City Council - 07/14/2020 - Workshop
APPROVED MINUTES
CITY COUNCIL WORKSHOP & OPEN PODIUM
TUESDAY, JULY 14, 2020 CITY CENTER
5:00 – 6:25 PM, HERITAGE ROOMS
6:30 – 7:00 PM, COUNCIL CHAMBER
CITY COUNCIL: Mayor Ron Case, Council Members Brad Aho, Kathy Nelson, Mark
Freiberg, and PG Narayanan
CITY STAFF: City Manager Rick Getschow, Police Chief Greg Weber, Fire Chief Scott Gerber,
Public Works Director Robert Ellis, Community Development Director Janet Jeremiah, Parks and
Recreation Director Jay Lotthammer, Administrative Services/HR Director Alecia Rose,
Communications Manager Joyce Lorenz, City Attorney Maggie Neuville, and Recorder Katie
O’Connor
Workshop - Heritage Rooms I and II (5:30)
I. POLICE DEPARTMENT UPDATE
Mayor Case introduced the topic and stated there will be scheduled open podium. Getschow
stated at the City Council meeting there will be a presentation about the race equity initiative
involving the Human Rights and Diversity Commission. The workshop presentation is an
overview of Eden Prairie police policy and procedures.
Chief Weber stated many of the officers and the department overall has been upset over what
happened in Minneapolis as that is not the way Eden Prairie polices. There are police
departments who are doing things well, and the work needs to be affirmed. Nationally there
have been discussions on community involvement in policing. In regards to history, the
department was founded in 1973 with a focus on customer service and a culture focused on
community. Part of the hiring process with new officers is to have a conversation with retired
police chiefs about what it was like to police in the 1970s.
Narayanan inquired about population ratio to staffing. Weber stated there were about 5,000
people in Eden Prairie in 1970 and six police officers. The City employs about 1.1 staff per
1,000 people. Aho noted the City has a lower ratio compared to Minneapolis at 1.7 per 1,000.
Narayanan inquired how the City defines minority in the hiring process. Weber stated from
self-identification of ethnicity, gender, and skill set. 18 percent of the sworn officers are
female, and 7.5 percent are classified as minorities. In the most recent hiring process, there
were two Latino men, but they decided the job was not for them. The department continues
to look for ways to diversify.
Weber stated the department hires for character first, talent always. They would rather invest
in training a person who has good character and a moral compass. In recent years, there has
been a decrease in applicants. The most recent application process had more applicants,
above 100 total. There are multiple rounds of interviews. Applicants are interviewed by a
panel of current police officers, a panel of sergeants, a panel of lieutenants, and the captain
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July 14, 2020
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and chief. Officers are backgrounded by retired officers. Finalists are required to meet with a
licensed psychologist for tests and an interview. Staff asked the consulting psychologist if
there is a test to detect when someone has biases or racial tendencies. They stated there is no
specific test, but it is something they are looking for when interviewing finalists. There have
been instances when the psychologist says a finalist is psychologically fit, but likely not a fit
for Eden Prairie because of the City’s high value on customer service. Additionally, they
receive a medical examination to determine if they meet job specific fitness requirements.
The department is exploring the Pathways to Policing program that helps hire people and
provide schooling for them to learn the skill set.
Aho inquired if the program would consider an information technology (IT) background
when hiring for specific skill sets such as someone who investigates cybercrime. Weber
replied in conversations with students, there was a lack of interest in serving on a police
department due to how lucrative the private sector is. In many instances, a candidate with
experience in a different field would make a good officer.
Freiberg inquired about the physical fitness class. Weber stated the test includes job specific
physical tasks such as lifting a stretcher, getting in and out of a car, and lifting a first aid bag.
The City uses a private vendor to conduct the test. Narayanan inquired if the background
check includes a cyber-check. Weber stated the department uses outside companies who
review social media and finances. Narayanan asked about hiring employees from other cities.
Weber replied the city has hired from other cities.
Weber stated field training can last three to four months for a new officer. Staff are trained in
patient care as an Emergency Medical Technician (EMT), a 110 hour course. Officers are
able to recognize when people are exhibiting some type of medical condition and provide
patient care. De-escalation training is integrated into all use of force training. The post board
mandates eight hours of crisis intervention techniques and the department invests in 40 hours
of training per person. Taking the time to use these techniques in these scenarios has helped
in many situations. Verbal Judo is a class based on a book. Officers are taught to help
verbalize what they’re hearing and paraphrase. The department is due for another round of
implicit bias training. Officers take cultural intelligence training and are encouraged to use
this in building relationships out in the community. Domestic abuse response training helps
officers identify some of the warning indicators and resources to use. The department has had
speakers and trainings on people with Parkinson’s and people with dementia. Parents with
kids with autism have given presentations to officers. There have also been trainings on
Somali culture. The department also continues to meet peace officer standard training
(POST) objectives through monthly trainings.
Narayanan asked if the City has other specific culture training. Weber replied it would be
challenging to have a training on each ethnicity. The department is fortunate to have a Somali
officer who has provided insights to the department. Cultural intelligence provides a more
broad training. Narayanan asked how often officers are retrained. Weber replied many of the
trainings related to use of force and driving are mandated after a certain amount of years by
the POST Board. In terms of cultural training, there is no specific guidance on these
trainings. The department has used online training through True North Constitutional
Policing.
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July 14, 2020
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Narayanan asked if there is any data analysis on behaviors specifically being changed after
provided training. Weber replied there continues to be an increase in mental health calls over
the years. They utilize data from calls, but information about citizens is collected from the
driver’s license. Driver’s licenses do not identify race or ethnicity.
Weber stated in 2015 the 21st Century Policing recommendations were made. In 2016 the
department looked at all the recommendations to determine how they could continue to
improve. This documentation has been made available on the City website. The department
did the same thing with the Minnesota Deadly Force Encounters Task Force document
released in February 2020. The department is meeting, if not exceeding, all of the markers on
this document. In regards to 8 Can’t Wait, the department does not train in the use of
chokeholds. The use of force training does not include these tactics. Officers are required to
have de-escalation training. Officers are also trained to verbalize warnings before using their
taser, pepper spray, or gun. Officers are required to exhaust all alternatives before shooting.
The department policies include the duty to intervene if they see an officer doing something
illegal, immoral, or violating policy. The department bans shooting at moving motor vehicles
with the exception of deadly force. They also require the use of force continuum and required
comprehensive reporting. Any time an officer uses force, it’s documented in a report as well
as the use of force addendum.
Aho inquired how often, on average, a deadly encounter happens. Weber replied it does not
happen often. The last deadly encounter occurred in 2017 when a homicide suspect shot at
officers.
Freiberg asked if there is often question about whether or not an officer can shoot to not kill
but rather wound. Weber stated officers are trained to stop the threat.
Case asked if the City could sign onto the 8 Can’t Wait policy. Weber replied yes, with the
ability to make an exception if absolutely needed.
Weber provided an overview of community relations and building. School liaisons officers
work towards building relationships in the schools. The senior liaison visits the senior
housing complexes and assists with issues of elderly fraud and financial exploitation. The
Police Explorer Program and Safety Camp work with youth to cultivate future police
officers. Officers annually visit resident’s neighborhoods on Night to Unite. The department
conducts citizen academies. Somali liaisons connect with the Somali community and their
places of worship to understand any concerns they may have. Some of the other opportunities
to connect have been pop-up splash pads, Open House, Kickin’ It with the Cops, Coffee with
the Cops, Halloween on the Mall, Shop with a Cop, and Cops and bobbers.
Weber stated some administrative efforts of the department include positive reinforcement
and recognition, affirming the current culture, providing a workout facility, mandating a
mental health checkup, and watching for signs of compassion fatigue. Weber noted the
department and the Human Rights and Diversity Commission have a process for reporting
crimes of bias.
Aho asked if the department is able to send specific officers out on calls based on their skill
set, specifically on medical or mental health calls. Weber stated dispatch asks questions to
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July 14, 2020
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get a better sense of what type of call it is and they help provide resources. Being exposed to
these various scenarios is what makes officers better and more experienced. Case asked if
there is a need to add experts who are available for mental health calls and follow up. Weber
stated in many cases police are already following up on calls and asking for feedback on
what could have gone better or been done differently. Case added there could be potential to
add a staff person for this role with specialized training.
Aho inquired if being asked to enforce a mask policy would undermine the relationship
building the police department has been doing. Weber agreed that although officers are great
mediators, they would likely not want to be the enforcement.
Open Podium - Council Chamber (6:30)
II. OPEN PODIUM
A. SCOUT TROOP 342
Johnny, of Troop 342, asked how they can help the schools during the pandemic.
Case replied the school district and school board would best be able to assist with
this question.
Nathan, of Troop 342, asked how to protect water system from COVID-19. Case
replied there has been no national concern about COVID-19 spreading via the
water system.
Alex, of Troop 342, asked how youth can help clean the community. Case replied
City Staff will get back with ways to help.
Clark, of Troop 342, asked how the City keeps beaches safe to avoid or prevent
contamination and how youth can help. Case replied the City is very involved in
keeping beaches safe, and Council Member Nelson can provide more information
when they meet.
B. JOHN GOERGEN – CAMPAIGN FINANCE REFORM
John Goergen, 6805 Lorena Lane, stated the Supreme Court decision on
campaign finance reform is influencing elections through the biggest contributors.
Voters should know what donors are behind election campaigns. He asks the
Council to pass a resolution supporting the 28th amendment.
Case responded historically the Council has not often weighed in on national
issues. In order to move forward, the next step would be for one or more Council
members to decide to raise the issue to be placed on the Council agenda.
III. ADJOURNMENT