Police Reform – White Plains Public Safety

Policies & Procedures

admin — Fri, 06 Sep 2019 14:50:59 +0000

A police department’s policies and procedures provide important guidance to its officers on every aspect of their jobs.

The policies and procedures must be
continuously reviewed and updated. Together with training, quality staff, and
departmental culture, the policies and procedures of a department set a tone and provide a structure for personnel to follow.

The policies and procedures offer an opportunity to reinforce the department’s key values, including the principles of Procedural Justice, Sanctity of Life and the Guardian mindset.

Body Worn Camera System (14-02)

Read Policy in full

Committee Recomendations

Clarify Section IV, Training to say that all first responding officers will be trained in, issued, and authorized to use body cameras.
(revised 08/2021)

Clarify the language in section IV, Use, #6 to say that an officer “shall verbally announce when the camera is activated and in event mode.
(revised 08/2021)

Clarify the policy to state that the default shall be to activate the camera.
(under legal review)

Under section “Use,” #7 DELETE the following two sentences, “There will be various situations where it will be deemed appropriate for camera activation. Many circumstances of activation will be solely at the discretion of the reporting officer.”
(revised 08/2021)

Change the language in #7 to, “It is not the intent of this policy to describe EVERY possible circumstance of camera activation. There will be many various situations where it will be deemed inappropriate for camera activation as outlined in number 4 and 5.
(revised 08/2021)

Add language to the policy stating that an interested party may obtain a copy of body worn camera video under and subject to the provisions of the FOIL Process.
(pre-existed)

Add language to policy stating that Officers who report misconduct should be shielded from harassment and retaliation
(revised 08/2021)

Strip Search and Body Cavity Searches (99-01)

Read Policy in full

Committee Recomendations

Clarify the language in section IV A (1), second bullet point, to remove the words “appearance and demeanor” and replace with, “The arrestee’s behavior or actions that may indicate concealment of contraband or weapons
(revised 08/2021)

Response to Resistance (89-01)

Read Policy in full

Committee Recomendations

Amend second paragraph of the introduction to the policy to add that violations of the Response to Resistance policy shall result in disciplinary action up to and including termination, referral for State and federal civil rights violations, and/or criminal prosecution. (revised 08/2021)

List Title 18 ( Civil Rights Act of 1968) Under “References” in the policy footnotes.
(revised 08/2021)

Remove the definition of “Objectively Reasonable” from the policy. The standard should be, “Officers must avoid the use of excessive force and use force only when it is appropriate and reasonable” (proposed new language underlined)
(under legal review)

Remove the reference to “objectively reasonable” in the Duty to Intervene paragraph of the policy. Change the language to, “Any member present and observing another member using excessive force shall, when in a position to do so, safely intercede to prevent the use of such excessive force” (proposed new language underlined)
(under legal review)

In the Duty to intervene paragraph, change the last sentence, “Members shall promptly report these observations to a supervisor” to “Members shall comply with the reporting requirements in this policy” (proposed new language underlined).
(under legal review)

Update the “Investigation” Paragraph to say, “Investigations involving injury/death incidents by police officers will be in conjunction with the District Attorney’s office or Office of the New York State Attorney General, as outlined in section 70-b of the Executive Law”
(revised 08/2021)

Add language to the policy which further emphasizes that de-escalation tactics should be utilized whenever possible before the use of force.
(revised 08/2021)

Add language to the policy emphasizing that officers should make every effort to identify themselves and give appropriate warning before the use of physical force.
(revised 08/2021)

Add language to the policy that further emphasizes the utilization of force should be proportionate to the situation and actions taken by other subjects involved in an incident.
(under legal review)

Add language to policy stating that Officers who report misconduct should be shielded from harassment and retaliation
(revised 08/2021)

Unbiased Policing (17-02)

Read Policy in full

Committee Recomendations

Strengthen the language related to officer intervention in biased policing incidents.
(revised 08/2021)

Add Language to section IV B (3)-Procedures to read: “In situations where a complaint cannot be resolved effectively and appropriately by supervisory personnel, the complainant shall be provided with a personnel complaint form, and such form, once completed, shall be forwarded to the Office of Professional Standards and the Chief of Police. A complaint form must be filled out if a complaint is determined to be potentially serious in nature” (proposed new language underlined)
(revised 08/2021)

Add language to policy stating that Officers who report misconduct should be shielded from harassment and retaliation
(revised 08/2021)

Field Stops (PR-121)

Read Policy in full

Amend paragraph 12100 (General) to emphasize that the officer should explain the reason for the stop as soon as it is practical and safe.
(revised 05/2021)

Remove paragraph 2(b) from section 12102 (forcible Stop) because the standard for forcible stops is limited to when an officer has reasonable suspicion that a person has committed, is committing or is about to commit a crime.
(revised 05/2021)

Add a #6 to section 12102, current subparagraph(c), to read, “Observations based on police officer training and experience” (proposed new language Underlined).
(revised 05/2021)

Remove the sentence, “All violent felons (those using weapons or force) can be frisked.” From paragraph 2 of section 12103 (Law Regarding Frisk) A frisk is permitted only if a person is armed and dangerous. This section should read, “Not all stops lead to frisk!!
(revised 05/2021)

Section 12103, Paragraph 3 should clearly explain that searching a bag or container is not automatically permitted.
(revised 05/2021)

Community Engagement

admin — Thu, 05 Sep 2019 15:31:30 +0000

Community engagement makes policing more understanding of and responsive to local communities through the process of consultation, partnership, and collaboration.

Investing time and resources in community engagement will pay dividends in the future. It can help resolve conflicts, reduce criminal activity, increase mutual trust and communication, and strengthen police-community relations.

Community engagement is consistent with the principles of Procedural Justice and the Guardian mindset.

The Committee recommends the following community engagement actions:

Increase community engagement activities with the Mayor’s Youth Council and consider re-starting the Youth Police Initiative (YPI) program.

Implementation Status

UPDATED AUGUST 17th, 2023

In March of 2023, WPPD and the White Plains Youth Bureau partnered to conduct an all female Youth Police Initiative program. The program ran for a week and consisted of 9 female Officers and 11 female youths.

In February of 2023, WPPD developed an initiative where the School Resource Officers have partnered with the White Plains Youth Bureau to conduct walkthroughs of the City Center and Westchester Mall to engage youth and explain opportunities available to them through the Youth Bureau. In addition, the WPPD has partnered with the White Plains Youth Bureau to assist with their boxing program.

UPDATED JANUARY 19th, 2023

The 2023 Youth Police Initiative is tentative to start in March. We are looking to form an all female group of Police Officers and Young People.

UPDATED APRIL 18th, 2022

The Department proudly reports the successful completion of our 2022 Youth-Police Initiative Program. Congratulations and thanks to the 17 local teens that participated and to all of the men and women of the Department that invested the effort in this valuable program.

The Youth Police Initiative program of the North American Institute is a promising prevention and early intervention program. The approach is to build trust between law enforcement, teenagers and their families.

The program brings together a group of teenagers with police officers that patrol their neighborhoods to participate in interactive/structured training. At the core of the YPI training is an integration of a trauma-informed and restorative justice process that allows participating youth and police officers to “re-invent” the way they connect and communicate that is not only positive but healing, breaking down the negative stereotypes that often color the relationships between police and young people humanizing the challenges that each one faces.

STATUS as of OCTOBER 8th, 2021

The Department is committed to implementing the YPI Program. We have had meetings with The White Plains Youth Bureau and NAFI to discuss logistics. We plan to have the first session in early 2022.

Implement a career-oriented strategy in order to develop a pool of youth who have been
introduced to and engaged in potential careers in law enforcement.

Implementation Status

The Department has for years and continues to offer The Explorer Program which is geared towards high school aged children is a yearlong program that meets weekly. Participants are immersed in direct hands on training taught by members of the Police Department. This program gives participants insight into the inner workings of the Police Department.

The Youth Civilian Police Academy is another initiative geared towards teenage community members. It is an 8 week program where participants meet with and learn from members of the Department from each Division. They are given an overview of Department operations. Participants in both programs are given guidance in obtaining careers in law enforcement and encouraged to seek opportunities here in White Plains.

Initiate “positive community reports.”

Implementation Status

The Department has, since June 2021, re-initiated positive community reports.

Conduct regular surveys of the youth involved in its community engagement programs to gauge their impact and facilitate changes to improve their effectiveness.

Implementation Status

Updated JANUARY 19th, 2023

The Department conducts monthly quality assurance meetings with participants of the Explorer Program. They meet separately with the Division Commander to give feedback and evaluation of the Program.

Status as of OCTOBER 18th, 2021

Quality assurance / customer service evaluations will be implemented in the upcoming sessions of both The Explorer Program and The Youth Civilian Academy.

Conduct communitywide surveys about the White Plains Police Department periodically. Provide incentives to encourage participation of residents throughout the city.

Implementation Status

We are researching different digital platforms to best implement this recommendation.

Continue to build up the Neighborhood Initiatives Unit by expanding the method and frequency of communications with neighborhood residents.

Implementation Status

The Neighborhood Initiatives Unit has more than doubled in size since its inception earlier this year. We are very happy with the performance of the Unit and the positive outcomes from the deployment. We will continue to monitor for effectiveness and will consider adjustment accordingly.

Ensure that new hires, as part of their field training, spend time in communities they are not familiar with in order to increase cultural competency.

Implementation Status

All Newly hired White Plains Police Officers are assigned to Field Training upon successful completion of the Police Academy. This is a 12 week program that is state mandated. During this time Officers are assigned with a training Officer in every Sector of the City and at all times of the day and night. They are exposed to the entire community.

Build Shared Value. Police and community work together to build shared value.

Implementation Status

The Department has enjoyed long relationships with community organizations.

We have worked collaboratively with community groups and faith based organizations such as Calvary Baptist Church, El Centro Hispano, The Loft LGBTQ Center, My Sister’s Place, Granpas United and Westchester Jewish Community Services. We rely on these groups to help inform our values, and strategic initiatives. They also provide valuable feedback on outcomes.

The Commissioner of Public Safety also hosts quarterly meetings with an advisory board made up of White Plains Residents representing the entire community.

Appoint a committee that is tasked with following up on the recommendations in this
report.

Implementation Status

The Department is eager to work with the Police Reform Committee in this endeavor.

Qualifications, Recruitment & Retention

admin — Wed, 04 Sep 2019 15:07:17 +0000

Getting the right police officer with the right mindset is key to police reform.

The goal of these Qualifications, Recruitment and Retention recommendations is to promote a culture that recognizes the value in recruiting and promoting diversity within the department, as well as recruiting and retaining those who have the Guardian mindset.

Qualifications & Recruitment

The Committee recommends the following actions:

Increase awareness about upcoming police exams.

Implementation Status

The Department actively promotes upcoming police exam information. Working alongside the City of White Plains Personnel Department, we promote exams with

Printed materials such as posters and brochures.
Digital billboard advertising throughout our city.
Video advertising through White Plains Cable Access.
Social Media campaigns
A dedicated “Police Careers” page on our Public Safety website.
Face-to-Face interaction at our community engagement events.

We will continue to seek new approaches to increase awareness.

Provide exam prep in more accessible locations.

Implementation Status

The Department will support and is open to discussing more accessible exam preparation locations within the City with the City of White Plains Personnel Department.

Work with White Plains High School to offer a credited course on policing.

Implementation Status

The Department supports this recommendation and plans on discussing such a course with the school board.

Recruit officers with the guardian mindset.

Implementation Status

Implemented and ongoing.

Support legislation at the State level to change the age limit to take the police exam from 35 to 40 years.

Implementation Status

The Department will support legislation to change exam eligibility to 40 years.

Retention

The Committee recommends the following actions:

Recruit and hire more White Plains residents to become White Plains police officers.

Implementation Status

Implemented and Ongoing.

Make mental health evaluations for police officers mandatory, especially after a serious traumatic event or a series of lesser traumatic events.

Implementation Status

In progress. Psychological evaluations are mandatory for all police recruit candidates.

Transparency & Accountability

admin — Tue, 03 Sep 2019 20:01:52 +0000

Public outrage over acquittals in cases of blatant police brutality is at the core of our pain. Holding police officers and departments more accountable for their actions and requiring more transparency is an important starting point for reform.

The goal of these transparency and accountability recommendations is to promote a culture within the Department that emphasizes being neutral and transparent in decision-making and conveying trustworthy motives, thereby contributing to enhancing mutual trust between the community and the police.

Transparency

The Committee recommends the following transparency actions:

Publish data on the Department’s website relating to types of arrests, whether the arrest is
police or civilian initiated, car stops and whether those stops result in summonses or warnings, and break down this data demographically (i.e. – by race, age range, sex, and
ethnicity).

Implementation Status

In September of 2021, the Department posted a Quarterly Arrest Report on our public website. The report can be viewed or downloaded here.

The report shows the demographics of all arrestees categorized by Calls for Service Arrests, Police Initiated and Traffic Arrests. The report will be updated quarterly.

The reporting of traffic infraction warnings is not included in the report because there is no existing data. To meet this recommendation, the Department is requesting the State’s support to add warning data to the NYS TraCs System software.

Publish data on the Department’s website showing the demographics of the police department and comparing those demographics to the demographics of the City as a whole.

Implementation Status

In September of 2021, the Department posted a Department Demographics Report on our public website. The report can be viewed or downloaded here.

The report shows the demographics of the police department and compares those demographics to the demographics of the City as a whole. This report is updated annually.

Advocate for the creation of a statewide database/registry that tracks police misconduct/disciplinary records.

Implementation Status

Updated JANUARY 19th, 2023

NYS Executive Law Section 75 subdivision 5, (10/22/21) details reporting requirements to the Law Enforcement Misconduct Investigative Office any information concerning corruption, fraud, use of excessive force, criminal activity, conflicts of interest or abuse by another officer or employee relating to his or her office or employment, or by a person having business dealings with a covered agency relating to those dealings.

Status as of SEPTEMBER 3rd, 2019

The City of White Plains Police Department supports this iniative.

Track interactions and outcomes with persons who are disabled as well as with those who
have mental illness for the purpose of identifying trends and using that data to address training needs. Expand Rapid Recovery Program to include other disabilities.

Implementation Status

In February of 2021, the Department added two dispositions to our records management system to identify interactions with disabled persons and those with mental illness. The information was distributed Department-wide and the reasons for implementation and proper use of these dispositions was instructed to all members during our 2021 In Service Training period. The Department is actively using this data to identify trends and address training needs.

The expansion of our Rapid Recovery Program (originally designed to quickly identify and locate a missing autistic child) to include other other disabilities and all ages is actively being discussed.

Accountability

Lack of trust and confidence in the Department remains an issue in some segments of the community. Recent national and local events have contributed to lingering feelings of mistrust. The Committee believes there are several ways in which this can be addressed over time. This includes the two recommendations below, as well as other recommendations included in this report related to community outreach and engagement, recruitment, and others.

Make improvements to the current personnel complaint process. The following steps can be taken immediately to make the personnel complaint process easier for the public to
use and understand:

Provide the public with several means of filing a complaint, including via the
Public Safety website, mobile app, and in-person at Public Safety headquarters.
Make complaint forms available at community organizations and public locations such as the Library.
Make complaint forms available in Spanish and Creole.
Allow the complainant to indicate the best means of contact for follow-up purposes. For example, US mail, email or telephone.
Provide a complaint tracking number that individuals and staff can use to easily reference and track a complaint.
Add language to the form stating that an interested party may obtain a copy of body worn camera video footage through the Freedom of Information Law (FOIL) process.
Complainants should be encouraged to complete a personnel complaint form.

Implementation Status

Most of these recommendations have been adopted into our current Personnel Complaint Procedure which may be viewed here. (Revised 05/2021)

Complaint tracking numbers may be made possible upon transition to an online personnel complaint management system. (See next recommendation)

Transition to an online personnel complaint management system. At a minimum, this system should provide:

A means for the complainant to track the status of his/her complaint (i.e. – through the issuance of a discreet “complaint ticket number” ).
A means for the complainant to submit anonymously.
An internal database for all complaints received and which would have report producing
capabilities.
Configure the complaint management system to ensure that the Office of Professional Standards, the appropriate supervisors, and the Chief automatically receive notification that a complaint has been submitted and/or whenever any action step on a complaint has been taken.

Implementation Status

The Department is currently researching an online complaint portal and management solution.

Implement a Civilian Complaint Review Board

Members of this board must be residents of the City of White Plains.
Members of this board must not be immediate family members of White Plains Police Department personnel.
The review board is tasked with reviewing the internal investigative findings related to personnel complaints with the Office of Professional Standards
The board may request additional follow up or information from OPS, as may be deemed necessary.
Members of this board are tasked with writing an annual report of the work of the CCRB, to be shared with the Mayor, Common Council, and the public.
Keep open the option of joining a County CCRB/OPA if one is established and meets the needs of our community.

Implementation Status

This recommendation is still under review based on the potential of a County-Wide initiative.

Training & Equipment

admin — Mon, 02 Sep 2019 18:14:38 +0000

Training is, by far, one of the most important facets to policing. The lack of necessary training, specifically in de-escalation, is believed to be the reason for some of the country’s most notorious cases of police brutality.

The goal of these training and equipment recommendations is to promote a culture
within the White Plains Police Department that emphasizes treating the public with dignity and respect, the protection of human life and public safety, and the
enhancement of mutual trust between the community and the police.

Training

New training opportunities need to be evaluated on the extent to which they recognize and
incorporate the principles of Procedural Justice, Sanctity of Life, and the Guardian mindset into the training.

It is important that the recommended training below be prioritized and offered regularly, at least once per year, to the extent feasible.

The Committee recommends that the current in-house training curriculum be
supplemented with additional or more specific training in the areas of:

Trauma
Disabled Community
Mental Illness
LGBTQ & Transgender Community
Intersectionality
Undocumented individuals & families

Implementation Status

These areas of training are cycled into our annual In-Service Training Program on a rotating basis.

Other relevant training is routinely evaluated for inclusion.

Various trainings throughout the year are also conducted on a small group basis/train the trainer.

The following specific training programs in unbiased policing are strongly recommended:

“Undoing Racism Workshop” from The People’s Institute of Survival & Beyond.
Training with Neighbors Link – A police/parent education program.

Implementation Status

These specific training programs are being reviewed at this time.

The following specific training programs in policing are strongly recommended:

ABLE Project (Active Bystandership in Law Enforcement) created by Georgetown Law.
ICAT (Integrating Communications, Assessments and Tactics)

Implementation Status

UPDATED APRIL 18th, 2022

In the beginning of February 2022, WPPD began its annual in service training. This year members of the department are being trained in ABLE. ABLE stands for Active Bystandership for Law Enforcement and was created by Georgetown University Law Center. In order to be accepted into this program the Department had to receive letters of support from community organizations and were supported by Calvary Baptist Church, The Loft, The Honorable Mayor Tom Roach, The Chief of Police Joseph Castelli and My Sisters Place. Active bystandership is actively and effectively used in many professions where people’s wellbeing and safety are at risk. It requires comprehensive commitment within an organization as well as openness to listening to those who serve you. The three main pillars of ABLE are to reduce mistakes, prevent misconduct and promote health and wellness. Able, at its core is a culture change. It’s about preventing harm to our officers, to individuals and the community. All sworn Police personnel will receive this training by the end of May, 2022.

STATUS as of OCTOBER 8th, 2021

The ABLE Project (Active Bystandership in Law Enforcement) has been added to our 2022 In-Service Training schedule.

ICAT (Integrating Communications, Assessments and Tactics) Training was completed in January of 2021 and was integrated into our In-Service Training Program the same year in the course “De-escalation & Duty to Intervene“.

It is strongly recommended that all officers, including executive officers, be required to successfully complete training in:

Cultural Competency
Implicit Bias / Antiracism
De-escalation and the proper use of the Continuum of Force

Implementation Status

All officers, including executive officers received the following training in the 2021 In-Service Training Program.

“Fair & Impartial Policing“, a course taught by DCJS certified trainers that covered topics such as implicit bias, cultural competency and community engagement.

“De-escalation & Duty to Intervene“, a course taught by ICAT (Integrating Communications, Assessments and Tactics) certified instructors.

Training conducted by an appropriate professional / subject matter expert is strongly recommended and preferred, and when possible should also include those with lived
experience in order to provide officers with that unique perspective.

Implementation Status

This recommendation will be strongly considered when reviewing new training programs and subject matter.

The Committee recommends that the WPPD advocate for 24/7 access to mental health
professionals.

Implementation Status

UPDATED AUGUST 17th, 2023

Since Dec 2023, WPPD has been able to utilize the services of the Mobile Crisis Response Team. This team is a collaborative effort between Westchester County Department of Community Mental Health and the Mental Health Association and provides social workers to assist with persons in crisis on a 24/7 basis.

Status as of OCTOBER 8th, 2021

Potential programs are in development.

Equipment

Prioritize the use and purchase of non-lethal and less-lethal equipment and make such equipment readily available to officers in all squad cars.

Implementation Status

UPDATED AUGUST 17th, 2023

The police department has purchased and continually trains on multiple less lethal technologies. In the recent past we have purchased Bola Wrap technology and are in the process of expanding our TASER program. We have also continued to utilize our Humane Restraint Blanket for persons in crisis and are in the process of testing a new form of OC spray. We will continue to monitor and try new technologies as they come to the market in an effort to better and more safely serve our community.

Status as of OCTOBER 8th, 2021

The purchase and readiness of non-lethal and less-lethal equipment remains a priority of the Department.

It is strongly recommended that offensive military grade equipment not be used or
purchased by the Department.

Implementation Status

The Department agrees and has no current purchase orders or interest in this type of equipment.

Principals & Mission Statement

admin — Sun, 01 Sep 2019 15:36:42 +0000

The work of the White Plains Police Reform Committee has been informed by three overarching and intertwined principles: Procedural Justice, Sanctity of Life, and the Guardian mindset. An understanding of these is key to understanding this Committee’s specific recommendations.

The Committee recommends that the White Plains Police Department integrate the principles of Procedural Justice, Sanctity of Life and the Guardian Mindset
throughout the organization.

Procedural Justice

Procedural Justice “focuses on the way police and other legal authorities interact with
the public, and how the characteristics of those interactions shape the public’s views of
the police, their willingness to obey the law, and actual crime rates.” Procedural Justice
encompasses four pillars:

Treating people with dignity and respect,
Giving citizens ‘voice’ during encounters,
Being neutral and transparent in decision making, and
Conveying trustworthy motives

A growing body of research has demonstrated that “procedural justice is critical for building trust and increasing the legitimacy of law enforcement within communities. As such, it has paramount implications for both public safety and officer efficacy. While highly publicized abuses of authority by police officers fuel distrust and erode legitimacy, less publicized, day-to-day interactions between community members and law enforcement are also influential in shaping people’s long-term attitudes toward the police.”

Sanctity of Life

Sanctity of Life holds that “at the core of a police officer’s responsibilities is the duty to protect all human life and physical safety.” Further, “police departments’ policies should consistently emphasize sanctity of life as a central principle of policing.” Critical to the
Sanctity of Life principle of policing is the belief that “officers must have the tools and judgement to differentiate circumstances that do not warrant the use of force.” A Sanctity of Life mindset must be reinforced not only in police department policies and procedures, but also in training, disciplinary proceedings, and interactions with the public as well.

Guardian Mindset

The Guardian mindset conveys that police officers must first and foremost view themselves as defenders, protectors, and keepers and it is through this lens that the officer should view his/her interactions with the public. In contrast, the Warrior mindset holds that police officers must be able to protect and defend themselves in dangerous situations and that such a mindset is necessary in order to combat and defeat criminals. The concern here, however, is that if the Warrior mindset is the dominant mindset, it is more likely to trigger a negative or violent reaction that was avoidable. The Warrior mindset, like the Guardian mindset, pervades every encounter an officer has with the public. Treating every encounter with a warrior mindset and every citizen as a potential enemy does not build cooperation and trust in the community. If the community doesn’t cooperate with the police, their job is more dangerous.” The Guardian mindset acknowledges that there are situations in which an officer may have to adopt a Warrior mindset, but the goal should be that the Guardian mindset become the dominant mindset and that all police-community interactions be guided first by a Guardian point of view.

The White Plains Police Reform Committee endorses the principles of Procedural Justice, Sanctity of Life, and the Guardian mindset, and recommends that these become fully
integrated into the departmental culture of the White Plains Police Department. Taken
together, these principles should serve as a guide to the department in policy/procedure
development, training, and all aspects of operations. The White Plains Police Department has made significant progress building a professional environment informed by these three principles. We make this recommendation to emphasize the overarching importance of the principles of Procedural Justice, Sanctity of Life, and the Guardian mindset and to encourage the department to continue and expand its efforts on this path.

Implementation Status

Blocks of instruction related to all three of these principals are included in our Department’s In-Service Training Program each year. Although the courses cover different law enforcement theories and practices, they are all relatable to each other due to these guiding principals.

Most recently, the 2021 program included sessions such as “Fair & Impartial Policing“, a course taught by DCJS certified trainers that covered topics such as implicit bias, cultural competency and community engagement and “De-escalation & Duty to Intervene“, a course taught by ICAT (Integrating Communications, Assessments and Tactics) certified instructors.

Although, the principals of Procedural Justice, Sanctity of Life and the Guardian Mindset are already very much present in our recruitment efforts, training endeavors and overall mindset, we are routinely evaluating new practices and training that encompass these core values.

Public Safety Mission Statement

Further, keeping in line with these principles, the White Plains Police Reform Committee recommends the following changes to the White Plains Department of Public Safety Mission Statement (suggested new wording in bold):

The mission of the White Plains, NY Department of Public Safety is to provide unbiased comprehensive protection and service to the residents and visitors of the City of White Plains. The public’s safety, the trust of the community, dignity for all, and the enrichment of
quality of life are paramount, and will be provided by the Police and Fire Bureaus with Professionalism, Integrity, and Respect.

Implementation Status

The Department’s Mission Statement was revised in 08/2021 and now includes this recommendation verbatim.

Read Mission Statement in full