Audit of the Metropolitan Nashville Police Department May 31, 2002

Outline of Presentation Overview of Project Description of MNPD Findings Recommendations Fiscal Impact Conclusions

Overview of Project MGT retained to conduct performance audit of MNPD. Study included operation, policies, practices, use of technology, planning & budgeting, resource allocation and use of performance measures Compared MNPD performance to that of Peer Agencies Specific recommendations were developed to enhance effectiveness and/or efficiency

Description of MNPD Primary law enforcement agency for all of Davidson County - main station and five sector stations and various other facilities In excess of 1200 sworn officers, over 600 non-sworn personnel Current budget exceeds $109 million annually Nationally accredited

Commendations Accredited by Commission on Accreditation for Law Enforcement (CALEA) Many high quality staff members Dept. is implementing second generation Automated Fingerprint Identification System The SWAT team has received numerous awards

Major Findings Overall Budget was within expected range Overall Staffing was consistent with peers Percentages of sworn and non-sworn close to peers High percentage of officers in “specialized assignments” - non-Patrol uniformed assignments (Bikes, Mounted, K-9, Aviation, Traffic, School Services)

Findings - Patrol Lowest percentage of officers assigned to actual Patrol duties of the peers MNPD has about 32% of it’s officers on patrol - the average was 46% - as high as 60% for Memphis

Findings - Crime Although homicides have declined significantly over 4 years, Nashville’s major crime rate has been consistently high when compared to the peer agencies The only significant difference between Nashville and the peers is the low percentage of officers assigned to Patrol

Findings - Other Areas Each area of the department was reviewed Specific findings were developed for each area A common deficiency was the lack of useable performance measures Many findings had to do with opportunities for more effective use of technology, space needs, or the need to study staff utilization

Findings - Planning, Budgeting, Staffing A major issue is the lack of an integrated planning and budgeting process Strategic planning has not been occurring Sworn officers are being used in several areas where arrest powers are not needed

Recommendations Support philosophy of Community Oriented Policing by beginning decentralization Increase Patrol Division staffing by reassignment of existing personnel Study all areas of the department to determine where shifts in officers and staff can occur Absorb the current Traffic Division into Patrol

Additional Recommendations Assign Sector Stations responsibility for all Traffic Enforcement in their area Assign Sector Stations responsibility for all School related activity in their areas (DARE, GREAT, School Crossings, etc.) Transfer some detectives to the sector stations to begin decentralization of investigations

Additional Recommendations (Continued) Reorganize department to increase focus on field operations Reduce the number of direct reports to the Chief to allow him greater operational involvement Balance responsibility among command personnel so that duties are comparable Formal Strategic Planning effort should be conducted

Recommendations (Continued) Planning and budgeting processes should be integrated Internal staffing adjustments should be made prior to any requests for additional staffing Conduct department wide space needs study

Fiscal Impact Capital budget recommendations of $1,845,000 (includes technology, space study, vehicles, driving simulator) Operating budget recommendations of $1,371,500 (includes training funds, some personnel costs, magistrates, audit implementation support)

Conclusions The department has a positive attitude about improvement and was supportive of this audit The recommendations made by the audit are consistent with the existing focus on Community Oriented Policing Based on our interaction with MNPD staff, the department has a pool of developing talent that can serve it well in the future