Monroe Police Reform Initiative - PowerPoint Presentation

1. Monroe Police Reform InitiativeJanuary 27, 2021Darwin M. GuzmanChief of Police

2. Welcome to Monroe: Pride in community since 1894

3. Our Mission:  The principle mission of the Monroe Police Department is to service the community by protecting life and property; by preventing crime; by enforcing laws; and by maintaining order for all citizens. It is essential for all members to remember that in the execution of our duties we act not for ourselves, but for the good of the public; we respect and protect the rights of all citizens and perform our duties with honesty, zeal, courage, discretion, fidelity and sound judgment. Central to our mission are the values that guide our work and decisions and help us to do tribute to the quality of life in Monroe. Our values are characteristics or qualities of worth, they are non-negotiable. Although we may need to balance them, we will never ignore them for the sake of expediency or personal preference. We hold our values constantly before us to teach and remind us and the community of our ideals. They are the foundation upon which our policies, goals and operations are built. In fulfilling our mission, we need the support of citizens; elected representatives, government officials, and the criminal justice system in order to provide the quality of service our values commit us to providing.We the members of the Monroe Police Department, value: HUMAN LIFE LAWS AND CONSTITUTION INTEGRITY EXCELLENCE ACCOUNTABILITY COOPERATION PROBLEM SOLVING LOYALTY  

4. Mission  HUMAN LIFE We value human life above all else, therefore: We give first priority to situations which threaten life; we use force only when necessary; we treat all persons with courtesy and respect; we are compassionate and caring.  LAWS AND CONSTITUTION We believe in the principles embodied in the Constitution; we recognize the authority of federal, state and local laws, therefore: We respect and protect the rights of all citizens; we treat all persons fairly and without favoritism; we are knowledgeable of the law; we obey the law. EXCELLENCE We strive for personal and professional excellence, therefore:We do our best; we have a vision for the future; we seek adequate resources: staffing, facilities, equipment, training, salaries, benefits; we recruit and hire the best; we train and develop our employees to their highest potential; we are committed to fair and equitable personnel practices; we provide organizational mobility; we recognize and reward good performance; we support reasonable risk-taking and are tolerant of honest mistakes; we are receptive to new ideas and to change; we work toward realistic mutually agreed upon goals; we meet statewide recognized law enforcement standards; we lead by example.

5. MissionACCOUNTABILITYWe are accountable to each other and to the citizens we serve, who are the source of our authority, therefore: We communicate openly and honestly among ourselves and with the community; we understand the importance of community values and expectations; we are responsive to community concerns; we acknowledge our mistakes and are open to constructive criticism; we manage our resources effectively; we thoroughly investigate complaints against our employees; we take appropriate disciplinary action and or remedial action when needed.COOPERATIONWe believe that cooperation and teamwork will enable us to combine our diverse backgrounds, skills and styles to achieve common goals, therefore:We work as a team; we understand our role in achieving Department and Village goals and objectives; we share the responsibility to serve the citizens of Monroe with many other agencies and organizations; we strive to understand those who disagree with us; we seek the help and cooperation of others; we seek to resolve conflicts; we rely on community support and involvement.PROBLEM SOLVING We are most effective when we help identify and solve community problems, therefore: We work to anticipate and prevent problems; we give a high priority to preventing crime and helping citizens feel safe; we actively seek opinions and ideas from others; we plan, analyze and evaluate; we recognize that crime is a community problem; we listen to problems and complaints with empathy and sensitivity; we seek innovative solutions.

6. MissionLOYALTY AND OURSELVES We are loyal, capable people who care about each other, striving together doing important and satisfying work for the citizens of Monroe and to the general public, therefore: We are loyal to our leadership and receive the same loyalty in kind; we believe that management must have the full confidence and unswerving loyalty of each of us to function at peak efficiency; we respect, care about, trust and support each other; we enjoy working together in a team effort and take pride in our accomplishments; we are disciplined and reliable; we keep our perspective and sense of humor; we balance our professional lives; we consult the people who will be affected by our decisions; we have a positive “can-do” attitude; we cultivate our best characteristics: initiative, enthusiasm, patience, competence, compassion, judgment, professionalism and honesty.

7. Internal Organizational Structure of Police

8. How did we get here tonight? Governor’s Executive Order No. 203Each local government entity which has a police agency operating with police officers as defined under 1.20 of the criminal procedure law must perform a comprehensive review of current police force deployments, strategies, policies, procedures, and practices, and develop a plan to improve such deployments, strategies, policies, procedures, and practices, for the purposes of addressing the particular needs of the communities served by such police agency and promote community engagement to foster trust, fairness, and legitimacy, and to address any racial bias and disproportionate policing of communities of color.

9. Governor’s Executive Order No. 203Each chief executive of such local government shall convene the head of the local police agency, and stakeholders in the community to develop such plan, which shall consider evidence-based policing strategies, including but not limited to, use of force policies, procedural justice; any studies addressing systemic racial bias or racial justice in policing; implicit bias awareness training; de-escalation training and practices; law enforcement assisted diversion programs; restorative justice practices; community-based outreach and conflict resolution; problem-oriented policing; focused deterrence; crime prevention through environmental design; violence prevention and reduction interventions; model policies and guidelines promulgated by the New York State Municipal Police Training Council; and standards promulgated by the New York State Law Enforcement Accreditation Program. 

10. Department Demographics 23 sworn members 18 – Full-time 5 – Part-time21 – White 1 - Black1 - Hispanic22 - Male1 – FemaleCivilian Support Staff – 1110 White – 0 Black – 1 Hispanic4 Male – 7 Female

11. Hiring ProcessCandidates must take and pass the New York State Basic Police Officer Civil Service Exam given every 4 years – last one was 2019 candidates must also pass a physical agility test—push ups, sit ups, and 1.5 mile run candidates must pass an extensive background investigation—past drug use & arrests may be disqualifiers candidates must submit to a comprehensive medical exam candidates must submit to an in-depth psychological exam to determine fitness for police dutyMinimum qualifications to become a police officer:Must have a high school diploma or GEDMust have 60 college credits, or 30 college credits and be certified as a police officer or have prior military service of at least 2 years (honorable discharge)Must be 21 years old at time of hire, and less than 35 years of age19 years old to take exam Military service can extend age limits

12. Monroe Police Annual StatisticsYearCalls for ServiceCasesArrestsParking TicketsTraffic Tickets201720,9961,287 55714483,570201821,3851,25758715913,073201921,8511,311677 4414,447202019,7901,3805384933,629

13. Ensuring Accountability and Transparency

14. You have a “Right to Know”MPD Department policy requires that all officers MUST provide their name and shield number to any person requesting that informationAll uniformed officers must also display their nametag and shield on their outermost garment (excluding raincoats) Officers, sergeants and detective police shields will display the officers shield number

15. Mandatory Internal InvestigationsSupervisors MUST investigate any of the following incidents:Injuries to persons in police custodyInjuries to a 3rd party as a result of police action – includes any injury or alleged injury associated with a use of forceInjuries to officersOfficer Involved motor vehicle accidentsMulti-layered system of review for all investigationsChief of Police  Detective  Sergeant Administrative Sergeant Chief of Police

16. Personnel ComplaintsALL Complaints are accepted and fully investigatedComplaints can be made in person, online via our website or through Facebook, or over the telephoneIn each investigation, we strive for fairness to both officers and person filing complaints, and work diligently to determine the facts and work to a successful resolution to the identified issueEach complaint is additionally reviewed to assess the need for changes in Department policies, officer training and remediation, and to implement any additional procedures that might be necessary.

17. Personnel Complaints Personnel Complaint investigations will fall into one of the following categories: EXONERATED - The act complained of occurred but was lawful, proper, and justified.UNFOUNDED - The act complained of did not occur.NOT SUSTAINED - There is insufficient evidence to prove or disprove the allegation.SUSTAINED - The act complained of did occur and constituted a violation of policy, procedure, rules, regulations, or statute.WITHDRAWN BY COMPLAINANT - The Complainant expresses a desire to terminate the investigation and no longer pursue the complaint.CLOSED WITHOUT INVESTIGATION OR FINDING - The investigation cannot be completed or a finding cannot be reached. This classification will be used in cases where the complainant refuses to cooperate with the investigation or other circumstances in which the investigation cannot be properly completed.POLICY FAILURE - A flaw in the Department’s policies or procedures caused the incident.

18. Body CamerasOur agency is currently evaluating available body camera programs.Advantages:Provides objective video footage of an incident from the officer and civilian perspectiveCan increase agency transparency and increase officer accountability Can reduce personnel complaints Enhances the safety of the public & policeMay help deescalate confrontations as both the officer and civilian know they’re being recordedCan protect against false allegations of police misconduct Provides an opportunity for training and supervisory review of officer actions

19. Body CamerasDisadvantagesPrivacy concerns when recording victims, witnesses, suspects, and children in vulnerable situations Substantial expense associated with purchasing cameras, storing data, managing footage, redacting sensitive information, and additional strains on staffingPhysical & Mental Health issues associated with officers’ continuous scrutinyLimitations posed by camera field of view and the failure of officers to activate camera during high stressMay limit cooperation from victims, witnesses, and suspects* Misconceptions that Body Cameras improve community relations or reduce uses of force

20. Use of Force

21. Use of ForceBasic facts about police use of force:Police officers utilize force in direct response to the behavior and/or actions of another—usually encounter non-compliance, flight, aggression, or assaultsForce is utilized as a last resort after all other methods of de-escalation and persuasion have been exhaustedUse of force incidents place officers and suspects at extreme risk of injuryALL police uses of force are “ugly” and difficult to watchMPD Officers utilize force in approximately 0.03% of incidents they respond to

22. Use of ForceMonroe Police Department policy mandates that physical force and deadly physical force can only be utilized when necessary to accomplish any of the following lawful objectives: In self-defense or in defense of another personTo effect arrest or prevent the escape of a person from custodyTo prevent suicideTo protect property and premises**Deadly Physical Force can only be utilized when such force is reasonable, necessary, authorized by Article 35 of the New York State Penal Law, not contrary to any New York State or Federal laws, and not used in a reckless manner

23. Use of ForceAdditional considerations for police use of force: Warning Shots are not authorized via Monroe Police Department policy because of the inherent dangers associated with discharging a firearm in an urban environmentNeck Restraints:Carotid Control Holds, choke holds or other neck restraints designed to restrict oxygen and/or blood flow, are prohibited.Officers MUST report any incident involving the use of force to their immediate Supervisor as soon as possible after the incident.Officers must additionally complete a “Use of Force Form” documenting their use of force and additional incident informationAny officer who witnesses a use of force shall advise their Supervisor and submit a Supplemental Report to the incident’s Complaint Report.Officers MUST report any incident involving the discharge of a firearm, whether on-duty or off-duty, to the Shift Supervisor as soon as possible after the incident.

24. Use of Force 2020 - 5 incidents in which force was utilized – Total Arrests 374 – 1.3% Gender: Male 5 Female 0 Race: White 5 Black 0 Other 0 Ethnicity: Hispanic 3 Non Hispanic 2 Age Range: 10-19 0 20-29 1 30-39 2 40-49 1 50-59 1 60+ 0

25. Use of Force 2019 - 4 incidents in which force was utilized – Total Arrests 677 – 0.59% Gender: Male 3 Female 1 Race: White 4 Black 0 Other 0 Ethnicity: Hispanic 3 Non Hispanic 1 Age Range: 10-19 1 20-29 1 30-39 0 40-49 2 50-59 0 60+ 0

26. Use of Force2018 - 3 incidents in which force was utilized – Total Arrests 587 – 0.51% Gender: Male 3 Female 0 Race: White 1 Black 2 Other 0 Ethnicity: Hispanic 0 Non Hispanic 3 Age Range: 10-19 1 20-29 2 30-39 0 40-49 0 50-59 0 60+ 0

27. Use of Force2017 - 11 incidents in which force was utilized – Total Arrests 557 – 1.9% Gender: Male 8 Female 3 Race: White 9 Black 2 Other 0 Ethnicity: Hispanic 5 Non Hispanic 6 Age Range: 10-19 4 20-29 4 30-39 1 40-49 1 50-59 0 60+ 1

28. Defund the Police?Misnomer—there is a misunderstanding that this movement is designed to abolish police departments by stripping them of all their fundingPolice departments serve a valuable purpose in deterring crime and preventing violence in the communityThe reality is that if police departments were removed, the communities where the voices for defunding are currently the loudest would likely suffer the most severe consequences in regards to increased violence and other criminal activityAll residents within a community suffer when violence persists because “bullets have no names.”

29. Defund the PolicePolice administrators have expressed frustration that police officers have been forced to take on roles that fall well outside the responsibilities expected of them by their communitiesThis leads to a strain on police resources and an inability to address those issues that require actual police involvementCareful reallocation of financial resources within a community to address these alternative needs is a great option, and would be supported by most police officersRash decision-making and irresponsible revocation of funding will only make the situation worse for those who require assistance“Every societal failure, we put it off on cops to solve….Policing was never meant to solve all these problems.” --Chief David Brown

30. Mental Health Issues

31. Mental Health CallsThe Mental Health system in New York State is a prime example of the dangerous consequences associated with careless defunding of a community resourceIn the 1980s and 1990s hundreds of mental health institutions were closed, forcing their residents out into the streets of their communitiesHomelessness, criminal activity, and other social issues skyrocketed, placing a substantial burden upon police departments to address these needs and consume a lot of resources.Police Officers are NOT equipped to deal with these issues: Police Officer are NOT Social WorkersPolice Officers are NOT Counselors or Therapists Police Officers are NOT Psychologists Trained in identifying BASIC mental Health issuesIn response to overwhelming demand, police agencies have begun instructing officers in Crisis Intervention Training (CIT)Handling Mental Health calls subjects the officer and department to significant liability

32. Mental Health CallsTypical Mental Health Call requires at least 2 Police OfficersOn average, each mental health call takes 45 minutes, but some take several hours due to the complexities associated with the response and evaluation of the subjectMany incidents also result in force being necessary to take a subject into custody, significantly increasing the risk of injury to police officers and mental health patients Officers attempt to utilize available resources – Monroe Volunteer Ambulance/Mobile Mental Health/ Mobile Life Officers ultimately end up transporting subjects to a Hospital or other treatment facility where the subject is typically triaged and released due to limited treatment options and bed spaceOfficers must then complete detailed reports and paperwork, which takes additional time

33. Mental Health CallsMPD has worked diligently with the Mental Health facilities in and around Monroe over the past several years in an effort to develop a better response solution that takes into account the needs of mental health subjects, the police department and the larger community.While these organizations want to commit to a solution, the responses have typically been: We don’t have the resources – mainly financial We don’t have adequate staffing. We don’t receive training. We don’t feel safe.The Solution?Call the Police!

34. Mental Health Calls2017 – 10 calls for service2018 – 14 calls for service2019 – 19 calls for service2020 – 9 calls for service (as of 9/23/20)

35. Police Images and Appearance

36. Uniform & AppearanceOur agency continues to require that all uniformed personnel wear a traditional style blue police uniform, with a nametag and shield that are easily recognizable A uniform should convey respect and professionalism, and dates back to the 1800s when the father of modern police, Sir Robert Peele designed the uniform for officers in the Metropolitan Police Department to be easily identifiable for individuals requiring police assistanceRefrained from militaristic style uniformBDU style Outer vest carrier w/ equipment attached Can be menacing and some studies have shown can provoke escalation on the part of some individuals We know that upon donning our uniform, there is an expectation of professionalism from our community!

37. Community Outreach

38. Community OutreachOutreach has been a significant focus for our agency over the past several years, bringing officers and the community together for positive interactions that are designed to build trust and mutual respect. Our agency has noted a significant improvement in community relationships and our ability to work together on issues facing our village Examples of outreach include: - Coffee with a Cop - Birthday Parades - Holiday Parade - Trunk or Treat - Hispanic Outreach - Civilian Police Academy - Rape Aggression Defense (RAD) - Hope not Handcuffs - Child Passenger Safety -Feed the hungry

39. School Resource Officer - SROOur agency currently provides 6 SRO’s to the Monroe Woodbury School District North Main Elementary School Pine Tree Elementary School Sapphire Elementary SchoolSRO’s are NOT part of the general security teamProvide immediate response to Hostile Events/ThreatsServe as a deterrence to criminal activityFunction as a conduit of information between the school and communityResource for the students and staffMentor to students Instructor on pertinent topics

40. Partnerships and ProgramsMonroe -Woodbury School DistrictMonroe Recreation & Parks Monroe Code EnforcementMonroe DPWMonroe Joint Fire DepartmentNorth Main Street Senior CenterHope Not HandcuffsFearless! (Safe Homes)Warming CenterHONORAlcohol & Drug Abuse Council (ADAC) – Hidden MischiefOrange County Stop DWIOrange County Sheriff’s OfficeOrange County District Attorney’s OfficeNew York State PoliceNew York State ParoleOrange County Mental Health AssociationOrange County Department of Mental HealthOrange County ProbationOrange County Interfaith AssociationYMCAAccess Supports for LivingSmith’s Clove Park CommissionMonroe Woodbury Community Coalition (MWCC)

41. Training and Accreditation

42. Monroe Police Accreditation & PoliciesMonroe PD became New York State Accredited in 2001 - 514 Police Departments in NY, 158 departments are Accredited - 110 Policy Standards - Most up to date and current police practices - Reaccreditation every 5 years - Requires a site visit and audit from NYS Accreditation Assessors - Yearly reporting & proof requirements- MPD also has two officers that are certified NYS Accreditation Assessors

43. Procedural JusticeNew York State Division of Criminal Justice ProgramPushed out through the GIVE Initiative 3 Part Program 1 – Procedural Justice 2 – Principal Policing 3 – Tactical PerceptionClassroom lecture and scenario based training.4 main principals:Voice (listen)Neutrality (fairness)Respectful Treatment (the Golden Rule)Trustworthiness (fair and transparent process)Are Police Actions Lawful and Legitimate?

44. Yearly In-Service TrainingThe New York State Department of Criminal Justice Service mandates that all police officers attend at least 21 hours of continuing education annually. Topics include:Law UpdatesCriminal Justice ReformUse of force & deadly physical forceWorkplace HarassmentReality Based TrainingFirearmsProcedural JusticeDe-escalationPersonal Protective EquipmentFirst aid & CPR

45. Employee Support Services The job of a police officer is extremely demanding and can significantly impact an individual’s mental health. Recent medical studies have noted substantial increases in reports of officers experiencing Post Traumatic Stress Syndrome, Depression, Alcoholism, and Domestic Violence. Police officer suicides rose to the highest level in 2019, with 228 police suicides being reported. (This is more than double the number of police officers killed in the line of duty which stood at 89) The Monroe Police Department provides a variety of services to our police officers to ensure they are healthy and able to manage the stresses that accompany police work. Trauma Support Team: Group of officers and mental health professionals who specialize in counseling police officers in managing their emotions after experiencing a job related traumatic incident such as a death, use of force incident, officer involved shooting, or any other similar eventEmployee Assistance Program (EAP): Network of police officers who are available to assist police officers in managing personal issues that may be unrelated to their profession, but may impact an officer’s ability to effectively perform their jobDivorce, addiction, medical issues, family health issues

46. Criminal Justice Reform

47. 21st Century Policing 6 Pillars Building Trust & LegitimacyDecades of research suggests that people are more likely to obey the law when they believe that those who are enforcing it have authority that is perceived as legitimate.Policy & OversightWith rights comes responsibilities, and established policy must reflect community values.Technology & Social MediaImplementing new technologies can give police departments an opportunity to fully engage and educate communities in a dialogue about their expectations for transparency, accountability, and privacyCommunity Policing & Crime ReductionLaw enforcement agencies should work with community residents to identify problems and collaborate on implementing solutions that produce meaningful results for the communityOfficer Training and EducationThe responsibilities of law enforcement is far-reaching, and the need for more effective training is critical.Officer Safety & Wellnessprotecting the guardians of communities is important. The support and proper implementation of officer wellness and safety is a multi-partner effort

48. 2020 NYS Criminal Justice Reform- Bail Reform -Eliminated Cash Bail - Discovery Reform - Requirements to provide evidence within a short window of time - Repeal of NY Civil service Law 50a - Provides access to Police personnel records- Say Their Name Reform Community Input review of policies, procedures, and training