CITY OF Memorandum LONG BEACH Date: June 18, 2020 To: Thomas B. Modica, City Manager/7w From: Robert G. Luna, Chief of Police . For: Mayor and Members of the City Council Subject: Update on Long Beach Police Department At its June 9, 2020 meeting, the City Council requested information regarding: (1) use of force and complaints; (2) academy and professional training; and, (3) diversity within the Long Beach Police Department. This memorandum provides information in these areas. The Long Beach Police Department (LBPD) is dedicated to providing public safety that is aligned with recommendations included in the 2015 Final Report of The President?s Task Force on 21st Century Policing. As a 21St Century police department, LBPD consistently reviews and re-evaluates training, tactics, equipment, and review processes. Use of Force and Complaints Our current use of force policies and procedures were developed in accordance with the Police Executive Research Foundation's (PERF), Integrating Communications, Assessment, and Tactics (ICAT) philosophy. Officers are trained to integrate skills and strategies, such as de- escalation and crisis recognition to gain voluntary compliance whenever feasible. Uses of Force (UOF) including 493 513 448 390 340 Officer Involved Shootings (OIS) 9 8 8 4 3 Arrests 22,512 22,862 22,016 22,038 20,321 UOF Arrests 2.19% 2.24% 2.03% 1.77% 1.67% Documented Contacts 565,045 573,677 604,056 622,875 607,935 Total Complaints (Admin/Citizen) 243 277 233 263 230 Complaints Alleging Force 39 39 35 57 21 A comprehensive review takes place whenever an officer uses force to gain compliance. The involved officer is required to immediately report the use of force to a field supervisor and document his/her actions in a police report. The supervisor is required to respond to the scene and evaluate the incident and circumstances surrounding the use of force. The supervisor is then required to notify the Watch Commander of the incident and communicate whether or not any additional immediate notifications are necessary. Update on Long Beach Police Department June 18, 2020 Page 2 Once the involved of?cer and responding supervisor complete their reports, all related reports and available evidence are reviewed by the Watch Commander. After the Watch Commander completes the review, the information is submitted into the review and approval work?ow identified below: Watch Commander Involved Employee ?3 Lieutenant Involved Employee's Commander ?>Involved Employee?s Bureau (Deputy Chief) Internal Affairs Division. One of the goals of the LBPD is to increase police legitimacy and improve relationships with the Long Beach community. In addition to our multi-level use of force review process, the LBPD is seeking ways to leverage new technology in a manner that will build public trust. The LBPD is in the process of implementing an Early Intervention System, which will allow supervisors to review behaviors and performance of officers under their command. This system will provide insight into negative behavior trends, provide of?cers an opportunity to self- correct, and enable supervisors to effectively and efficiently evaluate employee performance. Academy and Professional Training The LBPD Academy and associated training was developed in compliance with the guidelines established by the California Commission on Peace Of?cer Standards and Training (POST). The police recruit academy is 26 weeks long and each recruit receives approximately 1,000 hours of training. Academy training is categorized by learning domains (LD), which include specific topics and subtopics. In 2019, Academy staff and instructor costs totaled $1.4 million. Some the included in the current recruit curriculum at the LBPD Academy are listed below. . LD1 Leadership, Professionals and Ethics . LD3 Community Policing . L020 Use of Force 0 De-escalation, critical thinking, crisis intervention, tactical communications 0 Impact of force incidents on our community 0 L037 Persons with Disabilities 0 Mental Illness 0 Effective Communication Skills empathy, respect, honesty) . LD42 Cultural Diversity/Discrimination Racial Pro?ling (Implicit/Biased Base Policing) 0 L046 Cultural Diversity and Discrimination 0 Museum of Tolerance 0 L099 Procedural Justice 0 LBPD History and Lessons Learned Update on Long Beach Police Department June 18, 2020 Page 3 Professional training for LBPD of?cers includes 60 hours of mandatory Advanced Of?cer Training Course (AOTC) curriculum. AOTC focuses on perishable skills training, homelessness, de-escalation, mental health, scenario-based training, critical decision-making, use of force, developmental disabilities, and any additional training as directed by the Chief of Police. The cost of AOTC instruction totaled $1.4 million in 2019. These costs do not include costs associated with attendee salaries. In addition to professional training, all LBPD Field Training Officers (FTO) receive eight (8) hours of crisis intervention behavioral training. This training complies with Senate Bill 20, which was created to assist police officers interacting with persons with mental illness or intellectual disabilities. Diversity Within the LBPD The LBPD is dedicated to creating a diverse workforce that is reflective of the community we serve. We are committed to promoting diversity among all levels of our organization. The following chart reflects the ethnic makeup of the LBPD in 2010, 2015, and 2020: Race/Ethnicity May 2010 May 2015 May 2020 Asian 8% 9% 10% Black 6% 5% 6% Hispanic/Latinx 30% 32% 38% Native American 0% 1% 0% White 56% 53% 46% Total 100% 100% 100% Sworn diversity percentage The LBPD believes that policing must be conducted in a constitutional manner. Our core values of ethics, intelligence, and respect should drive the actions of current and future employees to ensure we are building trust and improving relationships in our community. The LBPD is focused on identifying best practices, maintaining professional standards, and promoting accountability at all levels. LBPD employees are expected to understand these values, practice these values, and treat all people with dignity and respect. If you have any questions, please contact me, or Assistant Chief of Police Wally Hebeish, at (562) 570-7301. cc: CHARLES PARKIN, CITY ATTORNEY DOUGLAS P. HAUBERT, CITY PROSECUTOR LAURA L. DOUD, AUDITOR REBECCA G. GARNER, ACTING ASSISTANT CITY MANAGER KEVIN JACKSON, DEPUTY CITY MANAGER TERESA CHANDLER, INTERIM DEPUTY CITY MANAGER AJAY KOLLURI. ACTING ADMINISTRATIVE DEPUTY TO THE CITY MANAGER MONIQUE DE LA GARZA, CITY CLERK DEPARTMENT HEADS