Message From The Chiefs of Police
One of our primary goals when we became your Chiefs of Police was to lead this agency with transparency and inclusion, understanding that both the community and our employees must be part of successfully policing our community. Being integrally involved in the process of making our agency the best it can be had to take an “all hands on deck approach” to building a long-lasting partnership.
It is also a belief of our administration that the face of the Police Department cannot solely be the Office of the Chief’s and that all of our members must take an active role in the Community Policing mindset that we wish to accomplish. So with such events as “Coffee with a Cop,” “Shop with a Cop,” “Seymour Library Story-Time,” and many others, we have begun a reinvention of the Community Policing model which we hope will only expand into the future.
Communication is also paramount. Never before has the Auburn Police Department been so accessible to the public we serve. Be it though phone calls, walk-ins to our complaint desk, or through our various social media platforms, we hope our citizens feel comfortable with the different forms of communication we make available. Any questions or issues they need assistance with, they will always be able to connect with us in a fast, convenient, and transparent manner.
With the much anticipated transformation and development that our City’s downtown is undergoing with such projects as the “Equal Right’s Heritage Center” set to begin construction in the Spring of 2018, the development of the “Harriet Tubman National Historical Park,” the continued addition of various entertainment and eatery venues, our agency must be poised, ready, and capable of welcoming thousands of new visitors to our City annually. By ensuring we have a highly trained staff who understand not only the missions and goals of the Department, but also the overall direction of our City, we stand united to showcase our City for both our residents and visitors alike making our City the safest, most welcoming place it can be!
In closing, on behalf of the proud men and women of the Auburn Police Department who serve our community with honor, dignity, teamwork, and most importantly compassion, we would like to thank the Mayor, Members of Council, as well as the City Manager, for allowing us the distinct honor of leading our 21st Century Police Agency into the future with their undivided support and encouragement.
Shawn I. Butler, Chief of Police
Roger J. Anthony, Deputy Chief of Police
To enhance the quality of life in the City of Auburn by working cooperatively with the citizenry to enforce the laws, preserve the peace, and provide for a safe environment.
The values of the Auburn Police Department begin with the common understanding that all citizens shall be treated with Human Dignity. Regardless of race, social class, gender, religion, background or beliefs, each individual we serve will be given Respect, Excellence of service, Compassion and understanding, while we promise to always maintain our Integrity through collaborative Teamwork and Accountability by means of a strategic partnership with the community members that we serve.
Respect: The Auburn Police Department views the law and the community as the source of its authority and will faithfully and without bias or prejudice honor this commitment.
Excellence: The Auburn Police Department strives for distinct and superior service between our membership and the partnership we share with the community we serve.
Compassion: The Auburn Police Department strives to show respect for and be sensitive to all citizens and their problems.
Integrity: The Auburn Police Department believes in honesty, consistency and transparency in every interaction with the public that we serve.
Teamwork: The Auburn Police Department believes that each citizen must become involved in efforts to solve their own problems. We must work as a team in order to accomplish mutual goals for our community.
Accountability: Members of the Auburn Police Department are held to the highest standards of accountability to ourselves, our fellow officers, our administration, and those that we serve.
GOALS FOR 2020-2021
1). Continued Engagement and Improvement of Service to our Community
Develop programs and partnerships that continue to build trust and equity with our citizens through understanding of each other’s common desires of maintaining a safe and vibrant community for all to thrive within.
- Calls for service will continue to be answered in a positive and helpful manner in all instances where possible
- Our members will continue to give citizens opportunities to be educated on crime prevention through neighborhood programs, School Resource Officer programs, as well as consistent communication through all media platforms in order to keep our residents informed.
- The Auburn Police Department will continue to issue periodic Community Satisfaction Surveys that will give residents an opportunity to tell us how we are doing with the service that we provide while offering suggestions on ways we can improve.
- The Auburn Police Department will continue with such community initiatives like “Coffee with a Cop,” “Building Bridges,” “National Night Out,” and neighborhood engagements like our “Help us Help you” programs.
2). Develop a Comprehensive Police Reform and Reinvention Plan
In adherence and compliance with New York State Governor Andrew Cuomo’s Executive Order No. 203, the Auburn Police Department will review our current policies and procedures and develop a plan to improve upon those deemed necessary.
- Promote community engagement to foster trust, fairness, and legitimacy, and to address any racial bias within current policies and procedures
- Convene the stakeholders in the community to develop and create the required plan for adoption
- Offer a public comment period regarding the developed plan
- Present the Auburn Police Department plan to the Auburn City Council for adoption as a local law or resolution no later than April, 2021.
3). Recruitment / Retainment
Establish new ways to attract, hire, diversify and retain personnel.
- To work with our City Civil Service Commission as well as community stakeholders in streamlining our recruiting process to increase efficiency and consistency, as well as establish a system of checks and balances in regards to background checks. This may include delegating various department bureaus to complete different sections of a background check, revamping our background checklist, and establishing guidelines/ requirements/ refresher training for FTO Officers.
- To increase our applicant pool, especially people of color, women, and other individuals who are under-represented in departmental ranks for possible employment within law enforcement by developing trust; instilling effective communication between potential applicants and assisting them in learning about our department and the processes involved with joining our department. This will be accomplished under coordinated efforts with our community stakeholder partner agencies.
4). In-house training for FTO Officers
Streamline FTO process to increase efficiency, and effectiveness, and hold FTO evaluators to a higher standard and level of expectation.
- Establish guidelines and schedules to retrain all FTO Officers on an annual basis. Collect input from FTO Officers, supervisors and recruit officers on how to better serve the needs of FTO and recruit. Reach out to surrounding agencies for input, strategies, and suggestions.
5). Develop Master Instructor
Develop in-house master instruction for more enhanced, cost-saving training.
- Assign and train appropriate candidate for master instructor. Contact surrounding agencies to combine training services for efficiencies.
6). ET Training
Double the amount of Evidence Technicians; to include having at least two per shift, so there is always one available if needed.
- Require all new officers to obtain ET certification. Look into feasibility of incentivizing by utilizing on-call compensation. Require quarterly training.
7). Courtroom Testimony Training
Increase courtroom testimony preparation for officers.
- Work with District Attorney’s Office in establishing general courtroom testimony guidelines for new officers, and creating a training video to enhance quality and effectiveness.
8). Driver / Emergency Vehicle Operator Course (EVOC) Training
Refresh members on special driving skills/ techniques required while operating patrol vehicles. This will also help mitigate risks and loss (accidents and injuries).
- Assign EVOC instructor, develop an in-house training course, and mandate training of all sworn members and in conjunction with partner agencies in order to share trainer experience and cost of trainings.
9). Records Retention Project
Implement a City wide policy and procedure regarding the proper retention and schedule of removal/purging relative to municipal records in accordance with the New York State Archives Records Retention and Disposal MU-1 Schedule.
- In order to comply with FOIL laws as well as the recent repeal of Civil Rights Law 50-a, the Auburn Police Department believes this an opportune time to review and create policy surrounding our records retention and disposal protocols on a city-wide level.
10). Administration Succession Plan
Succession Planning is a critical leadership tool for ensuring our agency’s organizational growth and continuity by eliminating substantial gaps in our institutional memory, knowledge, and leadership through strategic (planned) placement of key personnel.
- Work to develop and implement a plan for pre-planning for the future replacement of key leadership positions, both near and far.
11). Officer Wellness Program
In recognition of the critical role that officer wellness plays in police work the Auburn Police Department will create a program aimed at preserving and promoting officers’ physical and emotional health in order to support a healthy and productive workforce that is able to successfully serve our community with compassion and understanding.
- Create wellness initiatives aimed at reducing officer injuries and deaths due to poor physical health and stress.
- Create wellness initiatives and offer programming that offer strategies to reducing officers stress levels. The stressful nature of police work can negatively impact officers’ mental health. Officers endure long-term stress on the job caused by repeated exposure to high-stress incidents. These stressors cause police officers to experience anxiety, depression, and post-traumatic stress disorder (PTSD) at disproportionately high rates.
- Address, educate and reduce the stigmatism surrounding officers seeking mental health care.
12). Canine Program
With the passing of K9 Chuey in April of 2020, the Auburn Police Department no longer has an active K9 team. We would like to explore the possibility of continuing our K9 program with the selection of a handler and purchase of a dog.
- Research the financial capability of continuing the program
- Conduct a needs assessment surrounding a K9 program in the City of Auburn
- Explore grant/donations to purchase a K9
- Interview candidates interested in being K9 handler