An outside auditor has recommended that the Santa Barbara Police Department revise its use-of-force policy to state that the pointing of a firearm at an individual is a reportable use
of force.
The department says it is reviewing the recommendation while “exploring nationally accepted practices in tracking the pointing of firearms outside of the use-of-force reporting system.”
The recommendation is one of the 31 changes suggested by the OIR Group, an independent team of police-practices experts hired by the city as part of the creation of the civilian review system, approved in 2022.
The scope of the $50,000 audit was to review the department’s complaint process, the need for executive development and leadership training, employee retention and recruiting, use-of-force training, and review of general policies.
The City Council will hear a report on the audit at its Tuesday meeting at City Hall.
The report found that there were 147 incidents of force among 45,111 contacts in 2022.
Of the recommendations,19 already have been implemented, and eight are in process. Three recommendations have been noted for further review.
In addition to the use-of-force item, the two other recommended changes are that the police department review its approach to disciplinary consequences to make sure that the goals of the process are not being undermined by undue leniency.
The final one is that the department revise its policy on the use of Tasers to prohibit their use in “drive stun” mode, “except when needed as a supplement to complete the circuit.”
Police Chief Kelly Gordon said she is pleased that the audit aligned with many of the improvements and refinements that the department was already in the process of implementing.
“It also affirms that our department fundamentals are strong, and that our staff excels in regard to how we engage with the community and investigate both internal and external complaints, as well as conduct use-of-force investigations,” Gordon said.
The report also noted the impact of low staffing levels on the department’s ability to
support and promote professional development opportunities for officers, as well as exceed established training standards, which in turn affects employee morale, retention, and promotion.
The auditor recommended that the department and the city continue to seek and
embrace creative ways to meet the work-life balance demands of both current and potential employees, such as facilitating a job-share option.
“The department should seek community involvement in reviewing current recruiting strategies,” the report states.
Other recommendations that the city is in the process of implementing include “pursuing strategies to help encourage the involvement of female officers across a range of roles, and to ensure that its selection processes for promotions and special assignments incorporate a range of perspectives.”
