Presentation for Police Department Update Including Staffing Models, Recruitment Efforts, and Performance Measures

Police Department Update
Chandler Police Department
April 28, 2022

2016 Patrol Staffing Analysis
o Corona Solutions "Deploy" Software Purchased in 15/16 FY
o Data collection
o Analysis
o Staffing level recommendations
o Same software utilized by Glendale, Scottsdale, Mesa, 
Gilbert, Tempe Police Departments

Data Collection
o Police calls-for-service (CFS) and time spent on call 
(weighted workload)
o Data is derived from CPD's computer aided dispatch (CAD) 
system data
o Administrative Time
o Writing reports, making phone calls, translating, taking breaks, 
fuel, etc.
o Data is derived from Versadex (department's report writing 
tool)

Data Collection
o Leave Time
o
Data is derived from our payroll system
o
Based on 2080-hour work year and the average amount of employee annual leave 
o
Vacation
o
Sick
o
Comp used
o
Training
o
Court
o
Other leave
o Used to derive "availability factor": 83.78%
o 1.19 persons to complete 2080 annual work hours

Data Collection
o Response Time
o Derived from CAD data
o Response Time Goals
o Priority 1          5 minutes
o Priority 2        15 minutes
o Priority 3        30 minutes

Data Collection
Patrol Area
o Derived using city GIS and 
from Streets Division
o Citywide: 71 sq. miles, 839 
street miles
o City divided into 18 beats that 
fall within three precincts

149 Patrol Officers
Recommended 2016
Assigned Patrol Officers 2016
Staffing Analysis 
Recommendations
134 Patrol Officers
Difference
+15 Patrol Officers

Staffing Analysis Recommendations
Ratios, such as officers-per-thousand population, are totally 
inappropriate as a basis for staffing decisions. Accordingly, they 
have no place in the IACP methodology. Defining patrol staffing 
allocation and deployment requirements is a complex endeavor 
which requires consideration of an extensive series of factors 
and a sizable body of reliable, current data.

Patrol Staffing Response Plan
o Effective 2017
o Three sworn positions added to patrol (civilianized 
range/housing positions)
o Three vacant traffic section positions reassigned to 
patrol
o One sworn PDIT position reassigned to patrol
o Three new sworn positions from approved DP 
assigned to patrol
o One vacant PDIT position reclassified to officer and 
assigned to patrol
o Effective 2018
o Two City positions reclassified to police officers 
assigned to patrol
o As on March 2018: 13 additional officers assigned to 
patrol
o Summer 2019
o Two additional officers added to patrol
o One SRO reassigned to patrol in June*
o One additional DP officer position assigned to 
patrol in July
o Final 2019
o Fifteen officers added to patrol 2016-2019 for total 
complement of 149
o Highest level of police officers ever assigned to 
patrol
o Additional beat (18) created in 2019
o
Grant funded SRO returned to middle school 2020

Chandler Police Department Response Time History
6:10
6:15
6:18
6:15
6:07
6:12
6:11
4:35
4:27
o *2019 response times 
and counts are based off 
four months of data. 
Effective 9/1/2019, 
changes to priorities, 
dispatching protocols 
and call types. 
4:06
**Effective in 2021 the response time 
measure changed from average to 
median to avoid skewing caused by 
invalid timestamps and fewer Priority 
1 calls for service

Chandler Police Department Historical Crime Rate
37% in the last ten years
Decrease in Part I crimes per 1,000 population

Chandler Police Department Historical Crime Index
27% in the last ten years
Decrease in total Part I crimes

Police Staffing
o 2021
o Patrol staffing analysis confirms appropriate number of officers assigned to patrol
o Added 10 new officer positions through FY 21/22 budget process
o Seven officers will be assigned to a patrol-based Neighborhood Response Team (NRT)
o Assist precinct commanders with addressing crime trends and gun violence
o Assist detective units (gangs/narcs, etc.)
o Address community/neighborhood concerns
o Assist at special events
o One training unit officer
o One computer crimes detective
o One gang unit detective
o Added 15 fully funded officer over hire positions through FY 21/22 budget process
o Support patrol

Police Staffing
o 2022
o FY22/23 budget requests
o Behavioral Health Unit (4 officers & 1 sergeant) 
o Responsible for responding to and investigating behavioral health related 
calls for service
o Serve mental health petition orders
o Establish relationships with behavioral providers and partners
o Reduce behavioral health calls for service through early intervention 
o Facilitate department crisis intervention training (CIT)
o Improve outcomes of encounters between police and people who have 
behavioral health illness
o Free up patrol officers to focus on crime related issues

Current police officer vacancies
o 31 officers (including 25 additional authorized positions)
o 3 recruits and 6 laterals in final stages of last hiring process (under conditional) 
o 21 recruits and 17 laterals in early stages of current hiring process
Anticipated DROP retirements
o 2022
1
o 2023
2
o 2024
14
o 2025
12
o 2026
12
o 2027
7
84 (26%) sworn  officers eligible to retire (>20 years of service)*
Primary focus on the front-end creating a pipeline of officers entering the department while developing a 
sustainable bench through succession planning to ensure continuity of  operations and services
Recruitment/Hiring
Top priority and greatest challenge

Recruitment/Hiring
Top priority and greatest challenge 
Hired 31 sworn and 28 civilians in 2021
Added two temporary background investigators in 
2021
Added hiring incentive in July  2021
o $5,000 for lateral officer
o $3,500 for recruit
o $2,000 for dispatcher
o $2,000 for detention officer
o 44 new hires under this program (as of 4/18/22)
Added lateral officer pay incentive 
o Bring in at year 7 near top of range (formerly
year 5)
o Two years specialty eligibility requirement 
MOU 3rd position
Streamlined hiring process
o National Testing Network (electronic testing and 
offsite proctoring)
o Added eSOPH background investigation software
o Continuous open lateral recruitment and 
remote interviews
o Recruitment website upgrade
o Waived written and physical conditioning tests 
for laterals
Provided market increase for dispatchers and call 
takers ahead of class and comp study (April 2022)

Recruitment/Hiring
Top priority and greatest challenge 
New Initiatives
National Marketing Campaign
o Partnered with HR, CAPA and Davidson Belluso marketing agency to attract talent 
nationwide, particularly lateral officers
o City Council approved contract on February 24, 2022
o Anticipated campaign rollout in summer 2022
Lateral Relocation Incentive
o Effective May 1, 2022
o Up to $5,000 for lateral officers from outside Phoenix Metro Area
o Combined with hiring incentive, provides total lateral signing package of up to $10,000

Thank you!