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HomeMy WebLinkAbout2011 12 12 Informational 104 CALEA ReaccreditationCOMMISSION AGENDA ITEM 104 December 12, 2011 Regular Meeting Informational Consent Public Hearings Regular X KS KB City Manager Department REQUEST: The Police Department and the City Manager are pleased to announce that the City of Winter Springs Police Department has received its third reaccreditation from the Commission on Accreditation for Law Enforcement Agencies. SYNOPSIS: The purpose of this agenda item is to announce that the Police Department has been awarded reaccreditation through the Commission on Accreditation for Law Enforcement Agencies for another three year term. CONSIDERATIONS: On November 19, 2011, the Police Department was awarded reaccreditation status for the third time by the Commission on Accreditation for Law Enforcement Agencies. Our reaccreditation represents the satisfactory completion of a continuous process of thorough, agency wide self - evaluation concluded after an exacting outside review by a team of independent assessors. In addition, accreditation represents not only the agency's commitment but also the city's acceptance of the obligation to our citizens to continue the quest for professional excellence in law enforcement services. The Winter Springs Police Department is the only municipal agency in Seminole County to be accredited through CALEA and one of only sixteen in the State of Florida to be dually accredited through both CALEA and The Commission for Florida Law Enforcement Accreditation (CFA). There are a total of 479 standards, 296 of which are mandatory- our agency was found compliant with all of the mandatory standards. We received zero non - compliance waivers and we were found to be compliant with 89% Informational 104 PAGE 1 OF 2 - December 12, 2011 of applicable "other -than mandatory" standards, of which the Commission only requires an 80% compliance rate. FISCAL IMPACT: The accreditation program budget of $5,500 annually covers maintenance, software updates, application fees and general assistance while preparing for both mock onsite and actual on site review of our policy and procedures. These fees are routinely budgeted yearly in (2114 -55441 Community Services Bureau). The benefits of this award continue to contribute to our standard of excellence in Law Enforcement. COMMUNICATION EFFORTS: This Agenda Item has been electronically forwarded to the Mayor and City Commission, City Manager, City Attorney /Staff, and is available on the City's Website, LaserFiche, and the City's Server. Additionally, portions of this Agenda Item are typed verbatim on the respective Meeting Agenda which has also been electronically forwarded to the individuals noted above, and which is also available on the City's Website, LaserFiche, and the City's Server; has been sent to applicable City Staff, eAlert /eCitizen Recipients, Media/Press Representatives who have requested Agendas /Agenda Item information, Homeowner's Associations /Representatives on file with the City, and all individuals who have requested such information. This information has also been posted outside City Hall, posted inside City Hall with additional copies available for the General Public, and posted at five (5) different locations around the City. Furthermore, this information is also available to any individual requestors. City Staff is always willing to discuss this Agenda Item or any Agenda Item with any interested individuals. RECOMMENDATION: Staff requests the City Commission receive and review the information provided in this Agenda Item. ATTACHMENTS: A - Letter of Congratulations B - CALEA Assessment report. Informational 104 PAGE 2 OF 2 - December 12, 2011 45004540 ff it#14 4414 vo 4.414410 v v • ALEA THE GOLD STANDARD IN PUBLIC SAFETY November 19, 2011 Mr. Kevin P. Brunelle Chief of Police 300 North Moss Road Winter Springs, FL 32708 Dear Chief Brunelle: Congratulations! Sincerely, L is M Dekmar Chair Commission on Accreditation for Law Enforcement Agencies, Inc. 13575 Heathcote Boulevard Suite 320 Gainesville, Virginia 20155 Phone (703) 352-4225 Fax (703) 890-3126 E-mail: caleaqicalea.org Website: www.calea org It is a privilege to advise you that your agency has met the requirements of a highly regarded and broadly recognized body of Law Enforcement Accreditation standards, and was awarded for a third time by the Commission on Accreditation for Law Enforcement Agencies, Inc., on November 19, 2011. Your agency's Law Enforcement Accreditation represents the satisfactory completion of a continuous process of thorough agency wide self-evaluation, concluded by an exacting outside review by a team of independent assessors. It also represents your agency's ongoing acceptance of the obligation to continue the quest for professional excellence by working toward fulfillment of any remaining applicable other-than-mandatory standards with which you chose not to comply during this Law Enforcement Accreditation activity, and any future standards promulgated by the Commission that may be applicable to your department. Law Enforcement Accreditation of the Winter Springs Police Department is for three years. Your initial award date of November 19 will serve as the anniversary date for submission of required annual reports verifying your agency's continuing compliance with the standards under which you were awarded, On behalf of the Commission on Accreditation for Law Enforcement Agencies, Inc., we commend you and the Winter Springs Police Department for demonstrating commitment to professional standards in policy and practice. Again, congratulations. SyIv s er Daughtry, Executive Director aj Assessment Report for the Winter Springs (FL) Police Department Table of Contents Section Page A Agency name, CEO, AM B Assessment dates Assessment team 1 D Program Manager 1 Type of Assessment 1 E Winter Springs(FL) Police Department Assessrnent Re ort August 201I Community and Agency Profile 2 Community Profile 2 Agency Profile 2 Demographics 2 Future Issues 3 CEO Biography 4 Public Information 4 Public Information Session 4 Telephone Contacts 5 Correspondence 5 Media Interest 5 Public Information Material 5 Essential Services 6 Chapters 1 — 17 6 Biased Based Profiling 7 Use of Force 8 Chapters 21 — 35 9 Grievances 10 Discipline 10 Recruitment 11 Promotions 13 Chapters 41 — 61 14 Vehicle Pursuits 15 Critical Incidents, Special Operations and Homeland Security 17 Internal Affairs 18 Chapters 70 — 84 20 H K Applied Discretion Non - compliance 20 Percent Standards Future Performance /Review Issues Standards Summary Table Summary 23 23 23 24 24 24 A. A enc name CEO and AM Winter Springs (FL) Police Department 300 North Moss Road Winter Springs, Florida 32708 Kevin Brunelle, Chief of Police Daniel Accomando, Corporal and Accreditation Manager B. Dates of the On-Site Assessment: August 22-25, 2011 C. Assessment Team: 1. Team Leader: Christine A Crocker Captain (Ret) Cumberland Police Department 70 Hamilton Street Cumberland, RI 02864 (401) 440-4352 Cac33@cox.net 2. Team Member: Bradley E Biller Lieutenant Bowling Green Police Division 175 West Wooster Bowling Green, OH 43402 (419) 352-1521 bbiller@bgohio.org D. CALEA Pro.qram Manager and Type of On-site: Karen Shepard The agency utilizes the CACE-L software program Second reaccreditation, C size (89 personnel; authorized 67 sworn and 22 non-sworn) 5 edition Law Enforcement Accreditation ASSESSMENT REPORT WINTER SPRINGS FL _ PAGE E. Co mmmuni and mno P °f(e: Community profile Agency p file. The city of Winter Springs was incorporated in 1959 as North Orlando with a population of less than 600. In 1972, the name was changed to Winter Springs which is now the Iargest city in Seminole County based upon land area. While much of Florida has been battered by the economic downturn and declining property values, the city of Winter Springs which is 15 mites north of Orlando considers itself fortunate in that they have not yet had to cut city services and has not raised property taxes The city of Winter Springs is working hard to thwart further effects of the economy through the development of a town center which will combine apartments with offices and restaurants and will include a park. The city is fortunate in that technology has brought some well known companies to the area that serve as major employers for the city's residents. These companies include Siemens, Lockheed Martin, and the University of Central Florida. Today the Winter Springs Police Department consists of 67 sworn officers and serves a diverse residential and commercia community. The agency remains progressive and is an innovative Iaw enforcement agency, possessing strong values that emphasize ethical behavior, principled decision-making, commitment to serving the community and an appreciation for diversity. The Chief of Police and Six Bureau Commanders manage the department. The agency is organized into the foliowing bureaus each overseen een by a captain and consisting of various divisions and units; Operations, Criminal Investigations, Code Enforcement, Support Services, Technical Services and Professional Services. The City of Wiriter Springs is governed by a Commission-Manager form of Govern rt where legislative authority is centered in an elected Board of Director consisting of the Mayor and five Commissioners. The day to day management of the city is vested in a City Manager appointed by the elected body. Demographics (sworn personnel, service population, available workforce). The demographic composition of the service area and agency are represented d in the following table: The agency's service population is comprised of the area within jurisdictional boundaries. Using the latest census figures (2010) for Seminole County, the Caucasian African- American Hispanic Other ASSESSMENT REPORT WINTER SPRINGS, FL POL10E DEPARTMENT PAGE 3 department has provided a breakdown of the total raw population numbers for the categories listed below. The field labeled as "Other" was used to specify minorities indigenous to the service area. Service Population 24,61 1,694 5,013 1,310 Total 3 2,628 Future issues 75.1 5.2 15.3 4.4 100 Available Workforc 254,570 36,135 29,298 5,534 325,537 78.2 11.1 .7 100 Current Sworn Officers 57 3 3 4 67 85 4 4 6 100 Current Female Sworn Officers 0 70* 12 0 1 0 13 Prior Assessmen Sworn Officers 64 1 4 1 70 91 Like so many communities across the country, the City of Winter Springs is facing significant financial challenges requiring the police department to do more with less. The agency has made organizational changes to avoid layoffs and add additional personnel to patrol functions. The agency has an authorized staff of eighty-nine (89) personnel with sixty-seven (67) being sworn and twenty-two (22) civilians. There are nine (9) sworn female employees, which equates to approximately 12% of its total sworn personnel. The available work force population is estimated at 78% Caucasian, 11% African-American, 9% Hispanic and 2% Other. The agency's current sworn makeup is fifty-seven Caucasians (85%), three African-American (4%), three Hispanic (5%) and four representing Other (6%). The department has a comprehensive recruitment plan in place and is committed to diversifying the makeup of the agency through the recruitment of qualified minority candidates. The most significant challenges for the future of the agency are the recruitment and retention of officers. The city as well as the state of Florida continue to review and make changes to the retirement system which has resulted in the loss of six officers who took with them significant experience and dedication to the organization and the community. Chief Brunelle sees retention of current personnel as the most significant challenge for the agency now and into the foreseeable future. Chief Brunelle is also concerned with the agency's ability to recruit qualified minority applicants. Applicants for the agency must attend and be certified through one of Florida's Criminal Justice Standards and Training Commission Regional Training Academies prior to applying for a position with the agency. With the varying changes to Prior Assessment Female Sworn Officers # %* 10 16 0 1 0 17 0 ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 4 benefits and salary, applicants are looking for those agencies that offer the best salaries, benefits and job security which has proven challenging for the agency. The winter Springs Police Department is committed to look for new and innovative ways to attract qualified women and minorities and will continue to attend the various recruitment and employment fairs as well as become more aggressive with recruitment at the local training academy. As the economy continues to struggle and budget cuts continue, being competitive in the area of salary and benefits will continue to be a challenge. CEO biography Chief Kevin Brunelle has served with the Winter Springs Police Department for 23 years. He began his career in 1988 as a Patrol Officer and advanced through the various units and ranks to include Motorcycle Officer, Criminal Investigator, and the first commander of the Winter Springs Police Department's Emergency Response Team. He was promoted to the rank of Sergeant in 1994 and served in Operations, eventually achieving the rank of Lieutenant in 1997. After a short time as a Watch Commander, he was promoted to the rank of Captain in 1998 and was appointed Chief of Police in January 2009. Chief Brunelle has served as commander for several bureaus within the agency to include the Operations Bureau, Technical Services Bureau, Criminal Investigations Bureau, and Information Services Bureau. Chief Brunelle earned his Bachelor's Degree in Criminal Justice Administration from Columbia College and his Masters Degree in Strategic Leadership from Mountain State University. He is a graduate of the 400 hour Command Officer Development Course through the University of Louisville, Kentucky. In addition, Chief Brunelle attended the Florida Department of Law Enforcement Chief Executive Institute in Tallahassee, Florida and the Florida Executive Development Seminar offered by the Federal Bureau of Investigation. F. Public Information Activities: Public notice and input are cornerstones of democracy and CALEA accreditation. This section reports on the community's opportunity to comment on their law enforcement agency and to bring matters to the attention of the Commission that otherwise may be overlooked. Public Information Session On Tuesday night, August 23, 2011 at 6:00 pm the Public Information Session was held in the Winter Springs City Hall. In addition to agency staff, there were eight individuals in attendance. Seven individuals addressed the assessment team offering positive comments about the agency, its community initiatives and the leadership provided by ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 5 Chief Brunelle. Those who addressed the team represented local government, area law enforcement agencies, local homeowner's associations and members of the agency's volunteers in policing program. Telephone Contacts On Tuesday, August 23, 2011 a telephone call-in session was held from 1:00 p.m. until 3:00 p.m. During this time, assessors received two telephone calls. Both of the callers were from neighboring law enforcement agencies and they made extremely positive comments about the agency and their cooperative working relationships. Correspondence During the course of his on-sire no correspondence was received by the Assessment Team. Media Interest During the course of this on-site no media representative contacted the assessment team. Public Information Material The agency made a thorough effort to ensure citizens and the local media were informed of the on-site assessment and their quest to receive reaccreditation through CALEA. Distribution of the Public Notice and Press Release was coordinated several weeks in advance of the on-site by the department's Accreditation Manager. The notice was sent to all the local media outlets, posted on the agency's website, in city hall and on the city's website. Community Outreach Contacts During the on-site assessors interacted with and interviewed numerous Winter Springs Police Department personnel. The employees were very positive about the leadership and working conditions within the department. Mayor Charles Lacey is very supportive of the Winter Springs Police Department and values their involvement in the community and believes they are a very progressive and professional organization. Assessors also met with various members of the community, including City Manager, Kevin Smith and Commissioner Joanne Krebs. Both spoke of the excellent working relationship they share with the agency and the professionalism and dedication they have for the residents of Winter Springs. �� ASSESSMENT REPORT WINTER SPRINGS FL POLICE DEPARTMENT PAGE 6 G. Essential S vices Law Enforcement Role, Responsibilities, and Re1atonships and Organization, Management, and Administration. (Chapters 1-17) The agency's legal authority is clearly defined and easily referenced by the employees in the written directive system. The Chief derives his authorty from the state of Florida and the city of Winter Springs Ordinances. Every sworn emptoyee subscribes to an oath of office that they wiLI support the constitution of the United States, the State of Florida and the ordinances of the City of Winter Springs, The organizational structure is well defined and lines of authority and command protocol are clearly established. The mission of the Winter Springs Police Department is to enhance the quality of ife throughout the city of Winter Springs by working cooperatively with all of our citizens to preserve the peace, enforce the law, reduce the perception of fear, and provide for a safe and caring environment'. Well written directives clearly define the types of searches to be conducted, when they can be conducted, the purpose and requirements for such searches both with and without a warrant. Consent searches require the consent be given freely and require the use of a specific form to memorialize the consent. Well written reports demonstrate compliance with agency directive and are in compliance with the Terry Frisk guidelines. Motor vehicle searches meet all legal requirements. The agency utilizes their K-9's as a valuable tool for such searches. The agency clearly defines the authority, and circumstances when alternatives to arrest may be utilized. Alternatives to arrest are encouraged when dealing with individuals suffering from mentat illness to ensure the best treatment. Diversion to outside agencies, release and referral, warnings, release to parents, and other alternatives are encouraged when appropriate for juveniles. Officers ar€ encouraged to use their best judgment in accordance with their oath of office, code of ethics, the agencys mission and written directives. The agency employs a Crime Analyst. Analysis data is collected from a variety of sources to include accidents, arrest, investigative, intelligence, neighboring agencies and citizen input. The Crime Analys provides crime analysis reports and sumrnaries to the Chief of Police, Bureau Commendens, Division Commanders, Public Information Officer, and shift briefing supervisors. Reports and summaries that contain data relevant to specific operational plans are sent directly to the affected components. Selected reports are also provided to law enforcement agencies with concurrent jurisdiction, (e.g., Seminole County Sheriffs Office, FOLE, State Attorney's Office, other local municipal police agencies, etc), The Public Information O|fioer, with approval of the Chief of Police, disseminates crime data findings to enhance public information and generate public support. '00 ON. ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 7 Bias Based Profiting The Chief of Police is vested with the authority and responsibility for the fiscal oper- ations of the Department. The Chief may designate a commander to assume authority for these matters, but the final responsibility rests solely with the Chief of Police. Bureau Commanders are designated with responsible for their Bureau's fiscal management in accordance with guidelines established by the city's finance department. The agency clearly prohibits bias based profiling by its employees. The agency monitors traffic stop contacts through its records management system in an effort to capture the necessary information to conduct a review. Officers as well as civilian personnel receive initial cultural diversity and sensitivity training and non-discriminatory enforcement during basic training and on a continual basis. The training includes relevant articles and legal updates. The directive clearly defines corrective measures to be taken if bias based profiling occurs. Traffic Warnin Race/Sex Caucasian/Male Caucasian/Female African-American/lVia e African-American/Female Hispanic/Male His*anic/Female Asian/Male Asian/Female OTHER TOTAL Traffic Warnin Race/Sex Caucasian/Male Caucasian/Female African-American/Male African-Amencan/Fem e Hispanic/Male Hispanic/Female Asian/Male Asian/Female OTHER TOTAL Citations 3573 2280 699 413 N/A N/A 433 273 N/A N/A 21 19 350 6949 Total 5343 3626 30 25 477 0,613 s and Citations 2008 Warnings 1770 1346 266 140 N/A N/A 9 6 127 3664 s and Citations 2009 Warnings Citations Total 1533 3410 4943 1277 2270 3547 184 413 597 176 265 441 N/A N/A N/A N/A N/A NIA 7 28 5 17 22 100 345 445 3282 6748 10,030 • ASSESSMENT REPORT WINTER SPRINGS, FL POL CE DEPARTMENT PAGE 8 Use of Force Traffic Warnin Race/Sex Warnings Caucasian/Male 1448 Caucasian/Female 1147 African-American/Male 192 African- 175 American/Female Hispanic/Male N/A Hispanic/Female N/A Asian/Male 5 Asian/Female OTHER 86 TOTAL 3053 and Citations 2010 Citations 3433 2253 474 303 N/A N/A 11 12 375 6861 Total 4881 3400 666 478 N/A N/A 16 12 461 914 The agencies records management system does not currently contain a category for Hispanic Warnings and citations issued are recorded by Caucasian, African American or Asian. As a result, Hispanic individuals are most often recorded as Caucasian. A documented annual administrative review is completed to include all complaints, action if any taken, recommendation for training needs and/or policy revision. There were no complaints or lawsuits for biased based profiling during this assessment period. The agency's written directives related to use of force allow officers to use only an objectively reasonable level of force to accomplish a lawful objective, effect and arrest, control a person, and to effectively bring an incident under control, while protecting the life of the officer or another. Winter Springs police officers are well trained with the weapons they are authorized to carry, and demonstrate proficiency in the use of force at all levels. Types and specifications of all lethal/less lethal weapons and ammunition approved for officer's use on and off duty are clearly defined and all weapons authorized for use are registered with the agency. A certified weapons instructor inspects all lethal and less- lethal weapons prior to their being issued for use and during each qualification for cleanliness, operational condition and registration accuracy. Unsafe weapons are secured for repair. Only sworn personnel demonstrating proficiency with lethal and less lethal weapons may carry such weapons. The agency conducts policy review of all weapons related policies prior to the issuance of any weapon and during each recertification. In addition to their firearm, sworn personnel are authorized to use an Electronic Control Weapon (ECW), Oleoresin Capsicum (0C), a baton and impact munitions. ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 9 Firearm ECW Baton OC Weaponless Total Types of Force Total Use of Force Arrest Complaints Total As enc Custodial Arrests Us of Force 2008 2 2 14 25 18 0 1452 The use of force was reported in less than 1% of the 5,289 arrests made during this assessment period. In one instance, an officer was accused of using excessive force against an individual that was arrested. The agency conducted a thorough investigation and concluded the allegation of excessive use of force could not be substantiated and was classified as unfounded. The agency attributes the infrequent use of force to the comprehensive training, reporting and continuous review of all use of force incidents. Personnel Structure and Personnel Process (Chapters 21-35) 2009 2010 0 0 16 16 0 1 8 27 26 17 13 1 0 1830 2007 The Winter Springs Police Department places a very high value on ethics and law enforcement values, and employees are required to abide by a strict code of conduct regarding their professional image and proper performance of duty. There is a system for recognizing employees for their efforts, as well as procedures for the application of discipline. The agency has an excellent sexual harassment policy and provides extensive training to its employees. The City of Winter Springs provides various forms of compensation as part of a structured pay plan. The City has developed a pay plan which guides the terms of what salary a member will be paid. Each position has a salary range associated with it. All employees are eligible for a merit increase on their anniversary dates. Merit increases are granted for satisfactory or above average job performance during the preceding twelve (12) months. The City of Winter Springs provides a variety of benefits to its employees. Included is health insurance, life insurance, retirement, and a broad array of time off to include administrative leave, holiday leave, sick leave, bereavement and vacation (annual) leave. The agency has implemented a Personnel Early Warning System to assist in the identification of employees who are experiencing difficulties. The system requires an employee review if a pattern is noted involving specific indicators to include but not ,4* ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 10 limited to; poor performance evaluations; citizen complaints; poor attendance patterns; disciplinary actions; use of force incidents; internal affairs investigations; and traffic accidents. During this assessment no employees were identified as needing an intervention. Grievance The agency has a sound grievance procedure which provides for the fair and efficient processing of employee grievances. When the issue becomes a formal grievance, time lines are clearly stated as well as the format and filing procedures to include an appeal process. The Support Services Bureau Commander is responsible for the administration of the grievance process within the department and serves as a liaison with the City's Human Resource Coordinator and ensures each step of the grievance process is properly documented. In addition, the Support Services Commander is responsible to conduct an annual analysis of the grievance process noting any patterns or trends. Original copies of all grievances are maintained securely by the City's Human Resources Coordinator. There were no grievances filed during this assessment period, Disciplinary The agency's written directive for disciplinary action identifies the measures to be applied to employee conduct. The system is based on fairness for the agency and for the employee. Procedures include the use of training, counseling and punitive actions when appropriate as a means of improving employee performance and/or productivity. The primary role of the supervisor is to maintain and reinforce conformance with the standards of conduct that have been established with the Winter Springs Police Department. There are very detailed procedures in place for employees who wish to appeal any disciplinary action. There were no such appeals during this assessment. All disciplinary records are securely maintained and retained in accordance with established protocols Personnel Actions 2008 2009 7 1 1 0 Sus aension Demotion Resign In Lieu of Termination Termination Other Total Commendations 46 2 1 4 2 74 78 22 2010 1 0 0 44 46 16 During this assessment period, nine employees were suspended, two were demoted and three employees were terminated. ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 11 The agency's written directives provide extensive guidelines and expectations of their code of conduct while on and off duty. All employees observed by the assessment team appeared very professional in uniform. The agency's written directive for awards and recognition program is designed to serve as a means of reinforcing the type of performance desired. These awards are issued to all employees in a fair and consistent manner. The agency recognized a total of sixty-three employees during this assessment. Recruitment and Selection (Chapter 31 and 32, below are items to consider) Caucasian/Male The agency maintains a Recruiting Unit responsible for the department's recruitment activities. The Commander of Internal Affairs is vested with the overall authority and responsibility for administering the department's role in the recruitment program. The agency has a recruitment packet, which provides candidates with information concerning all elements of the selection process. The agency maintains contact with candidates throughout the hiring process. In selecting candidates for sworn personnel, the agency uses a physical fitness exam, written test and oral interview to measure knowledge, skills, and abilities. The examination instruments have been validated to ensure that it does not have a negative impact on protected classes of candidates. All elements of the selection process are job related, thereby helping to protect the agency from claims of improper hiring. A thorough background investigation is conducted on all candidates being considered for employment. After being given a conditional offer of employment, applicants are required to successfully complete a medical examination and a psychological examination prior to being hired by the agency. All new officers are subject to a one year probationary period. *Sworn Officer Selection Activity in the Past Three Years Race/Sex Applications Applicants Percent Percent of Received Hired Hired workforce population Caucasian/Female African-American/Male African-American/Female His .anic/Male Hispanic/Female Other Total Unknown Unknown Unknown Unknown Unknown Unknown Unknown 163 *The Winter Springs Police Department does not require race or sex on applications received. The agency received a total of 163 applicants during its recruitment efforts for this assessment period. From this pool of applicants a total of eleven individuals were hired. Or ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 12 As depicted in the sworn officer activity chart, seven Caucasian males, one Caucasian female and three African American males were selected. The agency did not record the ethnicity of applicants during this assessment. The agency has a very thorough and comprehensive selection process. Those not selected are properly notified and encouraged to apply again in the future. Records of those not selected are maintained in accordance with the State of Florida Records Retention protocols. The agency does not utilize polygraph or other devices to detect deception as part of the selection process. The city of Winter Springs is an equal opportunity employer, and the agency ensures all applicants are given an equal opportunity for employment, regardless of race, sex, creed, color, age, religion, national origin, or physical impairment. The agency's recruitment plan requires an evaluation of the progress made towards recruitment objectives and calls for revisions to the plan as necessary. Training Training is extremely important to the Winter Springs Police Department. The agency provides extensive and very comprehensive training to all sworn personnel which includes policy review legal updates, use of discretion, ethics, biased based policing, etc. on an annual basis. Mandated training includes Use of Force, firearms and defensive tactics. To accomplish these tasks, the agency utilizes roll call training, training bulletins and formal in-service training. The agency also utilizes reserve officers and auxiliaries and provides them with the training necessary to fulfill their assigned duties. Agency personnel who serve as instructors receive specific training relevant to the topic of instruction and in methods of presentation and assessment. The agency does not send officers to a police training academy as all newly hired police officers must have attended one of the state authorized academies and received certification as a police officer from the state of Florida prior to application. All newly hired sworn officers participate in an orientation and then begin a Field Training Program. Civilian employees are provided job specific training before assuming duties and attend specialized training based upon their assigned responsibilities. Remedial training when necessary is personalized to meet any noted deficiencies. There were no instances where remedial training was necessary during this assessment. All training is recorded and well maintained by the Training Unit. These records are comprehensive and updated promptly upon the successful attendance and completion of all training courses. The agency has an excellent career development policy and works hard to ensure employees are provided with the resources necessary to assist them in achieving their career goals. 004 1 ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 13 Promotions The Service Bureau Commander coordinates the promotional process for the agency. The promotional process is fair and consistent. Clearly prescribed procedures defined within policy seek to promote the most qualified candidates. Each candidate's work history and prior evaluations are reviewed to evaluate the promotional potential of the candidate. The agency does utilize assessment centers as a part of the Lieutenant's promotional process. Candidates have may appeal/review the promotional process or any element of the process within one month of completion of the entire process. There were no appeals during this assessment period. Eligibility lists are established and are maintained for two years. The agency can make lateral promotions into supervisory positions when there are no qualified candidates from within the agency. There were no lateral promotions made during this assessment period. Newly promoted employees serve a one year probationary period. 2009 2010 F GENDER / RACE TESTED Caucasian/Male 0 0 Caucasian/Female African-American/Male African-American/Female Hispanic/Male Hispanic/Female 0 0 0 0 0 PROMOTIONS – 2009-2011 GENDER/ RACE ELIGIBLE AFTER TESTING Caucasian/Male 0 0 Caucasian/Female 0 0 African-American/Male 0 0 African-Amer an Female Hispanic/Male Hispanic/Female 0 GENDER/ RACE PROMOTED 0 Caucasian/Female 0 African-American/Male 0 African-American/Fema e 0 Hispanic/Ma e 0 Hispanic/Female 0 Caucas n/M le 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 As depicted in the chart, only eight individuals, all Caucasian males participated in the agency's promotional process. Numerous agency personnel to include women and minorities were ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 14 eligible to participate in the promotional process but did not. Chief Brunelle was concerned with the lack of participation and spoke with several of those who did not participate to determine whether or not there were any issues concerning the promotional process. Many of those interviewed expressed content with their current positions and the fact that their schedules worked well with their current lifestyle. These sentiments were reiterated to the assessment team during the various interviews with agency personnel. The agency will utilize their career counseling/development program to evaluate and increase future participation in the promotional process. Law Enforcement Operations and Operations Support (Chapters 41-61) The Winter Springs Police Department's patrol function includes responding to calls for service, conducting preliminary investigations and participating in crime suppression and prevention efforts. Patrol coverage is maintained on a 24 hour basis with four, twelve hour shifts. Officers attend a shift briefing prior to assuming patrol duties where intelligence, roll call training and other significant administrative matters are presented and discussed. Uniformed officers are required to wear a ballistic vest while on patrol. The agency requires daily inspection and inventory of vehicles by assigned officers and periodic inspections by supervisors. Agency personnel have access to procedures that help them assess persons believed suffering from mental illnesses and for accessing mental health resources as follow-up actions. Affected employees receive entry level training in recognizing and assisting persons with mental illnesses, and retraining is provided at least every three years. The agency has the advantage of having a variety of specialized vehicles and animals to better service the community which includes; A Mobile Command Post, An Emergency Response Team Vehicle, a K-9 unit and police motorcycles. The agency K9 program provides for Search, Tracking, Explosives, Narcotics, Apprehension, Article/Evidence Recovery, Public Relations, Special Operations Functions (arrest/search warrants) and Crowd control functions. The agency utilizes Mobil Data Terminals, (MDT) which are governed by City of Winter Springs Information Services Policy. In addition, the agency uses Digital Video Recording (DVR) systems in all patrol vehicles and specifies the situations for use, data security, access, storage and the retention schedule for generated data Crime Statistics and Calls for Service The most significant crime issue for the Winter Springs Police Department is theft. A significant number of reported thefts concern personal property however, the vast majority of these thefts are from motor vehicles left unlocked which reached 379 incidents of theft in 2009. The agency aggressively tried to bring awareness and education to the community concerning these types of thefts and introduced their "Lock it or Lose it" program. As part of the program officers went door to door providing information to residents about the importance of locking their vehicles. As a result of ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 15 this community outreach, the number of thefts decreased by approxi ately 25% in 2010. Vehicle Pursuits Murder Forcible Rape Robbery Aggravated Assault Burglary Larceny-Theft Motor Vehicle Theft Arson Calls For Service Year End Crime Stats 2008 0 15 6 41 111 334 6 ,76 2009 2010 0 8 9 43 129 7 0 141,116 9 37 112 278 22 0,399 Part I offenses as defined by the FBI continue to be fairly low when compared to other communities in Seminole County and in the United States. The total numbers of part! offenses for 2009 increased by approximately 10% when compared to 2008. Overall major crime decreased by nearly 23% in 2010 when compared to 2009. The pursuit policy is structured to ensure the safety of the officer involved as well as the community without losing site of apprehending the violator. The agency utilizes the Stingers and Stop Sticks as part of their pursuit tactics and all officers receive the necessary training on their use and implementation procedures. The directive is restrictive and as such, the agency was not involved in any pursuits during this assessment period. Investigators are available on 24 hour basis. Case management is conducted by the Criminal Investigations Bureau Commander and controlled through the agency records management system (RMS). Patrol Officers are responsible for initial investigation of complaints and the Criminal Investigations Bureau personnel are responsible for follow- up activities and investigation. Habitual offenders are defined and tracked through the warrants file of the RMS. Victim and witness notifications are coordinated through the Seminole County Sheriffs Office Career Criminal Unit. Criminal intelligence information is either collected and included in case file information and documentation, or collected and held by The Criminal Investigations Bureau Commander in a secure file for reference. These files are reviewed regularly and those files no longer viable are purged in accordance with state records retention protocols. Checklists are available for burglary and robbery cases and provide for reporting and investigation requirements. Criminal investigators regularly attend shift briefing to provide for information sharing. The agency participates in HIDTA, City/County Investigative Bureau, and City/County Auto Theft task forces. ASSESSMENT REPORT WINTER SPRJNGS, FL POLIGE DEPARTMENT PAGE 16 The agency does not employ polygraph or Computerized Voice Stress Analysis (CVSA) operators, but does coordinate with area agencies for technical aids for the detection of deception. The ag rovid information specific to identity crime victims in accordance with the Federal Trade Commission and the Florida Mutual Aid Act. There were no indications of investigative efforts in cold cases during this assessment period. The agency uses photo line-ups as a primary identification method, and utilizes video recording to document the identification processes. The agency uses show-up identifications in accordance with prescribed protocols. Vice, drug and organized crime investigations are conducted in accordance with agency written directives as well as the Seminole County Sheriff's Office policy as it relates to the task forces. Vice, drug and organized crirne investigative documents and case files are secured in the City County Investigations Bureau and are avaitable to others on a need to know basis. The agency does not handle any confidential funds. The Investigations Lieutenant oversees the deployment of surveillance equipment for the investigation section of the agency. The equipment which consists of two pole cameras and two game cameras are available for use on a case-by-case basis. The Professional Services Bureau Commander prepares annual reviews and written evaluations of aU enforcement and preventiori programs relating to juveniles. Agency directives provide detailed procedures for the custody ofjuveniles. The directive requires Miranda Warnings be administered for the custodial interrogation ofjuveniles, and strongly encourages contact with parents prior to interrogation. School iaison programming is accomplished through the School Resource Officer and Gang Resistance Education and Training programs. In addition, the agency has an Explorer program and participates in a variety of community youth organization programs to include various sports activities such s Ultimate Frisbee, Flag Football, and DodgehaU. The agency commits a arge effort to providing eemicen The agency is sensitive to community expectations and often is actively engaging the public by initiating programs with the many community partnerships they have established. The agency has a very active and responsive crime prevention program. They work collaboratively and cooperatively with area residents and business to address criminal activity. The Professional Services Bureau is responsible for oversight of the crime prevention activities of the agency. The agency utiiizes its website for sharing information with the community as it relates to crime prevention. Numerous homeowners' associations have partnered with the agency to assist with crime prevention education. ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 17 The Professional Services Bureau is tasked with compiling an annual survey of community attitudes and opinions related to the performance of the agency. That instrument is compiled by poiNaddy.com. The Commander of the Community Services Bureau submits annual reports to the Chief of Police regarding the results of the annual survey. Although the number of responses has been lower than the agency anticipated, those who responded were very positive about the agency, the services provided and its personnel. Critical Incidents Spec Operations and I-Iomelancl Secur The agency has fufly embraced the Jncident Command System concept, and the agency has developed comprehensive all hazard ptan that follows the National Incident Command protocol and agency personnel receive training through (FEMA), Federal Emergency Management Administration sponsared courses. The agency is well prepared to respond to a variety of emergency situations affecting its jurisdiction and has prepared and equipped the Emergency Response Team to handle emergency incidents. All agency personnel receive annual training on the all hazards plan. Tho Operations Bureau Commander is charged with coordination of the planning function for the response to unusual occurrences. The agency developed an Emergency Management Plan in March 2008 The command functions of the plan were exercised several times during the reporting period as a result of a variety of activations of segments of the pan. The agency Emergency Response Team is active in operations functions for the agency in unusua! occurrences. The Emergency Response Team Commander is tasked with coordinating all activities r&ated to VIP security and dignitary protection. The Operations Bureau Commander is responsible for the planning and coordinating of special events. Detailed plans attend to operational concerns of such events. The agency maintains active iaison with other agencies through the Florida Department of Law Enforcement and Central Florida Intelligence Exchange. The agency does not deploy ospecialized search and rescue unit, but has deployed personnel during this assessment period to provide for search and rescue operations. One such ncident was the case of Nadia Bloorn, an eleven year old giri who went missing in April of 2010. The ERT was instrumental in locating her and returning her safely to her family. Agency equipment designated for use in its emergency management response is inspected monthly which exceeds standard requirements of a quarterly inspection, to ensure operational readiness and property or equipment needing repair or replacement iaimmed|atelyaddnmaoed.TheogenoyhaaavoUab\eforueaafonndeto|||nDaftep acbonemiew.vvh|ohiecompletedforununua(oncurrencea.Aftapecbonmporteem* prepared as required, and include comprehensive incident critiques which are utilized to review and modify the emergency response plans. Pir or ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 18 The agency provides for biennial blood-borne and hazmat training for all personnel under contract with Blue Line Learning Group. Sworn personnel receive initial entry training during the basic peace officer training process. Internal Affairs and Complaints against employees The agency takes complaints against the agency and its personnel very seriously and thoroughly investigates every complaint regardless of its source to include email and anonymous complaints. Cases are investigated in a timely manner and disposed of according to established protocols to include a finding of fact and notification of the finding to the complainant. Mechanisms are in place to ensure employee's rights are guaranteed. All records are securely maintained and annual statistical summaries are compiled to identify any patterns or trends. Supervisors are responsible to investigate minor complaints such as those alleging harassment, demeanor and minor infractions of rules. More serious allegations such as use of force, violations of laws, abusive insulting language, instances where a firearm was discharged are investigated by Internal Affairs. The Chief is notified of all complaints concerning criminal matters, officer involved shootings and those incidents that will likely draw public attention. Complaint and External Citizen Complaint Sustained Not Sustained Unfounded Exonerated Internal Directed 11 complaint Sustained 10 Not Sustained 0 Unfounded 0 Exonerated 1 Internal Affairs Investiga 2008 2009 2010 3 3 0 12 12 0 0 0 5 ons In 2008 the agency received nine citizen complaints and conducted eleven internal investigations. One citizen complaint was sustained and ten internal investigations were sustained. As a result of these investigations, seven officers were suspended for conduct unbecoming, improper conduct and neglect of duty. One supervisor was demoted for harassment in the workplace. The remaining two investigations resulted in counseling or a formal reprimand for violations of department policies. In 2009 the agency received three citizen complaints and conducted twelve internal investigations. One Citizen complaint was sustained and all twelve internal investigations were sustained. As a result of these investigations, one employee was ASSESSMENT REPORT WINTER SPRINGS, FL POLCE DEPARTMENT PAGE 19 suspended for violation of radio comrnunications, One supervisor was demoted for failing to meet commanding officer responsibilities and two officers were terminated. One of the terminatons involved a probationary employee for conduct unbecoming and the other termination was a non probationary employee for violations involving department vehicles. The remaining nine investigations resulted in counseling ore formal reprimand for violations of department policies. In 2010 the agency received three citizen complaints and conducted five internal investigations. None of the citizen complaints were sustained and all five internal investigations were sustained. As a result of these investigations, one officer was suspended for sleeping on duty and one employee was terminated for failure to comply with communication responsibilities. The rernaining three investigations resulted in counseling or a formal reprimand for violations of department policies. The Winter Springs Police Department enjoys a positive working relationship with the local media and cooperates with media representatives in an effort to ensure factual public information pertaining to activities of the department, as long as these activities do not unduly interfere with department operation or infringe upon individual rights or violate the law. Supervisory personnel are tasked with the public information function under the direct supervision of the Chief of Police on a case specific basis. The agency sought the input of media personnel regarding policy development related to media processes during this assessrnent period. The agency has extensive guidelines regarding victims' rights which mirrors state mandates. An agency pamphlet has been developed to provide victims with information on the services available as well as information specific to the agency and the services they can provide. The Professional Services Bureau Commander conducts an annual review of victim/witness needs and services. Agency personnel are active in providing for the victim/witness assistance and information during preliminary and follow-up investigations. The agency provides for the notification of next-of-kin in cases of death, serious injury or illness, and in cases where of transport for evaluation of those suspected of being mentally itt under the Baker Act. Selective Traf c Enforcemen Activities are performed based on traffic crash statistics obtained annually from the Seminole County Traffic Erigineering Crash Facts Book. Inforrnation relative to charges is provided on Florida Uniform Traffic Qbtkmaisauedby the agency. Written directives specify uniform traffic enforcement poticies for a fuII range of violations. During this assessment period the state of Ftorida transitioned from a secondary to a primary enforcement aw for seat belt use. The agency deptoys speed measuring devices and certifies catibration of speedometers rs for the enforcement of speed laws under Section 316.1905 Florida Statutes, and device specifications mandated by the Florida Department of Highway Safety and Motor Vehicles Rules. Florida law provides agency personnel a mechanism to request re-examination of drivers involved in traffic crashes simply by a check box on traffic crash forms, and ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 20 submission of the "Re-examination Investigation Form". No traffic fatalities have been reported in the agency's jurisdiction during this assessment period. Well written agency directives provide for the investigation of traffic crashes. The directives provide for on-scene command as well as follow-up activities related to crash scene hazards and investigation. The agency participates in the Seminole County Community Traffic Safety Team and is active in providing input in traffic engineering processes. The agency prohibits the escort of civilian vehicles carrying injured or ill persons, and provides for the escort of emergency vehicles only with supervisor approval. Detainee and Court Related Activities; Auxiliary and Technical Services (Chapters 70-84) The agency has well defined procedures for transporting prisoners ensuring for the safety of agency personnel and those individuals being transported. Officers are provided with guidelines for the searching of vehicles before and after each transport as well as the requirement to search detainees prior to transport. All vehicles designated to conduct such transports are equipped with security barriers and access to the rear windows and door locks are disabled. Officers are required to secure all detainees prior to transport. Handcuffs are the standard restraint device. In the event of an escape, directives give appropriate guidance for communication, notification and search. There were no escapes during this assessment period. Communication between prisoners and non-authorized personnel is not permitted. The department has clear protocols for special situation transports although there have not been any special situation transports during this assessment period. Necessary security and medical information is provided with transport documents. The agency does not operate a detention facility, permit temporary detention within its facility, or provide court security functions. The agency does not process, test or detain persons within its facility. All detainees are transported directly to the Seminole County Sheriffs Office, Agency records related to the execution or attempted service of legal process documents are controlled and directed by Florida Statute. The State of Florida does not permit the service of arrest warrants by city agencies. Search warrants are executed by the Emergency Response Team. The agency maintains FCC licenses for the operation of communications equipment. The agency provides 24 hour emergency telephone service via 911 operated by Seminole County. Agency calls for service are documented in the CAD, (cornputer aided dispatch) system, which captures all relevant data. a ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 21 Communications Center personnel have the necessary resources available to them, primarily through the computerized database. Recordings of telephone and radio traffic are stored for a minimum of 30 days. The agency is a subscriber to the National Crime Information Center, The Florida Crime Information Center, the National Law Enforcement Telecommunications System, and the Florida Division of Motor Vehicles. The agency does not use any emerging communications technologies such as Voice Over Internet Protocols, or cellular telephone as a primary source of communications. Security measures are in place for antenna and emergency power generation systems, as well as the dispatch center. Records are secured through the Support Services Bureau Commander, who is avairable to access those records after normal business hours. During normal hours, records specialists have access to the physical locations containing records, not available through Communications Specialists in the agency's records management system. Juvenile records are distinguished by the stamp "JUVENILE". Records retention processes are guided by the Florida Division of Library and Support Services Bureau of Archives and Records Management. The agency collects and submits data to the Uniform Crime Reporting system. The agency is networked with the Seminole County Sheriff's Office, which provides for auditing of the system on a quarterly basis. The agency uses an automated system for verification of all passwords, access codes and identification of access violations. In Computerized Criminal History records, agency protocols and directives are in compliance with State of Florida Criminal Justice Services and Crime Information Center protocols. Citation books are maintained within the records section of the agency and are receipted to officers by records section personnel or watch commanders. Supervisory audits are conducted through electronic processes with no hard copy log sheets completed by personnel. The agency provides for 24 on-call availability of Crime Scene Technicians (CST) and Traffic Homicide Investigators (THI). Detailed written directives provide for guidance in collecting, processing and preserving physical evidence. Digital photography is the standard method for photography and video recording of evidentiary processes. CST's have available to them a full complement of equipment to process crime scenes for latent fingerprint recovery, photography and sketching of crime scenes as well as collection and preservation of physical evidence. The agency's directive related to the seizure of computer equipment follows recommendations and requirements established by the Florida Department of Law Enforcement. The agency recognizes the potential evidentiary value of DNA and provides clear guidelines for the collection, storage and transportation of such evidence, as well as the training for collection of DNA evidence under the oversight of the Florida Department of Law Enforcement. Agency CST's are responsible for the transmittal of evidence to ge0 ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 22 laboratories for evaluation and are responsible to insure proper packaging, marking, identification of and provision for chain-of-custody processes. Property and Evidence Agency personnel are provided with extensive training to safeguard crime scenes, locate and identify evidence, collect and process evidence, and submit evidence to state labs for examination and comparison. All evidence is labeled, photographed, measured, and located on a crime scene sketch prior to removal from the scene. Qualified personnel are available 24 hours a day for crime scene processing. Motor vehicle traffic accidents resulting in the death of any person, or that result in serious injuries are investigated by a member of the Motor Vehicle Collision Team. All evidence collected by agency personnel is clearly identified, recorded and secured in accordance with defined procedures. The agency does an excellent job at providing personnel with the necessary training and materials to protect the integrity of all evidence collected. Secured areas are available for larger items such as bicycles and sensitive items such as blood. Access to these areas is strictly controlled and monitored. The agency goes to great lengths to protect the integrity of all property and evidence under its control. The agency has a designated Property/Evidence Custodian who maintains a records system reflecting the status of all property held by the department. This system includes property reports completed by the initial responding officer and records maintained by the Property/Evidence Custodian which establish a chain of custody for each piece of property/evidence. Written procedures describe the extra security measures in place for the handling of sensitive, valuable or exceptional property taken into the agency's custody. Every effort is made to ensure property is returned in a timely manner to the owner. Property is disposed of when legal requirements are met. When property is disposed of it is donated to the Christian Sharing Center for donation, destroyed or returned to owners based upon the final disposition order. The Winter Springs Police Department does not maintain controlled substances to be utilized for training purposes and they do not utilize weapons or explosive for investigative or training purposes. All inspections, audits and inventories of agency held property and evidence are conducted as required and in accordance with the standards and agency directive The agency exceeds standard requirements as they require that an audit of property occurs not only when the property clerk changes, but also when the Lieutenant or Bureau Commander responsible for the property function changes. ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 23 H. A. lied Discretion Com.liance Discussion: This section provides specific information on standards found to be in compliance after on-site "adjustments" were made. Adjustments may include modifying agency policies and directives, creating documentation, and an alteration of the physical plant. The agency had two standards in applied discretion. 41,2.7- The agency has a written directive regarding the interaction of agency personnel with persons suspected of suffering from mental illness that addresses: d. documented entry level training of agency personnel; and e. documented refresher training at least every three years. (M) ISSUE: The written directive only required sworn personnel receive entry level and refresher training and did not address training for civilian employees. However; the fUe did contain documentation showing civilian personnel had received the required training. AGENCY ACTION: The written directive was revised to include training for all agency personnel on interaction with individuals suspected of suffering from mental illness. 84.1.3 - Secure facilities are provided for storage of in-custody or evidentiary property during periods when the property room is closed. (M) ISSUE: The agency maintains a storage closet for the temporary storage of large items when access to the property room is not available however; each supervisor possessed a key to this storage closet which compromised the chain of custody. AGENCY ACTION: The agency had the lock changed to the storage closet and developed a key drop procedure to ensure the integrity of chain of custody is maintained for the storage of property when the property room is closed. 1. Standards Noncom !lance Discussion: This section does not apply. J. 20 Percent Standards: CALEA agencies must be in compliance with at least 80% of applicable other than mandatory (0) standards. The agency is free to choose which standards it will meet based on their unique situation. The agency was in compliance with 89% of applicable other-than mandato (0) standards. ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 24 K. Future Performance Review Issues This section does not apply. L. Table: Standards SummarV: M. Summary: TOTAL Mandatory (M) Compliance 296 (M) Noncompliance 0 Waiver Other-Than-Mandatory Compliance 65 (0) Noncompliance 0 (0) Elect 20% 8 Not Applicable 110 TOTAL 479 Understanding the benefits of having its accreditation files examined before the on-site, the agency conducted a mock assessment July 11 through July 13, 2011. The Mock was conducted by three CALEA certified assessors. The agency found the mock to be beneficial in their preparation for the formal assessment. Three files were returned for additional proofs of compliance that were already in possession of the agency. This was an improvement from the twelve files returned during the agency's last assessment. The assessment team placed two standards in the Applied Discretion category. The previous assessment team placed one standard in the applied discretion category. During this assessment no standard was found in non- compliance. The accreditation files were extremely well-documented and consistently organized, which greatly assisted the assessors in their review. As required by the Commission, the agency submitted its annual reports in a timely fashion, and did not indicate any issues that might affect its accreditation status. All of the comments concerning the agency were positive, stressing cooperation, professionalism and caring. These sentiments express the spirit of CALEA, providing and promoting positive interactions between the agency and the citizens they are sworn to serve. The agency places a high priority on customer service and conducts citizen surveys on a continual basis to determine citizen's opinions, attitudes and satisfaction with services provided. The information provided by these surveys is reviewed and incorporated in rie ASSESSMENT REPORT WINTER SPRINGS, FL POLICE DEPARTMENT PAGE 25 the agency's response to noted concerns as they continue to look for ways to improve upon the services provided and address issues and fears of crime. These surveys demonstrate overall support for the agency and the services they provide. The assessment team experienced no conflicts with the agency or its staff. All proofs of compliance, in conjunction with interviews and observations, indicate the Winter Springs Police Department is in full compliance with the standards as articulated by the Commission. There have no issues concerning bias based policing, citizen complaints or excessive use of force. The lack of these concerns may be attributed to the extensive and continuous training the agency provides to its personnel and their high ethical standards and commitment to the agency and the community they serve. In conclusion, the Winter Springs Police Department succeeds because of the dedication and commitment of its employees. The men and women of this agency are well trained and provide exceptional customer service to the residents they serve and its numerous visitors. Chief Brunelle and his staff are to be commended for their dedication and commitment to excellence.