HARTFORD RELEASES INDEPENDENT CLIMATE STUDY OF POLICE DEPARTMENT

Published on September 22, 2020

HARTFORD RELEASES INDEPENDENT CLIMATE STUDY OF POLICE DEPARTMENT

 

HARTFORD, CONN (September 22, 2020) – Today the City of Hartford released an independent, comprehensive organizational climate study of the Hartford Police Department conducted over the past year.  The organizational climate study was conducted by Dr. Lisa Barao from Westfield State University and Dr. Chelsea Farrell from the University of Rhode Island.  The report used officer surveys, officer interviews, and administrative and case data to produce findings within seven areas: recruitment and selection; diversity in promotions and assignments; transparency, communication, and fairness; workplace environment; discipline, misconduct, and harassment; officer wellness; and equipment, resources, and training.  The 152-page report examines “weaknesses and avenues for organizational improvements,” and also found that “most officers felt that in recent years, the department has been moving in a better direction and is focused on continual improvement.”  The report is available here(PDF, 2MB).

 

“The goal of this assessment was to holistically evaluate organizational features and workplace perceptions within the HPD with an intentional focus on examining organizational characteristics that might lead to the negative treatment of officers by their peers or supervisors,” said Dr. Barao and Dr. Farrell.  “We utilized a mixed methods approach to collect and analyze officer surveys, officer interviews, administrative demographic data, and employee complaint files.  These data sources informed findings in a range of areas including recruitment and retention; diversity in promotions and assignments; transparency, communication, and fairness; workplace environment; discipline, misconduct, and harassment; officer wellness; and equipment, resources, and training.” 

 

Dr. Barao and Dr. Farrell continued, saying, “Overall, officers were generally satisfied with their workplace, felt respected and supported by their peers and immediate supervisors, and expressed dedication to the community of Hartford and the HPD's continued efforts to build trusting relationships with citizens.  Key priority areas for organizational improvement within the HPD center on reducing divisions between officers and the police administration; enhancing internal communication and transparency; expanding training in areas such as cultural competency, workplace harassment, and internal procedural justice; and resourcing the department appropriately to reduce officer stress and increase retention.”

 

“Our Police Department is committed to constant improvement, both in terms of serving residents and building a fair, inclusive workplace,” said Mayor Luke Bronin.  “This deep, broad, independent assessment identifies both a number of strengths and a number of areas for improvement, and we will be working with Chief Thody and his team to review and implement reforms to build a stronger culture.  Our officers do incredibly difficult work on a daily basis, and we need to do everything to support them – and hold them to the highest standards.  Our community deserves an effective police department that builds trust through transparency and a dedication to self-assessment and improvement, and this study will help the department move forward.”

 

“We pursued this independent assessment because we are committed to improving our culture and climate and building a department where employees feel supported both as individuals and as a team of public servants,” said Police Chief Jason Thody.  “Over the last few weeks we have provided all sworn members of the Police Department an opportunity to review the report and get any questions answered, and I want to thank all of our officers for their participation and feedback.  The assessment identifies many areas where we need to improve, including internal communication and how we pursue diversifying the department.  It also shows that overall officers believe they are supported, that discipline is being rendered more fairly, and that we’re moving in the right direction.  I truly believe that if officers work in an inclusive, positive environment they will deliver superior services to our community.  Working with my senior leadership team here at HPD and the administration, we are now assessing how to operationalize the recommendations included. We are very grateful to Dr. Barao and Dr. Farrell for their detailed, thorough analysis of our department.”

 

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