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Home My WebLink AboutPOWERPOINT PRESENTATION - SAPD Special PresentationSANTA ANA POLICE DEPARTMENT 2019 YEAR-END REVIEW IQ This 2019 Year -End Review for the Santa Ana Police Department (SAPD) contains information on the organizationIs major accomplishments for the year. The report is a snapshot of the Department's significant success. It includes staffing, recruitment, hiring, technological advances, crime rate and community engagement, which are all in alignment with the Department's Strategic Plan, and made possible with the continued support of the City Council and City Manager. POLICE OFFICER HIRING The SAPD Human Resources (HR) Division shifted its focus on recruitment strategies with the implementation of a comprehensive recruitment and hiring strategic plan. The Department was challenged with recruitment and hiring 50 new police officers for the calendar year. The recruitment team identified target candidates, evaluated and implemented a streamlined hiring process. In December 2019, the SAPD reached its goal of hiring 50 new police officers, something that had not occurred in over 20 years. The HR Division also processed and hired 36 new professional staff personnel and facilitated the promotion of 17 employees. SOCIAL MEDIA In 2019 SAPD increased its social media footprint. One of the goals tithe Department was to utilize social media as an effective tool to interact with residents and share valuable information. SAPD uses Instagram to share unique photos and videos of officers and staff at community events, interacting in neighborhoods, crime information and many other occasions. The SAPD's Instagram account saw a significant increase with over 31 k followers in 2019, maintaining its distinction as the most followed social media site of any law enforcement agency in Orange County. The Department's Facebook and Twitter social media accounts will continue to be used for everyday communications, alerts, advisories, crime prevention tips, wanted subjects, and more. DE-ESCALATION TRAINING Historically, the Training 1` Division functioned h j primarily in ensuring * 11 D"IDVALENTIN officers completed state- Chief of Police mandated training. In 2019, the Training Division made several technological accomplishments. The new VirTra Force Options Simulator was introduced. This is a state-of-the-art regional training platform. The new system uses video laser and programming to train officers on de-escalation, sensitivity and decision -making during and after a confrontation. The simulator offers a variety of different scenarios with numerous choices of outcomes. In addition to helping officers make sound decisions during high -stress incidents, the simulator strengthens officers' communication skills in stressful situations and enhances officer articulation of the force used and why. PAGE ■ 2019 YEAR-END REVIEW SANTA ANA POLICE DEPARTMENT After extensive research, the Training Division discovered there was a decline in the deployment of the TASER as a force option due to a reduction in its effectiveness. The Training Division developed a formal proposal, which was approved, to upgrade the Department's TASER inventory. The new TASER 7 is more effective, easier to use, and it is brighter and louder, which enhances de- escalation. Other notable accomplishments from the Training Division include the completion of Advance Officer Training, transitioned from Glock 22 (40 cal) to Glock 17 (9 mm), and published 126 policies/procedures/legal updates. PROACTIVE RESPONSE TO CRIME The Orange County Violent Gang Task Force 211 (OCVGTF) initiated "Operation Black Rhino" During this investigation, firearms and narcotics were seized during controlled purchases and search warrants. Several of the target subjects had felony arrests or convictions for firearms offenses and other violent crimes, including attempted murder 111 and murder. After the investigation, the OCVGTF and its task force partners conducted "Operation Black Rhino" takedown, which included simultaneous enforcement operations executed at 15 different locations. 3 YEAR HOMICIDE COMPARISON 2017 GUNS SEIZED BY YEAR ®Gang Suppression Unit ®Patrol 144 1019 2019 til 2017 2018 2019 During the strategic planning process, one of the top community concerns was addressing gang crime. In 2019, NON-SPECIFIC 1 13 9 the gang homicide rate was reduced by 44%, year to date from 2018-2019 and the overall homicide rate was reduced GANG RELATED 14 9 5 by over 36%. RESPONSE TIMES/HOMELESSNESS RESPONSE COMMUNITY ENGAGEMENT In 2019, the Field Operations Bureau focused its efforts on patrol staffing, response times, and community engagement. The Patrol Division's core function is the response to calls for service. Under the SAPD Strategic Plan Goal #3 of Increasing Operational Excellence and Efficiency, the Patrol Division reduced its Priority 1 response times from 8:10 minutes in January to 6:32 minutes in December, a decrease of over 20%. The annual average for Priority 1 response was 7:46 minutes. Patrol staffing was increased due to the continued hiring success. ANNUAL AVERAGE RESPONSE TIMES ■2017 .ems .2019 W -I- W W PRIORITY 1 PRIORITY 2 PRIORITY 3 PRIORITY 4 PRIORITY 5 Staffing was also enhanced for the Homeless Evaluation Assessment Response (HEART) and Quality of Life (QOLT) Teams. The HEART program focuses on proactive policing and engagement with our homeless population through outreach and collaboration with public, private, and nonprofit entities. Area patrol officers were once again assigned to attend Neighborhood Association Meetings, which directly support the Police Department's Strategic Plan to increase community engagement. S A N T A A N A P O L I C E D E P A R T M E N T 2019 YEAR-END REVIEW POLICE OFFICER HIRING Santa Ana Police Department Human Resources Division implemented a recruitment and hiring strategic plan Goal of hiring 50 NEW police officers - accomplished in December 2019, something that had not occurred in over 20 years • • , ,601 ' • 0 YE ,07 ' . 186831YOt0 pOLIGE •".< 4,OFFGE l'al �rl+al A.r�al Tl�l�laA T! XT AIX7 TT:—: �rl Ml W W W. 1 0 1 N S A N T A A N A P D. 0 R G POSITIVE IMPACT OF HIRING 50 ADDITIONAL OFFICERS INCLUDES THE FOLLOWING: 1. Patrol Operations (Core Function) 2. Homeless Response/Quality of Life Team (QOLT) Violent Crime Suppression (Metropolitan Division established January 2020) 4. Vice Operations (redeployment of officers from outside task forces) 01 PRIORITY 1 PRIORITY 2 PRIORITY 3 PRIORITY 4 PRIORITY 5 Drop in 4 of the 5 Priority Response Categories from 2018 CATION ING VirTra Force Options Simulator uses different scenarios to train officers on de-escalation, sensitivity and decision - making during high - stress incidents Department upgraded to TASER7, a more effective and easy to use Taser that enhances our de-escalation efforts M1 Od !rjo�;4r 16 16 'k 41 40 �� ■ Santa Ana PD is the #1 Orange County Police Agency on social media with over 31 k + followers on Instagram ■ Santa Ana PD uses its social media outlets for daily for direct, timely communication with followers b ♦ter" to 04 K* pl r� II f EV119on :19 1 F ENGAGEMENT ■ Increased staffing for the Homeless Evaluation Assessment Response (HEART) and Quality of Life QOLT) Teams. Additional staff will be assigned in the irst quarter of 2020 ■ Area patrol officers were assigned to attend Neighborhood Association Meetings for direct community engagement, which directly supports the Police Department's 2019-2024 Policing Strategic Plan.