01-31-23 City Council Special Work Session Agenda - revised January 31, 2023 — 6:30 PM
Council Chambers
Hybrid Meeting
1.Update on Police Operations
CITY COUNCIL WORK SESSION AGENDA
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Discussion Item(s)
Council Work Session meetings have an informal, discussion-style format and are designed for the
Council to obtain background information, consider policy alternatives, and provide general directions
to staff. No formal actions are taken at these meetings. The public is invited to attend Council Work
Session meetings and listen to the discussion; public participation is allowed by invitation of the City
Council.
City of Golden Valley City Council Work Session January 31, 2023 — 6:30 PM
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EXECUTIVE SUMMARY
City Administration
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Work Session
January 31, 2023
Agenda Item
1. Update on Police Operations
Prepared By
Timothy Cruikshank, City Manager
Summary
Police Chief Green will be providing an update to the Council on Police Operations. Staff from the
Human Resources and Legal departments will also be in attendance to answer any questions the
Council may have.
Supporting Documents
Police Strategy Memo
Golden Valley Police Department PowerPoint
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January 31, 2023
Staff Memo: Reimagining Policing and Addressing Public Safety in Golden Valley
The City of Golden Valley is on a path of expanding its consciousness and manifestations of racism
within government systems. The City empowers each department to interrupt racism by examining
policies, creating anti-racist infrastructure, developing trusting community relationships, and
implementing practices that address the historical and present day impacts of racism and other forms of
inequity. This work takes many forms, and the City is on a trajectory to achieve systemic change through
a series of coordinated efforts, which have been met with some challenges and resistance.
Within the Police department the City has bolstered these efforts by implementing the PEACE
Commission and applying for grant funding “Reducing Harm Through Collaborative Solutions” offered by
the Pohlad Family Foundation, whose purpose is to:
1. Innovate and transform traditional approaches to public safety.
2. Reduce the occurrences and severity of negative encounters between law enforcement and the
community.
3. Actively confront racial disparities and history of racism to improve safety, trust, and greater
wellbeing among Black, Indigenous, and people of color (BIPOC).
The City received $250k over two years, plus technical assistance from Ubuntu, Rainbow Research, and
the National League of Cities. Staff have spent almost two years finalizing the grant agreement and
working towards the objectives. The Police Chief, Assistant Police Chiefs, City Manager, City Attorney,
Deputy City Manager/Human Resources Director, and support staff in collaboration with community
partners will continue to work on short-term and long-term collaborative solutions.
Organizational Structure
The Department is budged for 31 sworn staff, 14 non-sworn staff members, and a portion of the on-site
Hennepin County Social Worker.
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Current Staffing Levels
As of 1/31/23:
Sworn Staff 17*
Non-Sworn 12
*this includes all active employees on roster, including individuals who have a scheduled last day of
employment, are working light duty, or are on a leave of absence.
Turnover Data
Between January 2018-January 2023, 54 individuals left employment with the City.
Year Turnover Total
2018 3 Sworn; 4 Non-Sworn 7
2019 1 Sworn; 1 Non-Sworn 2
2020 3 Sworn; 1 Non-Sworn 4
2021 10 Sworn; 8 Non-Sworn 18
2022 13 Sworn; 6 Non-Sworn 19
2023 2 Sworn; 1 Non-Sworn 3
Exit Data
Exit interview data is classified as private personnel data under MN Statute 13.43. Some former
employees have shared publicly their reasons for leaving. Others have chosen not to share publicly, but
have submitted comments describing the work environment as a “toxic work culture.”
Actions: Engaging with consultants to host restorative repair work, considering specialized patrol
positions, and revamping internal affairs process.
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Call Response
Actions: Exploring and Adding Alternative Call Response Models
As part of its grant work, the City is working on community co-response
models and preparing call response models where non-sworn
individuals may respond in the place of or in addition to sworn officers.
Mutual Aid
The Golden Valley Police Department has an agreement with the Hennepin County Sheriff Department
that allows deputies to select a variety of GVPD shifts to work. This has been in place since September
2022 we will continue to work collaboratively with the Sheriff Department as we work to re-build the
agency patrol staffing levels.
Hennepin County Communications Division
Command staff will meet with the communication director regarding staffing and how calls will be
dispatched for medical and calls for service.
Reducing Harm through
Collaborative Solutions
Grant Funding Priority:
Adoption or expansion of
co-responder, community
responder or similar
models that reduce
escalating encounters
with law enforcement.
The model adopted
should improve outcomes
with BIPOC communities;
individuals with
developmental, physical,
intellectual disabilities;
individuals experiencing a
mental health crisis; and
transgender and gender-
nonconforming
individuals.
Strategies that offer a
range of response options
for how calls to 911 are
categorized and
dispatched (i.e.,
differential responses and
dispatch to ensure the
optimal resources are
responding to specific
safety needs, such as
mental health, homeless
outreach and youth
intervention workers,
amongst other
community responders).
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Medical Calls
The Golden Valley Fire department day-time duty crews have been supporting the police department
with medical calls. This duty crew coverage is expanding in 2023.
Mental Health
The agency has an embedded social worker with Hennepin County who will continue to aid the police
officers.
Investigations
The City entered into a contract with Belcom to support ongoing investigations. Belcom representatives
are trained investigators, typically formerly sworn personnel who have experience handling cases such
as, theft, burglary, and other criminal activities, etc.
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Recruitment and Onboarding
The ability to hire, onboard, and retain sworn police officers is critical to
the success of the police department, and the City has significant
opportunity for improvements in these areas.
Recruitment
The City has been actively recruiting sworn police officers since 2018, and
through December 2022, has posted the Police Officer position externally
eight times.
Year Applications Hired
2018
Ethnicity Gender Ethnicity Gender
AI: 0
AAPI: 1
AA: 8
H: 4
C: 41
T: 2
Un: 9
Male: 49
Female: 10
Unknown: 6
AI:
AAPI:
AA:
H:
C: 1
T:
Un:
Male:
Female: 1
Unknown:
Total: 65 Total: 1
2019
Ethnicity Gender Ethnicity Gender
AI: 1
AAPI: 1
AA: 9
H: 5
C: 73
T: 4
Un: 3
Male: 79
Female: 16
Unknown: 1
AI
AAPI:
AA:
H:
C: 4
T:
Un:
Male: 3
Female: 1
Unknown:
Total: 96 Total: 4
2020
Ethnicity Gender Ethnicity Gender
AI: 1
AAPI: 3
AA: 11
H: 9
C: 63
T: 5
Un: 2
Male: 76
Female: 18
Unknown: 0
AI:
AAPI:
AA:
H:
C: 2
T:
Un:
Male: 1
Female: 1
Unknown: 0
Total: 94 Total: 2
2021
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Postings
Ethnicity Gender Ethnicity Gender
AI: 0
AAPI: 7
AA: 7
H: 3
C: 37
T: 4
Un: 2
Male: 50
Female: 9
Unknown: 1
AI:
AAPI: 2
AA:
H:
C: 4
T:
Un:
Male: 3
Female: 3
Unknown: 0
Total: 60 Total: 6
2022
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postings
Ethnicity Gender Ethnicity Gender
AI:
AAPI: 3
Male: 49
Female: 13
AI:
AAPI: 2
Male: 4
Female: 1
Reducing Harm through
Collaborative Solutions
Grant Funding Priority:
Workforce recruitment,
training, and skill
development specific to
efforts that increase
racial diversity and
foster an anti-racist
work culture.
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AA: 12
H: 2
C: 38
T: 6
Un: 4
Unknown: 3 AA:
H: 1
C: 1
T:1
Un:
Unknown:
Total: 65 Total: 5
From 2018 to 2022 the City hired or promoted 19 individuals in the role of Sworn Patrol Officer. As of
January 31, 2023, only five of them remain employed with the City in the role of a Police Officer, which
makes the City’s new officer retention rate 26%.
Actions: Hiring Incentives and Lateral Focus
Current Recruitment Plan
• Patrol Officer – Lateral Focus
• Patrol Officer – Special Assignment: Investigations, etc.
• Sergeant – Lateral Focus
• Lieutenant – New Position*
The market is competitive and the narratives surrounding the GV Police Department have both
positively and negatively impacted recruitment efforts. Some narrative data:
• Candidates expressing that they were unsure about whether they should apply because of
things they have heard from others with past or current connections to GVPD.
• Candidates expressing concern about the Mayor’s public comments about GVPD.
• Candidates expressing that they are excited to join the department because they want to be
part of changes in the industry.
• Candidates expressing that they admire what the City is doing.
• Candidates expressing that they want to work for our command staff.
In addition, the City’s low crime volume is not always appealing for new recruits who have a desire for
high action calls, and apply for higher intensive patrol positions. As such, Staff recommend highlighting
evoking feelings of: Community Focus – Engagement – Communication – Trust – Transparency.
The City is also offering a stronger hiring incentive. Individuals who have worked as a sworn patrol
officer for a minimum of one year are eligible for:
$10,000 hiring incentive, paid as following:
• $1,500 on first paycheck
• $3,500 upon completion of FTO
• $5,000 upon completion of probationary period (typically one year)
Additionally, staff are highlighting the following benefits/perks:
• Education Incentive (Associates,
Bachelors, Masters)
• 13 paid holidays (included in PTO
accrual)
• Front-loaded PTO (40-80 hours DOQ)
• PTO accrual rate (10.77 hours per pay
period/11.08 hours per pay period)
• Fully paid uniforms and equipment
• Tuition reimbursement
• Paid parental leave
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• Proposed multilingual pay ($100 per
month)
• Workout facility on site
Onboarding and Field Training
Each new hire goes through a three-week academy, followed by entering the department in Field
Training. The new hire is paired with a Field Training Officer (FTO) who facilitates training each day, and
completes daily report logs, which are reviewed by the assigned FTO Sergeant. FTO is currently split into
4-5 phases, depending on the candidate.
Currently, the City can only train 2-4 individuals at one time and it takes significant time (12-18 weeks).
Additionally, from 2018-2022 the FTO pass rate is 47%.
*Note this data is effective as of 1/31/23
Pass Rate
Male 58%
Female 29%
Pass Rate
BIPOC 43%
WHITE 50%
*Pass rate for BIPOC Females is 0%
Actions: Staff are pursuing an agreement with a consultant to evaluate the FTO process, including the
manual, training guidelines, evaluations forms, etc., and make recommendations to the Chief.
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Training and Development
Officer training and development is another critical component to a
healthy and productive police department. The Minnesota Post
Board requires each officer to complete 48 hours of continuing
education every three years. Within these 48 hours, a minimum of 16
POST approved credits must fall in the following categories:
• Crisis Intervention and Mental Illness Crisis (6 credits, min)
• Autism (4 credits, min)
• Conflict Management and Mediation (1 credit, min)
• Recognizing and Valuing Community Diversity and Cultural
Difference to Include Implicit Bias (1 credit, min)
Officers are trained on how to de-escalate confrontations and be
“mindful” in dangerous circumstances, including being more self-
aware of their implicit racial biases.
The City will continue to pursue training that fulfills the MN Post
Board licensing requirements. In addition, through its collaborative
solutions work the city is embedding restorative practices within the
Police Department with the goals of:
• Understanding the mission and function of a police
department,
• Community-led health and safety strategies
Actions: In various stages of contract agreements with facilitators who provide restorative practices
training. Additionally, staff have proposed financial incentives for Patrol Offers to participate in
restorative practices and become a facilitator.
Reducing Harm through
Collaborative Solutions Grant
Funding Priority:
Efforts that incorporate
trauma, healing and
restorative approaches. This
can include addressing
immediate needs following a
critical incident or restorative
approaches that lead to
improved trust and repairing
harm from past trauma.
Efforts that include solutions
and resources from within
the local community that
promote public safety and
broader wellbeing.
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Other Initiatives
As part of its ongoing grant work, the department and City
Administration continue to work with the PEACE Commission and
Consultants on Policy Review and creating a robust data dashboard.
Reducing Harm through
Collaborative Solutions Grant
Funding Priority:
Practices that increase
transparency and
accountability (public
information-sharing
practices, improved relations
with public safety officials,
early intervention systems to
detect potential problems
with officers’ behavior,
civilian review boards).
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Golden Valley Police Department
Golden Valley City Council
Police Operations Update
January 31st, 2023
Presented by Virgil Green –Chief of Police 12
The Golden Valley Police Department is budgeted by the City Council to have 31 sworn police officers, 14 non-sworn staff members. As of
Tuesday January 31st, 2023, there are 17 sworn staff and 12 non-sworn staff. Below is turn over data from January 2018-January 2023
Since 2018, 54 individuals have left employment with the City
From 2018 to 2022 the City hired or promoted 19 individuals in the role of Sworn Patrol Officer. As of January 31, 2023, only five of them
remain employed with the City in the role of a Police Officer, which makes our new officer retention rate 26%.
In addition, the City of Golden Valley low crime volume is not appealing for some new recruits who want to work for a city where there is a
lot of action that leads them towards a high intensity patrol positions.
Golden Valley Police Department Staffing
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Crime Rates in Golden Valley
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NIBRS OFFENSE CODE 2022 2021 2020
Assault 64 81 57
Aggravated Assault 25 26 14
Simple Assault 31 36 39
Intimidation 8 19 4
Homicide 0 0 0
Human Trafficking 0 0 0
Kidnapping/Abduction 0 2 1
Sex Offenses 9 20 8
Rape 8 7 6
Sodomy 0 0 0
Sexual Assault with an Object 0 0 0
Fondling 3 13 2
Incest 0 0 0
Statutory Rape 0 0 0
TOTAL CRIMES AGAINST PERSONS 73 103 66
Crimes Against Persons
Group A Offenses
2022 2021 2020
Drugs/Narcotics 28 60 9
Drunkenness 0 0 0
Family Offenses, Non Violent 0 0 0
Liquor Law Violations 0 0 0
Peeping Tom 0 0 0
Trespass of Real Property 0 0 0
Pornography/Obscene Material 3 4 0
Weapons Violations 26 17 9
All Other Offenses 0 0 0
Total Crimes Against Society 57 81 18
continued on next page
Crimes Against Society
2022 2021 2020
Arson 1 2 3
Bribery 0 0 0
Burglary 66 104 70
Counterfeiting/Forgery 16 29 21
Destruction/Damage/ Vandalism of Property 83 91 50
Embezzlement 2 0 1
Extortion/Blackmail 0 0 1
Fraud 53 72 55
False Pretenses/Swindle/ Confidence Game 12 20 15
Credit Card/ATM Fraud 37 39 17
Impersonation 1 0 0
Welfare Fraud 0 0 1
Wire Fraud 0 2 0
Identity Theft 3 11 22
Hacking/Computer Invasion 0 0 0
Larceny 343 330 376
Pocket-picking 2 3 2
Purse-snatching 2 2 0
Shoplifting 49 36 126
Theft from Building 36 24 21
Theft from Coin Operated Machine 1 0 1
Theft from Motor Vehicle 94 143 109
Theft of Motor Vehicle Parts 87 60 38
All other Larceny/Theft 72 62 79
Motor Vehicle Theft 58 83 51
Robbery 13 10 3
Stolen Property Offenses 10 16 12
Total Crimes Against Property Crimes 645 737 643
TOTAL GROUP A OFFENSES 775 921 727
continued on next page
Crimes Against Property
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2022 2021 2020
Bad Checks 0 0 5
Curfew/Loitering/Vagrancy 0 0 0
Disorderly Conduct 8 6 8
Driving Under the Influence 97 130 90
Drunkenness 0 0 0
Family Offenses, Non Violent 0 1 2
Liquor Law Violations 9 10 6
Peeping Tom 0 0 0
Trespass of Real Property 1 7 2
All Other Offenses 58 93 36
TOTAL GROUP B OFFENSES 173 247 149
Group B Offenses
Crime Statistics
Weekly reports are updated every Wednesday by noon. Monthly reports will be updated by the fifth of every month.
Reports (Jan 16–22, 2023)
Arrests (PDF) -1 Arrest
Calls for Service (PDF) -278 Calls
Citations & Written Warnings (PDF) -14 Citations & Warnings
Mental Health Incidents (Not Public Information) -4 Incidents
Reported Incidents (PDF) -28 Incidents
Traffic Stops / Crash Reports (PDF) -8 Stops / 6 Reports 16
17
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Mental Health Calls for Service
Total Mental Health Calls for Service
•2022: 173
•2021: 143
•2020: 163
Total Cases Referred to Embedded Social Worker:
•2021: 316
•2022: 425
As a note: referred cases encompass all types of reports that, because of some aspect, were referred to the embedded social worker for
services –not just calls that come in as “mental health.”
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Golden Valley Police Department Strategy
The command staff will be implementing several strategies that will address how the agency will respond to calls for service when the
agency patrol staffing level is below the agency's standards of operations.As always, our primary responsibility is to respond to calls
from the residents and business community in Golden Valley.
Responding to Calls
Mutual Aid: The Golden Valley Police Department has an agreement with the Hennepin County Sheriff Department that allows
deputies to select a variety of GVPD shifts to work. This has been in place since September 2022 we will continue to work
collaboratively with the Sheriff Department as we work to re-build the agency patrol staffing levels.
Hennepin County Communications Division: due to our staffing for patrol division the command staff will be meeting with
the communication director regarding staffing and how calls will be dispatched for medical and calls for service.
Medical calls: The Golden Valley Fire department duty crews have been supporting the police department with medical calls.
This collaborative support will continue to provide a high level of medical care for the citizens of Golden Valley Residents and the
Business Community.
Mental Health:The agency has an embedded social worker with Hennepin County who will continue to aid the police officers
when it's been identified a mental health profession is needed.
CSOs:Supporting sworn officers by taking on a variety of calls, including animal, noise, traffic, medical, theft reports, etc.20
Staffing as of 1/31/23:
Patrol Division
•Sworn Staff 17*
•Non-Sworn 12
*this includes all active employees on roster,
including individuals who have a scheduled
last day of employment, are working light
duty, or are on a leave of absence.
Investigation Division
The agency is budgeted for (4)
detectives that includes (1) Sergeant of
Detective
Currently the agency has:
•1 Sergeant Detective
•Contract with Belcom for
investigations support
Currently operate two 12-hour shifts and are
evaluating alternative staffing models.
Golden Valley Police Department
Operations
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Golden Valley Police Department Recruitment
The City has been actively recruiting sworn police officers since 2018, and through December 2022, has posted the Police Officer position externally eight times.
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Field Training (FTO) Process
Each new hire goes through a three-week academy, followed by
entering the department in Field Training. The new hire is paired
with a Field Training Officer (FTO) who facilitates training each
day, and completes daily report logs, which are reviewed by the
assigned FTO Sergeant. FTO is currently split into 4-5 phases,
depending on the candidate.
Currently, the FTO process is a bottleneck within the
organization. The City can only train 2-4 individuals at one time,
and it takes significant time (12-18 weeks). Additionally, from
2018-2022 the FTO pass rate is 47%.
Staff are pursuing an agreement with a consultant to evaluate
the FTO process, including the manual, training guidelines,
evaluations forms, etc., and make recommendations to the Chief.
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Current Recruitment
Plan
Open Positions
•Patrol Officer –Lateral Focus
•Patrol Officer –Special Assignment:
Investigations,etc.
•Sergeant –Lateral Focus
•Lieutenants –New Position*
Hiring Incentives and Lateral Focus
Individuals who have worked as a sworn patrol
officer for a minimum of one year are eligible for:
$10,000 hiring incentive, paid as following:
•$1,500 on first paycheck
•$3,500 upon completion of FTO
•$5,000 upon completion of probationary period
(typically one year)
24