EEOP Utilization Report

Transcription

1 EEOP Utilization Report Wed Nov 04 12:35:56 EST 2015

2 Step 1: Introductory Information 2015 PUBLIC SAFETY 2015ULWX0025 PARTNERSHIP & COMMUNITY POLICING GRANT COPS HIRING Grantee Name: Madison Police Department Award Amount: $500, S Carroll St, Ste GR-21 Contact 211 S Carroll St, Ste GR-21 DOJ Grant Manager: Unknown DOJ Telephone #: 2015 BYRNE CRIMINAL JUSTICE 2015-AJ-BX-0008 INNOVATION PROGRAM Grantee Name: City of Madison Award Amount: $155, Martin Luther King Jr Blvd Contact 211 S Carroll St, Ste GR-21 DOJ Grant Manager: Samuel Beamon, Jr. DOJ Telephone #: Public Safety Partnership 2014-UL-WX-0009 and Community Policing Grants Grantee Name: Madison Police Department Award Amount: $375, Contact USDOJ, Office of Justice Programs, EEOP Utilization Report page 2 of 11

3 DOJ Grant Manager: COPS Office Response Center DOJ Telephone #: Edward Byrne Memorial 2014-DJ-BX-0731 Justice Assistance Grant Program Grantee Name: Madison Police Department Award Amount: $108, Contact DOJ Grant Manager: Virginia Hernandez DOJ Telephone #: Edward Byrne Memorial 2013-DJ-BX-1180 Justice Assistance Grant Program Grantee Name: Madison Police Department Award Amount: $103, Contact DOJ Grant Manager: Virginia Hernandez DOJ Telephone #: Public Safety Partnership 2011-UL-WX-0031 and Community Policing Grants Grantee Name: Madison Police Department Award Amount: $712, Madison,, Wisconsin USDOJ, Office of Justice Programs, EEOP Utilization Report page 3 of 11

4 Contact Madison,, Wisconsin DOJ Grant Manager: COPS Office Response Center DOJ Telephone #: Policy Statement: AFFIRMATIVE ACTION / EQUAL OPPORTUNITY /ACCESS TO SERVICES STATEMENT The City of Madison is in compliance with the equal opportunity policy and all applicable state and federal statutes and regulation relating to nondiscrimination in employment and service delivery. The City of Madison is committed to taking affirmative action to ensure that applicants are provided equal employment opportunity in all terms and conditions including recruitment, selection, transfers, promotions, training, compensation, benefits, layoffs, termination, retention, and certification/testing. No otherwise qualified person shall be excluded from employment or denied the benefits of employment or otherwise be subject to discrimination in employment in any manner on the basis of a person s race, sex (gender), religion, creed, color, age, disability/handicap, marital status, HIV status, source of income, familial status, ancestry or national origin, sexual orientation, arrest record, conviction record, current or past military service, less than honorable discharge, use or non-use of lawful products off the employer s premises during non-work hours in accordance with Sec , Wis. Stats.), physical appearance, political beliefs, or the fact that a person is a student. Please see attached non-discrimination policy. USDOJ, Office of Justice Programs, EEOP Utilization Report page 4 of 11

5 Step 4b: Narrative Underutilization Analysis About 30 of Madison Police Department sworn personnel are women (compared with the national average of 12) and 20 of our force is people of color (21 for Madison according to the 2010 US Census). MPD is firmly committed to an equitable workforce as demonstrated in our Affirmative Action Plan. A profile of an entering Madison Police Department recruit officer has an average age of 29, has a bachelor's degree (mostly non-criminal justice majors), about a quarter of the class will have a master's (or are pursuing one), and has profound work/life/travel/community and volunteer experience(s). Many have a second language proficiency. Cutting edge recruiting cannot occur with a one-size-fits-all strategy. MPD does extensive internet advertising, targeted direct mailings, routinely travels to college campuses in six states, networks with coaches and athletic departments, hosts open houses (which are then recorded and placed on the web site for all to experience), conducts on-site testing to mitigate the time and expenses of candidates, and creates consolidated testing for those with significant distance considerations. We were among the nation's first to have year-round testing and on-line applications. These reflect a sampling of our commitment to finding good people. Yet in spite of these multi-tiered efforts, the majority of applicants connect with MPD through one of two ways: through a self-initiated career search via our Department's web site or they are referred to us by employees and/or individuals who are familiar with MPD and our commitment to trust-based community policing. MPD has new Hiring Resource Group that combines these two predominant points of contact by introducing prospective candidates with current employees through our web site. Step 5 & 6: Objectives and Steps As recommended by the President s Taskforce on 21st Century Policing, we strive to create a workforce that contains a broad range of diversity including race, gender, language, life experience, and cultural background to improve understanding and effectiveness in dealing with all communities a. Increase the number of quality female candidates. b. Increase the number of quality candidates of color. c. Direct mailing to college and university woman s sport coaches in 19 states. d. Collaborate with internal MPD workgroups and external community organizations to reach and attract more candidates of color. e. Conduct On-Site Testing on college campuses in Wisconsin, Iowa, Minnesota, North Dakota, Michigan, Illinois and Indiana. f. Conduct the Physical Agility Test in other states to attract candidates that might otherwise not apply due to hardships related to travel. g. Increase community knowledge of MPD s hiring process to attract more candidates with connections to Madison h. Involve current MPD commissioned and civilian personnel in the recruiting process. i. Re-contact all applicants by mail that withdraw from the initial hiring process to assess whether or not there are unintended barriers; consider whether or not there may be opportunities to encourage applicants who have withdrawn to continue with the process. j. Increase our future candidate base, particularly female applicants and applicants of color, as a result of their previous participation in community engagement programming. 2. Implementation of Mentoring Programs a. Conduct an annual informational and recruitment campaign to encourage participation by current employees b. Connect new employees with mentors in advance of first day of employment c. Expand the mentoring concept to pre-hire relationships between candidates and interested employees through the development and maintenance of a Hiring Resource Group consisting of a diverse group of commissioned personnel. USDOJ, Office of Justice Programs, EEOP Utilization Report page 5 of 11

6 d. Develop a mentoring program focusing on new officer fitness preparation for the academy fitness standards 3. Diversity Training a. All officers in our pre-service academy receive a foundation of 8 hours of instruction in Cultural Competence / Fair and Impartial Policing. b. Implicit Bias instruction based on the work of Professor Patricia Devine, UW Madison c. Judgment Under the Radar instruction (developed by a group of MPD employees): Students learn about cultural competency and the importance of increasing their knowledge and of being sensitive to diverse cultures within the workplace and the community. Instructors share strategies used by the MPD that can be used to foster positive outcomes within their own agencies and beyond. Representatives from the Nehemiah Organization have also been invited to attend/present. d. Community engagement field trips intended to foster understanding of the citizens our new officers will serve. e. Gangs Presentation: Instruction focuses upon the history of gangs, gang issues in Madison, and an understanding as to what draws youth to the gang culture and how to communicate more effectively with gang affiliated youth. f. Prohibited workplace harassment g. All commissioned staff receive on-going instruction in cultural competence and implicit bias through the department s annual in-service model. In 2015, all employees participated in a four-hour block of instruction presented by the Judgment Under the Radar cadre focusing on understanding the experience of the community of Madison. Step 7a: Internal Dissemination Post a copy of the EEOP Utilization Report on MPD's intranet service, an in-house electronic communication network. Include a copy of the EEOP Utilization Report among the materials displayed in MPD's Human Resources Office. Step 7b: External Dissemination Post a copy of the EEOP Utilization Report on MPD's public website. USDOJ, Office of Justice Programs, EEOP Utilization Report page 6 of 11

7 Utilization Analysis Chart Relevant Labor Market: Wisconsin Male Female White Hispanic Other White Hispanic Other Job Categories Officials/Administrators Workforce #/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ CLS #/ 183,490/5 3,960/1 4,355/1 640/0 2,990/1 25/0 710/0 205/0 120,920/3 2,680/1 5,110/2 885/0 1,780/1 10/0 745/0 185/0 6 7 Utilization #/ Professionals Workforce #/ 10/50 1/5 0/0 0/0 1/5 0/0 0/0 0/0 8/40 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 178,480/3 4,115/1 5,440/1 815/0 9,200/2 20/0 1,130/0 450/0 250,685/5 5,550/1 10,430/ ,040/0 6,125/1 70/0 1,615/0 490/0 Utilization #/ Technicians Workforce #/ 1/50 0/0 0/0 0/0 0/0 0/0 0/0 0/0 1/50 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 29,825/36 895/1 795/1 105/0 1,120/1 0/0 140/0 50/0 43,940/54 1,190/1 2,475/3 335/0 675/1 4/0 410/1 20/0 Utilization #/ Protective Services: Sworn-Officials Workforce #/ 92/56 4/2 10/6 2/1 1/1 0/0 0/0 0/0 50/30 0/0 3/2 2/1 0/0 0/0 0/0 0/0 CLS #/ 27,530/68 1,075/3 2,490/6 445/1 360/1 10/0 280/1 85/0 6,485/16 235/1 890/2 140/0 95/0 0/0 50/0 25/0 Utilization #/ Protective Services: Sworn-Patrol Officers Workforce #/ 157/53 15/5 32/11 2/1 9/3 0/0 0/0 0/0 71/24 4/1 2/1 2/1 2/1 0/0 0/0 0/0 Civilian Labor Force #/ 123,575/4 15,620/6 9,965/4 1,545/1 3,380/1 59/0 1,520/1 290/0 76,165/30 8,995/4 10,265/4 1,460/1 2,660/1 95/0 1,000/0 235/0 8 Utilization #/ Protective Services: Nonsworn USDOJ, Office of Justice Programs, EEOP Utilization Report page 7 of 11

8 Male Female Job Categories White Hispanic Other White Hispanic Other Workforce #/ 18/67 0/0 1/4 0/0 0/0 0/0 0/0 0/0 8/30 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 2,265/42 30/1 100/2 10/0 0/0 0/0 19/0 20/0 2,560/47 230/4 20/0 80/1 0/0 10/0 85/2 25/0 Utilization #/ Administrative Support Workforce #/ 11/19 0/0 0/0 0/0 0/0 0/0 0/0 0/0 41/71 1/2 4/7 0/0 1/2 0/0 0/0 0/0 CLS #/ 211,920/3 7,895/1 9,530/1 1,045/0 3,875/1 35/0 1,510/0 540/0 417,955/ ,130/2 22,025/3 3,040/0 6,350/1 90/0 2,885/0 905/0 Utilization #/ Skilled Craft Workforce #/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ CLS #/ 212,545/8 9,205/4 4,630/2 1,100/0 1,945/1 20/0 895/0 260/0 13,265/ /0 645/0 115/0 660/0 0/0 95/0 105/0 Utilization #/ Service/Maintenance Workforce #/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ 0/ CLS #/ 411,900/4 7 47,470/5 23,210/3 4,075/0 9,425/1 175/0 3,370/0 1,255/0 305,335/3 5 25,440/3 25,115/3 3,500/0 9,135/1 145/0 2,880/0 780/0 Utilization #/ USDOJ, Office of Justice Programs, EEOP Utilization Report page 8 of 11

9 Significant Underutilization Chart Male Female Job Categories White Hispanic Other White Hispanic Other Protective Services: Sworn-Officials Protective Services: Sworn-Patrol Officers USDOJ, Office of Justice Programs, EEOP Utilization Report page 9 of 11

10 Law Enforcement Category Rank Chart Male Female Job Categories White Hispanic Other White Hispanic Other Chief Workforce #/ 1/100 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Assistant Chief Workforce #/ 2/67 0/0 0/0 0/0 0/0 0/0 0/0 0/0 1/33 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Captain Workforce #/ 7/70 0/0 1/10 0/0 0/0 0/0 0/0 0/0 2/20 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Detective Workforce #/ 33/46 2/3 3/4 0/0 0/0 0/0 0/0 0/0 30/42 0/0 2/3 1/1 0/0 0/0 0/0 0/0 Investigator Workforce #/ 8/67 0/0 0/0 0/0 0/0 0/0 0/0 0/0 4/33 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Lieutenant Workforce #/ 13/57 1/4 1/4 1/0 0/0 0/0 0/0 0/0 6/26 0/0 1/4 0/0 0/0 0/0 0/0 0/0 Sergeant Workforce #/ 28/64 1/2 5/11 1/2 1/2 0/0 0/0 0/0 7/16 0/0 0/0 1/2 0/0 0/0 0/0 0/0 Protective Services: Sworn-Patrol Officers Workforce #/ 157/53 15/5 32/11 2/3 9/3 0/0 0/0 0/0 71/24 4/1 2/1 2/1 2/1 0/0 0/0 0/0 USDOJ, Office of Justice Programs, EEOP Utilization Report page 10 of 11

11 I understand the regulatory obligation under 28 C.F.R to collect and maintain extensive employment data by race, national origin, and sex, even though our organization may not use all of this data in completing the EEOP Utilization Report. I have reviewed the foregoing EEOP Utilization Report and certify the accuracy of the reported workforce data and our organization's employment policies. Certified As Final By: Susan Williams Assistant Chief of Police [signature] [title] [date] USDOJ, Office of Justice Programs, EEOP Utilization Report page 11 of 11