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PROCESS
City of Tukwila
City staff conducted a community engagement effort
to hear directly from the community as to what they are
looking for in a permanent police chief:
Staff asked the following questions at each meeting:
• What are the three most important qualities or skills you would
like to see in the permanent Tukwila Chief of Police?
• What would you like to see the next Chief accomplish
immediately? What would you like that individual to accomplish
in two to three years?
• What are the most important public safety needs in your
neighborhood?
• What suggestions do you have for improving police services?
Staff facilitated the following meetings. While many other
organizations and individuals were invited to participate, below
are the actual participants:
• Faith leaders - representatives of Abu Bakr, Riverton Park United Methodist Church, Beit
Hashofar Synagogue
• Nonprofit leaders - representatives of Global 2 Local, International Rescue Committee,
Tukwila Children's Foundation
• Lodging Tax Advisory Committee - Seattle Chocolates, Sunrise Garden Suites,
Doubletree, Starfire Sports, Odin Brewery
• Business leaders - Sabey Corporation, Xalwo Coffee, Wig Properties, Westfield
Southcenter, Homewood Suites, Continental Mills, Spice Bridge/Food Innovation Network
• Seattle Southside Chamber - Pure Vida Coffee, Tukwila Children's Foundation,
Segale Properties, Embry -Riddle
• Two Police Department listening sessions
• Community listening event - Saturday, November 7 from 10:00 a.m. to 11:30 a.m
Staff facilitated the following meetings. While many other
organizations and individuals were invited to participate, below
are the actual participants:
• Teens for Tukwila
• Five Foster High School Civics Classes + 2 all -school listening session
• 1 all -school listening session with Showalter Middle School
• Equity and Social Justice Commission
• Community Oriented Policing Advisory Board
In addition, an online community survey was deployed for more than one month and made
available in Spanish, Vietnamese and Somali. The City received 50 responses. The survey
asked the same questions as listed above. The following are the characteristics of who filled
out the survey; respondents were encouraged to click all that apply:
• Resident - 34
• Attends school in Tukwila - 5
• Business owner in Tukwila - 7
• Work in Tukwila - 20
• Frequent visitor - 15
While staff wishes to acknowledge the significant variety of
feedback received during this effort, below are the common
themes voiced during the process:
• Community engagement is critical to the success of the permanent police chief; they must be
engaged, visible and invested in the community. The next chief must lead by example and set
expectations that officers will be visible in neighborhoods and accessible to the community.
• The next chief must know, value, and advocate for the diverse community; they should be
interested in the many cultures that make up Tukwila and work to both ensure that officers
have some knowledge of the different cultures as well as develop the department to better
reflect the community it serves.
• Commitment to communication with the community, all levels of the department and the
broader City organization, focused articulating the mission and values of the police
department, ensuring that the feedback loop is closed with the community and clear on
why decisions are made.
• Key qualities needed in the permanent chief include honesty, integrity, transparency,
empathy, and fairness; build trust in the community and department.
While staff wishes to acknowledge the significant variety of
feedback received during this effort, below are the common
themes voiced during the process:
• Know that many people of color, undocumented residents, and immigrants in the community
are afraid of police, afraid of calling the police, concerned about personal safety and
unjustified arrests; commit listening to voices from all levels of the community and to a
culture shift that builds bridges and mitigates bias.
• Understand how under -resourced communities have limited opportunities; identify and
prevent how over policing can have a negative affect and work to increase opportunities for
residents where possible.
• A forward -thinking individual is needed, who is focused on implementing best practices from
around the country, who understands that policing must change, and will embrace a culture
shift that will achieve just and equitable outcomes for all in Tukwila.
• Someone who is committed to officers' mental and emotional health, as well as willing
to hold themselves and officers accountable to high standards.
While staff wishes to acknowledge the significant variety of
feedback received during this effort, below are the common
themes voiced during the process:
• Focus on training, ensuring all officers are well -versed in de-escalation tools, anti -bias, cultural
competency, and the complexities around I-940; provide officers with tools to handle
behavioral and mental health issues, including social workers to respond to people in crisis.
• Property crimes are affecting all neighborhoods and communities in Tukwila. The next chief
must work with the community to address these crimes, and increase the perception of
personal safety in Tukwila, as well as educate residents and businesses on how such crimes
can be prevented, as well as how policies and practices outside of Tukwila limit how they can
sometimes be addressed.
• Utilize infrastructure investments, including cutting edge technology, as well as proven
methods such as cameras and additional street lightings to reduce crime and make the
Tukwila community more safe.
• Bring the department back to full staffing when revenues return to pre -pandemic levels
and create a pipeline system to anticipate vacancies, both commissioned and non-
commissioned.
Recruitment Process:
• Staff developed a job posting and recruitment brochure based on community feedback and
required minimum qualifications for the position.
• The job posting was shared nation-wide with a variety of organizations, job boards and other
outlets, including affinity organizations such as National Association of Women in Law
Enforcement Executives, International Association of Police Chiefs, National Black Police
Officers Association, Hispanic Police Command Officers Association and more.
• 14 applications were received, however only four met the minimum qualifications.
• Four qualified applicants were invited to interview.
• Two dropped out for personal reasons - one accepted an offer from another jurisdiction a
once decided that a potential move to the West Coast was not in the best interest of his
family.
Interview Process:
• Originally, the interview panel was to provide recommendations to take the four candidates to two
candidates for the final process. Because two of the qualified declined to move forward with the
interview, staff enhanced the process in the following way:
• The interview panel participated in interviews with each of the two final candidates
• The interview panel participated in the Police Department Town Hall and Community Town
Hall, where the candidates provided a presentation and answered questions moderated by
the HR director
• The interview panelists provided their personal feedback on each candidate and
recommendation to the mayor
N
O
Interview Panelists
W
■ Roger Arnold, COPCAB
representative
■ Pastor Jan Bolerjack, Faith
Leader representative
■ Pam Carter, TI BAC
representative
■ Sgt. Bill Devlin, Sergeants'
Association representative
■ Niesha Fort -Brooks, Community
Engagement Manager
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■ Mikel Hansen, Business
Community representative
■ Ken Hernandez, Police Officers'
Guild
■ Trish Kinlow, Municipal Court
Director
■ Council President Kate Kruller,
Tukwila City Council
■ Jonathan Long, United Steel
Workers
■ AJ McClure, Nonprofit
Community representative
■ Gabriela Quintana, Equity and
Social Justice Commission
representative
■ Nate Robinson, Teen Specialist
■ Cmdr Todd Rossi, Commanders
Association representative
■ Tosh Sharp, Civil Service
Commission representative
■ Jay Wittwer, Fire Chief
Mayor's Deliberations:
• Final interviews
• Feedback from interview panelists
• Participation in Police Department and Community Town Halls
• Resumes, cover letters, letters of recommendations
• Feedback from the community after the town hall
Questions on the
Process?
Thank you
Rachel Bianchi, Deputy City Administrator
Rachel.Bianchi@Tukwilawa.gov
Juan Padilla, Human Resource Director
Juan.Padilla@Tukwilawa.gov
COUNCIL AGENDA SYNOPSIS
"s+a�' 44+5. Initials
ITEM No.
Meeting Date
Prepared by
Mayor's review
Council review
0
3/15/21
CT
4.B.
19Q8
ITEM INFORMATION
STAFF SPONSOR: MAYOR EKBERG
ORIGINAL AGENDA DATE: 3/15/21
AGENDA ITEM TITLE Recommended Appointment of Eric Dreyer as Police Chief
CATEGORY ❑ Discussion
Mtg Date
11 Motion
Mtg Date 3/15/21
❑ Resolution
Mtg Date
❑ Ordinance
Mtg Date
❑ Bid Award
Mtg Date
❑ Public Hearing
Mtg Date
❑ Other
Mtg Date
SPONSOR ❑ Council ❑ Mayor ❑ Admin Svcs ❑ DCD ❑ Finance ❑ Fire ❑ P&R ❑ Police ❑ PW
SPONSOR'S Recommended Appointment of Eric Dreyer as Police Chief
SUMMARY
REVIEWED BY ❑ Trans&Infrastructure Svcs ❑ Community Svcs/Safety ❑ Finance & Governance ❑ Planning & Community Dev.
❑ LTAC ❑ Arts Comm. ❑ Parks Comm. ❑ Planning Comm.
DATE: COMMITTEE CHAIR:
RECOMMENDATIONS:
SPONSOR/ADMIN.
COMMITTEE
COST IMPACT / FUND SOURCE
EXPENDITURE REQUIRED AMOUNT BUDGETED APPROPRIATION REQUIRED
$ $
Fund Source:
Comments:
MTG. DATE
RECORD OF COUNCIL ACTION
3/15/21
MTG. DATE
ATTACHMENTS
3/15/21
Informational Memorandum dated 3/10/2021
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TO:
FROM:
DATE:
City of Tukwila
Allan Ekberg, Mayor
INFORMATIONAL MEMORANDUM
City Council
Mayor Ekberg
March 10, 2021
SUBJECT: Appointment of Eric Dreyer as Police Chief
ISSUE
I would like to inform you that I have selected to appoint Eric Dreyer as Police Chief for your
confirmation.
Interim Chief Dreyer has more than twenty-six years of exceptional experience working within
the community of Tukwila. He has worked on numerous regional and national endeavors and
has a clear vision of bringing our Police Department forward in these critical times.
Interim Chief Dreyer is seen as a statewide expert in implementing police reforms such as
Initiative 940, now known as the Law Enforcement Training and Community Safety Act
(LETCSA). This is a national model on de-escalation, rendering aid, mental health, and the
appropriate use of force by police. Interim Chief Dreyer has inter -agency cooperative
experience and sits on a variety of shared governance boards overseeing SWAT, Civil
Disturbance, and the Valley Independent Investigative Team. He also was the Commander of
the regional auto theft task force.
In his vision for the future of law enforcement, Interim Chief Dreyer sees the community as vital
partners. In speaking with Interim Chief Dreyer, he recognizes that Tukwila needs to respond to
the calls for social justice issues and a national reckoning on the appropriate role of law
enforcement. This will be a key focus of his role as Chief. He has already stated his intention to
include community members in police officer hiring, as well as installing community members on
the Tukwila Police Department Use of Force Review Board. Through COPCAB, he is delivering
a community survey in multiple languages to gauge the community's sense of safety and view
of police services. Due to COVID-19, he is bringing the Tukwila Residential (Police) Academy
online, supporting the Tukwila Tracker, an online quarterly newsletter, and further increasing the
use of public education/information videos. I am sure we will see even more community focused
activities under his leadership.
I want to inform you that this was a difficult decision, one of the hardest I have had to make as
Mayor, as I want the best for our community. We were blessed to have a transparent and
community led process. Major Bennett was an excellent finalist, her references spoke to how
she is a contributor, has a deep concern for community, and as we all witnessed in the townhall,
a great presence. In my conversation with her this week I asked her specifically if she would be
able to assist us and she shared her consultancy practice and stated she has a keen interest in
assisting the Tukwila community and helping law enforcement personnel be successful. As
such, I have asked Chief Dreyer to engage with her to discuss her services to help better our
department.
I appreciate the process the Council asked me to pursue for this unique position and want to
thank you for ensuring we looked for the right person. I believe this inclusive process helped us
find the right person for this position, Interim Chief Eric Dreyer. As you have experienced with
me in previous appointments, I want the best for our community, and have base my decisions
on who is the best fit, be they an internal or external candidate. As we searched for the right fit
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INFORMATIONAL MEMO
Page 2
for our next Police Chief, we asked our residents and others what they were looking for in their
next chief. I also received comments from those who interviewed the candidates and heard
them at the public meetings. I believe Interim Chief Dreyer exemplifies these qualities and
statements we heard when seeking someone with:
• "Insight into cultures and communities in Tukwila"
• "Understanding the difference between what is important to the commercial center and
the neighborhoods and the differences between the two"
• "De-escalation rather than force"
• "We need a person who understands Tukwila, what is going on with our youth and
particularly our African American community"
• "Long term, build the relationship with the youth, which will take a few years to develop"
• "Must be an authentic human being"
• "Approachable, willing to be out in the community and engaging"
• "Fighting for social justice and against systematic injustice and inequality"
• "Mental health partnerships with the department are a need"
• "Equity must be part of their value system"
• "Has a deep understanding of the history of policing in America and the impacts it has on
black & brown communities"
• "Understands that the current policing model is not working"
• "Next person must be honest and know how to work with Tukwila's diverse community"
• "Host listing sessions throughout the community and it must be on-going"
• "Honesty, integrity, transparency and an advocate for our community"
• "Police Department should interact with young people in a way that reaches out in a
positive, empathetic manner"
• "The leadership of the department needs to be out of the office, knocking on doors and
talking to people"
• "Someone who listens and acts upon what the public tells them"
If confirmed, Chief Eric Dreyer has committed to begin April 1 with a 90 -Day Chiefs Community
Engagement Action Plan. Recognizing the national and local reckoning we have experienced
over this past year, which includes calls for reform in law enforcement and rebuilding public
trust, Chief Dreyer has committed to listening to all parts of our community. Chief Dreyer has
committed to working with all our partners to continue to build bridges between law enforcement
and our diverse and wonderful Tukwila community. Chief Dreyer plans to listen and share with
our community the headway we have made towards equity in hiring, de-escalation, use of body
cameras, and community -oriented policing. Chief Dreyer plans to hear what more we can do
together to build a stronger community.
One of our residents said they were looking for the permanent chief to be someone who will
"...listen and acts upon what the public tells them." That says it all for me.
RECOMMENDATION
I am recommending the appointment of Chief Dreyer be confirmed by Council at the March 15,
2021 Council Meeting.
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