City of Reno - Chief of Pol
City of Reno - Chief of Pol
Recruitment Survey
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Chief Of Police
Community Input Survey
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City of Reno | Chief of Police Community Input Survey Results
The Community Input Survey was distributed by the City and published through an online survey platform. The
survey was available between August 15, 2022 and September 30, 2022, with 761 total responses collected. The
survey was also available in a hard copy format; no hard copy surveys were received. The survey was available in
English (757 responses) and Spanish (4 responses). For the purpose of the report, the surveys have been combined.
The summary that follows analyzes the results obtained from the Community Input Survey, including demographics
of survey participants, top survey results in key categories, and an overview of comments collected from
the participants.
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City of Reno | Chief of Police Community Input Survey Results
Reno (88.73%), and the majority (51.07%) are not employed within the City. A total of 83 participants work for the
City of Reno (11.05% of 751 that responded to the question).
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*skipped by 7 participants
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*skipped by 11 participants
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*skipped by 10 participants
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City of Reno | Chief of Police Community Input Survey Results
THE AGE AND RACIAL DEMOGRAPHIC BREAKDOWN OF RESPONDENTS THAT PARTICIPATED IN THE
SURVEY IS AS FOLLOWS (OPTIONAL PARTICIPATION):
• 80.08% White or Caucasian • 2.88% Asian or Asian American
• 8.10% Hispanic or Latino • 0.96% American Indian or Alaska Native
• 4.67% Other • 0.41% Native Hawaiian or other Pacific
• 2.88% Black or African American Islander
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City of Reno | Chief of Police Community Input Survey Results
THE ZIP CODE BREAKDOWN OF RESPONDENTS THAT PARTICIPATED IN THE SURVEY IS AS FOLLOWS:
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City of Reno | Chief of Police Community Input Survey Results
TOP THREE PRIORITIES FOR THE CITY OF RENO POLICE DEPARTMENT TO FOCUS ON:
Survey respondents were asked to rank what priorities they thought the Reno Police Department should focus on;
the results indicated that “violent crime prevention” was the most critical priority. The second most selected priority
was “crime solving/investigations,” and the third was “crime prevention.”
Survey respondents were provided an opportunity to identify other areas of priority. Common priorities identified
included:
• Traffic enforcement is an area of concern for survey participants. Several respondents indicated that traffic
violations should be enforced better and there is a real concern over unsafe speeding in the City.
• Respondents indicated that the Police Department should make officer visibility a priority. Survey
participants indicated that officer visibility and engagement with the community would aid in promoting
positive relationships with the community and would help citizens feel safer. Participants indicated that
they rarely see patrol officers and that the Department should increase patrol officer staff and conduct
more community outreach and develop community partnerships.
• Mental health program partnerships and training for officer response were also noted as areas of priority
for the Department. Participants indicated that the Department would benefit from increased mental
health awareness training and de-escalation training. Several participants indicated that the Department
should partner with various mental health programs outside of the Department to go on those calls for
service that are non-violent.
• Survey participants are concerned that there is a lack of staffing in the Department to fully investigate non-
violent crimes related to traffic violations, vandalism, and the homeless population. Participants indicated
that an area of priority should be increasing staff to deal with smaller crimes and enforcing laws regarding
vagrancy.
• Several participants indicated that a priority of the Department should be to remain apolitical. Participants
are concerned that the Department is or could become political and this could impact law enforcement.
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City of Reno | Chief of Police Community Input Survey Results
• Participants indicated the Department should focus on treating all groups within the community equally
and should enforce all laws equally. Participants would like the Department to engage in conversations
about race and diversity and make diversity training a priority.
WHAT, IF ANYTHING, WOULD YOU LIKE TO CHANGE IN HOW THE POLICE DEPARTMENT INTERACTS
WITH YOUR COMMUNITY?
While several participants indicated that there are no necessary changes to the way the Department interacts with
the community, many respondents outlines areas they believed the Department could change. The main area of
change related to officer visibility and community engagement/interaction. Participants indicated that if officers
interacted with the community in more positive ways, including through youth interaction, the feeling of trust in the
Department would improve. Survey participants indicated that officers could improve the way they interact with the
community by appearing kinder, more empathetic, and more communicative.
Participants indicated areas the Department could improve in that would aid in the community's perception of the
Department, ranging from improving diversity and diversity training, focusing on de-escalation techniques and
mental health partnerships, better serving underserved communities, and enforcing laws related to vagrancy. Survey
respondents would like the Department to better enforce laws related to vagrancy, drugs, and smaller crimes.
Several participants indicated that they feel unheard by the Department and feel the Department doesn't follow
through with investigations. Participants would like the Department to change how they deal with investigations
and, as one participant wrote, "be seen as a trusted partner". The Department should be aware of problems in the
community, including socially, and offer transparency related to the Department through an active relationship with
the community. Participants would like the Department to engage more in diversity training and racial bias reduction
as well.
WHAT, IF ANYTHING, WOULD YOU LIKE TO SEE THE CITY AND POLICE DEPARTMENT DO DIFFERENTLY
TO HELP YOU FEEL SAFE
The trends found in the community responses were similar to the previous question in that a large majority of
respondents wanted an increased value placed on positive community relationships and partnerships with local
agencies. Participants would like the Department to focus more on visibility, hiring more officers, and better
communication with the community. Additional comments included:
• More visible police presence (ie: more patrols), including hiring more officers to patrol higher crime areas.
• Enforce laws related to vagrancy.
• RPD officers should be more approachable and friendlier with the community to increase trust in the
Department.
• The Department should appropriately and compassionately handle mental health calls and partner with
outside mental health agencies.
• Several participants indicated they would like the Department to focus on enforcing laws and traffic laws
while standing firm in the face of political pressure.
• There is a concern that policing occurs differently in different areas of the City, leading to distrust in the
Department. Participants would like the Department to correct any inequality in policing and change the
perception of the Department.
• Focus on de-militarization and de-escalation.
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City of Reno | Chief of Police Community Input Survey Results
WHAT WOULD YOU SAY SHOULD BE THE PRIORITIES FOR THE NEXT CITY OF RENO CHIEF OF POLICE?
A primary area of concern among participants was officer recruitment, officer visibility in communities, and politics.
Participants were asked to select five possible priorities for the next Chief of Police from a provided list; the following
are the results of that selection:
Survey participants were then asked an open-ended question to provide additional priorities for the next Chief.
Other priorities included:
• Increase police presence through additional patrols and hire more officers as necessary.
• Chief should be tough on crime and enforce laws strictly.
• Focus on community relations and understanding by building partnerships, practicing transparency, and
treating citizens equally while enforcing laws.
• Develop and sustain positive leadership in the Department, remove officers with issues, and connect with
officers to build trust within the Department. Audit the Department to ensure an understanding of issues
and problems within the Department. According to several participants, the Chief should prioritize
supporting officers through ongoing social reform while also holding officers accountable.
• Promote and develop a positive culture within the Department and community; remain apolitical.
• Respondents indicated the Chief should focus on issues such as response times, de-escalation training,
enforcing laws related to non-violent crime, and traffic enforcement. Participants believe the Chief should
also prioritize outside partnerships for issues related to mental health.
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City of Reno | Chief of Police Community Input Survey Results
WHAT ARE THE MOST IMPORTANT QUALITIES, QUALIFICATIONS, OR SKILLS THAT A NEW CITY OF
RENO CHIEF OF POLICE SHOULD HAVE?
Respondents were asked to select three qualities or qualifications out of a predetermined list that are the most
important to them personally to see in the next Chief of Police. The results found that “integrity,” “accountable,”
and “strong leader for staff” were the responses with the highest rankings.
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City of Reno | Chief of Police Community Input Survey Results
HOW WOULD YOU RATE YOUR OVERALL EXPERIENCE WITH THE CITY OF RENO POLICE DEPARTMENT?
Survey respondents were asked to select one option for how they would rank their overall experience with the
Department; the results showed:
• Excellent – 23.15%
• Good – 39.42%
• Only fair – 17.99%%
• Poor – 8.33%
• No experience – 11.11%
COMPARED TO A YEAR AGO, DO YOU FEEL THAT THE CITY OF RENO IS SAFER, LESS SAFE, OR ABOUT
THE SAME?
Survey respondents were asked to select one option for how they would rank their feeling of safety in Reno
compared to one year ago; the results showed:
• Safer – 5.47%
• Less safe – 48.67%
• About the same – 45.87%
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City of Reno | Chief of Police Community Input Survey Results
• Respondents indicated that the next Chief should meet with residents and take steps to understand the
community and understanding the issues facing the community. Several participants indicated the City
should focus on selecting a candidate that will improve public perception of the Police Department and its
officers.
• The next Chief should have the strength to make difficult decisions, support the Department’s officers, and
rise above politics.
• The Department and Chief would benefit from regular community outreach and surveys. Participants
indicated that they often feel unheard by the Department and would like the next Chief to focus on
community outreach and transparency.
• Several respondents indicated that they would like the next Chief to focus on eliminating vagrancy and
enforcing laws related to the issue.
• Participants indicated that accountability and integrity would be an issue the next Chief would need to
address.
IS THERE ANYTHING ELSE YOU CAN THINK OF THAT THE CITY SHOULD CONSIDER WHEN SELECTING
THE NEXT CHIEF OF POLICE?
A significant trend in responses showed that the respondents would like the City to select a candidate that an
excellent communicator and has a track record of community engagement. Participants feel that the next Chief
should not be hired for perceived political reasons and should continuously remain apolitical in the face of social
pressure.
The following is a summary of prominent concepts provided by the community as suggestions for the City to consider
when selecting the next Chief of Police:
• The City and Department should continuously communicate with the public. Several participants indicated
that regular surveys would be appreciated.
• Select a candidate that will support the police and the community while remaining apolitical. There is
concern that the new Chief will be selected for political reasons by the City and may have a political agenda.
• A large majority of survey participants would prefer an internal hire, and if an inside hire is not possible,
they would prefer someone from the surrounding area. Alternatively, several participants indicated that
the next Chief should be from an outside agency to bring in fresh ideas.
• A few participants indicated they would like to see the City hire a minority candidate and would like the City
and Department to focus on diversity in the Department as a whole.
• The next Chief of Police should have experience establishing community trust and have experience with
establishing positive community engagement.
• The City should carefully vet candidates to ensure they do not have previous complaints.
• The City should consider the selected candidate’s track record of crime reduction in their community and
their ability to partner with community organizations.
• The selected candidate should have a track record of holding officers accountable and addressing any biases
within the Department. The next Chief should be a strong leader ad able to stand up to adversity and have
the strength to make unpopular decisions.
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Chief Of Police
Department Input Survey
www.ralphandersen.com
City of Reno | Chief of Police Department Input Survey Results
The Department Input Survey was published through an online survey instrument and distributed by the City. The
survey was available between August 15, 2022 and September 30, 2022, with 128 total responses collected.
What follows are results obtained from the survey, including years worked for the Reno Police Department, top
results in key survey categories, and a summary of comments collected from the participants.
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City of Reno | Chief of Police Department Input Survey Results
INTRODUCTION TO PARTICIPANTS
A total of 128 individuals participated in the Department Input Survey; participants were also allowed to not respond
to questions . Participants were asked to select how long they have worked for the Department. The breakdown is
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as follows:
• Officer – 59.38%
• Command Staff(Deputy Chiefs, Commanders, Lieutenant, Sergeant) – 21.09%
• Civilian Staff (Records, Victim Services, Administrative Staff, etc.) – 19.53%
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City of Reno | Chief of Police Department Input Survey Results
The majority of the participants that responded “other” indicated in their comments that they did not have enough
data from other cities to determine a comparison.
WHAT ARE YOU MOST PROUD OF AS A MEMBER OF THE RENO POLICE DEPARTMENT?
Respondents were asked an open-ended question to provide feedback on what makes them most proud as a
member of the Department. Responses ranged from the professionalism of others in the Department to their role
in helping the community. The most common response from those who participated in the survey indicated that
they were most proud of the relationships built with members in the Department and with the community. The
sense of comradery and satisfaction in the Department’s work is a significant source of pride for survey participants.
Several respondents indicated that the Department is facing challenging times and staff and officers are doing their
best to meet these challenges. Members of the Department indicated that the job is challenging but there is a
willingness from everyone to serve others within the Department and the community.
Several participants detailed areas of concern in their comments; indicating that there are mixed feelings within the
Department regarding the activities of the Department and their own experiences. While many were positive about
their experiences, several indicated that they were experiencing burnout. Many respondents indicated that they feel
the Department is stretched too thin with too few resources at their disposal. There is a sense that officers and
civilian staff do their best with what they've perceived as poor leadership and a lack of resources, as well as a lack of
respect from the community and City leadership.
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City of Reno | Chief of Police Department Input Survey Results
Level of Training:
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When given the opportunity to provide additional comments, respondents indicated that training is an area of
concern for those within the Department. Several sworn members of the Department indicated that training often
doesn’t go beyond minimum standards and they have to seek outside training on their own time and cost which is
often denied. Members of the civilian staff indicated that there are seldom opportunities for training.
Quality of Equipment:
53T
Regarding equipment, participants indicated that they felt the equipment is adequate but it’s difficult to obtain
updated equipment unless the existing equipment breaks. Respondents indicated that equipment is outdated
and/or takes too long to approve (i.e. load bearing vests). Civilian staff described feeling that they are often the last
to receive new equipment. Ares of equipment concern mostly related to technology including printers for citations,
computers, and related tech that are outdated and slow.
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City of Reno | Chief of Police Department Input Survey Results
• Focusing on Department morale; improving support of and showing appreciation to sownr and non-sworn
employees. The Department should prioritize improving the quality of life for all staff as several members
of the Department indicated they were overworked or felt unsupported by command staff.
• Staffing levels are too low. Many participants feel that divisions do not work well together or are not
adequately staffed to succeed.
• The Department should focus on communication, transparency, and accountability throughout all divisions.
Participants indicated that leadership is lacking and without accountability. The next Chief and command
staff should do more to engage with officers and civilian staff.
• Participants indicated that there should be communication from the top down clarifying what the
established priorities of the Department are.
• The Department should focus on engaging with all members of the Department and prioritize the
community through engagement and service.
• Several participants indicated that the Department should eliminate what some perceive as a focus on
politics and social agendas.
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City of Reno | Chief of Police Department Input Survey Results
When provided a space to offer additional comments, many respondents discussed the need for the next Chief to
focus on supporting officers over external factors; to ensure that the position remains apolitical. Several participants
indicated that patrol staff is overworked, and a priority for the next Chief should be recruitment and retention.
Survey participants indicated that the next Chief should restructure divisions as many felt the current model was
stale and stretched too thin due to what some see as a lack of adequate staffing levels. The next Chief should
prioritize building and maintaining relationships with existing staff while recruiting more. Leadership, accountability,
and communication were all areas that were noted as areas of priority for the next Chief of RPD. Survey participants
noted that the next Chief should think outside of the box and be unafraid to make changes while communicating
changes and dialoguing with the entire Department.
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City of Reno | Chief of Police Department Input Survey Results
DO YOU HAVE ANY OTHER COMMENTS OR SUGGESTIONS REGARDING THE NEXT CHIEF OF POLICE?
IS THERE ANYTHING ELSE YOU CAN THINK OF THAT THE CITY SHOULD CONSIDER WHEN SELECTING
THE NEXT CHIEF OF POLICE?
Following the initial portion of the survey, participants were given the opportunity to offer any additional comments
that they may have related to the recruitment efforts of the Chief of Police or the Department as a whole. A majority
of participants would like the City to select the next Chief from outside of the Department, indicating a lack of trust
in the existing command staff. Several participants noted that the Department has stalled forward progress and a
new Chief from outside of the agency could bring in fresh ideas and act as an independent auditor of the
Department’s current practices. The next Chief will need to focus heavily on morale, hiring and retention, and
visibility within the Department and public.
When selecting the new Chief, participants would like the City to consider a strong leader, someone that can move
the Department forward and remain above politics. Several participants indicated the next Chief should be a leader
with the strength to make unpopular decisions and remain calm under pressure. The next Chief needs to be an
individual that is more than a supervisor and is a leader in the Department and community.
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