The SFPD is committed to responding to all of the findings from the 2016 U.S. DOJ/COPS Assessment. This report provides 94 findings with 272 recommendations for ways in which we can improve our department under five key categories.
Guided by our mission of providing safety with respect for all, we believe the report provides a roadmap to making ours a better, more responsive department. Click on the categories below to learn about our achievements under the Collaborative Reform Initiative.
- Objective 1: Use of Force
SFPD has reduced use of force by almost 30% over since 2016. This reduction affects every aspect of policing as SFPD continues to implement Critical Incident Team (CIT) training, and emphasize time, distance and de-escalation in potentially dangerous situations. This emphasis has provided greater opportunity for SFPD to provide Safety with Respect for all members of our communities.
-A collaboratively revised the Use of Force policy has been in effect since late 2016, fundamentally changing how and when the members of the department use force. (Recommendation 3.1)
-SFPD transitioned from a paper Use of Force data system to a digital system (Recommendation 4.5) with an associated data surety program, allowing for the collection and analysis of data to inform our practices and reports (Recommendation 8.2).
-The department implemented a new automated notification system for interagency partners during officer involved shootings and other critical incidents to ensure all key agencies are aware of major incidents requiring their response (Recommendation 9.1)
-SFPD provided department members with Critical Incident Training – Field Tactics, to improve interactions in stressful and potentially dangerous scenarios.
To view SFPD's response to the implementation of the recommendations categorized as "Use of Force", select from below:*
- *As the department continues to respond to the DOJ/COPS recommendations, additional responses will be posted.
- Objective 2: Bias
SFPD continues its commitment to reduce incidents of bias within the department and to provide procedural justice to the members of our department and our community. Since 2016, SFPD has implemented procedural justice training via academy classes led by community members and in-service training.
-SFPD conducts automated audits of department owned equipment for evidence of bias and reports to the San Francisco Police Commission to provide continual oversight of department owned equipment (Recommendation 24.1).
-The department has implemented AB953, the Racial Profiling Act of 2015, which stipulates demographic data collection for all stops. Data collected can be found in 96. A reports beginning in May, 2019.
-SFPD established new policies around data gathering for Field Interviews (Recommendation 37.1) to ensure fair and unbiased treatment of individuals.
To view SFPD's response to the implementation of the recommendations categorized as "Bias", select from below:*
*As the department continues to respond to the DOJ/COPS recommendations, additional responses will be posted.
- Objective 3: Community Policing
To improve the relationship between the department and the communities we serve, SFPD in 2016 established the Community Engagement Division Since then, the CED has worked with community members to develop a community policing strategic plan, hosted dozens of local and citywide events bringing together officers and members of the public and re-launched the department’s Community Police Academy.
-SFPD created a Community Policing Strategic Plan that helps guide the department in its interactions with the communities we serve.
-The department mandated the review of the 21st Century Policing Report to ensure a full and robust internal discussion on the current and future status of the profession of policing.
To view SFPD's response to the implementation of the recommendations categorized as "Community Policing", select from below:*
- Objective 4: Accountability
Improving accountability means improving SFPD’s interactions with our oversight partners and providing transparency to our discipline and policy development processes.
Toward that goal, SFPD:
-Conducted quarterly meetings with our oversight partners at the Department of Police Accountability to increase interagency cooperation.
-Developed and submitted to the Police Commission for approval a new policy development process to speed policy creation and increase transparency.
-Enhanced coordination between Internal Affairs units to improve efficiency.
-Partnered with outside academia to conduct analyses of department data in line with best practices.
To view SFPD's response to the implementation of the recommendations categorized as "Accountability", select from below:*
- Objective 5: Recruitment, Hiring and Personnel Practices
SFPD continues to seek out the best and brightest individuals to join our ranks. The department has sought feedback from external experts and individuals going through the hiring process to understand how we can improve our recruiting and retention processes. SFPD also works with its Police Employee Groups to receive feedback and improve our personnel processes.
Other initiatives include:
-The re-assignment of the Recruiting Unit, Backgrounds Unit and Staff Services (Human Resources) units under a unified command to speed and simplify the hiring process with the department.
-The collection in-depth demographic data of applicants and tracking of how and where individuals succeed during the application and academy process.
To view SFPD's response to the implementation of the recommendations categorized as "Recruitment, Hiring and Personnel Practices", select from below:*