.5 Total Funded Positions 2019/2020 • 222 sworn positions • 142.5 civilian full and part time • Current Vacancies • 6 sworn • 11 civilian Hiring Process for Sworn • Application • Written Exam • Physical Fitness Test • Oral Board Interview • Invasive Background Check • Polygraph • Chief's Interview • Extensive Psychological Written Test and Interview with Psychologist • Medical Evaluation 4 7/7/2020 New Hire Training • 6 Months Academy Training • 1004 hours of State mandated training with extensive testing throughout • 2 Week Orientation Training with HBPD • 6 Months of Field Training with HBPD Officer • 1 Year Probationary Period • Regular Annual Training In Service Training • 12-24 Hours of Mandated Training Required by State • HBPD Each Officer Receives 120-200 Hours per year • Domestic violence, firearms, first aid,de-escalation, crisis intervention, driving,ACT, tactics, Simunition &Simulation, DTB's (policy training)and various other specialty areas and topical training • Simulation Training • Latest technology to create realistic video scenarios • Simunition Training • Realistic scenarios using actors • Instructor Development • 10-20 hours additional per year for each specialty(firearms, ACT, etc.) • Outside Classes • 2019$196k spent on outside development, includes travel expenses or expenses to bring instructors in to HBPD 5 7/7/2020 Supervisory/Management Development • New Sergeants: • 2 Week P.O.S.T. Supervisor School • After 2 years, P.O.S.T. Supervisory Leadership Institute (SLI) • New Lieutenants • 3 Week P.O.S.T. Management School • Senior Leadership Training: Senior Lieutenants or Captains • One or more of multiple schools: FBI National Academy, ELI @ Drucker, Harvard/Kennedy School, P.O.S.T. Command College, PERF SMIP Class or P.O.S.T. Executive Development Equipment Investments • Equipment investments to improve performance under stress, lower levels of force required and reduce injuries to suspects and officers • Simulation lab • Simunition/practical scenario based training equipment • Tasers • Less lethal tools: 40mm and Pepper Ball technology • Body worn cameras 6 7/7/2020 Common Recent Questions • De-Escalation • California State Senate Bill (SB) 230 • Requires officers to use de-escalation techniques, crisis intervention tactics and other alternatives to deadly force whenever feasible. Requires duties to be carried out fairly without bias • Duty to Intervene • Required by state law and our policy • Shooting at Moving Vehicles • Limited by our policy to situations where no other reasonable means exists to stop the threat Common Recent Questions • Use of "Choke Holds" • HBPD has never used "choke holds' but have utilized the carotid control technique in the past. Recently suspended the use of the carotid control technique • Comprehensive Reporting • Use of force reporting required, supervisor investigations approved up through the Assistant Chief • Use of Force Continuum • Outdated, not practical or current industry standard. Use of force options, more like a menu of reasonable options given specific circumstances versus a linear stair step continuum is current industry standard 7 7/7/zozo Common Recent Questions • Require Alternatives Before Shooting • HBPD policy requires evaluation of other techniques or resources if reasonably available • Established State and Federal Law recognizes the requirement to evaluate officers decisions based on what the officer knew at the time, the totality of circumstances and a reasonable officer standard. Established law also eliminates the hindsight argument recognizing officers make split second decisions with limited information. Community Outreach and Relationship Building • Community Based Policing (CBP) • Building trust/legitimacy • Preventing and solving crime • Problem solving • Establishing and maintaining a safe and heathy community • Various systems and mechanisms put into place to enhance CBP • Geographical policing • Huntington Beach Police and Community Foundation • Search and Rescue • Volunteer Programs • Internships 8 7/7/zozo CBP Programs • Citizens Academy • Spanish Citizens Academy �r . - • "With a Cop" programs i • Coffee, shop, surfing, fishing • Equestrian partnerships • At risk and special needs r - ►�"'- • HB LEAD-youth leadership CBP Programs • Neighborhood Watch • Geographical policing • Downtown, Southeast, Southwest, Northwest, Northeast • Know Your Limit program • Downtown ambassadors ' f • Every Fifteen Minutes program 9 7/7/z0z0 CBP Programs 0 • Probation partnerships ..... • Mental health clinician partnerships r ' • Homeless outreach efforts • Underage drinking education and prevention • Juvenile diversion and dispute resolution partnerships with Waymakers Use of Force Data • 90% of uses of force Involve 2014-2019 Use of Force by Injury Sustained minor injury or complaint of pain • 10% involve moderate or major .M%or,Moderate injury •Mina t comp of pain 10 7/7/2020 Use of Force Data • Since 2014 less than 2% of 2014-2019 Arrests vs Use of Force Cases arrests involve a use of force 722 Z% • 67% of uses of force occur on a call for service •Total Arrests • 33% of uses of force occur •ToW Use ofForce during officer initiated activity Use of Force Data 2014-2019 Calls for Service vs.Use of Force Cases • Since 2014 less than .01% of 722,0% calls for service result in use of force 04J •Total Cads for service •ToW Use of Farce 11 7/7/2020 Body Worn Cameras • Program began in 2015 • Started with volunteers • Expanded to patrol officers, all uniformed officers, all sworn officers • Policy on usage • Originally officer discretion • Critical situations now mandatory Complaint Data • Government Code requires us to investigate citizen complaints • Many involve issues over enforcement such as "I did not deserve this citation," etc. • More and more are easily resolved with body worn camera footage • Complaints are generated externally by stakeholders or internally by supervisors • Every complaint is investigated thoroughly and reviewed by a manager and member of the executive team • Average number of complaints per year over last 5 years • 59 total complaints • 23 citizen complaints • 36 internally generated • 26 were sustained 12 7/7/2020 Employee Accountability Data • We have non discipline systems in place to improve performance: Training Logs, Sergeant Logs or "Comment Logs" and employee evaluations are all used to improve performance and minimize mistakes • Since 2014 we have served formal discipline 160 times • Official reprimand, suspension or termination • Separations • 11 employees (sworn and civilian) have left over the last 5 years either through resignation, retirement or termination due to internal investigations Moving Forward • Establish a Community Advisory Board • Broaden mandatory use of body worn cameras • Complete a thorough review of Department training • Complete a thorough review of Department's use of force review procedures and policies • Work with the City Manager's Office to determine what, if any, community issues/concerns could be handled by non-sworn personnel in other departments 13 7/7/2020 Questions 14