Survey Responses All 141211

8/10/2019 Survey Responses All 141211

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Q1: What are the most important issues/priorities that you would like the new Police Chief toaddress?

Able to work with a diverse population, both ethnic and socioeconomic. Able to look down the road and picture& plan for challenges before they arrive. Our area is undergoing tremendous growth & change right now, mostgood but some bad.

Q2: What experience and track record should the new Police Chief have?

Experience in a mid-sized to large city. Experience with urban police issues. Committed to publicaccountability. Someone who will support the current corps of officers and their high level of customer service& commitment to the communities they serve.

Q3: What are some of the characteristics about the City of Bellevue that will help attract the bestcandidates to our City?

Quality of life, relatively low crime rate, rich diversity in the population.

Q4: What skills and characteristics are the most critical for a new Police Chief to succeed in the Cityof Bellevue?

Skilled community builder, skilled communicator. Probably needs to be a pit bull when it comes to budgets.Savvy politician. Emotionally mature and not susceptible to some of the macho posturing that has crippledsome other police agencies (SPD, case in point).

Q5: Is there anything else you would like the City toconsider when selecting the new Police Chief?

Respondent skipped thisquestion

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Started:Started:Tuesday, July 01, 2014 5:50:46 PMTuesday, July 01, 2014 5:50:46 PMLast Modified:Last Modified:Tuesday, July 01, 2014 5:58:50 PMTuesday, July 01, 2014 5:58:50 PM

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City of Bellevue Police Chief Recruitment Survey


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Ongoing crime and safety issues. Updating the officers on the latest ways to combat crime. Maintaining a fullforce, with consideration paid to ongoing retirements and departures so that the department is always fullystaffed.


Collaborative efforts, the ability to prioritize responses to the most important crimes,and a willingness to learnnew things and adapt to suggestions and new ideas.


Great City employees who are committed to the community and longevity.

Q4: What skills and characteristics are the most critical for a new Police Chief to succeed in the City

of Bellevue?

Compassion.Motivation and Drive.Ability to consider new ideas and be forward thinking and proactive about the changing climate of the waycrimes are committed and investigated.

Q5: Is there anything else you would like the City to consider when selecting the new Police Chief?

They should be willing to work to revitalize the police department in moving forward together as a unifiedagency.

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Internally: Ethics & morale. Externally - we need to have real community policing, not the lip service that'sbeen done so far, but meaningful engagement with neighborhoods on the crime and disorder issues thatmatter most to each of them, and then officers who aren't driven by 911 calls assigned to work proactively withcommunty members on solving those problems and involving other city and other government and community-based agencies in doing so.


External to BPD. Involvement in progressive national police leadership organzations. Demonstratedcommitment to community involvement, community oversight. community advisory boards (by ethnicity /language, for example). A demonstrated commitment to reducing disproportionality. A willingness to drivechange in an organization that is inherently conservative. A track-record of innovation. It'd be great to have achief who represents the diversity of Bellevue's residents.

Q3: What are some of the characteristics about the City of Bellevue that will help attract the best

candidates to our City?

Low crime-rate, great place to live and work.


Must be credible with the rank & file, yet have a vision for the organization and be willing to drive change torealize that vision. Politically savvy.


The BPD has a bunker mentality that keeps them apart from other city departments and from the community.That outlook will lead to ongoing problems if it isn't rooted-out by the new chief.

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The cultural changes in our community

Q2: What experience and track record should the

new Police Chief have?

Respondent skipped this

question

Q3: What are some of the characteristics about theCity of Bellevue that will help attract the bestcandidates to our City?


Q4: What skills and characteristics are the mostcritical for a new Police Chief to succeed in the Cityof Bellevue?



The opportunity is before the city with the retirement of both the police chief and fire chief to consolidate theadministration functions of both deparments. I think you should consider hiring a Public Safety Director tomanage the police and fire department. This would be a nominal consolidation impacting overalladministration. Departments would essentially remain the same. Coordination would be improved betweenthe two most public facing departments. Has been done successfuly in other cities in the USA with initialunion fear that had dissipated over time.

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Proven LeaderExcellent CommunicatorImprove Public ImageImprove Relations with the Media


Proven Experience as a Police Chief of Similar Size CityProven Communicator


Major Suburn of SeattleLow CrimeProfessional AgencyGrowing CityDiverse Community


High Ethics and Ethical Beliefs Supported by Experience, Record and FactsGood CommunicatorAbility to Lead the DepartmentAbility to Make Tough Decisions


An Outside Police Chief would bring new perspective to the department

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He/She needs to get this department in order. Too many people in leadership roles are completely ineffectiveand it trickles down to the line officer. We aren't able to do our jobs as a result.


One of reform. One of standing up and supporting the officers he/she leads. One of demonstrating allmembers of the department are held to the same standards.


Great city, great place to work, great place to live.


Tough love. We need someone who will make difficult changes and support the officers. not someone who justsays "yes" to whatever city council wants.


This person should not come from in house. There is far too much favoritism here for that to happen.

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Police Department staffing and the hours of the administrative staff; the need to re-visit the hours Records staffwork (have them work later or a weekend day).


Preferably external candidate/experience. The City needs outside perspective; too many leaders have beenhere for too long, PD leadership is getting stale.


The growing size, economic stability.

Q4: What skills and characteristics are the mostcritical for a new Police Chief to succeed in the City

of Bellevue?




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- Train officers on racial equity and cultural proficiency to stop profiling.- Increase awareness and responsiveness to gang involvement


Cultural proficiency, experience on diverse population, work with at risk youth, integration with schools.


Racial and socioeconimc diversity, high level of community involvement.


Cultural proficiency, transparency with the community, proactive, good communication.


To reflect Bellevue's demograhics I sincerely hope that the new Chief will be of a culturally/ethnic diversebackground.

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Rogue Staff - Officers projecting themselves well beyond the bounds of reasonable service


Strong Organizational Change done in an intractable situation with impossible people


blank - really, if you have to ask, there is the problem.


the Chief only needs the support of the Mayor, Council and Staff - see #2. If the new chief does not get the full

support and is treated like an outsider and can't "get in" then he will fail like most of the other new hires inmanagement positions - see Steve Sarkozy for more


Consider organizational change now during the interim tenure - this way the New Guy is not to blame for the"painful" changes to come. A few bad apples and all that should not be discounted - it is the culture of thewhole city that breeds these bad apples getting drunk at Seahawks games and getting DUI's and rides homefrom friends - kill the culture or perpetuate it in a less visible space.

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Department morale. Instilling strong leadership in the command staff.


Proven experience leading a large police department.


Top pay. Economic vibrancy. Growing city.


Public speaking. Proven experience.


Yes...a chief from outside the department.Time for new blood.

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Cure internal disciplinary problemsAddress requirements for policing in a multi-cultural contextRethink use of force policies and beef up supervision, training, and considerations of alternatives to use ofdeadly force


Experience in successfully managing a complex department in a multi-cultural environmentDemonstrated success in changing internal culture, insistence on highest standards, and focus on alternativesto deadly force


Excellent schools, high quality infrastructure, high expectations of city staff, good pay


Multi-cultural background or experience--second language required.Willingness to stand up to union to get things accomplishedRecognition that deadly force is not the first optionCommitment to continued customer service and cultural training.


Ability to talk openly and honestly about both the faults and the successes of the force. Must be asophisticated communicator.

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Department Staffing: The police department continues to operate with an allocated number of FTE's similar tothe 1990's, despite the City's growth. While the Fire Department has approx. 42 personnel able to respond toFire/Aid calls at night, the Police Department is staffed with only 6 after the hours of 0230.

Patrol / Detective / Specialty Unit Staffing: While crime continues to plague many residents, the number ofOfficer's available to respond to/investigate calls has decreased. Additionally, the number of investigationsbeing accepted by Detectives has greatly decreased, as staffing does not allow them to investigate themajority of crimes reported.

The current Departmental motto, fostered through the upper administration is "More, more, and more withless, less, and less." This is failing our community.


POLICE EXPERIENCE. Period!Working Patrol for 3 years, then promoting does not qualify. We need a true Police Officer with thorough and

diverse experience that is a proven leader!

No ties whatsoever to CALEA.


Great environment, good lower level employees, solid pay/benefits


Selfless Leadership!!!!

We cannot afford a manager lacking leadership skills or another incompetent chief focused on sinking apreviously sea worthy ship...i.e. Linda Pillo.

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The poor morale in patrol. Staffing in the department-getting more bodies and putting them in the right places.


They should have been a working cop-not a "yes man". We have plenty of these. To get respect you have toknow what your talking about and you can only get that with experience. I would also like a Chief who canactually lead. This means they have to have the guts and integrity to speak out get what's needed for the policeto do their job. All you have to do is look at the state of this department now to see the legacy of the last chiefwho did nothing for the troops and appeased everyone else.


I have always said that this is a great city to be a cop because the citizens actually like us and help us. Thismeans a lot to get that kind of support. The area speaks for itself. The beauty of our city and the activities inthe area are unmatched.


I am tired of working for everyone else. For over 20 years I have seen the police chief say yes to everyone tomake their jobs easier (records, property, courts, etc.). Look at NORCOM. The money and time we havespent to appease them is ridiculous. The fact that it is 2014 and we are just now doing reports on the computeris obscene. I would like a police chief to actually go to bat for their people. Even if the bean counters shootthem down, I would appreciate and respect their effort.


Don't be afraid to hire someone that is out spoken. Our last chief left a disaster because she was so out oftouch with police and police work. Hire a cop not a social worker. I can't believe we have cops leaving ourgreat city to work at King County, Seattle, Lakewood etc. This is unacceptable considering we should be oneof the leading agencies in the state. Not only that, it is going to take many years to come back from where weare. I don't believe we would be in this situation if the city council knew what was going on and had goodinformation from the leader/chief of the police department.

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Public safety and good public relations. Someone the 220 members of the police department will look up to.


Proven managerial skills and a record/commendations proving the ability to handle difficult situationsappropriately.


Integrity...someone with a firm hand, not affraid to make a difficult decision in the best interest for COB -


Communication and strong managerial skills.


someone not politically motivated...but someone with the best interest for the safety for each individual thatlives within or visits the COB

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Safe community, Diversity, Sound management of resources in the downtown core,Strong support of allsections of the criminal justice system within the City (from police, prosecutor, court, and probation) Significantregional presence, Growth of the City


Experience in Cities with varied business community, complexity of dense populations- high rise buildings,safe entertainmentCharacter builder for police staff/ trainingExperience in alternatives to incarceration, effective work with prosecutors, probation, community resources.


Dynamic downtown, businesses, parks, engaged community, caring church communities, resources forpopulation


Listening, strong moral compass, no fear of doing the right thing, articulate, certain leader who respectsothers,shown to have made effective impacts


This position is significant to the criminal justice system in the COB and the region as a whole. Considerhis/her part as it pertains to the whole.

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Community policing (an officer who knows each neighborhood and is approachable).Organized crime task force with global connections.Domestic violence prevention/protection.DUI & drug enforcement task force.Collaboration with other cities, state & federal agencies.Dedicated crime prevention unit.Integrating the need for high-tech with face-to-face contact.Multi-lingual/multi-cultural policing.Protecting the most vulnerable populations, especially the very young and the elderly.White collar crime specialists with in-depth knowledge of Internet crime.Integrating disparate information systems.Early warning system for gang activity.Discipline in the ranks.Arson task force closely allied with Bellevue Fire Department.


Chief or deputy chief in a city > 250,000 population with diversity and an income gap similar to that seen inBellevue.


$$$Its location in the Pacific NW.Good people in the department.A terrific City Manager.The challenge of growth.


Natural leadership skills, intelligence, innovation, fairness, cool-headed approach, tough-minded, warm-hearted, logical, disciplined, and visionary. Hire a deputy for administration.The Chief needs to be able to work closely with other agencies in the region and at the federal level, as wellas Canadian and Mexican authorities.Understand the global network of organized crime, industrial espionage, and money laundering.

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Have a succession plan.

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We have less commissioned officers currently working at Bellevue PD than when I started working here in1991. Officers are exhausted and disgruntled about the working conditions and the way the city and policemanagement has ingnored this issue. We need the new Chief to focus his attention in hiring, training, andretaining new officers.


Commanded simlilar size or larger police department. Record of being a strong leader under public scrutiny.


Great people who live and work in Bellevue. Clean, Safe, friendly evironment to live and work.


of Bellevue?

Transparent, Strong Character, Strong problem solver, Innovative, Think out of the box


Select someone who is still "in the game" meaning that this should not be just a pre retirement job.

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Police militarization, over use of SWAT


Lots of experience in community policing and fostering a department of community guardians rather thanencouraging warriors that look at the community as the enemy




Lots of experience in community policing and fostering a department of community guardians rather than

encouraging warriors that look at the community as the enemy



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Addressing the "inner city" problems in Bellevue (homeless, drug dealing, thefts, panhandling, etc), and pullingthe department together after several negative incidents with officers and staff that I think have causedfrustrations and division.


Lengthy experience in a big city, and the ability to provide strong leadership.


City government and the police department are committed to serving Bellevue citizens. Good neighborhoodsand public/private schools.


of Bellevue?

Again, a strong, decisive leader who is able to gain and maintain respect from officers and staff, and a leaderwho will provide and demand specific expectations from the department.


After the incidences with officers and superiors over the last few years, and due to the handling of thesesituations across the police department, because of what I feel is the "good old boy network", I strongly believethat a new Chief should not be chosen from the ranks of the current Bellevue Police Department. Someonewith no history in Bellevue who can start fresh, pull things together, and can solidify this department.

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1) The new Chief needs to be a strong decision maker that listens to all sides and makes logical choices. S/hethen needs to effectively and consistently communicate the rationale for the decision. This NEVER happens.2. Inspirational - we need a leader that we want to follow. Someone who can lead people. The last leader thatled from the front and had the true faith of the troops was Van Blaricom in the 80's.3. The new Chief should bring in his/her own Deputy Chiefs. We need a thorough cleansing of the Dept. Weare saddle down with disreputable and unrespectable middle management. There are Majors, Capt's (allexcept a couple) and many Lt's who only promoted because of cronism and not on merit. Our selectionprocess has really been lacking in the past few decades.4. Our department fights within itself for resources. We do not behave in a "One Agency" manner. Managerswho transfer from one unit to another and fully understand the needs of their former unit lose all loyalty to thatformer unit and undermines that unit's staffing and budgetary needs. The new mgr of the unit has noknowledge base to adequately advocate for the unit. Then during meetings the old unit is gutted by theirformer leader. What ever happened to doing what's best for the agency or what's best for the city?5. We suck at succession at ALL levels. There is no mentorship. There is no process where the departingperson has to develop a training or operation guide to the new person. We keep reinventing the wheel. If theincoming person is not a ball of fire then the job is not "recreated" and performance is low. If the incoming

person is energetic but has no direction then all the good things that were done before may be lost as theyhead off in a new direction without understanding what they are leaving behind or not continuing. This loss ofinstitutional knowledge or succession drag really lowers our abilities.


Innovative thinker and effective public representative of the agency. We need to get into the 21st century.Many of our programs are still in the 1990's. Neither of the past two chief's created anything new and dynamic.We evolved slowly. Very slowly.

We have not had effective engagement with the private sector. The police foundation is floundering due to lackof vision. It has not reached its potential by a ong margin. The past Chief was unable to effectively engage

with CEO's of the city's business sector. There was no synergy developed. The private sector was kept at bay.


Strong support from the community and thus consistent support from council.

Impressive socio-economicly demographics

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Politically sensible, but willing to take a stand that may not be popular with either the public or Council.Personable and affable. A leader that we want to follow. A good communicator that explains the reasonsbehind the decisions.


Pick someone from the outside. PLEASE. We need to get out of our rut. We need somebody who will get ourmgt team and first line supervisors working effectively again.

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Getting seriously hard on criminals, regardless of where they come from or where they live or any sob storythey give.


The ability to stand up to groups that think they are picked on and not back down from them. A strongevidence of basing their decision on the law, not social pressure.



Q4: What skills and characteristics are the mostcritical for a new Police Chief to succeed in the Cityof Bellevue?




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Survey Responses All 141211