Police Staffing
In 1992, the first Framework for the Future recommended that in order to achieve community based policing, meet citizens’ demands for services and make neighborhood policing areas operational by staffing police precincts in neighborhoods, more police officers would have to be hired. The Department then had a ratio of 1.6 police officers per 1,000 people. This was less than the number of police officers per 1,000 people for the U.S. (2.1), the southern states (2.2) and cities of a comparable size (1.8) in 1992. At the time, the City’s ratio of police officers per 1,000 people was among the lowest of the cities in Hampton Roads.
In 2008, the Police Department has 607 total employees, of which 425 are sworn officers (including grant-funded positions). At full staffing level, the Department has a ratio of 2.3 officers per 1,000 people. This is still less than the number of police officers per 1,000 people for the U.S. (3.0), the southern states (3.4), and comparably sized cities (2.9).
The Police Department supplements its sworn officers with unpaid, volunteer auxiliary officers. Auxiliary officers are State certified and receive the same recruit level training as the sworn officers. However, the number of auxiliaries fluctuates throughout any given year. In 2006, the Police Department had six active auxiliary officers in its ranks.
Although the number of officers per 1,000 residents is an accepted comparison measure, it does not reflect a community’s policing priorities. Some communities accept a lower police presence, while others demand a more visible police force. Regardless of the officer to population ratio, over the course of the next five years, the Police Department intends to add additional sworn personnel to ensure that all middle schools and high schools have on-site school resource officers and each precinct has at least eight officers (24 officers total) to serve as active liaisons between the Department and the community. This is in addition to any increase in the number of patrol officers necessitated by increases in population and calls for service. With such increases, non-sworn support personnel and additional investigators will also be needed.
The Police Department has its own Police academies for Police recruits to ensure that new officers coming into the Department are consistently trained in the philosophies, vision, values, and procedures set for the Department by the executive staff and City management. By undertaking this training itself, the Department provides the high standard of law enforcement that citizens expect. In December 2005, the first class of 20 officers graduated from the Newport News Police Department Academy.
To more effectively meet the community needs, the Police Department uses two different teams of specialists who respond to the Part I crime needs of communities in different areas of the city. The Crime Response Team (CRT) Unit is not assigned to any permanent area, working in the different precincts to address specific crime issues as they arise. Additionally, each precinct commander has at their disposal a High Intensity Police Patrol (HIPP) Unit that address “hot spots” and specific trouble areas. The members of these units may combine forces as needed for added manpower during special operations. Additionally, the Department has incorporated a dedicated Intelligence Unit into its organizational structure to provide the Department with a ready source of operational, tactical and strategic intelligence on criminal and terrorist activities within the City of Newport News.
The Department reorganized to use Police personnel better and enhance the Department’s focus on fighting crime. The reorganization eliminated the position of Deputy Chief and created three Assistant Chiefs to command Community Operations, Administration and Investigations. The concept of a “Duty Captain” was implemented so that someone from the Executive Staff will always be available during critical incidents, and to develop future leadership from within the Department. The new command structure allows more autonomy and a more efficient use of existing personnel.
The Newport News Police Department recognizes that leaders within the agency can only succeed and fulfill their true potential if they are given adequate tools and training. The Department has developed two courses to fill this need; the “Leadership Development Course”, and the “Leadership Enrichment Program.”