CR 97-12 Police Department - Civillian Crime Prevention Specialist Position
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January 14, 1997
Council Report 97-12
POLICE DEPARTMENT - CIVILIAN CRIME PREVENTION SPECIALIST POSITION
Proposed Action
Staff recommends that the Council approve a budget request for the addition of a Civilian Crime
Prevention Specialist.
Overview
The Hopkins Police Department currently assigns a police officer to the position of Crime
Prevention Officer. This position coordinates our community education in crime prevention
programs. This full time assignment is compensated at the rate of First Grade Patrol Officer and
receives an additional $155 per month premium pay for the assignment.
The department's current call load along with our projections for the next five years indicate that
we require one additional officer assigned to the Patrol Division to handle patrol duties and to
respond to calls for service. By creating a Civilian Crime Prevention Specialist position and
reassigning the police officer back to patrol we can reduce costs with no reduction in services.
Primary Issues to Consider
+ What has been the experience of other cities who have utilized the position of Civilian
Crime Prevention Specialist?
+ What impact does this program have on our community oriented policing efforts?
+ What are the cost savings for a Civilian Crime Prevention Specialist versus that of a Police
Officer?
+ What are the pros and cons of a civilian versus a sworn officer in this position?
Supporting Documents
+ Memo to Council--November 26, 1996 Justification/Civilian Crime Prevention Specialist
+ Survey--Departments currently using a Civilian Crime Specialist
+ Proposed Job Description
+ Special Report --Justifications for a Civilian Crime Prevention Specialist Position
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Earl L. Johnson, Chief ofPolic
Council Report 97-12
January 14, 1997
Page 2
Primary Issues to Consider
o What has been the experience of other cities who have utilized the position of Civilian
Crime Prevention Specialist?
In surveying surrounding departments it was clear that their experience with a Civilian Crime
Prevention Specialist position has been very positive. The civilianization of this position
began quite a number of years ago with the City of Minneapolis in a grant that they received
from the Federal Government. The city was able to hire both a coordinator and a number of
Civilian Crime Prevention Specialist positions. Their experience was very positive and the
program has continued after the expiration of the grant. A survey was conducted that
included the Minnetonka Police Department, the Eden Prairie Police Department, the
Plymouth Police Department, the Golden Valley Police Department, and the Richfield Police
Department, all of which currently maintain civilians in this position.
o What impact does this program have on our community oriented policing efforts?
The traditional response of police departments throughout the country has been to respond
to an incident, quickly handle it and move on to the next call. The trouble with this Band-Aid
approach is that officers continue to receive calls to the same location and there is a constant
drain on departmental resources and taxpayer dollars. Community orientated policing
requires that the officers work "upstream" and determine the causal factors. The officers then
working in partnership with the community and other appropriate governmental agencies
develop a viable solution to resolve the issue.
o What are the cost savings for a Civilian Crime Prevention Specialist versus that of a
Police Officer?
An entry level sworn officer position receives $40,000 per year plus benefits. A Civilian
Crime Prevention Specialist would be compensated at approximately $32,000 a year plus
benefits. In addition, the Crime Prevention Officers have always been experienced officers
that are at the top of the pay scale and receive considerably more than the $40,000 entry level
position.
o What are the pros and cons of a civilian versus a sworn officer in this position?
The position of the Crime Prevention Officer was intended to serve as a coordinator for the
department's community education and crime prevention programs. In reality, in most
organizations this individual becomes a one-man show and the goal to involve all
Council Report 97-12
January 14, 1997
Page 3
o personnel never fully develops. In those organizations that have a Civilian Crime Prevention
Specialist, all other officers are called upon to make presentations, and to become actively
involved in the prevention end of policing. It is interesting to note that those departments that
maintain a Civilian Crime Prevention Specialist felt that they maintained better continuity to
the program than when they had a sworn officer who was very often removed from the
position to fill in schedules for vacations and unexpected emergencies.
o What is the basis for the staff recommendation?
. The direction of the City Council to staff is to look for ways to reduce costs with no
reduction or a minimal reduction in services. The flexibility of a full time officer assigned
to the Crime Prevention Officer position has a number of advantages. There is little
question that a sworn officer who has actually investigated burglaries and numerous other
offenses has more credibility with their audience when making a presentation or giving
instructions to our citizens. It can certainly be argued that it is a benefit to have the
flexibility of an additional sworn officer to assist at emergencies that require the maximum
number of sworn personnel.
. The Civilian Crime Prevention Specialist position will force the department closer to its
initial objective of involving all sworn personnel in a coordinated effort rather than a
separate program that is not a component of all police officers' responsibilities.
Alternatives
The City Council has the following alternatives regarding this item:
I. Approve the recommendation of staff and authorize the 1997 Budget to include the
position of Civilian Crime Prevention Specialist.
2. Approve an additional Police Officer that can be assigned to the position of Crime
Prevention.
3. Deny approval of both recommendations.
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To:
From:
Hopkins City Council
Through: City Manager Steve Mielke
Chief Earl Johnson
Date:
Tuesday, November 26, 1996
Justification/Civilian Crime Prevention Specialist
Subject:
During our budget work session of November 12, 1996 the City Council indicated that it
would be helpful to them to have additional information on the department's justification
for a civilian crime prevention specialist position. The attached report will provide the
council with a comprehensive overview of the justification for the proposal, along with a
survey of other suburban departments, and finally a proposed job description for the
position.
RECOMMENDATION:
The police department recommends that the crime prevention specialist position
be approved. This report to council will demonstrate that the costs to support this
position are significantly less than a sworn officer. Yet many of the objectives of the
position are effectively met at a cost savings. It is important to note, however, that the
cost savings must be balanced against the additional flexibility of a sworn officer that
can, when needed, be placed back on the street for special assignments such as the
Alliant Tech protest and other police details that require sworn officers. If after viewing
the report the council believes that an additional sworn officer be hired in place of the
civilian crime prevention specialist, this option would also be met with strong support
from the department.
I indicated to council during our work session that I believe there is strong cause for
concern based on what is occurring within the city of Minneapolis and the surrounding
metropolitan area in relation to criminal activity and citizen safety. I concur with the
"experts" who indicate that this is merely the tip of the iceberg and that without a strong
community based policing effort, coupled with aggressive enforcement, that suburbs
such as Hopkins can lose the quality of life that we enjoy. We will continue as a
department to expand our volunteer programs and to transfer as many non-critical
policing activities to our civilian personnel so to allow our sworn officers to utilize their
training and skills in those areas where it can make the most impact for the community.
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Because timing is critical and the needs are there, I strongly recommend that you
endorse either the crime prevention specialist position or an additional sworn
officer, to support our efforts.
If you have any questions or comments. please give me a call at 938-8885.
CRMPRVMEM SAM
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JUSTIFICATIONS FOR CIVILIAN CRIME PREVENTION SPECIALIST
There are many factors that influence the reason for the police departments request for a civilian
crime prevention specialist. One of the primary reasons that impact this request is our increasing
need for additional sworn personnel available for assignment.
While our calls for service continue to increase each year, the significant difference is that the
calls we're responding to are increasing dramatically in their complexity and require a very
significant amount of officer time if they are to be successfully resolved.
Approximately five years ago the police department involved the council and the community to
formulate a mission and vision statement that would provide direction for the police department.
At that time both the council and the citizens strongly supported our efforts in the areas of crime
prevention, problem-orientated policing and community-orientated policing. I indicated to the
council that if we were to continue to expand these important programs, that in the future
additional officers' time would be necessary if we are to continue to provide an enhanced level of
service response and to somehow find sufficient time to work closely in partnership with the
community to prevent criminal activity. As an example let me cite our neighborhood officer
program. Our first attempt was the Town Terrace Apartments and Officer Jack Pratt was the
police department representative. I know that you're all familiar with the tremendous success,
but that success has a price tag. For that program to be successful we needed to find time to free
up the neighborhood officer so that he could be out of the car and working directly with the
apartment management and the tenants in problem solving. In order to accomplish this other
officers had to take up the slack and handle this officer's calls for service or we needed to spend
the money on overtime when the call load was too heavy and this was not possible. To make any
of these interactive community programs effective we need to be able to utilize "uncommitted"
patrol time.
In addition, the officers' contract calls for vacation, sick leave, holidays, comp time, and with
ever increasing legislative mandates for police officer training, there are simply less hours
available for policing.
I have indicated to council at our work sessions several years ago that I would attempt to address
this dilemma through expanded duties of civilian personnel, such as having dispatchers and
clerical personnel take reports to free up sworn officers. In addition, we recruited and trained a
significant number of personnel for our police reserve unit and trained them to handle follow-up
investigations and many other tasks normally handled by police officers. We also established the
CIA. Citizens In Action Program. looking for as many ways to offer enhanced levels of service at
no additional costs to the taxpayer. While these measures have proven effective, it is clear that
additional steps were necessary. Our recommendation to reassign the crime prevention officer
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back to patrol and to replace that position with a less costly civilian crime prevention specialist,
coupled with our volunteer programs, should buy us the time necessary to involve all of our
officers in the neighborhood officer program and in all other facets of our community-orientated
po [icing programs, while still responding to calls for service, enforcement and preventative
patrol.
The issue of economics is another reason why we recommended a civilian crime prevention
specialist. An entry level sworn officer will receive approximately $40,000 in salary, plus
benefits. The civilian crime prevention specialist would be compensated at approximately
$32,000 plus benefits. The costs associated with a sworn officer position escalates dramatically
far out-pacing the civilian position because of longevity and other benefits established by
contract.
A position of civilian crime prevention specialist is one that many departments are adopting in
the suburban metro area. In surveying ten suburban police departments, nine of those have gone
to a civilian crime prevention specialist in lieu of a sworn officer. When surveying these
organizations, a majority indicated that they chose a civilian employee for the crime prevention
function so that they could achieve consistency year after year with their programs. Many felt
that sworn officers, while offering the department flexibility, time after time were interrupted
from crime prevention duties and were reassigned to fill holes in the operation division.
Therefore, the very flexibility which may seem to be an advantage, becomes a liability in their
opinions because it compromises the crime prevention program. A civilian crime prevention
specialist is not reassigned to the street and the program's continuity and integrity remain intact.
A recurring theme that the survey produced was a mistake made by several departments of
initially setting salaries too low to at'.ract quality applicants. Recently, Minnetonka and Maple
Grove experienced this problem and found that they could not attract candidates that had both the
qualifications and were willing to stay in this position for longer than a few months.
In surveying the salaries for this position, the ranges were from $30,500 - $38,213, not including
benefits.
Attached is a survey of suburban police departments that utilize civilian crime prevention
specialists.
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SURVEY OF CIVILIAN CRIME PREVENTION SPECIALIST POSITIONS
IN THE WEST METRO AREA
I. MINNETONKA POLICE DEPARTMENT Salary $30,492 - $34,444
A. 1 full time civilian crime prevention specialist. This position handles all the crime
prevention activities for the department. A job description is attached. This
position performs both coordinating and actual educating activities.
B. An officer is assigned to COUNTERACT each year for 3 months. Also, the
civilian schedules, prepares the outline, prepares the materials, handouts, etc.
and then has a sworn officer go do some of the actual presentations. They find
the officers are more enthusiastic about doing presentations if they don't have to
do all the legwork of preparation.
C. Minimum qualifications for the position include:
. One year as a crime prevention specialist or directly-related job experience
. Minimum two-year college degree, preferably 4-year degree
· Knowledge of crime prevention programs, techniques and methods
. Computer, statistics, graphic design ability
D. An interesting note from Minnetonka is that when abont 7 years ago they
implemented a civilian position, they set the salary at a PSO/CSO level
($20,000). The only candidates they got were persons who were law enforcement
students or didn't have the necessary skills and didn't view the position as a
career choice, but as a stepping stone to becoming an police officer. After this
disappointing experience, MTKA adjusted the salary schedule to attract
experienced, professional people. The current person was "stolen" from Eden
Prairie, already trained and ready to go.
II. EDEN PRAIRIE POLICE DEPARTMENT Salary $ 33,000
A. Two full-time civilian crime prevention specialists. The two specialists have
divided duties into two concentrations: business and residential. The
"business" contact person also does education and programs for victim of
domestic violence. The 'residential" person does all the neighborhood crime
watch, school and personal safety programs. This person is also handling the
new community notification requirements (sex offenders). Both persons also
have other administrative duties.
B. Eden Prairie has a "COPS" unit composed of2 sworn officers who handle the
Crime-Free Multi-Housing project and do some other crime prevention
presentatious.
C. Eden Prairie is somewhat different in that these positions are part of the
Administrative Services Division.
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III. PLYMOUTH POLICE DEPARTMENT Starting salary $33,000.
A. I full-time civilian crime prevention specialist. Plymouth has combined public
safety crime prevention and FIRE PREVENTION education into one position.
B. This position coordinates all public requests for public safety and fire prevention
education. In addition this position does all grant writing for the department,
all adult programming and serves as coordinator for all community-based
organizations. This is more of a COORDINATOR position.
C. Plymouth has 6 DARE officers who handle all the public school crime prevention
programs.
D. This position does research on fire prevention and works with "teaching teams"
from the Fire Department to present the educational programs.
E. This position also COORDINATES VOLUNTEERS (currently has only one)
who produce monthly crime statistic reports and assist with the McGrutT
program.
IV. GOLDEN VALLEY POLICE DEPARTMENT Salary $38,213 - $41,992 (2
years)
A. 1 full time civilian crime prevention specialist. Primary duties include directing
and coordinating activities of department in field of crime and loss prevention.
B. This position requires a four year degree and background in law enforcement.
The current person in the position was a CSO/dispatcher who completed her
four year degree and was going to leave the department but was hired for this
position.
V. RICHFIELD POLICE DEPARTMENT Salary $31,803 - $40,664
1. 1 full-time Civilian Crime Prevention Specialist and one sworn officer work as a
team. The civilian conducts and facilitates crime prevention activities such as
Neighborhood Crime Watch, Crime and loss prevention, citizen police academy,
Operation ID, safety camp, residential premise survey, presentations on security
hardware etc. Also acts a liaison with senior population, business community.
The sworn officer assists with presentations and basically acts in partnership
with the civilian specialist. The sworn officer does presentations in schools
where a uniformed presence is needed.
2. This position writes crime alerts, articles and newsletters, develops educational
programs through the school system and community education.
3. Some ofthe civilian position minimum requirements include:
. Four year degree preferred, two years college coursework or combination of
training and experience AND at least two years experience in Crime Prevention,
law enforcement.
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The following chart displays the basic survey iuformation.
DEPT CONTACT PHONE POSITION DESCRIPTION QUALIFICATIONS SALARY OFFICERS INVOLVED? !
PERSON ,
,
GOLDEN JOANNE 593-8058 CRIME PREVENTION 4 YR DEGREE 38,213 . AS NEEDED FOR SPECIAL I
V ALLEY PAUL SPECIALIST: SOME LAW ENFORCMENT 41,992 (2 TOPICS. OWl. ETC. I
COORDINATOR ACTIVITES BACKGOUND YEARS)
OF DEPT. IN CRIME (CURRENT PERSON HAS 4 YR I
PREVENTION. DOES DEGREE IN CRIMINAL ,
PRESENTATIONS. JUSTICEl I
TEACHES 10 WEEK CLASS
IN SCHOOLS
MINNETONKA FRANCIE C.P. SPECIALIST: PREFER 4 YEAR DET. 30.492 - YES I
JOSART DEVELOP PROGRAMS TO MINIMUM 2 YR. DEGREE 34.444
EDUCATE ON CRIME + 1 YEAR EXP. AS C.P.
REDUCTlONIELlMINA TION. SPECIALIST OR DIRECTLY
COORDINATES DEPT. RELATED JOB EXP.
ACTIVITIES IN FIELD OF
CRIME AND LOSS
PREVENTION
RICHFIELD JILL 861-8845 CIVILIAN C.P. SPECIALIST: 4 YR. DEGREE PREFERRED 31.803. 1 OFFICER ASSIGNED FULL
MECKlEN CONDUCTS CRIME 2 YR. MINIMUM + 2 YRS 40.664- TIME...WORK AS TEAM
BURG PREVENTION ACTIVITIES EXPERIENCE IN WICIVILlAN C.P.
THROUGH PROGRAM CPICOMPUTER EXPERIENCE SPECIALIST
'''P' EMENTATION
EDEN MOLLY 949-6232 C.P. SPECIALlSTI2 FULL E.P. PO HAS A "COPS" UNIT
PRAIRIE QUASIMA TIME POSITIONS THAT HANDLES OTHER
KI & JULIE SPLIT BETWEEN ASPECTS SUCH AS THE
MEINZER BUSINESSES AND CRIME-FREE MULTI
RESIDENTIAL. ALSO HOUSING WITH SWORN
HANDLE DOMETIC OFFICERS
VIOLENCE EDUCATION
PROGRAM
PLYMOUTH SARA 509-5160 C.P. SPECIALIST: 33.000
CWAINA CONCENTRATES ON ,
COORDINATING ,
COMMUNITY BASED I
ORGANIZED CRIME
PREVENTION - DOES All I
ADULT PROGRAMMING I
AND
SCHEDULING...WRITES
GRANTS FOR DEPT. DOES I
ADMIN. WORK..HAS 2 I
VOLUNTEERS THAT I
I
WORK WIC.P. i
PROGRAM..ALSO DOES I
FIRE PREVENTION
EDUCATION PROGRAMS. I
MORE OF A
COORDINATOR DOSITION.
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HOPKINS POLICE DEPARTMENT
CRIME PREVENTION SPECIALIST
JOB DESCRIPTION
JOB TITLE: Crime Prevention Specialist
DEPARTMENT: Police
ACCOUNTABLE TO: Administrative Services Manager
JOB SUMMARY:
Develops programs that are designed to educate citizens on the risk of crime and how to reduce
or eliminate crime, and to provide training for such programs. These programs will be designed
from crime analysis and prevention studies conducted by the crime prevention specialist.
MAJOR COMPONENTS OF POSITION:
Job duties include, but are not limited to:
1. Coordinating department activities in the field of crime and loss prevention.
2. Educating department personnel in crime and loss prevention.
3. Preparing and implementing long and short term programs that deal with crime
prevention and property loss.
4. Educating the home and business owner in programs designed to reduce risk while
providing the optimum level of protection for dollars spent.
5. Coordinating programs for civic, business and private sector groups as well as city
organizations and individuals on common goals of preventative action.
6. Providing a broad base for citizen participation and self education programs towards
personal safety and loss prevention programs.
7. Studying the trends of preventable crime loss. Emphasis will be placed on, but not
limited to street crime, personal crime, vandalism, property crime, auto theft, business
loss and property identification.
EUCRMPREV.SAM
8. Evaluating, when possible, crime scenes to help formulate preventative plans. Consults
with patrol officers, supervisors, and investigators to help formulate courses of
preventative action to meet changing crime trends.
9. Developing expertise in areas of security hardware, internal alarm systems, protective
systems, locks, safes, intrusion devices, alarms and related protective systems.
10. Establishing and maintaining a good working relationship with building inspectors,
architects, insurance firms and building contractors to encourage a proactive attitude
towards security systems in both building design and function.
11. Establishing a good working relationship with the news media.
12. Preparing and submitting proposed security ordinances in regard to homes, commercial
buildings and automobiles.
13. Creating a format and program to be used by police officers and volunteers when
conducting individual premise inspections.
14. Developing educational programs for the community and school systems on crime
prevention.
15. Preparing programs which are geared toward the community's changing crime trends.
These programs will include, but are not limited to:
. Operation Identification
. Neighborhood Watch
. Personal Security
· Crime Free Multi-Housing Program
. Bank Security Programs
. Cable TV Implementation and Coordination
. Reporting of crime trends, facts and efforts in the form of weekly, monthly,
quarterly or annual reports as directed.
. Neighborhood Officer Program
. Citizens In Action Program
. Prepare crime alerts and disseminate information on crime trends and patterns
with the neighborhoods and the media
· Supervise Residential Premise Survey Program
16. Maintaining liaison with crime prevention organizations.
17. Performing other tasks as assigned.
EUCRMPREV.8AM
RELATIONSHIPS AND CONTACTS:
The crime prevention specialist shall be assigned to the Services Division under the
Administrative Services Manager. This division is under the supervision of the Chief of Police.
MINIMUM JOB REQUIREMENTS:
. One year as a crime prevention specialist or directly related job experience.
. Minimum of a 2-year college degree, with a 4-year baccalaureate degree or advanced
degrees, preferred.
. Working knowledge of crime prevention programs, techniques and methods.
. Ability to establish and maintain rapport with citizens and other personnel.
. Ability to use research techniques and crime prevention data to effectively evaluate
and recommend action for department programs.
. Strong organization skills with an emphasis on prioritization and following directives.
. Strong communication skills, both oral and written.
. An understanding of security, hardware, alarms and their applications. Ability to design
informational brochures and pamphlets.
. Functional working knowledge of computers and statistical data.
. Ability to make effective presentations for the community and for in-service training for
department personnel.
. Ability to work flexible hours as assigned, including evenings and weekends as required.
DESIRABLE KNOWLEDGE. SKILLS AND ABILITIES:
· Ability to speak Spanish, Vietnamese, Hmong or Cambodian languages.
. Advanced training in crime prevention techniques.
· Experience in recruiting, training and coordinating the activities of volunteers.
The City of Hopkins does not discriminate on the basis ofrace, color, creed or national origin,
religion, age, disability, sexual orientation, or marital status in employment or the provision of
services.
AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER
EUCRMPREV.SAM