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