View 2006 report - Medicine Hat Police Service

address and contct info line Medicine Hat Police Department address phone website etc 

20 6 

MEDICINE HAT POLICE DEPARTMENT 

ANNUAL REPORT TO THE PUBLIC 

0 

ANNUAL REPORT OF THE MEDICINE HAT POLICE SERVICE - 2006

Contents 

MISSION, PURPOSE AND VISION 

Medicine Hat Police Department 

3 

CORE VALUES 

Medicine Hat Police Department 

4 

DIRECTIONAL STATEMENT 

Police Cheif 

5 

PROGRESS 

Medcine Hat Community Drug Council 

6 

SEIZURES 

Drug seizures up 2x over 2005 

7 

REORGANIZATION 

Improvements in IPS efficiency and quality 

8 

2006 MEDICINE HAT PUBLIC SURVEY 

The results are in 

9 

PARTNERSHIPS 

Level III Traffic Investigators Course 

CACJ 

14 

MONEY 

Where does it come from 

Where does it go 

15 

MEDICINE HAT 

growth, stats, and more 

16 


Mission 

MISSION 

to optimize the quality of life in our 

community by maintaining Medicine Hat 

as a desirable, secure and safe place 

in which to live 

PURPOSE 

to provide a safe community through 

professional and progressive policing 

VISION 

to be the Police Service of choice 

“ The Medicine Hat Police Service of today 

is very different then it was 5 years ago.” 

“ This is a new and changing police 

service.” 

“ Only 50% of our 2001 membership list 

is still active today.” 

“ Our Police Commission’s motto there 

is no call too small is, and will always 

be, proof to our citizens that this police 

service is present and willing to assist.” 

Normand Boucher 

Chief of Police - Medicine Hat 


Core Values 

INTEGRITY 

We value and recognize that character 

is essential for the credibility of our 

service. We must “walk the talk”. 

ATTITUDE 

We value an optimistic and 

entusiastic attitude towards our daily 

responsibilities. Attitude is the difference 

in achieving success. 

LEADERSHIP 

We value the empowered individual and 

encourage development to their 

fullest potential, personally and 

professionally. 

BALANCE 

We value the importance of personal and 

professional balance. 

Physical, intellectual, spiritual and family. 

COMMUNICATION 

We value an open an two-way 

communication throughout all levels of 

the organization. 

CELEBRATE 

We value and recognize individual, team 

and service achievement. 

TEAMWORK 

We value individual efforts that are built 

around “We not I”. 

EXCELLENCE 

We value being and giving our best in all 

efforts. 

LOYALTY 

We value commitment, flexibility and 

adaptability towards our purpose, 

values and vision. 

ACCOUNTABILTY 

We value taking responsibility while 

accepting accountability for our actions 

and results. 


Directional Statement 

THE MEDICINE HAT POLICE SERVICE 

of today is very different then it was 5 

years ago. This is a new and changing 

police service. Only 50% of our 2001 

membership list is still active today. We 

are committed in investing in capacity. 

I personally recognize the energy, the 

willingness to learn and the commitment 

to team concept of our members. To 

complement these, I will ensure that 

your development is expedited through 

timely training and proper certification. 

From your part, you must focus on 

being “street smart”. According to Dr. 

Robert Sternberg of Yale University, 

“This is informal knowledge (called 

tacit knowledge) that no one bothers to 

tell you and usually that’s the stuff that 

makes the most difference”, particularly 

in our business. You must learn this 

from your environment, from mentors 

and by your attitude that the small stuff 

matters. Our Police Commission’s motto 

“there is no call too small” is, and will, 

always be proof to our citizens that this 

police service is present and willing to 

assist. 

Being street smart does not negate our 

responsibility to be professional, and, 

abiding by our accepted core values. 

It supports our commitment to be 

intelligence based in an ethical approach 

to addressing community needs, the 

recent City citizen satisfaction survey 

rated the police service as the most 

important of all city services; 

a statement that our City elected 

officials have supported all along. From 

this support, it is very important we 

embrace change with the right attitude. 

Our challenges are different then those 

of our predecessors. In other words, 

the leaders of the past knew how to 

tell while the leaders of the future 

must know how to ask. We must find 

ways to participate, commit and create 

new roads that address all aspects 

of change: from court decisions, new 

technology, partnerships and a more 

demanding environment. We, as public 

servants, are all agents of changes, 

and I, personally, will not apologize for 

challenging you to be your best. 

So what is in it for you? First, a 

realization that you have already 

achieved some success in improving 

our city through a low crime rate and a 

high crime solve rate. Secondly, your 

inclusion in an exceptional team concept 

where you are not just a number but 

you will be heard and you are expected 

to contribute. Thirdly, recognition 

from peers and citizens of your active 

contribution and devotion to others. And 

more importantly, a chance to progress 

in your chosen career. 

In that light, I am officially informing you 

that today we are starting our newly 

created career development planner 

process. This is oriented to you and will 

start with each one of you indicating 


Progress 

M E D I C I N E H A T 

community dr ug council 




community drug council 



The Medicine Hat Community Drug Council in conjunction with the Medicine Hat 

Police Department have put together the necessary framework and terms 

of reference to move forward with an Enforcement Working Group. 

1 

2 

GENERAL PURPOSE 

The purpose of The Community Drug Council’s Enforcement working group is to 

decrease drug use and availability through community awareness and participation. 

KEY DUTIES 

Committee will discuss, research and develop recommendations to be approved 

by the Community Drug Council. 

Committee brings items for information and discussion to the Community 

Drug Council. 

Initiatives of the Committee are intended to be in support of and in collaboration 

with other community organizations and services. 

3 

COMPOSITION 

Committee members are comprised of individuals from the Community Drug 

Council who are interested in contributing to this working group. 

Other individuals and community members will be encouraged to become 

involved either on an ongoing basis or for specific projects. 

Decision shall be made by consensus. 

In the event that a vote becomes necessary, each individual at the Working 

Group table has one vote. 

The Working Group shall appoint a Chairperson and Recorder from within 

their members. 

4 

MEETINGS 

The frequency of meetings will vary depending on the initiatives of the 

Working Group. 

A minimum of 4 meetings will be held in a calendar year. 

Meetings will be scheduled by the Chairperson. 

Any member of the Working Group may request the Chairperson 

to convene a meeting. 


Progress 

ENFORCEMENT WORKING GROUP 

Terms of Reference continued 

5 

RESOURCES 

Financial: Working Group 

must recommend all budgets / 

expenditures /cost 

items to the Community Drug Council. 

HR: All human resource and support 

is provided through volunteers and /or 

community organizations. 

6 

SPECIFIC ANNUAL OBJECTIVE 

To inform and educate the community 

regarding current drug activity. 

To explore strategies for community 

members to communicate with 

police services. 

To develop enforcement strategies 

based on formal and informal drug 

information gathering. 

To conduct a literature review of 

alternative sentencing options 

7 

REPORT AND TARGET DATES 

Regular reports will be submitted 

to the Community Drug Council in 

writing. 

Annual objectives will identify 

timelines/target dates. 

Additional reporting may become 

necessary based on projects 

and/or requirements from funding 

organizations. 

8 

REVIEW AND EVALUATION 

Working group submits a review and 

evaluation of initiatives on an annual 

basis. 

Working Group Terms of Reference 

may be changed by making 

recommendation to Community Drug 

Council for approval. 

9 

APPROVAL AND REVIEW DATE 

Working Group Terms of Reference 

will be reviewed annually. 


Drug Seizures 

Illegal drug seizures 

up 200% over 2005 

2006 2005 

HOW IS THIS POSSIBLE? 

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PIPELINE TRAINING 

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DEDICATED TEAMS TRAIN 20-30 OFFICERS 

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HIGHWAY INTERDICTION 

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Drug Seizures 

SUCCESSES NO CAUSE FOR COMPLACENCY 

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IPS Reorganization 

CIVILIAN STAFF 

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COURT PREPARATION FOR TRAILS 

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EFFICIENCIES GAINED 

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SUCCESSES 

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ANNUAL REPORT OF THE MEDICINE HAT POLICE SERVICE - 2006 

10

Community Survey 

98.7% 

approval 

rating 

MEDICINE HAT PUBLIC SURVEY 

In 2005 a police services survey was 

delivered door to door by students of 

Medicine Hat College Ploice and Security 

Program. 

7853 surveys were delivered 

2602 surveys were returned 

Which means 1 in 3 households 

responded 

The goal of the survey was to better 

understand residents and their needs, 

and in the process assistin setting the 

future direction of the Police Service. 

The following charts and statistics are 

derived from the survey. 

33% 

response 


11

Police Service 

Somewhat 

20.2% 

GENERAL PATROL DUTIES: 

Do you feel safe living in Medicine Hat? 

98.7% of responses somewhat to absolutely satisfied 

Absolutely 

12.8% 

Absolutely 

23% 

Very little 

4.2% 

Very much 

55.5% 

Somewhat 

33.1% 

Not at all 

2.3% 

I don’t know 

6.6% 

Very much 

41% 

ENFORCEMENT: 

Are you satisfied with the Medicine Hat Police Service’s 

enforcement of the law? 


Somewhat 

27.2% 

Very little 

2.9% 

Absolutely 

10.1% 


6.9% 

Not at all 

1.1% 

Very much 

51.8% 

OVERALL PERCEPTION OF POLICE SERVICE: 

How satisfied are you with the police service offered by the 

Medicine Hat Police Service? 


Source 2005 Medicine Hat Community Survey 


12

Bylaw Enforcement 

Very little 

12.7% 

COMPLAINANT: 

During the past 24 months if you come into contact with a Bylaw Officer, 

were you satisfied with how the situation was handled? 


Very little 

7.5% 

Somewhat 

20.1% 

Not at all 

29.4% 

Absolutely 

21.8% 

Absolutely 

18.7% 

Very much 

20.3% 


2.7% 


2.2% 

Not at all 

23% 

Very much 

17.1% 

Somewhat 

24.6% 

VIOLATOR: 

During the past 24 months if you came into contact with a Bylaw Officer, 

were you satisfied how the situation was handled? 


A lower stisfaction rating on the part of violators might be expected, 

however the overall lower rating of Bylaw Enforcement (62.2% as 

opposed to 89.1% for Police Service) highlights an area for attention. 

Commercial Routes 

9.4% 

Cat & Dog Bylaw 

13.5% 

Property Stds 

20.7% 

Noise 

13.4% 

Streets / Sidewalks 

24.1% 

TOP 5 BYLAW ENFORCEMENT PRIORITIES 

As identified by the public in the Medicine Hat Community Survey 

Source 2005 Medicine Hat Community Survey 


13

Service Statistics 

Less than 10 

19% 

10 or more 

23% 

25 or more 

8% 

30 or more 

2% 

Less than 5 

50% 

YEARS OF SERVICE FOR SWORN MEMBERS 

HUMAN RESOURCES 2006 

chief 

deputy chief 

inspectors 

staff sergeants 

sergeants 

constables 

special constables 

civilial staff 

ACCOMPANYING DESCRIPTION EXPLAINATION 

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14

Service Statistics 

Suspicious 

person/ vehicle 

Theft 

complaints 

Motor vehicle 

accidents 

Alarms 

Assistance to 

the public 

TOP 5 POLICE DISPATCHES 

Other 541 

Noise 

Property bylaw 

1904 

2020 

1098 

915 

2503 

2957 

3016 

Dogs at large 

1020 

Traffic 

1904 

TOP 5 BYLAW DISPATCHES 

CALLS FOR SERVICE 

TOTAL 32,641 

Police 26,419 

Bylaw 6,222 

Assaults 373 

Sexual Assaults 59 

Robbery 23 

Cocaine 76 

Cannabis 64 

B& E Residence 238 

B & E Business 102 

NOTES ABOUT STATISTICS 

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Theft of Motor Vehicle 201 

Weapons 52 

Theft Under $5000 1092 

Theft Over $5000 36 


15

Medicine Hat 

POPULATION GROWTH 

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KILOMETERS OF ROAD PATROLLED 

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234.900 Kilometers 

906 Kilometers 

MORE INTERESTING FACTS 






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AND ONE MORE 


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1. fact number one 

2. fact number two 

3. fact number three 


16

Partnerships 

LEVEL III TRAFFIC INVESTIGATORS 






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CACJ 






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17

Financial Information 

Operating costs 

25% 

2006 OPERATING BUDGET 

Staff Compensation $11,709,237 

Operating Cost $ 4,367,514 

Staff compensation 

75% 

2006 OPERATING COSTS 

Salaries, Wages and Benefits $11,709,237 

Services by Third Parties $ 1,100,258 

Debt / Loan Servicing $ 1,037,237 

Interdepartmental Charges $ 903,499 

Materials and Supplies / Misc $ 854,327 

Other Personel Costs $ 472,193 

Add in here 

where the money comes from 

and where the money goes charts 


18


19


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