Memorandum
GULFPORT DEPARTMENT OF PUBLIC SAFETY
To: Tom Brobeil, City Manager
From:G. Curt Willocks, Chief of Police
Date:March 14, 2008
Re: Police Department Annual Report for 2007
Attached, please find the Gulfport Police Department Annual Report for 2007.
The Gulfport Police Department is showing continual improvement in the delivery of our services to our citizens. While policing depends, necessarily, on many factors beyond our control, we constantly seek methods to enhance the well being of our community. Despite the fact that in August of 2007, GPD took over School Resource duties at Boca Ciega High School and the resulting reported incidents, the overall incidents of crime reduced.
The following information will show that in 2007 our Calls for Service increased by 5.29%, while reported Part One Crimes decreased by 7.6%. Most dramatically, in 2007 we experienced a 30.9% reduction in Burglary offenses. We did experience an increase in Sex Offenses by 4 and while Armed Robbery went down by 5 occurrences, we experienced more unarmed robberies. Our pro arrest policy on Domestic Violence complaints resulted in arrests in 56% of all reported Domestics, which will impact our violent crime figures. A total of 65 violent incidents were reported compared to 57 in 2006.
Both Patrol and Investigations Commanders have developed a strategy designed to specifically address the Burglary issue, concentrating on both prevention and apprehension. Heightened public interest will only help to contribute to the safety of our residents, businesses and their property. As well, this past year we added some covert surveillance equipment via a grant that should have a positive effect on future apprehensions.
Despite the decrease in Burglary, property crimes continue to be the largest of our crime picture. Simply simply locking doors, securing vehicles and property, and watching out for our neighbors can prevent many of these incidents. It is interesting to note that in one case where a suspect was arrested and remains incarcerated due to conviction, our commercial burglaries in the Beachfront area reduced significantly. A jail cell continues to be an effective crime prevention tool. Regardless of our successes, we will continue to focus on the prevention and investigation of property crimes.
The national standard for crime measurement is the Uniform Crime Report (UCR).
Submitted twice, annually, the UCR report collects and measures the impact of crime on the citizens by calculating a “crime rate” per 100,000 citizens. In 2007 the City of Gulfport Crime Rate was 4,924.3/100,000, reflecting a reduction of 6.7% over 2006. While the Department is always pleased with a reduction, the victim of a theft or burglary or assault does not care what the crime rate is overall, the important crime is the one for which they were a victim. As well, given the relatively small numbers in a city like Gulfport, a small number increase in one category can show percentage-wise as significant and the same can be said for reductions.
In any event, the UCR is the recognized mechanism we have. Ultimately, regardless of what national statistics or databases say, our citizens are our judges. If they do not have confidence that the police will do anything, they will not call the police to report incidents. The fact is that our crime fluctuates from year to year but that our Calls for Service continually rise. I believe it is fair to say the citizens have confidence in our services.
Calls for Service continue to drive the vast majority of officer time. Calls for Service are consistently increasing, as well as the amount of time officers spend on Calls for Service. The more time committed to such calls, the less time is available for more proactive strategies such as Problem Oriented Patrols, Selective Traffic Enforcement and Foot Patrols. Given the current fiscal situation, the economy and the resulting public demands, we can expect, overtime, to see the amount of time spent on proactive strategies continue to reduce, absent the unlikely increase in personnel.
Officers are expected to use their time proactively when not assigned a call for service. That time may be used for a variety of tasks which are self-initiated, such as Problem Oriented Patrols, Traffic Stops, Field Interviews, Foot Patrols, Building Checks or simply an Extra Patrol on a trouble spot.
In 2005 we developed a program to utilize our secure computer system to house our Written Directives, thus we have eliminated the 4” Manual of Directives, made them available to all employees via computer and the directives can be electronically searched by word or number. This procedure is much more effective than simple printed documents. Officers are alerted via email of changes and they electronically verify they have read and understand the new revision. This program has been well received after having been in place for 12 months and is much more efficient for our personnel. Technology improvements continue with enhanced information sharing with area agencies, improving officer effectiveness. This year we will be installing (again due to a grant) printers in some of our vehicles. Such endeavors are designed to conserve officer time so that proactive strategies can be employed more frequently.
Significant hours and expenditures are spent in training. Many tasks that are the responsibility of the police require certifications and annual re-certifications. As well, while we annually meet our state mandated training requirements, we far exceed those requirements. Training is administered through a training committee that evaluates the need, cost and expected result of nearly every training assignment. Those attending training are required to submit an evaluation subsequent to the class and advise how they will use this training to benefit the Department.
In 2007, training hours were the equivalent of one full time employee.
Twenty-one percent of our criminal arrests are Juvenile Offenders. This is a higher percentage than in recent years, again, possibly impacted by the School Resource duties.
Traffic Enforcement and Crashes remain consistent with prior years. In an urban, densely populated are like metropolitan Pinellas County, the safe and efficient movement of traffic is always an important issue. In 2006 much of our enforcement was focused on selective areas, such as high incident intersections, school zones and main thoroughfares. Pinellas County is still among the most dangerous on the highways, especially for pedestrians and bicyclists.
The Gulfport Police Department utilizes a “Response to Resistance” report each time an officer uses force. Our Directive defines the use of force as anything from physical force up to use of deadly force. They are also required to report the use of mechanical restraints such as handcuffs if any force is necessary or if the suspect is not subsequently charged, i.e. in a situation where the subject is handcuffed for the officer’s safety and later determined not to be charged. GPD are required to file a Response to Resistance report anytime they point their firearm at a human being, use an impact weapon, OC spray or Taser.
Nationally, 2007 was a very violent period for police officers. The fact that Gulfport Officers had to use force in less than 8% of the incidents involving physical arrest is a tribute to the professionalism our officers display in difficult situations. Simply stated, the level of force used to affect an arrest is determined by the person being arrested, not the officer.
In fiscal 07/08, due to budgetary issues, an authorized sworn personnel was reduced from 32 to 31. At the same time, a Detectives position was converted to a School Resource Officer position assigned to Boca Ciega High School. Despite these reductions in available investigative resources, the Investigative Services Division maintained a high clearance rate for assigned crimes. Investigative supervisors are also called upon to assist other City Departments in Administrative Investigations.
In 2007 reports reviewed by Detectives increased by 14%, cases assigned increased by 24%, while clearances improved by 7% and arrests by Detectives rose by 9.5%.
The Department continues to enjoy employees who act in a professional manner and who work hard to provide excellent service. Ours is a business that demands a high performance level and that our services are always delivered in a manner that reflects the highest ethical and professional standards. While officers can make mistakes, they are also subjected to the occasional false complaint. The only equitable way to resolve such issues is to fully investigate the circumstances. An officer or employee deemed to have violated our Directives is subject to discipline; a citizen who makes a knowingly false complaint may be prosecuted.
If an officer is accused of serious misconduct, it requires an Internal Affairs Investigation by a certified investigator. A minor performance issue is typically assigned to the employee’s immediate supervisor and is called a Divisional Inquiry. Both type inquiries can result in serious discipline.
Complaints on personnel must be frequently examined to monitor the power that our City has given us. In 2007 there were nine complaints filed on Department personnel. I am especially proud of the fact that of those investigations, our own supervisory staff initiated four of those inquiries. Corrective action ranged from counseling to termination. Proactive supervision, excellent field training and a stringent hiring process ensure that our citizens can have faith in our officers.
In 2007, the Department reviewed 33 applicants to fill 2 positions. In 2009, the City and the Fraternal Order of Police will begin negotiating a new collective bargaining agreement. Hiring standards continue to increase while the workplace becomes more and more competitive. Many who apply for law enforcement jobs are simply unrealistic in their expectations, fail to recognize the importance of previous poor decisions or have poor driving, criminal or employment histories. Despite a reduced number of qualified applicants throughout Pinellas County, it is the position of the Gulfport Police Department that our most important task is the hiring and training of officers.
In 2008 we have the following expectations,
-Maintain a high level of public confidence by providing excellent service.
-Continue efforts to prevent and apprehend offenders, with a focus on violent and property crimes.
-Continue Problem Solving efforts to improve quality of life issues for our citizens.
-Become more aggressive in enforcement of environmental issues to include illegal dumping, natural resource enforcement and waterway patrols.
-Maintain State Accredited status.
None of our accomplishments could have occurred without each of our employees working as a team and being unafraid to seek better ways of working. This is a service-oriented profession and it continues to challenge even the most energetic. The profession is ethics driven and gets more and more complicated over time. I am proud to work with men and women who rise to the challenges they face everyday.
Please convey my appreciation to members of the City Council, without whose confidence and support we could not begin to succeed. I appreciate the leadership and support of your office and that of my fellow Directors and all City Employees in assisting us in every way to accomplish our mission.
Cc: All Police Department Personnel via Email
PRIMARY VALUES OF
THE GULFPORT POLICE DEPARTMENT
The Gulfport Police Department believes that a major responsibility is to preserve and advance the principles of Democracy.
The Gulfport Police Department places its highest value on the preservation of human life.
The Gulfport Police Department believes that the prevention of crime is its number one operational priority.
The Gulfport Police Department will involve the community in the delivery of its services.
The Gulfport Police Department believes it is and must be accountable to the community it serves.
The Gulfport Police Department is committed to professionalism in all aspects of its operations.
The Gulfport Police Department and its employees will maintain the highest standards of integrity.
This Department has adopted a written statement of core values in order to insure daily adherence to the Mission of the department. The values of this department are the responsibility of every employee, every day.