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Home My WebLink About06-08-2021 Community Police Review BoardMEMORANDUM COMMUNITY POLICE REVIEW BOARD DATE: June 3, 2021 A Board of the City of Iowa City TO: CPRB Members FROM: Chris Olney RE: Board Packet for meeting on TUESDAY JUNE 8, 2021 Enclosed please find the following documents for your review and comment at the next board meeting: 9 • Agenda for 6/8/21 • Minutes of the meeting on 5/11/21 • Minutes of the Community Forum 5/17/21 • Minutes of the meeting 5/26/21 • ICPD Use of Force Review/Report April Correspondence Roger Lusala — Request Participation • Draft Memo #1 — Suggested revision to ICPD General Order 01-01 (Bias -Based Policing ) • DRAFT #1 Proposed ordinance change — review body & in -car cameras • CALEA Report 2017-2020 • Draft Memo #1 — Suggested revision to ICPD General Order 89-05 (Radio Communications ) • Approved Ordinance 21-4857 • Office Contacts — May 2021 • Complaint Deadlines COMMUNITY POLICE REVIEW BOARD TUESDAYJUNE 8, 2021 Electronic Formal Meeting — 5:30 PM ZOOM MEETING PLATFORM Electronic Meeting (Pursuant to Iowa Code section 21.8) An electronic meeting is being held because a meeting in person is impossible or impractical due to concerns for the health and safety of Commission members, staff and the public presented by COVID-19. You can participate in the meeting and can comment on an agenda item by going to https://zoom.us/webinar/register/WN_cIFHvZjQaOWyWOddZ9bcw via the internet to visit the Zoom meeting's registration page and submit the required information. Once approved, you will receive an email message with a link to join the meeting. If you are asked for a meeting or webinar ID, enter the ID number found in the email. A meeting password may also be included in the email. Enter the password when prompted. If you have no computer or smartphone, or a computer without a microphone, you may call in by telephone by dialing (312) 626-6799. When prompted, enter the meeting or webinar ID. The ID number for this meeting is: 976 5092 1932 Once connected, you may dial *9 to "raise your hand," letting the meeting host know you would like to speak. Providing comments in person is not an option. ITEM NO. 1 CALL TO ORDER and ROLL CALL ITEM NO. 2 CONSIDER MOTION ADOPTING CONSENT CALENDAR AS PRESENTED OR AMENDED • Minutes of the meeting on 5/11/21 • Minutes of the Community Forum meeting on 5/17/21 • Minutes of the meeting on 5/26/21 • ICPD Use of Force Review/Report April • Correspondence Roger Lusala ITEM NO. 3 NEW BUSINESS • ICPD General Order 01-01 (Bias -Based Policing) ITEM NO. 4 OLD BUSINESS • Community Forum • Proposed Ordinance Change • Discussion of CPRB Recommendations to City Council • ICPD General Order 89-05 (Radio Communications) ITEM NO. 5 PUBLIC COMMENT OF ITEMS NOT ON THE AGENDA (Commentators shall address the Board for no more than 5 minutes. The Board shall not engage in discussion with the public concerning said items). ITEM NO. 6 BOARD INFORMATION ITEM NO. 7 STAFF INFORMATION ITEM NO. 8 MEETING SCHEDULE and FUTURE AGENDAS • July 13, 2021, 5:30 PM, Zoom Meeting • August 10, 2021, 5:30 PM, Zoom Meeting • September 14, 202155:30 PM, Zoom Meeting • October 12, 2021) 5:30 PM, Zoom Meeting ITEM NO. 9 ADJOURNMENT If you will need disability -related accommodations in order to participate in this program/event, please contact Chris Olney at 319-356-5043, Christine-Olney@iowa-city.org. Early requests are strongly encouraged to allow sufficient time to meet your access needs. DRAFT COMMUNITY POLICE REVIEW BOARD MINUTES — May 11, 2021 Electronic Meeting (Pursuant to Iowa Code section 21.8) An electronic meeting was held because a meeting in person was impossible or impractical due to concerns for the health and safety of Board members, staff and the public presented by COVED-19. CALL TO ORDER: Chair David Selmer called the meeting to order at 5:33 p.m. MEMBERS PRESENT: Jerri MacConnell, Latisha McDaniel, Amanda Nichols, Orville Townsend MEMBERS ABSENT: None STAFF PRESENT: STAFF ABSENT: OTHERS PRESENT: Staff Chris Olney, Legal Counsel Patrick Ford None Iowa City Police Chief Dustin Liston RECOMMENDATIONS TO COUNCIL None CONSENT CALENDAR Motion by Townsend, seconded by MacConnell, to adopt the consent calendar as amended. • Minutes of the meeting on 4/14/21 • ICPD General Order 01-01 (Bias -Based Policing) �► ICPD General Order 17-03 (Firearms) • ICPD Memorandum- Quarterly Summary report IAIR/CPRB, 3rd & 4th Qtr 2020 • ICPD Memorandum- Quarterly Summary report IAIR/CPRB, 1 st Qtr 2021 • ICPD Use of Force Review/Report March Nichols noted that a correction to the minutes needed to be made, she had offered to contact potential advocates and mediators not lawyers. MacConnell also indicated she did not state that she needed additional information regarding CALEA as she had participated in the audit review process. Nichols suggested changes to ICPD General Order 17-03 (Firearms} Section Iy, Section A. General Requirements which states All on -duty sworn personnel, whether uniform or non- uniform, shall be armed with a departmentally approved duty handgun. She would like to add under the exceptions to allow officers to have the discretion to not carry a firearm into specific situations. Selmer asked Chief Liston to comment on this suggestion. Chief Liston stated the Board could suggest the change to the policy, however he would be hard pressed to approve officers not carrying a weapon as it is never known what a call can entail or how it could evolve, and that he also has a duty to allow officers to protect themselves as well as the public. Nichols stated she did not feel it would take away from an officer being able to protect themselves. She would like the officer to have the discretion to determine that their weapon is not necessary in a situation such as entering a school for a student's behavioral issue. CPRB May 11, 2021 DRAFT MacConnell felt officers need their firearms even if entering a school, noting recent school shootings as an example. Chief Liston explained there are at least 300 million privately owned guns in this country and not every State requires a license to carry a gun, so there are people that have guns that you do not know about. Townsend felt officers should carry weapons to protect themselves as well as the public, adding you can never know what could happen in any situation. He also noted it would be beneficial to enhance officer training. Chief Listen explained the police department puts major focus on training including de-escalation, use of force policy as well as understanding the dynamics of being in schools. McDaniel understood the General Order as being an officer is obligated to carry a weapon at all times, she agreed with Nichols that it should be the officer's discretion as to if a weapon is needed in a certain situation. After further discussion the Board agreed to not recommend any changes to ICPD General Order 17-03 (Firearms) as was suggested by Nichols. Nichols stated she had numerous significant suggestions for policy changes to General Order 01-01 Bias -Based Policing she would like to change the policy of the police department to be that police will interfere with members of the public only when assistance is requested, or when there is an articulable and imminent risk to public safety instead of anytime they have reason to think that any kind of crime is being committed. She believes that Iowa City Police department has a history of disproportionate policing and would like the policy changed to say that members of the public will only be detained when there is a reasonable suspicion to believe that they have committed or are considering a dangerous infraction of the law. She felt the focus of the police should be as being there to keep people safe not looking to catch people doing something. Townsend voiced his concerns about the suggestion of police not getting involved unless there is a dangerous situation, or they are asked for assistance. Selmer noted police policies and procedures are on a constitutional level, and that there are constitutional protections in place that prohibit crossing that line. He felt the proposed changes of saying, unless it's an article of danger raises more questions such as what if there is a crime that might not be considered dangerous, but police need to be out there protecting and being present. Nichols noted there are police stops for simple infractions such as public intoxication and substance abuse. She would like to shift focus to protecting the public rather than to prioritize these types of arrests. MacConnell noted there is new program where the police can take people who are intoxicated and need treatment rather than taking them to jail. Chief Liston explained the Guide Link Center as an available alternative jail option, noting in 2019 there were 465 public intoxication arrest and in 2020 there were 186 so the focus has changed and often times police try to get them to someplace other than jail. Townsend felt it was important that policy changes should reflect being fair to the public as well as the police officers. McDaniel stated she felt a majority the Board put too much emphasis on the needs of police officers versus that of the community. She felt the top priority should not be protecting the police. She agreed with Nichols approach to policy changes that are more equitable to the community and that lean toward protecting the public. CPRB May 11, 2021 In regard to McDaniel's comment, Selmer stated he felt there is a balance to be found on both sides. Townsend agreed stating it should be fair to both sides. Selmer suggested adding this to next meeting Nichols will prepare a draft letter detailing prod Board to review at the next meeting. New Business to be discussed further. osed policy change recommendations for the NEW BUSINESS ICPD General Order 89-05 (Radio Communications Procedures) Nichols stated she would like to suggest adding the option for "text" to OPS-01.2 , Section II , Item C. which states'"JECC shall provide the Iowa City community with twenty-four (24) hour toll free voice and TDD telephone access system for emergency call service." Chief Liston noted emergency call communication methods were run by Johnson County Emergency Communications Center and once the recommendation was received, he would reach out to JECC. Motion by Townsend, seconded by McDaniel to draft a recommendation letter to Police Chief Liston proposing to add the language for text" option to General order 89-95 (Radio Communications Procedures). Motion carried, 5/0. Nichols will draft a recommendation letter to Police Chief Liston for the Board to review at the next meeting. OLD BUSINESS ICPD General Order 99-08 (Body Worn Cameras and In -Car Recorders) Selmer explained his proposed request to change General order 99-08 was to have the CPRB be allowed to review all incidents where a body -worn or in -car camera was not activated or was deactivated to ensure it was not done so intentionally. Selmer noted Legal Counsel Ford had concerns about it expanding the CPRBs authority which is governed by the City Council through an ordinance. Selmer felt it was an important recommendation and that it should be presented to Council as a proposed ordinance change. The Board agreed to have Selmer and Legal Counsel Ford draft a proposed ordinance amendment change to be reviewed by the Board at the next meeting. Discussion of CPRB Recommendations to the City Council Recommendations to be considered after information is received from the CPRB on items #8, 9 and 10. Item #8. The CPRB should have the authority to hire an independent auditor every I - 2 years to review the Police Departments internal investigation procedures or for immediate procedural issues. - City Council requested that Police Staff review the CALEA accreditation process with the CPRB. With that information, the Council would like to better understand when and how another audit process might be used by the CPRB. Selmer asked Board members if they had reviewed the CALEA website and if they thought CALEA accreditation review process was sufficient. Selmer felt it was a thorough investigation CPRB May 11, 2021 DRAFT process and suggested withdrawing the request for an additional independent auditor, Nichols agreed. Townsend asked Chief Liston if there was a report available. Chief Liston will provide the CALEA reports to the Board. Selmer asked Board members to familiarize themselves with the CALEA auditing report to be discussed at the next meeting. Item #9. The CPRB shall be provided city funding to promote awareness of the CPRB and enhance accessibility to its services. (/.e. outreach, streamed meetings on Facebook, website enhancements, bl-annual community forums, CPRB contact info printed on all Officer cards, awareness events, and CPRB information provided to each person issued a citation or at the time they are released from custody in the event they were arrested) - City Council requested that the CPRB propose an annual budget amount for consideration. Selmer noted the sub -committee of Nichols and McDaniel had prepared a draft of proposed budget categories which was included in the meeting packet. He asked for a volunteer to prepare an estimated cost for promoting awareness of the CPRB. Townsend volunteered to research cost of adding CPRB complaint information to the back of police department business cards. Item #10. The City shall provide complainants access to a lawyer and social worker/medical professional with trauma awareness training for purposes of assisting complainants throughout the complaint process. - The City Council requested that the CPRB investigate how the social worker/medical professional services would be secured and provide an estimated cost for such services in the above -mentioned budget request. Nichols reported she had researched mediation services and Eastern Iowa would be willing to contract with the City and could offer a process that would include meeting with both parties, the complainant and the officer ahead of time to hear their perspectives, how the process works and help the parties determine whether coming together is appropriate in the case. Selmer noted the recommendation was for the complainant to have access to a lawyer/social worker/and medical professional with trauma awareness training to act as advocates for helping a complainant through the complaint process, he did not recall it being for a mediator. Selmer also noted the Council had requested the CPRB investigate how the social worker/medical professional services would be secured and provide an estimated cost for those services. He felt the Board should concentrate on what was suggested. Nichols stated she had reached out to the Guide Link Center and Abby Community Health Center which are reviewing the idea, and also the VA Center for Access & Delivery Research and Evaluation and Delivery (CADRE) who is interested in attending a CPRB meeting to provide information on a system of care groups with contacts that would be interested in being a part of a program like this. Selmer stated it seemed like progress was being made on people that would be stepping in to fill that role. Selmer asked Nichols to report back at the next meeting with more information and the cost of services. Selmer asked for a volunteer to research providing complainants access to a lawyer and the cost for services. CPRB May 11, 2021 DRAFT Townsend stated he still had concerns on the City providing a lawyer for the complainant, he felt it was like asking for a lawsuit. MacConnell felt if a lawyer was involved it could result in a trial like presentation to the Board. Legal Counsel Ford pointed out the Board function was never meant to be any sort of trial and advised if a complainant was appointed a lawyer there should be an understanding of what that lawyer's duty and role would be. McDaniel stated she felt the complainant should be provided legal guidance as well as mental emotional assistance. McDaniel offered to talk to legal aid and report back to the Board. PUBLIC DISCUSSION None. BOARD INFORMATION None. STAFF INFORMATION Olney reminded the Board of the upcoming Community Forum to be held via Zoom on Monday, May 17th at 5:30 p.m., Olney noted the City Council expressed openness to having individual boards and commissions move to in -person meetings and if a board or commission expressed such a desire, staff liaisons are expected to review safety protocols with the City Manager's Office prior to final authorization and that Communications staff is exploring ways to fully develop and implement plans for video recording and/or livestreaming all boards and commission meetings. TENTATIVE MEETING SCHEDULE and FUTURE AGENDAS Jsubiect to change) • May 17, 2021, 5:30 PM, Community Forum Electronic Zoom Meeting • June 8, 2021, 5:30 PM, Electronic Zoom Meeting • July 13, 2021, 5:30 PM, Electronic Zoom Meeting • August 10, 2021, 5:30 PM, Electronic Zoom Meeting Motion by Selmer, seconded by MacConnell directing staff to schedule a tentative special meeting for Wednesday, May 26th at 6:00 pm. Motion Carried, 5/0. ADJOURNMENT Motion for adjournment by Selmer, seconded by Townsend. Motion carried, 5/0. Meeting adjourned at 6:45 P.M. 7� 1 i� Vi r�l x oC �C N M N N? �--t O� N N Xl O N N N O N N o 7-0 7-4 0 o O 0 N V3 0 N O CPS O � ,,I `I►v O 0 Q N A~ LD ed �ie On a Acre OEy x DRAFT COMMUNITY POLICE REVIEW BOARD COMMUNITY FORUM May 17, 2021, 5:30 P.M. Electronic Meeting (Pursuant to Iowa Code section 21.5) An electronic meeting was held because a meeting in person was impossible or impractical due to concerns for the health and safety of board members, staff and the public presented by COVID-19. CALL TO ORDER: Chair David Selmer called the meeting to order at 5:30 P.M. MEMBERS PRESENT: Jerri MacConnell, Amanda Nichols, Orville Townsend MEMBERS ABSENT: Latisha McDaniel STAFF PRESENT: Legal Counsel Patrick Ford and Staff Chris Olney, Kellie Fruehling. OTHERS PRESENT: Iowa City Police Chief Dustin Liston, City Council Member Janice Weiner, CPRB Liaison INTRODUCTION OF THE BOARD AND BRIEF OVERVIEW CONSIDER MOTION TO ACCEPT CORRESPONDENCE AND/OR DOCUMENTS Selmer read correspondence received from Brad Guyer (Staff response included) and Temple Hiatt into the record. Motion by Townsend, seconded by MacConnell to accept correspondence and or /documents. Motion carried, 4/0, McDaniel absent. MEET THE NEW POLICE CHIEF DUSTIN LISTON Chief Liston gave some background information about himself personally and professionally. He also spoke about it being a privilege to be back in Iowa City and be able to serve in this Community. OPEN DISCUSSION REGARDING PROPOSED CHANGES TO THE CPRB AND RESTRUCTURING OF THE POLICE DEPARTMENT TOWARD MORE COMMUNITY POLICING Selmer noted City Council had requested a report and recommendations from the CPRB regarding changes to the CPRB Ordinance that enhance its ability to provide effective civilian oversight to the Iowa City Police Department. Selmer summarized the 13 recommendations submitted for consideration to the City Council. PUBLIC DISCUSSION The following individuals appeared before the CPRB: Temple Hiatt Dan Kauble Susan Bryant Deion B roxton Tammy Nyd en Joe Coulter Travis Breese ADJOURNMENT Meeting adjourned at 7:05 P.M. '~ O kn r-T-4 r� tn rl r4 4 ;0011 La C1 O i !+7 N r� O N N v cw v N G N 0 N kn C2.,a _ a ON 00 0 _ v 0 PC DRAFT COMMUNITY POLICE REVIEW BOARD MINUTES — May 26, 2021 Electronic Meeting (Pursuant to Iowa Code section 21.8) An electronic meeting was held because a meeting in person was impossible or impractical due to concerns. for the health and safety of Board members, staff and the public presented by COVID-19. CALL TO ORDER: Jerri MacConnell called the meeting to order at 6:06 p.m. MEMBERS PRESENT: Latisha McDaniel, Amanda Nichols, Orville Townsend (6:07 p.m.) MEMBERS ABSENT: David Selmer STAFF PRESENT: Staff Chris Olney/Kellie Fruehling, Legal Counsel Patrick Ford STAFF ABSENT: None OTHERS PRESENT: None EXECUTIVE SESSION Motion by McConnell, seconded by Townsend to adjourn into Executive Session based on Section 21.5(1)(a) of the Code of Iowa to review or discuss records which are required or authorized by state or federal law to be kept confidential or to be kept confidential as a condition for that government body's possession or continued receipt of federal funds, and 22.7(11) personal information in confidential personnel records of public bodies including but not limited to cities, boards of supervisors and school districts, and 22-7(5) police officer investigative reports, except where disclosure is authorized elsewhere in the Code; and 22.7(18) Communications not required by law, rule or procedure that are made to a government body or to any of its employees by identified persons outside of government, to the extent that the government body receiving those communications from such persons outside of government could reasonably believe that those persons would be discouraged from making them to that government body if they were available for general public examination. Motion carried, 410, Selmer absent. open session adjourned at 6:07 P.M. REGULAR SESSION Returned to open session at 6:52 P.M. ADJOURNMENT Motion for adjournment by Nichols, seconded by McDaniel Motion carried, 410, Selmer absent. Meeting adjourned at 6:54 P.M. ,o N rkn fr r N M i*7 r�l t�1 eq CV TEO 0 tn a r� <:Nw o, Go a cl .� 0 Cql""i 'cu C U P44A •� �7 0 -R ["� TOO Chief Dustin Liston FROM: Sgt. Andrew McKnight RE: t April 2021 Use of Force Review .,,DATE:csj May 21, 2021 ; The Iov -,Cit". 14; ' Oce Department policy requires an employee to complete a written report for any reportable use of fore. kirortable use of force is defined in the Department's General Order 99-05 which is titled Use of Force :nd ; .ble for public viewing on the department's website. This policy provides employees with p yp uidelin on iT se of deadly and non -deadly force. Upon receipt of the report, the supervisor is responsible for completing an administrative critique of the force. This process includes interviews with involved employees, body worn and in -car camera review, review of any additional available video, and review of written reports. The employee's use of force report and the supervisor's critique is then forwarded to the Captain of Field Operations and the Chief of Police for final review and critique. On a monthly basis, the previous month's use of force reports and supervisor critiques are reviewed by an administrative review committee consisting of a minimum of three sworn personnel. This Use of Farce Committee consists of two supervisors as designated by the Chief of Police and one officer, typically a certified use of force instructor. The Use of Force Review Committee met on May 1 Sth, 2021. It was composed of Sgt. McKnight, Sgt. Fink, and Officer Fowler. For the review of submitted reports in April, the Review Committee documented the following: • 27 individual officers were involved in 17 separate incidents requiring use of force. • There were no documented cases of an officer exercising his/her duty to intervene and the review of the incidents did not indicate that an officer failed their duty to intervene. • Out of the 17 uses of force, 14 involved force being used against people. The other three were animals being euthanized by an officer. • Out of the 27 officers involved in the 14 uses of force against people, no injuries were sustained to suspects and only one superficial injury was sustained by an officer. • No violations of policy were noted during this review period. • Out of the 14 uses of force against people, arrests were made 10 times (71 %). • Mental health was identified by officers as being a factor in three of the uses of force used against persons (21 %). • Drugs and/or alcohol was identified by officers as being a factor in eleven of the 14 uses of force against persons (78%). • Out of the 14 times force was used on a person, ten were identified as white (71 %), four were identified as Black (29%). • Out of the 17 uses of force, the average number of officers involved in the force was 1.5. • In total during this time period, the ICPD had 5,456 calls for service with 17 calls for service resulting in force being used. It is noted that three of the 17 uses of force involved animals and not humans. The highest level of force in each incident is reflected below along with the year-to-date: Force Used Aril 2021 Occurrences 2021 Year -to -Date Hands-on 12 35 Tas er Display 1 2 Taser Discharge 1 3 O%QDzra De. to ent 0 1 tkean�f�),.I)is la 0 11 Firearms i'ichar e 0 0 MP P .fir OfficeiF-,S"..triking/Kickiny, 0 0 Animals Euthanized b Officer 3 19 Special Response Team Callouts 0 0 Vehicle Pursuits 0 0 Officer Injuries 3 4 Suspect Injuries 0 2 Reports to U.S. DOJ 0 0 Total Use of Force incidents to date equal 72. Total calls for service in the same period equal 24,673. This results in a year-to-date use of force being deployed in .29% of our total year-to-date calls for service. IOWA CITY POLICE DEPARTMENT Use of Force Report April 2021 Watch Occurred and Officr�s nvol% d Date *e Incident Number Incident type Arres t Made YIN Force Used Late N i Lw 2021002267 Assault/ y An officer o cer observed an [1 VVaich ,.�a� , Interference intoxicated subject with Official intentionally break a parking Officers. Acts/Public ramp gate. While attempting ~ . Intoxication to arrest him he ran from the officer. After a brief foot chase YVinRH .liiM he hid behind some dumpsters to evade the officer. The officer shouted at the suspect to get down on the ground but he ignored the commands and charged towards the officer. The officer tackled the subject to the ground, however, he continued to fight with the officer ignoring his commands to stop fighting. The officer deployed his Taser but it was ineffective and the subject continued to attempt to get away. The officer attempted to use his Taser in drive stun but again it had limited effect on the subject as he continued to attempt to get up and flee. The officer placed his arms around the subject's torso and placed him on the ground again. The subject attempted to put his hands underneath his body to make the handcuffing process difficult. Another officer pulled the subject's hands out March 2021 Use of Force Report from under his body and completed the handcuffing process. He was transported to jail. The subject complained of soreness however non e of the Taser A-M0.0 prongs penetrated his skin. �:a r The officer sustained -ti superficial injuries in the form Mlb y r y of back pain as a result of the +r...i encounter. Evenin 4/1 2021002279 Injured N Injured racoon shot and killed Watch -One Animal by officer. Officer Late -Night 4/3 2021002313 Public Y The subject was seen falling Watch — intoxication/ in the roadway, almost being One Officer Interference struck by a vehicle. An officer with official responded to the area and Acts the subject began to run. While attempting to evade arrest, the he ran towards a closed business. He was caught and told multiple times to get on the ground. As the officer was attempting to complete the handcuffing process he continued to pull away. The officer took hold of his right wrist, placed his left hand on the back of his shoulder and placed him onto the grass. The officer was then able to complete the handcuffing process. Day Watch 4/4 2021002355 Injured N Injured racoon shot and killed- - One Animal by officer. Officer Evening 4/5 2021002382 Assist Y Officers received a request to Watch — Outside assist a Deputy with a fleeing Three Agency subject on a traffic stop. An Officers Possession officer chased the subject on of foot and issued commands to Controlled stop running, however, Substance/ commands were ignored. The officer caught up with him, placed hands in his back March 2021 Use of Force Report Interference causing him to fall to the With Official ground. He was told to stay Acts on the ground but continuously ignored commands, standing up to fight officers. An officer tripped the subject lowering him to the ground. Two additional officers arrived on Y scene as the he continued to fight with officers, flailing arms, refusing to place hands "'1�'- behind his back. The officers _1 took hold of his arms held *S them behind his back and completed the handcuffing .a process. One officer sustained superficial injuries, no injuries to the subject. Day Watch 4/6 2021002408 Domestic Y An officer responded to a -- One Assault domestic disturbance. While Officer taking the subject into custody, the subject ignored verbal commands, refused to stand up, and resisted the handcuffing process by refusing to put hands behind her back, pulling away from officers. An officer took hold of her arms and assisted the subject to their feet. The officer took hold of the subject's arms, placed them behind her back and completed the handcuffing process. The officer held on to the subject's left arm as she was taken to the transport vehicle. The subject was transported to jail without incident. There were no injuries to the officer or the subject. Late Night 4/3/20 2021002314 Assist N An officer responded to a Watch — 21 Outside request for assistance from One Officer Agency the UIPD. The officer gave March 2021 Use of Force Report chase and caught the subject who had been identified as being one of two parties involved in a previous assault. During the foot chase the C%J Subject fell to the ground and J the officer placed his upper body weight on to his to keep ~ him on the ground.He - immediately complied by 4°.bYMW.' putting his hands behind his N back. The officer completed the handcuffing process without incident and the subject was handed over to UIPD. Day watch 4/7/20 2021002433 Domestic/ N Officers responded to a — Two 21 Mental residence for a suicide in Officers Health/ progress after receiving Drugs reports that a subject ingested a large quantity of pills during an argument with her domestic partner. The subject was located and she entered an ambulance for treatment. At the request of the ICFD, officers were called back to the scene to assist with the subject who had become combative with firefighters who were placing an IV. The subject flailed her arms and continued to attempt to get out of her chair. Two officers assisted with holding the subject in a seated position, placing hands on her shoulder areas to keep her from standing as JCAS and ICFD staff placed her into soft restraints. She was transported for treatment and a mental health evaluation without issue. March 2021 Use of Force Report Late Nights 4/10/2 2021002506 Public Y Two officers observed an Two 021 Intoxication/ intoxicated individual in Officers Interference possession of an open of official container of alcohol. The Acts officers attempted to make contact with him, and he ran. The officers gave chase and the subject fell prior to contact. One officer placed aw his knee in the back of the r ' t subject to keep him on the ...' ground while the other officer completed the handcuffing yY:j • y I_ .MrK process. The subject r'f sustained a small cut on the ..,Kw arm, was checked and cleared by EMS. An officer sustained a bruised hip. The Subject was transported to 'ail. Day Shift 4/12/ 2021002578 Injured N Injured racoon shot and killed One Officer 2021 Animal by officer. Evening 4/15/ 2021002644 Mental N An officer responded to Four Watch — 2021 Health Oaks for reports of an out of One Officer control juvenile who was throwing objects and assaulting staff by slapping and kicking towards them. One officer attempted to verbally de-escalate the juvenile by talking calmly and attempting to stop the assaultive behavior. To prevent injury to the juvenile and staff, an officer took hold of the juvenile by the arms, however the juvenile continued to pull away and at one -point bit his own arm. The officer again took control of the juvenile by holding his arms and placing the juvenile in a seated position on the ground. With the assistance from the ICFD, the juvenile was carried to an ambulance March 2021 Use of Force Report and transported for a mental health evaluation. At the hospital, the juvenile had two bruises on the upper portion of his left arm. The bruises were photographed . Late Night 4/1 G/ 2021002674 Public Y An officer was performing a Watch -one 2021 Intoxication/ bar check when a subject Officer Interference attempted to run out of the with Official bar. The subject pushed by Acts the officer and ran towards the exit. The officer chased the subject, ultimately catching him by pushing him, knocking him off balance causing him to fall to the ground. The officer straddled his back, while giving him verbal commands put his C hands behind his back in M preparation for handcuffing. d He did not initially comply so M A '4i.:V.i _ 1Y he was told that he would be sprayed with a chemicalirritant if he failed to comply. rr ti M The subject complied, was MIMIMMId. 1� fF1HV•Ir placed into handcuffs and transported to jail without in'u to the subject or officer. Late Night 4/20/ 2021002753 Stop Sticks Y Two Officers assisted the Watch Two 2021 & K9 JCSO and ISP as they Officers Deployment pursued and apprehended an individual who had felony warrants and a history of violent behavior involving firearms. One officer deployed stop sticks which punctured the tires of the vehicle driven by the fleeing subject. An officer deployed his K9 to assist with the apprehension of the fleeing suspect. The suspect was taken into custody, arrested, and transported to 'ail. There March 2021 Use of Force Report were no injuries to the suspect or officers. Evenings 4/24/ 2021002899 OWI/ Y During the handcuffing Four 2021 Assault process, the subject refused Officers to put his hands behind his back, instead, electing to tense his body and pull away from officers. Officers were able to take hold of his upper body, arms and hands, place them behind his back and complete the handcuffing process. One officer escorted the subject out of the police department by taking hold of his arm. The subject pulled away from the officer and elf. i. attempted to flee. While attempting to flee, the officer ` kept hold of the subject ' lowering him to the ground. i Three officers regained g control of the subject who r continued to flail and kick out ` } towards officers. The subject continued to tense his body, refuse to stand, and kicked out towards officers until they were able to place him in the back of the squad car. The subject was uninjured, and one officer sustained minor injuries after being kicked in the face. Late Nights 4/26/ 2021002905 Public Y While performing patrol duties One Officer 2021 Intoxication/ in the downtown area, an Interference officer encountered a with official belligerent intoxicated subject Acts in the roadway. The subject ran and was apprehended after a brief foot chase. The officer grabbed on to the subject's torso and he pulled away from the officer. The officer guided him to the round by taking hold of the March 2021 Use of Force Report back of his head and pulling him to the ground. The Officer placed their bodyweight onto his torso to prevent the subject from standing up. The subject was handcuffed and transported to jail. The officer sustained superficial injuries in the form of cuts and scrapes to the knee. Late Nights 4/30/ 2021003034 Public Y Officer was dispatched to a One Officer 2021 1 ntoxication/ trespass issue at the Sports Interference Column. When the officer with official arrived on scene an individual Acts was being restrained on the ground by bar staff. One officer handcuffed the intoxicated subject and walked him towards the patrol car. The subject pulled away and turned towards the r officer. In an attempt to :. regain control, the officer took hold of the subject around his 'ti i� pry torso and placed him onto the . ground. The subject was told to stop resisting which he did. The subject was transported to jail without injury to the subject or officer. Late Nights 4/30/ 2021003057 OWI/ Y An officer attempted to stop a Two 2021 Eluding/ vehicle for a traffic offense Officers Interference after receiving an "attempt to with official locate" an intoxicated driver. Acts/Stop The driver refused to stop for Sticks emergency lights and sirens Dployed and given the risk to public safety, one officer followed the vehicle and another officer deployed stop sticks. Once the vehicle was stopped, the subject was taken out of the vehicle at gun point. During the search of the subject, he continued to ,__pull away from the searchin March 2021 Use of Force Report officer. The officer lowered the subject to the ground to complete the search, placed the subject into handcuffs, and transported the subject to jail. There were no injuries to the subiect or officers March 2021 Use of Force Report Chris Olney From: Roger Lusala <r.lusala@myep.us> Sent: Monday, May 24, 2021 11:08 AM To: Community Police Review Board Cc: Ashley Lindley Subject: Requesting Your Participation - IC Bias Project Community Police Review Board Members: Board Chair Selmer, Board Vice Chair Townsend, Sr., Board Member MacConnell, Board Member McDaniel, and Board Member Nichols, My name is Roger Lusala, and I am a member of the Iowa City Human Rights Commission. My fellow commissioner, Ashley Lindley, and I are reaching out to you today with a request. The events of this past year have spurred many important community dialogues around topics such as racial justice and white privilege. Through the work of the anti -racism subcommittee, which Ashley, and I co-chair, we would like to continue and add to these dialogues in a meaningful way. With that in mind, we created the Iowa City Bias Challenge, a summer series encouraging community members and community leaders to become familiar with their own biases. Throughout the summer, we will provide supplementary educational opportunities where folks can learn more about people who are different from themselves. It is our hope that this will help decrease bias by humanizing the "other" and strengthening community bonds within Iowa City. How can you help with this? We are searching for volunteer participants to take one (or more) of the Harvard Implicit Association Tests as a part of the challenge. We will not ask you to share your test results, but we do hope that you will allow us to share your picture and your response to one of the following questions after taking the test: 1.) Why is understanding your own implicit bias important, or 2.) What did you learn from taking this test. We will share your response and your picture on social media with the hashtag #ICBiasChallenge. While not required, we also hope you will encourage other community members to take the test and engage in our programming throughout the summer. If you would like to learn more, or if you are ready to participate in this program, please either reply to this email or call me at 319-430-4919 I'm also happy to set up an in -person or Zoom meeting (I am fully vaccinated) if that is more preferable. Thank you for your consideration, and we look forward to hearing your thoughts! Best Regards, Rao e,,r 13 L v&atzu, Human Rights Commissioner City of Iowa City Human Rights Commission (319) 430-4919 Roger B. Lusala President / CEO MYEP 407 Higl al acid Ct, Iowa City, IA 52240 319.341.0060 ext. 7001 /unm.myep.us -The most important trip you take in life is meeting people half way --Henry Boyle -Inmost cases being a good boss means hiring talented people and then getting out of their way. Tina Fey CONFIDENTIALITY NOTICE: The contents of this email message and any attachments are intended solely for the addressee(s) and may contain confidential and/or privileged information and may be legally protected from disclosure. If you are not the intended recipient of this message or their agent, or if this message has been addressed to you in error, please immediately alert the sender by reply email and then delete this message and any attachments. if you are not the intended recipient, you are hereby notified that any use, dissemination, copying, or storage of this message or its attachments is strictly prohibited. Prepared by CPRB member Amanda Nichols Draft #1 D s To: Police Chief Liston From: Community Police Review Board Re: Suggested revision to !CP General 01-01 (Bias -Based Policing) Dear Chief Liston: The members of the board respectfully submit the following proposed revisions to ICP General Order 01-01 (Bias -Based Policing). According to the ACLU's 2020 report,' Iowa ranks as the fifth - worst state in the nation in racial disparities for arrests of marijuana. The Iowa City Police Department's use of force reports also illustrate ongoing racial disparities. Implementation of the suggested changes would serve to decrease these disparities, illustrate Iowa City`s commitment to creating a strong, safe community in which The Department serves only to protect the public and officers are not feared, and leave space to repair the damages done to The Department's relationship with the public during last summer's tear gassing and the recent MRAP incident. General Order 01-01 Elias --Based Policing I. PURPOSE The purpose of this order is to unequivocally state that bias -based policing by members of this department in the discharge of their duties is unacceptable, to provide guidelines for officers to prevent such occurrences, and to protect officers from unfounded accusations when they act within the parameters of the law and departmental policy. See also GO 89-04, Civil Rights. II. POLICY It is the policy of the Iowa City Police Department to , r1P I+ . I3�,� ■ .. a ice. it et i tt .-. � r. 5ai 1 S tom' - �' �!'ir ,NL 1K +J k J .� r . - r .ia . 71. 7�rdl W�'�A7+ZTRT.7'T`— 1 16 • Lr"Yr� . r �i r *r a1'.. f # .'4 rt .4ti w� a r0fiTRH Y ■ _'1Llf. i1F . M i - A SOA P-8 R. tad. interfefe wit h members of the p _ isuested-, of when there is an articulable and 1mrq1neq riskJg1LubLJc s Members are prohibited 1 https://www.aclu- ia.org/sites/default/files/tale_of two_countries_racially_targeted_arrests_in_the_era_of marijuana-reform.pdf from using bias -based policing in all aspects of work including but not limited to traffic contacts, field contacts, asset seizure, and asset forfeiture. III. DEFINITIONS Bias -Based Policin Biased based policing is the application of police authority based on a characteristic of a group. This includes but is not limited to race, ethnic background, gender, sexual orientation, religion, creed, economic status, age, disability, political affiliation, national origin, cultural group, or any other identifiable characteristic. Reasonable Suspicion- Suspicion that is more than a "mere hunch" or curiosity, but is based on a set of articulable facts and circumstances that would warrant a person of reasonable caution to believe that an infraction of the law has been committed, is about to be committed or is in the process of being committed, by the person or persons under suspicion {"specific and reasonable cause to believe criminal activity is afoot." State v. Heminover 619 N.w.2d 353, 358 (Iowa 2000). IV. PROCEDURES The department's enforcement efforts will be directed towards assigning officers to those areas where there is the highest likelihood of that vehicle crashes will be reduced, complaints effectively investigated or addressed, and/or crimes prevented through proactive patrol. A. In the absence of a specific, credible report containing a physical description, a person's race, ethnicity, color, gender, or any characteristic listed in Section Ill above, or any combination of these shall not be a factor in determining probable cause for an arrest or reasonable suspicion for a stop. B. Traffic enforcement shall be accompanied by consistent, ongoing supervisory oversight to ensure that officers do not go beyond the parameters of reasonableness in conducting such activities. 1.Officer shall cause accurate statistical information to be recorded in accordance with departmental guidelines. 2. The deliberate recording of any inaccurate information regarding a person stopped for investigative or enforcement purposes is prohibited and a cause for disciplinary action, up to and including termination of employment. . C. Motorists and pedestrians shall only be subjected to investigatory stops or brief detentions upon reasonable suspicion that they have committed, are committing, or are about to commit 2 1 infraction of the law, or there is an articulable reason for contact. Each time a person is stopped or detained, the officer shall radio to the dispatcher the location of the stop and any pertinent descriptors relevant or unique to that stop. The exception to this procedure is when officers are taking part in safety checkpoints and are working with other officers. D. If the police vehicle is equipped with a video camera, the video and sound shall be activated prior to the stop to record the circumstances surrounding the stop and shall remain activated until the person is released. E. No person, once cited or warned, shall be detained once there is no reasonable suspicion of 1 further - '1 .A ._� - - ` F. No person or vehicle shall be searched in the absence of a warrant, a legally recognized exception to the warrant requirement as identified in General Order 00-01, Search and Seizure, or the person's voluntary consent. 1. In each case where a search is conducted, information shall be recorded, including the legal basis for the search, and the results thereof. sniffs _ r of the ox lov of -a YetO stapped r 10Ifla. - --The trac stop is fniflatedt� - races and must be reporded on iqdeWw rpgp' r V. TRAINING Officers shall receive initial and annual training in proactive enforcement tactics, including training in officer safety, courtesy, cultural diversity, bias -based policing including legal aspects, the laws governing search and seizure, and interpersonal communication skills. This M W include profiling related topics (e.g. field contacts, traffic stops, searches, asset, seizure and forfeiture), interview techniques, cultural diversity, discrimination, and community support. A. Training programs will emphasize the need to respect the rights of all members of the public to be free from unreasonable government intrusion or police action. B. Training will address how bias can affect police activities and decision making, such as field contacts, traffic stops, searches, asset seizure and forfeiture, interviews and interrogations. C. Training will emphasize the corrosive effects of biased policing on individuals, the community and the agency. 19 IV. COMPLAINTS OF BIASED -BASED POLICING Any person may file a complaint with the department or with the CPRB if they feel they have been stopped or searched based on bias -based policing. No person shall be discouraged or intimidated from filing such a complaint or discriminated against because they have filed such a complaint. A. Any member of the department contacted by a person, who wishes to file such a complaint, shall refer to the watch Supervisor who shall make the person aware of the department and the CPRB complaint process. The supervisor shall provide information on how to complete the departmental complaint form, and, if possible, shall record the complainant's name, address, and telephone number. B. Complaints which result in the initiation of an investigation shall be conducted as directed by General Order 99-06, Internal Affairs Investigations. C. supervisors shall periodically review a sample of in -car video and body worn camera video of stops made by officers under their command as provided in GO 99-8 (Body warn Cameras and In -Care Recorders). Additionally, supervisors shall review reports relating to stops by officers under their command and respond at random to assist or observe officers on vehicle stops. D. Supervisors shall report in writing to command staff whenever it appears that this policy is being violated. E. Any member who observes or becomes aware of what they believe to be profiling shall within 24 hours report it in writing to their immediate supervisor and failure to do so may subject a member to discipline. vl L REVI Ew A. On are annual basis the Commanding Officer of Support Services, or designee, shall conduct an administrative review of agency practices including member of the public concerns and any corrective measures taken. B. If it reasonably appears that the number of self -initiated traffic contacts by officers has unduly resulted in disproportionate contacts with members of an ethnic minority, a determination shall be made as to whether such disproportionality appears department wide, or is related to a specific unit, section, or individual. The commander of the affected unit, section, or officer shall provide written notice to the Chief of Police of any reasons or grounds for the disproportionate rate of contacts. C. Upon review of the written notice, the Chief of Police may direct additional trainings towards the affected units, sections, or individual officers. D. On an annual basis, the department =make public a statistical summary of the race, ethnicity, and gender of persons stopped for traffic violations E. On an annual basis, the department Mrnake public a statistical summary of all profiling complaints for the year, including the findings as to whether they were sustained, not sustained, or exonerated. F. If evidence supports a finding of a continued pattern of ongoing bias -based policing, the Chief of Police =institute disciplinary action up to and including termination of employment of any involved officer(s) and/or their supervisors. IpWA CITY3AS E POLICE Original Date of Issue General Order Number January 10, 2001 101-01 Effective Date of Reissue April 23. 2021 Reevaluation Date Ao ri 12022 C.A. L. EIA. 1.2.9 INDEXAS: Section Code OPS-1 7 Amends Reference (see "INDEX As" Bias -Based Policing Search and Seizure Complaints Traffic Stops Supervisor Responsibilities Arrests Warrants Discipline I. PURPOSE The purpose of this order is to unequivocally state that bias -based policing by members of this department in the discharge of their duties is unacceptable, to provide guidelines for officers to prevent such occurrences, and to protect officers from unfounded accusations when they act within the parameters of the law and departmental policy. See also GO 89-04, Civil Rights. II. POLICY It is the policy of the Iowa City Police Department to patrol in a proactive manner, to investigate suspicious persons and circumstances, and to actively enforce the laws, while insisting that members of the public will only be detained when there exists reasonable suspicion (i.e. articulable objective facts) to believe they have committed, are committing, are about to commit an infraction of the law, or there is a valid articulable reason for contact. Members are prohibited from using bias -based policing in all aspects of work including but not limited to traffic contacts, field contacts, asset seizure, and asset forfeiture. III. DEFINITIONS • Bias -based Poll - Biased based policing is the application of police authority based on a characteristic of a group. This includes but is not limited to race, ethnic background, gender, sexual orientation, religion, color, gender identity, creed, economic status, age, disability, political affiliation, national origin, cultural group, or any other identifiable characteristic. • Reasonable suspicion - Suspicion that is more than a "mere hunch" or curiosity, but is based on a set of articulable facts and circumstances that would warrant a person of reasonable caution to believe that an infraction of the law has been committed, is about to be committed or is in the process of being committed, by the person or persons under suspicion ("specific and articulable cause to reasonably believe criminal activity is afoot." State v. Heminover, 619 N.W.2d 353, 358 (Iowa 2000). IV. PROCEDURES The department's enforcement efforts will be directed toward assigning officers to those areas where there is the highest likelihood that vehicle crashes will be reduced, complaints effectively investigated or addressed, and/or crimes prevented through proactive patrol. A. in the absence of a specific, credible report containing a physical description, a person's race, ethnicity, color, gender, or any characteristic listed in Section III above, or any combination of these shall not be a factor in determining probable cause for an arrest or reasonable suspicion for a stop. B. Traffic enforcement shall be accompanied by consistent, ongoing supervisory oversight to ensure that officers do not go beyond the parameters of reasonableness in conducting such activities. 1. Officers shall cause accurate statistical information to be recorded in accordance with departmental guidelines. 2. The deliberate recording of any inaccurate information regarding a person stopped for investigative or enforcement purposes is prohibited and a cause for disciplinary action, up to and including termination of employment. C. Motorists and pedestrians shall only be subjected to investigatory stops or brief detentions upon reasonable suspicion that they have committed, are committing, or are about to commit an infraction of the law. Each time a person is stopped or detained, the officer shall radio to the dispatcher the location of the stop and any pertinent descriptors relevant or unique to that stop. The exception to this procedure is when officers are taking part in safety checkpoints and are working with other officers. D. If the police vehicle is equipped with a video camera, the video and sound shall be activated prior to the stop to record the circumstances surrounding the stop and shall remain activated until the person is released. The body -worn camera shall also be activated and shall remain activated until the person is released. E. No person, once cited or warned, shall be detained once there is no reasonable suspicion of further criminal activity. F. No person or vehicle shall be searched in the absence of a warrant, a legally recognized exception to the warrant requirement as identified in General Order 00-01, Search and Seizure, or the person's voluntary consent. 1. In each case where a search is conducted, information shall be recorded, including the legal basis for the search, and the results thereof. 2. A cursory "sniff' of the exterior of a vehicle stopped for a traffic violation by a police canine must be recorded on the department's canine action report form. V. TRAINING Officers shall receive initial and annual training in proactive enforcement tactics, including training in officer safety, courtesy, cultural diversity, bias -based policing including legal aspects, the laws governing search and seizure, and interpersonal communications skills. This may include profiling related topics (e.g. field contacts, traffic stops, search issues, asset seizure and forfeiture), interview techniques, cultural diversity, discrimination and community support. A. Training programs will emphasize the need to respect the rights of all members of the public to be free from unreasonable government intrusion or police action. B. Training will address how bias can affect police activities and decision making, such as field contacts, traffic stops, searches, asset seizure and forfeiture, interviews and interrogations. C. Training will emphasize the corrosive effects of biased policing on individuals, the community and the agency. VI. COMPLAINTS OF BIAS -BASED POLICING Any person may file a complaint with the department or with the CPRB if they feel they have been stopped or searched based on bias -based policing. No person shall be discouraged or intimidated from filing such a complaint or discriminated against because they have filed such a complaint. A. Any member of the department contacted by a person, who wishes to file such a complaint, shall refer the complainant to a Watch Supervisor who shall make the person aware of the department and the CPRB complaint process. The supervisor shall provide information on how to complete the departmental complaint form and, if possible, shall record the complainant's name, address and telephone number. B. Complaints which result in the initiation of an investigation shall be conducted as directed by General Order 99-06, internal Affairs Investigations. C. Supervisors shall periodically review a sample of in -car video and body worn camera video of stops made by officers under their command as provided in GO 99-08 (Body worn Cameras and In -Car Recorders). Additionally, supervisors shall review reports relating to stops by officers under their command and respond at random to assist or observe officers on vehicle stops. D. Supervisors shall report in writing to command staff whenever it appears that this policy is being violated. E. Any member who observes or becomes aware of what they believe to be profiling shall within 24 hours report it in writing to their immediate supervisor and failure to do so may subject a member to discipline. VII. REVIEW A. On an annual basis the Commanding officer of Support Services, or designee, shall conduct an administrative review of agency practices including member of the public concerns and any corrective measures taken. B. If it reasonably appears that the number of self -initiated traffic contacts by officers has unduly resulted in disproportionate contacts with members of a racial or ethnic minority, a determination shall be made as to whether such disproportionality appears department wide, or is related to a specific unit, section, or individual. The commander of the affected unit, section, or officer shall provide written notice to the Chief of Police of any reasons or grounds for the disproportionate rate of contacts. C. Upon review of the written notice, the Chief of Police may direct additional training towards the affected units/sections or to individual officers. D. On an annual basis, the department may make public a statistical summary of the race, ethnicity, and gender of persons stopped for traffic violations. E. On an annual basis, the department may make public a statistical summary of all profiling complaints for the year, including the findings as to whether they were sustained, not sustained, or exonerated. F. If evidence supports a finding of a continued ongoing pattern of bias -based policing, the Chief of Police may institute disciplinary action up to and including termination of employment of any involved individual officer(s) and/or their supervisors. Dustin Liston, Chief of Police WARNING This directive is for departmental use only and does not apply in any criminal or civil proceeding. The department policy should not be construed as a creation of a higher legal standard of safety or care in an evidentiary sense with respect to third -party claims. Violations of this directive will only form the basis for departmental administrative sanctions. Prepared by CPRB Chair David Selmer Draft #1 ordinance change recommendation: Genera! Order 99-08 (Body Worn Cameras and In -Car Recorders) COMMUNITY POLICE REVIEW BOARD A Board of the City of Iowa City 410 East Washington Street Iowa City IA 52240-1826 ID (319) 356-5043 2021 To: City Council From: Community Police Review Board Re: Suggested ordinance change for review of violations of General Order 99-08 (BODY WORN CAMERAS and IN -CAR RECORDERS) Dear City Council: The members of the board respectfully submit the following proposed ordinance revision that would enhance the board's oversight to include review of violations of ICPD General Order 99- 09 (BODY WORN CAMERAS and IN -CAR RECORDERS). This request is in addition to the other requests previously proposed. Specifically, the board is wanting two changes to the ordinance. First a change that prior to any Body worn Camera footage (hereafter, BWC), and/or In -Car Recorder footage being deleted, a full review and agreement of appointed members of the board's subcommittee must be obtained. Second, that incidents where Iowa City Police Department employees violate the general orders and policies regarding the use of Body worn Cameras and In -Car Recorders, be treated as a complaint and subjected to the same board review as allowed for review of misconduct complaints. To wit, the following shall be adopted in the ordinance: All incidents where employees did not activate an in -car or Body Worn Camera recording device or improperlv shut off a recordin device in violation of General Order 99-08(Body Worn Cameras and In -Car Recorder shall automaticallv be subject to the review b the CPRB. For such incidents a report -from the Chief of Police or Citv Manager shall be submitted to the CPRB within 30 days of the occurrence that details: 1. A description of all parts of any investigation into the incident that took place, including an interview with the officer• 2. The finding of fact as to when and how the violation occurred• 3. Relevant video footage including footage taken 30 minutes before and after the missin recording at issue; 4. A conclusion on whether misconduct occurred and whether it was intentional keeping in mind the -presumption of intent and the burden of Proof bv a preponderance of evidence on the officer and a detailed anal sis to demonstrate the rationale behind the determination. 5. Records of anv Prior instances reizarding violations of General Order 99-05 (Body Worn Cameras and In -Car Recorder), whether or not discipline resulted for all officers involved in the incident. Draft #1 ordinance change recommendation: General Order 99-08 (Body worn Cameras and In -Car Recorders) 6. The details of all disci line or other remedial actions,,including but not limited to additional traininR, resulting to any officers as a result of any found violations. 7. Extensions of time mav be requested to the CPRB and may be ranted upon a showing of good faith. For each incident the CPRB shall conduct a full review and file a re ort to the city council with the same Procedures and timelines as are applicable to reviewing other complaints of miSrnnrii in Prior to any deletion of anv Bodv worn Camera or In -Car Recording, a subcommittee of at least two members of the board must review and agree in writing that the Policy for deletin the video has been satisfied. The board deems the existence of video evidence of incidents to be an integral part of the trust relationship between the police and the community. This has been easily apparent in the multiple examples of high -profile incidents across the country, including the George Floyd incident. Video footage of an incident greatly enhances the board's and the community's ability to make an accurate determination on whether misconduct occurred. Video footage protects both the officers and the community members alike in the ability to capture an objective reality. It is understood that the Iowa City Police Department concurs with the board's view on the value of the footage; hence the financial investment to equip the Iowa City Police Department employees with video cameras, and the policy measures that are already in place to help ensure the cameras use in all relevant instances. The issue the ordinance revision seeks to resolve is that the Chief has unchecked discretion in classifying video as qualified for deletion and authorizing the video's deletion. Further, there is no review for the Chief s determination as to whether an officer's failure to comply with the policies for use of Body worn Cameras and In -Car Recorders was intentional or unintentional, as well as what amount, if any, an officer should be disciplined for violating those policies. This allows for impropriety, or, equally, an appearance of impropriety even when the Chiefs actions are valid. The proposed changes would give the board oversight to protect against the deletion of relevant video, ensure that community goals of having video footage in all instances are being adhered to by the members of the Iowa City Police Department, and insulate the Chief and Iowa City Police Department from accusations of impropriety while furthering transparency. Thank you for your consideration of these ordinance revisions. Sincerely, David Selmer Prepared by CPRB Chair David Selmer Law Enforcement Accreditation January 28, 2021 LAW ENFORCEMENT ACCREDITATION Iowa City (IA) Police Department Aeewy , Overview Iowa City CIA) Police Department CALEA serves as the premier credentialing association for public 410 E. Washington safety agencies and provides accreditation services for law Iowa City, IA 52240 enforcement organizations, public safety communication centers, public safety training academies, and campus security agencies. The Ic ff,=Y& • standards are promulgated by a board of 21 commissioners, Interim Chief representing a full spectrum of public safety leadership. The Bill Campbell assessment process includes extensive self -assessment, annual remote web -based assessments, and quadrennial site -based assessments. Additionally candidate agencies are presented to the Commission for final consideration and credentialing. CALEA Accreditation is a voluntary process and participating public safety agencies, by involvement, have demonstrated a commitment to professionalism. The program is intended to enhance organization service capacities and effectiveness, serve as a tool for policy decisions and management, promote transparency and community trust, and establish a platform for continuous review. CALEA Accreditation is the Gold Standard for Public Safety Agencies and represents a commitment to excellence. i TABLE OF CONTENTS Executive Summary CALEA Chief Executive Officer Profile Community Profile Agency History Law Enfoaement Accw4fta Agency Structure and Function CALEA standards reflect the current Agency Successes thinl n g and experience of Law Enforcement practitioners and Future Issues for Agency researchers. Major Law Enforcement associations, leading educational and First Annual Compliance Service Review training institutions, governmental Second Annual Compliance Service Review agencies, as well as Law Enforcement executives 'Third Annual Compliance Service Review internationally, acknowledge Fourth Annual Compliance Service Review CALEA's Standards for Law Enforcement AgenciesC and its Site -Based Assessment Review Accreditation Programs as benchmarks for professional law Community Feedback and Review enforcement agencies. Standards belated Data Tables CALEA's Founding Organizations: • International Association of Chiefs of Police (IACP) • Police Executive ResearchForum (PERF) • National Sheriffs Association (NSA) • National Organization of Black Law Enforcement Executives (NOBLE) Law Enforcement Accreditation January 28, 2021 EXECUTIVE SUMMARY Overview: The Iowa City (IA) Police Department is currently commanded by Bill Campbell. The agency participated in a remote assessment(s), as well as site -based assessment activities as components of the accreditation process. The executive summary serves as a synopsis of key findings, with greater details found in the body of the report. Con pliance Service Review: CALEA Compliance Services Member(s) Portia Y. Swinson remotely reviewed 40 standards for the agency on 4/25/2018 using Law Enforcement Manual 6.7. These standards included specific time -sensitive issues, as well as all standards applicable to the agency by size and function. If standard issues are found they are listed below. 41.2.2 — Pursuit of Motor Vehicles* (LE 1 ) — SSUE : Bullet L requires a documented annual analysis of pursuit reports. The agency advised that the annual review of 2016 pursuit data was not completed in 2017. The Accreditation Manager explained that the department was actively engaged in the search and hire of a new police chief during 2016 and each captain was tasked with additional job responsibilities alternating as acting chief of police which most likely led to the review lapse. AGENCY ACTION NEEDED: Prepare a plan to ensure that the annual analysis is prepared annually in the future. AGENCY ACTION: The agency states that in the future the Records Sergeant, who prepares this analysis, will be included in the original distribution of pursuit reviews that have been prepared, resolving any lapse in the exchange of information. CALEA Compliance Services Member(s) Jay Murphy remotely reviewed 39 standards for the agency on 3/25/2019 using Law Enforcement Manual 6.7. These standards included specific time -sensitive issues, as well as all standards applicable to the agency by size and function. If standard issues are found they are listed below. CALEA Compliance Services Member(s) Karen Ashley remotely reviewed 57 standards for the agency on 3/9/2020 using Law Enforcement Manual 6.7. These standards included specific time -sensitive issues, as well as all standards applicable to the agency by size and function. If standard issues are found they are listed below. CALEA Compliance Services Member(s) Philip K. Potter remotely reviewed 60 standards for the agency on 10/7/2020 using Law Enforcement Manual 6.7. These standards included specific time -sensitive issues, as well as all standards applicable to the agency by size and function. If standard issues are found they are listed below. 35.1.9 — Personnel Early Intervention System.* (LEI) — ISSUE: The agency written directive does not require in bullet e that the annual evaluation of Personnel Early Warning System (PEWS) be documented. In addition, the agency self reported that due to change in command staff the documented annual evaluations of the PENS System for calendar years 2018 and 2019 were missed and not completed as required in those two years. - AGENCY ACTION NEEDED: The agency should update the written directive to require the annual evaluation be documented and complete the next scheduled documented annual evaluation for PEWS for calendar year 2020 on time. - AGENCY ACTION TAKEN: The agency revised its written directive on bullet e to require the annual PEWS evaluation be documented and placed a "Note to File" advising the methods taken by the agency to ensure the next required annual report is completed in early 2020. It is recommended that this standard be reviewed in the next Annual Review to ensure future compliance. The Captain responsible for this task is no longer with the agency and they are unable to create a document to show compliance. It is simply missing and will be addressed as a standards issue. The missing data 2018 and 2019 could not be retrieved. • 41.2.2 - Pursuit of Motor Vehicles* (LEI) - ISSUE: The agency written directive on bullet j did not address the issue of pursuits from the agency leaving the city and entering other jurisdictions, only pursuits from other agencies entering the agency's jurisdiction. -AGENCY ACTION NEEDED: The agency should either locate the existing language for bullet j in the written directive or revised the written directive language that addresses all of bullet j. - AGENCY ACTION TAKEN: During the annual review period the agency updated its written directive on bullet j to address inter jurisdictional pursuits by the agency that leaves it jurisdiction. By taking this action the 3 agency demonstrated compliance with this standard's written directive on bullet j. It is recommended that this standard be reviewed in the next Annual Review to ensure future compliance. ISSUE: Bullet L requires a documented annual analysis of pursuit reports. The agency advised that the annual review of 2016 pursuit data was not completed in 2017. The Accreditation Manager explained that the department was actively engaged in the search and hire of a new police chief during 2016 and each captain was tasked with additional job responsibilities alternating as acting chief of police which most likely led to the review lapse. AGENCY ACTION NEEDED: Prepare a plan to ensure that the annual analysis is prepared annually in the future. AGENCY ACTION: The agency states that in the future the Records Sergeant, who prepares this analysis, will be included in the original distribution of pursuit reviews that have been prepared, resolving any lapse in the exchange of information. However, the Captain responsible for this task is no longer with the agency and they are unable to create a document to show compliance. It is simply missing. 41.3.8 — In -Car Audio/Video/Body-Worn (LEI) — ISSUE: The written directive did address in bullet f, the training of "supervisors," only the "users." AGENCY ACTION NEEDED: The agency should locate existing language in the written directive or update the written directive in bullet f to address the training of supervisors. - AGENCY ACTION TAKEN: The agency updated its written directive and added language that addressed the training of supervisors on this equipment. By taking this action the agency demonstrated compliance with this standard. It is recommended that this standard be reviewed in the next Annual Review to ensure future compliance. Site -.used Assessment Review. - From 11 / 16/2020 to 11 / 17/2020, Chief Gary Vest and Lt. Christopher Connelly visited the agency following a consultation with the chief executive officer regarding critical issues impacting the organization since the last assessment. These issues were identified as: Minority Recruitment - The Iowa City Police Department (ICPD) has a well established history of community policing and outreach. The Covid-19 response and civil unrest have negatively impacted recruitment and selection processes. The agency has many inclusive non-profit partnerships to make inroads to the under -represented members of the community. 2020 Civil Demonstrations - The 2020 Demonstrations in Iowa City were part of the national protests against law enforcement due to perceptions of social injustice and alleged bias -based policing. The agency has historically been engaged in a multitude of innovative community programs. Unfortunately, without a permanent chief of police in place during this heightened time, the police leadership was divided between the interim chiefs} and more hands on leadership from the city manager. Conn-nunity Policing - Community Involvement is a cornerstone of the Iowa City Police Department. The agency's community involvement programs are tailored from community input as well as an analysis of cringe trends. The outstanding partnerships and programs overviewed were conducted on a daily basis prior to the onset of the COVID-19 pandemic. Many have had to be curtailed in the interest of the public health. However, once the pandemic abates, the agency intends to return to the robust personal interactions with those whom they serve. • Officer well Being - ICPD is heavily involved in caring for their people. Unfortunately, the civil demonstration and the response to Covid-19, have has placed an unusually heavy burden on police personnel and their families. During the Site -Based Assessment Review, the assessment team conducted 28 interviews regarding the topical areas previously defined. The interviews were with agency members and members of the community. The approach not only further confirmed standards adherence, but also considered effectiveness measures, process management and intended outcomes. 4 Law Enforcement Accreditation January 28, 2021 CHIEF EXECUTIVE OFFICER PROFILE Bill. Campbell Chief Matherly was sworn in as Iowa City's Police Chief on January 23, 2017. Prior to this he served as Chief of Police in Altoona, Iowa since 2012. Chief Matherly also served as Chief of Police in Grinnell from 2003-2012. Prior to moving to Iowa, Matherly served the Flint, Michigan Police Department for 16 years, from 1987-2003, ending his service in Flint as a Police Lieutenant. He also held the position of Police Officer in smaller departments in Michigan from 1983-1987. Chief Matherly holds a Master of Liberal Studies Degree in Interdisciplinary Technology and a Bachelor of Science Degree. On February 24, 2020 Chief Matherly retired for health reasons. Captain Bill Campbell was appointed interim chief while a search for a new chief has begun. Cpt. Campbell was hired by the department on April 27, 1990. He worked as a patrol officer and field training officer before being promoted to sergeant on Dec, 22, 1996. As a sergeant, he was a patrol supervisor, public information officer, records supervisor and an investigations supervisor. He was promoted to lieutenant on June 14, 2008, and captain on May 12, 2016. During his career, he was part of the Special Response Team for 18 years and was commander of the SRT for the last eight of those years. He earned a bachelor's degree in criminal justice administration and psychology from Mount Mercy College in Cedar Rapids and is a graduate of the Southern Police Institute Administrative Officers Course at the University of Louisville in Louisville, Kentucky, Law Enforcement Accreditation January 28, 2021 COMMUNITY PROFILE Iowa City is a city in Johnson County, Iowa. It is the home of the University of Iowa and is the county seat of Johnson County. The U.S. Census Bureau estimated the city's population at 74,398 in 2016, making it the state's fifth -largest city. Iowa City is located in eastern Iowa, along the Iowa River, on Interstate 80, about 60 miles west of the Quad Cities (Davenport and Bettendorf, Iowa, and Moline and Rock Island, Illinois). According to the United States Census Bureau, the city has a total area of 25.28 square miles of which, 25.01 square miles is land and 0.27 square nules is water. The elevation at the Iowa City Municipal Airport is 668 ft. above sea level. Average monthly temperatures range from about 23.5 degrees F. in January to 75.5 degrees R in July. Average monthly precipitation is lowest in winter and peaks significantly from May to August, with June being the average wettest month. Showers and thunderstorms are common from May to September, and can be severe, especially from May to July. In winter, snowfall is moderate, occasionally heavy in single storms. Iowa City is known as a college town. It is home to the University of Iowa and a small campus of Kirkwood Community College. The population increases during the months when the two schools are in session. As of the 2010 census, about 58.0% of adults hold a bachelor's degree or higher and 79.7% are white alone, not Hispanic or Latino, 6.2% are Asian alone, and 5.8% are black alone while the median household income is $41,4105 about $105000 less than the state median. According to Iowa City's 2014 Comprehensive Annual Financial Report the top 5 employers in the city are: University of Iowa/University of Iowa Hospitals and Clinics (30,804), Iowa City Community School District (1,700), Iowa City VA Medical Center (1,562), Pearson Education (1,200), and Mercy Hospital (1,187). Iowa City is governed by an elected city council of seven members: four council members at large and three district members. The two council members at large who receive the most votes and the three district council members serve four-year terms. The other two council members at large serve two-year terms. A mayor and mayor pro-tem are elected by the council from within its members to serve terms of two years. Iowa City has a general aviation airport, the Iowa City Municipal Airport, on the south side of the city. The Eastern Iowa Airport, 20 miles (32 km) to the northwest, serves Iowa City and Cedar Rapids with scheduled passenger flights, Interstate 80 runs east west along the north edge of Iowa City. U.S. Highway 218 and Iowa Highway 27 (the Avenue of the Saints) are co -signed along a freeway bypassing Iowa City to the west. U.S. Highway 6 and Iowa Highway 1 also run. through Iowa City. Iowa City is served by the freight -only Iowa Interstate Railroad and the Cedar Rapids and Iowa City Railway. 6 Law Enforcement Accreditation January 28, 2021 AGENCY HISTORY On the April 6, 1853, the City Government of Iowa City went into operation with persons being sworn into respective offices by the Clerk of the Supreme Court of Iowa. This included a marshal, On April 29, 1926 the Iowa City police department experienced its only officer killed in the line of duty when Patrolman Edward Leeney, who was operating a police motorcycle, was struck by streetcar while pursuing a speeding vehicle. In 1936 Chapter 12 of the Municipal Code of Iowa City included updated duties and responsibilities of the marshal including designation as chief of the police. Chapter 24 included a police department that consisted of the marshal and nine regular policemen -one of whom is the deputy marshal. Home of the University of Iowa, students held anti -war protests throughout the 1960s and early 1970s. On November 1, 1991, University of Iowa student Gang Lu attended a meeting for the theoretical space plasma physics research group in a conference room on the third floor of Van Allen Hall on the University of Iowa campus. A few minutes after the meeting began, Lu shot three attendees of the meeting with a .3 8-caliber revolver, then proceeded to the second floor to shoot the chairman of the department in his office. After the shootings at Van Allen Hall, Lu walked three blocks to Jessup Hall to the office of T. Anne Cleary, an associate vice president for Academic Affairs and grievance officer at the university, and shot her in the head. Lu had filed several grievances about not being nominated for the Spriestersbach prize. Cleary died the following day at the University of Iowa Hospital. Lu then shot Miya Rodolfo-Sioson, a 23-year-old student temporary employee in the Office of Academic Affairs, for unknown reasons. Rodolfo-Sioson survived but was left paralyzed from the neck down, and died from inflammatory breast cancer in 2008. Lu had intended to kill university president Hunter Rawlings III, but he was attending the Iowa/Ohio State football game in Columbus, Ohio at the time. Gang Lu was found in room 203 of Jessup Hall with a self-inflicted gunshot wound to the head, and he died shortly after police arrived. In July of 1994 Sgt. Vicki Lalla became the department's first female sergeant. In 1995 drug charges increased by threefold, when gangs first emerged in the area. The increase of drug violations corresponds to the jump in gang activity, said Police Chief R.J. winkelhake. Gang activity became more disruptive to the community with increased instances of fight calls, drug activity and shootings. In July 1996 Sgt. Sid Jackson became the department's first African -American sergeant. Near midnight on Aug. 29, 1996 Eric Shaw was talking to his best friend on the telephone in his studio workshop, which is attached to his father's vending business. Iowa City police officer Jeff Gillaspie, suspecting a burglary, pushed on the already opened door and shot Shaw, killing him. On Oct. 3, 1996, Johnson County Attorney Patrick white ruled the shooting was unjustified but said no criminal charges would be brought against Gillaspie, who resigned from the department and left Iowa City. On Jan. 30, 1997 the parents of Eric Shaw settled a wrongful death claim against the city for $1.5 million. They had sought $3.6 million. About eight months later, on Aug. 6, Jay Shaw was arrested and charged with assault causing injury to Iowa. City Police Chief R.J. winkelhake. On Oct. 9, 1997, after a month of deliberation, a seven -member county grand jury decided not to indict Gillaspie. As a result of the Shaw incident the City of Iowa City instituted a Police Citizen's Review Board -now known as the Iowa City Community Police Review Board and the Iowa City Police Department began to voluntarily participate hi the accreditation process with the Commission on Accreditation for Law Enforcement. The Iowa City Community Police Review Board (CPRB) consists of five members appointed by the City Council. The CPRB has its own legal counsel. The CPRB reviews reports prepared after investigation of complaints about alleged police misconduct. It then issues its own written reports that contain detailed findings of fact and conclusions that explain why and the extent to which complaints should be sustained or not sustained. The CPRB maintains a central registry of complaints against sworn police officers and prepares annual reports to the City Council on the disposition of these complaints. The CPRB reviews police policies, procedures, and practices, and may reconu-rend modifications to them. The board holds at least one community forum each year for the purpose of hearing views on the policies, practices and procedures of the Iowa City police department. The CPRB has only limited civil administrative review powers and has no power or authority over criminal matters or police discipline. It is not a court of law and is not intended to substitute for any form of legal action against the Police Department or the City. The Iowa City Police Departirlent has been accredited with CALEA since 1999. The Iowa City Police Department is one of only two Iowa police departments that collect and analyze traffic stop data and has been collecting this data since 1999 in response to concerns by some about racial profiling. A Saint Ambrose University (located in Davenport, Iowa) Sociology and Criminal Justice Professor conducted studies in 2014 and 2016 that indicated levels of disproportionality in traffic stops and outcomes. The department continues to identify and immplement an achievable goal to reduce traffic stop racial disproportionality with the goal of strengthening community confidence and trust in the ICPD. In May 1997 the department began training 18 officers in special weapons and tactics referring to them as the Special Response Team (SRT). This unit was available for call out for high risk warrant service, barricaded subjects, and hostage rescue. In June 1997 the department received a grant to fund a Domestic Violence Investigator. This position was designed to work with the Johnson County Attorney' s Office and the Domestic Violence Intervention Program to implement a project which will specialize in cases involving domestic violence and sexual assaults against women. This grant positions continues to be staffed today. After a drive by shooting incident in May of 1998 the department created the Special Crimes Action Team (SCAT). This team is now known as the Street Crimes Action Tcarn. Chief Winkelhake tasked the 5 officer and 1 sergeant team with working in the area of recent incidents, to devote their time to the people involved, take photos of as many people involved who are in public areas or in the outdoor areas at the locations around Broadway, Cross Park, complete field interview cards, create a photo gallery in the roll call so all department members become familiar with all the players, and make arrests of the individuals involved with the gang problem, whenever possible for any violation which is justified by the circumstances and meets the elements of the charge. The tearn is still active today but with a modified direction geared more toward community oriented policing. In September of 2001 Lt. Sid Jackson became the department's first African -American lieutenant. On the evening of April 13, 2006, a confirtned EF2 tornado struck Iowa City, causing severe property damage and displacing many from their homes, including many University of Iowa students. It was the first tornado ever recorded to hit the city directly. No serious injuries were reported in the Iowa City area. On June 4, 2008 Sergeant Denise Brotherton became the department's second female sergeant. On June 11, 2008 water exceeded the emergency spillway at the Coralville Reservoir outside of Iowa City. As a result, the City of Iowa City and the University of Iowa were seriously affected by unprecedented flooding of the Iowa River, which caused widespread property damage and forced evacuations in large sections of the city. A Police Substation opened in 2010 in southeast Iowa City houses the Community Resource Offices. This Substation makes southeast Iowa City neighborhood involvement more accessible by offering convenient access to police if needed. In October 2012 the Iowa City Council approved acceptance of a COPS grant, which in effect provided for two additional certified positions with the Iowa City Police Department. One of the positions focuses solely on downtown Iowa City. The position initiates a walking beat for the district that would be targeted during daytime and evening hours. This officer helps establish relationships and communication channels with local businesses and is a positive visible presence throughout downtown and the northside marketplace. The second officer is utilized as a Neighborhood Response Officer that is shifted depending on where crime hotspots occurred. This officer works closely with Neighborhood Services, Housing & Inspection Services, Landlords, Tenants, and Associations. This position's highest priority is neighborhood stabilization. In September 2014 the departYxaent appointed 3 officers to serve as liaisons to the LGBTQ community. Coals of the liaisons are, fostering positive relationships between the department and the LOBT con-ununity, assisting the investigative division with LOBT-related crimes, working with other city and law enforcement agencies and other community --based organizations on LGBT-related issues, and maintaining an active role in recruiting and police training as it relates to the LGBT community. On June 1, 2015 Lieutenant Denise Brotherton became the department's first female lieutenant. In June 2015 Henri Harper was hired as a Temporary Community Outreach Assistant. This position soon became full time. This non -sworn position assists police officers assigned to Community Relations in the planning, coordination, set up and presentation of con-nTlunity outreach events. In May of 2017 the Iowa City Police Department along with other local law enforcement began training all sworn members in crisis intervention training. The Crisis Intervention Team (CIT) program is a community partnership of law enforcement, mental health and addiction professionals, individuals who live with mental illness and/or addiction disorders, their families and other advocates. It is an innovative first -responder model of police -based crisis intervention training to help persons with mental disorders and/or addictions access medical treatment rather than place them in the criminal justice system due to illness related behaviors. It also promotes officer safety and the safety of the individual in crisis, In May of 2018 as a part of the City's FYI 9 budget., the City Council increased the Police Department's authorized strength by two sworn police officers. One of those positions was added to the Community Outreach Section. This new position combines the roles/responsibilities of the Downtown Liaison Officer (DLO) and the Neighborhood Response Officer (NRO), performing the work tasks of both positions on any given day. On September 7, 2018 Captain Denise Brotherton became the department's first female captain. Law Enforcement Accreditation January 28, 2021 AGENCY STRUCTURE AND FUNCTION CHIEF OF POLICE The Chief of Police is responsible to the City Manager of the City of Iowa City. The Chief of Police directly supervises up to ten employees and is functionally responsible for up to one hundred twenty (120) employees, The Iowa City Police Department consists of two divisions: Field Operations and Support Services. Division commanders/Captains are responsible directly to the Chief of Police. The Chiefs Administrative Coordinator (non -sworn) is responsible to the Chief of Police. FIELD OPERATIONS Field Operations consists of the Patrol and Investigative sections. Each section commander/Lieutenant is responsible to the Commander of Field Operations/Captain. The Commander of Field Operations is directly responsible for six to ten employees and functionally responsible for up to 76 employees. PATROL SECTION The patrol section is divided into three different watches, Days, Evenings, and Late night watch. Each watch is headed by a Lieutenant who is usually responsible for fifteen to twenty-one employees. The Lieutenant of each watch is responsible to the Commander of Field Operations. The Patrol Lieutenants are responsible for the day to day operations of their respective watches. Under each Watch Commander are two Sergeants. The Sergeants on each watch are directly responsible to their respective watch commander. Patrol Sergeants supervise between thirteen to nineteen officers on a regular basis. Patrol officers comprise the remainder of the sworn personnel on each watch and are responsible to their respective watch supervisors. Community Service Officers are assigned to the Day and Evening watches. Community Service Officers (CSO) (non -sworn) are responsible to the supervisors of the watch to which they are assigned. INVESTIGATIVE SECTION The Investigative Section is headed by a Lieutenant who is responsible for the overall operations. The Lieutenant of Investigations is responsible to the Commander of Field Operations. coordinates multi jurisdictional investigations with other agencies. In the absence of the Lieutenant of Investigations, the Sergeant of Investigations shall assume duties of Investigation's Supervisor. Investigators/officers in the Investigative Section are responsible to the Lieutenant of Investigations. Street Crimes Action Team (SCAT) are directly responsible to the Sergeant of the Investigations Section. Officers and investigators of the Iowa City Police Department are of equal rank. Investigations is a temporary assignment and upon completion of a rotation, investigators return to the patrol section or are otherwise reassigned. SUPPORT SERVICES Support Services consists of the following sections; Station Masters, Police Records, Animal Services, Planning and Research, Community Relations, Training/Accreditation, and Property Control. The head of each section is directly responsible to the Commander of Support Services. The Commander of Support Services is directly responsible to the Chief of Police. The Captain of Support Services is directly responsible for six to ten employees and functionally responsible for up to thirty employees. The Planning and Research function is filled by a sergeant. The sergeant is directly responsible to the Commander of 10 Support Services, but shall have access to the Chief of Police as needed. This position is responsible for statistical analysis of data, identification of trends, tracking and compilation of data for scheduled reports, forwarding of identified trends to appropriate sections or watches and media relations. Police Records is under the direction Sergeant assigned to Records/PIO/Planning and Research. The records supervisor is directly responsible to the Commander of Support Services. The record supervisor is regularly responsible for up to seven employees. Record Technicians are responsible to the supervisor of police records. Tlie Community Outreach section is staffed by three uniformed sworn officers (Community Relations Officer, Neighborhood Resource Officer, and 2 Downtown Liaison Officer) and a uniformed non-sworni Cornmunity Outreach Assistant who are directly responsible to the Sergeant of Planning and Research. Personnel in this section are trained in the areas of conununity relations, and crime prevention. School Crossing Guards (non -sworn) are responsible to the Sergeant assigned to Records/PIO/Planning and Research. The Training/Accreditation function is filled by a sergeant who is directly responsible to the Conunander of Support Services. Station Masters and the Support Services Assistant are responsible to the Training/Accreditation Sergeant. The position of Evidence Custodian (non -sworn) is directly responsible to the Training/Accreditation Sergeant. The Animal Services section is responsible for enforcement of laws and ordinances pertaining to animals, issuance of licenses and permits, sheltering of animals, animal welfare and destruction of sick/injured or unclaimed animals. The Animal Shelter is under the direction of the Animal Services Supervisor (non -sworn). The Animal Services Supervisor- is responsible to the Commander of Support Services, and supervises between two to five employees. Animal Services Officers are responsible to the Anirnal Services Supervisor. Also, directly responsible to the Animal Services Supervisor are the Animal Care Technicians {non -sworn} and the Animal Center Assistants (non -sworn). The Computer System Analyst (non -sworn) is directly responsible to the Commander of Support Services. The Department is currently authorized for 82 sworn officers. The Department is currently authorized for 47 full tune and 24 part -tune non -sworn employees. The department currently has 4 chaplain volunteers, 1 records volunteer, and over 400 animal service volunteers. Al Law Enforcement Accreditation January 28, 2021 AGENCY SUCCESSES Promotion of first female Captain -September 201 S. Two first degree murder convictions from 2017 homicides. Continued crisis intervention training for all sworn members. Expanded social media with use of Twitter. Established peer support team. Expanded community resource officers by 2. Successfully replaced animal services director 12 Law Enforcement Accreditation January 28, 2021 FUTURE ISSUES FOR AGENCY Update and modernize Police Department to become safer, welcoming, and more efficient. Continued efforts on reduction of racial. disparity in traffic stops, field contacts, use of force, officer initiated arrests, and asset seizure/forfeiture. Properly addressing people with mental health needs and substance abuse challenges. Exploring the addition of school liaison officers. Continued recruitment of minorities in hiring of sworn and civilian positions to better reflect the demographics of the community. Strengthening officer wellness and safety -- training/education and peer wellness. 13 Law Enforcement Accreditation January 28, 2021 YEAR 1 REMOTE WEB -BASED ASSESSMENT Compliance Services Member: Portia Y. Swinson On 4/25/2018, the Year I Remote web -based Assessment of Iowa City (IA) Police Department was conducted. The review was conducted remotely and included 40 standards from the CALEAQ Standards for Law Enforcement Manual. The following standards were reviewed and the findings are denoted: Standards Findings 1 Law Enforcement Role and Authority 1.1. 1 Oath of Office (LEI) (MMMM) Compliance Verified 1.1.2 Code of Ethics* (LEI) (MMMM) Compliance Verified 1.2.1 Legal Authority Defined (LEI) (MMMM) Compliance Verified 1.2.4 Search and Seizure (LEI) ) Compliance Verified 1.2.5 Arrest with/without Warrant (LEI) ) Compliance Verified 1.2.9 Biased Policing* (LEI) ) Compliance Verified 4 Use of Force 4.1.3 warning Shots (LEI) ) Compliance Verified 4.2.1 Reporting Uses of Force* (LEI) ( ) Compliance Verified 4.2.2 written Use of Force Reports and Administrative Review* (LEI) (MMMM) Compliance Verified 4.2.4 Analyze Reports* (LEI) (MMMM) Compliance Verified 4.3.3 Annual/Biennial Proficiency Training* (LEI) (MMMM) Compliance Verified 11 Organization and Administration 11.1.1 Description of Organization (LE 1) (MMMM) Compliance Verified 12 Direction 12.1.3 Obey Lawful Orders (LEI) Compliance Verified 15 Planning and Research, Goals and Objectives, and Crime Analysis 15.2.1 Annual Updating/Goals and Objectives* (LEI) Compliance Verified 17 Fiscal Management and Agency Property 17.4.2 Cash Fund/Accounts Maintenance* (LEI) Compliance Verified 21 Classification and Delineation of Duties and Responsibilities 21.2.2 Job Description Maintenance and Availability* (LEI) (M M M M) Compliance Verified 22 Personnel Management System 22.2.2 General Health and Physical Fitness (LE 1) Compliance Verified 26 Disciplinary Procedures and Internal Investigations 14 Standards Findings 26.1.1 Code of Conduct (LEI) Compliance Verified 33 Training and Career Development 33.1.5 Remedial Training (LE 1 ) Compliance Verified 33.5.1 Annual In -Service Training Program* (LEI) (M M M M) Compliance Verified 35 Performance Evaluation 35.1.2 Annual Evaluation* (LEI) Compliance Verified 35.1.9 Personnel Early Intervention System* (LEI) Compliance Verified 40 Crime Analysis and Intelligence 40.2.3 Criminal Intelligence Procedures* (LEI) Compliance Verified 41 Patrol 41.2.2 Pursuit of Motor Vehicles* (LEI) Standard Issue Notes: SSUE: Bullet L requires a documented annual analysis of pursuit reports. The agency advised that the annual review of 2016 pursuit data was not completed in 2017. The Accreditation Manager explained that the department was actively engaged in the search and hire of a new police chief during 2016 and each captain was tasked with additional job responsibilities alternating as acting chief of police which most likely led to the review lapse. AGENCY ACTION NEEDED: Prepare a plan to ensure that the annual analysis is prepared annually in the future. AGENCY ACTION: The agency states that in the future the Records Sergeant, who prepares this analysis, will be included in the original distribution of pursuit reviews that have been prepared, resolving any lapse in the exchange of information. 41.2.3 Roadblocks and Forcible Stopping* (LEI) Compliance Verified 41.2.7 Mental Health Issues* (LEI) Compliance Verified 41.3.5 Protective Vests (LEI) Compliance Verified 44 Juvenile Operations 44.1.1 Juvenile Operations Policy (LEI) Compliance Verified 46 Critical Incidents, Special Operations, and Homeland Security 46.1.3 Command Function* (LEI) Compliance Verified 46.1.9 All Hazard Plan Training* (LEI) Compliance Verified 46.1.10 Active Threats* (LE1) Compliance Verified 61 Traffic 61.1.10 DUI Procedures (LE1) Compliance Verified 70 Detainee Transportation 70.1.1 Pre -Transport Prisoner Searches (LEI) Compliance Verified 71 Processing and Temporary Detention 71.1.1 Designate Rooms or Areas (LEI) Compliance Verified 71.2.1 Training of Personnel.* (LEI) Compliance Verified 15 Standards Findings 71.4.3 Inspections* (LEI) Compliance Verified 81 Communications 81.3.2 Alternate Power Source* (LEI) Compliance Verified 82 Central Records 82.1.E Computer File Backup and Storage* (LEI) Compliance Verified 83 Collection and Preservation of Evidence 83.1.1 24-Hour Availability (LEI) Compliance Verified 84 Property and Evidence Control 84.1.E Inspections and Reports* (LEI) Compliance Verified Chief Matherly has reviewed the report and finds it accurate with no additional comments. 16 Law Enforcement Accreditation January 28, 2021 YEAR 2 REMOTE WEB -BASED ASSESSMENT Compliance Services Member: Jay Murphy On 3/25/2019, the Year 2 Remote Web -based Assessment of Iowa City (IA) Police Department was conducted. The review was conducted remotely and included 39 standards from the CALEAV Standards for Law Enforcement Manual. The following standards were reviewed and the findings are denoted: Standards Find10 ings I Law Enforcement Role and Authority 1.2.3 Compliance with Constitutional Requirements (LEI) (MMMM) Compliance Verified 1.2.8 Strip/Body Cavity Search (LEI) (MMMM) Compliance Verified 4 Use of Force 4.1.1 Use of Reasonable Force (LEI) (MMMM) Compliance Verified 4.1.2 Use of Deadly Force (LEI) (MMMM) Compliance Verified 4.1.4 Use of Authorized Less Lethal Weapons (LEI) ( ) Compliance Verified 4.3.2 Demonstrating Proficiency with Weapons (LEI) (NIMMM) Compliance Verified 11 Organization and Administration 11.3.1 Responsibility/Authority (LEI) Compliance Verified 11.3.3 Notify CEO of Incident with Liability (LE 1) Compliance Verified 12 Direction 12.1.1 CEO Authority and Responsibility (LEI) Compliance Verified 15 Planning and Research, Goals and Objectives, and Crime Analysis 15.2.1 Annual Updating/Goals and Objectives* (LEI) Compliance Verified 22 Personnel Management System 22.1.3 Benefits Program (LE 1) Compliance Verified 22.1.8 Employee Identification (LEI) Compliance Verified 25 Disciplinary Procedures and Internal Investigations 26.1.3 Harassment (LEI) Compliance Verified 26.2.1 Complaint Investigation (LET) Compliance Verified 31 Recruitment and Selection 31.2.1 Recruitment Plan (LEI) Compliance Verified 31.4.1 Selection Process Described (LE 1) Compliance Verified 33 Training and Career Development 33.4.3 Field Training Program (LEI) (M M M M) Compliance Verified 17 Standards Findings 33.5.3 Accreditation Training (LEI) Compliance Verified 33.8.2 Skill Development Training Upon Promotion (LEI) Compliance Verified 41 Patrol 41.1.5 Police Service Canines (LEI) Compliance Verified 41.2.2 Pursuit of Motor Vehicles' (LEI) Compliance Verified 41.2.3 Roadblocks and Forcible Stopping* (LEI) Compliance Verified 41.2.E Missing Children (LEI) Compliance Verified 42 Criminal Investigation 42.2.E Informants (LEI) Compliance Verified 43 Vice, Drugs, and Organized Crime 43.1.5 Covert Operations (LEI) Compliance Verified 44 Juvenile Operations 44.2.2 Procedures for Custody (LEI) Compliance Verified 46 Critical Incidents, Special Operations, and Homeland Security 46.1.2 All Hazard Plan (LEI) Compliance Verified 46.1.9 All Hazard Plan Training* (LEI) Compliance Verified 46.1.10 Active Threats* (LE 1) Compliance Verified 54 Public Infoi rnation 54.1.3 Media Access (LEI) Compliance Verified 81 Communications 81.2.11 Misdirected Emergency Calls (LEI) Compliance Verified 82 Central Records 82.1.1 Privacy and Security (LEI) Compliance Verified 83 Collection and Preservation of Evidence 83.2.1 Guidelines and Procedures (LEI) Compliance Verified 84 Property and Evidence Control 84.1.1 Evidence/Property Control System (LEI) Compliance Verified 84.1.2 Storage and Security (LEI) Compliance Verified 84.1.3 Temporary Security (LEI) Compliance Verified 84.1.4 Security of Controlled Substances, Weapons for Training (LEI) Compliance Verified 84.1.5 Records, Status of Property (LEI) Compliance Verified 84.1.E Inspections and Reports* (LEI) Compliance Verified 18 &Monsefiro&LAgency Rgga ag Findings: CEO Feedback not provided. Law Enforcement Accreditation January 28, 2021 YEAR 3 REMOTE WEB -BASED ASSESSMENT Compliance Services Member: Karen Ashley On 3/9/2020, the Year 3 Remote Web -based Assessment of Iowa City (IA) Police Department was conducted. The review was conducted remotely and included 57 standards from the CALEAV Standards for Law Enforcement Manual. The following standards were reviewed and the findings are denoted: Standards Findings 1 Law Enforcement Role and Authority 1.2.9 Biased Policing* (LEI) ( ) Compliance Verified 4 Use of Force 4.1.5 Rendering Medical Aid Following Police Actions (LEI) ( ) Compliance Verified 4.3.1 Authorization: Weapons and Ammunition (LEI) ( ) Compliance Verified 4.3.4 Prerequisite to Carrying Lethal/Less Lethal Weapons (LEI) (MMMM) Compliance Verified 12 Direction 12.1.2 Command Protocol (LEI) Compliance Verified 12.2.1 The Written Directive System (LEI) Compliance Verified 12.2.2 Dissemination and Storage (LEI) Compliance Verified 17 Fiscal Management and Agency Property 17.5.2 Operational Readiness (LEI) Compliance Verified 22 Personnel Management System 22.1.5 Victim Witness Services/Line of Duty Death (LEI) Compliance Verified 22.1.9 Military Deployment and Reintegration (LEI) Compliance Verified 22.2.5 Extra -Duty Employment (LEI) Not Applicable by Function 22.4.1 Grievance Procedures (LEI) Compliance Verified 26 Disciplinary Procedures and Internal Investigations 26.1.4 Disciplinary System (LEI) Compliance Verified 26.2.2 Records, Maintenance and Security (LEI) Compliance Verified 26.2.4 Complaint/Commendation Registering Procedures (LEI) Compliance Verified 26.3.3 Investigation Time Limits (LEI) Compliance Verified 31 Recruitment and Selection 31.5.1 Background Investigations (LEI) Compliance Verified 31.5.7 Emotional Stability/Psychological Fitness Examinations (LEI) Compliance Verified 33 Training and Career Development 20 Standards Findings 33.1.6 Employee Training Record Maintenance (LEI) Compliance Verified 33.6.2 Tactical Team Training Program (LE1) Compliance Verified 34 Promotion 34.1.1 Agency Role, Authority and Responsibility (LEI) Compliance Verified 41 Patrol 41.2.1 Responding Procedures (LEI) Compliance Verified 41.2.4 Notification Procedures (LEI) Compliance Verified 41.2.5 Missing Persons (LEI) Compliance Verified 41.3.2 Equipment Spccification/Replenishnient (LEI) Compliance Verified 42 Criminal Investigation 42.1.3 Case File Management (LEI) Compliance Verified 42.2. S Interview Rooms (LEI) Compliance Verified 44 Juvenile Operations 44.2.1 Handling Offenders (LEI) Compliance Verified 46 Critical Incidents, Special Operations, and Homeland Security 46.1.1 Planning Responsibility (LEI) Compliance Verified 46.2.7 Special Events Plan (LEI) Compliance Verified 46.3.2 Hazlnat Awareness (LEI) Compliance Verified 61 Traffic 61.1.2 Uniform Enforcement Procedures (LEI) Compliance Verified 61.1.3 Violator Procedures (LEI) Compliance Verified 61.1.4 Informing The Violator (LEI) Compliance Verified 61.1.7 Stopping/Approaching (LEI) Compliance Verified 61.4.2 Hazardous Roadway Conditions (LEI) Compliance Verified 70 Detainee Transportation 70.1.2 Searching Transport Vehicles (LEI) Compliance Verified 70.1.7 Procedures, Escape* (LEI) Compliance Verified 70.4.2 Rear Compartment Modifications (LEI) Compliance Verified 71 Processing and Teinporary Detention 71.3.3 Security in Designated Temporary Detention Processing and Testing Rooms/Areas (LEI) Compliance Verified 73 Court Security 41 Standards Findings 73.1.1 Role, Authority, Policies* (LEI) Not Applicable by Function 73.3.1 Weapon Lockboxes (LEI) Not Applicable by Function 73.4.2 External Communications (LE 1) Not Applicable by Function 73.5.12 Securing Weapons (LEI) Not Applicable by Function 73.5.18 Designated Control Point (LEI) Not Applicable by Function 74 Legal Process 74.1.1 Information, Recording (LE 1) Compliance Verified 81 Communications 81.2.1 24 Hour, Toll -Free Service (LEI) Compliance Verified 81.2.2 Continuous, Two -Way Capability (LEI) Compliance Verified 81.2.3 Recording Information (LEI) Compliance Verified 81.2.4 Radio Communications Procedures (LEI) Compliance Verified 81.2.5 Access to Resources (LEI) Compliance Verified 82 Central Records 82.1.2 Juvenile Records (LEI) Compliance Verified 82.2.1 Field Reporting System (LEI) Compliance Verified 82.2.2 Reporting Requirements (LEI) Compliance Verified 82.2.3 Case Numbering System (LEI) Compliance Verified 83 Collection and Preservation of Evidence 83.2.4 Equipment and Supplies (LEI) Compliance Verified 83.3.2 Evidence, Laboratory Submission (LEI) Compliance Verified CEO Feedback not provided. 22 Law Enforcement Accreditation January 28, 2021 YEAR 4 REMOTE WEB -BASED ASSESSMENT Compliance Services Member: Philip K. Potter On 10/7/2020, the Year 4 Remote web -based Assessment of Iowa City (IA) Police Department was conducted. The review was conducted remotely and included 60 standards from the CALEA(R) Standards for Law Enforcement Manual. The following standards were reviewed and the findings are denoted: Standards 1 Law Enforcement Role and Authority 1.2.10 Duty to Intervene (LE 1) (M M M M) 4 Use of Force 4.1.1 Use of Reasonable Force (LEI) ( ) 4.1.2 Use of Deadly Force (LEI) ) 4.1.5 Rendering Medical Aid Following Police Actions (LE 1) ( ) 4.1.6 Vascular Neck Restrictions (LEI) (MMIVIM) 4.1.7 Choke Holds (LEI) ( ) 4.2.3 Removal from Line of Duty Assignment (LEI) (MMMM) 4.2.4 Analyze Reports* (LEI) ( ) 26 Disciplinary Procedures and Internal Investigations 26.3.2 CEO, Notification (LEI) 26.3.5 Statement of Allegations/Rights (LEI) 31 Recruitment and Selection 31.4.7 Selection Criteria (LEI) ( ) 33 Tramping and Career Development 33.4.2 Recruit Training Program (LEI) 33.4.3 Field Training Program (LEI) (M M M M) 35 Performance Evaluation 35.1.2 Annual Evaluation* (LE 1) Compliance Verified Compliance Verified Compliance Verified Compliance Verified Compliance Verified Compliance Verified Compliance Verified Compliance Verified Compliance Verified Compliance Verified Compliance Verified Compliance Verified Compliance Verified Compliance Verified 23 Standards I Findings 35.1.9 Personnel Early Intervention System* (LEI) Standard Issue Notes: ISSUE: The agency written directive does not require in bullet e that the annual evaluation of Personnel Early Warning System (PEWS) be documented. In addition, the agency self reported that due to change in command staff the documented annual evaluations of the PEWS System for calendar years 2018 and 2019 were mussed and not completed as required in those two years. -AGENCY ACTION NEEDED: The agency should update the written directive to require the annual evaluation be documented and complete the next scheduled documented annual evaluation for PEWS for calendar year 2020 on time. -- AGENCY ACTION TAKEN: The agency revised its written directive on bullet e to require the annual PEWS evaluation be documented and placed a "Note to File" advising the methods taken by the agency to ensure the next required annual report is completed in early 2020. It is recommended that this standard be reviewed in the next Annual Review to ensure future compliance. The Captain responsible for this task is no longer with the agency and they are unable to create a document to show compliance. It is simply missing and will be addressed as a standards issue. The missing data 2018 and 2019 could not be retrieved. 40 Crime Analysis and Intelligence 40.2.3 Criminal Intelligence Procedures* (LEI) 41 Patrol 41.2.2 Pursuit of Motor Vehicles* (LEI) Compliance verified Standard Issue Notes: ISSUE: The agency written directive on bullet j did not address the issue of pursuits from the agency leaving the city and entering other jurisdictions, only pursuits from other agencies entering the agency's jurisdiction. - AGENCY ACTION NEEDED: The agency should either locate the existing language for bullet j in the written directive or revised the written directive language that addresses all of bullet j. - AGENCY ACTION TAKEN: During the annual review period the agency updated its written directive on bullet j to address inter jurisdictional pursuits by the agency that leaves it jurisdiction. By taking this action the agency demonstrated compliance with this standard's written directive on bullet j. It is recommended that this standard be reviewed in the next Annual Review to ensure future compliance. ISSUE: Bullet L requires a documented annual analysis of pursuit reports. The agency advised that the annual review of 2016 pursuit data was not completed in 2017. The Accreditation Manager explained that the department was actively engaged in the search and hire of a new police chief during 2016 and each captain was tasked with additional job responsibilities alternating as acting chief of police which most likely led to the review lapse. AGENCY ACTION NEEDED: Prepare a plan to ensure that the annual analysis is prepared annually in the future. AGENCY ACTION: The agency states that in the future the Records Sergeant, who prepares this analysis, will be included in the original distribution of pursuit reviews that have been prepared, resolving any lapse in the exchange of information. However, the Captain responsible for this task is no longer with the agency and they are unable to create a document to show compliance. It is simply missing. 41.3.6 Protective Vests/Pre-Planned, High Risk Situations (LEI) Compliance Verified 41.3.8 In -Car Audio/Video/Body-Worn (LEI) Standard Issue Notes: ISSUE: The written directive did address in bullet f, the training of "supervisors," only the "users." AGENCY ACTION NEEDED: The agency should locate existing language in the written directive or update the written directive in bullet f to address the training of supervisors. - AGENCY ACTION TAKEN: The agency updated its written directive and added language that addressed the training of supervisors on this equipment. By taking this action the agency demonstrated compliance with this standard. It is recommended that this standard be reviewed in the next Annual Review to ensure future compliance. 42 Criminal Investigation 42.2.1 Preliminary Investigations Steps (LEI) 43 Vice, Drugs, and Organized Crime Compliance Verified 24 Standards Findings 43.1.1 Complaint Management (LEI) Compliance Verified 44 Juvenile Operations 44.2.3 Custodial Interrogation and Interviews (LE l) Compliance Verified 46 Critical Incidents, Special Operations, and Homeland Security 46.1.4 Operations Function (LEI) Compliance Verified 46.1.5 Planning Function (LEI) Compliance Verified 46.1.6 Logistics Function (LEI) Compliance Verified 46.1.7 Finance/Administration Function (LEI) Compliance Verified 61 Traffic 61.1.5 Unifonn Enforcement Policies (LEI) Compliance Verified 61.3.2 Direction/Control Procedures (LEI) Compliance Verified 61.3.3 Escorts (LEI) Compliance Verified 61.4.1 Motorist Assistance (LEI) Compliance Verified 61.4.3 Towing (LEI) Compliance Verified 70 Detainee Transportation 70.1.6 Procedures, Transport Destination (LEI) Compliance Verified 70.1.8 Notify Court of Security Risk (LE1) Compliance Verified 70.2.1 Detainee Restraint Methods (LEI) Compliance Verified 71 Processing and Temporary Detention 71.3.1 Procedures (LEI) Compliance Verified 71.4.1 Physical Conditions (LEI) Compliance Verified 71.4.2 Fire Prevention/Suppression (LEI) Compliance Verified 72 Holding Facility 72.1.1 Training User Personnel* (LEI) Not Applicable by Function 72.4.1 Securing weapons (LEI) Not Applicable by Function 72.5.3 Sight and Sound Separation (LEI) Not Applicable by Function 81 Communications 81.2.6 Calls for Service Inforination Viet iii /witness Calls (LEI) Compliance Verified 81.2.7 Recording and Playback (LEI) Compliance Verified 81.2.10 Emergency Messages (LEI) Compliance Verified 81.2.13 First Aid Over Phone (LEI) Compliance Verified 81.3.1 Communications Center Security (LEI) Compliance Verified 25 Standards Findings 81.3.2 Alternate Power Source* (LEI) Compliance Verified 82 Central Records 82.3.4 Traffic Citation Maintenance (LEI) Compliance Verified 83 Collection and Preservation of Evidence 83.2.6 Report Preparation (LEI) Compliance Verified 84 Property and Evidence Control 84.1.E Inspections and Reports* (LEI) Compliance Verified 91 Campus Law Enforcement 91.1.1 Risk Assessment and Analysis* (LEI) Not Applicable by Function 91.1.3 Campus Background Investigation (LE1) Not Applicable by Function 91.1.4 Campus Security Escort Service (LEI) Not Applicable by Function 91.1.5 Emergency Notification System (LEI) Not Applicable by Function 91.1. 6 Behavioral Threat Assessment (LEI) Not Applicable by Function 91.1.7 Security Camera Responsibilities* (LEI) Not Applicable by Function 91.1.8 Emergency Only Phones and Devices* (LEI) Not Applicable by Function 91-1.9 Administrative Investigation Procedures (LEI) Not Applicable by Function 91.2.1 Agency Role and Responsibilities (LEI) Not Applicable by Function 91.3.1 Agency Role and Responsibilities* (LEI) Not Applicable by Function 91.4.1 Position Responsible for Clery Act* (LEI) Not Applicable by Function ReswaseframAze= Re wn&nz es: CEO Feedback not provided. 26 Law Enforcement Accreditation January 28, 2021 SITE -BASED ASSESSMENT 1/28/2021 Planning and Methodology: A remote site -based assessment was planned with the CALEA contingency format due to facility closures and travel restrictions resulting from a national response to COVID 19. The agency coiranand staff, Captain Denise Brotherton and Captain Bill Campbell are actively engaged and will be available through remote video conferencing (Zoom), and phone calls. Prerecorded video tours will be available accessible on Dropbox. The agency selected four areas of focus. Assessor Gary Vest will conduct interviews regarding Minority Recruitment and the 2020 Civil Demonstrations and Assessor Christopher Connelly will conduct the interviews focused on Community Policing and Officer well Being. The assessment team looked at four standards notated by the CSM. The contingency format for the site -based segment of the accreditation process applied. Iowa City Police Chief Jody Matherly retired in early 2020 and Captain Brotherton is serving in the capacity of Interim Chief of Police, through a rotation schedule with Captain Campbell. The city hired E1 Paso, Texas, police Lieutenant Dustin Liston as the new chief to begin in January 2021. Alinm ity Recruitment ....................................................................................................................................................... ,...................................................................................................................................... . The agency has designed their recruitment plan to achieve a diverse workforce that mirrors the City of Iowa City's available workforce demographics and guide their next recruitment efforts. Objectives: 1) The Iowa City Police Department is committed to employment practices that ensure diversity in recruitment, hiring, and promotion. 2) Provide the highest level of law enforcement through a well -trained, diverse workforce capable of enforcing the laws of the State of Iowa and protecting our community. 3) To support the City of Iowa City Human Resource Department policies that focus on recruitment strategies to achieve a workforce that is in proportion with the available workforce in our service community. 4) Attract candidates that reflect the diversity of our community. 5) Increase the number of applicants, number or persons taking the written test, number of persons taking the physical test, and number of persons interviewed. Standards Issues: None Law enforcement recruitment is an arduous task during the civil unrest and covid-19 environment. Iowa City Police Department will need considerable support for city official officials and community leaders to define restructuring of the police department and promote their vision for the future. 2020 Civil Demonstrations In response to the death of George Floyd, community members have organized several demonstrations in the Iowa City area which resulted in over 1 mullion dollars in damage to public and private property, blocking of city roadways, and blockage of Interstate 80. In one of the demonstrations law enforcement personnel deployed tear gas; such use of force was highly criticized by members of the public. After serving for three years are the Iowa City Police Chief, Jody Matherly retired in February 2020. Captain Denise Brotheron and Captain Bill Campbell have rotated as Interim police chief during the past eleven months. Captain Campbell was interim chief during the 2020 demonstrations. City Council members had demonstrators at their homes 27 and tremendous pressure was placed on the elected officials and ultimately falling on the agency. In June, a group know as the Iowa Freedom Riders announced a list of demands to the Iowa City Police Department, Iowa City Council, Iowa City School District and Iowa Governor Kim Reynolds. One demand was to "Reforming the Iowa City Community Police Review Board so that it has real power, including but not limited to the ability to subpoena officers. The reformed board must also have the ability to enact and enforce measure able consequences when the board recommendations are not followed or implemented." ICPD has had an established police review board for twenty-five years. On June 16, 20201 the Council passed Resolution number 20-159 intended to restructure the Iowa City Police Department with focus "towards community policing, including, but not limited to, reduction of the public's reliance on police in non-violent situations through the use of unarmed professionals". The resolution called for a report from the City Manager on the ICPD's involvement in the use of gas and flash -band devices during the protest in Iowa City on June 3, 2020. Captain Campbell stated that the agency has all their officers training CIT and has been highly involved in community policing. The civil demonstrations and perceived lack of support by council, has negatively impacted moral and the agency anticipates losing as many as ten officers. The city experienced 15 shootings in 2019 and are up to 25 shooting in 2020, with over 300 rounds having been fired. The City Council is acting on several demands made by conununity members. Iowa City Council has, by resolution, to "Make it a 2021 City Council legislative priority to advocate for and support out state delegation in enacting criminal justice reform, eliminating the was on drugs and making changes to state law that enable the city's plan to restructure the police department, enhance the authority of the Community Police Review Board (CPRB) and reduce disproportionate minority contact, including support of state legislation decriminalizing small amounts of marijuana." The ICPD, the Johnson County Sheriffs Office, and the Iowa State Patrol responded to the demonstrations with a unified command. In response to ICPD's participation through mutual aid, the city council is questioning ICPD's role. SlandardvIssues: None The interests of the city and its police force should be aligned and communicated to the public. The city government and ICPD could benefit from consensus building and promoting public relations strategies. Community Policing First and foremost, the agency charges each officer with the responsibility of interacting with the residents and business community of Iowa City. However, the agency does use several specially trained Community Outreach Officers to identify specific concerns from various citizens groups from throughout the city. These officers routinely attend neighborhood meetings and address areas of mutual concern. The Community Outreach Team serves as the conduit between the sector officers and the community. According to various community contacts, officers assigned to Community Outreach are adept at solving sensitive matters. Community Relations Officers harvest data from the public and/or sector officers and then assure that it is communicated to the appropriate parties. The agency makes it a point to address the concerns of the community. The Iowa City Police Department offers traditional, yet effective crime prevention programs and strategies. These include, Horne Inspections while residents are away, establishing Neighborhood watch Groups, conducting Home Security Surveys and participating in National Night Out. Assessor Connelly had the opportunity to consult with Community Outreach Assistant Daisy Torres. It was immediately evident that Ms. Torres possesses a special expertise for community outreach. Ms. Torres showcased several community programs described below: 28 The agency maintains a program entitled "Project Lifesaver" which is designed to provide for immediate search and rescue of elderly wanderers and lost special needs residents. Project Lifesaver is complimented by Project "Blue Able" which provides special needs residents with unique identification cards with key information that is most helpful to law enforcement officers. Officers not only participate in the "Coffee with a Cop Program," but go the extra mile to assure that the program includes multi -cultural coffee shops as well as the communities homeless. Neighborhood Response Officers conduct neighborhood workshops and are specially trained and equipped to perform services related to Crime Prevention Through Environmental Design. (OPTED) In conjunction with Parks & Recreation, community donut shops and neighboring police agencies, Iowa City conducts a back to school event known as "Kids Day." Kids day is modeled after a bicycle rodeo with an emphasis on bicycle and personal safety. Throughout the holiday season, the agency partners with Target, the Iowa City Police Association and the Masonic Lodge to sponsor, "Holiday with Heroes." This program provides no cost shopping trips for the underprivileged youth. The youth are accompanied by police officers who ensure that many a holiday dream is fulfilled. During the sununer months when school is out, "Safety Village" is in session. This safety program is designed for 1 st grade youth and is accomplished in partnership with neighboring agencies with the aid of a child size town compete with streets, stoplights, buildings, railroad crossings and the like. Children are instructed in various safety topics that are geared specifically to their age group. It's been said this is always a crowd pleaser! Of late the city has experienced certain demonstrations resulting from the nationwide instances of civil unrest as it relates police interactions. These demonstrations have brought to the forefront a need for the agency to be exceptionally proactive in community relations. To that end, officers of this agency are participating in area wide City Council Listening Posts designed to harvest the concerns of the community with a view toward ,instituting a restructuring of certain police strategies. Officer presence at these listening sessions have been a real plus. &aadar& Issues: None None Officer Well Being ...................................................................................................................................................................................................................................._.......................................................... Officer wellness is paramount to the effective & efficient running of a police agency. The Iowa City Police Department takes this to heart and provides resources to address the many avenues that promote their officer's well-being. PO. David Schwindt, who serves as the agency's commissioned crime analyst, spoke of the department's strong health insurance plan which provides for an annual physical at no cost to the officer. In addition, he related that the city has an Employee Assistance Program that is available to all at no cost. One of the key factors that Officer Schwindt attributes to officer wellness is the recent addition of a weekly update from Captain Erotherton that addresses the "State of the Department." Officer Schwindt said that prior to the publishing of the update, many officers felt as though they were held at anu's length with a need to know approach to agency concerns. Whereas now, officers experience a sense of inclusion and understanding of then agency. Police Officers Dennis Kelly and Ashley Jay serve as co -leaders of the agency's "Peer Support Team." These officers said that although EAP does exist, officers of the Iowa City Police Department prefer the peer support model. The 29 eight -member peer support team convenes group critical incident stress debriefs following events associated with trauma as well as providing one on one support for officers experiencing personal issues. Members of the peer support team are required to attend 40 hours of peer support training. The team not only conducts officer support, but expands the reach to include family members as well. Resulting fiom recent civil unrest, the team has conducted well attended family debriefs with over 30 family members in attendance. Truly an all -encompassing approach to a long -overlooked concern. Aside from meeting with peers, the team has developed and made available a listing of professional clinicians that seek to work with police officers and their families. In an attempt to alleviate the stresses associated with final wishes, the team has also secured the services of local attorneys who have agreed to prepare wills for Officers and spouses at no cost. The team is currently engaged in pursuing an initiative with the city that would provide for annual incentive based physical agility testing as well as providing for voluntary mental health wellness checks for officers. Truly a most comprehensive approach to wellness. The Iowa City police Department also affords their officers with a supportive Chaplains Corp by partnering with various clergy from throughout the Iowa City area. Stan-dardv Issues: None saggsdons None Summary: Number of Interviews Conducted: 28 Assessors' Names: Chief Gary vest and Lt. Christopher Connelly Site --Based Assessment Start Date: 11/16/2020 Site -Based Assessment End Date: 11117/2020 Mandatory (M) Compliance 179 Other -Than -Mandatory (0) Compliance p Standards Issues 2 Waiver 0 (0) Elect 20% p Not Applicable p Total: 181 Percentage of applicable other -than -mandatory standards: o % 30 Assessment Report January 28, 2021 COMMUNITY FEEDBACK AND REVIEW Public Information Session A community zoom meeting will also be held from 4:30 p.m. on Monday, Nov. 16, 2020. The Zoom meeting remained Y g open for fifteen minutes and closed after receiving no participants. Telephone Contacts Members of the community were invited to offer continents by phone to a CALEA assessor from 2-4p.m. on Monday, Y, Nov. 16, 2020 with a phone number provided. The assessors did not receive any phone calls during the open session, Correspondence _.................................................................................................................................................................................................................................................................................................... _ The assessment team did not receive any written correspondence during the assessment. Media Interest ........................................................................................................................................................................................................................................................................................._ The media did not contact the assessment team. Public Information Material The city's communication department sent media release out regarding CALEA assessment and an invitation for public comment. Public notice included the Little Village Magazine, Press -Citizen, and the Gazette. Community Outreach Contacts Captain Denise Brotherton provided background information and objectives in hiringcivilian Dais Torres role as the + Y Comrunity Outreach Assistant. Ms. Torres is employed fulltime as a station master, on the front desk. Daisy is bi-lingual (Spanish/ -English) who originally came to the department as an intern from the university of Iowa. She has a great outreach to the community. Captain Brotherton stated that the high infection rate of Covid-19 is hampering their recruitment and hiring process. They are striving for a more diverse department and are looking at opportunities for recruitment through various African American communities and immigrant populations. She mentioned a series of "City Council Listening Post(s)" concerning community input on police response and issues like homelessness. Karen Jennings in the Humane Relations Administrator for Iowa City and reports to the Civil Service Commission. The Commission certifies the police hiring lists and promotions. The city requires written examinations and physical agility tests for entry level positions. In 2018, the modified the process to allow candidates a second opportunity to retake one of both of the tests during an open period and included alternative testing dates. The city provides study guides for applicants to use on station or the opportunity to purchase the guides to take home. Posting opportunities include the involving the city's Human Rights Staff, NAACP, black colleges, local gyms, and other social gathering locations. City Councilmember Laura Bergus supports the city's efforts for a diversified police force. She recognizes the current stress placed on officers and the potential impact recruitment. She has concerns about the progressive requirement for a college degree at various levels of com nnand. She is open to discuss opportunities for enhancing diversity within police supervision. Susan Prepejchal is the director of the Friendship Community Project, a 501(c)(3) Nonprofit, founded in 2015, dedicated 31 to teaching English language and life skills to Iowa City area adult immigrants and refiigees. The Friendship Community Project provides a help desk, conversation groups, tutoring, Friendship Pals, and basic computer skills tutoring, as well as online -only instruction and conversation practice during the COVID-19 pandemic. She was complimentary of the agency for hiring Daisy Torres with regard to community outreach to immigrant community. A non -uniformed police contact is less intimidating to most immigrants that may have had a bad experience police in their country of origin. Ms. Prepejchal has not seen any direct opportunities for recruitment from her clients, but she believes the non -threatening contact is a valuable first step. Director Prepejchal spoke on the agency's community policing activities with the Friendship Project. Her organizational provides for the various needs of immigrants with an emphasis on teaching the English language. Ms. Prepejchal often invites police officers to instruct the clients in avoiding scams and what to do if stopped by the police. Ms. Prepejchal feels that receiving such information from a smiling police officer will go a long way toward alleviating the fears of her clients should an actual traffic stop occur. Stefanie Bowers is the director of the Office of Equity and Human Rights, reporting directly to City Manager Geoff Fruin, and the Iowa City Human Rights Comnussion. The commission is a nine -member panel appointed by Iowa City Council. Ms. Bowers has served as is this capacity for the past 10 years, and fifteen years as the city's Human Rights Director. Ms. Bowers stated that she believes the city has strived to be transparent with the community. She would like to see the minority recruitment strategies to consider best practices of other successful minority recruitment programs like the cities of Des Moines and waterloo, 1A, police departments. Ms. Bowers indicates that the police department has taken great strides to address certain perceptions of inequity within the community. The agency has instituted a program in partnership with area vehicle repair shops known as "Building Unity Linking Business for Safety or BULBS. Under this program, when officers have the occasion to stop motorists for inoperable turn signals or brake lights, a voucher is presented to the driver that provides for a no cost repair of that inoperable light at a participating repair shop. Ms. Bowers also spore about the agency's Community Policing programs and their desire to promote transparency. The police department posts a racial scorecard on the City website which overviews agency arrests and traffic stops. In addition, anonymous citizen concerns can be filed 24/7 on the website. The police department is also represented at City Manager Roundtables where pending city initiatives are discussed. Ms. Bowers stated that the officers are approachable and are willing to receive criticism in a most proactive manner. Officers are always visible at community cultural events. Talia Meidlinger is the director of a non-profit organization called United Action for Youth serving Johnson County Iowa. They operate a prevention and intervention center for young parents, youth education programs, counseling, and crises intervention. Their organization collaborates with the police and seeks opportunities to build the rapport between their service community and the police. One of their successful programs is the "Shoplifter Diversion." Ms. Meidlinger is not directly involved with the police minority recruitment efforts but recognizes the value of relationships to enhance minority recruitment. Tracy Jon Sargeant is the founder of Multicultural Development Center of Iowa. The Center offers program offers mentorship to persons of color or low socio-economic status through science, technology, engineering, and mathematics (STEM) as a curriculum based on the idea of educating students in an interdisciplinary and applied approach. Mr. Sargent invites officers of color to share their life experience with the naenibers. Often, these sessions are recorded for later sharing. In addition, during "Featured Fridays," police officers will volunteer to aide in class instruction. Mr. Sargent see great benefit emanating from this type of interaction. He indicates that the Conamand staff of the department has always proven to be most responsive to his need. Mr. Sargeant mentioned the recent hiring of Daisy Torres to assist with Conninunity Outreach as a positive step. Mr. Sargeant believes that we "all share some ownership" of the lack of diversity in the police department and should work toward resolving this deficiency. City Manager Geoff Fruin described his relationship with the police department as good. The 2020 demonstrations have 32 been difficult for everyone and toughest on the police. Everyone has been on pins and needles. The city recently hired a new police chief to start in January. The two captains have alternated through the past year as interim chief. While he appreciates the police and their struggles, there has been little public support and calls for restructuring the department services. One area of opportunity may be with the response and resources needed for mental health services. The city experienced many demonstrations, but the multi -agency police response to a demonstration held on June 3rd, resulted in the use of tear gas that received condemnation from city council and public outcry. Mr. Fruin did not feel the city was fully prepared for the civil disturbances and that advanced scenario training would have helped. They learned through the demonstrations that appropriate placement of concrete barriers are beneficial in redirecting protesters in some situations. Mr. Fruin spoke about the department's historic outreach initiatives and that will be difficult to continue in with staffing shortages. The police department is down to 77 sworn positions from an authorized strength of 84. The Covid-19 restrictions will alter the current recniitinent and hiring processes. Captain Bill Campbell served as Interim Chief during the summer protests. A group identified as the Iowa Freedom Riders (IFR) was actively imbedded at most of the protests. One person brought an AR-15 to a demonstration was later identified as a felon and is bebig charged by federal authorities. Protesters picketed at council members' homes at times. The civil disturbances have been hard on the officers of the department and some are looking for work elsewhere. Upon request, Captain Campbell provided a copy of the city council Resolution No. 20-159, whereby the Council commits to an extended and intense effort to address Black Lives Matter movement and systemic racism. The 17-paint resolution addresses restructuring the police department, use of force, and specifically addresses body cameras. The agency has had a civilian review board for 25 years and all the officers are CIT training. The agency has a history of active community outreach initiatives. City Attorney Eleanor Dilkes spoke about the civil demonstrations the city experienced. She understands the needs of the protestors and need to balance the duty to direct traffic and protect property. She is sympathetic to Black Lives Matter (BLM) and believes the city is being responsive. She spoke briefly about the .Lune 3rd demonstration on Interstate 80 and the parameters of mutual aid response. She recognizes that many of the social ills night require alternative resources presently left with only a police response. Access to mental health services as an area for potential intervention. Lt. Jorey Bailey is a night shift command and served as the Tactical Unit supervisor as a sergeant during the 2020 demonstrations. Lt. Bailey described the operations components and strategies used on June 3rd and the problems they encountered. He spoke about lessons learned and the after -action review. The participants included the Iowa Highway Patrol, the Johnson County Sheriff s deputies, and the University of Iowa team members assigned with their unit. General guidance came from the Conumand Post, but the final call was directed by the Lieutenant from the Highway Patrol, with the agency assisting under mutual aid protocol. At one point a medic and a fire truck responded to a medical emergency within the controlled without the Tactical Unit being notified. Iowa City Councilmember Janice Weiner spoke about the complexities of the 2020 demonstrations and the contentious nature of discussions. Council held multiple community outreach meetings in attempts to open conuilunications. The demonstrator groups would not file permits for lack of trust in the police. The jurisdictional responsibilities between state government (Highway Patrol), county sheriff, and the Iowa City Police Department and mutual aid assistance added to the complexity. Ms. Weiner is former career foreign service officer for the U.S. State Department. Her background gives her additional insight into the problems and opportunities facing her cormnunity. Ms. Talla Meidlinger with United Action, a grant funded nonprofit that serves the needs of area youth, hosts youth centers in the downtown area where counselling, teen parenting programs and transitional housing is offered. Ms. Meidlinger stated that police officers often frequent the centers and interact with the youth. Arianna Aron, a Youth and Family Support Advocate at United Action, often brings police officers and clients together to foster mutual trust. Particularly when engaged in school events or welfare checks. The department recently invited several of their youth clients to interview the finalists for police chief. 33 City Council Member Pauline Taylor was very compliliientary of the community policing efforts of the men & women of the police department. Ms. Taylor reiterated many of the ongoing programs described previously. She did however, key on how gratified she is when she sees officers joining area youth in a brief basketball game. Ms. Taylor felt that such actions tend to humanize the officers in the eyes of area youth. Ms. Taylor informed me that officers are often present for cultural events such as the "Soul Fest Dinner" and the Southside Mural presentation. In fact, she indicated that the agency's Community Policing efforts through the leadership of Captain Denise Brotherton, have received statewide recognition from the Iowa Association of Chiefs of Police. Councilmember Taylor said that she has lived in Iowa City for some fifty years and has experienced a myriad of interactions with Iowa City officers. She describes each interaction as most Professional. Councihnembers John Thomas, Laura. Bergus and Janice Weiner each related that the past year has been highly unusual and a significant challenge for police officers in Iowa City. Weeks of local demonstrations and COVID -- 19 have put a damper on community policing efforts. Collectively they feel that the department has more recently turned the corner and are once again engaged in moving in the right direction. They were quite complimentary of the Captains who, with the recent departure of the Chief, found it necessary to step into the top position and assume overall command of the agency. 34 Law Enforcement Accreditation January 28, 2021 STATISTICS AND DATA TABLES Overview ........................................................................................................................................................................................................................................................................................... . . The following information reflects empirical data submitted by the candidate agency specifically related to CALEA Standards. Although the data does not confirm compliance with the respective standards, they are indicators of the impact of the agency's use of standards to address the standards' intent Traffic Warnings & Citations - Reaccreditation Year 2 Data Collection Period: 1/1/2017 - 12/31/2017 Race/Sex Warnings Citations Total White Non -Hispanic Male 4825 1203 6028 Black Non -Hispanic Male 1485 429 1914 Hispanic Latino Any Race Male 400 193 593 Other Male 879 246 1125 White Non -Hispanic Female 3258 821 4079 Black Non --Hispanic Female 683 203 886 Hispanic Latino Any Race Female 250 97 347 Other Female 235 196 431 TOTAL 12015 3388 15403 Reaccreditation Year 1 Notes: There is disparity in the outcome of the traffic stops. Citations were issued at higher rates to Black and Hispanic/Latino males and females. The Department continues to make reducing disparity a priority. It is currently one of only two Police Departments in Iowa that collects traffic stop data and pays an outside agency (St. Ambrose University) to analyze this data. Analysis reports are shared and reviewed with officers and supervisory staff where it is reiterated that biased based policing is illegal, immoral and if discovered can lead to discipline to include termination. Officers receive legal training once per year specifically on bias based policing which outlines the legal and civil penalties they could be exposed to if they engage in racial profiling. Officers also continue to attend cultural competency and diversity training. Male warnings bale CltaHun s Black Non -Hispanic kkae e fi �.M7� Black kon•Fti �� ! 2� }4°L Hispanic Latino Any Race Ma[e t ; r White Non -Hispanic Male UCher Mate 11.:a ?, spanst Fitspai" LAlana key [iart Mate While Non -Hispanic Male _5$.09% r� Other Male II18 , 35 Female Warnings Eta_k Non -Hispanic Female 1.5.4.3;- Hispanic L!,dno Ax,- Race Female 5.6Pi _-- -Other Female 5. 31;; White Non -Hispanic Female 73. M: Legend White Non -Hispanic Male Black Non -Hispanic Male Hispanic Latino Any Race Male Other Male Female Oftatiana Black Non -Hispanic Female Hispanic Ladno Any :, x,_ e Fe-v.!.Fe 15.41% Y4N.'e Non-Mspanic Female 62.34 Femate i a'; 36 Traffic Warnings & Citations - Reaccreditation Year 2 Data Collection Period: 1 /1 /2018 - 12/31 /2018 Race/Sex Warnings Citations Total White Non -Hispanic Male 4837 1174 6011 Black Non -Hispanic Male 1352 363 1715 Hispanic Latino ,Any Race Male 403 167 570 Other Male 730 216 946 White Non -Hispanic Female 3198 798 3 996 Black Non -Hispanic Female 628 363 991 Hispanic Latino Any Race Female 208 87 295 Other Female 290 94 384 TOTAL 11646 3262 14908 Reaccreditation Year 2 Notes. - There is disparity in the outcome of the traffic stops. Citations were issued at higher rates to Black and Hispanic/Latino males and females. The Department continues to make reducing disparity a priority. It is currently one of only two Police Departments in Iowa that collects traffic stop data and pays an outside agency (St. Ambrose University) to analyze this data. Analysis reports are shared and reviewed with officers and supervisory staff where it is reiterated that biased based policing is illegal, unmoral and if discovered can lead to discipline to include termination. Officers receive legal training once per year specifically on bias based policing which outlines the legal and civil penalties they could be exposed to if they engage in racial profiling. Officers also continue to attend cultural competency and diversity training. KINIVbMings Mau, emmons Black Nan -Hispanic Mate 18.46% Black Nan-Wspanic MikL- 13_91% 14ispanic Latina Any Rake late Hispanic Latino My Race 1.70% ti /'ruaL. � R f --Other Male 9.97% White Non.Kspanic Ma:! Femete Mrnings Black Non4fispanic Female 14.52% Hispanic Latino Any -'-Race Female 4.81% Otter Female 6.71% �Ka Non -Hispanit =e�,:14e 73.%N WNte Non-Wspanlc ?0&lt i I. Female Nations Black Nan -Hispanic Female 17.05% White Non -Hispanic Female 5a.-;ji- MAL- 11.25% Hispanic Latino Any Race Female 6.4 % ,__ —Other Female 7.M% Legend 37 White Non -Hispanic Male Black Non -Hispanic Male Hispanic Latino Any Race Male Other Male Traffic Warnings & Citations - Reaccreditation Year 3 Data Collection Period: 1/1/2019 - 12/31/2019 Race/Sex White Non -Hispanic Male Black Non -Hispanic Male Hispanic Latino Any Race Male Other Male White Non -Hispanic Female Black Non -Hispanic Female Hispanic Latino Any Race Female Other Female TOTAL Warnings Citations Total 5439 1135 6574 1545 381 1926 487 157 644 1237 165 1402 3647 763 4410 771 180 951 235 99 334 581 84 665 13942 2964 16906 Reaccreditation Year 3 Notes: The Department continues to make reducing disparity a priority. It is currently one of only two Police Departments in Iowa that collects traffic stop data and pays an outside agency (St. Ambrose University) to analyze this data. Analysis reports are shared and reviewed with officers and supervisory staff where it is reiterated that biased based policing is illegal, immoral and if discovered can lead to discipline to include termination. Officers receive legal training once per year specifically on bias based policing which outlines the legal and civil penalties they could be exposed to if they engage in racial profiling. Officers also continue to attend cultural competency and diversity training.de any other notes relevant to this summary. plain warnings Male =811003 Slack Noes-fiispWc Mate 17.74,1, Hispanic Latino Any Race Male Black Non -Hispanic Male %K5.59% Hispanic Latino Any Race - O timr Male 14.21 %. Wte Non -Hispanic Male Female Warnings Black Non-tilspanic Female 14.73!, Ad*,, �-HispanicLab rw My .-Race� Female 4.49° ___ -0ther Female 11,10% White Non -Hispanic Fey-., 69.60% Legend Male 9.98% Whi to Non -Hispanic Malt 61.75% -! Female Citations Black Non -Hispanic Female 15.".% Hispanic Latino Any Race Female 8.79% _� a- titer Female 7.44, White Nor.-Hispanlc Fe+ 67.76% 39 White Non -Hispanic Male Black Non -Hispanic Male Hispanic Latino Any Race Male Other Male 40 Traffic Warnings & Citations - Reacereditation Year 4 Data Collection Period: 1 / 1 /2020 - 10/31 /2020 Race/Sex Warnings Citations Total White Non -Hispanic Male 84 278 362 Black Non -Hispanic Male 25 115 140 Hispanic Latino Any Race Male 15 50 65 Other Male 22 32 54 White Non -Hispanic Female 48 182 230 Black Non -Hispanic Female 21 44 65 Hispanic Latino Any Race Female 7 16 23 Other Female 3 17 20 TOTAL 225 734 959 Reaccreditation Year 4 Notes: Partial year data. The Department continues to make reducing disparity a priority. It is currently one of only two Police Departments in Iowa that collects traffic stop data and pays an outside agency (St. Ambrose University) to analyze this data. Analysis reports are shared and reviewed with officers and supervisory staff where it is reiterated that biased based policing is illegal, unmoral and if discovered can lead to discipline to include termination. Officers receive legal training once per year specifically on bias based policing which outlines the legal and civil penalties they could be exposed to if they engage in racial profiling. Officers also continue to attend cultural competency and diversity training. Male Warnings Male Citations Hispanic Latina Any Pace Mate Black Nan -Hispanic Mate 24.71% Blatk Non -Hispanic ��.=�1± 17.12 1�W10.27% --J "W mate 15' 07': White Non -Hispanic Mao 57.31'_ Female Warnings Black Non -Hispanic. Female 2 o.5B'. M#sparrlc Latino Any Race Fema4e 8.16% ..---Other Female 3.80% White Non -Hispanic. Female 60.76 Legend F rgc LadnuAny Race IKR.e TD.5a% --Other Male- 6.74% f %%Wte Non -Hispanic Male Female Citations Black Non -Hispanic Fernak 16., Wzi to Non - Hispanic Fen 70.27% %panic Latina Any ice Female 6.18% ---Other Female 6.56% White Non -Hispanic Male Black Non -Hispanic Male Hispanic Latino Any Race Male Other Male 42 Biased Rased Profiling Year I Data Collection Period: I / 1 /2017-12/31 /2017 Year 2 Data Collection Period: I/l/2018-12/31/2018 Year 3 Data Collection Period: I/ 1 /2019-12/31 /2019 Year 4 Data Collection Period: I/l/2020-10/31/2020 Complaints from: Traffic Contacts Field Contacts Asset Forfeiture Year 1 Year 2 Year 3 Year 4 1 0 1 0 3 0 0 0 0 0 0 0 Reaccreditation Year I Notes: Standing alone, these numbers are not overly alarming. All complaints of this nature are taken very seriously and a thorough investigation is done. Reaccreditation Year 3 Notes: Only one bias based complaint in 2019. This complaint was unfounded but all complaints of this nature are taken serious and thouroughly investigated and reviewed by command staff. Reaccreditation Year 411 rotes: Partial Year stats All complaints of this nature are taken very seriously and a thorough investigation is done Complaints Complaints Reid Contacts 75.€0k: Complaints Trafflc Lijnt-s: �s 100.00% - Legend Asset Forfeiture 0. W% Iontic is 25.00% Asset Forfeiture MOD% Complaints 43 Traffic Contacts Field Contacts Asset Forfeiture 44 Use Of Force - Reaccreditation Year I Data Collection Period: 1/1/2017 - 12/31/2017 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Firearm 54 Discharge 1 0 0 0 0 0 0 0 1 Display Only 12 3 28 3 7 0 0 0 53 ECW 12 Discharge Only 3 0 1 0 1 0 0 0 5 Display Only 6 0 0 0 1 0 0 0 7 Baton 0 0 0 0 0 0 0 0 0 Chemical/OC 4 0 2 0 1 0 0 0 7 Weaponless 82 11 42 13 9 4 161 Canine 0 Release Only 0 0 0 0 0 0 0 0 0 Release and Bite 0 0 0 0 0 0 0 0 0 Total Uses of Force 108 14 73 16 19 4 0 0 234 Total Number of 7 0 4 1 1 0 0 0 13 Incidents Resulting In Officer Injury or Death Total Use of Force 73 9 68 11 15 3 0 0 179 Arrests Total Number of 28 3 20 4 5 0 0 0 f0 Suspects Receiving Non -Fatal Injuries Total Number of 0 0 0 0 0 0 0 0 0 Suspects Receiving Fatal Injuries Total Agency 616 234 258 67 99 34 40 7 1355 Custodial Arrests Total Use of Force Complaints Reaccreditation Year I Notes: The one firearm discharge was a bean bag deployment from a less lethal shotgun. Data is collected utilizing the Department's in house computer system-Tac 10. Complaint data for this table is taken from the Internal Affairs Investigative Summary tracked by the Captain of Administrative Services and Reports of Inquiry that are tracked by the Captain of Field Operations. More than one officer may be involved in a use of force 45 incident and each officer is required to subn-it a use of force report documenting their individual use of force. The greatest, most intrusive force per incident is noted in this table. Custodial arrest is only counted once regardless of the number of charges. All use of force complaints are taken very seriously and a thorough investigation is done in a timely manner. At a minimum, investigations include review of submitted reports, review of available in -car recording devices, review of available body camera footage, interview of external witnesses, interview of members of the department, and review of available radio traffic. Data shows disparity in the use of force and custodial arrests. This was noted in the 2016 bias based review with recommendations made to conduct further analysis and explore methods for reducing disparity. Total Firearm Firearm Discharge Black Nan -Hispanic Black Non -Hispanic Female 5.5&� Hispanic Latino Any Race Mate 12-%6; Iftwnic Latina Any Race Female O.Wi White Non -Hispanic Other Male 0.M% Male 100.0m Other Female O.00 White Rion -Hispanic Mali 24.071 Whte Non -Hispanic. Female 5.56% Firearm Display -Black Non -Hispanic Female 5.66% Black Non -Hispanic Mate 52.81% VYWe Mon-Hispat7lc Female 5,661� Eck' DisPiav White Non -Hispanic Mate 115. T1 % Hispanic Latino Any Rare Mate 13.21-N Hispanic Latino Any Race Femak O.W% Other Male 0.00% Other Fenute 0.00% White Nvn-hispanic ti`ule -2 6`>. Black Mon-Wspanic aaalx 0.W% Hispanic Latino Any Race Mate 14.29 Hispanic. Latno Any Race Female 0.00% Other Male 0.0016 Other Female 0.00% ECW Discharge Black Non -Hispanic Female 0.00``s Black Non -Hispanic irlak 20.4i"'"' WMte Pion -Hispanic Femle (.W% White Mon -Hispanic. Made 60.00; chemicaUDD Black Non -Hispanic Matte 28.57N—,.\ White Nan -Hispanic Female 0.00=s White Non -Hispanic hole !"r, 14 _Black Non -Hispanic !Nate 0. W% Black Non -Hispanic Ferrule B.Oii', Hispanic Latino Any Race dilate 0.00% Hispanic Latino Any Race Female 0.00k. Other Male O.OA Other Female &001. i 4C;I WAr. 1-10 R .) n j Race Mate 211.00% Hispanic Latino Any Other Mate 0.0z Other 41-NA Black tlnn-Hispar►k Femme, }0?,, Hispanic Latina Any Rate Nate 14.2; Hispanic Latino Any Race Female Q.WQ 0 ther Mate 0.00% Other Female 0.W% 46 Weaponless Black Non•H4sn=:d: Male 26.it9'� {rHLe Non -Hispanic Female 6.83-, Black Ian -Hispanic Female 8.0r% Hispanic Latino Any Race Mate 5.59% Hispanic Latino Any Mace Female 2.4S-- Other Mate O.W. Other Female D.OR=, White Nan -Hispanic Male 50.931� Total Number of Incidents Resulting in Officer InJury or Death Mack Non -Hispanic Mate 30.77%._\ White Non -Hispanic Female 0.W1 Total Uses of Force Mad Non -Hispanic Male 3i.2M': � ��;"-rK Female - Hispanic Latino Any Race Male B.M Hispanic Ladno Any - _ Race Female 1.71 White Non-Mspanie - Other Male 0.00 Female 5,98% Other Female 0.W.. White Non -Hispanic Malt 46.154� Total Use of Force Arrests Black Non -Hispanic Male 7, act? ---, Hispanic r,. ;• Race Mate 7.6T- Hispanic Latino Any Race Female O.OR: Other Male 0. Other Female 0.004, White Non -Hispanic T_r,342 White Harr'i`tisparit mape Total AAencv custollal Arrests Black Non -Hispanic Akett � � Black Ron -Hispanic Female ;.94 Hispanic Latina Any Rake !hale 7.31% His,p,anic Latino Any 'Nhite Nan•Ftispanic Female 17.2T Race Female 2.51% Other Mate 2.95 Other Female i:s!.;n;_ Latino Any Race Mate 8.38% Hispanic Latino Any. .I`• hoer ib`.?�ia ;•. i E I"i Other Female 0.001L. white t4aw • wareic Mate 40.7H1k- Total Number d Suspects Receiving Non -Fatal Inlurles Black Non-Mspanlc Mate White Non -Hispanic Female 5.0M Hispanic Latino Any Race Mate 8.3h Hispanic Latina Any Race FemaL- 0.00% 0 t ler Mate O.W. Other Female O.Wt ,,-IWUte Non -Hispanic Male 45.46--►' ^'fie hion tiitpartic +�Lr 46.+�7 Legend White Non -Hispanic Male White Nan -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female 47 Use Of Force - Reaccreditation Year 2 Data Collection Period: 1 / 1/2018 - 12/31 /2018 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Firearm 58 Discharge 0 0 0 0 0 0 0 0 0 Display Only 18 0 28 3 7 0 1 1 58 ECW 20 Discharge Only 4 0 5 0 0 0 0 0 9 Display Only 4 0 5 1 1 0 0 0 11 Baton 0 0 0 0 1 0 0 0 1 Chemical/OC 5 0 7 3 0 0 0 0 15 Weaponless 101 17 41 17 8 3 1 1 189 Canine 0 Release Only 0 0 0 0 0 0 0 0 0 Release and Bite 0 0 0 0 0 0 0 0 0 Total Uses of Force 132 17 86 24 17 3 2 2 283 Total Number of 0 0 0 0 0 0 0 0 0 Incidents Resulting In Officer Injury or Death Total Use of Force 68 11 63 21 13 5 0 0 181 Arrests Total Number of 13 1 7 1 1 1 0 0 24 Suspects Receiving Non -Fatal Injuries Total Number of 0 0 0 0 0 0 0 0 0 Suspects Receiving Fatal Injuries Total Agency 1343 519 766 222 216 41 52 31 3190 Custodial Arrests Total Use of Force 1 1 0 0 0 1 0 0 3 Complaints Reaccreditaflon Year 2 Notes: Data is collected utilizing the Department's in house computer system- Tac 10. Complaint data for this table is taken from the Internal Affairs Investigative Summary tracked by the Captain of Field Operations and Reports of Inquiry that are tracked by the Captain of Field Operations. More than one officer may be involved in a use of force incident and each officer is required to submit a use of force report documenting their individual use of force. The greatest, most intrusive force per incident is noted in this table. 48 Custodial arrest is only counted once regardless of the number of charges. All use of force complaints are taken very seriously and a thorough investigation is done in a timely manner. At a minimum, investigations include review of submitted reports, review of available in -car recording devices, review of available body camera footage, interview of external witnesses, interview of members of the department, and review of available radio traffic. Data shows disparity in the use of force and custodial arrests. This was noted in the 2016 bias based review with recommendations made to conduct further analysis and explore methods for reducing disparity. Total Firearm Firearm Display �?'saci� '1on•ra spL:,lc Ferule 5.17t -$tack Non -Hispanic Female : 1 pa i �r � Hispal';t Lao Any r' Hisparric Latino An., Rack Male 12.07` Face Male 12,07, Hzz- .-Hispanic Hispanic Latina Any Black Non -Hispanic Hispanic Latina Any Mate 48.28'; Race Female 0.N� Mate 48.281� Race Female 0.005 Other Male 1.72k Other Mace 1.72% 0ther• Female 1.;2', Otk-r Female 1.72k `'---white Non-Fispanic 4'�1a 31,03 White Non-ftpamc Female 0.00% ECWBIscharge Black Nan -Hispanic Male 55.56°-._"� White Non -I spanic Female 0.00% Wspanic Latina Any Rate Male 100.Oft Hispanic Latino Any Race bale 0.0m Hispanic Latino Any Race Female 0.00% 0 the r .Mate 0.00t Odwr Fem* 0A% -�y :te Non-Hispanfr Mate 44.44 Bath .mnic LatinaAny e Female 0.00% Riser Mate a00% 7ther Female 0.W% Black Non -Hispanic Mate 0.00% Lack Non -Hispanic emIe 0.00% White Non -Hispanic Female 0AIL, Eew Display Stack Nan -Hispanic �Aate 4,3' Ali -5.". ~\ White Mon. -Hispanic Femal 0.00% Black Non -Hispanic Malt 46.675, White Nor -Hispanic Female Q.M \-•-'►yMte Pion-Hisp*nic Mate 31.03A, Hispanic Latina Any Race Male 9.w.i Hispanic Latina Any Race Fewate 0.W%t Other Male (UM Other Female 0.00% S \ --WMte Kcin4ftpanic Make 36.16% Chemical/OC Black Nan -Hispanic Female m00% Hispanic Latino Any Race Mate 0.00% Hispanic Latino Any Race Female 0.M Other Mate 0.00% Other Female- 0.00% White Nnn41,spWr- Mate 13.33% 49 Weaponless Black Non -Hispanic Mate White Non -Hispanic Female 8.99-a Bla 34. Stack Non -Hispanic Female 0.99k, Hispanic Latino Any Rare Female 1.59?t t7ther base 0.5's'- Othe- Female 0.53, White I.,.'..n-Hispanic ;.•-,+e LS 14': Total Use of Force Arrests Black Non -Hispanic Female ckNon-Hiispanic OAale 61% Race Male 7„18k Hispanic Latino Any ` Pace Female 2.76% Other Mate 0.0006 -. Other Female 0.00% r�te Non -Hispanic Female -. f:3': ;White Non -Hispanic ?Aa e 37.57% TOM Use of Force complaints Hispanic Latina Any Race Male Hispanic Latino Any Race Female 0.0-a 33.33 BlackNon-Hispanic Female D W; White Nan -Hispania_ Female 33.33% Legend White Non -Hispanic Male White Non -Hispanic Female Black Non -Hispanic Male Black Nan -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female Total Uses of Force El,ck Non -Hispanic ►`ssa White Nan -Hispanic Female 6.01z Black Non-Kispsnic Female Face Ferri;le i, Oc Other Male 0.71's White, Nora -Hispanic Male Total Agency custodial Arrests Blacl. Nan -Hispanic ri'wrr- 24.01% Black Non -Hispanic Female 6.96t Wlrite Nan -Hispanic Female 16.271 Hispanic Latina Any Race Female 1.29% Other Male 1.63� �II4e,- Female White Non -Hispanic V jie 42,10% Total Number of suspects Uebriig Mon -Fatal Is Black Non -Hispanic Mate 29.17%-_,_� Ir h"It Non -Hispanic Other Male 0.04% Female 4.17% Other Femal° 0.00% 1'/h�te Nan -Hispanic Mate 33.33% White Non-Hiisparvic Mate Hwanic Latino Any Race Mate 4,17% Hispanic Latina Any Race Female 4.17% Other hUte 0.00 Other Female O.OII 50 Use Of Force - Reaccreditation Year 3 Data Collection Period: 1 /1 /2019 - 12/31 /2019 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Firearm 50 Discharge 0 0 0 1 1 0 0 0 2 Display Only 19 3 19 4 3 0 0 0 48 ECW 19 Discharge Only 1 0 6 0 2 0 0 0 9 Display Only 6 0 2 1 1 0 0 0 10 Baton 1 0 0 0 0 0 0 0 1 Chemical/OC 15 2 8 3 4 0 0 0 32 Weaponless 85 25 49 22 22 6 4 3 216 Canine 0 Release Only 0 0 0 0 0 0 0 0 0 Release and Bite 0 0 0 0 0 0 0 0 0 Total Uses of Force 127 30 84 31 33 6 4 3 318 Total Number of 19 4 5 0 0 0 0 0 28 Incidents Resulting In Officer Injury or Death Total Use of Force 86 18 54 21 22 4 2 1 208 Arrests Total Number of 22 0 6 4 10 0 2 2 46 Suspects Receiving Non -Fatal Injuries Total Number of 0 0 0 0 0 0 1 0 1 Suspects Receiving Fatal Injuries Total Agency 544 158 424 119 100 28 26 8 1407 Custodial Arrests Total Use of Force Complaints Reaccreditation Year 3 Notes. - Data is collected utilizing the Department's in house computer system-Tac 10. Complaint data for this table is taken from the Internal Affairs Investigative Sun -unary tracked by the Captain of Administrative Services and Reports of Inquiry that are tracked by the Captain of Field Operations. More than one officer may be involved in a use of force incident and each officer is required to submit a use of force report documenting then individual use of force. The greatest, most intrusive force per incident is noted in this table. 51 Custodial arrest is only counted once regardless of the number of charges. All use of force complaints are taken very seriously and a thorough investigation is done in a timely manner. At a minimum, investigations include review of submitted reports, review of available in -car recording devices, review of available body camera footage, interview of external witnesses, interview of members of the department, and review of available radio traffic. 38.00ti Rite Nan -Hispanic FeFri ale i..!_ Total Firearm Firearm Discharge 9lacic Non -Hispanic Female i 0.017`: Hispanic Latino Any Race Mate 8.001. Hispanic Latino Any Race Female 0.00'� Other Mate 0.00k :ether Female Q.OVr Kh3tr Non -Hispanic !,Tale 38,UK Firearm Dispiav Black Non -Hispania Male Slack Nan -His anic p Female 8.33% Hispanic L,atinv.Any Race Male 6.25% Hispanic Latina Any Race Female 0.00% Other Male 0.00% Other Female 0,00% Non rHisp ar►ic Ferrate 6.25 z White Non -Hispanic Mate 30r.59% Eew DrspiaV Black Stan -Hispanic Mate 20.0M_\ Slack Nan- Hispanic Female / 10.0% 1%* to Nan-Fkpank Female 0.0M_ Addowh6, Hispanic Latino.Any Race Male 50.00°_ E ` ick Nan-iti5parric J� Mate 6&67,*, Hispanic Latina Any Race Male ICLDD% Hispanic Latina Any Race Female O.OD% White Nan -Hispanic Other Male 0.N% Mate 100.00m Other Female 0.00% White Non -Hispanic .Mikle 60.00PL Chemical/0C Black Nan -Hispanic .Male � .:r: ,- ti\ ,__.Black Pion -Hispanic Female 9.38% Hispanic Latina Any Race Mate 12.50% Hispanic Latino Any White Non -Hispanic Race Female &.- Female 6.25% Other Male 0.00% Other Fema[e 0.00% white Nan -Hispanic Male 46.88% Btaclr Nan -Hispanic W- it- 22.b90- Whi to Nan-tfispa rric Female 11.57%, panic E�Ily:l�:l�l : e Female 0.00': )ther I"e 0.W: Dther Female O.W- Black Non -Hispanic Male 0.W-. Black Novi -Hispanic Female %.W% ECW Discharge Black Non -Hispanic Female UN Hispanic Latina Any Race Male 21.22 t 1spanic Latino Anv Race Female 0.01K Other Male 0.00? Other Female 0.W,. %'Arlite Ncre-Hispania_ Mate 11.11% White Non -Hispanic Female 0.00% Baton WUPONIM Slack Non -Hispanic Mate 0. Wk Black NOn-iiisparrk Female 0.00% Hiss►#nit Latino Any Race Mate 0.wU Hispanic Latino Any Race Female 0.00% Other Male 0.00% Other Female 0.00% Mack Nan-H#spanic Fema{.e SCL19% Hispanic Latina Any Race Mate 10.19% Hispanic Latino Any Race Fem ak 2, 70% Other Male 1,05% Other Female 1.39% 52 Black Nan -Hispanic AAAIM 20.42� White Man -Hispanic Female 9.43 Total Uses of Force Black Non -Hispanic Female 9.75�rt Hispanic Latino Any Race Male 10.38's Hispanic LatinoAny Race Female 1.89=! Other Male 1.26S Other Female 0.94�. White N-�n-FHisAenic Mate 39.94"m Total Use of Force Arrests Black Non -Hispanic Female Black Mon -Hispanic Male 10.1 iiispud: Latino Any, Race Male 10.58% Hispanic Latino Any, Race Female 1.92.% Other Male 0.90t Other Female Ll -62; White Non•H.sr�.n.'Lc Female Bass White Non-Hspani_ FAale 41.35': Total Number of Suspects Receiving lion -Fatal lnlurles Black Non -Hispanic Fear Black Non -Hispanic Male 13.0 4x 1 hite Nary -Hispanic Female 0.00's Legend White Non -Hispanic Male White Non -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female Hispanic Latino Any Race Mak 4% Flispanic Latino Any Race Female O.W- Other Mate 4.35% Other Female 4.35% k'.'hlte Non-Hlspani_ A'.ale 47.83% Total Number of Incidents Resulting In officer Injury or Death White Non -Hispanic Female 1.1.29�. Black Non -Hispania. Akeie '17A6% Hispanic Latina Any Face Male 0.0:, Mspenic Latina Any Race Female O.W0 Other Male O.Wi Other Female O.DLT% Non -Hispanic Mate 67.i Ae Total Agency Custodial Arrests Black Nan -Hispania Male 30.14�_ . Black Nan -Hispanic Female 8.45'.L Race Ma1e 7.113 Hispanic Latino Any R a c a Female 99K. Other Male 1..85,72 •'!tl Other Female 0.57S White Non -Hispanic Female 11.2h . - rr;'. a Non -Hispanic 38.66% Total Number of Suspects Receiving Fatal Injuries Other Male IOCLWi Other Female 0.W% Black Dion -Hispanic �Male- O.Q4% Black Non -Hispanic Female Q. i% Hispanic Latina An, Ras a Male 0.00% Hispanic Latino Any Rice Female O.Ws 0 53 Use O� f'Force - Reaccreditation Year 4 Data Collection Period: 1 / 1 /2020 - 10/31/2020 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Firearm 42 Discharge 0 0 0 0 0 0 0 0 0 Display Only 12 1 23 4 0 0 1 1 42 ECW 17 Discharge Only 3 0 3 0 0 0 0 0 6 Display Only 4 1 5 1 0 0 0 0 11 Baton 0 0 0 0 0 0 0 0 0 Chemical/OC 3 0 5 0 3 0 1 0 12 Weaponless 35 8 24 3 4 7 3 1 85 Canine 0 Release Only 0 0 0 0 0 0 0 0 0 Release and Bite 0 0 0 0 0 0 0 0 0 Total Uses of Force 57 10 60 8 7 7 5 2 156 Total Number of 14 3 0 0 3 0 0 0 20 Incidents Resulting In Officer Injury or Death Total Use of Force 37 5 44 5 7 6 0 1 105 Arrests Total Number of 13 1 7 1 2 0 0 0 24 Suspects Receiving Non -Fatal Injuries Total Number of 0 0 0 0 0 0 0 0 0 Suspects Receiving Fatal Injuries Total Agency 442 110 44 5 7 6 0 1 615 Custodial Arrests Total Use of Force 0 1 0 0 0 0 0 0 1 Complaints Reaccreditation Year 4 Notes. - partial year stats there were 25 incidents where an officer was injured. No demographic data available. Data is collected utilizing the Department's in house computer system-Tac 10. Complaint data for this table is taken from the Internal Affairs Investigative Summary tracked by the Captain of Administrative Services and Reports of Inquiry that are tracked by the Captain of Field Operations. More than one officer may be involved in a use of force 54 incident and each officer is required to submit a use of force report documenting their individual use of force. The greatest, most intrusive force per incident is noted in this table. Custodial arrest is only counted once regardless of the number of charges. All use of force complaints are taken very seriously and a thorough investigation is done in a timely manner. At a minimum, investigations include review of submitted reports, review of available in -car recording devices, review of available body camera footage, interview of external witnesses, interview of members of the department, and review of available radio traffic Total Firearm Firearm Display Black Non -Hispanic Female 9.52� _ tLAP.=i' ��r'l':.5•�F?:i. .`�[":'.� y..Z�. i i Hispanic Latino Any Black Non -Hispania Blank Non -Hispanic itisparric Latino Any t Race !Mate 0.00 Male : .. �., -.�� Race Male 0.0t�: Hispanic Latina Any Hispanic Latino Any Race Female 0.00% Race Female OAR, Other Male 2.361, Other Male 2.38: Other Female 238% Other Female 2.38; Vftt+e Nun -Hispanic Female 2.X8 FCW Discharge Black Non —Hispanic Pi White Mon -Hispanic Female ILW Ate Nan -Hispanic Male 2£.57k Hispanic Latina Any Race Mate 0.00% Hispanic Latino Any Race Female, 0.00k- O ther Mate 0.0m. Other Female 0.00k White Non -Hispanic Male 50.00. ChemicalloC Stack Non -Hispanic Female 0.0th— Hispanic Latino Arty Race Wale \ 25.00 Hispanic Latino Any Race Female 0.W.% Other Malt 8.33% Other Female 0.WL Blank Non-Hispanlc____. r v.le 41.07 Black Non -Hispanic Mali 38.46% White Pion-: p—_r.is Female 6.41% White Non -Hispanic Mate 25.00_� White Non•Hfspanic; Female um Total Uses of Force lack Non-Hspanic Female Uri ffispanic Latins Any Race Mate 4.4 Hispanic Latino Any Race Female 4.49% Other Mate 3.21% Other Female 1.M White 14on-Hispanic Male 36.54% White Nan-Hfispanic Female 2.38.E ECW Display Black Non-Hspan')c .taia White Non-Hiwenic e"u�,ie il��•. Black Non•Hltpanic Male 28.24%- \ Rite ion-Hispanc Female 9.41k A,! Nan -Hispanic fp 28. sr4 Blank Non -Hispanic l Female 9.09':3 Hispanic Latino Any Race Female 0.ffi Other Mate 0.00% Dither Ferrate aW, -1-,:!e Non-14sparac 0,:�e 36.36 wapeolm Black Non -Hispanic Female 3.53% Nispanfc Latino Any Rare Aate 4.71% Hispanic Latino Any Race Female 8.24% Other Male 3.53k, Other Female 1.18% �r..e Non 41.18N -Hispanic i ;4z �a Total Number of Incidents Resulting In Officer Injury or Death White Non -hispanic Female _ 15.00" Black Non -Hispanic. Female 0.00% Hispanic Latino Any Race Male 15.0h Hispanic Latino Any Race Female 0.00% Other Male 0.00% Other Female O.W% rrrnte non -Hispanic Male /u ou;, PR Total Use of Force Arrests Black Non -Hispanic Female 4.7a Black Non -Hispanic Male41.90-7 Hispanic Latino Any Race Male 6.6T% Hispanic Latina Any t..�ce=ef7,rie Other !.'tale 0.00'-_ Other Female 0.95'!. Whitt Non -Hispanic Female 4.761� White Non -Hispanic Male 35.2 Total Use of Force Complaints Stack Nan -Hispanic , Fernale 0.00% His-F,3.r*ic La tin.. ,4n, Race 45 e 4�''r,i:e Non -Hispanic Female 100 GTi : %panic Latina Any. Race Ferrule 0.00`L O the r Male 0.OM Malt 0.00% Legend White Non -Hispanic Male White Non -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Fernale Total Agency Custodial Arrests White Non -Hispanic Female 17.89 % Black Non -Hispanic !.f.le ; ,1 5". Hispanic Latino Any Race Mate 1.141 Hispanic Latino Any Race Female 0.9$ Other Male 0.001-, Other Female 0.161: White Mon -Hispanic Male 71.8T� Total Number of suspects Receiving Mon -Fatal Injuries Black Non.Kspanic '{ 17 _ White Nan -Hispanic Female 4.17't White Non•Hispw4c Black Non -Hispanic Feazler Hispanic Latina Any Race Male- UP., Hispanic La tin o Any Race Female 0.00% Other h+lale 0.00% Other Female 0.00. 56 Grievances Year 1 Data Collection Period: 1 / 1 /2017-12/31 /2017 Year 2 Data Collection Period: 1 / l /2018-12/31 /2018 Year 3 Data Collection Period: 1 / l /2019-12/31 /2019 Year 4 Data Collection Period: 1 / l /2020-10/31 /2020 Grievances Number Reaccreditation Year I Notes: Grievance Summary Year 1 Year 2 Year 3 Year 4 6 0 0 1 1 10/31/17: Issue: Lunch/Overtime Compensation on Training Days. Resolution: Denied as Step 3 was not timely filed.* 2. 11 / 14/ 17 : Issue: Lunch/Overtime Compensation on Training Days. Resolution: Denied as Step 2 was not timely fled.* 3. 11 / 15/ 17: Issue: Denial of Process for grievance #1. Resolution: Denied -no contract violation.* 4. 11/22/17: Issue: MATS lunch schedule. Resolution: Denied -no contract violation.* 5. 11 /22/ 17: Issue: Denial of Process for grievance #2. Resolution: Denied -no contract violation.* 6. 11 /28/ 17: Issue: MATS working lunch. Resolution: Resolved at Step 1, City agreed to provide lunch rather than require employees to provide their own during lunch. * PLRO and City agreed to waive time frames for next steps to allow for discussion of issues surrounding travel and training pay. Parties signed memorandum of agreement dated 1 / 10/ 18. Reaccreditation Year 3 Notes: Please also include any other notes relevant to this sununary. Reaccreditation Year 4 Notes. - partial year stats 57 Personnel Fictions Year 1 Data Collection Period: 1/ 1 /2017-12/31 /2017 Year 2 Data Collection Period: 1/1/2018-12/31/2018 Year 3 Data Collection Period: 1 / l /2019-1 / 1 /2020 Year 4 Data Collection Period: 1 / 1 /2020-10/31 /2020 Year 1 Year 2 Year 3 Year 4 suspension 3 1. 4 0 Demotion 0 0 0 0 Resign In Lieu of Termination 0 1 2 0 Termination 0 0 1 1 Other 0 0 50 Total 3 2 57 1 Commendations 26 14 17 Peaccreditation Year I Notes: The Iowa City Police Department closely scrutinizes the actions of its officers. Officers are well -trained and versed in current policy. Policy reissue/training is ongoing. Officers are expected to know policy and are held accountable to policy, The Iowa City Police Department does not wait for external complaints to be filed before reviewing employee conduct. Supervisors are tasked to review in -car and body -cam recordings to identify and address potential issues before actual complaints are filed. Officers are required to complete a separate Use -of -Force report for any UOF event (including weapons display, animal destruction, and pursuits). Every UOF event is reviewed/scrutinized on at least four levels (line supervisor, Division Commander, Chief, UOF Review Committee). Other events such as Taser discharge, pursuits, and discharge of firearm (other than authorized animal destruction) automatically trigger even greater investigation and review of all persons -involved. Many of these events present learning opportunities for at least some of the officers involved (coaching/counseling, training, letter to file). This attention to detail and documentation has resulted in relatively few incidents of repeated or egregious violations warranting suspension or demotion. Peaccreditation Year 2 Notes: The resignation in lieu of termination was for a recruit officer in the field training program who was not satisfactorily progressing after several well documented extension of different phases of field training. Commendation are down some from last year but it is a priority of our supervisory staff to recognize excellence in policing and making sure officers know that there work is very much appreciated. Peaccreditation Year 3 Notes: The Iowa City Police Department closely scrutinizes the actions of its officers. Officers are well -trained and versed in current policy. Policy reissue/training is ongoing. Officers are expected to know policy and are held accountable to policy. The Iowa City Police Department does not wait for external complaints to be filed before reviewing employee conduct. Supervisors are tasked to review in -car and body -cam recordings to identify and address potential issues before actual complaints are filed. Officers are required to complete a separate Use -of -Force report for any UOF event (including weapons display, animal destruction, and pursuits). Every UOF event is reviewed/scrutinized on at least four levels (line supervisor, Division Commander, Chief, UOF Review Committee). Other events such as Taser discharge, pursuits, and discharge of firearm (other than authorized animal destruction) automatically trigger even greater investigation and review of all persons involved. Many of these events present learning opportunities for at least some of the officers involved (coaching/counseling, training, letter to file). This attention to detail and documentation has resulted in relatively few incidents of repeated or egregious violations warranting suspension or demotion. 58 Reaecreditation Year 4 Notes: Partial year stats. Termination was from a 2019 incident. 59 Complaints and Internal Affairs - Reaccreditation Year 4 Data Collection Period: - Year 1 Year 2 Year 3 Year 4 External/Citizen Complaint Citizen Complaint 16 9 10 10 Sustained 5 5 4 3 Not Sustained 11 4 4 4 Unfounded 0 1 3 Exonerated 0 1 0 Internal/Directed Complaint Directed Complaint 30 27 47 33 Sustained 26 26 47 27 Not Sustained 4 1 0 6 Unfounded 0 0 0 Exonerated 0 0 Reaccreditation Year 4 Notes: Partial year stats. Data for this table is taken from the Internal Affairs Investigative Summary tracked by the Captain of Administrative Services and Reports of Inquiry that are tracked by the Captain of Field Operations. In some matters there were multiple allegations and/or multiple officers. For the purposes of this table no matter the number of allegations or officers involved the number of complaints is only tallied once. For the matter of allegations the most serious accusation is considered. Officers are expected to know policy and are held accountable to policy. Complaints received are taken seriously and are investigated appropriately and in a timely manner. All complaints coming to the ICPD through the Citizens Police Review Board are investigated through a formal Internal Affairs investigation. Complaints made directly to the ICPD may be investigated by a supervisor at the Watch Level or through a formal Internal Affairs en investigation depending on $ p g the allegation and other factors. "Internal --- Directed Complaint" reflects those gg complaints/investigations triggered internally by an event requiring investigation such as an officer involved collision or a pursuit. All complaints are documented/tracked and all complaints are investigated. 60 Calls For Service - Reaccreditation Year 4 Data Collection Period: - Year 1 Year 2 Year 3 Year 4 Calls for Service 71229 70129 77654 48807 UCRINIBRS Part 1 Crimes Murder 4 0 1 2 Forcible Rape 55 58 53 25 Robbery 56 32 31 23 Aggravated Assault 86 119 153 113 Burglary 334 299 367 220 Larceny -Theft 1444 1244 1084 805 Motor Vehicle Theft 87 114 81 117 Arson 5 2 3 4 Reaccreditation Year 4 Notes: partial year stats 61 Motor Vehicle Pursuit Year I Data Collection Period: 1 / 1 /2017-12/31 /2017 Year 2 Data Collection Period: 1 / 1/2018-1 / 1 /2019 Year 3 Data Collection Period: 1/l/2019-12/31/2019 Year 4 Data Collection Period: 1/1/2020-10/31/2020 Year 1 Year 2 Year 3 Year 4 Pursuits Total Pursuits 3 6 1 Forcible stopping techniques used 0 1 0 0 Terminated by Agency 2 3 0 1 Policy Compliant 1 2 0 1 Policy Non -Compliant 2 4 1 1 Collisions Injuries Total Collisions 0 1 1 0 Officer 0 0 0 Suspect 1 0 0 ThirdP arty 0 0 Reason Initiated Traffic 2 1 1 1 Felony 1 3 0 1 Misdemeanor 2 0 0 Reaccreditalion Year I Pursuits automatically trigger an in-depth investigation and review of all persons involved. This table reflects an examination of each pursuit and a determination as to whether the initiation and continuation of the pursuit were policy compliant.. In addition to the facts/circumstances surrounding the initiation and continuation of the pursuit, supervisors also look for and address any other rules infraction regardless of how minor. As a result, most pursuits present learning opportunities for at least some of the officers involved (coaching/counseling, training, or letter to file). Reaccreditation Year 2 Vehicle pursuits are up in 2018 but are still relatively low in number. Pursuits automatically trigger an in-depth investigation and review of all persons involved. This table reflects an examination of each pursuit and a determination as to whether the initiation and continuation of the pursuit were policy compliant. In addition to the facts/circumstances surrounding the initiation and continuation of the pursuit, supervisors also look for and address any other rules infraction regardless of how minor, As a result, most pursuits present learning opportunities for at least some of the officers involved (coaching/counseling, training, or letter to file). Stop Stick Deployment was used by another agency in the forcible stopping. The suspect that was injured was non -life threatening. The felony reasons for initiating pursuits were all for stolen vehicles. 62 A recent policy change has now restricted when officers can initiate a pursuit to Violent Felonies with an Imminent Threat. Supervisors have been tasked with conducting watch meeting training to insure that officers understand the new policy- Reaccreditation Year 3 Vehicle pursuits are down to one in 2019. Pursuits automatically trigger an ul-depth investigation and review of all persons involved. A policy change has now restricted when officers can initiate a pursuit to violent felonies with an imminent threat. Supervisors have been conducting watch meeting training to insure that officers understand the change in policy. This most likely accounts for their only being one pursuit. The pursuit in 2019 was not policy compliant and is currently under investigation by the Department. Reaccreditation Year 4 partial year stats 63 Agency Breakdown Report - Reaccredztation Year I Data Collection Period: 1 / 1 /2017 - 12/31 /2017 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Sworn Personnel Executive 3 3 Command 3 1 4 Supervisory 9 0 9 Positions Non -Supervisory 56 6 4 1 2 69 Positions Sub Total 85 Non Sworn Personnel Executive 0 0 Managerial 0 0 Supervisory 1 1 Positions Non -Supervisory 4 9 13 Positions Sub Total 14 Total 99 Reaccreditation Year I Notes: In 2016 the City Council approved an over hire of authorized strength to enable the department to hire 3 black males who were on Our certified hiring list. Without this approval it would have been unlikely that these officers were still available when positions with our department came up through attrition as they were either testing or on the hiring list for other departments. Te121 MOM Personnel Morn Pnrsnnn& Exeeunve Wtdte Non -Hispanic Female 8.24% Black Non -Hispanic Male Black Nan-Wspanic Fftanic. Latino Any Race Male 1.18% Black Non•Hispank Fernale 4.W% _ Hispanic Latina Any - Race Female OAK Whibe Mon -Hispanic Hispanic Latino Any / Race Male 0.00% Other Male 2.35% Male 100.E Hispanic Latino Any Other Female 0.0� Race Female4. ; White Non -Hispanic Male 83.S)% Other Mate CAN Other Fenute Q.W% e, Sworn Personnel: Command Sworn Personnel: Supervisory Positions wI.dte Pion-HispaniL Female t5,00� Female 0.00 l-:;spadc Ladne Any Race Mzle 0,CT-i Hispanic Latino Any Race Female O.UOW. Other Male O.OM Other Female 0.00% White Non -Hispanic ?'!.Ie 75.0M Sworn Personnel: Non -Supervisory Positions White Non -Hispanic Female 8.70% _ Buck Non -Hispanic Male Hispanic Latino Any Race Mate 1.45,� Hispanic Latino Any Race Female 0.00 Other Mate 2.9M Okhe:- Fec"_5[. 010%. White X&n.l-Hispanic Mdt° 81.101� Non -Sworn Personnel: supervisory Positions White Non-WsparMc Ma le 100. am Legend White Non -Hispanic Male White Non -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female Black Non -Hispanic: %de 0.00% Black Non -Hispanic Female 0.00% Hispanic Latina Any Race Mate 0.W% Hspanic Latino Any Race Female. 0.00% Other Male O.GM Other Female O.00 �*'hite Non -Hispanic Oe 100, - Blacck Non -Hispanic Mate 0.W- Black Non -Hispanic Female 4.ff Hispanic Latino Any Race Male 0.W- Hispanic Latino Any Race Female 0.0. Other Mate 0.Wt, �It,ra: =amale 0.W., Tool Non -Sworn Personnel White Non-Flispanic Female 64.79' Black Non -Hispanic Female O.00': Hispanic Latino Any r Race Male 0.00k # Hispanic Latina Any Race Female 0.W I ' 4 Other Ferrule O.OM .4 4 White Non -Hispanic Mate 35..71:• Non -Sworn Personnek; Non -Supervisory Poems ftihe Nan -Hispanic 6ti.Z3�1 Black Non -Hispanic Female- 4.OD% Hispanic Latina Any Race Male 0.00% Mspardc Latina Any Race Female 0.00k Other Mate 0.00k- ether Female O.OD% White Non -Hispanic gale 30.77% 65 Agency Breakdown Report - Reaccreditation Year 2 Data Collection Period: 1/1/2018 - 12/31/2018 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Feinale Male Female Sworn Personnel Executive 2 1 0 0 0 0 0 0 3 Command 2 1 0 0 0 0 0 0 3 Supervisory 10 0 0 0 0 0 0 0 10 Positions Non -Supervisory 51 G 5 0 1 0 2 0 65 Positions Sub Total 81 Non Sworn Personnel Executive 0 0 0 0 0 0 0 0 0 Managerial 0 0 0 0 0 0 0 0 0 Supervisory 0 1 0 0 0 0 0 0 1 Positions Non -Supervisory 12 25 1 2 0 0 0 1 41 Positions Sub Total 42 Total 123 Reaccreditafion Year 2 Notes: The department is seeing progress in our efforts to diversify our force to mirror the community we serve. The department promoted its first female captain. in 2018. Total Sworn Personnel Sworn Personnel: ExecuMe White Nary -Hispanic Female White Nan-FFispanic Female 9•UN 33.3A% Black Non-Hisparric !+lake FNspanic Latino Any - BLack Nnn-FNspanie Female 0.00% Rase Mate 1.2:3 Ln t no An f- kpanic Latino Any %f Race Mate 0.W% Race Femake O. 0% Hispanic Latino Any Other Male L47% Race Female 0.00% Other Female 0,00% Other Mate 0.00% Wtdte Non-Fiispaak Other Femake 0.00': White Hon-M&nanic I alp A 66 Sworn Personnel: Command White Nora -Hispanic Ferc..z`e 33.33k Saturn Personnel: Supervisory Posmons Black Non -Hispanic Female 0.O(F. Hispanic Latino Any Race Male 0.M White Non -Hispanic Hispanic Latino Any .-)!e fKw Race Female 0.0011', Other Mate 0.0042 Other Female 0.W' White Non -Hispanic MaLe Sworn Personnel: Non -Supervisory Positions White Non -Hispanic Female 9,23% Black Non -Hispanic Male 69`= Hispanic Latino Any Race Mate I.W. Hispanic Latino Any - Race Female 0.00k Other Mate 1.09% Other Female 0.001a White Non -Hispanic Male 7L46-- Non -Sworn Personnel: Supervisory PosMALE mons White Non-Wspanic Female 100.M Legend White Non -Hispanic Male White Non -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female Lb.c 1, Pz,r,-Hisvt: nic Female 0.00% Hispanic Latino Any Race Mate 0.00% Race Female 0.0(K Other Mate 0.00% Mate 0.00*.' Black Non -Hispanic Mate D.W. iBtac k Nan -Hispanic Female 0.00;: ftpanic Latino Any Race Mate 0.W: Hispanic Latino Any Race Female 0.00� Other Female 41.00", TffIal Mon -Sworn Personnel White Non -hispanic Female 61.4RF6 l:.i. Non -Hispanic le r s Ln;= ? a!nz i.^,,, Race Female 0.00% Other Mate 0.00R: Other Female. 2.38' ilte Non -Hispanic Mate 2E.�7 Non -Sworn Personnel: lion-Supervisery Fens White Non -Hispanic Female 60.93% Black Nan -Hispanic Female L. -" Hispanic L.adno Any Race Female O.M% Other .Mate MOD% Other Femate 2,441 '- WMte tort -Hispanic Mate 29.27.% 67 Agency Breakdown Report - Reaccredxtation Year 3 Data Collection Period: l/l/2018 - 12/31/2018 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Sworn Personnel Executive 2 1 0 0 0 0 0 0 3 Command 4 0 0 0 0 0 0 0 4 Supervisory 10 0 0 0 0 0 0 0 10 Positions Non -Supervisory 52 f 5 0 2 0 2 0 67 Positions Sub Total 84 Non Sworn Personnel Executive 0 0 0 0 0 0 0 0 0 Managerial 0 0 0 0 0 0 0 0 0 Supervisory 1 0 0 0 0 0 0 0 1 Positions Non -Supervisory 13 28 0 2 0 1 2 1 47 Positions Sub Total 48 Total 132 Reaccreditation Year 3 Notes: The department is seeing progress in our efforts to diversify our force to mirror the community we serve. Total Swam Personnel Sworn Personnel: ftecuoe mite Non -Hispanic Fea►ale 8.33� White Non -Hispanic Female 3.3.33 Black Nan -Hispanic Mate r5.9S�; J Fllapanic Latino Any Black Non-Hfspanic Race Male 2.38% Hispanic Latino Any �# l Female O.W% Hispanic. Latina Any Race Female O.W% j Rare Male O.W,, Other Mate 2.38% Hispanic Latino Any Other Female 8.0M Race Female O.OM Other Male O.D0% yl}zite Non -Hispanic Other Female 0.00% Mate 80.1951 White Non-KspWc male 66.b74,,, 68 Sworn Personnel: command Sworn Personnel: supervisory Positions . 'r:i�a Namlfispar�ic Male 10O.Wi Black Non -Hispania: Male O.DUJ Black Non-Wspanlc Female O.Ot1, Hispanic Latina Any RA,_e Male 0.W,: Hispanic Latina Any Race Female 0.00k Other Male O.W% Other Female O.W: Sworn Personnel: Non -Supervisory Positions White Nan -Hispanic. Female 8.96% Black Nan -Hispanic Mate �7,4A `. Hispanic Latino Any Race Male 2.%TA Hispanic Latino Any Race Female 0,00% Other Male 2.99.% Other Female (X004 )' i to Non -Hispanic Mate Non -Sworn Personnel: Supervisory Positions White Mon-Hilispanic Male 10D.t10% Legend White Non -Hispanic Male White Nan -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female irk Non- ftanic ale (LOD% Black Non -Hispanic Female 0.00% FHspanic Latino Any Race Mate 0.DD% Fispanic Latina Any Race Female.. 0.00% Other .Slate 0.00% 3ther Female D.3(- Male i0l).W- Black Kan -Hispanic Male O.W- Black Man-Mspanic fFe m ale 0.00j Hispanic Latina Any Race Male U.DO'--- Hispanic Latino Any Race Female 0.00"- Other Mate 0.00% Other Female 0.0U: Total Non -Sworn Personnel Black Nan -Hispanic ' Female 4A P2 4 Hispanic Latinn Ant, White Non -Hispanic i Race Mate 0.0(F,_ Female 58.31% Hispanic. Latino Any A;11 Race Female 2,08% Other Male 4.17} Other Female 2.08=: t'i i►e Non Hispanic V'Me 29.17 Non-Sworn Personnel: Mon -supervisory Positions 'fti4: Nvn-Hiispardr. Female 59.57% ton -Hispanic Male 0.00% lack Non+hspanic Female 416% Hispanic. Latino Any Race Mate O.DD% Msp"c Latina Any Race Female 2.13% Other Male 4.26% Other Female 2.13% . Mt Non -Hispanic AIRT 2Y.6b1, 69 Agency Breakdown Report - Reaccreditation Year 4 Data Collection Period: 1 / 1 /2020 - 10/31 /2020 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Sworn Personnel Executive 2 1 0 0 Command 4 0 0 0 Supervisory 10 0 0 0 Positions Non -Supervisory 47 6 4 0 Positions Sub Total Non Sworn Personnel Executive 0 0 0 0 Managerial 0 0 0 0 Supervisory 0 1 0 0 Positions Non -Supervisory 13 29 1 1 Positions Sub Total Total Reaccreditation Year 4 Notes. - partial year stats Total Sworn Personnel •Mte Nan -Hispanic Female 8,47% Black Non -Hispanic Male �5.13% Hispanic Latino Any Race Male 2.56% Hispanic Latino Any - Race Female (00% Other Mate 2.56% Other Female 0.00% White Mon -Hispanic 0 0 0 0 3 0 0 0 0 4 0 0 0 0 10 2 0 2 0 61 78 0 0 0 0 0 0 0 0 0 0 0 0 0 0 1 1 1 2 1 49 50 128 Sworn Personnel: Executive White Nan-Kspanic Female 33.33% Black Non -Hispanic Female 0,00% Hispanic Latina Any Race Mate 0.00%, Hispanic Latino Any Race Female 0. OG& Either Mate 0.01 % Other Female 0,00% Wibe Ikon -Hispanic PALle 66,67%- 74 Sworn Personnel: Command Sworn Personnel: Supervisory Positions White Non-t;i�pm-,i: Male Black Non -Hispanic Male 0.D0 Black Non -Hispanic Female O.W. Hispanic Latino Any Race Male O.O?: Hispanic Latina Any Race Female 0.0iY Other- Male D.W% Other Female DAR. Sworn Personnel: Non -supervisory Positions White Non -Hispanic Female $.84: Stack Non -Hispanic Mate r6.56S Hispanic Latino Any Hispanic Latina Any Race Female D.0N Other Mote 3.28% Other Fernate 0.0CF: white Non -Hispanic �•':��m T �� •. �'�; as Non -Sworn Personnel: Supervisory Positions White Non-Hispark e:..:atR iL�i.tllh Legend White Non -Hispanic Male White Non -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female Black Non -Hispanic j' Female O.W% Hlspardc Latina Any 1 Race Male 0. Wi 1 Hispanic Latina Any Race Female 0.00% Other-.M,a'ke D.XT- ` bite Nosy-Filspanie Mate 0.00% White Non -Hispanic Male 1100.0B= Black Non -Hispanic Male O.W-. Black Non -Hispanic Female 0.00k Hispanic Latino Any Race bate O.KI. Hispanic Latino Any Nnce Female 0.0 -, O ther Male 0.00% Other Female -2 ti VI. Total Non -Sworn Personnel Black Non -Hispanic Female a 2, t Hispanic Latino Any Race Mate 2.00% White Non -Hispanic P,�aparric Latao�o Any Female 60.00k Race Female 2.00, r Other Male 4.GN 0ther Female 2.00% 1Nhihe Naar Hkpenic Male 26. Wo Fe Fen Non -sworn Personnel: Non-Snpervey Posmons Black Non -%panic, Mate 2.�� Stack Nary -Hispanic Female 2.O% Hispanic. Latina Any Race: mite Non ii3panir Male 2.04% 5.!$ Hispanic Latino Any Race Female- 2.M Other Male 4.10 Other Femtie 2.i4% Vrii!C l+lorr-ffispanic Male 26.53 0 71 Agency Demographics Report - Reaccreditation Year l Data Collection Period: l /l/2017 - 12/31/2017 Service Available Current Current Female Prior Sworn Prior Female Population Workforce Sworn Sworn Officers Officers Sworn Officers Officers White Non- 57401 79% 214384 96 75 91% 7 8% 75 93% 7 8% Hispanic % Black Non- 4595 6% 8661 3 % 4 4% 0 0% 2 2% 0 0% Hispanic Hispanic Latina 3787 5% 0 0% 1 1% 0 0% 2 2% 0 0% Any Race Other 6049 8% 3 0% 2 2% 0 0% 1 1% 0 0% Total 71832 223048 82 7 80 7 Reaccreditation Year I Notes: Available workforce is taken from the Iowa Workforce Development table. According to this report, the Hispanic population number represents those persons who identify a Hispanic ethnicity. They may be of any race. The number is not summed within the table as these persons have already been accounted for in whatever race category that they indicated. Service population data is drawn from U.S. Census based projections. Service Population represents the population and demographics within the city limits of Iowa City and directly served by the Iowa City Police Department. Available workforce population is drawn from Iowa workforce Development data. Iowa City is part of what is commonly referred to as "The Corridor." Workers freely commute throughout the corridor. The available workforce is the labor pool of the corridor, a larger population and a slightly different demographic than that of Iowa City which is skewed by University of Iowa students most of whom are not in the workforce. Iowa City is located within Iowa Workforce Information Network — Region 10; Region 10 serves Benton, Cedar, Iowa, Johnson, Jones, Linn, and Washington counties. All of these counties are contiguous with Johnson County and are within a relatively easy commute of Iowa City. Available Workforce represents the labor pool within Region 10. As is evident from the table, Iowa City has a relatively diverse population when compared to the surrounding area and counties. The educational and employment opportunities supplied by University of Iowa are in large part responsible for this diversity within Iowa City. Iowa City continues to become a more diverse community. Change within the Iowa City Police Department is dependent on a variety of factors, most critically the number of job openings. Since the last CALEA review, the Iowa City Police Department has remained at an approved strength of 82 sworn officers. In 2014 a female officer retired. A female officer was hired in 2015, keeping the number of female officers at seven. Officer testing occurred in 2016 resulting in a list of 12 qualified candidates. Of these qualified candidates there were 5 white males, 4 black males, and 3 white females. The diversity in this list is a result of the City of Iowa City's and Police Department's efforts to create a more diverse workforce. In November of 2016 the City Council approved the temporary over -hire of two positions to secure the hiring of qualified minority candidates that may not be available to the Police Department in the future due to a competitive job market. A total of 4 positions will be hired by the end of 2016. The two over -hire positions are black males. Two 72 retirements will result in the hire of another two, one of which is a white male and one of which is a black male. The two over -hires are approved until attrition puts the Department strength back at 82. This hiring process will more than double the Department's black male officers and provide for a greater opportunity for diversity in advancement. Service Population Black Non -Hispanic 6ACF. Hispanic Latino Any Race White Non -Hispanic Current Sworn Officers White Ncn-Hispanic 91.46% Prior Saturn offleers White ton -Hispanic 93.75% Black Non -Hispanic -- — —0ther 2_44'L_ Buell Nosy-Hispark 2.5M Hispanic Latina Any '__—Rzt a 2.5(`f: Available Workforce White Non -Hispanic 9b.12k. Black Non -Hispanic i. f': - Other 0.00% Current Sworn Female Officers White Non -Hispanic 100.00% White Non -Hispanic 10100% Prior Sworn Female officers Inac L.aona Anly Un r 0.11i7� ispanic Latino Any ace 0.00% ther MOM 73 Agency Demographics Report - Reaccreditation Year 2 Data Collection Period: 1/1I2018 - 12/31/2018 Service Available Current Current Female Prior Sworn Prior Female Population workforce Sworn Sworn Officers Officers Sworn Officers Officers White Non- 79.4 74% 88 87 % 73 90% 7 8% 75 91 % 7 8% Hispanic Black Non- 7.3 6% 3.9 3 % 5 6% 0 0% 4 4% 0 0% Hispanic Hispanic Latino 6 5% 3.1 3% 1 1% 0 0% 1 1% 0 0% Any Race Other 13.3 12% 5.8 5 % 2 2% 0 0% 2 2% 0 0% Total 106.0 100.8 81 7 82 7 Reaccreditation Year 2 Notes: Available workforce is taken from the Iowa Workforce Development table. According to this report, the Hispanic population number represents those persons who identify a Hispanic ethnicity. They may be of any race. The number is not summed within the table as these persons have already been accounted for in whatever race category that they indicated. Service population data is drawn from U.S. Census based projections. Service Population represents the population and demographics within the city limits of Iowa City and directly served by the Iowa City Police Department. Available workforce population is drawn from Iowa Workforce Development data. Iowa City is part of what is commonly referred to as "The Corridor." workers fi eely commute throughout the corridor. The available workforce is the labor pool of the corridor, a larger population and a slightly different demographic than that of Iowa City which is skewed by University of Iowa students most of whore are not in the workforce. Iowa City is located within Iowa workforce Information Network — Region 10; Region 10 serves Benton, Cedar, Iowa, Johnson, Jones, Linn, and Washington counties. All of these counties are contiguous with Johnson County and are within a relatively easy commute of Iowa City. Available workforce represents the labor pool within Region 10. As is evident fi orn the table, Iowa City has a relatively diverse population when compared to the surrounding area and counties. The educational and employment opportunities supplied by University of Iowa are in large part responsible for this diversity within Iowa City. Iowa City continues to become a more diverse community, service Pepuievon AV e118111e WOMOrce Black Noss -Hispanic 6.8% hispanic Latina Any R&ce /--Btack Non-Hispardc 3.07% Hispanic Latino Any -Other 12,55% Race 3.M 5.75% White Non-Hispanir 74.�1% White Non-Kspanic 87. 30% 74 Current Sworn Officers Current Sworn Female Officers White 90.12"c Prior Sworn officers W Re Non -Hispanic 91.4o't Stack Eton -Hispanic ''Ie Non Hispanic Black Non-Hispanic -3b%er• 2.46 White Non -Hispanic 100.0cp, Prior Sworn Female Officers Hispanic Latino Any Race 0.00;i Dther O.DY- Hispanic Latino Any Race 0.00% Dther D,W, 75 Agency Demographics Report - Reaccreditation Year 3 Data Collection Period: 1 /1 /2019 - 12/31 /2019 Service Available Current Current Female Prior Sworn Prior Female Population Workforce Sworn Sworn Officers Officers Sworn Officers Officers # % # % # % # % # % # % White Non- 57401 79% 214384 96 68 88% 7 9% 73 90% 7 8% Hispanic % Black Non- 4595 6% 8661 3 % 5 6% 0 0% 5 6% 0 0% Hispanic Hispanic Latino 3787 5% 0 0% 2 2% 0 0% 1 1 % 0 0% ,Any Race Other 6049 8% 3 0% 2 2% 0 0% 2 2% 0 0% Total 71832 223048 77 7 81 7 Reaccreditation Year 3 Notes: Available workforce is taken from the Iowa Workforce Development table. According to this report, the Hispanic population number represents those persons who identify a Hispanic ethnicity. They may be of any race. The number is not summed within the table as these persons have already been accounted for in whatever race category that they indicated. Service population data is drawn from U.S. Census based projections. Service Population represents the population and demographics within the city limits of Iowa City and directly served by the Iowa City Police Department. Available workforce population is drawn from Iowa Workforce Development data. Iowa City is part of what is commonly referred to as "The Corridor." Workers freely conunute throughout the corridor. The available workforce is the labor pool of the corridor, a larger population and a slightly different demographic than that of Iowa City which is skewed by University of Iowa students most of whom are not in the workforce. Iowa City is located within Iowa Workforce Information Network — Region 10; Region 10 serves Benton, Cedar, Iowa, Johnson, Jones, Linn, and Washington counties. All of these counties are contiguous with Johnson County and are within a relatively easy conmiute of Iowa City. Available Workforce represents the labor pool within Region 10. As is evident from the table, Iowa City has a relatively diverse population when compared to the surrounding area and counties. The educational and employment opportunities supplied by University of Iowa are in large part responsible for this diversity within Iowa City. Iowa City continues to become a more diverse Community. The Department continues efforts to diversify its sworn officers, executive, command, and supervisory personnel. Service Population Available Wodforee $lat:k Non -Hispanic v 40% Hispanic. Latino Any Race __---Other 0.42% 8lecic tin F�spaf�lc White Nora -Hispanic 79.91,%--' White Nan-Mspanlc 9b.12,% —0th,,er D.QO, 76 Current sworn officers Current Sworn Female Officers White Non -Pi: F mic 88.31% Prior Swery Officers i;13r_k Non -Hispanic 6.4T, Slack Non -Hispanic c,1'. -Other 2.47k: White Mon-Ki p;ric K.1 White Non -Hispanic 100.00°- i : to t'; rn-Hispanic 00. Prior sworn Female Officers Hispanic Latino Any Rare 0.00t Other GMT. Hispanic Latins, Any Race 0.0(1%.. 'ether D W% 77 Agency Demographics Report - Reaccreditation Year 4 Data Collection Period: 1/1/2020 - 10/31/2020 Service Available Current Current Female Prior Sworn Prior Female Population Workforce Sworn Sworn Officers Officers Sworn Officers Officers # % # % # ado # % # °fin # % White Non- 79.4 74% 88 87 % 53 86% 7 I 1 % 68 88% 7 9% Hispanic Black Non- 7.3 6% 3.9 3% 4 6% 0 0% 5 6% 0 0% Hispanic Hispanic Latino 6 5% 3 2% 2 3% 0 0% 2 2% 0 0% Any Race Other 13.3 12% 5.8 5 % 2 3% 0 0% 2 2% 0 0% Total 106.0 100.7 61 7 77 7 Reaccreditation Year 4 Notes: Partial year data. Available Workforce is taken from the Iowa Workforce Development table. According to this report, the Hispanic population number represents those persons who identify a Hispanic ethnicity, They may be of any race. The number is not summed within the table as these persons have already been accounted for in whatever race category that they indicated. Service population data is drawn from U.S. Census based projections. Service Population represents the population and demographics within the city limits of Iowa City and directly served by the Iowa City Police Department. Available workforce population is drawn from Iowa Workforce Development data. Iowa City is part of what is commonly referred to as "The Corridor." Workers freely commute throughout the corridor. The available workforce is the labor pool of the corridor, a larger population and a slightly different demographic than that of Iowa City which is skewed by University of Iowa students most of whom are not in the workforce. Iowa City is located within Iowa Workforce Information Network — Region 10; Region 10 serves Benton, Cedar, Iowa, Johnson, Jones, Linn, and Washington counties. All of these counties are contiguous with Johnson County and are within a relatively easy commute of Iowa City. Available Workforce represents the labor pool within Region 10. As is evident from the table, Iowa City has a relatively diverse population when compared to the surrounding area and counties. The educational and employment opportunities supplied by University of Iowa are in large part responsible for this diversity within Iowa City. Iowa City continues to become a more diverse community. Service Population AvOlable WoMorce Black Non-Hispardc 6.9% spudc Latino Any lute 5.66% Mack Non -Hispanic 3.87% �,--Other 12.55.% -ORhrr 5.76% White Non -Hispanic 74.91 %- Whike Non-Ni"nic 87.39% 78 Current Sworn officers Current Saturn Female officers White Nor. -Hispanic Ei6.M - = Prior Sworn officers White Non -hispanic 88'a1% Slack Non -Hispanic 6.5W. Hispanic Latino Any Face 3.28'i Other 3.28 ; Slack Non -Hispanic 6.49 Other 2.60% White Nor.-Kiswi-16c 100.00% White Klan -Hispanic 100. ; Prior Swern Female officers Hispanic �� lar..• .:..f z Race O.OT-- Other O.W.- Hispanic Latina Any Race 0.00% Other DMi 79 Sworn officer Selection - Reaccreditation Year I Data Collection Period: 1/1/2016 - 12/31/2016 White lion -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Applications Received Applicants Hired 3 Percent Hired % Percent of Workforce Population 3 0% 0% 6 % % % NIA 0% 0% N/A Reaccreditation Year I prates: Calendar year 2016 is being used as it reflects a completed recruitment and hiring process but please not that the hiring of some individuals occurred in 2017. Note that Hispanic/Latino was not tracked by our Human Resource Department during this process. This has since changed. Applicants were not required to disclose demographics. During the application phase 15 persons did not disclose gender. The other category for male and females includes persons that chose not to disclose race. The data reported reflect the number of candidates who participated in each stage of the process. Participation was not required in the written test if the candidate was ILEA certified or had a passing POST score on file with Standard and Associates, Inc, within the specified time frame. Participation in the physical fitness test was not required if the candidate submitted acceptable documentation of successful completion of the physical fitness test with another state laver enforcement agency within the specified time frame. The data for the interview stage do not reflect the two candidates who were eligible and offered an interview but withdrew their candidacy, The timeline for the recruitment process was: Application window: April 19 - May 13, 2016 Test date: June I I, 2016 Interviews: July 11 — 15, 2016 Hiring List certified: July 29, 2016 The department conducted a new recruitment process in 2017 where a certified list was approved by in 2018. This list is still current and has not yet been exhausted for hiring, Appffeallens RBCOIVBd ftPINIft RUN Black Man-HispWc Male 54.00t White Non -Hispanic Female 0.00% Hispanic Latino Any Race Mate 0,00% Higmnic Latina Any Race Female 0.00% Other Male 0.00% Other Female 0.0% i-',- Non -Hispanic Mate 50.00% 80 Percent Hired Percent of Workforce Population Legend White Non -Hispanic Male White Non -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female 81 Sworn Officer Selection - Reaccreditation Year 2 Data Collection Period: 1/2/2018 - 12/31/2018 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Applications Received Applicants Hired 3 0 1 0 0 1 0 0 5 Percent Hired % % % % % % % % N/A Percent of 4% 1 % 1 % 0% NIA Workforce Population Reaccreditation Year 2 Notes: Total application for 2018 were up but included 2 recruitment efforts. The department has taken on several steps to get qualified minority and female candidates to a certified hiring list. These efforts are resulting in an increase in the department's diversification. Applications ReceNed ADpHcente Hired Black Non -Hispanic +e ale i1.1,10i Hispanic Latino Any Race eekale Black Nan -Hispanic Male 20.0Q 0.00� Whiter Non-Hi,panic Hispanic Latino Any Female 0.00°; Race Female 20.00% Percent Hired Legend Other Mode 0.W% Other Female Q.W% White Nosy -hispanic halt 60,01% Percent of Womerce Population Back Nan -Hispanic Female 0.0&% , Black Non -Hispanic hMa#t�'�-- White Nan•Hisp"c Hispanic Latino Any Female O.OfA Race "MIM 19.97k Hispanic Latina Any Race Female D.D% Other Male D.00 Other Female 0.00% White Non -Hispanic Mala: 60.06% 82 White Non -Hispanic Male White Non -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female 83 Sworn Officer Selection - Re -accreditation Year 3 Data Collection Period: 1/1/2019 - 12/31/2019 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Applications Received App lic ants Hired 5 0 0 0 1 0 0 0 6 Percent Hired % % % % % % % % N/A Percent of 6% 0% 1% 0% N/A Workforce Population Reaccreditation Year 3 Notes: ICPD did not conduct testing in 2019. Officers hired in 2019 were from a 2018 hiring process. Applications HeceNed flppiiCUts Hired White Non -Hispanic Female 0.00% _ Stack Non -Hispanic Femde 0.00% Hispanic Latino Any Rare Mak 16.67% Hispanic. Ladno Any Rice Femate (X00% Other Male 0.00% Other Female O.LV% Percent Hired Legend %VM to Non.-Ftispank Mate 83.33% Percent of Workforce Pepnietbn White Non -Hispanic Female O.OG% Black Non-Hispanlc Femak 0.00% Hkpanic Lathw Any Race Male 16.69% Hispanic Latina Any Race Female O.W", Otter 1Mlak 0.M Other Female 0.0 White Nora-Flispanic Mate 83.31% 84 White Non -Hispanic Male N White Non -Hispanic Female I Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female 85 Sworn Officer Selection - Reaccreditation Year 4 Data Collection Period; 1/1/2019 - 10/31/2019 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Male Female Male Female Male Female Male Female Applications 0 0 0 0 0 0 0 0 Received Applicants Hired 1 Percent Hired % Percent of Workforce Population Total 0 0 0 0 0 0 0 0 1 % % % % % % % N/A 2% 0% 0% 0% N/A Reaccreditation Year 4 Notes: Partial data. No testing this year. Hire was from a previous list, APPlicaffonS neeeNed Percent Hired Legend Applicants Hired White Non- ftanic Mate i 'Ke' Rack Non -Hispanic Buck Non -Hispanic Female 0.00% WspaMc Latino Any Race Mate 0.001* F193pardc. Latino Any Race Female IL00% Other Mate D.W% Other Female O.W% Percent of Workforce Population White Non-Hlspanic Male 100, 00% irk Flan-F ark ale 0.00% Blade Han-F'hpow Female 0.0(& Hispardc Latina Any Race Male O.W% Hispanic Latino Any Race Female 0. W Other Nate 0.00% )thier Female &W% 86 White Non -Hispanic Male White Non -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female 87 Sworn Officer Promotions - Reaccreditation Year I Data Collection Period: 3/27/2017 - 3/27/2019 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Tested 14 1 ! 16 Eligible After 9 1 I 11 Testing Promoted 0 0 0 0 Percent Promoted 0 % 0 % 0 % % % % % % NIA Reaccreditation Year 1 Notes: No promotional opportunities have came up since this promotional list was certified by the Civil Service Tested 01vfble After Testfnu White Marl -hispanic, Norr-Fiispanic Female Female 6.25% 9.09% Black lion -Hispanic 5 �A 4��z•''ssr��_ Hispanic Latina Any f Hispardc l.adno ArW Race Male O.W. VaL- D,01A hispanic ladno Any Msp&nk Eafm Any Race Female 0.W% Race Female 0AA White Non. -Hispanic - . M2-A. 87.5M. Other Female 0.0 % White Non-Kspanlc 0tther Female 0.00': Male 81.82S Promoted Legend White Non -Hispanic Male White Non -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female Percent Promoted 88 Sworn Officer Promotions - Reaccreditation Year 2 Data Collection Period: 111/2018 - 12/31/2018 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Tested 14 1 1 0 0 0 0 0 16 Eligible After 9 1 1 0 0 0 0 0 11 Testing Promoted 3 1 0 0 0 0 0 0 4 Percent Promoted 21 % 100 % 0 % % % % % % NIA Reaccreditation Year 2 Notes: The department promoted its first female captain in 2018 and continues to work towards diversification of promoted personnel. Tested White Non -Hispanic Male 67,50% Premeted White Non -Hispanic Male 75.M% Legend White Non -Hispanic Male White Non -Hispanic Female Black Nan -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female 'white Non•Hispanic emate 6.2506 Black Non -Hispanic Male 6.254� Hispanic Latino Any Rafe Mate 0.00% Hispanic Lana Any Race Female 0.00% Other Mate 0.001-- other Female 0,00% rrmw rron-rnspantc ref:Nle ?5. W% White Flan -Hispanic Mate 81-82% EUglible lamer Vesting White Non-Hisputic Femalt Blank Nor+-Hispw-dc . iJ4 (:,%. Nispanic Latino Any Race Mate 0.wt Mspanric Latina Any Race Female 0.W0 Queer Mate 0.00R- Other Female 00A Pereent IVOrneted White Non -Hispanic $Rack Nan -Hispanic Black Nan -Hispanic. Female 82.15% i^Female 0,00% Female (.ON Himpardc; Labno Any Hispark L.atinu Any Race Male a W%' Race Maio 0.00% Hispanic Latina Any ftanic Latina. Any Elate Feamle &W1 Race Female 0.00% Other Mule 0-00% Other Mate 0.0M Other Female 0.0M Other Female O.Ot7 Nvn-mbpanic Male 17.65% 89 Sworn Officer Promotions - Reaccreditation Year 3 Data Collection Period: l/l/2018 - 12/31/2018 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Male Female Male Female Male Female Male Female Tested 0 0 0 0 0 0 0 0 Eligible After Testing Promoted 1 0 0 0 0 0 0 0 Percent Promoted % % % % % % % % Reaccreditation Year 3 Notes: ICPD did not conduct supervisor testing in 2018. The one promotion in 2019 is from 2018. Testing Tested Eligible Astor Testing Promoted White Non -Hispanic Male 3 00.00% Legend White Non -Hispanic Male White Non -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female ack Non -Hispanic ale CL00% Btack Non -Hispanic Ferrite 0. Kspanic Lat9no Any Race Male 0.O % Mspanic Latino Any Race Female O.DD% Other =Male O.DO, D their Female 0, CO, POFCOnt Promoted Total 0 1 NIA 90 Sworn Officer Promotions - Reaccreditation Year 4 Data Collection Period: 1 /2/2020 - 11 / 1 /2020 White Non -Hispanic Black Non -Hispanic Hispanic Latino Any Race Other Total Male Female Male Female Male Female Male Female Tested Eligible After 14 0 Testing Promoted 1 0 Percent Promoted % % Reaccreditation Year 4 Notes: partial data for 2020 Tested Promoted White Non- ftanic Male 100.00% Legend White Non -Hispanic Male White Non -Hispanic Female Black Non -Hispanic Male Black Non -Hispanic Female Hispanic Latino Any Race Male Hispanic Latino Any Race Female Other Male Other Female 1 0 0 0 0 0 15 0 0 0 0 0 0 1 Eck Non -Hispanic Lk 0.00% Black Non-1{ "nic Female M Hispanic La lino Any Rase Mak CL00% 14rspark Latim Any Race Female 0.00% other Mail a.00% 1 tfter Female 0.00% White Non -Hispanic Mate 93.31% ENgtple After Testing Percent ftems-ted Black Mon -Hispanic I Hispanic Latin* Any Ftispartic Uktino Any Race Female O.(V- O ther Male 0. CCK Other Female O.Ot14, 1-1 91 92 Prepared by CPRB member Amanda Nichols[OM[PY D Draft #1 To: Police Chief Liston From: Community Police Review Board Re: Suggested revision to ICPD General Order 89-05 (Radio Communications Procedure) Dear Chief Liston: The members of the board respectfully submit the following proposed revision to ICPD General Order 89- 05 (Radio Communications Procedure): The following word should be added to Section II C: "text" JECC shall provide the Iowa City community with twenty-four (24) hour toll free voice, M+ and and TDD telephone access system for emergency calls for service. This is not a policy change, but rather an update, as text-to-911 services are now available. Original Date of Issue December 20, 1989 Effective Date of Reissue March 29. 2021 Reevaluation Date March 2024 C. A. L. E. A. 81.1, 81.2 INDEXAS Clear Text Communications Procedure Joint Communications Use of Radios OPS-01.1 RADIO COMMUNICATIONS PROCEDURE General Order Number 89-05 Section Code OPS-01 Amends Reference (see "INDEX AS:" PURPOSE The purpose of this order is to establish policy to address operational procedures with the Joint Emergency Communications Center (JECC). I. Policy: Radio Communications Procedure The Iowa City Police and Fire Departments have combined with several area agencies g es to form the Joint Emergency Communications Center. JECC serves as the emergency communications system for the City of Iowa City. JECC has its own governing body a ra g g Y sep arate to from the City of Iowa City known as the Joint Emergency Communications Services Association Policy Board (JECSA). The City of Iowa Cityshall have two(2) permanent members on the JECSA board. II. Procedure: General A. The Support Services Division shall have primary responsibility and control of communications and communication equipment for the department. OPS-01.2 8. The department's radio operations will be conducted in accordance with the Federal Communication Commission's (FCC) procedures and requirements at all times. A copy of the FCC's current rules and regulations shall be available to department personnel through JECC. C. JECC shall provide the Iowa City community with twenty-four (24) hour toll free voice and TDD telephone access system for emergency calls for service. D. JECC shall establish policy for obtaining and recording the following information for each call for service or self -initiated activity: 1 _ Control number/Call for Service (CFS) number. 2. Date and time of request. 3. When possible, name and address of complainant. 4. Type of incident. 5. Location of incident. 6. Identification of officers assigned as primary and backup. 7. Time of dispatch. 8. Time of arrival. 9. Time of officer return of service. 10. Disposition or status of reported incident. E. JECC personnel shall be informed of the supervisor or officer in charge and all assigned patrol officers at the beginning of every patrol shift. All officers assigned shall be considered active unless JECC is informed of a change in status. F. The office of the Chief of Police shall ensure that JECC has an updated roster including telephone contact information for all current department personnel. G. JECC shall maintain a current plan or data on the following: 1. Maps detailing the department's service area 2. A written procedure and telephone numbers for procuring emergent and Y necessary external services for the department. 3. A tactical dispatching plan. H. JECC shall establish an incident interview technique to be utilized by communications personnel when responding to calls for service. The interview shall determine if the call for service is an emergency or non -emergency. Y Regardless of the type of call, communications personnel shall inform the caller of the department's response to include direct department assistance or referral to another agency or service provider. I. The department shall maintain victim and witness assistance and referral information on a 24-hour basis through JECC and through personal response by police officers. 1. Communication personnel shall make a determination, based upon the scope of the call for service, if the victim or witness needs direct OPS-01.3 emergency medical service (EMS) and/or physical police response or referral. If either the EMS or police are needed, communications personnel will promptly dispatch appropriate personnel. In cases of a referral, referral lists are maintained at JECC and agency contact phone numbers shall be kept updated. 2. To ensure the timely and appropriate attention to needs, Communications personnel and Station Masters shall respond to victim/witness requests for information and/or service including initial and subsequent requests. 3. If physical police response is necessary, the responding officer shall determine whether overt police actions such as written reports, notifications, arrests or transportation are required or if the need exists for other types of assistance or intervention (e.g. contact with Rape Victim's Advocacy Program (RVAP), CommUnity Crisis Services and Food Bank, DVIP, or the Mobile Crisis Unit/CIT). J. The department provides and utilizes alternate methods of communication to ensure effective, efficient and proper communication between employees. Methods of alternate communication include cellular telephones and email. 1. Upon hire, employees are assigned an email account through the city to be used in day-to-day business operations of the department. Department employees shall adhere to the City of Iowa City email and internet usage policy and procedures. 2. The Chief of Police may assign cellular telephones to employees when a valid mission -related purpose exists. While cellular telephones can be used in lieu of radios and strict adherence of radio procedures is not mandatory, employees must be professional with their communications. Employees that are issued a department cellular telephone shall adhere to the City of Iowa City cellular telephone policy and procedures. III. Procedure: Recordings A. All communications occurring on the two-way radio system and any telephone hone line answered by JECC shall be recorded. The recording system shall allow for the immediate play back of the recording while continuing to record an additional communications. B. JECC shall establish the manner in which the records are securely handled and stored, and the length that the records are maintained. The procedure for destruction for each record set shall also be defined. All federal and state regulations related to the maintenance of these records shall be followed. All recordings shall be maintained for a minimum of thirty (30) days. A supervisor may request in writing that a specific official recording be maintained for a longer period of time, the request shall identify the time frame to be maintained. C. Official Recordings: Official recordings are copies of the original recordings maintained and distributed specifically by JECC staff. Request for official recordings should be made, in writing, to the JECC dispatch shift supervisor. Requests from the department for official recordings shall be made by a OPS-01.4 supervisor. When appropriate, official recordings shall be entered as evidence. When utilized as evidence in a criminal case, official recordings may be released upon r Y p request to the prosecuting attorneys office with jurisdiction. Official recordings entered as evidence shall be released pursuant to records policy and p Y state law as established in chapter 9 section 82.1.1 (Records) of the Operations Manual. Official recordings may be released to media and other outside entities upon the approval of the Chief of Police. D. Recordings shall only be reviewed for official purposes (e.g. procedural review, complaint investigation). When a recording is needed for a complaint investigation that may result in suspension, demotion, or termination, it shall be an official recording as described above. IV- Procedure: criminal Justice Information Systems A. All officers and other employees required to access the Iowa and the National Crime Information Center (NCIC) criminal justice informations stem shall maintain proper certification as required. The Support Services division shall maintain all needed records to verify employees have met the standards of each system including initial certification, periodic recertification as required, and updating approved user access. B. Criminal justice information systems contain confidential information. All employees shall be responsible for knowing and understanding the rules and regulations that govern the use and distribution of this information and will be held accountable for failure to comply with said rules and regulations. C. The Criminal Justice Information Services (CJIS) produces a comprehensive security policy to establish a minimum set of security requirements for access to FBI CJIS division systems and information and to protect and safeguard criminal g justice information. The department shall adopt this security policy and shall adhere to the requirements therein. The CJIS security policy shall be provided to all personnel in the appendix of the Operations Manual. D. The department shall establish the following positions to comp) with the CJIS Y security policy. The positions shall assume all roles and requirements as established in the CJIS security policy. 1. Terminal Agency Coordinator TAC): The TAC serves as the point -of - contact at the department for matters relating to CJIS information access. The TAC administers CJIS systems programs within the department and oversees the department compliance with CJIS systems policies. The TAC position for the department shall be a designated Station Master. 2. Local Agency Security Officer (LASO): Due to the technical nature of the duties of the LASO, the Department's System Analyst shall assume this role. The LASO shall have the following responsibilities: a. Identify who is using the state of Iowa Technology Services Bureau approved hardware, software, and firmware and ensure no unauthorized individuals or processes have access to the same. b. identify and document how the equipment is connected to the state OPS-o1.5 system. C. Ensure that personnel security screening procedures are being followed as stated in this policy. d. Ensure the approved and appropriate security measures are in place and working as expected. e. Support policy compliance and ensure the state of Iowa Technology i Services Bureau s promptly informed of security incidents. V. Procedure: Radio Communications A. When on duty, all officers shall be assigned a portable two-way radio that allows direct communication with JECC. B. All police owned vehicles utilized for enforcement activity shall be equipped with a pp mounted two-way radio system that allows communication with JECC. Exceptions may be granted for vehicles assigned to task force officers as they may be operating under a different communication system or the vehicle may be utilized for undercover operations. C. Each radio shall have an emergency alarm that when activated will send an alert to communications personnel. The emergency alarm shall be activated by an officer when they encounter a dangerous situation in which they need immediate backup and are unable to communicate due to the situation. When an emergency r g y ala rm m is activated, communications shall immediately follow their policy and procedures (JECC SOP 6.37). An emergency alarm activated by an officer shall be handled with the highest priority. D. Each officer shall be assigned a radio identification number to be utilized during all ra dio communications. E. When on -duty, patrol officers shall primarily utilize the two-way radios stem to inform communications personnel of their status. This allows communications and other officers to remain cognizant of the officer's activity and current status. Officers may also utilize a mobile data terminal or a cell phone to inform communications and other officers of their status. Officers outside of patrol may utilize the two-way radio system when appropriate to inform communications of their actions. All officers shall be required to notify communications personnel of any type of enforcement activity and shall have a two-way radio system immediately accessible when taking action. Officers working covert and undercover assignments are exempt from this requirement. F. The department uses plain language as their communication protocol. All transmission will be courteous and professional in nature. At no time shall profanity be used on the radio. G. Employees shall be reminded that all radio communications and mobile data information can become public record according to Iowa Code. H. Officers shall keep communications advised of their status following their arrival at calls of unknown or possibly dangerous circumstances. OPS-o 1.6 Only pertinent or emergency information shall be transmitted on the two-way radio system. J. Officers shall keep their portable radios on when away from vehicle or station based radios unless the situation warrants otherwise (e.g. bomb threat, officer safety, etc.). K. Officers shall keep communications aware of their status. This shall include but is not limited to the following: 1. Upon initiating police action. 2. On arrival and at completion of an assignment. 3. During lunch periods and breaks. 4. When out of service for any reason. L. Officers and communications personnel shall not argue or contest assigned calls. 1. If there is a problem, the involved personnel shall contact their supervisor. 2. When there is an issue that needs corrective action, it shall be handled by the supervisor. Sensitive matters shall be handled over the telephone or in person. M. Call assignments may be altered by the supervisor based on information, need, and staffing. Officers not specifically assigned to a call shall refrain from including themselves. If further assistance is needed, communications personnel or the supervisor will assign backup units. N. Officers shall monitor other agencies radio communications as designated by their supervisor while performing routine patrol duties. O. In the event of a major crime or medical emergency a specific channel shall be restricted to use for that incident. Anytime an officer is responding to a dangerous situation, radio use shall be restricted to emergency communication only. Officers shall notify dispatch when the situation has been resolved so the channel can be cleared for normal traffic. Consideration should be given for the use of an encrypted event channel when possible. P. Officers shall use the following procedures when stopping a motor vehicle: 1. Upon stopping a vehicle, an officer shall notify communications by giving their radio number and advising "traffic." They shall stand by until acknowledged by a dispatcher before giving further information. 2. The officer shall then give license number of vehicle, his/her location. The officer may also want to include the vehicle color, year, make, model and number of occupants. Communications shall run a wanted check of the vehicle after being advised of the license number. 3. After making contact with the occupants of the vehicle, if the officer feels the situation is under control, they shall advise communications they are "Code 4" After an officer gives their status as "Code 4" the dispatcher will follow JECC protocol to periodically check his/her welfare. CPS-o 1.7 Q. when an officer anticipates being out of radio contact, they must notify communications of their location and the reason for leaving. Communications must be able to reach the officer at all times. If radio communication is not possible, the officer may utilize a cellular phone to keep communications informed. officers working covert and undercover assignments are exempt from this requirement, however, they must have the ability to summon assistance from other officers working with them and JECC shall be made aware of the general location and type of the operation. R. Officers and communications personnel have access to other agencies via statewide LEA, mutual aid, and other local radio channels. Use of other channels by officers shall be limited to emergency or urgent communications. Proper radio procedure shall be followed when using other channels. S. The department shall maintain a system to insure interoperability between the city of Iowa City radio system and the JECC system. VI. Procedure: Terminal Access and Server Access Protection A. All computers that access criminal justice information shall be located inside the Police Department, or inside Police owned vehicles. No computer terminals should directly face a window or opening that will allow the public to view the information displayed on the screen at any time. If visitors are inside the building they should be restricted from viewing any CJIS data on computer terminals or in paper form. Unauthorized users should not be allowed access to any computer that contains or has access to criminal justice information. B. Computer terminals that are not attended 24 hours a day shall be secured when not in use, computer terminals should be locked and when possible, office doors remain closed and locked when not in use. C. Mobile computers and laptop computers should always be positioned so that any non -certified personnel will not have access to view information on the screen. No computer terminal should be left open and unattended at any time, locking the desktop should be utilized when leaving the workspace for any reason. Vil. Server Access Protection Servers that hold Police shared and personal files are located in Tower place. Access shall be gained by a security badge controlled by City of Iowa City ITS. Systems inside the room shall be secured behind a chain link fence to prevent unauthorized access to network gear and hardware. All users with access to the room shall pass either City of Iowa City or Johnson County background check prior to gaining access. Backup tapes shall be locked inside City of Iowa City Information Services Division. All sites shall be monitored by video surveillance. Vill. CJIS Security Incident Reporting and Handling A. Assessment of Threat OPS-g1.8 If the ITS division is notified of a situation that could be a threat to data, physical infrastructure, or user account and which could lead to compromised data they will first asses if the threat has been blocked by security measures currently in place by either software or hardware devices. If the threat is legitimate but blocked and prevented access the user account password shall be changed as a preventative measure and no further action or reporting is necessary. If the threat has infected hardware inside the Iowa city Police Department and is a credible threat the action steps below will be put into place. B. Response to credible Threat If the threat is deemed legitimate and has infected any hardware inside the Iowa City Police Department the Information Services staff shall do the following; - Notify the LASO — Systems Analyst for IGPD of the threat. - Immediately disconnect the affected hardware from the City of Iowa City network. - Reset the user account as a preventative measure. The affected hardware in use at the time will be examined to try and determine the source or reason for the threat. - A report will be provided by Information Services to be kept on file by the LASO. When the review is complete it will be determined if the hard drive needs to be replaced, formatted, or over written. Once that process is completed the machine will be imaged with a standard and tested OS. Virus scan definitions and necessary updates to the hardware will take place and the hardware will be returned to service. The only variation to the above process is the VMware view environment. It utilizes a non -persistent desktop environment so every time that user logs out of a machine the operating system is destroyed and a new machine is created. This removes the concern of a machine that has been compromised lingering for an extended period. If there is a chance that malicious code was used to access sensitive data, the LASO will contact the Iowa Department of Public Safety to notify them of the event. IX. Procedure: Mobile Computers A. The mobile computer supplements the existing JECC two-way voice radio system. The mobile computer is not intended to replace two-way voice radio communications. The mobile computer is intended to be used for sending and receiving information, making and/or receiving routine inquiries and receiving supplemental information, thus allowing the voice channels to be more available for high priority traffic. The mobile computer may also be used to access the department's records and CAD systems. B. Department personnel using the mobile computer shall be aware that messages sent on the system may be public records according to Iowa state law. Messages shall be restricted to business use. No personal messages shall be sent. No OPS-01.9 obscene, improper, or off-color language will be used in the messages. Officers shall not allow unauthorized users to access their mobile computers. C. It shall be prohibited to do any of the following actions on the mobile computer: 1. Send messages that may be construed as threatening or intimidating. 2. Unless it is incidental to an investigation, or as part of an official inquiry/response or report, send images that contain nudity, or to send images or words of a sexually suggestive nature, even if the recipient has consented or requested such material. 3. Send jokes or comments that tend to disparage a person or group because of race, ethnicity, national origin, religion, gender, sexual orientation, age, or mental or physical disability. 4. Send messages in any other inappropriate manner. 5. Use another employee's computer ID and password. D. All usage of the mobile computer to access the IOWA or NCIC systems will be governed by the IOWA and NCIC system's rules and regulations. E. Any installation of software or modification of existing software on the mobile computer shall adhere to the City of Iowa City ITS policies. F. All calls for service shall be dispatched by voice and may also be sent by computer. Mobile computers shall be utilized by officers for inquiries, to send administrative messages, to complete needed reports, or to access and update the Department's records and CAD systems. O. Officers should perform their own status changes (arrive, busy, available, complete) on their mobile computer. They will continue to use the radio system to alert other officers and supervisors of their change in status. H. All officers should query their own driver license, registration and warrants unless circumstances require a verbal request. I. When able, officers shall obtain all incident times and numbers by mobile computer. Officer shall be responsible for entering the call narrative and disposition unless unable to do so. J. When the mobile computer system is down, all activity shall revert back to the two-way voice radio system. K. Officers shall practice good officer safety techniques. Do not allow operation of the mobile computer to reduce situational awareness, especially in cases involving violators or suspects. L. Caution shall be exercised when operating the mobile computer when the vehicle is moving. If the operation can be done in a safe manner, an officer may operate the mobile computer while the vehicle is moving. When operation of the mobile computer requires more than a few key strokes or the touching of the computer screen, the officer shall pull over at a safe location to perform the task. OPS- X. Procedure: Response to Calls for Service: A. One unit will generally be dispatched to handle routine calls for service. The nature of some calls, however, may require additional units for purposes of safety and effectively handling the call. Under most circumstances, two (2) or more units will initially be dispatched in the following instances: 1. Officer calling for help or an activation of an emergency alert. 2. Alarms. 3. Suspicious persons/circumstances. 4. Domestic disturbances. 5. Any call involving a weapon. 5. Crimes in -progress. 7. Any call that poses a risk to the officer. 8. Any call where, in the judgment of a supervisor, additional units are needed. B. Supervisors may use their discretion when responding to calls; however, there are circumstances that require the presence of a patrol supervisor for the purpose of assuming command. These incidents shall include but not be limited to: 1. Officer calling for help, assaulted, or an activation of an emergency alert (not including false alerts). 2. Death Investigations 3. Natural or man-made disasters. 4. Hostage/barricaded subject. 5. Injured officers. 5. Fatal or potentially fatal accidents. 7. Accidents involving department vehicles or department employees. 8. Incidents where a forced entry is necessary. 9. Vehicle and foot pursuits 10. Shootings or stabbings. 11. Use of Force involving Taser, OC or injury to subject or officer. XI. Procedure: Entering information into Iowa NCIC systems A. Station Masters shall be responsible for entry and removal of all information into the Iowa and NCIC computerized data systems for the Iowa City Police Department. B. When meeting Iowa/NCIC system requirements for entry, officers taking a report in which a vehicle, article, gun, or security have been reported stolen shall request the on -duty Station Master to enter said item. When an item is entered in the Iowa/NCIC system, officers are required to document the entry in the narrative section of the incident. C. When meeting departmental and Iowa/NCIC system requirements for entry, officers taking a report on a missing person shall be required to immediately forward the information to the on -duty Station Master for entry of the missing person in the Iowa/NCIC system. The on -duty Station Master shall ensure there is an immediate entry into the system. D. Arrest warrants are entered by a Station Master after receiving them from the L Clerk of Court and the Records Section. E. When an item or missing person is located and requires removal from the Iowa1NCIC system, the officer responsible for the recovery shall notify the on duty Station Master to remove the entry by providing a supplemental report requesting the removal. The officer shall also submit the supplemental report to the main case file. When the on -duty Station Master is notified by another agency that an item o.r person has been located, the officer/investigator assigned the case shall be notified and be responsible for producing a supplemental report requesting the removal with copies to the on -duty Station Master and the main case file. F, on a monthly basis, the State of Iowa shall produce a validation report for the department on all outstanding entries into the Iowa1NCIC system entered for the Iowa City Police Department. On -duty Station Masters shall be responsible for researching said entries for validation. When it is discovered that an item or person is no longer valid for entry in the Iowa1NCIC system, the Station Master shall remove the entry and produce a supplemental report stating it has been removed. Dustin Liston, Chief of Police WARNING This directive is for departmental use only and does not apply in any criminal or civi proceeding. The department policy should not be construed as a creation of a highe legal standard of safety or care in an evidentiary sense with respect to third -part) claims. Violations of this directive will only form the basis for departmental administrative sanctions. Prepared by: Susan Dulek, Asst. City Attorney, 410 E. Washington St., Iowa City, IA 52240 (319) 356-5030 Ordinance No. 21-4857 Ordinance amending Title 8, entitled "Police Regulations," Chapter 8, entitled "Community Police Review Board,"to lengthen the time period to file a complaint and to allow the complainant to respond to the Police p p Chief's report. Whereas, Resolution No. 20-159 entitled "Resolution of Initial Council Commitments addressing Black Lives Matter Movement and Systemic Racism in the wake of the murder of George Floyd by the Minneapolis Police and calls for action from protesters and residents" contained 17 actions items; Whereas, the action item in Paragraph 8 was a request to the Community Police Review Board (CPRB) for a "report and recommendation ... regarding changes to the CPRB ordinance that enhance its ability to provide effective civilian oversight of the ICPD... "; Whereas, the CPRB submitted a list of recommendations to City Council in a memo dated December 22, 2020; Whereas, Council desires to enact two recommendations while others await legal review and further Council discussion; and Whereas, it is in the City's interest to lengthen the time period to file a complaint from 90 to 180 days after the alleged misconduct and to allow a complainant to respond to the Police Chiefs or City Managers report. Now, therefore, be it ordained by the City Council of the City of Iowa City, Iowa: Section I. Amendments. 1. Title 81 entitled "Police Regulations," Chapter 8, entitled "Community Police ,Review Board," Section 3, entitled "Definition of Complaint; Complaint Process in General, Subsection D is amended by adding the underscore text and deleting the strike -through text as follows: D. All complaints to the board must be filed with the City Clerk within one hundred ei ht 180 days of the alleged misconduct. ~` 2. Title 81 entitled "Police Regulations," Chapter 81 entitled "Community Police Review Board," Section 6, entitled "Police Chief's Report to Board; City Manager's Report to Board," Subsection D is amended by adding the underscore text as follows: D. A copy of the Police Chiefs report to the board shall be given to the police officer, the complainant, and the City Manager. if the complaint concerns the Police Chief, copies of the City Manager's report to the board shall be given to the Police Chief, the complainant, and the City Council. The com lainant shall have twent -one 21 days to respond to the Police Chief's or Citv Manner's reiDort, and the Police Chief and Citv Mana er shall have ten 10 da s to respond to complainant's response. The board will grant extensions from these deadlines for good cause shown. The com lainant's res onse shall be considered part of the complaint, and the Police Chief's or Citv Manager's res onse to the com lainant's res onse shall be considered part of the Police Chief's report or Citv Mana er's report as those terms are used in Chapte 8. Section 11. Repealer. All ordinances and parts of ordinances in conflict with the provision of this Ordinance are hereby repealed. Section Ili. Penalties for Violation. The violation of any provision of this ordinance is a municipal infraction or a simple misdemeanor. Section IV. S_everability. If any section, provision or part of the Ordinance shall be adjudged to be invalid or unconstitutional, such adjudication shall not affect the validityof the Ordinance as a whole or an section provision or a Y , p part thereof not adjudged invalid or unconstitutional. Ordinance No. 21-4857 Page 2 Section V. Effective Date. This Ordinance shall be in effect after its final passage, approval y and publication, as provided b law. 9 pp Passed and approved this 18 th day of May M66r Attest: City Clerk Approved by $; E - .. --- City Attorney's Office — 04/26/2021 2021. Ordinance No . 21--4 8 5 7 Page It was moved by Weiner and seconded by Thoma s ordinance as read be adopted, and upon roll call there were: AYES: NAYS: ABSENT: x B ergo s x Mims x Salih x Taylor x Teague x Thomas x Weiner that the First Consideration 0 5/ 0 4/ 2 0 21 Vote for passage: AYES: Teague, Thomas, Weiner, Bergus, Mims, Salih, Taylor. NAYS: None. ABSENT: None. Second Consideration ------ Vote for passage: Date published 05/27/2021 Moved by Mims, seconded by Taylor, that the rule requiring ordinances to be considered and voted on for passage at two Council meetings prior to the meeting at which it is to be finally passed be suspended, the second consideration and vote be waived and the ordinance be voted upon for final passage at this time. AYES: Weiner, Bergus, Mims, Salih, Taylor, Teague, Thomas. NAYS: None. ABSENT: None, COMMUNITY POLICE REVIEW BOARD OFFICE CONTACTS May 2021 Date Description None Jung S, 2021 Mtn► Packet COMMUNITY POLICE REVIEW BOARD COMPLAINT DEADLINES CPRB Complaint #20-02 Filed: 06/04/20 Chief's report due (90 days): 09/02/20 Extension Request: 12/15/20 Extension Request: 02/01 /21 Report filed: 01 /28/21 Extension Request: 06/30/21 Report filed: r--rarr----aaaaa ??/??/21 a aaar---a rr-------r r--------------arr---aa CPRB meeting #1 (Review): ar---------------- rr ---- ra 02/09/21 CPRB meeting #2 (Review): 03/09/21 CPRB meeting #3 (Review): 04/14/21 CPRB meeting #4 (Review): ??/??/?? ----a--r----aaa-r------------------r----- a ------------------------ CPRB report due (90 days): r---aarr---------r 04/28/21 Extension Request: ??/??/21 CPRB report due (90 days): --------- ??/??/21 --- -------------a------ ---------------------------------------------------- CPRB Complaint #20-05 Filed: 08/14/20 Ch ief's report due (90 days): 11 / 12/20 Extension Request: 12/15/20 Extension Request: 02/01 /21 Report filed: 01 /28/21 Extension Request: 06/30/21 Report filed: --aaaaar-aaaar-r-aa ??/??/21 aaaaaa rr raaaarr---aar-a-aaaaaaaar--aaar CPRB meeting meeting #1 (Review): r---aarr--aa 02/09/21 CPRB meeting #2 (Review): 03/09/21 CPRB meeting #3 (Revie►n►): 04/14/21 CPRB meeting #4 (Review): ??/??/21 --r----------------------------aaaa as aaaaaar-aaar-aaarr--a CPRB report due (90 days) : aaaaaaaaar--a--r---------- 04/28/21 Extension Request: ??/??/21 CPRB report due (90 days): ----------rrr-----r------raaaar-rragarr--aa rrrwaaaaaaaar-r ??/??/21 ra as rrraaa ar-aaaaaaa as r--- June 8, 2021 Mtg Packet CPRB Com laint ##20-06 Filed: Chief's report due (90 days): Extension Request: Extension Request: Report filed: Extension Request: Report filed: 08/19/20 11/17/20 12/15/20 02/01/21 01 /28/21 06/30/21 ??/??/21 wrwr--wrrrrr---- wrrrr-----r-----rrrrrrrrrr---wrrwwww wrww CPRB meeting #1 (Review): r------------------------- -r 02/09/21 CPRB meeting ##2 (Review): 03/09/21 CPRB meeting #3 (Review): 03/26/21 CPRB meeting #4 (Review): 04/14/21 CPRB meeting #5 (Review): ---r ??/??/21 --- -----rr-----r------------------ ---rr----r--- ---------------------------- CPRB report due (90 days): ----- 04/28/21 Extension Request: ??/??/21 CPRB report due (90 days): ??/??/21 wwwr rrrr rr rrrrrrwww rrrw wwrrrrrwwwwwrr rrrr rrrr-wwrrww wwrr CPRB Complaint ##20-07 rr rwwwwrrrrrrrrrrwwr rr rwwwww Filed: 08/27/20 Chief's report due (90 days): 11 /25/20 Extension Request: 12/ 15/20 Extension Request: 02/01 /21 Report filed: 01 /28/21 Extension Request: 06/30/21 Report filed: ??/??/21 rrrrww wwrrrrrr rrr rrrwwwrrrwwwwr rrrrwwrrrr rr rr wrww wrwrrwwwww CPRB meeting #1 (Review): rr rw wwwrrrrr rr rr wwwrrrrw 02/09/21 CPRB meeting #2 (Review): 03/09/21 CPRB meeting #3 (Review): 04/ 14/21 CPRB meeting ##4 (Review): ??/??/21 rrrrrr rrrr-rrrw-wrrrwwwrr rr wwww rrrrrr rr rrwwwwrr wwwrrrrrwwwwwrr CPRB report due (90 days): rrrrrrrrr-wrrr --- -rrrr 04/28/21 Extension Request: ??/??/21 CPRB report due (90 days): rw ww wwrrrrww wr rr rrrrrrrwww rrrr ---- rrrr--w rrrrrrrrrrwrw rrrrrrrwwrrrrrwwrrrrrr ??/??/21 rrrrrwwr June S, 2021 Mtgr Packet CPRB Cam Taint #20-08 Filed: Chief's report due (90 days): Extension Request: Extension Request: Report filed: Extension Request: Report filed: 08/27/20 11 /25/20 12/15/20 02/01/21 01 /28/21 06/30/21 ??/??/21 rwww rwwwwwww wwwrwww rwwwww wwwwwrw-wrw-wwwwwrwwrwwww wwwwwwrwww CPRB meeting #1 (Review): wwwwwwww ww wwwwwwww wwww wr 02/09/21 CPRB meeting #2 (Review): 03/09/21 CPRB meeting #3 (Review): 04/14/21 CPRB meeting #4 (Review): 05/26/21 CPRB meeting #5 (Review): rw wwww wwww wwwwwrw wwww rrrsrwrw wr www wwwwwwwwwwwrw wwwwwrwwwrw CPRB report due (90 days): wrww wwwww wwwwwwwwwwwww wwwr 04/28/21 Extension Request: 4774/??/21 CPRB report due (90 days): wwwwww ww rwwwwwwwwww ww ww rwwwww wwwwww wwwrwwwwwwww wwwwwwrwwww 7070/??/21 wwwwww wwrwwwwwwwwwwwww rwww TENTATIVE MEETING SCHEDULE ,July 13, 2021 August 10, 2021 September 14, 2021 October 12, 2021