As the second publication in the Crime Prevention Research Review series, this report summarizes the findings from all rigorous academic studies evaluating police enforcement strategies in hot spot areas. It finds that focusing efforts on places with high crime and calls for service can effectively be used to prevent crime in those locations. Reduced calls for service and other reductions in crime and disorder measures were noted in most studies. Displacement of crime due to the enforcement efforts was not prevalent in those studies that measured displacement.

Click here for the publication: Prevent Crime in Hot Spot Areas

The following are the results of meetings between COM and labor organization prompted by the email investigation discussion that resulted in MPA’s court victories in the case.
Proposed Changes-click here

All U.S. politicians and Police Officers are sworn to defend the constitution from enemies foreign & domestic

Is MCSO violating the U.S. Constitution?

What do you think?

And more…

And more

And more…

From Attorney, Rudy Giuliani, below:

MPA Newsletter May/June ‘08

Click here to find the May/June ‘08 MPA Newsletter!

Click here: Golf Tournament Brochure
Click here for the Public Service Announcement: PSA-Golf Tournament

The First Annual “Wings of Hope” Celebrity Golf Tournament

The 1st Annual “Wings of Hope” Celebrity Golf Tournament was a huge success, raising over $5,000 for the Officers Assistance Fund.  The event took place September 13th at Augusta Golf Ranch.

All proceeds benefited the Officers Assistance Fund (OAF). The O.A.F.
was designed to alleviate the financial strain that officers and their
families face after a work related injury. O.A.F. is a community-based
nonprofit foundation that supports officers and family members of
officers injured in the line of duty.  Part of this money will be used for this year’s “Blue Santa” program, where the OAF Santa visits a family of a fallen officer.

For pictures from the event, go to- www.memories4lifeonline.com.

To donate directly, you can go to any Wells Fargo or send money directly to:

Patrol Staffing

MPA advised the Chiefs, Patrol continues to be depleted. MPA advised perception is that patrol keeps being depleted. AC advised they are not being taken into admin jobs, they are going into street crimes or other district functions. MPA requested clarification on street crime use. Per AC, street crimes are to be considered in the equation by Lts when determining if additional people are needed. T he LT should advise if street crimes are available and if so, the SGT then calls upon them if it gets too busy. Street crimes should not be scheduled to assist patrol in grabbing beats, but should help out on a temporary basis, when needed.

Reduced Calls for Service

Currently, MPD is experiencing 1,000 less calls for service; 17,000 less year to date. The Chief believes it is because of the call reduction committee’s work (pushed by MPA). Assessments are being done to find out more info on this track any patterns/trends.

Patrol Time off Committee

This committee is being formed to address time off including scheduling for vacation, training, basic staffing, and associated factors. This will be a 6-8 member committee which should consist of patrol personnel.

 
Vehicle Assessment

This has still not been completed. A master list of all vehicles and their uses will be made. The info from this will be used to determine vehicle use as well as future use. New cars will also be ordered according to these findings.

 
Vehicle Set-up & Safety

Committee is formed to address consoles, laptops, and vehicle configurations. This includes researching use of Tahoe in patrol capacity or other vehicles. Gussie, Davorak, Fleet, unions, MPA car liaison will all be a part of this committee.

Remington Semi-auto Shotguns

The range is working on specs for Officers to buy their own Remington 1187 Semi-Auto shotgun for use on duty. “Polyshock” slug ammo will be used. This has less kick, while having less penetration with full dispersion of energy into the target. The ammo also has lessened recoil than 00 buck or traditional slugs. The shotgun carries 4 rounds and has a carrier for an additional 6 on the side.

Patrol will only be able to carry either a shotgun or an AR, but not both. It is anticipated the training will be for 20 hours for this new weapon.

 
ARs

Since the fall, 97 new ARs have been deployed to patrol officers. Supervisor can also carry them. Chief noted new racks in vehicles will only accommodate ARs, not shotguns, which will have to be carried in the trunk.

 
AWOL in Dispatch

Discussion regarding employees with no sick time who call in sick-non-FMLA and use vacation time. There is a personnel rule regarding this, however, communications and unions/employees have a different interpretation. Chief’s office will check into it and attempt to clarify ensuring uniformity.

Drive &  Arrive

AC and Chief agree to get rid of drive and arrive program as it is already being addressed by COMPSTAT and is causing un-necessary paperwork.

Reduced Fraud Investigations (short sheets)

This went to staff, but its status is unknown at this time. This will be researched and brought back at a later time.

 
City-Wide Robbery Unit

MPA suggested a city-wide robbery unit. AC said he was happy with current arrangement of using task forces as is. He said he did not see this as an issue at this time since robbery arrests were up over 100% last year and have been up 38% to date.

 
Lead Officers

MPA again asked for Clarification for uniform duties for these positions. The Chief made a project of this and has been working on it. He said they should be able to approve all reports, but to wait until the project is completed. It is anticipated in September, the need for lead will diminish with new sergeant being hired.

Civil disturbances

MPA reminded Chief over a year ago we told him our civil matters policy needs to be updated. Previous work has been done, and a policy draft is in legal that covers the changes. Officers need this current info to be in policy to help them with these situations. MPA advised Officers are encountering these situations quite frequently with no assistance from policy. Chief directed this policy needs to be adopted ASAP.

Another Meeting was scheduled as about 8 MPA issues remain unresolved.

Staffing levels

Once again, discussion lack of officers to patrol beats adequately. Chief noted crime is down. Told him you wouldn’t know it on the streets because we are so short, the officer in the trenches only knows he is working to the bone.

A/C will continue to assess overall manpower.

Daily field review by Lt’s and Sgts.

Continue to document disparities on the z drive.

Use of street crimes to supplement patrol was discussed. Street crimes are to be considered as a part of the equation. They can be called to assist patrol when necessary. This is accomplished by Lts.

Email policy

Department considering policy covering union use of email, mail boxes and bulletin boards.

IA complaints

Discussion regarding new discipline policy. MPA has been pushing for changes to discipline policy since interviewing Chief for the Chief Job.  MPA pushed for previous Chief to leave in part to his failed discipline practices.

Investigation should not take a year. MPA has pushed for time deadlines from the start.

Training department wide will be required for all ranks, there will be a grace (roll-out 60 to 90 days) period, handbooks/manual for training being written, and old cases will be grandfathered in under old policy.

MPD should be operating under current policy. Noting has changed yet.

Chief will schedule single purpose meeting with MPA regarding this issue.

Vehicle Assessment

MPD is working on this. There is no due date. Once this is completed, MPD will do a vehicle allocation assessment.

Officer Time Off

Vacation process and time off procedure to be evaluated with recommendations made. A committee will be formed to take care of this.

No more than 1/12 of the workforce should be off at any time. The Chief is willing to be flexible. Workgroup must help create policy. Sick time issues should also be assessed.

Discussions regarding wether officers prefer to take time of here and there or take it off for weeks at a time on a pre-approved schedule. Chief talked about how done in LA. MPA believes most officers prefer to be allowed to take time off here and there instead of on a set schedule.

Shotguns-ARs

Chief okay with anyone wanting an AR or shotgun purchasing their own, being trained by the department, and allowing sergeants to carry ARs. AC to make sure staff knows supervisors can carry AR.  

AWOL discipline in radio

MPA made Chief aware this was an issue. MPD will look into it. MPA was made aware that there was an attempt being made to discipline employees for calling in sick, when they don’t have sick time. MPA will look into it to see what is happening.

Fraud cases

Professional standards are working on a short form for citizen to mail in. This is being working on by staff (FLD810). Staff review is pending.

Holding Reports

Discussion held on holding reports or writing them the next morning. MPD is going to do audit as it has come to their attention some reports are older than 12 days.  Per Chief, reports must be completed that day.

Chief discussed his idea for new pilot program using civilian call takers assigned to stations. Callers could be given appointment time to come to station. DNA, fingerprinting, and minor reports could be handled this way.

Call back closing due to backlog

Per Chief, it should be open at all times.

Misc:

Family appreciation day was discussed.

The possible new Dobson Substation was discussed.

5% is needed for Mesa to “retain and be competitive”

Tempe tops, Chandler near bottom in police pay
Katie McDevitt, Tribune

Tempe pays new police officers more than any other East Valley agency. Maricopa County and Chandler pay among the least. Veteran Tempe officers work the fewest hours and get paid the most on average, while Mesa officers are among the lowest-paid and work more hours than average.

These are some of the findings of a Policepay.net study funded by Valley police unions to take an “independent” look at salaries and benefits, according to Mesa Police Association President Sgt. Fabian Cota.

“We felt (the analysis) was a really important thing to do because we know that it’s a very competitive market among cities,” Cota said. “We felt the best way to go about it was to hire an independent company and make the report available to the public … free of any biases some of the city things may have had.”

Cota said city human resource departments generally analyze such issues, so a group of local police unions paid about $15,000 to Policepay.net to compile a report for them. The analysis began in June and was completed Nov. 15.

Cota said his union plans to use the report in negotiations with Mesa and, if necessary, will share it with the City Council. This week, he will also go over the report with police Chief George Gascón.

“It certainly showed where our weaknesses are,” Cota said. “We understand the city’s financial situation and we are cognizant of that, but this is kind of a road map of where we need to go.”

Chandler Law Enforcement Association President officer Paul Babeau said the report’s findings are most disconcerting in how they’ll affect the city’s ability to recruit.

“When one agency can hire at $8,000 to $10,000 to $12,000 more, that’s a very real issue for recruiting and for hiring the very best police officers,” Babeau said.

Babeau said a shrinking police applicant pool also increases the need to pay incoming officers more.

The report says incoming officers in Chandler start at a base pay of $46,571, compared with Scottsdale’s $47,965 and Tempe’s $54,010. Paradise Valley officers’ pay starts at the highest in the Valley, but that agency only hires officers with prior service in other agencies.

“When I tested 5 1/2 years ago, there were over 500 applicants. … You couldn’t find a seat in there,” Babeau said. “Now we’re seeing 60, 70, 80 people that are testing.”

Phoenix Law Enforcement Association President Mark Spencer couldn’t be reached for comment Wednesday.

The report says Phoenix offers more money for education than Mesa and offers special pay for officers employed for more than eight years who meet specific goals, as well as career-enhancement pay for officers earning certifications and acquiring certain skills.

Cota said he would like to see Mesa officers compensated for staying physically fit.

“We seem to be so focused on direct compensation that we’re behind in these other areas,” Cota said. “That became glaringly apparent.”

Chandler Includes Employees and allows Union to help

Effective Tuesday July 1, 2008 Chandler’s Police Association President will begin working on CLEA related issues two days a week at the main station. Having the President available twenty hours a week will be invaluable for the union and its membership. These twenty release hours per week came as a direct result of the most recent MOU negotiations. Officer’s with any questions or concerns, simply come by the office to get issues quickly resolved.

Most modern police agencies recognize the benefit to the city and citizens when internal police problems are handled swiftly and not allowed to fester to a boiling point. Most would prefer not to be involved and allow the police officers themselves to work it out. This is what happens in the vast majority of grievances.

Chandler has really come a long way in being responsive to the needs of it’s employees and citizens. Simply by including and communicating with employees, they are providing much better police services today, to the benefit of the citizens.