Texas City Municipal Police Association 2012 Satisfaction Survey

1. Texas City Municipal Police Association2012 Satisfaction Survey

2. Mission Statement The mission of the Texas City Police Department is to protect life and property while preserving public peace through innovative crime prevention methods. To effectively address quality of life concerns by a proactive police approach and through community policing initiatives to achieve mission objectives.

3. Texas City Police Department Goals • Deterrence of crime • Create, maintain, and support a high productive work environment for assigned personnel • Develop and maintain positive relationship with the community and other law enforcement agencies • Maintain high standards to ensure quality customer services are provided • To ensure changes are appropriately applied to assist in the successful prosecutions of those who violate established state statues and local city ordinances

4. Areas of Concern • Low morale • Perceived favoritism • Loss of manpower on the streets • Excessive internal affairs investigations

5. Purpose of Satisfaction Survey Texas City Municipal Police Association (TCMPA) has undertaken this confidential survey in an effort to measure the job satisfaction level among members of the Texas City Police Department. • To prioritize issues YOU feel are most important • To improve communication and understanding of the major barriers YOU perceive at work which keep you from being optimally productive and satisfied on your job • To improve the performance of all TCMPA members by giving you honest opinions

6. Survey Participants All responses were coded and all findings were reported so that no one can identify any individual, which ensures each survey had equal priority. • Sergeant • Corporal • Detective • Officer • Other

7. Survey Question Groups • Fairness • Effectiveness • Office Politics • Communication

8. Survey Questions: Fairness Q30: I believe that IAD investigations are used to retaliate against officers Q6: IAD investigations are initiated and conducted in a fair and timely manner Note: For the presentation, the agree portion represents the responses to “Strongly Agree” and “Agree” and the disagree portion represents the responses to “Disagree” and “Strongly Disagree”.

9. Survey Questions: Fairness Q72: I believe that the TCPD looks at seniority/experience when creating new positions or in deciding rank promotions Q70: Each employee is treated fairly and respectfully by his or her command staff at TCPD Note: For the presentation, the agree portion represents the responses to “Strongly Agree” and “Agree” and the disagree portion represents the responses to “Disagree” and “Strongly Disagree”.

10. Why Fairness? Greenberg. Behavior in Organizations, 2011, p. 43.

11. Survey Questions: Effectiveness Q31: For TCPD to survive as a great police department, much better organizational and leaderships skills are needed Q20: The Chief, Captains, Detectives and Sergeants generally work well together Note: For the presentation, the agree portion represents the responses to “Strongly Agree” and “Agree” and the disagree portion represents the responses to “Disagree” and “Strongly Disagree”.

12. Survey Questions: Effectiveness Q48: The staffing level for the Patrol Division is lower than what is needed to safely provide service Q33: One or more Administrators at the top of the TCPD command need to be separated in order to provide better effectiveness Note: For the presentation, the agree portion represents the responses to “Strongly Agree” and “Agree” and the disagree portion represents the responses to “Disagree” and “Strongly Disagree”.

13. Why Effectiveness? To optimally serve the community at large, there needs to be greater accountability of the command staff. Actions taken by the Chief and upper command need to be less retaliative and more open to feedback from the officers. There is a need to build morale and increase job satisfaction through the use of accountability, an open door policy and employee recognition which is nonpartisan, fair and equitable.

14. Survey Questions: Office Politics Q54: Recognition and the reward structure is independent of politics at TCPD Q29: I believe that morale is at a good level or appropriate for TCPD Note: For the presentation, the agree portion represents the responses to “Strongly Agree” and “Agree” and the disagree portion represents the responses to “Disagree” and “Strongly Disagree”.

15. Survey Questions: Office Politics Q87: TCPD politics or favoritism dictate promotions and new position assignments Q81: Personality conflicts and egos are serious problems at TCPD Note: For the presentation, the agree portion represents the responses to “Strongly Agree” and “Agree” and the disagree portion represents the responses to “Disagree” and “Strongly Disagree”.

16. Issues Regarding Office Politics Office Politics: unauthorized uses of power that enhance or protect one’s own interest There is a direct link between office politics and employee dissatisfaction. Based on the responses to the survey, there is a need to have Administrators who are better trained, more professional and less political.

17. Survey Questions: Communication Q46: TCPD policies are clearly communicated and uniformly enforced Q4: Most mistakes or failures at work are usually caused by communication breakdowns Note: For the presentation, the agree portion represents the responses to “Strongly Agree” and “Agree” and the disagree portion represents the responses to “Disagree” and “Strongly Disagree”.

18. Survey Questions: Communication Q52: I feel free to ask questions about almost anything in the workplace without retaliation Q28: I believe that trust within the department is very high at TCPD Note: For the presentation, the agree portion represents the responses to “Strongly Agree” and “Agree” and the disagree portion represents the responses to “Disagree” and “Strongly Disagree”.

19. Communication There is a need for more consistent and enhanced communication across ALL levels of the TCPD. To create a fair work environment and to improve morale, there needs to be communication of job-related criteria used for all selection decisions, especially promotions, which are explained to and understood by all.

20. Communication is Key Communication Involves Everyone in the Organization

21. Conclusion • Summary of Findings • Action Plan