Rockford Police Department Internal Survey 2007 May 8, 2007 Rockford College BSMS
Purpose: Survey Goals The goal of this survey will be to determine the level of internal satisfaction of the officers in relation to the Chief s s vision. 2
Assumptions Everyone who returned a survey has been introduced to the Chief s s Vision. Everyone who returned a survey would answer honestly. 3
Methodology / Sample RPD attached survey to officers paychecks Distributed 290 officers 53% response rate Likert scale 1-5, Strongly Disagree to Strongly Agree Allowed for additional comments 49% additional comments Maintained anonymity of respondents 4
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Female Male NoResponse <26 26-35 36-45 46-55 >55 NoResponse AfricanAmerican Caucasian Hispanic PacificIslander Other NoResponse 1-5 6-10 11-15 16-20 >20 NoResponse Administrative Field Invetigative Support 11% 27% 1% 23% 34% 10% 3% 30% 4% 1% 0% 3% 29% 5% 17% 18% 19% 11% 30% 2% 41% 27% 1% 63% 63% Respondents DEMOGRAPHICS of 154 Survey Responses Gender Age Ethnicity Years of Service Services Bureau NoResponse 29% 5
Survey Topics Vision (4 Questions) Communication (5) Organization (1) Management and Leadership (3) Growth and Advancement (4) Responsibility (3) 6
Vision Questions Officers agree with the Chief s s new vision. The Chief s s new vision has helped to improve the quality of life in Rockford. Officers understand the Chief s s new vision. The Chief s s new vision has been communicated in an effective manner. 7
Vision - Analysis Officers agree with the Chief s new vision. The Chief s new vision has helped to improve the quality of life in Rockford. Officers understand the Chief s new vision. The Chief s new vision has been communicated in an effective manner. Strongly Disagree Disagree Neutral Agree Strongly Agree 8
Vision - Results VISION Understand and Agree With 6% 2% n= 616 Sum= 1111 Avg = 1.80 14% 50% 28% 1 - Strongly Disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly Agree 9
Communication It is easy for officers to communicate to all levels of management Officers questions are answered in a timely manner. The chain of communication is clear The RPD makes it safe to report illegal, unethical, or discriminatory behavior within the department. Officers understand to whom they should go with a concern. 10
Communication - Analysis It is easy for officers to communicate to all levels of management Officers questions are answered in a timely manner. The chain of communication is clear. The RPD makes it safe to report illegal, unethical, or discriminatory behavior within the department. Officers understand to whom they should go with a concern. Strongly Disagree Disagree Neutral Agree Strongly Agree 11
Communication - Results COMMUNICATION 4% n= 770 Sum= 1983 Avg = 2.58 25% 27% 21% 23% 1 - Strongly Disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly Agree 12
Organization The RPD organizational chart is structured in an effective manner. The RPD organizational chart is structured in an effective manner. Strongly Disagree Disagree Neutral Agree Strongly Agree 13
Management and Leadership - Questions The Chief provides effective leadership and direction for the Department. The RPD provides officers with the necessary tools and skills to perform the job. Supervisors acknowledge exceptional work that has been performed. 14
Management and Leadership - Analysis The Chief provides effective leadership and direction for the Department. The RPD provides officers with the necessary tools and skills to perform the job. Supervisors acknowledge exceptional work that has been performed. Strongly Disagree Disagree Neutral Agree Strongly Agree 15
Management and Leadership - Results MANAGEMENT / LEADERSHIP 15% 3% n= 462 Sum= 1007 Avg = 2.18 37% 17% 28% 1 - Strongly Disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly Agree 16
Growth and Advancement - Questions Adequate training has been provided to help officers perform. (More training is necessary to help officers perform.) The RPD provides officers with support for professional growth. The RPD offers opportunities for advancement within the department. The RPD provides financial support for continuing education opportunities 17
Growth and Advancement - Analysis Adequate training has been provided to help officers perform. *** The RPD provides officers with support for professional growth. The RPD offers opportunities for advancement within the department. The RPD provides financial support for continuing education opportunities. Strongly Disagree Disagree Neutral Agree Strongly Agree 18
Growth and Advancement - Results GROWTH / ADVANCEMENT 14% 3% n= 616 Sum= 1365 Avg = 2.22 37% 22% 24% 1 - Strongly Disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly Agree 19
Responsibility The RPD provides officers the opportunity to fully utilize their strengths and skills The RPD provides officers with the necessary authority to perform the job. Officers job responsibilities are clearly assigned. 20
Responsibility - Analysis The RPD provides officers the opportunity to fully utilize their strengths and skills The RPD provides officers with the necessary authority to perform the job. Officers job responsibilities are clearly assigned. Strongly Disagree Disagree Neutral Agree Strongly Agree 21
Responsibility - Results RESPONSIBILITY OF THE OFFICERS Understood and Supported 23% 2% 26% n= 462 Sum= 1145 Avg = 2.48 21% 28% 1 - Strongly Disagree 2 - Disagree 3 - Neutral 4 - Agree 5 - Strongly Agree 22
Summary of Results 87% do not agree with the vision. 85% feel more training is needed. 83% feel there is inadequate leadership. 78% feel the vision has not improved community life. 77% do not understand the vision. 76% feel underutilized in their job. 75% do not feel they can communicate openly within the department. 75% feel unsupported in their professional growth. 23
Additional Comments Comment Total Poor perception of integrity and credibility of select 51% leadership Poor Leadership 47% Communication 41% - Communication of vision - Ability to communicate upward - Lack of feedback - Recognition for job well done Understaffed 36% Show of support / loyalty / trust 36% Low morale 36% Training 30% - Lack of training opportunities - Inadequate tuition reimbursement Too many projects and not enough focus 28% - M3 - Broken Window - RMS Unable to retain experienced personnel 24% Undervalued / Underutilized 24% Comment Poor Decisions - Academic as opposed to realistic - Decisions without team feedback - Inexperienced Officer safety - Perception this is not a priority or concern - Ties in manpower and equipment comments Total 24% 24% Lack of teamwork 14% Equipment 13% - Outdated - Poor quality - Unfair distribution Reduce micromanagement 12% Settle contract 8% Improve Chief's visibility to department 7% - Make a presence at roll call - Be accessible Like Hot Spot Policing 3% Good Job 3% Approve of Modernization 1% As a percent of 76 total comments. 24
Additional Comments Vision is not flowed to all levels of the department What is the Chief s s vision? He hasn t t communicated the vision The Chief hasn t t come to any roll calls to explain what our role in the vision will be Come talk more to your patrol officers. They are the heart of the department The new vision has not been clearly outlined to the rank and file- they don t t understand why changes are being made- morale and confidence is low. Officers feel they cannot meet the Chief s s expectations. 25
Additional Comments Perception that manpower is too lean. Dire need for additional detectives as well as patrol officers before putting officers to special units. Concern that M3 is pulling manpower away from other areas Union issues / unsettled contract Perception of micromanagement Officers feel they do not have a voice upward 26
Recommendations Interact more with officers Increase presence at roll call Allow format to communicate upward openly Clearly communicate vision (re-communicate) Engage the department in implementing the vision Identify rolls and responsibilities of each department within the vision Explain the benefits of successfully achieving the vision Settle the contract Job security leads to job enrichment Improve perception of leadership 27
Survey Lessons Learned Work closer with the RPD Improve lines of communication between RPD and BSMS. Periodic meetings Dry run with RPD What worked Form of distribution was effective Useful and open feedback 28