Training and Hiring focus group sessions concentrated on requirements for employment, training upon initial hiring and continued professional development, and the public’s perception of qualities needed to be a successful police officer. SLCPD explained that state law governs a great deal of training practices for all Utah police officers. Many voiced concerns about bias in policing practices and called for independent cultural competency education for all officers. People were also very interested in all of the requirements needed to become and continue to be a police officer; more transparency in the hiring process for the public and for applicants was also requested. Both the police and the public stated a need for recruitment and hiring efforts that resulted in police department employees that were more reflective of the community they serve.

        SLCPD additionally stated that they needed to do a better job of including training that cultivated expertise in working with the community, not just training that centered on equipment and technology, for example. People wanted to see officers out in the community more on a day-to-day basis and at public celebrations and events. Members of the public were very concerned about the effects of trauma on police officers because their jobs require them to see a lot of society’s most bleak events. The public wanted help and programs for police officers to address the hardships of their professions not only to benefit the officers and their families, but also because trauma and stress influences the way in which police officers interact with the public. 



Training/Hiring: Very well done. Great facilitators and great communication with Officer Lance Vandongen officer Tim Doubt.
SLCPD covers half (+-) of Salt Lake County. It’s CRITICAL that ClPD and other PDs in the valley have similar skills and training. There’s a lot of diversity outside SLC. “Transformation” needs to be valley-wide. Please do what you can to encourage other PDs to initiate similar conversations and initiatives
An officer acknowledged that historically the police have been an AGENT of racism in America (including SLC). How can the police 1) Teach and learn this history during training. 2) acknowledge publicly this history 3) LEAD (not just react to) social transformation out of our racist culture?
Hire more women. Women interact, respond and analyze differently than men. Recent reports are showing more women officers reduce violence. Man/woman partnerships are also more effective. (See FBI hiring practices) One solution to hiring more women is altering physical fitness requirements, specifically the jump/reach test, and also allowing all who have failed up to one year to retest and pass the PT portion. Officer Ian Adams (West Jordan) has done research in this area. 2) CIT for everyone, with continuing annual education requirements. 3) Internal policies for examining what an officer does leading up to a use of force situation. Even if it is not a legal requirement.
Is this training expanding to other cities outside of SLC? Cultural and de-escalating of contact with citizens
I think male volunteers of color, should be avail for officers w/ CIT. Just like the 8 SOC [sic] work employees that were hired
Cultural Training
SLCPD interactions as an educator have been very positive! No personal interaction otherwise. It’s important to have Cultural Awareness Training.
I think the police should find a way to hire more minorities and women. They should consider different entrance policies to get more minorities and women in the academy.