HomeMy WebLinkAboutR-2002-121 Establishing the Citizen Police Advisory CommitteeRESOLUTION NO. R-2002- 121
A RESOLUTION establishing a Citizen Police Advisory Committee for the City of Yakima
and the Yakima Police Department for the purpose of advising the Yakima
Police Department, City Manager and the City Council on matters relating
to law enforcement actions, standards, policies, procedures and programs.
WHEREAS, in October 2000, the City Council commissioned an independent three
person panel to inquire into the practices of the Yakima Police Department involving cultural
relations and allegations of racial profiling; and
WHEREAS, on February 12, 2001, the inquiry panel issued a report concerning their
findings and recommendations; and
WHEREAS, while the panel found that the allegations of racial profiling were
unsustainable, the panel did find that a perception of racial profiling existed within the
community; and
WHEREAS, in the February 12 report, the panel listed eleven recommendations to
address said perception and other issues, including a recommendation that the City Council
should develop and implement an independent citizen oversight process; and
WHEREAS, attached hereto is a document entitled "Yakima Police Department Citizen
Police Advisory Committee" that describes the philosophy, goals, guidelines, duties, number of
members, and membership appointment criteria/requirements of a citizen committee that would
be established for the purpose of advising the Yakima Police Department, City Manager and
the City Council on matters relating to law enforcement actions, standards, policies, procedures
and programs; and
WHEREAS, the goal of the Citizen Police Advisory Committee would be to enhance the
level of communication between the Yakima Police Department and the community it serves by
providing an avenue for input to the Department, and also by enhancing the education of the
community members on issues of interest to the Department and the community; and
WHEREAS, it is expected that by providing a forum for interaction and communication
between the Yakima Police Department and the community, the Department will be in a better
position to deliver fair, impartial police services in the most professional manner possible; and
WHEREAS, the City Council has determined that it is in the best interest of the City to
establish such a Citizen Police Advisory Committee for the previously stated purpose, now,
therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF YAKIMA:
1. A Citizen Police Advisory Committee is hereby established for the City of
Yakima and the Yakima Police Department to act in an advisory capacity to the Yakima Police
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Deparlutent, City Manager and City Council on matters relating to law enforcement actions,
standards, policies, procedures and programs.
2. The philosophy, goals, guidelines, duties, number of members, and membership
appointment criteria/requirements of the Citizen Police Advisory Committee are stated and
described in the attached and incorporated document entitled, "Yakima Police Department,
Citizen Police Advisory Committee."
3. The Committee shall hold at least one regular meeting during every two
calendar month period at a regular time and place to be designated by vote of a majority of the
Committee. Special meetings may be held at any time as called by the Committee chair, or
vice -chair in the chair's absence, or by any five members who request a special meeting. All
Committee meetings shall be held in accordance with the applicable provisions of the Open
Public Meetings Act (RCW Chapter 42.30).
4. Any member of the Committee may be removed from office by a vote of the
majority of the members of the City Council.
ADOPTED BY THE CITY COUNCIL this 15th day of October, 2002.
ATTEST:
City Clerk
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/le",e..._
y Place, Mayor
September 24, 2002
Yakima Police Department
Citizen Police Advisory Committee
1
The Citizen Police Advisory Committee (working title) (herein referred to as the
Committee) acts in an advisory capacity to the City Council, Chief of Police and City
Manager on matters relating to law enforcement actions, standards, policies, procedures
and programs. The Committee is encouraged to provide input reflecting community
values in an effort to increase communications between the police and the community,
and to facilitate a greater understanding of preferred policing methods for the city.
Philosophy:
The role of the Committee is to develop and make recommendations for the purpose of
improving relations, promoting and encouraging open communication and cooperation
between the Police Department and residents of the City.
Goals:
The most goal of the Citizen Police Advisory Committee is to enhance the level of
communication between the Department and the citizens it serves by providing an avenue
for input to the department from the represented community served, while educating
citizens on issues of interest to the community and the Department. The expected result
of interaction and communication between citizens and police employees is the delivery
fair, impartial police services in the most professional manner possible. In particular,
some specific tangible goals to use as a springboard for the Committee to begin working
for the community good are:
• to reduce the incidence of traffic violations on City streets.
• to enhance public awareness and education to the Spanish speaking public.
• to provide alternative means to mediate defective equipment on vehicles driven
on City streets.
• to increase citizen attendance at Yakima Police Department Citizens Academy
classes.
• to work with Department training management to assist with locating trainers for
cultural awareness and sensitivity training for Department personnel.
• to provide committee members to attend various public forums/events to assist
with educating the public with regard to Department policy and procedure.
• to help support City of Yakima legislative priorities and work with the Police
Department and City representatives to enact legislation establishing statewide
data collection uniformity for law enforcement agencies.
Yakima Police Department Citizen Police Advisory Committee
September 24, 2002
2
Duties:
The duties of the Committee will be to:
• Study, examine and recommend methods, approaches and techniques to
encourage and develop an active citizen -police partnership in the prevention of
crime and in developing safer neighborhoods.
• Develop and recommend strategies and/or legislation for improving citywide
crime prevention efforts and increasing citizen participation in crime prevention
efforts, including community oriented policing.
• Study the functions, operations and procedures of the law enforcement system.
• Strengthen and ensure the principles of equal protection under the law for all
persons.
• Ask for a report of action taken by the Department in response to an incident
and/or citizen complaint, which has created community concern or controversy.
Term:
The Committee will consist of nine (9) members. Five (5) of the original nine (9)
members will serve two-year terms. The remaining four (4) of the original members will
serve a one-year term. All members appointed after the original nine (9) will serve two-
year tellus. A person appointed to fill a vacancy will serve for the balance of the term for
which their predecessor was appointed.
Appointment:
The City Council will select seven (7) of the nine (9) Committee members. The police
department will designate two (2) members from the department. The Committee will be
representative of the population diversity indicators reflected in the most current U.S.
census for the City of Yakima. The Committee will include seven (7) representatives
from within the City of Yakima; one (1) representative from a police employee group;
and one (1) representative from the police management staff. The Committee will elect a
chair and vice -chair. No person shall serve as an officer in the same position for more
than two successive terms.
Position Requirements:
Citizen Committee members will be required to meet the following criteria for the
position:
• Original Committee members must attend and successfully complete the
next available Yakima Police Citizens' Academy.
• Subsequent Committee members must have successfully completed the
Yakima Police Citizens' Academy prior to being considered for a
Committee position.
Yakima Police Department Citizen Police Advisory Committee
September 24, 2002
3
• Take part in the Yakima Police Department Citizen Rider Program
(Minimum of 12 hours/year)
• Members will receive ongoing training on police policies and procedures
• Attend four (4) blocks of annual Department in-service training, two of
which will be Cultural Diversity and Ethics
• Have no record of a FELONY conviction
• Have no record of a Misdemeanor or Gross -Misdemeanor crime involving
assault of a police officer, obstructing a police officer or domestic violence
• Be a registered voter within the City of Yakima
Failure to meet the forgoing criteria will result in removal from the Committee.
Guidelines:
The Committee and any member thereof, except as otherwise authorized by law, may
not:
• Incur City expenses or obligate the City of Yakima in any way without
prior budget authorization of the council.
• Make any written or oral report of any committee activity to any
individual or body other than to the council without prior authorization by
the City Council.
• Conduct investigations regarding individual police officers and the
disciplinary decisions of the Police Department.
• Conduct any activity which might constitute or be construed as
establishment of City policy.
• Disclose, release and/or violate the confidentiality of any information
related to matters involving pending or forthcoming civil or criminal
litigation, or ongoing/completed internal police investigations.
The activities of the Committee at all times will be conducted in accordance with all
applicable federal, state and local laws. All meetings of the Committee shall be held in
accordance with the applicable provisions of the Open Public Meetings Act, RCW
Chapter 42.30. Action outside of the authority of the committee may result in forfeiture
of membership.
Yakima Police Department Citizen Police Advisory Committee
September 24, 2002
Progress Report
of the Implementation
of the
Inquiry Panel Recommendations
Concerning the
Yakima Police Department
Submitted by:
Mayor's Inquiry Panel Study Committee
and
Chief Don Blesio
August 30, 2001
CITY OF YAKIMA
MEMORANDUM
DATE: August 30, 2001
TO: Members of the City Council
FROM: Mayor's Inquiry Panel Study Committee and Chief Don Blesio
SUBJECT: Implementation of Inquiry Panel Report Findings
Last October the City Council commissioned an independent inquiry of department
practices involving cultural relations and alleged racial profiling. The inquiry panel
submitted the report of its findings to the City Council on February 12, 2001.
Although the investigation determined that the allegations were not sustainable, the
committee, chaired by attorney Joe Falk, found that perceptions within the
community warranted action on the part of the department. Implementing the
recommendations of the inquiry panel became one of the police department's
highest priorities. Actions taken to implement those recommendations to date are
as follows:
• Chief Blesio and his supervisors should develop new strategies for
communicating proactively with the department's minority officers to
ensure a better understanding of their perceptions regarding fair
treatment and to more effectively address any perceptions of unfair
treatment.
Action: During the department's annual in-service training in February
2001, the Chief of Police informed all department personnel of the
inquiry panel findings and recommendations, and solicited employee
input and suggestions to improve communications within the
department and the minority community. Binders containing the
inquiry panel's report were made available throughout the department
at various work areas to provide all employees the opportunity to read
the report in its entirety.
Action: On March 28, 2001, the Chief of Police met with the executive
board of the Yakima Police Patrolmans' Association to discuss the
findings of the inquiry panel and distribute copies of the department
policy on unbiased policing, and to request assistance in conveying to
the YPPA membership the need to improve internal communications.
• The department should assess its personnel annually regarding
employee satisfaction. The assessment instrument should include
questions having to do with how employees feel about their treatment,
their relationship with their superiors, and their opportunities for growth
and promotion.
Action: The department has identified this project as one of its goals
for 2001. A committee of interested department personnel will review
previous department assessment data as well as various agency
evaluation models and select a process to accomplish this
recommendation. The committee shall be representative of the
diversity of department personnel.
• The department should continue to offer cultural awareness/diversity
training every year as part of its annual in-service training program and
should ensure that the training has value and is designed to be relevant
and reflective of our community's ethnicity. In addition, this training
should be mandatory for all supervisory personnel.
Action: In February 2001, the department's annual in-service training
included instructional blocks on cultural diversity and ethics. All
department personnel, including supervisors and managers, attended
training.
Action: Department staff was involved in the evaluation and revision of
the State Criminal Justice Commission's curriculum for entry-level
police officer training. The hours of instruction were expanded from
440 hours to 720 hours. The common principles emphasized
throughout the training classes are ethical and cultural consideration in
the performance of duties.
• The department should undertake a critical self-assessment to
determine if discipline, assignment and promotional opportunities, and
enforcement of policies and procedures are fair and equitable.
Action: The Chief and staff members regularly review these areas to
ensure department policies and procedures are fair and equitable.
The department has identified continuing review and revision as one of
its priority goals.
Action: Minority officers are assigned to various special operation
units, including the Street Crime Abatement Team (SCAT), Detective
Division, City/County Narcotics Unit (CCNU), Community Services
Unit, School Resource Officer (SRO) and Field Training Officer (FTO)
assignment. Officers are selected for these specialty units based upon
their qualifications and overall work performance.
2
Action: The Chief and staff members will review employee
development at all levels and work with the Police Patrolman's
Association and members of the Civil Service Commission to address
the inquiry panel's recommendation relevant to the current sergeants'
promotional process.
• The promotion process should be revised to ensure that the oral boards
regularly include minority officers.
Action: Testing processes, both currently scheduled and those
planned for the future, with the concurrence of the Civil Service
Commission, will include minority representation from either the
community and/or other police agencies.
Action: Minority community members have served on several
promotional oral boards, including boards for administrative assistant,
lieutenant and captain. A first level supervisor (sergeant) examination
is not scheduled as the current register does not expire until February
2002.
• The City Council should develop and adopt a clear, strong resolution
affirming the right of all citizens to be treated equally and fairly and
without regard to their race, ethnicity, gender, or economic status;
defining and prohibiting racial profiling; and requiring the YPD to adopt
a policy on racial profiling and related procedures to ensure the
prevention of racial profiling.
Action: On March 20, 2001, the City Council adopted a resolution
condemning racial profiling.
• The YPD should adopt a written policy prohibiting the practice of racial
profiling, as defined by the City Council, and containing, in substance,
the following elements:
(a) Members will endeavor to ensure that police services provided by
the department are available to all persons in the community on an
equal basis without regard to a person's race, ethnicity, gender, or
economic status.
(b) No member shall deny access to or provide a lower level of police
service by the department to any person based on race, ethnicity,
gender, or economic status.
(c) No member shall engage in the practice of race -based profiling or
any other type of discriminatory enforcement practices in selecting
vehicles for traffic stops and in deciding upon the scope and substance
of post -stop actions.
3
Action: The department coordinated the adoption of a resolution by
the Yakima Valley Law Enforcement Administrators condemning
biased policing.
Action: On March 27, 2001, the department adopted a formal policy
prohibiting biased policing, which incorporated each of the areas
addressed above, and distributed it to all department personnel.
• The department should undertake a critical review of its existing
procedures, practices, directives, and training to ensure that they
prevent racial profiling from occurring insofar as possible, including the
perception thereof. This should include a review of its quota -based
performance standards (written or unwritten) to ensure that compliance
with those standards is not contributing to the perception that officers
engage in racial profiling.
Action: This item is currently being addressed through an ongoing
review and revision of department policies and procedures. The
misperception of a quota -based traffic enforcement program will be
addressed through communication of focused, clearly defined
expectations and procedurally acceptable performance standards.
The department has revised the manner in which traffic citations are
evaluated in determining overall officer work performance.
Action: A policy issue has been proposed for the 2002 Police budget
to install video systems in all police patrol units. The video units would
be phased in over time and would monitor traffic stops. Videotapes
would be retained for a period of time, allowing a review of questioned
incidents. This system will provide a credible, unbiased record of
interactions between the police and the community. The video
systems will provide for increased officer safety, evidence used in
criminal prosecutions of violators and assist the department in
responding to allegations of officer misconduct.
• The department should implement appropriate training to better prepare
its officers to avoid the perception that they are engaging in racial
profiling in their law enforcement actions. This training should include
giving officers cross-cultural communications and conflict resolution
skills.
Action: In January 2001, the department and other area law
enforcement agencies brought in Dr. Daniel Thomann, a nationally
recognized trainer on the issue of racial profiling. This training was
provided to all department police commissioned personnel. Future
annual in-service training cycles will specifically address cross-cultural
communications and conflict avoidance.
4
The department's citizen complaint investigation and review process
should be reexamined and, as necessary, revised to ensure that it is
thorough, fair, and responsive. This should include adding a
requirement that the complainant is notified in writing of the disposition
of his/her complaint and, if the following recommendation is adopted,
has the right to appeal the disposition thereof.
Action: The department is in the process of reexamining its citizen
complaint investigation and review process to ensure that it is
thorough, fair and responsive, including written dispositions to
complainants.
• The City Council should develop and implement an independent citizen
oversight process similar to the Portland model to hear appeals by
citizens of the disposition by YPD of their complaints and to oversee the
administration of the complaint process.
Action: A special Mayor's committee has been established to examine
citizen review boards, study existing models, and develop guidelines
for implementing a citizen complaint review process.
Action: In April 2001, and again in June, meetings were held with
representatives of the U.S. Department of Justice Community
Relations Service in which that agency's experience in enhancing
community interaction was discussed, specifically in the area of
community advisory and review processes.
• The City Council and the department should investigate and develop a
process for collecting racial/ethnic and other data on all traffic stops
utilizing the standard ScanTron vehicle stop data form. The data
collected from these forms should be used as a management tool to
assess, among other items, whether or not racial profiling is occurring.
This will also require that appropriate statistical benchmarks be
developed.
Action: This item is currently being studied in conjunction with
statewide initiatives. The Washington Association of Sheriffs and
Police Chiefs (WASPC) and the State Legislature are reviewing the
process and procedure for the standardization of documentation and
data collection. In the meantime, the department is reviewing data
collection measures to ensure accurate reporting and subsequent
analysis of data.
5
o
• The department should develop strategies for enhancing its community
outreach to minority neighborhoods and, if necessary, seek to identify
federal, state and other resources, including volunteer resources, to
ensure an effective and comprehensive outreach program. We also
believe that the City Council and City Manager need to partner with the
department in its outreach program. The importance of an enhanced
community outreach cannot be overstated.
Action: The department has expanded the scope of its public relations
programs with increased emphasis on presentations geared toward
the minority and monolingual community.
Action: In February 2001, the department began a monthly question
and answer program on local Spanish language radio station KDNA,
and a regular column in Spanish language newspaper VIVA. In
addition, police community service and current event topics are now
being provided for broadcast on radio ZORRO.
Action: On March 3, 2001, Spanish—speaking officers and command
level staff members presented a program on gang activities and
parental responsibility to Spanish monolingual parents at Davis High
School.
Action: On March 27, 2001, a television program discussing child
abuse was taped for broadcast on the Spanish language
Hispanavision network.
Action: On April 4, 2001, Chief Blesio and other department staff,
accompanied by Mayor Mary Place, attended a Criminal Justice
Training Commission forum entitled "Discretion vs. Discrimination".
Topics included police response to racial profiling issues, community
partnership and education, and police accountability.
Action: Council Members Mary Place, Bernie Sims, City Manager Dick
Zais and Assistant Manager Glenn Rice have attended various
workshops and programs focused on racial profiling and race relations.
In an effort to partner with the police department in its outreach
program, they took advantage of presentations at the Washington
Association of Sheriffs and Police Chiefs Conference in March 2000;
National League of Cities Conference in March 2001; and Association
of Washington Cities Annual Conference in June 2001.
6
Consistent with the foregoing recommendation, the department should
develop strategies for enhancing community policing programs based
on a proactive collaboration between police and citizens in non-
threatening and supportive interactions.
Action: To effectively respond to this recommendation some historical
information is essential. The Yakima Police Department recognized
that traditional stringent enforcement efforts alone were not sufficient
to have a meaningful, Tong-term impact on crime trends in our
community. Therefore, the department adopted a community-policing
philosophy and developed a neighborhood-based strategy in January
1992. Central to this approach was the assignment of Neighborhood
Resource Officers (NRO) to a specific area. The program was initially
piloted in a predominantly Hispanic neighborhood with a bilingual
Hispanic police officer as the department's first NRO. The officers
identified and analyzed emerging problems and determined the most
effective means to reduce or eliminate them. They were encouraged
to make decisions, develop appropriate responses, and interact
responsibly with the community in a partnership aimed at solving
neighborhood concerns. They were responsible for coordinating
citizen involvement, assisting with crime prevention and educational
efforts, and acting as liaison between citizens and other agencies and
organizations. The primary means of assessing neighborhood needs
was accomplished through an aggressive program of positive citizen
contact. This interaction included personal follow-up with crime
victims, educational and crime prevention programs, involvement in
neighborhood projects, and surveys. Fundamental to this problem-
solving strategy was a philosophy of maximizing citizen involvement.
Neighborhood groups and individuals were included in all phases of
planning and implementation of the program. The success of
neighborhood policing efforts was measured by whether problems
were resolved, and whether residents perceived their neighborhood as
safe. -Traditional measurements such as high arrest statistics or low
incidence of a particular crime were secondary considerations; fear
reduction was an underlying goal.
Unfortunately, due to increasing service demands and budgetary
constraints, this labor-intensive approach to policing was eventually
supplanted by a more conventional call-driven police response to
crime. Department personnel are committed to providing quality
service to public, even with the restrictions imposed by budgetary and
time constraints, and will continue to do so as reflected in the
attachment "Yakima Police Department Community Outreach Activities
2001". Community Policing remains the department's philosophy and
the goal is to resume this more pro-active approach as manpower
allows.
7
While the Inquiry Panel Report found that allegations of racial profiling and
discriminatory treatment were not sustained, perception remains a major concern.
The department will use the information contained in this report to establish policy,
procedures, and practices to alleviate perceptions and to assist department
personnel in developing and implementing strategies to increase and maintain the
confidence of minority individuals regarding police service.
Attachments: 2001 Yakima Police Department Goals
Yakima Police Department Community Outreach Activities 2001
Yakima Police Department Policy 7.11, "Unbiased Policing"
City of Yakima Resolution 2001-47, condemning "racial profiling"
Yakima Valley Law Enforcement Administrators Resolution
condemning biased policing
8
BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No.
For Meeting of 10-15-02
ITEM TITLE: Consideration of a resolution directing the City Council to authorize the
formation and implementation of a Citizen Police Advisory Committee.
SUBMITTED BY: Roy Willson, Acting Chief of Police
CONTACT PERSON/TELEPHONE: Lt. Mike Merryman - 575-6218
SUMMARY EXPLANATION:
The City Council commissioned an independent inquiry of department practices involving
cultural relations and alleged racial profiling in October of 2000. In February of 2001 the
inquiry panel submitted its findings to the City Council. Their investigation determined that
allegations of racial profiling and disparate treatment of minority officers were not
sustainable. Subsequently, the committee, chaired by attorney Joe Falk, addressed issues of
perceptions within the community as they related to racial profiling and cultural relations.
The committee made a total of fourteen (14) recommendations to the City Council regarding
how to address the perceptions of unfair or biased policing. Summary explanation continued on
page 2.
Resolution X Ordinance Other (Specify)
Contract Mail to (name and address):
Funding Source
APPROVED FOR SUBMITTAL:
City Manager
STAFF RECOMMENDATION: Adopt Resolution.
BOARD/COMMISSION RECOMMENDATION:
COUNCIL ACTION: Resolution adopted. RESOLUTION NO. R-2002-121
The Public Safety Committee was charged with the task of
reviewing the applications for appointment to this committee.
(1k)agenda/police citizen police advisory committee 10-02.pm
Continuation of summary explanation re resolution authorizing formation and implementation of a
Citizen Police Advisory Committee
The Council has proposed the formation of a Citizen Police Advisory Committee in response
to recommendation #11 in the Inquiry Panel Report submitted by F. Joe Falk Jr., Bertha
Ortega, and Larry Sanchez on February 12, 2001. Mayor Mary Place chaired a special
committee to research this project. The committee was comprised of the Mayor, the City
Manager, the Chief of Police, Ex -Councilman Henry Beauchamp, Lt. Mike Merryman and
Council members John Puchinelli and Paul George. Each of the original Inquiry Panel
members was consulted during this research and their recommendations were applied to the
process of drafting the proposed Citizen Police Advisory Committee. The committee
completed the final draft of the proposed Citizen Police Advisory Committee on September
24, 2002 after a Council study session.
The City Council directs the formation of a Citizen Police Advisory Committee to make
recommendations for the purpose of improving relations, promoting and encouraging
open communication and cooperation between the Police Department and the residents of
the City. The expected result of improved interaction and communication between the
citizens and police is the delivery of fair, impartial police services, in the most professional
manner possible.
(1k)agenda/police citizen police advisory committee 10-02.pm
REPORT
OF
INQUIRY PANEL
CONCERNING THE
YAKIMA POLICE DEPARTMENT
Submitted by:
F. JOE FALK, JR.
BERTHA ORTEGA
LAZARO "LARRY" B. SANCHEZ
February 12, 2001
INDEX
TOPIC PAGE
Introduction 1
Inquiry Panel 2
Process 2
Disparate Treatment of
Minority Officers 4
Findings 5
Discussion 7
Recommendations 8
Racial Profiling 9
Findings 10
Discussion 13
Recommendations 19
Implementation Recommendation 22
Conclusion 23
INTRODUCTION
On July 29, 2000, now former Yakima Police Department ("YPD"
or "the Department") officer Tony Ramos wrote the Washington
State Commission on Hispanic Affairs ("Commission") regarding his
view that the Department and its officers engage in racially
discriminatory practices. (Tab 1) His allegations fell
generally into two categories:
• That Hispanic police officers are subject to
discriminatory treatment, including being the object of
racist remarks and excessive discipline.
• That YPD officers engage in discriminatory practices
towards Hispanic persons, including engaging in racial
profiling.
The Executive Director of the Commission, Onofre Contreras,
Jr., requested that the City of Yakima undertake an independent
review of Mr. Ramos' allegations. The City Council responded by
appointing the undersigned to conduct an inquiry into his
allegations.
We have completed our inquiry and submit this as our report
to Mayor Mary Place and the City Council.
INQUIRY PANEL
The undersigned Inquiry Panel ("panel") is comprised of:
• F. Joe Falk, Jr., a partner in the law firm of Finney,
Falk & Lawrence-Berrey, who served on the Yakima School
Board from 1991 to 1999 and the Board of Governors of
the American National Red Cross from 1992 to 2000.
• Bertha P. Ortega, the Assistant Vice -President for
Community Relations at Heritage College, who served as
a member of the Washington State Commission on Hispanic
Affairs from 1992 to 1999.
• Lazaro "Larry" B. Sanchez, the Regional Director for
the Washington State Department of Employment Security
for Eastern Washington. Mr. Sanchez was born and
raised in Toppenish and attended Yakima Valley
Community College and Evergreen State College.
PROCESS
Our panel began its inquiry on October 28, 2000 when we met
to frame the scope of our inquiry and develop the process we
would use to ensure a responsive investigation of Mr. Ramos'
allegations.
We thereafter secured numerous documents from the City and
YPD, many of which will be referred to in this report and, as
appropriate, attached hereto. We also:
• Conducted community forums on December 6, 2000 at the
Yakima Southeast Community Center and on January 11,
2001 at the Yakima Convention Center;
• Hosted a one-hour radio call-in show on Radio KDNA on
December 8, 2000;
• Interviewed 14 persons on December 16, 2000 and January
6 and January 20, 2001, including Chief Don Blesio,
Mayor Mary Place, Council Member Henry Beauchamp, City
Manager Richard A. Zais, Mr. Ramos, and nine members
from the Department;
• Received several letters;
• Spoke with many citizens who provided additional input;
• Conferred with P. Diane Schneider of the Community
Relations Service, U.S. Department of Justice, who also
is a member of the Portland Police Bureau's Blue Ribbon
Panel on Racial Profiling;
• Reviewed the videotapes of the hearing before the
Yakima Police and Fire Civil Service Commission on
August 18 and 19 and September 29 and 30, 2000
regarding Mr. Ramos' termination by the YPD ("Ramos
hearing"); and
• Reviewed voluminous materials concerning law
enforcement -community relationships and racial
profiling.
DISPARATE TREATMENT OF MINORITY OFFICERS
Mr. Ramos alleged that Hispanic police officers are subject
to disparate treatment by the YPD. We expanded our inquiry to
include all minority officers.
We did not address the question of whether Mr. Ramos'
termination by the Department was racially motivated. That
question was before the Yakima Police and Fire Civil Service
Commission which found that his termination was not due to racial
discrimination. It is also before the U.S. Equal Employment
Opportunity Commission ("EEOC") which issued a finding on
November 21, 2000 that reasonable cause exists to believe that:
• Mr. Ramos was subjected to racially derogatory language
directed at Hispanics and that the Department took
insufficient corrective action to prevent it; and
• Mr. Ramos was disciplined more severely than other
officers who are not in his protected class under the
law.
However, the EEOC found insufficient evidence of a connection
between Mr. Ramos' termination and his protected status. (Tab 2)
We construe that finding to mean that the EEOC was unable to find
that his termination was racially motivated. The EEOC is seeking
certain sanctions and reforms concerning which we express no
opinion.
To address the broader allegation of disparate treatment of
minority officers, we interviewed seven minority officers from
the Department, the president of the Yakima Police Patrolmans
Association ("YPPA"), and, as already mentioned, Mr. Ramos. We
also considered a letter written to the Commission by Officer Joe
M. Salinas on August 23, 2000 (Tab 3) and his testimony during
the Ramos hearing.
FINDINGS
From our interviews and other information we learned that:
• There are minority officers who have not experienced or
observed racially discriminatory behavior or treatment
within the Department.
• There are minority officers who believe they are
treated fairly by the Department.
• There are minority officers who believe that they are
treated less favorably than non -minority officers in
respect to (a) discipline, (b) assignment and
promotional opportunities, and (c) enforcement of
policies and procedures.
• There are minority officers who believe that they and
other minority officers are sometimes subject to
racially derogatory behavior.
• There are minority officers who do not trust the
complaint process and fear recrimination if they report
the perception of disparate treatment to their
superiors.
• The YPPA has received no complaints of discriminatory
treatment from its minority members.
• Racial bantering in jest has sometimes occurred between
minority and non -minority officers.
• A racially inflammatory note directed at Mr. Ramos was
left in his mailbox at the YPD following his suspension
in August, 1999. (Tab 4) The author thereof has never
been identified.
• Cultural awareness/diversity training is sometimes
ineffective or irrelevant and is not uniformly
respected by non -minority participants. This training
is not always offered annually (it was not offered in
1997 or 1998). Not all supervisory officers
consistently attend the training. In addition,
application of the skills learned in the training is
not monitored.
• The Department does not annually assess its personnel
regarding employee satisfaction.
• As of November 7, 2000, minority members comprised
27.5% of the Department's personnel.
• There are 19 supervisory officers (sergeant or above)
of whom one is a minority officer.
• When an officer seeks to be promoted to the rank of
sergeant or higher, 40% of the final score derives from
an interview by an independent board ("oral board").
Oral boards rarely include minority officers.
DISCUSSION
Based upon the foregoing findings, we cannot find that
minority officers are systematically discriminated against by the
Department. On the other hand, there are occasions when minority
officers perceive they are treated differently than non -minority
officers, especially in regard to disciplinary matters.
We are convinced that Chief Blesio has a "zero tolerance"
policy for racial discrimination within the Department and that
he endeavors to ensure this is well known. He maintains an "open
door" policy which allows minority officers to come directly to
him regarding issues of fair treatment. However, some minority
officers, as noted previously, fear coming to him or their
superiors directly; they do not trust the outcome.
The Department must ensure that all personnel understand
that fair and equal treatment and mutual respect are core values
of the Department and that discriminatory practices will not be
tolerated. It must also ensure that it is in touch with the
treatment of its minority officers and provides opportunities for
them to have meaningful dialogue with their superiors, including
the Chief, regarding their feelings and perceptions without fear
of recrimination. Our following recommendations are intended to
facilitate this dialogue.
RECOMMENDATIONS
Accordingly, we make the following recommendations:
• Chief Blesio and his supervisors should develop new
strategies for communicating proactively with the
Department's minority officers to ensure a better
understanding of their perceptions regarding fair
treatment and to more effectively address any
perceptions of unfair treatment.
• The Department should assess its personnel annually
regarding employee satisfaction. The assessment
instrument should include questions having to do with
how employees feel about their treatment, their
relationship with their superiors, and their
opportunities for growth and promotion.
• The Department should continue to offer cultural
awareness/diversity training every year as part of its
annual in-service training program and should ensure
that the training has value and is designed to be
relevant and reflective of our community's ethnicity.
In addition, this training should be mandatory for all
supervisory personnel.
• The Department should undertake a critical self-
assessment to determine if discipline, assignment and
promotional opportunities, and enforcement of policies
and procedures are fair and equitable.
• The promotion process should be revised to ensure that
the oral boards regularly include minority officers.
RACIAL PROFILING
Mr. Ramos alleged that YPD officers engage in discriminatory
practices towards Hispanic citizens and cited several examples of
such practices.
These practices are commonly referred to as
"racial profiling". We expanded our inquiry to examine whether
racial profiling is occurring which affects all minorities in our
community.
There are many definitions of racial profiling across the
nation. Neither the City Council nor the YPD has developed a
definition for racial profiling (we understand the YPD is in the
process of doing so). The following definition of racial
profiling was developed by the City of Seattle and was utilized
in substance by the Seattle City Council in a racial profiling
resolution adopted by it on November 6, 2000:
"Racial Profiling" is the use of race or ethnicity as a
factor in deciding to stop and question, take enforcement
action, arrest or search a person or a vehicle without a
legal basis under the United States and Washington
Constitutions.
This definition has also been recommended for adoption by the
Washington Association of Sheriffs and Police Chiefs. It is
consistent with the several other definitions of racial profiling
currently in use and has the virtue of encompassing all forms of
police action in connection with a traffic stop, not simply the
decision to initiate a traffic stop.
FINDINGS
From our community forum, interviews, and other information,
we learned that:
• There is a perception within the minority community
that YPD officers engage in racial profiling.
• YPD officers deny that they engage in racial profiling
and are very sensitive about the perception that they
do so.
• There are minority officers who believe that there may
be occasions when some YPD officers engage in racial
profiling.
• YPD officers believe that racial profiling violates
Departmental policy and they can be terminated if they
engage in racial profiling.
• There is no written Departmental policy or directive
prohibiting racial profiling. However, we understand a
policy is being developed at present. The Seattle
Police Department has issued a statement on racial
profiling as a directive which represents an excellent
statement of direction for a police department.
(Tab 5)
• The City Council has not adopted a resolution
addressing racial profiling. As noted previously, the
Seattle City Council has recently adopted such a
resolution which serves as an excellent model.
(Tab 6)
• The YPD does not collect traffic -stop data on racial
profiling and is not required by law to do so.
• Since the spring of 1999, many states (including
Washington), municipalities, and law enforcement
agencies have adopted racial profiling legislation or
policies prohibiting racial profiling and requiring the
collection of data in traffic stops, including the
race/ethnicity of the driver stopped. In other
instances, the same outcome has been imposed by
judicial decree.
• In a door-to-door survey of Southeast Yakima conducted
in April of 1997 by Project CHANGE in collaboration
with the Yakima County Substance Abuse Coalition, 65%
of the respondents said they trust the police and 48%
rated their local police as good or excellent (81% fair
to excellent). (Tab 7)
• In a report to the City by the Washington Association
of Minority Entrepreneurs submitted in September, 1996
entitled "East Yakima Neighborhood Community Assessment
-- A Baseline Conditions Review", among the issues
ranked as "major concerns" were neighborhood crime and
violence, drug abuse, and gang activity. Law
enforcement activities or services were not identified
as a significant issue. Of the respondents surveyed,
50.4% rated police protection as satisfactory or
excellent, and 45.2% rated the relationship between the
police and their community satisfactory to excellent
(84.7% fair to excellent). Hispanics comprised 55% of
the respondents surveyed.
• With one exception, we heard few unfavorable comments
regarding the YPD from the Hispanic or African American
business, management, and professional community or
from Hispanic or African American community leaders at
our forums, by letter, or otherwise. Some were in
attendance at our forums but did not speak.
• Although the above statistics would suggest a
relatively low level of mistrust by minority citizens
towards the YPD, we believe that there is sufficient
evidence of mistrust to warrant addressing it as an
important issue at this time.
• Felony and misdemeanor adult arrest statistics for
1998, 1999, and to October 31, 2000 reflect that the
percentage of minorities arrested by the YPD varies
from 30.6% to 37.3%. No such data is available for
traffic stops as the Department is not required to
collect it.
• Some minority citizens do not understand and others do
not respect or trust the YPD's complaint process and
will not complain of disparate treatment for fear their
complaints will not be taken seriously or may result in
recrimination.
• Community outreach to Yakima neighborhoods by the YPD
has been significantly reduced in recent years due to
budgetary constraints. We are aware that Chief Blesio
personally reaches out to the minority community and to
community organizations in a number of ways.
• There is uniform agreement that enhanced outreach
activities by the Department as a whole, especially in
- 12 -
East Yakima, would be beneficial and would defuse
tension.
• Our previous finding regarding cultural awareness/
diversity training is pertinent to the issue of racial
profiling as well.
DISCUSSION
In a June 9, 1999 address, former President Clinton stated:
"But we also know that we have a major problem, which in
some places has gotten worse as our communities have grown
increasingly diverse. While public confidence in the police
has been growing steadily overall, people of color continue
to have less confidence and less trust, and believe that
they are targeted for actions by the police not because of
their illegal conduct but because of the color of their
skin."
He also stated that stopping or searching individuals on the
basis of race is not an effective law enforcement policy, that it
is inconsistent with our democratic ideals, especially our
commitment to equal protection under the law for all persons, and
that it is neither legitimate nor defensible as a strategy for
public protection.
We can affirm from our inquiry that President Clinton's
words are no less pertinent today than when they were when they
were spoken nearly two years ago. A Gallup poll released in
December 1999 showed a majority of Americans, regardless of race,
believe racial profiling occurs and is a widespread wrong. This
perception persists today nationally to the degree that President
Bush is considering the appointment of a law enforcement panel to
examine racial profiling, according to the February 8, 2001
edition of USA Today.
We have found that this perception also exists in the City
of Yakima as well as in the Yakima Valley. In a survey conducted
for the Yakima Herald-Republic in April 2000 and published in its
December 12, 2000 edition, 81% of Hispanics and 74% of non-
Hispanics surveyed believe the police in Yakima County stop
vehicles based upon the race or ethnicity of the occupants at
least occasionally.
We are unable to find that the YPD intentionally engages in
a widespread practice of racial profiling or discriminatory
actions. We believe that the Department does not teach or
condone such conduct and condemns it.
However, there is evidence that one or more YPD officers
have engaged in conduct that falls within the definition of
racial profiling, either wittingly or unwittingly, within the
past two years. From the officer's viewpoint, his or her intent
and actions had nothing to do with the race or ethnicity of the
person stopped, but the person stopped and others nevertheless
perceived that race or ethnicity was a factor. Whether or not
that perception is accurate, it is nearly always a reality for
those persons. If so, then the Department must be as concerned
about its actions being perceived as fair as it is about its
actions in fact being fair.
The Department has a practice that may lend to the
perception that racial profiling is occurring. We heard from
- 14 -
several officers that the Department uses citation and arrest
statistics as a benchmark for individual officer performance.
One officer characterized the Department as "statistics driven",
and most other officers agreed. They are expected to issue a
certain number of citations each month. This expectation, by
itself, may not seem relevant to the racial profiling issue.
However, it is well known within the Department that persons
traveling in East Yakima and in older cars are likely to generate
multiple citations. As one officer put it, traffic violations
follow poverty. Thus, if a vehicle is stopped in East Yakima for
a taillight that is out, as one example, the stop is more likely
to result in additional citations or an arrest (e.g. because of
driving without a license or with a suspended or revoked license,
no proof of insurance, prior unpaid citations, or an outstanding
arrest warrant) than if the stop were made in West Yakima for a
routine violation (e.g. speeding). Also, if an officer's
statistics are down for the month, he or she, we are told, is
more likely to take formal enforcement action. If so, then this
expectation may readily lead to the perception that the stop and
subsequent enforcement action were precipitated by racial
profiling, even though that may be untrue.
We recognize that the issue of racial profiling is very
complex and emotional and cannot be easily resolved. Many law
enforcement agencies are working earnestly to address this issue
in their communities. It has not been an easy task, nor will it
be an easy task in our community. We note that the YPD had its
- 15 -
officers undergo an eight-hour racial profiling training course
during the week of January 29, 2001.
We are not experts on racial profiling. We instead bring
what we hope is a common sense perspective to the subject. We
are persuaded that:
• The City Council needs to affirm the City's commitment
to law enforcement procedures that are fair, equitable,
and constitutional. The Council needs to provide
policy direction to the YPD requiring that it assure
the Council that it has in place policies and
procedures which prohibit and prevent racial profiling,
as have the Seattle City Council and other legislative
bodies.
• The YPD also needs to formalize a policy prohibiting
racial profiling and related procedures designed to
prevent racial profiling from occurring.
• The Department should undertake a critical self-
assessment to determine which aspects of its current
operations may be the source of racial and ethnic
tension in minority neighborhoods.
• The current level of minority officers should be
sustained and initiatives for recruiting qualified
minority officers should be enhanced within the limits
of the law (we note that the Department has secured
approval for a bilingual registry).
• The Department must have good dialogue with the
minority neighborhoods regarding not only law
enforcement actions but also "liveability" problems in
- 16 -
their neighborhoods (e.g. addressing crime and
violence, drug abuse, and gang activity). This
dialogue needs to be meaningful, sustained, and,
insofar as possible, Department -wide.
• There needs to be a thorough, fair, and responsive
citizen complaint investigation and review process.
The YPD has a citizen complaint process which is found
in Chapter 8 of its Policy and Procedure Manual.
Chapter 8 requires that the complainant be notified of
the disposition of his/her complaint, but it does not
allow for any appeal of such disposition. In addition,
there is no provision for independent oversight of the
complaint process by the City Council or a citizen
advisory body appointed by the Council. The City of
Portland has adopted a particularly well designed
oversight model which addresses the desire for both
public oversight of police activities and the need for
a functional and effective police department. A copy
of the Portland model is attached to this report.
(Tab 8)
• The in-service training provided YPD officers must
instruct officers that discriminatory practices will
not be tolerated and must elevate their awareness and
sensitivity to the kinds of behaviors or practices
which lend to a perception of discriminatory treatment.
We recognize that no amount of in-service training will
eliminate this perception from occurring; there will
always be some citizens who believe they have been
racially profiled, regardless of the officer's
professionalism and sensitivity. However, effective
training will serve to mitigate opportunities for this
perception to occur.
- 17 -
• The Department needs to develop management tools to
ensure that racial profiling does not occur and, if it
should occur, that it will be identified and remedied.
Many state and local police departments have
implemented a data collection program. The prevailing
view is that data collection efforts help to determine
whether there is evidence that racial profiling is
occurring and, if so, the nature and extent thereof.
This view has been statutorily adopted in many areas of
the country, including in our state. However, only the
Washington State Patrol is currently required to
collect data in traffic stops using a standardize
ScanTron form much like ScanTron forms used in other
states and municipalities. For the City, it is
encouraged by the state but is optional; the state has
not thus far provided municipalities any funding or
other resources to pay for data collection.
RECOMMENDATIONS
Accordingly, we make the following recommendations:
• The City Council should develop and adopt a clear,
strong resolution affirming the right of all citizens
to be treated equally and fairly and without regard to
their race, ethnicity, gender, or economic status;
defining and prohibiting racial profiling; and
requiring the YPD to adopt a policy on racial profiling
and related procedures to ensure the prevention of
racial profiling.
• The YPD should adopt a written policy prohibiting the
practice of racial profiling, as defined by the City
Council, and containing, in substance, the following
elements:
(a) Members will endeavor to ensure that police
services provided by the Department are available to
all persons in the community on an equal basis without
regard to a person's race, ethnicity, gender, or
economic status. (Other descriptors may be appropriate
as well.)
(b) No member shall deny access to or provide a
lower level of police service by the Department to any
person based solely on race, ethnicity, gender, or
economic status. (Other descriptors may be appropriate
as well.)
(c) No member shall engage in the practice of
race -based profiling or any other type of
discriminatory enforcement practices in selecting
vehicles for traffic stops and in deciding upon the
scope and substance of post -stop actions.
• The Department should undertake a critical review of
its existing procedures, practices, directives, and
training to ensure that they prevent racial profiling
from occurring insofar as possible, including the
perception thereof. This should include a review of
its quota -based performance standards (written or
unwritten) to ensure that compliance with those
standards is not contributing to the perception that
officers engage in racial profiling.
• The Department should implement appropriate training to
better prepare its officers to avoid the perception
that they are engaging in racial profiling in their law
enforcement actions. This training should include
giving officers cross-cultural communications and
conflict resolution skills. We would here also refer
to our previous recommendation at page 8 regarding
cultural awareness/diversity training.
• The Department's citizen complaint investigation and
review process should be reexamined and, as necessary,
revised to ensure that it is thorough, fair, and
responsive. This should include adding a requirement
that the complainant be notified in writing of the
disposition of his/her complaint and, if the following
recommendation is adopted, has the right to appeal the
disposition thereof.
• The City Council should develop and implement an
independent citizen oversight process similar to the
Portland model to hear appeals by citizens of the
disposition by the YPD of their complaints and to
oversee the administration of the complaint process.
• The City Council and the Department should investigate
and develop a process for collecting racial/ethnic and
other data on all traffic stops utilizing the standard
ScanTron vehicle stop data form. The data collected
from these forms should be used as a management tool to
assess, among other items, whether or not racial
profiling is occurring. This will also require that
appropriate statistical benchmarks be developed.
• The Department should develop strategies for enhancing
its community outreach to minority neighborhoods and,
if necessary, seek to identify federal, state an other
resources, including volunteer resources, to ensure an
effective and comprehensive outreach program. We also
believe that the City Council and City Manager need to
partner with the Department in its outreach program.
The importance of an enhanced community outreach cannot
be overstated.
• Consistent with the foregoing recommendation, the
Department should develop strategies for enhancing
community policing programs based on a proactive
collaboration between police and citizens in non-
threatening and supportive interactions.
IMPLEMENTATION RECOMMENDATION
We further recommend that the City Council direct the City
Manager to implement our recommendations, except for those
recommendations which are directed to the Council itself, and
that he include in his monthly management report to the Council a
description of the actions being undertaken to do so, including
anticipated completion dates. The Council should also set a
final time, in its discretion, by which all such actions are to
be completed and a final implementation report is to be made to
the Council.
Regarding those recommendations which are to be implemented
by the City Council, we recommend that it appoint an
implementation committee, including three Council members, which
shall have responsibility for developing a plan of implementation
for those recommendations. This Committee should also have
oversight responsibility for implementation of these
recommendations and all other recommendations.
CONCLUSION
We are confident that our recommendations are responsive to
the information which we gathered, the voices which we heard, and
the issues which we were called upon to address. We believe that
it is critical that our recommendations be acted upon by the City
Council and the YPD. The failure to act will almost certainly
result in the continued perception of disparate treatment by the
YPD, both internally and externally. The failure to act will
also enhance the risk of litigation and of a judicially imposed
resolution, as has already occurred elsewhere.
We hope our report and recommendations will serve as a
useful tool for planning and effectuating change to better enable
the Department to serve our community and its citizens.
We believe that, on balance, the Department's men and women
demonstrate a high level of professionalism when dealing with the
public. We also believe that they do excellent work and will
continue to do so in the future. We do not want our report to be
construed as suggesting otherwise.
Nevertheless, change is necessary. Either we make that
change based upon our core values and community culture or others
will do so for us based upon their own criteria. The choice is
ours, and now is the time to make and act upon it.
Respectfully submitted this 12th day of February, 2001.
F. JOE FALK, JR.
BERTHA ORTEGA
LAZ O "LARRY" B. SANCHE
APPENDIX
Tab No. Document
1
2
3
Ramos letter to Washington
State Commission on Hispanic
Affairs, dated July 29, 2000
EEOC letter to Tony Ramos
and YPD, dated November 21,
2000
Joe M. Salinas letter to
Washington State Commission
on Hispanic Affairs, dated
August 23, 2000
4 Note left in Tony Ramos'
YPD mailbox
5 Seattle Police Department
Directive on racial profiling
6 Seattle City Council resolution
on racial profiling adopted
November 6, 2000
7
8
Project CHANGE survey results
for Southeast Yakima
Portland police review/advisory
board model
ant ,By: 6;
3607530199; Aug -9-`13:03; Page 2/4
LETTER OF POSItUON
The Waihirgton state C. ion saEfispauia Amara
Mare Catrems
Executive pfrector
Olympia, WA
Dear Mr. Ca trams,
•
First of all thank pa far taking the time to speak with me an the afternoon of duly 17, 2000. Your
cumin and uoihustsaciarg is wiry appreciated. I as wets other employees of the Yakima Police
department bope that the Conn satiable far ducaesion, the serious mans that I and •
others Offices hive regnid @ia past sad ccurent practices involving racial proftFrng, abase of
civil rigs and the disparatetdeatment of hispanic Pa}ice Ores.
k is my hope that the commliticerwil draw attention to the community weal* the
community &the type of disathninstory prances the department is engaged is. I persomilly
veork®d as a police dicer front 1993 and witoessed maty iaciderrts of unjwittreftSc stops, racial
pro$iiag and serious abuses citizen cuvft rights. I have personally heard racial uiemarke made by
adaiaaistxmors cite dsgattatiao . and have received racially tainted hats mail it vert* An =aryls
of a comment made by a aludiestrator at the deputised was, 'wily, I think we ought to tab
every Mariam and put a l4idiafz ballet in their head'. •
White Pagce Oma are engaiingat the practice of reining =min= *keel to me affiao+der.
These reorders are often Mimic or of ethnic. descent. 1 have at nume+aae occasions seen whits
Police Mem give over $ 400 -worth °etiolate to sae FSapaaic offirodec brewing that are ticket
would suffice along with a atr stgwamiag. The Administration however p ei is Officers to
meet a quite of a titi ,t a day average (Kat aipoiicy.ar name menti sad tbeteos.
Officers with du line ifthl IVacta" is not met at the a rd eta maadf. 'Ibis ibeIIeveheavily
coutulautes to the abuse of iastm g&loetsto the hard working ilspanic community; The statistics
would prove that the lEspinia.Community as a whole are Victimized bythis per. Officers are
falsely checrthing vehicles torApird by tlispanic citizens as "suspicious" and axe It4loviii8 these
• vehicles until they art a tib: ij Winn (license plate Iigh t, cracked windshield etc.)
Mass have very area aitegiiind Cryonics driving neW picky txacb se.drug daubs and
fallow these vehicles m minor viola ions baying to find drugs in the vehicles. Officers haws also -
arresoed nomecous Irispanias as *crest wasaall. If a Mimic sir Mame is tdose.tofhat ofthe
actual person . - : . ' mitthe dice of birth almost Vis, I have seen Men arrest people
parent etre identify adze pericat'he9 saetakiogto jnl.:'t'his happens
` workers - ; Mexico who ars verb maid tochallenge the mi wady of a Police
S ;
3607530199; Aug-
.-
1.
1-;
13:04; Page 3/4
&car. I have been at the county jail lekteelfOtte times When people ,icbo only speak Spanish tell
me that the officers vim mated them caBed them racial =MS and abused them physically. I
know this *paw because !Me sem it and 1 have seen Officers tmauthfally describe the
amounts and types alum elm they used when writing their :vats. I have wiltioned a white
Police Officer tmjnedy put hilt gun to a him worker, just 13021211111the Mar thought he wu a
drag deakr. .
it is mi position that this dicedminstory behaylor is not oily aimed at the Ifispank osnimunityut
also ts the lispanic Police Oilikers who help create a better relaticeship batwing the Mimic
conuitunity and the porton *Ointment. The cum*, Air has there MK been a minority
administneor at the Yakinis Police Department. 'Ibis initealf should be &gr5* cancan
considaing the (river's etlinhaty and the large Efispanie ocnimunitythet make up this Wei.
ThipaninPalice Officers werstold that they get paid well slough for what they dovdien theytried
to bargain fte different* pay because of their bilingual 'Ws. They were denied by the police
ablat iled the Chief af Poslice lieled to winder the diflioultial pay even though Ifispimic Officers
were, being used to translate throughout the city and work loads were and have been increased
Elispinic Officers have also been the victims &excessive cliscipline. White Policeofficers u well
as members of the adininistre* have engaged in animal behavior ranging from roliching
module!, domestic violence* sexual misconduct while on duty emit* dill rennin tuck)*
by the department. The afinii*tration has lmowingly covered Tip the fact that several police
department supervisors ware iiigaging 11 unethical behavior invoicing alcohol winTe cn city
prcperty or while an thay. Ripe officers where not cruiciplined needy the same assome }Imale
Mom. A arbitrator ruled -Jae bst math that the CityMenager and the Chief of Police
*metaled and retaliated aping a Hispanic Police Officer viium he fled a grievance for what he
thought was. excessive trisceplkie. I was terminated in:December 1999 ix failing to weer my
ballistic west although theta fano written depattment policy in the department policy and
procedure manual. The **her White police officers Who routinely rid not -weer their vests,
they were new disciplined. tWas mos told by a supervisor that the only MUM 1 was hired was
because I was Ifispanic, *clam supervisor also told me that "We needs,* stick to cur own kind"
when be saw me speaking to a Mexican *may Nall: an daty.
Police Departmeot superviestshase routinely referred to Unpack Mow as "Spice' or Beware
in bcth the work place andeol ptherings. This type of working environment and cliscriminative
department mentality can no longer be tel 'This hat createdi hostile working environment a
the department and has efierstvely losvered the morale at the depattmest, creating undue .• and
tension ini already glees& Miami= If department is allossedto =times operating in this
manner, The City of Yakitra'caimot expect efisctive and ethical htw enforcement front the
department.
• • •
I and the group with me belie eiday axe asking ix an tapir/ into the tail opeationa of the Yakima
1/4ilice Department Tice Wows deservirto know exactly how their Police Department is
-cperatfrig. Police dcsartnnattitaintet the =doll orbeing held scomotable ix the way they police
their communities and therm** The City of Yakima ii-elot &Amt. Let the troth's be told
T ombi the Comasmitraware: iftheYskima Police Dent believes k is vend* in an
eftbctive ethical manner, denten shoal be mihecitation to =hurt the issue heed or.
Again, we would ask that The•dovemor's Ccannission � klispanic Affairs bring attection to this
3607530199; Aug-9-ir 13:05;
matter so that the citizens chin =enmity can expo effective law entbrcemem I *would siso
hire to go aa record and styli:*** issues we have :poke of today does not describe all of**
Officers of the Yakim' a PolicoDepartmem There are =ay dedicated men ad women doing an
outstanding job 53r their commonity.
• We appreciate your attersionii3 this matter.
Sincerely,
Page 4/4
zoo
tsoss off ira/.. I oo:,t Mo>< ooiizitt
��.. �i..r i.v me.tt • urruxt urns r x txUMMISSION
Seattle District Mee Fedora Mkt Min
110V21owWs Maw Win 400
Belida, WA 011001061
P06)220400
MRab) I2o•66u
PAX (2116) II04011
Tony Ramos
5503 Mt. Aix Way
Yakima, WA 98901
City Of Yakima -Police Department
200 South Third Street
Yakima, WA 98901
DETERMINATION
Charge xo.380A01160 -y
Charging Party
Respondent
Under the authority vested in me by the Commission, I issue the
following determination as to the merits of the subject charge
filed under Title VII of the Civil Rights- Act of 1964, as amended
(Title VII).
All requirements for coverage have been met. Charging Party
alleged that Respondent discriminated against him in violation of
Title VII in that, because of his race and national origin he was
subjected to harassment in the form of derogatory language and
disparaging comments. Charging Party further alleged he was
subjected to disparate treatment in the.form of excessive •
discipline, resulting in his termination. He also alleges that
the discipline he received was based on retaliation for opposing
practices made illegal under Title VII.
During the investigation, all relevant, available documents were
reviewed. I have considered all the evidence disclosed during the
investigation and have determined that there is reasonable cause
to believe that the Charging Party was subjected to racially
derogatory language directed at Hispanics, and that the employer
took insufficient corrective action to ensure the elimination of
the hostile environment. The investigation also found that there
is reasonable cause to believe that.the level of discipline
administered to the Charging Party, discharge, was more severe
than that administered to others not of Charging Partys
protected class for comparable conduct, which violates Title VII.
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cc finding Commission attests to eliminate the alleged
ourred, the informal methods of conciliation.
unlawful practices by invites the parties to join with it
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the Commission now The
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confidentiality
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cation.
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for any
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to the settlement
fi�Director i6
other reason, a Battlement accepartier and advise
themnot of obtained, court
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persons and the Commission. It is to�suesion for policy to
relief.
each aggrieved person of the right
attorney's fees and court recovery of back pay, P
costs. A Commission representative will contact each party in
the near future to begin conciliation.
On Behalf of the Commission
sol t VIA
S' a r7afr7bi l is •nN/nn•ct 'ic/tn:ct nnn7 )Z MOW)
Dis ct Director
39Y1S831N30 WO
RECEIVED
(!Ty OF Y?ff.;ln�1
AUG 3 0 2000
OFFICE OF CITY COUNCIL
August 23, 2000
Washington State Commission on Hispanic Affairs
Onofre Contreras
Executive Director
Olympia, WA
Dear Mr. Contreras,
Thank you for allowing me the opportunity to express my concerns. A letter, written by
ex -police officer, Tony Ramos, was sent to you. In that letter, Mr. Ramos alludes to
some "serious concerns" that he had with department operations during his employment
with the Yakima Police Department. A copy of that letter was posted on a police
department bulletin board and made available for all to read. Police officers, for years,
have been trained to offer no response when criticized by the public, whether the
criticism holds any merit or not. After reading Mr. Ramos' letter, I cannot help but feel
compelled to offer this response.
I worked as a Yakima Police Officer with Mr. Ramos for many years during my
assignment with the Patrol Division. I was hired as a police officer in 1991 while Mr.
Ramos was hired in 1993. I had what I considered to be a close, personal friendship with
Mr. Ramos. Among other things we shared in common was our chosen path into law
enforcement. Mr. Ramos and I both began our careers as what was classified by the
police department as a Department Assistant II, a clerical position in the Complaint /
Communications Division at YPD. I can recall Mr. Ramos' desire to become a police
officer while he was employed as a DA II. Subsequently, Mr. Ramos passed the
necessary requirements and testing phases and was hired by YPD. I remember Mr.
Ramos as being an aggressive, hard-working officer who made it a point to be involved
in many arrests during his career. Mr. Ramos enjoyed his work as a police officer and he
made friends easily. Having been schooled locally, he was familiar with many citizens in
Yakima on both sides of the law. Mr. Ramos also spoke Spanish. This helped him, as it
has helped me, help the non-English speaking citizens of Yakima.
As our careers progressed, I saw Mr. Ramos less often. He was assigned to a specialty
unit, the SCAT squad or Street Crimes Abatement Team. This team often worked with
minimal to no supervision on a variety of vice -related, undercover operations. I can
remember congratulating Mr. Ramos on his new assignment as I had also considered
applying for the same unit at that time. It was toward the end of his career that Mr.
Ramos began having discipline issues arise.
I was in attendance at a Yakima Police Patrolman's Association meeting at which Mr.
Ramos was asking for help in retaining an attorney. Mr. Ramos was facing dismissal
following an incident involving insubordination over the wearing of his ballistic vest and
he was planning an appeal to the decision for his termination. In his letter to you, Mr.
Ramos indicated that he was fired for not wearing the vest. This was not the case. Mr.
Ramos was terminated as a result of insubordination and for lying to his supervisors
during an internal investigation.
Mr. Ramos alleges serious racial discrimination issues within the Yakima Police
Department and in dealings with the public. In my ten years with the department, I have
learned that this is not the case. To this day, I consider each of the men and women on
the Yakima Police Department as members of an extended family.
Officers here recognize the need to speak Spanish and some officers have learned phrases
on their own to help them deal with our Spanish-speaking citizens. As the need arises,
Yakima Police Officers can call on an array of Spanish-speaking officers to assist with
translation. I do not consider this a burden, nor do I consider it a duty that I should
receive extra pay for. I consider it part of my job. Extra pay for this sort of work would
have to be bargained for in our labor contract with the City of Yakima. I don't believe
this is something that our Chief has any control over.
The Yakima Police Department continues to encourage minority applicants including
those who speak Spanish. Realizing that the Hispanic population is the fastest growing
population in America, the department recognizes the need for employees who speak
Spanish. Citizens who speak Spanish and need contact with a police officer have often
requested that a Spanish-speaking officer contact them. Rather than turn these people
away, the department accommodates these requests.
Mr. Ramos also refers to a "quota" of one ticket a day for each officer. While the one
ticket a day may be viewed by the general public as a "quota", it's actually a measure of
each officer's own initiated activity. While it is not uncommon for a citizen to receive
more than one citation during a traffic stop, I can assure you that officers are more than
fair with warnings issued to these same people. I have not personally witnessed any of
the allegations made by Mr. Ramos in regard to numerous tickets issued to members of
"the hard-working Hispanic community" simply based on their race.
Mr. Ramos speaks of improper stops on "suspicious" vehicles being driven by people of
Hispanic descent. The law requires that each officer be able to articulate why a vehicle
was stopped and provide a "reasonable suspicion" for the stop. If this standard is not
followed, then evidence from this stop is inadmissible in court.
There are approximately 15 Hispanic commissioned police officers in the Yakima Police
Department. All employees with over five and one half years of service are eligible to
take the promotional exam for Sergeant. I have taken the last two promotional exams and
I believe the testing process is fair and impartial. I would not want to be, nor should I be
promoted simply because I am Hispanic. I would much rather be chosen for promotion
because I was the most qualified applicant.
I have not experienced any racial discrimination while at work and I am satisfied with my
work environment. In fact, I believe that race relations in the Yakima Police Department
are far better than they are in the community that we serve. I have faith in the current
administration that they handle police internal investigations fairly. The Yakima Police
Patrolman's Association ensures that each officer receive fair and impartial discipline
within departmental guidelines. I have served proudly with the Yakima Police
Department for over ten years.
In closing, in the game of life, people play the cards that they are dealt. If the only cards
in your hand are the "race" cards, then those are the ones that are played. I find it very
interesting that these allegations surfaced only after Mr. Ramos' termination and never
during the course of his employment with the Yakima Police Department. Mr. Ramos'
allegations appear to be the ramblings of a disgruntled employee making a last attempt at
tarnishing the badges of that same group of dedicated men and women he once was a part
of.
Respectfully yours,
±/Ste.
Joe M. Salinas
cc: Mary Place, Mayor, City of Yakima
Dick Zais, City Manager, City of Yakima
Don Blesio, Police Chief, City of Yakima
'Kathryn Wilson, Investigator, EEOC
YOU FUMING MEXICANS.. -YOU CAN KISS YOUR ASSES GOOD-BYE
WHY DON'T YOU JUST GIVE UPI
GIUEVENCE MATH!!!1I
DI 1. 0
Seattle Police Department
DIRECTIVES
Date: 9/14/00
Directive: D 00-66
STATEMENT ON RACIAL PROFILING _
STATEMENT
WE RECOGNIZE the following to be true:
That the Seattle Police Department is committed to providing law enforcement and
public safety services of the highest quality and professionalism to all persons.
Those enforcement decisions based solely on race have no acceptable or legal place in
professional law enforcement or public safety operations.
That the Seattle Police Department and other law enforcement agencies of good
conscience have been 'concerned that instances of persons being stopped or detained
by law enforcement personnel solely on the basis of. race have occurred in parts of our
nation.
That both the United States and Washington State constitutions protect persons from
infringement of their rights, except pursuant to due process of law, when there is
reasonable suspicion or probable cause to believe they have committed an offense.
That some individuals in our community, particularly within communities of color,
perceive that law enforcement officials engage in discriminatory enforcement practices
and believe they have been the target of unlawful and inappropriate law enforcement
scrutiny and attention.
That discrimination — real or perceived — erodes the confidence that all persons must
have in law enforcement if we are to fulfill our mission of keeping people safe. Trust
between the Police and the people they serve is an essential element in a democracy.
LET IT THEREFORE BE KNOWN, throughout this community and elsewhere:
That the Seattle Police Department does not train, teach, endorse, support or condone
law enforcement or public safety practices based solely on race; and
That the Seattle Police Department is committed to legal and constitutionally valid police
practices free of discrimination engendered by race and that this expectation and right
extends to all people.
IN RECOGNITION of the importance of these principles, this Statement of Policy is
signed.
�•+ �l�+rr..�'tn/',r Date:
R. Gil Kerlikowske, Chief of Police
Page 1 of 1
Seattle Police Department
The Seattle Police Department is committed to enforcing the law fairly. The
following strategies are being implemented concerning racial profiling.
Data Collection:
• Collect Data
• Work with experts in the field to examine the issues in a comprehensive
fashion
• House all data collected in the Mayor's Office for Strategic Planning
• Work with Regional Partners such as WSPIC and Building Blocks Work
koup
• independent Review of Data
Training:
• Develop a comprehensive community outreach program
• Provide Roll Call Training on the issue of racial profiling and recent court
cases
• Hold community forums with Precinct Commanders and community
members to discuss the concerns of racial profiling
Accountability:
• Direct the Director in the Office of Professional Accountability to view
these complaints as a high priority
• Implement Internal -accountability and audit procedures
• Implement a pilot program that puts video cameras in patrol cars
icy:_._ _
•. Issue a specific policy -that prohibits racial -profiling
Data Collection
and Analysis
Department
Policy
Training
Idef
hie
+deft
♦♦hie
14
City of Seattle Legislative Information Service
Information updated as of January 30, 2001 12:35 PM
Resolution Number: 30223
A RESOLUTION condemning "racial profiling" and racial pretext stops, committing to take action to
collect data and research police traffic stops, and committing to take proactive steps to ensure that racial
profiling is not tolerated within the Seattle Police Department.
Date introduced/referred: Aug 14, 2000
Date adopted: Nov 6, 2000
Status: Adopted As Amended
Vote: 9-0
Committee: Public Safety and Technology
Sponsor: COMPTON
(No indexing available for this document)
Text
Note to users: (- indicates start of text that has been amended out
-) indicates end of text that has been amended out
(+ indicates start of text that has been amended in
+) indicates end of text that has been amended in
A RESOLUTION condemning "racial profiling" and racial pretext stops,
committing to take action to collect data and research police traffic
stops, and committing to take proactive steps to ensure that racial
profiling is not tolerated within the Seattle Police Department.
WHEREAS, on June 9, 1999 President Clinton issued an Executive Order
stating that stopping or searching individuals on the basis of race is
not an effective law enforcement policy, that it is inconsistent with
our democratic ideals, especially our commitment to equal protection
under the law for all persons, and that it is neither legitimate nor
defensible as a strategy for public protection, and instructing the
law enforcement agencies within the Departments of Justice, Treasury,
and Interior to collect race, ethnicity and gender data on the people
they stop or arrest; and,
WHEREAS, on February 15, 2000, the Washington State Legislature passed
Senate Bill 6683 addressing the practice of targeting certain racial
groups for stops, ordered demographic data collection by the
Washington State Patrol and encouraged other local law enforcement
agencies to voluntarily gather data; and,
WHEREAS, the Seattle Human Rights Commission, Commission for Sexual
Minorities, and Women's Commission passed a joint resolution on July
17, 2000 calling upon the Mayor to direct SPD to collect data as
called for in ESSB 6683, to analyze and report on a semi-annual basis.
Establish a Task Force of Commissioners to participate in the review
and offer recommendations on a semi-annual basis; and,
WHEREAS, the International Association of Chiefs of Police passed two
resolutions in November 1999 condemning racial profiling and urging
all law enforcement agencies to implement a variety of steps,
including traffic data collection; and,
WHEREAS, the National Organization of Black Law Enforcement Executives
passed a resolution on July 20, 1998 denouncing racial profiling and
supporting U.S. legislation calling for collection of traffic stop
data; and,
WHEREAS, the Washington State Supreme Court has ruled that pretextual
traffic stops on the basis of race are illegal; and
WHEREAS, the City of Seattle could be open to sanctions under the
Violent Crime and Law Enforcement Act of 1994 and Title VI of the
Civil Rights Act of 1964, if discriminatory practices were found to be
used by City departments; and,
WHEREAS, the City of Seattle is committed to ensuring
of public safety and civil liberties; and,
WHEREAS, the City of Seattle is committed to policing
are fair, equitable, and constitutional; and,
the coexistence
procedures that
WHEREAS, the Seattle Police Department prohibits discrimination by
police officers in the conduct of their duties and requires them to
protect the constitutional rights of citizens; and,
WHEREAS, studies and analyses completed on traffic stops by the
Seattle Police Department show racial disproportionality, i.e., that
African American citizens are cited at a rate greater than their
percentage of the driving public within the City of Seattle; and,
WHEREAS, the reasons for this are poorly understood, data on the
subject are inadequate to make conclusive findings, and research to
understand the basis of the disproportionality is a high priority in a
city committed to human and civil rights.
'NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
SEATTLE, THE MAYOR CONCURRING, THAT:
1. The use of race or ethnicity as a factor in deciding to stop and
question, arrest, or search a person without a legal basis under the
United States and Washington State Constitutions is illegal,
reprehensible, and will not be tolerated. Such racial profiling is
ineffective law enforcement policy and offends fundamental democratic
principles.
2. The Seattle Police Department shall assure that it has in place a
policy against racial profiling.
3. The Seattle Police Department shall enforce its policies and
provide training to correct and prevent cases of conscious or
unconscious racial profiling among officers and employees.
4. The Strategic Planning Office (SPO) shall convene a Citizen Task
Force. The Task Force shall consist of a limited number of members,
appointed and confirmed by the Council, representing a broad range of
perspectives. Representatives shall include, but not be limited to: a
member of the City of Seattle's Human Rights Commission; a member of
a public interest organization, a member of a community or
neighborhood organization, a member of the academic community; a
representative(s) from the legal community; and Council staff. The
role of the Citizen Task Force is to represent the specific needs and
concerns of the community at large and to work with SPD, SPO, and
academic experts to provide consultation on the objectives, goals and
design of the data collection program. SPO will synthesize the
recommendations from the Citizen Task Force, SPD, and academic experts
and will create a data collection program design and workplan based on
those recommendations. The design shall include at a minimum data on
race/ethnicity, current demographics, time, location, gender, age,
reason for police stop, and on whether a search was conducted. The
Citizen Task Force is asked to review the collection of license plate
information as a possible component in the design. The design shall
include at least two components: a method to collect data from police
and civilians; including civilians who have been stopped by the
police. The cost for the design and implementation of the data
collection program shall not exceed the amount $200,000, as allotted
in the 2001-2002 budget. SPO shall present the Council with a
recommendation for a final design within 120 days after the
forumlation of the Citizen Task Force. The formulation of the Citizen
Task Force shall be completed not later than 60 days from the adoption
of this resolution.
5. Upon Council's approval of the data collection design, the Seattle
Police Department and SPO shall structure and implement a system to
begin collecting data. Implementation shall begin within 90 days of
Council approval. Such research efforts will be housed within SPO, not
the Seattle Police Department.
6. The Seattle Police Department, in consultation with the Citizen
Task Force, and SPO shall devise a comprehensive strategic plan to
utilize the data collection effort to enhance training, counseling,
and police management, to implement police misconduct prevention
techniques, to develop early warning systems, and to improve the
citizen complaint process, community relations and education. SPD
shall present this plan as well as the status of data collection
efforts to the Public Safety and Technology Committee and the Housing,
Human Services, Education and Civil Rights Committee no later than
March 2001. SPO, in consultation with the Citizen Task Force, shall
review the data collected and present a final report with findings,
analysis, and recommendations to the Council by no more than 18 months
from the beginning of data collection to be preceded by a preliminary
report at 9 mos.
7. SPD is requested to prepare a feasibility study and make
recommendations for installing video cameras in some or all police
patrol cars. The study shall estimate implementation costs and
benefits, including: an examination of best practices of other cities
in the use of video cameras in patrol cars; desirability and value in
addressing concerns over racial profiling; possible unintended
impacts, legal liability; officer training requirements and labor
issues. SPD shall submit its report and recommendations to the Public
Safety Committee on or before March 31, 2001.
Adopted by the City Council the day of , 2000,
and signed by me in open session in authentication of its adoption
this day of , 2000.
President of the City Council
THE MAYOR CONCURRING:
Paul Schell, Mayor
Filed by me this day of , 2000.
, JAN -11-01 THU 4:4U PM ,J
fru !w, `tJJJJIL
Door to Door Survey: Technical Report
From October 1996 through January 1997, Project CHANGE in collaboration
with the Yakima County Substance Abuse Coalition conducted the Door to Door
Survey in three target neighborhoods in Yakima County. The purpose of the
survey was to collect information on community members' demographics,
perceptions of their community, and opinions on how best to reduce teen
pregnancy.
After completing training in survey administration, Americorps volunteers
conducted face-to-face interviews of all households in the City of Mabton and
Southeast Yakima (boundaries: Yakima Avenue on north, Nob Hill on the south,
Fair and 10`" Street on east, First Street on the west). Face-to-face interviews
were conducted of a random sample of households in the City of Toppenish. A
total of 605 interviews were completed. This sample was representative of the
populations in the three areas. A break down of completed interviews is as
follows:
Neighborhood Number of Completed Interviews
Mabton 174
Southeast Yakima 327
Toppenish 104
Survey Instrument
Questions were based on a similar survey conducted by the KC -WAIT project in
Kansas City, Missouri. The survey instrument was reviewed by the Washington
State Department of Social and Health Services Review Board in Olympia.
Please note due to confusion surrounding the IRB requirement, the instrument
was reviewed after data collection had already begun.
Selection of target neighborhoods
Project CHANGE's Assessment Workgroup selected the target neighborhoods
because limited resources made conducting a survey of the entire Yakima
County was infeasible. A lengthy process was used to select neighborhoods (see
attached Assessment Workgroup minutes).
Data Analysis: Results were tabulated by Dr. Mike Vachon of Yakima County
GIS.
JAI -1.1-U1 '1'HU 4.41
PRA 1W, iJ31)ic
Appendix D-2
Door to Door Survey
SOUTHEAST YAKIMA DOOR TO DOOR SURVEY RESULTS
April, 1997
The first few questions are about you.
1. What language are you most comfortable speaking? 0 English 64%0 Spanish 34%
2. Are you:
1. 18 - 25 years old 23% 4. 41 - 50 13%
2. 26 - 30 17% 5. over 50 23%
3. 31 - 40 23%
3. Check one: 0 FEMALE 64% Q MALE 35%
4. Where were you born? Mexico= 46% US= 51%
5. How would you describe your racial or ethnic background?
❑ African American ❑ A 2 �rican Indian C] Asian Pacific Islander
16%
0 Caucasian C1 Hisganicic
29%
6. How many years of school have you
NO SCHOOL COMPLETED 5%
47" GRADE OR LESS 7%
5T" THROUGH 8T" GRADE 14%
9T" GRADE 10%
10T" GRADE 8%
11' GRADE 8%
❑ Mixed -race
0
0% Other
completed?
12T" GRADE OR GED 32%
SOME COLLEGE 10%
ASSOCIATE DEGREE 2%
TRADE DEGREE 1%
BACHELOR'S DEGREE 0%
ADVANCED DEGREE 0%
7. How would you describe your household?
1. Two parents and children 40%
2. Mother only and children 25%
3. Father only and children 2%
4. Other family member (Uncle/Aunt/Grandparent) and children 2%
5. Unrelated adult and children 1%
6. Adults only 29%
8. How long have you lived in this neighborhood?
1. LESS THAN ONE YEAR 15% 4. MORE THAN 5 YEARS 46%
2. 1 - 3 YEARS 24% 5. DON'T KNOW 0%
3. 4 - 5 YEARS 14%
9. Do you like living in this neighborhood?
0 Yes 71% Q No 25% 0 DON'T KNOW 3%
DRAFT
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JAN -1,111 '1'liU 4:41 rMi .i
i nA L.U.
10. How do you rate the following in your neighborhood?
Not a
Problem
1. Youth violence 21%
2. Gangs 21%
3. Came
4. Domestic violence
5. Child abuse and neglect
6. Teen pregnancy
7. School dropout
8. Drug and alcohol use and abuse by youth
9. Drug and alcohol use and abuse by adults
10. Access to health care
11. Safe and affordable housing
12. Availability of jobs
YJJJJIL
Appendix D-2
Door to Door Survey
Serious DON'T
Problem Problem KNOW
43% 33% 3%
35% 39% 6%
21% 36% 40% 3%
36% 29% 19% 15%
36% 31% 14% 18%
23% 41% 22% 13%
23% 39% 27% 11%
18% 34% 41% 6%
25% 36% 33% 6%
41% 35% 11% 12%
32% 41% 20% 7%
25% 32% 35% 8%
Now I'm going to ask you some questions about family.
11, Do you have any children under the age of 18 t G�iTO NEXT PAGE or stay with you?
0 Yes 57% C! No 42% —4 IF NO,
12. What are their ages?
13. Please answer yes or no to the following statements about your children:
1 I am worried about my children using drugs ❑Yes73% ONo 42%
No 25%
2 I know my children's friends
3 I know the parents of my children's friends rnatters63% 0 No 34%
❑Yes 87% ❑ No 10%
4 I can talk to my children about their personal
(grades, relationships, and other issues) C3 No 13%
5 I have control over what my child does ❑Yes 83%
6 I can find childcare in this neighborhood that I trust & can afford
C3 Yes 34% 0 No 50% ❑ N/A 14%
14, Do you help your 76%Uiren with No 12% their homework?
C:1 YesKids don't do homework 12%
or
15. Do your children come to you f18 advice�on
personal° DON'T KNOW
J Yes 74% ❑ No
DRAFT
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PHA l'iu, 4�JJJ 1 L
f, J
Appendix D-2
Door to Door Survey
16. How many days a week does your family eat a meal together?
1. NOT AT ALL 7% 4. 5 - 6 DAYS A WEEK 14%
2. 1 - 2 DAYS A WEEK 11% 5. WE ALWAYS SHARE MEALTIME 53%
3. 3 - 4 DAYS A WEEK 15%
17. Should schools get involved in preventing youth violence?
O Yes 87%O No 8% ❑ DON'T KNOW 3%
18. Should schools get involved in preventing teen pregnancy?
0 Yes 85%0 No 9% ❑ DON'T KNOW 6%
19. Should schools get involved in preventing gangs & gang violence?
❑ Yes 89% 0 No 8% 0 DON'T KNOW 2%
20. Should schools get involved in preventing youth drug and alcohol use and abuse ?
❑ Yes 93%❑ No 5% ❑ DON'T KNOW 1%
21. Should schools get involved in preventing dropping out of school?
❑ Yes 90% 0 No 5% 0 DON'T KNOW 4%
22. Should schools get involved in preventing child abuse and neglect?
❑ Yes 89% O No 6% 0 DONT KNOW 4%
23. Should schools get involved in preventing teen suicide?
0 Yes 84% ❑ No 7% ❑ DON'T KNOW 8%
24. Should schools get involved in providing access to health care?
❑ Yes 75% 0 No 14% 0 DON'T KNOW 10%
25. Should schools get involved in providing after school activities for youth?
O Yes 92% 0 No 55 ❑ DON'T KNOW 3%
26. Do you have family members (grandparents, aunts, uncles) who live in this
neighborhood?
❑ Yes 39% 0 No —› IF NO, GO TO QUESTION #28 60%
27. Do you ask their advice on personal matters?
❑ Yes 25% 0 No 17% ❑ DON'T KNOW 1%
28. Do children other than your own (such as nephews or nieces) ask you for advice?
❑ Yes 50% 0 No 45% 0 DON'T KNOW OTHER CHILDREN 4%
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YJJJJt[.
Appendix 6-2
Door to Door
The next few questions ask about preventing teen pregnancy.
29. Do you think sex education in school which discusses abstinence ("no sex") only
prevents teen pregnancy?
U Yes 35% U No 54% ❑ DON'T KNOW 10%
30. Do you think building pride and self-confidence in kids prevents teen pregnancy?
❑ Yes 69% ❑ No 20% U DON'T KNOW 9%
31. Do you think sex education in school which covers vstbs teenth controlpreooptions, decision
making skills, relationships and abstinence p
❑ Yes 61% 0 No 27% ❑ DON'T KNOW 11%
32. Do you think more jobs and better education education for teens prevents teen pregnancy?
❑ Yes 72% ❑ No 23% 0 DON'T KNOW 4%
33. Do you think parents actively participating in their children's lives (including talking
about sexuality) prevents teen pregnancy?
0 Yes 79% 0 No 15% ❑ DON'T KNOW 5%
The next questions ask about resources in the community.
34. Are there enough jobs for youth?
❑ Yes 19% 0 No 68% ❑ DON'T KNOW 12%
35. Are there enough services to help families in need (food, clothing, shelter)?
❑ Yes 40% 0 No 49% ❑ DON'T KNOW 10%
36. Are there enough services to help families get off welfare and find good jobs (such a•
job training, education)?
❑ Yes 28% 0 No 61% 0 DON'T KNOW 10%
37. Are there enough after
63% fter school activities to keep youth busy or DON'T KNOW 1 o active?
U Yes 26% ❑ No
38. Do politicians listen to the No 70% this
CI DONT KNOW 23%
❑ Yes 7%
39. Do you know how to find help for someone with
a drug or KNOW 9 alcohol problem?
O Yes 58% ❑ No 30% 0 DON'T
DRAFT
Southeast Yakima - Page 4
data :1 U1 111u
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Appendix U-2
Door to Door Survey
40. Can you name three groups or agencies that provide activities for youth in this
neighborhood?
41. Can you name three places that can help with personal problems (such as teen
pregnancy, suicide, drug use/abuse, or similar problems)?
42. Do you attend church on a regular basis (at least twice a month)?
❑ Yes 54% ❑ No 44%
Now, I'm going to ask you some questions about personal resources.
43. What kind of work do you do?
1. Agriculture or Warehouse 24%
2. General Labor 10%
3. Service, Technical or Retail Work 6%
4. Administration or Management 2%
5. Professional (teacher, doctor, nurse) 3%
6. Home Full Time 13%
7. Retired 14%
*VW,' 8. Student 4%
9. Other 11%
10. Unemployed - If unemployed, what is the source of your income? 3%
1. Unemployment 5%
2. Social Security 27%
3. Public assistance 39%
4. Retirement pension 11%
5. Other 16%
44. Have you been looking for work in the past four weeks?
❑ Yes 22% ❑ No 74%
45. How many months did you work in the past year?
DRAFT
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Door to Door Survey
46. Which of the following best describes your family income last year?
1. $0 to $7,500 22% 5. $16,501 to $20,500 7%
2. $7,501 to $9,500 16% 6. $20,501 to $24,500 6%
3. $9,501 to $12,500 15% 7. Over $24,501 6%
4. $12,501 to $16,500 10% 8. DON'T KNOW 13%
47. In your opinion, what is the most important reason people can't find jobs?
1. Lack of jobs 26% 6. Lack of transportation 3%
2, Lack of education 29% 7. Lack of affordable childcare 4%
3. Lack of experience 8% 8. OTHER 15%
4. Discrimination 6% 9. DON'T KNOW 7%
The next few questions ask about safety issues.
48. How safe do you feel in this neighborhood?
1. Very safe 11% 4. Very unsafe 11%
2. Safe 50% 5. DON'T KNOW 2%
3. Unsafe 25%
49. Do you know people 18 and under in your neighborhood who regularly carry or use
weapons?
❑ Yes 24% q No 71% Q DON'T KNOW 4%
50. Do you trust the police?
❑ Yes 65% ❑ No 25% D DON'T KNOW 10%
51. How do you rate your local police?
1. Excellent 10% 4. Poor 15%
2. Good 38% EV 5. DON'T KNOW 4%
3. Fair 33%
52. In your opinion who commits the most crimes in your neighborhood?
1. Adults over age 18 20%
2. Kids under age 18 64%
3. DON'T KNOW 14%
53. How many times has your home
1. NONE 65%
2. ONCE 20%
3. 2-3TIMES 12%
been vandalized within the last year?
4. 4 - 5 TIMES 1%
5. 6 OR MORE TIMES 1%
6. DON'T KNOW . 0%
54. Has anyone in this household been a
1. Burglaries U Yes 31%
2. Arson ❑ Yes 2%
3. Assault ❑ Yes 14%
4. Vandalism ❑ Yes 28%
5. OTHER
6. DON'T KNOW 2%
victim of the following in the past 5 years?
❑ No 66%
q No 91%
Cl No 81%
❑ No 66%
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55. Do you feel that racial or ethnic tensions exist in your neighborhood?
❑ Yes 37% ❑ No 55% ❑ DON'T KNOW 6%
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Door to Door Survey
56. How often do you wear seatbelts when you drive?
1. Always 60% 3. Never 7%
2. Sometimes 20% 4. DON'T DRIVE 12%
57. How often do children who ride in your car wear seatbelts or use a car seat ?
1. Always 63% 3. Never 3%
2. Sometimes 6% 4. Don't have children 26%
In this section, I would like to ask you some questions about health care.
58. Which of the following best describes your medical insurance:
1. Health insurance from my job or my partner's job 22%
2. Medicare 11%
3. Medicaid or Medical Coupons 41%
4. Basic Health 7%
5. Veteran's Administration 0%
6. Other 3%
7. None 14%
59. In the past year, how many times did you go to a doctor or clinic for yourself?
1. ONCE 28% ]
2. TWICE 20%
3. THREE TIMES 11% 1 GO TO QUESTION #61
4. FOUR OR MORE TIMES 20%1
5. OTHER 0% 1
6. DIDN'T SEE A DOCTOR IN THE PAST YEAR GO TO #60 18%
60. If you didn't see a doctor, why not?
1. Too expensive 30% 4. Didn't need to 65%
2. Too far away 0% 5. Other 3%
3. No time 1%
Thank you for taking the time to complete this survey.
61. Would you like to get results of this survey?
❑ Yes 63% 0 No 35%
62. Project CHANGE works with other agencies to reduce teen pregnancies and improve
opportunities for young people. Would you be interested in helping with this project?
❑ Yes 22% ❑ No 68%
4,
IF YES TO QUESTIONS 61 OR 62, HAND THEM THE PURPLE POSTCARD.
63. Do you have any comments about anything discussed in this survey?
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