Fort Worth Police Department Strategic Plan
The Chief should establish a “disciplinary protocol” that holds officers accountable for inappropriate conduct and that communicates that the FWPD has zero tolerance for racial/biased responses and behaviors by its employees.
Accomplished:
Race based behaviors are explicitly prohibited by General Orders: 321.06, which prohibits racial profiling, 321.07, which demands racially bias free policing and 705.01, which prohibits any employee from joining a race-based hate group. The Internal Affairs Section is responsible for investigating all internal and external complaints alleging race based disparate treatment. The department has a zero tolerance policy for race based employee behavior and will aggressively pursue all reported infractions. The Chief should proactively communicate his plan to increase the number of racial/ethnic minority police officers, including recruitment. The Chief should endorse an intentional effort to reach and recruit racial/ethnic minority officers; the department should attain a high standard of diversity and inclusion. The Chief of Police implemented an aggressive action plan targeting minority recruitment in an effort to increase departmental diversity and more accurately mirror the City’s racial and ethnic demographics. The Chief communicated this strategy to the executive and command staff and in March of 2016, the FWPD held the first out of state testing in the history of the department at John Jay University, an institution of higher education renowned for diversity and progressive thinking. Since the Chief advocates for inclusion, he directed the FWPD Background and Recruiting Unit to expand their efforts (locally and nationally) by attracting the best- qualified applicants, placing a premium on diversity, and testing more frequently. In addition, the Chief released the “Why FWPD?” recruiting video, and actively encourages all employees in the department to act as ambassadors and challenges them to recruit desirable applicants. The Chief shall conceptualize a plan of action that will address the issue of disparity vis à vis how he relates to all employee associations. This plan should allow for all employee associations to have equal access to the Chief of Police, via all forms of organization communication, and to departmental meetings that are open to the Fort Worth Police Officers Association (POA). This will demonstrate intentionality in his stated commitment to inclusivity, diversity, and fairness. Accomplished:
Accomplished:
The Chief has an open door policy and regularly communicates with each of the employee association presidents and/or their representatives.
Fort Worth Police Department Operations
Page 63
Made with FlippingBook - professional solution for displaying marketing and sales documents online