1. Gainesville Police Department’s DMC and R.E.D. Response
Presented by Lt. Jaime Kurnick

2. Police/Youth Dialogue
Collaboration with the River Phoenix Center for Peace Building

3. DMC Police-Youth Dialogue Schedule
Last Tuesday of every month
4:00pm – 5:00pm – Officers only
5:00pm – 5:30pm – Youth meeting
5:30pm – 6:30pm – Mixed Group
6:30pm – 7:30pm – Lunch
7:30pm – 8:00pm – Breakout Sessions
8:00pm – 9:00pm – Mixed Group

4. Police-Youth Dialogue Goals
Spread the knowledge and understanding DMC and its consequences.
Promote trust and understanding between the youth in our community and Law Enforcement.
Foster relationships between Officers and youths in the neighborhoods in which they work which will positively affect future interactions.
Encourage the participating youth to develop a new understanding of Police Officers and the Law.
Enhance Officers ability to de-escalate complex interactions with the youth while providing alternatives to arrest.

5. Officer Block of Instruction:
Dialogue goals
Message from the Chief
A to Z exercise
Youth/Brain Development
DMC/RED questions from Officers

6. Youth Meeting: Welcome Dialogue goals A to Z exercise
Discussion of youth goals/dreams

7. Mixed Group Introductions Ice breaker: The wind blows
Debrief A to Z exercise
Open dialogue

8. Dinner Questions for Officers: Questions for youth:
1. Why did you become a police officer?
2. Have you ever been discriminated against?
3. How do you handle anger?
4. What’s one thing you’re most proud of?
5. What’s one goal you still have not accomplished?
Questions for youth:
1. What’s one of your goals or dreams?
2. What’s one of your greatest accomplishments?
3. What influence has made you who you are today?
4. What have you felt the most proud of?
5. Who is one person who’s always had your back in your life? How?

9. Break-out Session Youth: 3 meaningful questions for Officers
Discretion (Policy)
Alternatives to arrest: Warnings, Complaint Withdrawals, Civil Citations, CDS Referrals
When can handcuff’s come off?
Youth:
3 meaningful questions for Officers
Future action steps

10. Bring groups both back together
Dinner debrief
Role Play exercise
3 meaningful questions for Officers discussed

11. Wrap-up / Certificates
Pre and Post Surveys are completed for each Training Session

14. Police/Youth Dialogue Results
GPD has conducted 11 Police/Youth Dialogue Training Sessions.
133 Supervisors/Officers have completed the training.
142 Youth have participated and completed the training.
12 (9%) of those youth have re-offended since their participation.

15. January, 2013
May, 2012
January, 2014
Sept., 2014
February, 2015

16. What changes can we expect with our DMC efforts?
We will strengthen and promote better communication with those neighborhoods that we serve and protect.
We will provide better communication skills and tactical training for GPD personnel.
Provide the Supervisors and Officers with more discretion to act in the best interest of the child and the community.
Hiring, promotions, and transfers will be influenced by the ability to embrace these strategies.

17. Fair and Impartial Policing Training September 2015

18. Purpose of the Training
Agencies are recognizing that even the best officers might manifest bias and, therefore, even the best agencies must be proactive to achieve fair and impartial policing. This training presents what is known about human biases and provides guidance for promoting fair and impartial policing in the areas of policy, training, supervision, accountability, leadership, recruitment/hiring, operations, outreach to diverse communities, and measurement.

19. Instructor
Dr. Lorie Fridell, former Director of Research at the Police Executive Research Forum
(PERF), is a national expert on racially biased policing. She has authored and co-authored a
Racially Biased Policing: A Principled Response, which guides law enforcement executives
how to respond to the issues of racially biased policing and the perceptions of its practice.
Renowned Author in the field

20. Curriculum Meaningful policy
What community members and police think about biased policing
The social science of human bias and its implications for policing
The benefits and elements of a comprehensive program to facilitate fair and impartial policing (FIP)
Recruitment, hiring and promotion

21. Curriculum Continued:
Training
Leadership, supervision and accountability
Promoting FIP and perceptions through operations
Measurement
Responding to disparity charges
Data Collection: The issues, the facts
Outreach to communities
How to implement a comprehensive program

22. Questions or Comments?

23. Follow-up from last Meeting: Use Of Force Information
2014 Total Citywide Calls For Service: 118,021*
2014 – 86 UOF incidents  (.00094%) less than 1%
2013 – 69 UOF incidents
2012 – 112 UOF incidents