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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 />