About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

~ IZ kur .>~1/!//5 . ~ W .?f;,;;j; b,;,/ t,,o/1/, 1/£ ftv /<y5
o# g-s 15 /w /l~i/tt11, #(}/ ~ /2 h 4- 5"4/:/) /ff~//,
;£ d/Jf ht1i~ m~t170 y1c1u lo t'Xf/4,~ h.Jtv h&/h:6u t- B t1-?c/ do
5L1/fr rJVv/4! ~Mc/4y- ~5c/<1y 1->i (,,.jl)/5/-- st /!;- ;I~ tLl-<.r tv10//uc;J
/It!<. Ifni Jhy 5h>4, st,,-11,-,.j ,4, fo.-l, Or /-7 t-.!6t,/c/ ~4/v-< a /eT
19

11

~1 /Ju trv blvW-;;,

/(J

kt/I/,/ fh1'/I

UtJ,,lc/

h

1'i4e1!, N~V-t/ 41 '6

#tt,r .:xAtch,//,

2. What ideas do you have that would improve morale?

/h_n3 4/:vtri
Oat.MW

111/if

/(}J !J/JSL-.Jf/>

4/f,f/

ht/'(

1

/J )1f tJ/k !5 kdrc/S, /1//;tJ

l1tJ fP!(v-<- Af&v?fl/lhq' J;7/

tvt1!44,/~.

5/,r-tffy

.t1k

4 ,/n4/ /WJ

fw'4

.5he1v(c:/ /kclt

4r:/

'1hr.f.J /)o#,// f1/1 //'JI/J5;rJ/la/ t1kt.r/ /j 4Jc/ 1 :/- /1?4~~ u!? ~ A f<55 /,'h /l,
!ni///try. $i1y ? /fl/ U1!}t/.,c51 r4t-t51 /'~fr7 t'a,,,5 ~le ft1V< )llr~ 1h 5.9/1';( c'{tl4cr'ly·
~lv ('L- hh3r;_/a:l~f', J:yo./1,v, 41///--ltld,v h~v,{ btvc/J, .Z-h Av% /1.tJ/J- D~S1'i.A.
7 ;MiJ/'Ov,( //1cr1!..e., Ur!/-a,/) o#tvf h41/f a '}oocl l!/._4'7 ~ -/ht'5,
It/cl t,.10'1/tl
/11u_.

1

3. lifiere is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

:/: 1'1Af/()f1

dry {h5/4i114fJ-<. fe:1 /A t/'.t,l5t-, tJ~ /kt&!' /h~ uif!tv5,
4/;o l}ILr/ -fa /!fhJt'tM At!v l~U-,/-/01 It, ~ rrk5

/J;,J

t).,/,

W.l

//tlv{

Afl,i

/}ov,J,

Jt;ltM7

ft

tffe,,)~'I t</1'{.tf dtw!uj?J1U,/ t:'*,J',I ,415

c/Ld,;J/tJ/,4{ /n ,l?Y td/'«r 17/M,
-f / 111 ill II b. ol 0,!3 w.,,{,,, / . , .5 F~> fa, C4".cv,
dtutl 0/1'>~1 fev, ~ ~ u,A '11P/tC4h,? j,1-/441::{ Sorrv ,f) JV''j
/lJ,.,ay, JVS,,.,, :£ ,d, ~ Nf/4 fAJ/J/'/;.. !ht/ J /h t!t./v({j )M,) /'f/7yi"J
rt,.. tJfav tzr,cu 5, l,-/h.{// :I ltfl.(/.{_ C/JO, l41t,)1} tf,~()v Cdr-u;- tll(.)(/r1AMJW1'fl ).{ ~ -If( /tAxr, ~/;y,
t/

ft//'.«,

4 /~'

JI

vJt/~

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

<? (j lo

Our ?Jev;c>J)

befrfr

We;u/cJ b<2

/0 hour

I

~ c::' h.ecJv 1.p 5

{)01

f"Ov~c)f">c)

trc~!),JJ'3

"-JC) l-u:J, ~

+h.e t>e-YT

W-{'I{)

\)c,y ~·

on all

~

Dof.S.

Sq0ccl

2. What ideas do you have that would improve morale?

To

5-k-.///

(1C>~MaV\/
Qv?cJ

G? e--d'Yf?thl i-) ~

C, 1j

o.s

t>e-f 0vpf'/t

'2

Q,i

7 eJ ho ifi

CH/ ("'At:3J o,f{,a.

0'\f\(bS

{hraw, .IU~

i r u >t

k

~ fi I~ of-J!,'c~0/

(>C>MMqL.<o,I

57ZJ/j_

up -k;r --)-ht:> off, c~.!) be>~ de? 5
belo-1.e O'f\ ·,A vr"',i- \ ')~"i, oV\ '~ eve""' ~ f\

of/fr~

51-4w::)

c.,V\)@r ~1<. ~u')

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

Ch.ct~1-Z,AJ'?)
' ()

-;.-'ht;:

US

,--.,,

prRSS .

. ' 1o ((Ro/t;

1"v\f

'$~('1\,4C

a--

$~-T

1'"f u~ >---

,;Ug

LA.J o.r) S

ye+.

k).

f .{

raJ}, A)'>

( O"""" -fv(+

£:'. V-(v}

7"1A~

u~ o(i'o-,..t-,,

crct,ol'S
q

,-

0

°'f Pf.Pl;'-',-tQ

W<-

0a.J

5-1o r

f? res5 --

..yh..-,

~r,c

C-1-0 f :;
tc::i-('AV'-".f'""+

5?€"qµ.

t)

'J $<:i-'C~5""'-

1

Loud~,

O\)~'. '

e,~ou4'

+ht-t..,

 ~

Q.

~ 1,,1-fY

Do

pr~-eri-y

o.

f o~\:v

.s a 1f>_>

(

?c:? A

hove..

eo 3

C

-fr:>

f!~ol

·)C\.~

;x~
-+o

~

6 u-+

G C?+-

C~ \ \

U-el~~J<

h4 re .

l~ 'l 5
Q vf

09 r P .P.µ

-:k>r )..,k

~<z:i

1v

~

b~} )o+-.,

' .l,ve

of+~ fr>

\.<._;~ f-v\

J!>tJ

Ct,7,DOCl
1°""4 t'f),

feoflf>,

1-h·;~

5> -t,rl-\P;

1_s

--the

c"oMM~~fcV\
Q tJ~<:i<

a.f.f-,i-t/<, ~
Co

1l

iv1~

hclo.y

 About 1 in 3 employees participated in the FOP Morale Survey I'm here to explore the lhemes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can'

1. Work schedules seem to be an area with a significanl amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6? 1 Cur/raw #0 44+

Mr; Hm mar/hr fa] A, 9.3.41 1&amp;1 Arr Jamwi
"Ll aw; is A [-sz 
312".) 44.1 .m J3, Jinn Hm, A4, an Ad
fly)" burs. Fin-&lt;&lt;4 .J hw- [Rd 4? fawn-w. Aka "turner
with 44., ($40.an wort Ms, haw writ kn "91+ 647 :31
ft." is a 40 54-351 HM in: SAW 
is m'mm amt hu- an WW sh." Lat 9,4: smi-
b1 ebb 1'3 fwafim. w-1 090m&gt;&gt;. 6 hm SAWS Mm&gt;&gt; 
err a'w umbrw M: m" we"; 4., mull any N, 5M,
2. 011' 
"5 4' hos-n3 on&gt;&gt; .4 d-smr Lukr
ML ftp-5 ufind. an (4, ,w do 1% ree'H
4' WL an! ic Yo! Cour, um 41 #44}
own avatar)&gt;&gt; 1'504' 11", cm. my; Jvrah'u.
huh-J m1 14m SFyieJ UP 4r (oh i" In (AP) ow} Mai juLmh-'b,
hams indolud, {nqi'flu L. L4 mal/r

1 There is talk 0! asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot ipr public safety? What sort of ballot would you
be supporfive of? (property tax? sales tax? 20 officers? 50 officers? focused on 

community policing?etc)I MI [My CF04 Anal-l ,1 a 65 
[um 5905 on Alm'd or a fry/JV "Lo hula/Lad
so ath rub pap-0'6 6' "mm &lt;&gt; am Mm new&gt;&gt; Fm" 

[ch wh' 

About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

ctnd tJtJheuli~y- /)ut le, / 1u;re4'~d /"/"l"'~'uYJ
cuid cuJ/ ye, )u Mc If seel"15 4 /.2 J,.. sh,'/./- -furlfS l/J lo /.J .k; !fl),-f.
Wt. nee.cl ,,,._,/t of#.tc-er-s, If:- j,\Je were k $ hxj Pn /2 )r s Jii!'}s
fhtn {, frJ b wP"'1J )x ,be)kr.
.v.
,
,
k. 1. 11
JJ )o J.y s)dlh wvv)tl /-t#AJ
ye
r .J be.},'~v~ JOJl"J
,-0 r/Je
tJ
,
d /J ;11:l# h 'v /../.v l"'tt1re.
,
,.
J
}At.. c)e f"" r"'l~,i 75 ,nt>t'a aJ"l .r
/
/). hr

sh¥+s are ht;~o),)~

J)Ut

2. What ideas do you have that would improve morale?

bae,l. fO

C-oiA

/y1Z,..,.-ied
J,vPrk.

11~

{le.. c)J jtJ hY sc.l,a/«/e. C•>'1~4nd sh{/.
we cJ,d,, ') kt11~ e/Jo~), ~ftJ'~eri h p-,a,le_ /./

are

W-e

Pl'I

/~

&

lb J,ovl' s.hJ f-'Js
f clw.PJ-h,,>'Jj·

/Is

A..-- sA,,ffs qnd
/JI)).. t,.,111vkh.J, u:JJ,.er.
oU~'cr¥$ Ji.4-J /Je.J..J..er- M~fli) and AJJe-Y

J"(j

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

;?CJ d'tfrc.e .,.s
a.·

jt4r

o C-

f he

~

h

5

ktd-,

j.,;J
c)f-j.

6

l)}e a ,-e

Je.Jh',..J II ery

!{,'t.ef"~ · f.AN /s

'1'1f

fiw

;flf'i1!

dfe dl1njls

/Vlf/.f.t..Al-::, fhe.. Jnw~

 About 1 in 3 employees participated in me FOP Morale Survey. I'm here to explore the themes
they lound and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.

1. Work schedules seem to be an area with a significant amounl of unhappiness. Whal do
you think of the 12 hour Shift? Would it be better if it were 6 to 6?

funk Mus m, Mal/t "ml kg) "ml/mg
has {5 m7 film, A &lt;&gt;, ,4 Saki/a fly 50m&gt;&gt;. 17"41/54 "47 

2, What ideas do you have that would improve morale?
51""7' A la Iv L. furl 

(onwamI/Ms 514% WJI- "puwofl
51" H- hod-- MJ LIL nan/"L 4, 7"
.mpk (PM utfishN'e/P 4/7
alriku/Hn. 
(AMA LL in: My


3. There is talk a! asking voters to increase their financial support 0! public satety via a
ballot. Do you support the idea of a ballot for public safety? What sort 0' ballot would you



be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on pg

community policing? etc) i
a" [1As' pf'fim} 6d 7 uh+fi 
AW Wt" a" wiry W. 7 Wu MA 1: 
"5:About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.

//J
h,

1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 t9 6?

/I/.1:e"\,
.J.-~-t

C}
O

i;y

5

.[21!, c..erl.4

'j-<. )/ Jt. (
a ,,. c

°D /.t /J J'
or,.., o -f , /YI o~ /i:; .f d?'/e
t i..Q 4 +Ii',; £}1,~rl- ~
v

l,._j

\.hci 0..9.Q~ u\:'r\. 0 re
+k€\'f' t,Je,1J!~ ~'J,1 J

{/_ !

.I

01.)yt_

11-

~

0

(,Jtl:,-r~~

= ~"' . , ., .!I i .f,. '"-'~ ff,)
·-r.\,h,: S? ..fo j ska.
..f?

-Po~

}Jo

/,'-w~-

t:.,.

~!'~"

2. What ideas do you have that would improve morale?

;1,tov't.- {-i)
~NA

G..'+~z

&AJ<b 13.fQ.

1JJ 71)<.-0

R

j}, ).f+ ._/,

/0

Jr-"f{ "ob
Tu-r

{JV)

tf

~19,..

S~,

J~-f

f!>././J1i1YJ o»
a

t,

~i_) f;<>~

cri,,)~N)
k~)eh 61,J-

f

/hr=),,. /f0

1 >tL

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

')t:~r

 About 1 in 3 employees participated In the FOP Morale Survey, i'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as sale
and rewarding as i can.

1. Work schedules seem to be an area with a significant amount of unhappiness. What do

you of the 12 hour shifl? Would it be better if it were 6 to 6?

A: rim: 3mm me Sew. an&gt;&gt; new of any: or win: sue." mus: was&gt;&gt;
or. m5 &lt;&gt;: mrmy that 04;

or metres": is true 5411 or a any WW9 a. swat/Inna Sm&gt;&gt;

2. What ideasdo you have thatwould improve morale? B14 Wu; we: no. scrum&gt;&gt;:
My In&gt;&gt; it 105', t- mares nu" Douro/luau; M04 5973'

mum: at anus pour maul swu-- cums:
mu Mu. Emmy-a WI. mu. nun-(Atom, puns, (or .1 um") .
"we: 1--44 1144 bur-um NIMYWI or. Wok/3.514 1m: my

a: mu: 5mm: Fan; in: manor Lam are" arr/tens. W175
1 mm arr/ms mu: Mr "Ham: Danny mm mm . ram. way must
Manna. Mm A mm: any. cavem- Pane" sum-W

PEP-IL, flea-law, am}

3. There is talk of asking voters to increase their financial support of public safety via a
ballot, Do you support the idea of a ballot for public satety? What sort of ballol would you
be supportive of? (property tax? sales tax? 20 otficers? 50 otficers? focused on
community policing? etc)

I mu .5 nuance/rum m: "vi-won cm

Dru"

About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

C:P o J'.\ Sp-eo.x. s -fey
~ c;p OJ'\- f> ~a

r~~ tj otA- i-o
Cu,. d O tu'" r ~ UY\,+- s (,(_yVl<j

VVU-1

I

2. What ideas do you have that would improve morale?

[.PoA Sf-ttlk~ fvv m.e../J:= r ~

~

~Olf..-1n

C:Poi+ ~a.,rd-

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What $Ort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

F11<-~1~GI A /--JIY\E TµE"l\/\ ( 2.., (,.J/lS

1 o ti£

fJT Ncr/2{<

6 To 6
~1

to ~ (r
1

,

s

~fl ti' U/ ,vo Lvr,Jr;--

nJ -, S" CJot

\r) ouW ~ T Wt /:JK£ (VI VG/-.J ct1

ff?G ~cC rfs ~,, L.<.,

A

t2- H~(.

2. What ideas do you have that would improve morale?

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What $Ort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

 1.

Work schedules seem to be an area with a significant amount of unhappiness. What do you
think of the 12 hour shift? Would it be better if it were 6 to 6?

Patrol is the only Division within the police department that functions like police
work is a 24 hour a day business. So patrol officers and those that manage it should
be the only ones discussing what the shift should be. There are many opinions and
factors that would affect what schedule an officer would pick. A few examples
would be officers that work off-duty assignments. Because the City has not kept up
with regular raises (merit or otherwise) officers often find themselves in a position
where they seek off duty to supplement their income. In turn, you have officers
who are working multiple income producing jobs to make their personnel budgets
work. Off duty opportunities are necessary and become a factor when officers are
deciding on schedules.

Another example would be what kind of days off will the officer get as a result of a
certain schedule picked. As I stated before Patrol Division is the only division that is
manned 24 hours a day 365 days a year. All other elements within the police
department are considered FLEXIBLE. So what does a flexible schedule
accomplish? ... the officer does not count for staffing so (so they are never told no
they can't take off). You can have an alternate schedule like 4 ten-hour days or 5
eight-hour days and still have every weekend off and every holiday off. But, if you
are in patrol days are blocked off on the schedule, if a certain number of officers are
off on the schedule then your request will be denied, you are subject to working all
holidays, on your days off, it is likey you will spend part of your day in court and
finally the 12 hour schedule is only popular because officers receive a three day
weekend every other weekend. (Not to take anything away from the firefighters
however, when they work a 24 hour shift they are permitted to sleep 6-8 hours of
that shift and can engage in physical fitness programs ..... just food for thought!)
Police officers are working 12 and sometimes 15 hours depending on the type of
ca!I.
The funny part about this whole situation is that Command Staff already knows the
answers. Two sticking points today, according to the Chief and City Manager are
service to citizens/efficiency rating and officer safety. As it stands right now service
to the citizens are as good as it's going to get without changes to the organizational
chart or a significant boost to patrol officer numbers. Officers only have time to run
calls for service with small pockets of down time to do other activities. The outside
consulting firm is a joke! A consultant rode with me and I was not impressed. The
consultants took a snap shot of patrol and came up with completely horrible
options. If the efficiency rating is already low and officer safety/satisfaction is low

 also ... why can't command staff make the 10 hour schedule work? Besides they
don't have to work it anyway. At this point efficiency is already out the window, but
this would be a positive step towards officer morale and physical wellbeing of
officers.

2.

What ideas do you have that would improve morale?
Morale is sometimes an individual decision, but other times it is greatly undermined by
the actions of city and department administrations. Morale problems have many
factors but, to address officers and tell them it's a national problem is not the answer.
What are we going to do to address the problems we are experiencing? Not what
Austin, TX is doing, what are we doing? I don't believe that it is always intentional, but
City and Department administrators need to know that just because it makes fiscal and
planning sense on paper, doesn't mean it won't have real world impact on those
affected by their decisions. A few ideas that could improve morale are as follows:

Remain neutral. Don't stand in front of the police department locked in solidarity
with those that hate the police department. The city manager and chief really did
themselves a dis-service by doing this. Despite what is said after the fact, the old
saying remains true ........ "a picture is worth a thousand words".
Reinstate old overtime rules. The police department is unique beast. As
acknowledged by the city manager he believes we deal with the worst the city has
to offer. We deal with the most dangerous situations. What is that worth? Some
employees get true overtime despite taking a day off during the 14 day cycle. If
officer works overtime in the cycle then has to take a day off the over-time he
would have gotten has now either been turned into straight-time or simply takes
the place for time he took off.
Bring back merit raises. I knew big changes were coming when the City Manager
said "we are going to make our employees feel like they are well paid" in a
managers meeting and proceeded to outline the compensation study and changes
to the pay structures. As a part of this we had the implementation of the new
evaluations. These are simply substandard and mean nothing. They will never be
used to back pay people for excellent work should the City ever decide there is
money to do so. No employee believes this will ever happen.
Stop increasing base pay for officers without increasing all officers pay by the
increased amount. This has occurred and it's the reason compression pay is still an
issue. We have long time officers barely making more than officers that have been
here for 1-3 years. As a sergeant for nearly 8 years and several other more senior

 sergeants feel the same way, are upset and feel shorted for what the City did during
the reclassification the correction and move to the new pay schedule. They took the
reclassification and brought brand new sergeants up to a new starting pay grade
which is basically the same as a sergeant with seven or eight years on.

If you want to talk about frustrating this was exactly that. Essentially you took a
whole group of senior supervisors and erased any experience and hard earned merit
and time in service /rank raises and gave it no consideration. These are the types of
situations that are very common, but always overlooked based on availability of
funding. Laughable!!!! Which brings me to my next point on morale.
This year the city manager received a merit raise of 10 %. In case there is any
confusion that was a 15,000 dollar a year raise. He also gets all the across the board
raises and has the opportunity to get more. He also receives deferred comp to the
tune of about 8250.00, car allowance 285.00, across the board raises (one 2% raise
is 3300.00 a year) and 50.00 dollars towards a cell phone. So that 15,000.00 does
not go away next year where does this money come from? It has to come from
somewhere. The sales tax excuse is getting real old. City employees (not just police
department) are tired of these excuses. I would love to have a 10% (6300.00 for
me) raise especially since health insurance went up 12% this year which completely
soaked up that huge (described as modest) .25 raise. The city manager is beyond his
midpoint of 161,000 and the rest of the city employees will never reach their
midpoints especially since it's a fraction each year, if there is even money to do it.
Address the Shift Differential pay. The rest of the modern world outside of
Columbia has improved shift differential pay for their employees. Some research I
did shows that police departments around the country pay anywhere from .85-1.00
for their shift differentials and some other professions pay up to 2.00 dollars an
hour more.
Bring back the 457 match program. This is a good program and another way for
officers to invest in their future. I still have mine and continue to contribute I wish
the city felt the same way.
Get rid of the gift card incentive program and bring back the common sense
approach to allowing a few city dollars to be spent on a particular department for
small things like a Christmas party and things similar. When the city manager came
to the city he just started hacking away at department budgets. The Christmas
party for instance was one time a year where police department employees could
host a party to thank its employees and remember the year of events and honor
those who were lucky enough to retire. That's all been replaced with a city wide
employee picnic. It doesn't mean the same!!

 Stop the childish bantering back and forth in the media.
Stop treating the police department like we are just another city employee. I am
unaware of any other city employee that wears a vest aimed to stop bullets. I am
unaware of any other city employee that has been (as a profession) targeted
specifically for being a police officer and in some instances killed. I am unaware of
any other employees that can if necessary kill someone if the situation arises. I
don't recall calling city hall for someone yelling and making threats in the lobby.
Nope, that's right the men and women of the police department were the ones
called. And every time they were called we came despite support of the citizen or
even the people that called.

3.

There is talk of asking voters to increase their financial support of publtc safety via a ballot. Do
you support the idea of a ballot for public safety? What if any sort of ballot would you be
supportive of? (property tax? Sales tax? 20 officers? SOofficers? Focused on community? Etc)
Once again this shows the disconnection of what is really happening. Community
Policing is a knee jerk reaction to old problems. Community policing what is that?
It's not hotdogs and picnics in the park. It's not attending meetings where the
police are hated thinking you are going to make in-roads to these groups. Individual
officers make these connections to the community by being in the community. I
could hand pick ten officers today that would be far better at Community Policing
than what we have today as the Community Outreach Unit. (This is not a dig on the
officers they are just inexperienced) I guess the intention was good, but the
outcome is a waste of time and resources and everyone knows it. It's like putting a
band aide on bullet holes. The one thing that is missing from our Community
Policing Unit is the actual policing part. They are essentially social workers with
guns that make no arrest. It's more of a feel good unit at the direction of the city
manager. So no I am not in favor of community policing nor am I in favor of a
downtown unit with the current number of officers that we have.
With respect to support of ballot initiatives ... sure I'll support one. However, at my
level my role will be limited. As with many other city and department employees, I
do not live in Columbia City limits nor will 1. You will not get complete employee
cohesion from the police department. Despite what is believed there isn't even
cohesion in command staff. Lieutenants don't even attend command level meeting
and are often as uniformed about department issues as I am as a sergeant.

Conclusion:

 .......

Mike Matthes hit the nail on the head in the shift meeting. He said "I don't know most of you
and don't expect you to trust me". Well I do not trust him, so he is right. Many factors contribute to
this feeling and it started with the first so called consultant taking confidential statements. At the end of
the day my financial future is what I care about the most. I am well beyond the emotional feelings of
being the do-gooder and doing this job because people need help. Many officers with 12 or more years
on feel the same way and frankly many with less time than that. Senior officers are invested and have
much to lose. Many years of stressful situations, administrative hassle, policy blunders, witnessing
substandard officers and sergeants get promoted and lack of true leadership has frankly taken its toll.
The department consistently fails to be original. For example, I read in the newspaper the city was in
talks with CPOA about beards and tattoos. In the mean while the Deputy Chief put out a memo where
she contacted numerous departments around the country to see what they do .... who cares??? Make a
decision for Christ sake for what is best for us and our officers. Be a leader and make a decision!!!! It's
frustrating to watch people that make so much more money than average officers to sit idle and do
nothing. I am not the only person who takes notice of empty offices within the police department and
short days on Mondays and Fridays. Additionally, isn't too hard to figure out why the City Manager's
Office has the highest employee satisfaction rating. If I received every weekend off, every holiday off
and only worked 8-5 I too would be skipping around the office.
However, the reality is that I CHOSE this job and in the early days would have considered doing it for
free. Not anymore! To be completely honest, I cannot wait until I hit my 20 years so I have the option
of leaving with the retirement I have worked extremely hard for. The really frustrating part is that I
believe the Mike Matthes has changed the original deal from when they hired me. I believe the only
reason City administration, to include the Chief has taken any interest is because there is traction in the
community to have them removed. The politics of the whole situation are disgusting and it's just funny
that they are all buzzing like bees now and are saying we are loved despite what we have heard. It's just
a little too late for their efforts in my opinion.

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

2. What ideas do you have that would improve morale?

~% ~
~~~-

\ro

~

t-'<-~ C~C>f\ SVJt'V~

~\Ad ~

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

 Reasons for low morale:

Issue causing low morale: Public information officer, Bryanna Maupin putting out videos of cops dancing
etc. ridiculing our profession and undermining us. "We are cops not entertainers"
Solution: Stop doing it.

Issue causing low morale:
Chief of police and city manager protesting in front of our own department.

Solution: give a long overdue apology and explanation as to why they did it and don't do it again.

Issue causing low morale: City manager bad mouthing officers in the media. "In transition from a warrior
department to a guardian department"
Solution: take pride in the best department in Missouri and stop criticizing us without fact or reason.

Issue causing low morale: Police Chief bad mouthing officers in the media. "Thick heads".
Solution: take pride in the best department in Missouri and stop criticizing us without fact or reason.

Issue causing low morale: Lazy officers being promoted and becoming lazy supervisors.
Solution: Hold supervisors accountable even if they have a year left or are on the drop program.

Issue causing low morale: K-9 officers sitting in their cars all night when patrol is getting slammed then
complaining about being dispatched to calls.
Solution: Hold K-9 officer to the same standard as Police officers.

Issue causing low morale: Pro active officers being targeted, written up and chased out of the
department by poor supervisors: E.g; Mathew Hibler, Chris Hessenflow, Calleb Bowen. Brandon Crites.
Solution: Value pro activity despite the paperwork and issues it creates for the department.

 Issue causing low morale: SWAT - we should get rid of swat if we arn't going to use it and/or command
staff don't know how to use it. Solution: Follow best practice and national standards rather than trying
to be the next great thing or reinvent the wheel resulting in crazy command decisions.

Issue causing low morale: Rob Sanders firing. The division in the department and intimidation of the
chain of command when they agreed with IA was highly unprofessional and caused divisions in the
department administration that are still there.

Issue causing low morale: Known drug (meth, crack, heroin) houses not being raided by police. Search
warrants denied by chain of command, while we are regularly working deaths from heroin overdoses.
Solution: Work drug cases, write search warrants, have SWAT serve them. It's police work.

Issue causing low morale:
Community Outreach Unit within the police department taking credit for other officers work. During
interviews with the media on TV regarding recent homicide they claimed people were coming forward
with information because of relationships they had built with the community In fact NONE of the
information came through COU. The driver confessed to detectives.
Solution: Hold COU accountable for being untruthful.

Issue causing low morale:
Lack of knowledge and personal interpretation of vehicle pursuit policy by Sergeant Chad Craig Sergeant
Michael Hestir and Sergeant Chris Boyle. "We don't chase stolen cars". "I won't allow ANY pursuits". Etc.
Officers literally have to think which sergeant is working before deciding whether to chase someone or
not. Ridiculous and unworkable situation.

Issue causing low morale: No defensive tactics training. Judo was a step forward now we have nothing.
Liability for the department. Failure to train. But we train on storm water.
Solution: Train.

 Issue causing low morale: Lack of firearms training. Patrol will shoot twice this year. Liability for the
department. Failure to train. But we train on storm water which is a city requirement but takes up
precious training time that could of been used for training to improve our own safety. Gives the
impression the city has no understanding or interest of officers needs and safety.
Solution: Train.

Issue causing low morale: Civilian staff and detectives talking to officers like they are bad children.
Evidence unit emails, DOVE emails, Lieutenant emails. Finance manager emails telling us to "we should
NOT" when we have never been told what to do is a classic example.
Solution: True mutual respect.

Issue causing low morale:
Lieutenants - get rid of the rank. It delays communication and serves no perceivable benefit.
If you really want input from your command staff and constructive feedback why would you make
Lieutenants "at will" employees? They will have to agree with every decision and every comment. Which
makes them pointless.

Issue causing low morale: Lack of physical fitness standard: "It's hard to be proud of your department
when some of our male officers look pregnant."
Cooper standards have been introduced by other departments including Colorado Springs. It is a
research based, court tested standard, that is applicable to police. Using it for applicants and annual
testing of officers, and application for the swat team would be a step towards a more professional
department that officers can take pride in. Increasing morale. Reduce injuries. Less sick time.
https://www .cooperi nstitute .org/law-fi re-m iii ta ry/

Issue causing low morale:
No officer pay raise for over seven years while the city manager receives a 10 percent raise.

Issue causing low morale:

 Career development - why aren't officer recognized or rewarded in any way for extra responsibilities?
Solution: reward them.

Issue causing low morale:
Trail time: this could be returned tomorrow. Even better give three hours a pay period for trail time
gym time or range time. HUGE morale booster and address several of the other issues.
Solution: reintroduce it.

Issue causing low morale:
Cutting the 20 year Pension despite it making money for the city every year. Sends a message of what's
a priority.

Issue causing low morale:
Promotion process generally. Promotion without merit. No experience on patrol, lazy.
Solution: fix it.

Issue causing low morale:
Favoritism. Specialty assignment K-9 position given to Jamie Dowler without an open selection process.
The "list" was over two years old at the time he was given the position having never worked patrol.
Other officers weren't even given the chance to apply.

Issue causing low morale:
Break down of working relationship between the Chief and the Sheriff. Officers have lost their county
commissions due to petty ego clashes between the two administrations causing reduced efficiency of
officers. This should be rebuilt ASAP.

All of these issues are systemic of a lack of TRUST in the department between Officers, sergeants and
the administration. And between the department and the city management and council.

 In the current national climate towards law enforcement it is more important than ever that Officers
have the backing of their department administration and the city. The message has been received
repeatedly from the department and the city's actions that they do not, and will not support officers
involved in a high profile incident. This was never demonstrated more clearly than when the Chief and
City manager protested in front of the police department.

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes they
found and to look for ways to make being an employee in the Police Department as safe and rewarding
as I can.
1.

Work Schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

Answer: My opinion is that 12 hours is much too long to ask an officer to be on the street
answering calls. I would think the fatigue factor would be hard on you and also the
adrenaline rush, up and down and up and down. I think a 10 hour day would be good;
or go back to the regular 8 hour day, which no one likes because they don't get
weekends off. Definitely go back to the 6 to 6 shift, or try the 7 to 7 shift. One hour
should not make that much difference in staffing schedule anyway.
As for hours worked, there are civilians that have to work weekends. There should be
an incentive for civilians that work those days to have shift differential on the weekends,
step up pay, or time and a half.
On holidays, civilians who have to work should be given, regular pay+ time and a half
for the day being a holiday+ shift differential. Then you would have no problem with
people wanting to work holidays.
I don't believe any other city departments have their civilians working on weekends or
holidays without some sort of extra compensation.

2.

What ideas do you have that would improve morale?

Answer: For some of us, having a supervisor that would do more than say hi to you would help.
Even with evaluations, it's "here sign this". Some of us do not have the privilege of
attending shift meetings, and the supervisors DO NOT PASS any information along, so
we are constantly in the dark about things or hear it from the rumor mill.
Some co-workers (who are not very busy and can go around and gossip) know or hear of
the inner workings and feel they know what is going on and then bully the other coworkers with their knowledge, or lack thereof. Believe it or not, there is a lot of bullying
that goes on, even from superiors.
In all areas of the department (civilian included) the work load should be equaled out
somewhat. You see tons of people sitting around, eating, chatting, etc., while others
can't catch a break.
There are civilians that anytime a new procedure or a new task is assigned (mostly due
to eliminating positions) the same civilians are tasked with more and more work to do.
Some are doing the work of two to three people, while others are doing the work of one
half a person.

 3.

There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would
you be supportive of? (property tax? sales tax? 20 officers? SO officers? focused on
community policing? etc.)

Answer: You could have SO officers, and still people would be stressed out because of the work
load. The work load needs to be evenly distributed. Don't make specialty groups,
unless you have the patrol unit fully staffed. If you do make specialty groups, let's see
some STATS as to what they are doing. How are they helping patrol? Plan for the
future, mostly with "boots on the ground"; but also civilian staff and then specialty
groups.
One more thing --- when you are going to change procedures, work places, assignments
etc., ask the people who it is going to affect. You may be surprised; they may have
some good ideas. Also, the civilian staff - they work with policies, procedures, etc.
every day. Their answers may be helpful and a lot of times, they actually know the
procedures of how things work better than the supervisors!

 WV. CAM 
(Rim/m Wm fur 'Hm
. k: speak ms. 7: CAN Red/um
WNW Wax/w (MM 
Hm. [\Pmmyie" EV 
bud" I qu/d-Gri h) 
@kumech 0% HQ omeflumhj. TH
1'0 (mswu/ WW 

veiswu/Ms 1w w?w5?
mum. wim/ (UN/fl MM
.

mi i1} 9M1

\, \f\) ti v \l. Sc,\,.('-c.\l-"

u S ',

(Y\ ~h ti ~\,3 h "]: c'A.~f\f\ V'\ o+ Q.,LI\Vve~~+L1 c~ ss , 5v, eJ.
,. c~ rb,S \11 v v') \J\} d-t1 C\, \'L h O L~ v Sc,l-u d;.,i le, ( t Wov k_
'S\f'\1t\-s) T .fou.Vlc\ +l'\.Q. \'}_ l1,ot,1,v -Sc,l1edLl-l-e
.. -e. n ·J b"-1 ct\.J le~ J-} pvv vi ·ol-e 5 Ct d f c0 u_c,J-e. h VVl -e fzv
.. \C) h,DL-\v'

1

. rvv (,,1,e,,nvz
.. T

\J\J

i

\l

,. \N\"-X.i,./\

I

c::tc,l VV11 V1 I :yfvcth\r{ olt.1l,+1 f S,

Cu:,\vr1·,+ 1 \ 'L \;\,t,L.'\V

w-,-\-~
) ~ tC. ), _·-

\T'\(€(;\

.. ~r{}J\v\ IV\~

.. VtV'--\

vilt.Vh~ I 0..1Ad

~It~

ct-

OtiAQV
C\b

{Y\J\.-\

,Sl"\.l·t-t-s

c.t, ffi CGl 'l t

LA>( v€

V\J\QJvv'\,(ic~~

~~ l¥Vv'~

l\,

+ctMI

CMSc.Y~nOV\G\,1/J

h:d;~s (couv~/
LL,,

n.~/\/\{

C\Vlct

1\ f\Ov1\'. e .e \ +k-t

~ fo vc..e vv,e. vn- vR. ~c"'~d ~ o t elc A.{
_. \4'vv,;t \ 1c"-i\ u\/\ ::>f"Vt,\.A l\~ {\'\Q,\, v\.\:'i e·~/~~---s feeA, X
c\ \(\
;? -lf ,, +,'IAQ
lo ~ ,'V\ - \.e C... W1 __,--SC kc_ J,,u,,\.Q_ C! V ( v

\c\w

r{

..

-\---\,"l..

>5 f rlyl\ - f CA V'v"' ~~ J0- le . ~ .-~-e -(, \ w r}-l1

rpv't f)~fl{/\i~ . v't5ouv(Q_ 0v \ lDUJt°)(N') i fldrti lL.t. lav ~
£i V~ DV\ ~\ l ti"\z ~ v\ v-G\.Q \/\ s D .\- +- ~ C),,\, V Vt, vt+

.. Ct

1

.. 5 V'\ \ -\-t..

..
..

~\,,\,\ c)_

\-t, ~ 'y{, V\ f J, (J~.C\ Y e,v'"
Ci)\/\/\ VV\ L,\, V\ I c CAD Uv1 5 C\ v\ u\ eX r t C ~h Uvl.S Ot
f t'\\-vo \ b~h lA,10 V\V\ c\ S,/:,1,- .\iVex 'S·{/1,tp(VVl iov-S
VJt v~ ~ c\ \f')-t \p w \~ 't-V\1. S \ ~ Su-f.
V)-R.__ .

 .. 2. IV\ C• r Cd e ::J:i'V\ pvDve

~~

.. , . I\~ tw\~ ot

tl')l.e ti If.- wt

~

.. (01/\ .\ye\,,\ vi b,
. . j \ c\,e_

C\i-o

.

VY)

f n +-

u.wvevrl-

~
kc"&
~ -tv' ~ w

Vv\'vt0
0h H

'l f'.:JJq

f'.

T 411 V) lL H~. \'{

• UJV\S I ';:i.\e11

·

ltv 12_

c,1 : t,V\Cc,1.-·1..c-0.y

es''. cn1'.' lo<-

w1ft.i f-1w,ivic/e,J
VV\,o :> l--L.I fvv.

orhcv1 s ti

\bt;.\(_

(o, ck IMQ,,,,'£1 J

,

ot- {) 0 \ I L"i j pvr, U &,twe
-J-,'v,Vbw.~i-v,'v\+
CJ~n.s o+ ~Vvw1,\cw1J,
\,\) \'\lV\ ct1.s U,\S J JV) j ct h, p iL tu I i--11 C..
(e,1,\"', I ';:, 4-.v\-\- (t pp [ I (

~

Lt.\. ll.1

L-1-t,u l-ew"v1t- 1 Vv hi() co "'-~V-(,cc,\,1 ci-eJ
LI () h \/)'1114 hi\/\ f'Yt'vv\ +-4 C)'\4 ,{' f- I H'-Z
I -- v,c:i. vi ~
l
·
'I t l\ l!-t,
veSp
L'.1/1){ l-l.'!Ct s 't

-/-I ~ _ C~ · erf
,

v '\'..

d1:esV\ i- wov¥-- 'Ml\ 1s 'SV\, f+ c\.oe.-s h-r 11

• 01..'Lir-\.~ (:Tk t':iv,A+')'

C~w~

(k h~

p(\,vz.t IN\ ~ hY- c,\, VC;_ +h,\ \i Lt q £;\;1', (/\k ·
/:\-\so Ir hvvv~ Sl-lljC;,f SG:.it ( 1-t, C~o'A- J ~ t
(j th l.VVS (\y:- DA~ \_,\y-c,,+te_ cl It h, Wavk_
I/

t-1 v\1\-C S

~ ~\ \

WI \.ti I V1 {, h,e/\ v
Ii HJ v~ lcw w 1::v V\
\'\Ou 1r :i , Oc~J 'S l11
e> ~f-, L {:v:> ':':,\,'\,OL-1- \_cl \I\L">I-- \9-e {tVi;,, f-f-e d Tb.,
Dw \ ~A"..eckVJ01 V\\3 L-tnh \ Oc-1.IIV\ e.tvt cl
V\ ICf'\\- 5 ~ I +.f O { f; LQ VS ~V\OL\ \ J Vi,v\-

WV\ IG

ctvctt:-k

1'.:J,e_
cJ
C1 'f\'.-VV),00v1

~

~ 5

-hy \ c-~1-e 11\tovn IVl ~
\'.Ne VI\~

0v

H-

 ~-~

,;\l ·~V\ -°"n 10
.

~,

~t4

°l

;}v)Q

\1

~'\MO''v1

a~ -~v1~~w.1 i

ov'yf - ,tO

tv;1 ~VV11,)Qd

J\~1"\?o-\

a'V,

1v~O - v{f\J(J

J1Q

h'?-\~

))V\13\\A~\~

n,\\J~
y-\~

'--\\;\;~'YrjiCJ\
A'\?O'\<)

0~

-~ ( L'V7 ~ c; 1S v{Y) )1~ ).1 - vyJYYV'v1 J V(Y\_.,.~J "'(Jv~'Y)
\ )-1~1 j- 0\, ~ J -\'v1rJ-t ~ \<; ~ 1"'\t -t'\9 e1'\A uy1

~ ~vo-0\ <; I --{YJ\,"fY\ (\'I.I \117\ ~ .:\ \J\
h"'Jvv1 -j<HV\') ~ ,<;, s 1lY\ Q, -r ':I J. o i C.,Vv\ n S
--ti 'GV\1nv'locY\ ·)'{/\ U--\ w DY:, :\:-'1saa\? -\ \
1
~1~J ~ ,) (Y~1YJ a\~ \/\~Yo'()"'JO\\ ~v10f'.\)\1)\'o\(J
.l'oJ ):7YYJ S

-f)\'v~J

~,./\-V)<cl

v~_ l\'\1 \) ¢-\·1to

\
( 1-o

:::I

{)V'Y~~/V~''(\

~v,c;~r\'
"'f+'a-vVIO S

1

,,~Yl'--:j. C) h. I \

J\(J

6114 (01v1lJj

rvQ0Aif:)

I "{)

0

VJ

J

~\"1\(\i\

fvl\'YNJ.'A" o1

/\YJ\~ w~~

s ,_

A)-\\ "r7\{\f!

J

1

~

_.-\G V\jVL\"TM'l ~

00\ 1~ S ~"1 v1'\Y) 8, \\JI qJS S \ 7rvV\ yO ~~
~ l ~ : '! t,j V~] _.\ QPJ\ '\')') ~ i V\C;\ l --\C./)°'
~ cvr 0-t ~'\ \--4<:; \1~ s -:i ~ ./v~-tr?D\ \? v YJ
~1~ 7\/\.Q..~ CL\ ?rNI "r aiJ"''\'CJ\\ '\0\J\0 t)\;1 yJ
<;" yrJof]
o, °1 YJ /\ ~ ~ _o \? v1 YJ I tI') '1 tv\ \t, srJ Q'v\[I
t

f.)ov: ~ o"f

~"'O V -t J__ Od J -\-'\J 7\ J\Jtv\
CJ....l \/D1~_VJ6); ~ \A_I xy-7"2j- \~>
YJ

1

~'U

('1)01

--+:i

°"'
1
~ ~~

./\ ~ /1 '\J J

(>~VI ~acid 17<; vyJ

'vt/l1Jv\

GOAd

4\.AoV\A

J ay1 I'{o\?
OV\-t -fYJ

--y O S ~ 0 \
Sl'Jc-A ~ I ~ I V\11 y7v)

·, \.A\.t\;Yo)'\;~

-+'Jl'()\A,A

\ i ,J_.

ht,l d'v\;~3 _

~

·-

 . ~ ~ n /\

.. r

C{v\l~

\,vb\..,\,

\V\CV-(f,l,~

JL,tffOY t-

0,\

lJ.

i

L,\,

r pwt

b-'v~Vev\ \

Ci

h><i

fu1-'1-Cl\~

\-v

I V\, (..,~'tee~

h\r +~

Po\ 1i-e

Pt p~V1Y\J\Q./\/ll ~ ~D ~~ o+~·U?_,(r.5 Cucx--cld
t~
\ f\

~J veeJt I

L<1uJ-

\YhSh/\A Lmvc

L

tD

~'Y\{

~Q

~

')u{)rDV'\- +4VVl,

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

2. What ideas do you have that would improve morale?

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?
Quite simply 12 hour shifts are over taxing on street cops. Many city employees may have to work one or two 12 hour shifts
every so often but the continual working of 12 hour shifts is not beneficial. This is backed up by research (attached)
conducted by the Department of Justice. Police work can be seen as unique as there is little down time, especially in
Columbia as CPD is under staffed. US Department of Justice figures show the average number of cops per 1000 residents
is 2.5, or 1.9 for a city with a population of 100,000 - 249,000. Presently CPD has a ratio of approximately 1.45. If we strive
to be the best surely adding personnel and funding is a large piece of the picture. The addition of personnel is not a simple
equation as more patrol officers need to be supported by more detectives and admin staff. A well-staffed detective unit is
absolutely essential to ensure necessary follow-up thus taking the burned away from patrol cops. In turn this frees up patrol
cops to build relationships within the community instead of being tied to the waiting call list. A return to 10 hour shifts and
addition of sworn personnel throughout the department would be a positive move.

2. What ideas do you have that would improve morale?
The biggest drain on moral is exhausted cops. 12 hour shifts are not giving street cops enough time to recharge for the next
shift. This is multiplied for the overnight cops who spend their first "off day" sleeping, therefore in essence only have a one
day break. This is made worse by the fact there a large chance they can be drafted and forced to work overtime for events
throughout the city including football, Roots n Blues, parades etc. The draft causes undue stress, causes lack of sleep and
burn out. (Refer to DOJ Study). A return to 10 hours days could have a quick impact on moral and the long term addition of
more cops would limit if not eliminate the need for drafts.

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)
The biggest challenge is selling the need for more cops to the public. If the ballot initiative is seen as additionai ring
fenced money specifically for policing, not public safety, then this may increase the chance of a successful ballot
measure. It is important to communicate the monies raised will go directly to increasing the number cops, for example
to raise staffing levels above the national average of 2.5 per 1,000 residents.

 8/30/2016

10-Hour Shifts Offer Cost Savings and Other Benefits to Law Enforcement Agencies I National Institute of Justice

t:J.S. Department of Justice, Office of Justice Programs, National Institute of Justice - NIJ.gov

10-Hour Shifts Offer Cost Savings and Other Benefits to Law Enforcement Agencies
Police executives can improve morale and reduce overtime costs by offering officers the option of working 10hour shifts. Importantly, 10-hour shifts do not adversely affect performance, according to NU-funded research.w
On this page find:
• Background of the Issue
• Overview of the Findings
• How the Research Was Conducted
Most police departments have traditionally placed their patrol officers on a 40-hour workweek in which
personnel work five consecutive 8-hour shifts, followed by two days off. In recent years, however, an increasing
number of law enforcement agencies have moved to some variant of a compressed workweek. Some officers
work four 10-hour shifts weekly or three 12-hour shifts (plus a time adjustment to make up the remaining 4
hours of the standard 40-hour workweek). While this trend has been moving apace, few, if any, rigorous
scientific studies examining the advantages and disadvantages of these works schedules for officers and their
agencies have been completed until now.
The researchers used the most rigorous scientific techniques available: a randomized controlled experiment. The
NU-funded study was conducted by the Police Foundation.
Overview of the Findings: No Impact on Performance, but Important Impacts on Other Outcomes

The results revealed no significant differences between the three shift lengths on work performance, health or
work-family conflict. There were, however, important differences for other outcomes. The I0-hour shift offered
certain benefits not associated with 8-hour shifts, and 12-hour shifts had some disadvantages.
Sleep and Fatigue. Significant differences were found in the average amount of sleep officers got across the 810- and 12-hour shifts, but there were no differences in the quality of sleep. Officers working 10-hour shifts
averaged significantly more sleep than those working 8-hour shifts. Officers working 12-hour shifts reported
greater levels of sleepiness and lower levels of alertness at work than those assigned to 8-hour shifts. Officers on
8-hour shifts averaged significantly less sleep per 24-hour period and worked significantly more overtime hours
than those on 10- and 12-hour shifts.
A 10-hour shift may be a good alternative to the traditional 8-hour shift in larger agencies; however, caution is
advised when considering 12-hour shifts because of increased levels of sleepiness and lower levels of alertness.
Indeed, researchers have noted that people underestimate their levels of fatigue, so officers may be sleepier than
they reported while working 12-hour shifts.
In addition, past research has shown increased risks for accidents with increasing number of hours worked.
Consequently, caution should be exercised when agency executives consider adopting 12-hour shifts.
Quality of Life. Officers completed several self-report scales as measures of their perceived quality of personal
life and work life. The analysis of their responses showed no significant differences among the three shifts on the
quality of personal life, but in terms of the quality of work life, officers working 10-hour shifts reported
significantly higher quality of work life than those on 8-hour shifts. Officers working the 8-hour shifts in both
sites reported the lowest quality of work life. No quality of work life benefits came from the 12-hour shifts. This
is consistent with past research in other workplaces showing that those on compressed work schedules tend to
rate them favorably or have increased job involvement or satisfaction.
Job Performance. The study focused on factors that are important in police performance, including
interpersonal performance. driving safety, shooting performance and self-initiated activity. For all of these
http://www.ni j. gov/topics/I aw-enfor cement/officer-safety/stress-fati gue/pages/shift-wor k.aspx

1/3

 10-Hour Shifts Offer Cost Savings and Other Benefits to Law Enforcement Agencies I National Institute of Justice

8/30/2016

measures, there were no statistically significant differences across shift length groups.
The researchers collected departmental data and performance data from simulators to assess officer performance
on each of the three shifts.
With regard to self-initiated activities, such as traffic stops and reports completed, some past studies in nursing
showed a reduced work effort and a decrease in activities for people on 12-hours shifts. However, in this study,
shift length had no impact on the number or quality of police self-initiated activities.

Impact on overtime. The most surprising finding was the reduced overtime of those working I 0-hour shifts.
This suggests a potential cost saving for agencies that offer alternative work schedules, especially 10-hour shifts
in which officers worked an average of 4.78 hours less per two-week period than those on eight-hour shifts.
Officers on 8-hour shifts worked significantly more ove1iime (more than five times as much as those on 10-hour
shifts, and more than three times as much as those on 12-hour shifts). The reduced levels of overtime for those
working longer shifts suggest the possibility for cost savings for agencies that use compressed schedules. These
findings are consistent with many past studies, but no past study used the randomized controlled trial techniques
used in this study and thus seem to have had limited acceptance.

How the Research Was Conducted
To examine the extent to which shift schedules impact perfom1ance and safety,

Characteristics of

health, quality of life, fatigue and extra-duty employment, researchers selected two

Officers

departments from different regions of the country and with different demographic

Total Officers= 275

composition: Detroit (Michigan) Police Department and Arlington (Texas) Police

• 128 from Arlington

Department. Officers in both agencies were working traditional five 8-hour duty

(Texas) Police

tours and their leaders were interested in examining the pros and cons of other

Department

schedule options.

• 147 from Detroit

Officers volunteered to participate and agreed to work three types of shifts for 6

(Michigan) Police

months each: I) five consecutive 8-hour days, 2) four consecutive 10-hour days,

Department

and 3) three consecutive 12-hour days. The shifts were day, evening and midnight
shifts. The officers were randomly assigned to work the shifts between January

Race
• 59% white

2007 and June 2009.

• 32% black
At the beginning and end of each 6-month period, researchers collected a range of • 7 % Hispanic

data. Work performance and safety was measured using both laboratory

• 2% Asian

simulations (for shooting and driving) and departmental data on performance.
Health, quality of life, sleep, sleepiness, off-duty employment and overtime hours

Age

were measured by self-report measures, including surveys, sleep diaries and

• 48% 18-34

alertness logs. Fatigue was measured using objective, laboratory-based

• 38% 35-44

instruments.

• 12% 45-54
• 2% 55+
Marital Status
• 46% married
• 44% single

• l O % unknown
Gender
• 77% male
• 23 % female
http://www. ni j .gov/topics/I aw-enforcem enVoffi cer -safety/stress-fatigue/pages/shift-war k.aspx

2/3

 10-Hour Shifts Offer Cost Savings and Other Benefits to Law Enforcement Agencies I National Institute of Justice

8/30/2016

Years of Service
• 44% 2-5 years
• 36% 6-9 years
• 19% 10+ years
Note
[IJ

Amenodola, KL., D. Weisburd, E. Hamilton, G. Jones and M. Slipka, The Shift Length Experiment: What

We Know About 8-, 10-, and 12-Hour Shifts in Policing, Police Foundation, 2011.
Date Created: January 24, 2012

http://www.nij.gov/topics/law-enforcement'officer-safety/stress-fatigue/pages/shift-work.aspx

3/3

 The Shift Length Experiment I Police Foundation

8/30/2016

f

~

3+

Cl

D

l'?oJ

Se0rch Here ..

R:::':SOURCES

On Policing

ift Length Experiment
n ; Projects

I

The Shtft length Experiment

Public Safety Open Data Porta!

LEO Near Miss

Use-Of-Force lnfographic

Crime Mzipping & Analysis

Project Description/Goals

News

Critical Incident Review Librnry

The Impact of Shift Length in Policing on Performance, Health, Quality of Life, Sleep, F

yment
lcieas !n Amf:rican Poli-:;1n9

The "Shift Length" Experiment was designed to assess the advantages and/or disadvantages
not there were differences in efficacy across different shift lengths. We were interested in k

Library

General Resource::,

~xamine whether or

,dependent of time of

day of the shift, impacts performance. health, safety, quality of life, overtime usage, and av;;, ,e,y u, uu ,e, uu,cu,, ,e,.

Study Design & Methods
Using a block-randomized design, this study took the form of a multi-site clinical trial. In two cities, Arlington.Texas and Detroit. Michigan, officers were assigned to
either stay on their current shift (which was five 8-hour days) or be assigned to one of two treatment conditions: four consecutive 10-hour shifts or three consecutive 12hour shifts (followed by a fourth 8-hour shift every other week)[1]. This was a pre-post design, so officers were asked to complete self-report measures (paper and pencil
tests) of attitudes (quality of work and personal life), behaviors, and stress, as well as sleep diaries and alertness logs for a two-week period during both the pre-test and
at the end of the six-month study. In addition, officers completed laboratory-based measures (in the police departments) including: driving performance using a
simulator, Judgmental shooting using an interactive simulator and laser equipped guns,, interpersonal skills and Judgment using video-based scenarios, and fatigue
using a pupilometer-type test as well as a reaction time measure.

Results
The results showed that compared to 8-hour shifts, 10-hour shifts resulted in significantly more sleep by officers (approximately 30 minutes more per 24-hour period),
significantly reduced overtime. and increased quality of work life. While those on 12-hour shifts also worked significantly less overtime than those on 8-hour shifts, it
was still more than those on 10-hour shifts. However, those on 12-hour shifts demonstrated significantly more sleepiness than those on 8-hour shifts. There was also a
small to moderate sized effect of alertness, in that those on 12-hour shifts were significantly less alert than those on 8-hour shifts. It is important to note that we
controlled for time of day worked (day, evening, or midnight shifts), so these effects were present over and above any effects assooated with the time of day worked. We
concluded that 10-hour shifts were optimal in that they were associated with the greatest benefits to the age noes and officers, while offering no apparent limitations in
terms of sleepiness or lack of alertness as found among the 12-hour group.

Funding & Collaboration
The "Shift Length Experiment" and associated surveys were funded by the National Institute of Justice (NIJ) of the U.S. Department of Justice (DOJ), with additional
support from the Police Foundation.

Implications for Policy & Practice
The findings from this study suggest that, at least for medium to large police organizations, agencies are likely to see cost savings when implementing 10-hour shifts, and
the officers are more likely to have increased safety and wellness assooated with increased sleep (about 175 hours more sleep annually) while maximizing alertness on
the JOb. Given previous reported deficiencies in sleep among officers nationwide, implementing four 10-hour shifts consecutively may be one approach to minimizing
fangue-related problems. While other research has indicated that officers got less sleep than in our study, it is important to note that in our study we obtained
information on the primary sleep period as well as naps, indicating that officers may indeed manage their iatigue through short naps to supplement their primary sleep
period. Finally. officers on 10-hour shifts demonstrated increased levels of quality of work life, which may also be benef1c1al to their emotional well-being, although there
were some differences across sites.

[1] To ensure all officers were working their required 40 hour/week average over each two week period.

https://www.policefoundation.org/projects/the-shift-length-experiment/

1/3

 The Shift Length Experiment I Police Foundation

8/30/2016

Point of Contact
Karen L. Amendola, PhD
(202) 833-1460
kamendola@pollicefoundation.org
Click here for more information

Keywords
Compressed schedules; shift length; shift schedules; officer safety, health, and wellness; evidence-based policing; police performance; officer fatigue; overtime

Multimedia Resources
The Police Foundation - Shift Work Stu ...

a

•

Nlj-Harvard webinar, Healthy Officers are Safe Officers: The Nexus Between Performance & Health.

•

Dr. Karen Amendola's presentation on the shift length experiment at the June 2012 Nlj Conference.

•

Listen to the January 2013 Office of Community Oriented Policing Services (COPS) podcast on the shift length experiment.

In the Media
The Shift Length Experiment: What We Know About 8-, 10-, and 12-Hour Shifts in Policing
Karen L. Amendola, David Weisburd, Edwin E. Hamilton, Greg Jones, & Meghan Slipka (Police Foundation Report; December 2011)
Available Online

An Experimental Study of Compressed Work Schedules in Policing: Advantages and Disadvantages of Various Shift Lengths
Karen L. Amendola, David Weisburd, Edwin E. Hamilton, Greg Jones, Meghan Slipka

Journal of Experimental Criminology, December 2011, Volume 7, Issue 4, pp. 407-442
Available Online

Final Report to the NIJ: The Impact of Shift Length in Policing on Performance, Health, Quality of Life, Sleep, Fatigue, and Extra-Duty Employment
Karen L. Amendola, David Weisburd, Edwin E. Hamilton, Greg Jones, & Meghan Slipka (December 2011)
Available Online
Executive Summary
Final NIJ Report

Officer Safety, Health, and Wellness. Karen L. Amendola. In Encyclopedio of Criminology and Criminal Jusrice(Bruinsma & Weisburd, Eds., 2014). New York: Springer
Soence+Bus1ness Media, 3322 - 3332.
Available Online

Research in Brief: Which Shift Is Best? Karen L. Amendola, Po/1ce Chief Magazine, 80 (March 2013): 1L;
Available Online
Schedule Matters: The Movement to Compressed Work Weeks, Karen L. Amendola & David Wes1burd, Police Chief Magazine, 79 (1\llay 2012): 30-35
/\,,...,;!-,hi,..,().-,!;,...,,,-.

https://www.policefoundation.org/projects/the-shift-length-experiment/

213

 8/30/2016

The Shift Length Experiment J Police Foundation
MVd)ldU1e UI 11111e

Schedule Matters: The Movement to Compressed Work Weeks, Karen L. Amendola & David Wesiburd, Police Chief Magazine, 79 (May 2012): 30-35
Available Online

Results of a Random National Survey of Police Agencies
As part of the shift length experiment, the Police Foundation conducted a random telephone survey of 300 police agencies to determine the proportion of agencies that
have adopted compressed schedules. We also examined variables based on agency size and the use of shift rotation, as well as trends associated with each over time.
The purposes of this telephone survey, conducted first in November 2005 and again in November 2009, were to determine the proportion of agencies that use
compressed shift schedules (e.g., 8-, 10-, or 12- hour shifts, or some variation) for their field patrol officers, and to identify the extent to which agencies employ rotating
shifts. The first report below is a comparison report of the survey results 1n Time One and Time Two.

Trends in Shift Length: Results of a Random National Survey of Police Agencies
Karen L. Amendola, Meghan G. Sl1pka. Edwin E. Hamilton, with Michael Soelberg and Kristen Koval (December 2011)
Available Online

Law Enforcement Shift Schedules: Results of a 2009 Random National Survey of Police Agencies
Karen L. Amendola, Meghan G. Sl1pka, Edwin E. Hamilton, Michael Soelberg (November 2011)
Available Online

Law Enforcement Shift Schedules: Results of a 2005 Random National Survey of Police Agencies
Karen L. Amendola. Edwin E. Hamilton, Laura A. Wyckoff (May 2006; revised November 2011)
Available Online

f

># g+

fm D 181

Address:

-'>

Home

in 1970. Its mission is to improve

1201 Connecticut Ave NW, Suite 200

-;

About Us

policing through innovation and

Washington, DC 20036-2636

The Police Foundation was founded

-'>

What We Do

Phone: (202) 833-1460

-'>

ProJects

Fax: (202) 659-9149

-'>

Publications

science.

Find out more about us.

E-mail: info@policefoundation.org

-'>

News & E'1ents

-'>

General Resources

Transit: Farragut North Metro Station

Donat<i

-'>

Requests for Reproduction/Copyright
-'>

If' 2016 Police Foundation - Privacy Policy

On Policing

Contact

1\0--:--E: Don,ments in PDF format require Adobe Acrobat Reader 5.0 or higher: Download Adobe Acrobat Reader.

https://www.policefoundation.org/projects/the-shift-length-experiment/

3/3

 ,,~.,.,.,,~~

l. ~~.

International Association of Chiefs of Police

'd,..

""."

Per.nter Direectives~i'e
b~l

)t:J:\

Police Officer to Population Ratios
Bureau of Justice Statistics Data
Introduction
The IACP Perspectives series is intended to help local agency decision-making by providing useful information
gleaned from our network of information sources. The Perspectives series does not present IACP positions on the
topic being addressed, nor does it replace long-term research. Perspectives publications raise thoughtful issues
regarding complex policy topics- in this case, police officer to population ratios- to inform the debate at the local
level.

Ratio Data and Agency Staffing
Before presenting BJS data, it is first important to clarify IACP's position on police to population ratios and why
they should not be used as a basis for agency staffing decisions. The following is a quote from IACP's Patrol
Staffing and Deployment Study brochure: Ratios, such as officers-per-thousand population, are totally
inappropriate as a basis for staffing decisions. Accordingly, they have no place in the IA CP methodology. Defining
patrol staffing allocation and deployment requirements is a complex endeavor which requires consideration of an
extensive series offactors and a sizable body of reliable, current data.
BJS ratio data presented here can be useful to local agencies in other ways, including historic perspective on
staffing trends across all US law enforcement, and in conducting long term staffing trend analysis, locally,
regionally and nationally.

BJS Ratio Data
The Bureau of Justice Statistics (BJS), within the Office of Justice Programs (OJP), within the United States
Department of Justice (DOJ) publishes Local Police Departments report every three to four years. This report
contains excellent and highly reliable data on state and local police personnel throughout the U.S. One aspect of
this report is the average ratio of full time officers per 1,000 residents. The most recent BJS data on this topic
(2003), by size of population served follows:

Population Served
250,000 or more
100,000 to 249,999
50,000 to 99,999
25,000 to 49,999

*FT Officers Per 1,000
Residents
2.5
1.9

1.8
1.8

Population Served
10,000 to 24,999
2,500 to 9,999
1,000 to 2,499
All Sizes

*FT Officers Per 1,000
Residents
2.0
2.2
2.6
2.5

*Average Ratio

In addition to the Local Police Departments publication, BJS also publishes a more comprehensive report
intermittently entitled Law Enforcement Management and Administrative Statistics (year): Data for Individual
State and Local Agencies with JOO or More Officers. Both reports can be valuable to local law enforcement
agencies. To learn more about the Bureau of Justice Statistics (BJS) and their statistical reports on law
enforcement, visit their website: www.ojp.usdoj.gov/bjs.

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

Attached

2. What ideas do you have that would improve morale?

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

 1) Work schedules seem to be an area with significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

a.

What do you think of the 12 hour shift?
i.

If the 12 hour shift operated as it was supposed to operate, I would not have
any issue with it. Meaning that officers had 1/3 of their time spent handling calls
for service, 1/3 of their time spent on proactive enforcement, and 1/3 of their
time spent on administrative functions. However, with the high call volume and
limited resources all of our time is spent trying to handle the calls for service.
This action leaves very limited time to try to complete the administrative
functions required for our job, and virtually no time to do the proactive work
that officers enjoy doing as part of their job. Furthermore, a lot of these officers
have to work right up to the end of their shift or even hours past their shift
leaving the officers exhausted by the end of the day.

b.

Would it be better if it were 6 to 6?
i. To improve the existing schedule we need to add in more overlap on the shifts
especially on Sunday-Tuesday where the overlap is non-existent. I still maintain
that we would be in a lot better shape if we moved to an 8 or 10 hour option. I
thought the old 10 hour shift we moved off of when we went to the 12 hour
shift was the absolute best shift I have ever worked as a police officer. I felt
officers were energized and we still had desirable days off, plus the all squad
day worked out great for training and special events.

2) What ideas do you have that would improve morale?
a.

Pay
i.

For FY17, I will be making less money than I did in FY16. The cost of insurance
for me and my family increased at a rate that was not covered by the $.25 cost
of living increase. It is never good when our net pay drops from year to year.

ii. The officers that have been here 10 years only make a few cents more than a
brand new officer, and they are nowhere near the midpoint let alone being
topped out. This hurts retention at our department.
iii. Officers do not get any type of performance pay increase either based off of
extra duties, education incentive, or based off of high evaluations.
b.

Forced Overtime
i.

One of the main complaints I hear in shift meeting is from draftable events.
Officers are confused about why they are being drafted to work certain details
such as DWI Checkpoints, Roots and Blues (Private Business Venture), and other
minor events. If we are going to be forced to come in on our day off, it should
be for a legitimate reason such as a major event or critical emergency. It should
also be for true 1 Yi times pay and not our base pay regardless of the hours we
worked. If the accounting rules do not allow for this to happen (even though we

 had done it in the past for decades) force the private businesses MU, Roots and
Blues, etc. to pay an off-duty rate directly to the officer.
c.

Unified Support
i.

When officers see the city manager and police chief joined arm and arm with
those who oppose law enforcement standing in front of the police department;
that is a morale killer. I understand you believed you were protesting CPOA, but
their office is down the street not at 600 East Walnut.

d.

Not Tattoos and Beards
i. This item is literally of no use to me. In fact, I think this is a bad idea as it makes
us look less professional. I actually am opposed to this, but it is my opinion and
not necessarily a representation of the department.

e.

Provide support to areas that call for mutual aid.
i. Our department was not allowed to go assist after the Joplin Tornado. In fact,
when officers went on their own they were told they were not representing our
department.
ii. Our department did not offer to assist with manpower during the Ferguson
Riots. There was a call for additional officers to assist with crowd control, but we
did not send aid.
iii. Our department did not send officers to Cleveland for the RNC when a request
for aid was requested and we had trained officers able to assist.
iv. These are the major calls for assistance. These do not include the minor ones
where other agencies ask for our help on tactical operations, pursuits, and other
items that we say no on. For instance, the MSHP was pursuing a motorist
through our city by himself just last week. We had an officer in position to help,
but our new policy does not allow us to assist.
v.

Eventually we will need the aid of other agencies, but we have developed a
reputation for not coming to the aid of other departments. That is embarrassing
for our department.

f.

Improve Customer Service
i. Our department continues to stop performing tasks such as accident reports,
gas drive-offs, vehicle lock-outs, and other types of calls where citizens are in
distress so they turn to the police. I understand these types of calls take up
resources, but every time we tell them we are not going to respond our officers
are forced to hear negative feedback from the community. This also causes the
community to lose faith in us as well. The answer in my opinion is to give us the
resources that we can answer all calls for service. This approach will allow
officers to go out into the community and build relationships.

g.

Focus on the Mission and not the Process
i.

At this department, we have given a large amount of power and authority to
civilians to dictate our tactics and policies. This includes our payroll specialist,
department attorney, records personnel, and evidence technicians. These
civilian positions have become empowered to criticize officers and tell officers

 how to perform nearly every aspect of their job. Our department has lost the
notion that these positions are support personnel whose very professional
existence is to support our mission. When their role in the process becomes
more important than the officers role of accomplishing the mission we have lost
our way. Examples include: failure to pay on-call traffic investigators/FET Techs,
consent search forms for vehicles, evidence processing emails, late list, payroll
rules (this has gotten to be ridiculous), time sheets, max number of hours
worked, purchasing rules, and other non-essential decision that are shaping our
decision making more than the sworn personnel who are trying to accomplish
our department's mission.
h.

Disband the COU Unit
i. As patrol officers are trying to keep their heads above water the COU Unit is
BBQing, Dancing on Social Media Sites, and doing other non-law enforcement
related activities. While I don't disagree we have to have a personal touch with
the community we have to be able to handle our work first and foremost. That
is how we get respect and build relationships. Our officers who work the streets
hard and aggressively enforce the laws get a lot more respect and assistance
from members of the community than any of the other groups created by this
department.

i.

Enforce the Law
i. Our department is establishing a pattern of if I ignore the problem it will go
away. This has shown its head on countless barricaded subjects and similar type

of incidents where we had felony charges on violent criminals, and our
department left to avoid conflict. Our officers are trained to handle critical
incidents; we have to have enough trust in them that they will make the right
decision.
ii. This also bleeds over to search warrants. Our department has created such a
complicated process for writing and serving search warrants that the detectives
have stopped doing them. This is a loss for the entire city as it allows criminals
to set-up safe havens within our city.

3) There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would
you be supportive of?
a.

Do you support the idea of a ballot of public safety?
i.

I support the idea of a police item on the ballot. I think people want to know
that their vote is going to hiring and equipping more police officers. The public
service tax is broad language that can be used for a lot of different uses. I think
it should be specific to hiring and equipping more police officers.

 ii.

In the meantime, the city should look at diverting funds from other departments
to fund the police department. The amount of money our park service gets is
astonishing ...

b.

What sort of ballot would you be supportive of?
i.

I think we should use data to come up with the number of officers we need then
use that data in the city's campaign to get the tax passed.

ii.

According to the FBI, we need 284 Sworn Officers.

iii. According to the data from the Top 10 cities in Missouri, we need 210 Sworn
Officers to be at the average for the state.

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

TN... t!?oA s~Jcs. ~ 'hl(.. and. 't fltb.,,J ~"s1
'P lease.., ~£re.cf yOL,lr t'1f_ w I'~.s 16 ~ (!J>c, I}- {::pard.,

2. What ideas do you have that would improve morale?

ThL C?oA- ~~s ~ ~ at1el 4 k//00 ~bus/
1>lt.a ',,.e_ dJ ra!- r.r=r t~u/re.S lo #-,,. @ofJ 6t:,q, ol. ·

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

I

would. r'\..toc-[" ~&tppc:rf ~

Tk.e.. Cl.?oft s ~ W

-P~~ olt~

l{O-l<"

r rl:f

)U4... o.t\Cl.

tn.'t._l..lt~~

e.r~ ~ .

~ k11ow ~~

-b ~

@oA t::>ca:r&.

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

2. What ideas do you have that would improve morale?

c.po4_ Sf Vt.IC~ ~r n?L a.nt/ n1y
JY1eN1ht,,(5. b,rec.-f t:tll 7v~sl~c,-11S ft>

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

c.Rt'a.. 5/0(.(.S ~
fY'le.w1/;/2f'S.

111.e.

b; 1 ect-

dt'tt h«{

ct~/ ,,,}/ f'et/c,<.u
ct I( '/

a@Srt'".::!J,;7 s ~C>

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

~

_5~t1//

m

//s

a//.5'~// -#.l
~/h&//}

2. What ideas do you have that would improve morale?

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

_sJ,111 I/ {J;?ft,/ I

.µ.e_

Hr 1/ !s fls;,,ktl/\

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

'1~'- C.'?c~

$?E.~\<;;.

~G~

~C::.

~)...E:~S.~

(.C.S"'T~<:.l

~ '\'

(;~Cl~

i£.\".

2. What ideas do you have that would improve morale?

,~~

C. t'G~

&?~~~ ~G~ ';-\{.. ~~~S..€. c..csY,~C...1'

VI.'-' C?C>~ R~r',

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

1\-K

(.~Q~

S..';->~f\\r.

~ )1\(. • ~)...~~~

(()~C1

)-\.'\

(,~O~

~~~-

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

tr

CPO/r

.rf~
CPoJf- froar/ ~

fh st_/
Our

~ {'#_(,,. ytt~ ~
r~c~ fvcvv.1,y,.

2. What ideas do you have that would improve morale?

CPo;1- J'1 tJ.r t.,,
:>

,v'\

.t

1

:C

-r..tl,,r

Y".,<. ~ 11-.t

rk

C/JoA- A.t-J.

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

2. What ideas do you have that would improve morale?

3. There is talk of asking voters to increase their financial support of public safety vi&-aballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

CPoA ,ef'e~<;, vtve. A~~ ~

G~OA.

~O"(Nf2;'

2. What ideas do you have that would improve morale?

C'f'DA

,e.y,-e-~t;.\JW€-. Ask ~ CfDA

~(MJ(~ ·

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

(_ \=70 A

'f~~<;

vrre-, A~~

-\'\rve

C?OA

~e,o.,A(

~•

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

2. What ideas do you have that would improve morale?

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on

oommz0e~ S'rafls tv

N_

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

2. What ideas do you have that would improve morale?

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

lfo~
lf-t-Jr ~./' JMj
Co"'fAcf C/CJ4- 0~~
1 V <J ftl0v,{,

2. What ideas do you have that would improve morale?

((

3. There is talk of asking voters to increase their financial support of public safety via a
ballot Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

I(

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

C f>O ,4

Spo ~ J

f-'2' <;ov---

(

.

2. What ideas do you have that would improve morale?

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

C?DA

2. What ideas do you have that would improve morale?

~·

':f1_J:::,tSC c;;cc

IL,"(

.

. Pc)Ll
ti

C.

..

~
~/

tu-c?S ( U C

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc) 11

-pLaS 5Et-

J\. y'

,v I

C

pCJ f\ ?cz ~ S" ( [j ihJ/

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

2. What ideas do you have that would improve morale?

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)

 About 1 in 3 employees participated in the FOP Morale Survey. I'm here to explore the themes
they found and to look for ways to make being an employee in the Police Department as safe
and rewarding as I can.
1. Work schedules seem to be an area with a significant amount of unhappiness. What do
you think of the 12 hour shift? Would it be better if it were 6 to 6?

2. What ideas do you have that would improve morale?

3. There is talk of asking voters to increase their financial support of public safety via a
ballot. Do you support the idea of a ballot for public safety? What sort of ballot would you
be supportive of? (property tax? sales tax? 20 officers? 50 officers? focused on
community policing? etc)