06/02/2021 - Meeting MaterialsRacial Equity in Policing Commission Agenda
1
6/1/2021 1:03 PM
Racial Equity in Policing Commission
Salt Lake City Utah
Wednesday, June 2, 2021
5:00 p.m.
This meeting is a discussion among Commissioners and select presenters. The public is welcome. Items
scheduled may be moved or discussed during a different portion of the meeting based on circumstances or
availability of speakers.
This meeting will be an electronic meeting pursuant to the Core Commission determination that conducting
the meeting at a physical location presents a substantial risk to the health and safety of those who may be
present at the anchor location. The Commission Meeting will not have a physical location and all attendees
will connect remotely.
Members of the public may provide public comment by joining through Zoom (registration in advance
required) https://zoom.us/webinar/register/WN_haAg95ZpRtCPKb3OGrzupQ or by calling 1-800-934-
9182 at the time of the meeting.
You may follow along with the meeting on the SLC REP Live Commission Meeting YouTube Channel. To
engage in the listening process, please visit www.slcrepcommission.com.
1. Welcome and Public Meeting Guidelines
Confirm the determination of the Core Commissioners to meet electronically because meeting at
a physical location presents a substantial risk to the health and safety of those who may be
present at the anchor location.
During this portion of the meeting, Commissioners may raise topics and discuss current events
that may impact or influence the Commission’s overall work, discussions, and deliberations to
provide recommendations to the Mayor and City Council regarding the Salt Lake City Police
Department’s policies, budget, and culture. No action will be taken during this portion of the
meeting. Matters discussed during this portion of the meeting may be scheduled on a subsequent
agenda for follow-up.
2. Listening Session Report
Facilitators and Commissions may discuss the Listening Session event; Larry Schooler will
provide an update on the event.
3. Public Comment (limited to 15 minutes)
Attendees may be provided one or two minutes of time, determined by the number of
attendees and the time available determined by the Commission. Please observe the time
limit stated at the beginning of the public comment period so everyone may have a
chance to speak.
Per the public meeting guidelines, keep comments free of discriminatory language
referring to a person or group based on their religion, ethnicity, nationality, race, color,
descent, gender, sexual orientation, disability, age or other gender identity factor. Items
Racial Equity in Policing Commission Agenda
2
6/1/2021 1:03 PM
or comments that disrupt the meeting, intimidate other participants or that may cause
safety concerns are not allowed.
4. Summary of proposed resolution declaring Racism as a Public Health Crisis
The Commission may review and provide a recommendation for the City’s consideration of the
proposed resolution.
5. Policies & Practice Recommendation Review
The Policies & Practices subcommittee will provide the remaining recommendations to the full
Commission prior to sharing them with the City Council and Mayor at an upcoming City Council
meeting.
6. Standing Items
Subcommittee Reports
o Training Subcommittee
Review draft recommendations
o School Safety Subcommittee
Review draft recommendations
o Youth Subcommittee
Commission items of business
o Other including Scheduling Items
Opportunity to attend the City Council Work Session on behalf of the
Commission (5-10 minutes overview of the work in progress); optional for 3-4
commissioners per meeting generally between 2 pm and 5 pm.
June 8, June 15
July 13, July 20
7. Discussion of Phase One Report and Progress
The Commission may discuss progress and overall recommendations to support the Phase One
report; review of progress and discuss the continued work of the Commission.
Racial Equity in Policing Commission Agenda
3
6/1/2021 1:03 PM
8. TENTATIVE Closed Session
The Commission will consider a motion to enter into a Closed Session. A closed meeting
described under Section 52-4-205 may be held for specific purposes including, but not limited to:
a. discussion of the character, professional competence, or physical or mental health
of an individual;
b. strategy sessions to discuss pending or reasonably imminent litigation;
c. discussion regarding deployment of security personnel, devices, or systems; and
d. investigative proceedings regarding allegations of criminal misconduct.
A closed meeting may also be held for attorney-client matters that are privileged pursuant to Utah
Code § 78B-1-137, and for other lawful purposes that satisfy the pertinent requirements of the
Utah Open and Public Meetings Act.
CERTIFICATE OF POSTING
On or before 3:00 p.m. Tuesday, June 1, 2021, the undersigned, duly appointed City Recorder, does
hereby certify that the above notice and agenda was (1) posted on the Utah Public Notice Website created
under Utah Code Section 63F-1-701, and (2) a copy of the foregoing provided to The Salt Lake Tribune
and/or the Deseret News and to a local media correspondent and any others who have indicated interest.
CINDY LOU TRISHMAN
SALT LAKE CITY RECORDER
Final action may be taken in relation to any topic listed on the agenda. People with disabilities may
make requests for reasonable accommodation, which may include alternate formats, interpreters, and
other auxiliary aids and services. Please make requests at least two business days in advance. To make a
request, please contact City staff at REPCommission@slcgov.com or 801-535-7644, or relay service 711.
FINAL DRAFT RESOLUTION NO. XX OF 2021 (5/25/21)
Whereas, the Centers for Disease Control and Prevention declares that “Racism is a
system—consisting of structures, policies, practices, and norms—that assigns value
and determines opportunity based on the way people look or the color of their skin”; and
Whereas racism is a serious public health threat because racism - both interpersonal
and structural - is proven to have harmful impacts to the mental and physical health of .
communities of color; and
Whereas racism is declared as a public health crisis that directly impacts Salt Lake City
residents resulting in health disparities that are both measurable and preventable; and
Whereas, racism is a key driver of the determinants of health, shaping access to
resources such as education, housing, employment, and healthcare that creates
opportunities for health; and
Whereas, outcomes from these structural inequities can be seen through increased
exposure to environmental toxins, unmet housing needs, disparities in policing and
criminal justice system, inadequate private and public investment, decreased access to
educational and employment opportunities and multitudes of health measures; and
Whereas, this nation and the states and municipalities within have been designed to
systematically disadvantage underrepresented racial and ethnic groups thereby creating
health disparities that have persisted even after the abolition of slavery and Civil Rights
Movement; and
Whereas, the COVID-19 pandemic has illustrated how pre-existing structural inequities
created heavier burdens of disease, death, and social consequences onto communities
of color in Utah; and
Whereas, the data from the Utah Department of Health reveal stark differences in health
between persons of color and their white counterparts;
1. Odds of infection were 3 times more likely in very high deprivation area
such as Glendale and 2 times more likely such as Rose Park, where there
are high percentages of Latino and nonwhite residents;
2. The Latino communities account for 14.2% of Utah’s population, but 40%
of the state’s COVID-19 cases;
3. American Indian and Alaskan Native communities in Utah had a case
fatality rate that is roughly three times higher than the state average;
4. Black persons in Utah are significantly less likely to be screened for
colorectal cancer, but more likely to both contract and die from colorectal
cancer;
5. Black and Asian babies born in Utah are more likely to have a low birth
weight;
6. Pacific Islanders have twice the rate of infant mortality than the statewide
average;
Whereas, the Salt Lake City Council and Mayor believe we have a moral imperative to
combat racism, discrimination and inequities in all its manifestations; and
Whereas, leaders from Utah’s healthcare organizations declared systemic racism a
threat to the health of patients, families, and communities through economic and
resource inequities which result in poor health outcomes; and
Whereas, Salt Lake City has recently moved forward to develop a city-wide equity plan
with a goal to methodically review all City practices and policies and confront the
systems that have resulted in generational injustice and health inequities; and
Whereas, Salt Lake City remains committed to the work that it will take now and into the
future to dismantle our racist legacies so that all feel welcome and safe in Salt Lake
City; and
NOW, THEREFORE BE IT RESOLVED by the Salt Lake City Council and Mayor as
follows:
1. That in our capacity as a local municipal authority that we declare racism as a
moral and public health crisis in our city, state, and nation.
2. That we reaffirm our commitment to the principles of the Utah Compact on Racial
Equity, Diversity, and Inclusion.
3. That we commit to look internally, externally, and encourage all who reside, work,
and own businesses in our city to commit to the work necessary to dismantle
racist legacies and equitably work to repair our communities.
4. That we commit to seek out strategies and solutions to unfair institutions in our
society, businesses, government, and culture to improve the health outcomes
and the life of all citizens of color of Salt lake City.
a. That as we continue our work going forward we will continue to be critical
about the policies and ordinances we create to ensure they do not add to
the compounding of inequities, and that they work to undo the damage
done over many years.
5. Commit to work with County Health officials and data partners to report and
review public health data including
a. City health metrics (disaggregating the data)
b. Current tasks to be done, next steps to address poor outcomes
c. Health report page on website
d. Increase transparency
6. Utilize City Equity staff to work with County Health partners to address systemic
barriers to health including racism.
The Salt Lake City Racial Equity in
Policing Commission
Public Listening Session
will begin in a moment
Public Listening Session
Facebook Live, YouTube Live & on SLC TV
6:00 P.M.
HOW TO PARTICIPATE
Call (888) 410-3427 to participate in English
Call (844) 881-1317 participar en español
用中文参与，请拨打
Call (888) 849-5231
ﺔﯾﺑرﻌﻟا ﺔﻐﻠﻟﺎﺑ ﺔﻛرﺎﺷﻣﻠﻟ
Call (888) 848-6122
THREE WAYS
TO PARTICIPATE
POLL EVERYWHERE
BY SMART PHONE
Go to www.pollev.com/kwpoll1
on your internet browser.
BY COMPUTER
Go to www.pollev.com/kwpoll1
on your internet browser.
BY TEXT MESSAGE
Text kwpoll1 to 22333
on your mobile device.
INTERNET
BROWSER
WAYS TO PARTICIPATE
BY COMPUTER
Go to www.pollev.com/kwpoll1
on your internet browser.
Insert name and
click continue
OR Click skip
BY SMARTPHONE
Go to www.pollev.com/kwpoll1
on your internet browser.
SMARTPHONE
BROWSER
WAYS TO PARTICIPATE
TEXT
MESSAGE
WAYS TO PARTICIPATE
BY TEXT MESSAGE
Text kwpoll1 to 22333
on your mobile device.
Text 22333
Say KWPoll1
ALL SET!
A recording of the Public Listening Session can
be found on Facebook or YouTube
THANK YOU FOR ATTENDING
AND SHARING YOUR VOICE
To share additional input for the
Commission, please visit:
SLCREPCOMMISSION.COM
The Salt Lake City Racial Equity in
Policing Commission
Public Listening Session
has concluded
Preliminary Findings: REP Commission May 19 Listening Session
0
10
20
30
40
50
60
70
80
90
84010 84047 84101 84102 84104 84105 84107 84108 84111 84115 84116 84131
ZipCodes of participants
0%10%20%30%40%50%60%
African
American Indian or Alaska Native
Hispanic/Latino/Chicano
Other Race/Ethnicity
White
Native Hawaiian or Other Pacific Islander
Black or African American
Race/Ethnicity
Other Responses:
Resources for mental health and addiction recovery
Increase in funding.
More mental health workers and fewer police
Policing culture
Cultural changes within the department
0%10%20%30%40%50%60%
Training
Policies and Practices
School Safety
Other
What do you most want the Racial Equity in
Policing Commission to help change?
What else should the Training subcommittee know?
Trainers need to be from the neighborhood people that know the inns and the outs in the nuances of
the community
I particularly appreciate the recommendation that trainers themselves need to be diverse and
representative of the community
I would like to know more about how the training will promote Racial Equity
Training must be paired with accountability for consistent and sustainable behavior change
I believe that we need more officers than what we are coming up with for helping defuse mental
health situations we also need more social workers
Please train these folks by including citizens opinion
Thank you so much for your time and commitment to our community
Focus on ongoing efforts in the mix with point in time trainings as change takes time
I'd like them trained to do their job without firearms
0%
5%
10%
15%
20%
25%
30%
35%
Very good Good Neutral/Unsure Not great Very concerning
What are your thoughts on the
recommendations from the Training
subcommittee?
What else should the Policies and Practices subcommittee know?
What about 911 dispatchers? Are they being trained to gather information to relay to police
What are you doing to stop officers from profiling black and blown people while driving? My husband
is black and is pulled over disproportionately for th
what about a CTR type training?
I believe that's what the caller was referring to
Were there any findings that changed your personal views?
I'd like the REP commission to also look at the calls made to 911 by the public and if there are ways
that calls for service which may be themselves based in racism can be weeded out by dispatch.
Will the bias assessment be required and lead decision-making in the application process for
prospective officers AND performance reviews of existing officers?
Great work to the committee. Thank you.
Is there thought to taking infractions out of police purview? Like traffic stops and things like that?
0%
5%
10%
15%
20%
25%
30%
Very good Good Neutral/Unsure Not great Very concerning
What are your thoughts on the
recommendations from the Policies and
Procedures subcommittee?
What else should the School Safety subcommittee know?
In a predominate white state and even school environment, having SRO is what makes many young
people of color uncomfortable. This had not only been seen in high school, but students of color are
also against that in higher education. There are better ways to address people rather than just placing
SRO
Involve students in decisions about who their SRO will be and how they are asked to interact with
students, to determine what will impact positive change
The issue is less the officers at the schools but that the school administration is using them improperly
and calling on them to do things they shouldn't.
Police shouldn't be in schools. Why not the mental health workers instead?
0%
10%
20%
30%
40%
50%
60%
Very good Good Neutral/Unsure Not great Very concerning
What are your thoughts on the
recommendations from the School Safety
subcommittee?
Telephone Comments (transcribed):
1) Okay, thank you, before my question, given the salt lake valley has always been a gathering
place for the indigenous peoples we acknowledge that this land which name for the youth tribe
is the traditional ancestral homelands, of the shoshone tribe and is the crossroads for. All of the
turtle island native nomads and indigenous settlers we stand in solidarity with our brothers and
sisters who are displaced Africans, Asians and recognize that Asian Pacific islander heritage
month is this month, and we also stand in solidarity and and with the Palestinians and
condemned the actions of the Israelis. My question is a bit of a twofold now that i've heard
some of the policies in because I just want to get some clarity on that listening session we were
just in. What my concern is is, these are trainings for the future, and is there a place that this
curriculum is made public as to how the training will be informed by the curriculum. What data,
what sort of is where yeah can we see the curriculum, so that the public may review it. Rather
than just because I think that's something that's important that the Community, be able to.
bring some feedback into that sort of policy and making i'm curious is officers are currently
excuse me i'm My tmj is affecting how I speak today. Is officers know qpr training and the
reason I asked this is because the majority of Much of the response and what we're seeing in
our communities is that responses to neuro divergent. People often ends in the centrality and
i'm curious if they're aware that qpr exists and to utilize those qpr tactics before responding
when it with anything other than less than lethal for someone like that. kind of what i'm tying
into that question is the recent clips of the Swedish officers that were tourists in New York City
and amongst the four of them, they were able to break up a violent fight that. With their
techniques of de escalation managed to. subdue those men, without any harm, like any fatal
harm to them, and it seems like it was quite easy technique to execute and that there was some
significant training for them to all be so coordinated, even on their personal time.
2) yeah Thank you, you had mentioned that a certain percentage of calls to police work for mental
health issues, I wonder what the criteria are that you use to make that determination and if
those are criteria you use when the call comes in, or only after it's been responded to thank you
3) Okay um so i'm a 40 year old one, almost 42 year old students have. an incredibly diverse
school district in Dallas Texas, which was predominantly black and Brown. And we had a was
Carter high school and I can tell you from my personal experience. That was a little over two
decades ago. As sorrows only represented forces antagonism and a sense of internalized racism
that perpetuates quite a lot of the bias that we see. That that are associated with as sorrows
within the black and brown school systems and how a lot of those racist ideologies seep in and
affect the quality of care and the quality of safety that our children have and the protections of
a checklist policing. With that just simply can't be met without a cultural understanding of how
we correct our youth and how elders within the Multi economies. Of of communities that exist
here how we call in our youth and how we correct our youth. And how this way is not the way
for children, children should not be policed children should not go to school in and fear this
authoritarian influence around them and instill so they can get a quality education. And I
disagree with having a sorrows as being a child of a family of several generations of students
who've passed through the SRO system only to experience how much of my family had been
affected by it. Because they were sucked in by that vortex of the school to prison pipeline, of
having friends people I love who go to prison. For you know youthful folly that ends up being
criminalized because there's an SRO officer there's an SRO rather than an elder right or. Not um
and it bothers me that you don't have K PR and that that sorrow officers who are in our schools
in a state that has such highest. numbers of youth self harm and you've completion that you
don't have officers that are qpr trained. it's it's it's disturbing to note that this is the first time
you're hearing of it when it's existed for quite a while. And i'm wondering why there seems to
be quite a lot of reinvention of processes when there's already good stuff that works out there
right and why that just not simply being incorporated in that current training. modalities it's
just, we need to keep our kids safe and COP have no business in our school. Maybe surrounding
perimeters and and that sort of thing, but we need to have a. You know, principles and you
know ways of being able to de escalate, even in like I said in the most dangerous situations, so
the evidence that we can do that to do want to.
Comment from Spanish line:
(Diego Munoz)(Salt Lake City)() There’s not security at RosePark school, we’d like to see a police officer
there watching the kids.
Facebook comments: to be provided by staff
RACIAL EQUITY IN POLICING COMMISSION: POLICY AND PRACTICE SUBCOMMITTEE
RECOMMENDATIONS 3.0
June 2, 2021
Recommendation 1: REVISED Police Officer Body-Worn Cameras
(Original version PASSED BY COMMISSION on 5/5/2021)
Recommendation 2: Internal Implicit Bias Survey to SLCPD
PASSED BY COMMISSION on 5/5/2021
Recommendation 3: Community Based Training on the History of Policing with People of Color
Recommendation 4: Co-Response (Mental Health)
Recommendation 5: Call Diversion and Dispatch
1. REVISED Police Officer Body-Worn Cameras (Originally PASSED BY
COMMISSION on 5/5/2021)
Utah Code sets minimum standards for activation, storage, notifications, and other body worn
camera procedures. Body-worn camera use in the Salt Lake City Police Department is outlined
in Policy 422 (Portable Audio / Video Recorders), which is largely dictated by Utah Code 77-7a
(Law Enforcement Use of Body-worn Cameras) and adopted in 2016. Additionally, the City
Council adopted Ordinance 54 on December 1, 2020 for the Police Department’s use of body-
worn cameras that formalizes recent policies and executive orders guiding body-worn camera
use, data, records, and reporting (2.10.200).
The Racial Equity in Policing Commission believes the current policy and ordinance is part of a
multifaceted approach the City is taking to examine internal systems and identify paths toward
better accountability, transparency, and equity. SLCPD’s related policies and Ordinance 54 match
or exceed state law requirements with their use. Additionally, the Commission found that SLCPD
is progressive in the use of their cameras by incorporating additional accountability and
transparency beyond what state law requires. Examples include internal auditing and outside
auditing, two levels of reports, and random audits of footage. This Commission supports the
current body-worn camera policies and ordinance and recommends SLCPD continue to strive to
be the “gold standard” of best practices nationwide.
Additional recommendations to achieve “gold standard” include making the following
modifications to policy and Ordinance 54:
● Ordinance 54 requires a qualified individual outside of SLCPD designated by the mayor
to randomly review and audit body worn camera videos. The Commission recommends
that this position be identified and provided the necessary support and funding to perform
these responsibilities. Furthermore, the mayor’s designation of this qualified individual
shall require approval and support from the City’s Chief Equity Officer.
● Pursuant to current policy, standards, and ordinance multiple body-worn camera reviews
and audits are required, including those by the SLCPD audit and inspection unit, the
qualified individual designated by the mayor, and the The Commission on Accreditation
for Law Enforcement Agencies (CALEA®). In furtherance of efficiency, transparency,
accountability, and sustainability the Commission recommends the city specify, develop,
and establish criteria regarding how body-worn camera reviews and audits are to be
conducted and define uniform and consistent performance metrics and language. This
should be done collaboratively with the current audit and inspection unit within SLCPD
(Sgt. Mason Givens) and the designated qualified outside body-worn camera auditor.
Strongly consider including:
○ Audit all use of force reviews to determine if the reviews were conducted
appropriately and if the outcomes are within policy. This includes K-9 incidents
involving use of force.
○ Increasing the random reviews of videos by the outside qualified individual from 5
to 20 per month and include random sampling of officer videos as well as
completed supervisor reviews.
○ As required by Ordinance 54, a record and report will be provided to the Mayor
and City Council on a quarterly basis. The Commission recommends that the
SLCPD audit and inspection unit also provide a record and report on the
department’s internal audit to the Mayor and City Council on a quarterly basis.
○ The Commission recommends these quarterly reports be provided to the
Commission at the same time.
○ SLCPD should inform the Commission of any incidents reported to internal affairs.
○ Pursuant to Ordinance 54, any findings of material non-compliance with state law,
City Code and Police Department policy will be referred to the Chief of Police, the
City Attorney, the Council Chair, the Mayor and the Mayor's Chief of Staff. These
findings should also be reported to the Commission.
○ SLCPD is required to provide an annual report to CALEA and such report should
also be shared with the Commission.
● SLCPD is currently nationally accredited by The Commission on Accreditation for Law
Enforcement Agencies, Inc. (CALEA®). This requires compliance with 162 standards and
only 4% of law enforcement agencies nationwide are accredited. SLCPD should strive for
an advanced accreditation (462 standards) and explore the costs, resources and benefits
of doing so.
2. Internal Implicit Bias Survey to SLCPD – PASSED BY COMMISSION on 5/5/2021
Leverage the planned cultural assessment mentioned in the Police Department’s Crime Control
Plan to incorporate an implicit bias survey. The survey shall be developed, administered,
analyzed, and disseminated by a third-party as agreed to by the Commission and funded by the
City. The results shall be shared with the Chief Equity Officer, Commission, City Council, Mayor’s
Office, SLCPD and the public. The survey shall be modeled after the Pew Research Center 2016
national Survey of Law Enforcement Officers*. The results shall be shared with the Commission
to inform next steps.
*References: See the PEW survey here as example and template:
https://assets.pewresearch.org/wp-content/uploads/sites/3/2017/08/29155639/2016-Law-
Enforcement-Topline_Final-1.pdf
*Related article: https://www.pewresearch.org/fact-tank/2020/06/03/10-things-we-know-about-
race-and-policing-in-the-u-s/
3. Community-Based Training on the History of Policing with People of Color
The Commission recommends the funding, development, and delivery of community-based
training on the history of policing of people of color.
The session(s) is not just about the history of SLC and its communities of color, but of the United
States and its history with People of Color and how that history impacts, and is still a part of, the
present. It should be co-facilitated with a qualified community member (of color) knowledgeable
and involved in equity work, and an officer Sgt./Lt. or above (of any race or ethnicity).
The training shall be incorporated into the SLCPD onboarding process and provided to new
employees within the first 30 days of employment. This should also become a part of in-service
training since only focusing on the Academy and new officers misses the majority of officers and
would indicate that this is not a check-the-box, nor a one and done. Content would be different
after all officers have gone through an initial session(s).
The session(s) should be a mix of history/present day examples of legal and social impacts based
on race and ethnicity, understanding institutional bias and racism presented with no blame but as
a description of what is. It should include an understanding of personal bias and examples of the
impacts of both personal and institutional bias.
There should be an opportunity and the space and climate created for officers to speak candidly.
If there is not a sharing of perspectives, with the ability to be open to hearing alternative
perspectives, there will be no real chance for “AH HA moments”. Space must be created to be
comfortable having uncomfortable conversations.
The Commission and SLCPD estimate the following scope and costs:
700 officers to be trained.
25 officers per training group.
28 sessions (budget 30 sessions for makeup dates and/or new employees).
Two hours each session (totals 60 hours).
Estimates instructors are $50 per hour, typically teaching in pairs (totaling $6,000 for the
instructors)
$4,000 estimated to develop
Total estimated cost: $10,000 to implement and train the Police Department.
It is recommended that this training be funded and developed as soon as reasonably possible,
and all officers complete the training within a reasonable time. Additionally, it is recommended
that Council provide any necessary additional funding for voluntary overtime pay to ensure regular
staffing needs can still be met while officers take time to attend the training within this timeline.
4. Co-Response (Mental Health)
The Community Connections Center and SLCPD CIT Co-Response model is needed and should
be expanded. It should be the prioritized approach to mental health crisis response. Mental
health access disproportionately impacts minority communities. According to recent data, 25% of
calls to law enforcement from African Americans are mental health related – this highlights the
importance of the initial moments and how to best respond. Therefore, we recommend expansion
and prioritization of the current co-response model with the following:
● Focus on communities of color. Reach out to those communities and provide more
community policing in these areas and build trust. Understand their needs and educate
them on SLCPD’s response and assess if it’s accessible to them.
● Expand the co-response program to provide co-response during hours that are at a higher
risk for use of force situations – late afternoon and evening.
○ Provide co-response during virtually all hours and days where mental health crisis
calls most frequently occur:
■ Short-term/Immediate:
● Two officers should be redeployed to afternoon shift hours (1430-
0030, or 2:30 PM to 12:30 AM).
● One CIT/HOST officer on each shift should work a staggered
schedule that covers Saturday and Sunday.
● Two clinicians from the Community Connection Center should be
redeployed to afternoon shift hours (1430-0030, or 2:30 PM to
12:30 AM).
● One clinician on each shift should work a staggered schedule that
covers Saturday and Sunday.
● The CIT/HOST sergeant should vary, and stagger hours as needed
to provide additional coverage to both sets of assignments.
● The department should consider offering pay incentives for both
officers and clinicians working afternoon shift hours and weekends
to be able to consistently fill these assignments.
■ Mid-term/6-12 months:
● As staffing permits, build up this program by increasing the number
of officers from 4 to 10 to match the number of social workers. There
are currently 10 social workers and 4 officers, which means only 4
teams are available at a time. This increase in officers would allow
for 10 teams.
● Assess and evaluate a Civilian EMS Response (like Denver’s STAR) with an outside
agency when time is appropriate.
5. Call Diversion and Dispatch
Engage in a dispute system design process to develop the best/most appropriate model/system
for incoming calls, diversion and dispatch coordination and response. This process should
consider and/or include the following:
● Collaboration with public safety to understand how 9-1-1 calls are being taken and
directed.
● Understanding how communities are being policed and how they want to be policed.
Engage each of the city’s community councils and its communities.
● Add a mental health question to the 911 dispatch script “Hello, 911. Is this a fire, health,
police, or mental health emergency?”
● Establishing a civilian force response team to handle certain calls for service related to
low level investigative crimes and low-level disputes. (Matrix Call Diversion Opportunities).
1 SCHOOL SAFETY SUBCOMMITTEE ISSUE STATEMENTS June 2021
SCHOOL SAFETY SUBCOMMITTEE DRAFT
RECOMMENDATION – JUNE 2021
Second extension of the Memorandum of
Understanding (MOU) on School Resource Officers
(SROs)
We recommend extending the expiration date MOU between
SLCPD and SLCSD. Currently expires July 2021 and we would like
negotiations to commence immediately with an extension of the
current MOU remaining in place for an additional 6 months or
until renegotiated.
This will allow time for the new superintendent to become
familiar with the program, its efficacy and the needs
The School Safety Subcommittee has amassed a number of
recommendations for adjustments that could apply to a
future MOU and will share those with both parties
This will further allow sufficient time to ensure that
changes to the MOU are meaningful and substantial and
aren’t simply wording adjustments
We expect this will include some language from bills
introduced in the last session that didn’t pass at the state
level
1