Report 2021-105 Recommendation 54 Responses

Report 2021-105: Law Enforcement Departments Have Not Adequately Guarded Against Biased Conduct (Release Date: April 2022)

Recommendation #54 To: Stockton Police Department

To improve its ability to recruit qualified applicants who reflect the diversity of its communities, by October 2022, Stockton Police should have a process for regularly monitoring data on the diversity of its current personnel, its new hires, and to the extent possible, its applicant pool. It should use these data to evaluate the success of its recruitment efforts and identify needed areas of improvement.

Annual Follow-Up Agency Response From October 2023

The Department receives hiring and current demographic data from the City of Stockton Human Resources. This data is analyzed and reported annually to the City Council through the Civil Service Commission. The Civil Service Commission reviews and has the opportunity to question the recruiting and hiring of police staff. The City of Stockton applications now capture ethnicity data, which is pulled semi-annually and reviewed and evaluated by the Recruiting Unit.

California State Auditor's Assessment of Annual Follow-Up Status: Partially Implemented

At the time of our review, Stockton had fully implemented these practices with the exception of having a regular process for analyzing data on the diversity of applicants. We requested from Stockton documentation showing that it analyzes applicant demographic data, but Stockton stated that it does not have a final plan. When Stockton provides documentation showing it has such a process, we will consider this recommendation to be fully implemented.

All Recommendations in 2021-105

Agency responses received are posted verbatim.