2021/10/27 Council Agenda Packet

EVALUATION/REQUIRED OUTCOMES FOR AGENCIES A. Law enforcement recruitment methods with underrepresented communities and populations As described in the section above, our recruiting officer will create a new multi -media project that will highlight the opportunities for members of underrepresented communities to become our law enforcement officers of the future. We will focus our digital media and advertising in those specific communities to reach our desired audience. We will travel to communities surrounding Washington State and elsewhere to present our Everett Police Department story and the stories of our underrepresented officers to attract new and diverse applicants. We will leverage our existing partnerships with our underrepresented communities seeking input on how we might better attract candidates from these communities. B. Methods for retention of current underrepresented law enforcement officers The Everett Police Department has primarily focused our retention efforts of our underrepresented officers through internal mentorship programs. As an example, we have emphasized our training and mentorship program for women in law enforcement by facilitating attendance at trainings such as, Women in Public Safety Leadership and Female Officer Survival Training Tactics. Our mentorship efforts are ongoing with the goal of promoting professional growth, inspiring personal motivation, and enhancing the effectiveness of our underrepresented police officers. C. Documentation of demographic specific data of underrepresented communities to be served and current law enforcement demographic data showing need Please see attached demographic data provided by City of Everett Human Resources, Exhibit A.