Report Recommendation 1.8

Law enforcement agencies should strive to create a workforce that contains a broad range of diversity including race, gender, language, life experience, and cultural background to improve understanding and effectiveness in dealing with all communities.

1.8 Law enforcement agencies should strive to create a workforce that contains a broad range of diversity including race, gender, language, life experience, and cultural background to improve understanding and effectiveness in dealing with all communities.

Upcoming

SPPD is committed to a diverse workforce

The Saint Paul Police Department will invest and expand its culturally specific Junior Police Academies to encourage city youth to become Saint Paul police officers, recruit a more diverse workforce and work toward ending racial disparities.

These Junior Police Academies will be located at five City’s recreation centers located in the most ethnically-diverse parts of the City. Updated goals for this program include increasing youth participation levels, alleviating transportation concerns for participants and reaching out to include youth of all ethnic backgrounds. 

Kids get an inside look at the SPPD

1.8 Law enforcement agencies should strive to create a workforce that contains a broad range of diversity including race, gender, language, life experience, and cultural background to improve understanding and effectiveness in dealing with all communities.

Established Practice

SPPD is committed to a diverse workforce

The Saint Paul Police Department will continue to utilize the entry-level positions of parking enforcement officer (PEO) and community liaison officer (CLO) as an avenue to equitable hiring of diverse candidates. As of February 1, 2017, the PEO position was 75% racially diverse and the CLO position was 100% racially diverse. 

1.8 Law enforcement agencies should strive to create a workforce that contains a broad range of diversity including race, gender, language, life experience, and cultural background to improve understanding and effectiveness in dealing with all communities.

Established Practice

SPPD is committed to promoting diverse candidates

In 2018, the Saint Paul Police Department will continue its work with Human Resources to analyze both hiring and promotional testing practices to identify biases and deficiencies within the process that impact the success of diverse candidates. We have shown progress in the recent past. In 2014, the police academy class was approximately 32% diverse at graduation. The 2016 academy class was 55% diverse at graduation.  In 2017, the police officer graduating class included:

  • People from the United States, Honduras, Cambodia, France, Somalia, Ethiopia, Laos and the Philippines
  • People who speak English, Hmong, Spanish, Khmer, French, American Sign Language, Tagalog, Visayan, Oromo, Somali and Swahili
  • 31 males and three females
  • There were also 19 people of color.

 

1.8 Law enforcement agencies should strive to create a workforce that contains a broad range of diversity including race, gender, language, life experience, and cultural background to improve understanding and effectiveness in dealing with all communities.

Established Practice

SPPD is committed to a diverse workforce

The Saint Paul Police Department will enhance recruitment efforts in partnership with Saint Paul Public Schools through a cooperative effort with the Advancement Via Individual Determination (AVID) program.

The goal is to increase positive interactions with police and youth. This fosters relationships and opportunities to recruit a large group of local teenagers, most from diverse backgrounds, not only for future law enforcement careers, but also for immediate positions as police explorers, interns, reserves, and volunteers. This includes participation in the Right Track internship program. 

1.8 Law enforcement agencies should strive to create a workforce that contains a broad range of diversity including race, gender, language, life experience, and cultural background to improve understanding and effectiveness in dealing with all communities.

Established Practice

SPPD is committed to a diverse workforce

The Saint Paul Police Department continually looks for new ways to recruit a diverse workforce. The department recognizes diversity as a crucial element in establishing and expanding trust, which also has a positive impact making the department less insular and more receptive to change. Efforts include youth-outreach initiatives, creating entry-level position programs designated for upward promotion into police officer positions, and culturally-specific programming.

In 2017, the department created an entirely new initiative called the Career Ladder Program. This initiative will develop additional career pathways into law enforcement. Students can earn while they learn. A bridge course is offered in partnership with Century College, providing students entry-level skills training in preparation for required credentials. New hires will receive career navigation and educational support as they enroll in a degree program to become law enforcement officers. 

Female officers in high demand at St. Paul police department
Star Tribune | Jan. 27, 2017

New St.Paul Police program aims to mentor recruits
Star Tribune | Mar. 8, 2017

Apply Here or Learn More about the Career Ladder Program

Reference Data:

1.8 Law enforcement agencies should strive to create a workforce that contains a broad range of diversity including race, gender, language, life experience, and cultural background to improve understanding and effectiveness in dealing with all communities.

Upcoming

SPPD is committed to a diverse workforce

Over the next three years, the Saint Paul Police Department will recruit and support the training of 100 future law enforcement officers. The department will explore additional partnerships with local colleges, neighborhood organizations and the private sector to make it easier for people from diverse backgrounds to achieve their dreams of becoming police officers in Saint Paul.

The department has committed to recruiting officers from a variety of backgrounds – including those who are fluent in the languages spoken in our community and those who truly understand and value diversity. These commitments are listed throughout the department’s recruitment and racial equity plans.

New St. Paul police program aims to mentor recruits
Star Tribune | March 8, 2017

Internal Memo to Background Unit Regarding Hiring Standards
SPPD | March 16, 2017

1.8.1 The Federal Government should create a Law Enforcement Diversity Initiative designed to help communities diversify law enforcement departments to reflect the demographics of the community.

Not Applicable

SPPD Response

Not applicable for local law enforcement.

Reference Data:

Not Applicable

1.8.2 The department overseeing this initiative should help localities learn best practices for recruitment, training, and outreach to improve the diversity as well as the cultural and linguistic responsiveness of law enforcement agencies.

Not Applicable

SPPD Response

Not applicable for local law enforcement.

Reference Data:

Not Applicable

1.8.3 Successful law enforcement agencies should be highlighted and celebrated and those with less diversity should be offered technical assistance to facilitate change.

Not Applicable

SPPD Response

Not Applicable for local law enforcement.

Reference Data:

Not Applicable

1.8.4 Discretionary federal funding for law enforcement programs could be influenced by that department’s efforts to improve their diversity and cultural and linguistic responsiveness.

Not Applicable

SPPD Response

Not applicable for local law enforcement.

Reference Data:

Not Applicable

1.8.5 Explore more flexible staffing models.

Established Practice

SPPD promotes employee wellness

The Saint Paul Police Department and the Police Federation have contractual language establishing an annual shift bid process that allows officers to choose their working assignment and shift to best fit their work-life needs. This process is meant to assist all of our officers in their ability to deliver trusted service with respect every day they come to work. 

Reference Data:

1.8.5 Explore more flexible staffing models.

Established Practice

SPPD promotes employee wellness

The Saint Paul Police Department is committed to continually evaluating its staffing and deployment to ensure that deployments support officer safety and wellness.