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These events and programs have brought our executive staff and officers in contact with <br />thousands of community members over the years. These efforts have been well planned with the <br />goal of building positive relations with our community. <br />D. Project Outcomes <br />The ultimate goal of this project is to increase the diversity of our Everett Police employees to be <br />more reflective of our community demographics. Here is a list of our benchmark goals for 2022, <br />extending into 2023. <br />o December 2021— February 2022: Develop multi -media storyboards, begin "B" roll video <br />capturing, and plan schedules for HBCU and other university spring recruiting visits. <br />o February 2022 — April 2022: Core video work and representative interviews conducted. <br />Short videos completed. Consult with national media marketing firms for the distribution <br />of our recruiting media. Finalize university recruiting visits. <br />o May 2022 —July 2022: Initial deployment of our multi -media product through our <br />recruiting visits to colleges, job fairs, and military communities, both locally and <br />nationally. Finalize the multi -media package that will include the "long" version video and <br />testimonials. <br />o August 2022 — December 2022: Measure outcomes. Utilize applicant/testing data to <br />determine if we are observing an increase in BIPOC applicants compared to previous <br />years. <br />Our plan to meet each of these benchmarks includes assigning our full-time recruiting officer to <br />specifically manage the project. This officer will have the support of their direct supervisor and <br />