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SWOT ANALYSIS BREAKDOWN <br />Strengths <br />Proximity Contiguous with Lauderdale. Near St. Anthony. <br />Familiarity Supervisory Staff and ~50% of department patrolled Falcon Heights under previous <br />contract. All have driven through Falcon Heights and are familiar with geography. <br />Police Culture SAPD has a strong culture, and trust in leadership and each other. <br />Community Engagement <br />Philosophy <br />SAPD’s approach to community policing is desirable to the residents and leaders in <br />Falcon Heights. <br />Data Driven Approach Officers patrol with a purpose, consistent with traffic safety, community needs, and <br />concerns of the community. <br />Transparency Weekly police reports, Annual Report, annual traffic report, annual use of force <br />report, body worn camera report. <br />Reputation SAPD has a reputation as being a model for small department policing practices. <br />Weaknesses <br />Staffing Currently short staffed for St. Anthony. Will need to add officers, a detective, and <br />administrative position. <br />Historical Impact Approximately 50% of officers patrolled Falcon Heights under previous contract. <br />Lack of support from previous Falcon Heights leadership and trauma from officer <br />involved shooting remains. <br />Facilities Current facilities need renovating regardless of contract. If Falcon Heights is added, <br />the need for renovation and/or new facility is more imminent. Space for offices, <br />report writing, squad cars, evidence, wellness, records, etc. <br />Opportunities <br />Department Resiliency A department of larger size is better equipped to absorb temporary shortages. <br />Schedule Flexibility Additional officers on patrol. Allows for more opportunity for officers to train, <br />further their education, take vacation, additional wellness opportunities, and spend <br />more time interacting with community. <br />Career Growth & <br />Enrichment <br />Addition of Community Engagement Officer and Detective, will allow officers <br />opportunities to experience new and diverse roles, and in turn, grow as an officer. <br />Recruitment & <br />Retention <br />Additional opportunities for growth and enrichment creates internal and external <br />interest. Opportunity to diversity department. <br />Full Time Community <br />Engagement Officer <br />Position would increase officer growth and enrichment opportunities, and be vital <br />toward accomplishing our community engagement goal of our Strategic Plan. <br />Expanded Facilities Cost sharing possibility with Falcon Heights to further grow the capabilities of our <br />police department. <br />Coast Sharing Cost sharing possibilities for other future needs. <br />Threats <br />Historical Impact Internal and with community. <br />Communication <br />Shortcomings <br />Commitment of city leaders and SAPD staff to have clear and thoughtful <br />communication. Understanding expectations, deliverables, etc. <br />Maintaining Current <br />Culture <br />Hiring 11 officers in short period of time, attention to culture assimilation more <br />important. This will have a direct impact on retention. <br />Added Stress to Current <br />Staff during Transition <br />Recruitment team, field training officers, administrative staff to find and train new <br />officers. Need to consider hiring a recruiter and expanding cadet program and <br />offerings. Negative impact on retention. <br />Expectations, Chain of <br />Command, Capacity <br />Contractual language to articulate deliverables, clearly defining expectations, and <br />understanding capacity of department. <br />Negative Feedback Staff and Officers must anticipate negative feedback if SAPD begins to patrol Falcon <br />Heights. Allegations of bias policing, pushback from community.