UF Police Department Transparency

A LETTER FROM THE CHIEF

To all Members of the University of Florida Community,

We at the University of Florida Police Department hold each of our police officers and non-sworn staff to the Values of our Department: Justice, Professionalism, Trust, Service, and Integrity. But above all else, we value transparency.

We are continuing to evaluate the policies and procedures that inform our everyday work in order to establish stronger relationships with our Community and to make UF a safe campus for all.

We hope this page will give some insight into what we are actively working to address and the direction we will be taking UFPD in the coming weeks to continue our ever-present mission to preserve the safety of the Gator Nation.

Thank you,

Chief Linda J. Stump-Kurnick


UFPD VALUES

Justice: All department members are committed to the administration of law and order based on the constitutional idea of justice for all where every citizen will be treated with dignity, fairness and respect.
Professionalism: All department members will display attitudes, actions and behaviors that result in serving the highest interests of the campus community above their own.
Trust: All department members will conduct themselves in a manner worthy of the university community by exercising wisdom, compassion and commitment to honesty and justice.
Service: As members of a law enforcement agency, we recognize that we are servants of the public. As such, we are duty bound to the highest level of community service in the protection of life and property.
Integrity: All department members are expected to espouse the highest moral standards, always conducting themselves in a manner that is fair, ethical, legal and that portrays a sense of duty and honor.

Above all, we value transparency.


UFPD’S COMMITMENT

The University of Florida Police Department reviews our internal policies and procedures on an ongoing basis, which demonstrates our commitment to best practices. The following UFPD Directives speak to and address the recommendations raised by the #8CantWait campaign, and we are committed to continue reviewing of all of our related Directives and enacting changes to clarify Directives and procedures for officers.

Read more about UFPD Directives

UFPD’s Commitment to 8 Can’t Wait

  1. Ban Chokeholds and Strangleholds: 04000.4.G.2. “…[T]he use of neck restraints or other similar weaponless control techniques that could cause potentially serious injury are prohibited.”
  2. Require De-Escalation: 04000.4.D.2 - “Officers should try to resolve a situation with the least amount of force necessary. Command presence and verbal communication often will defuse many volatile situations. Sometimes, however, these are not enough or officers may not have an opportunity to use them. An officer may have to use physical force to gain control of the situation.”
  3. Require warning before shooting: 04000.4 B 7 – “When possible, a verbal warning shall be given prior to engaging in the use of deadly force.”
  4. Exhaust all other means before shooting: 04000.4.L.7 – “Officers shall not discharge a firearm except to protect themselves or others from death or great bodily harm.”
  5. Duty to intercede: 02705.4.J.59 - “Officers shall intercede when they know or have a reason to know that another officer is about to use, or is using, force that is clearly beyond that which is objectively reasonable under the circumstances. An officer who observes another employee use force that exceeds the degree of force permitted by law shall promptly report these observations and the efforts made to intercede to a supervisor.”
  6. Ban shooting at moving vehicles: 04000.4.L.8 – “Officers may only discharge a firearm into a moving vehicle when: The vehicle is being used as a deadly weapon and the officer and/or the public has no means to escape the threat; or An active shooter, engaged in an ongoing deadly force threat, is inside the vehicle.”
  7. Require use of force continuum: 04000.4.D  – “Use of Force Continuum. The use of force continuum is intended to be used as a guideline for officers in selecting effective, reasonable, and legal defensive actions in verbal and physical encounters. The officer should strive to use the minimal amount of force necessary to effect control over a subject. The officer should begin with the lowest level practicable and escalate only after meeting with increased resistance from the subject.”
  8. Require comprehensive reporting: 04000.4.N.1 – “…A written incident report and the RMS Use of Force module will be completed for any of the following types of response to resistance incidents:
    • Use of “Hard” empty hand control techniques as defined in this directive;
    • Use of leg restraints on a subject(s);
    • Use of weaponless force upon another to the extent it is likely to cause or lead to injury, claim of injury, or allegations of excessive force;
    • Discharge of an ASR on a subject(s);
    • Strike of a subject with an impact weapon;
    • Firearm drawn in the presence of a non-law enforcement subject;
    • Discharge of a firearm(s), intentionally or accidentally;
    • Taser drawn in the presence of a non-law enforcement subject;
    • Discharge of the Taser, intentionally or accidentally; and/or
    • Any action that results in or is alleged to have resulted in injury or death of another person.”

CURRENT ACTIONS

UFPD is currently engaging in efforts and actions across the University and Gainesville community to improve our understanding of, response to, communication with, and training about the diverse cultures within our community. We appreciate our community in helping us better ourselves and we encourage you to visit our website to learn in detail about each program:

  • Campus Advisory Committee
  • Early Intervention Program (EIP)
  • Community Police Academy (CPA)
  • Community Observer Program
  • Liaison with Student Government
  • Liaison with Faculty Senate
  • Member of Black on Black Crime Task Force
  • Member of Persons with Disabilities Committee
  • Member of Gainesville Commission on the Status of Women
  • Member of the Atkins-Warren Chapter of the National Organization of Black Law Enforcement Executives
  • Community Involvement: Rape Aggression Defense (RAD), Self-Defense Awareness and Familiarization Exchange (SAFE), Resisting Aggression Defensively for Kids (radKIDS), and Personal Empowerment and Safety Program
  • Annual Security and Fire Safety Report – Together for a Safe Campus
  • UFPD reports Response to Resistance statistics monthly to the FBI National Use of Force Data Collection

Read More About Each Program

Response to Resistance

On an annual basis, UFPD conducts a review of the deployment of response to resistance over the prior year. A document detailing the individual instances where response to resistance was used is compiled and made available to the public.

Response to Resistance Analysis

UFPD DIVERSITY DEMOGRAPHICS

White Females White Males Black Females Black Males Hispanic Females Hispanic Males Other Females Other Males Total
Sworn Officers 14 52 4 11 3 3 0 1 86
Current % 16.90% 58.40% 4.50% 12.40% 3.40% 3.40% 0.00% 1.10%

White Females White Males Black Females Black Males Hispanic Females Hispanic Males Other Females Other Males Total
Current Non-Sworn Staff 25 16 5 8 2 3 1 2 62
Current % 40.30% 25.80% 8.10% 12.90% 3.20% 4.80% 1.60% 3.20%

*This data depicts the genders and races within UFPD updated on July 31, 2020.

EDUCATION MAKE-UP AT UFPD

ACCREDITATION

The law enforcement accreditation program is recognized as a means of maintaining the highest standards of professionalism. Accreditation is awarded by an independent reviewing committee who conducts an on-site evaluation of the agency. Attaining accredited status demonstrates to the community that an agency is committed to maintaining the highest standards of professional law enforcement service. The accreditation of an agency is awarded for a set period of time upon which the agency must apply for re-accreditation.

The Commission on Accreditation for Law Enforcement Agencies


First Year of Accreditation: 1996

The Commission on Accreditation for Law Enforcement Agencies, Inc. (CALEA®), was created in 1979 as a credentialing authority through the joint efforts of law enforcement’s major executive associations:

  • International Association of Chiefs of Police (IACP)
  • National Organization of Black Law Enforcement Executives (NOBLE)
  • National Sheriffs’ Association (NSA)
  • Police Executive Research Forum (PERF)

CALEA

Florida Accreditation


First Year of Accreditation: 1997

The CFA was established by charter December 13, 1994 and incorporated on February 9, 1995. It is an independent, not-for-profit corporation designated as the accrediting body for Florida law enforcement and inspectors general accreditation. The Commission’s purpose is to establish a program for accreditation that can be achieved by all Florida law enforcement agencies and Inspectors general investigations offices. The Commission is comprised of 15 volunteer members:

  • Five sheriffs appointed by the FSA
  • Five police chiefs appointed by the FPCA
  • Representative appointed by the State Law Enforcement Chiefs Association
  • Mayor, city commissioner, city manager, or other representative appointed by the Florida League of Cities
  • County commissioner appointed by the Florida Association of Counties
  • Appellate or Circuit Court Judge appointed by the Florida Supreme Court
  • Representative appointed by the Office of the Chief Inspector General

Florida Accreditation

The International Association of Campus Law Enforcement Administrators


First Year of Accreditation: 2007

IACLEA was created by 11 college and university security directors who met in November of 1958 at Arizona State University to discuss job challenges and mutual problems and to create a clearinghouse for information on issues that campus public safety directors across the country share. Today, IACLEA has more than 4,200 members representing 1,000+ institutions of higher education in 11 countries.

  • International Association of Chiefs of Police (IACP)
  • National Organization of Black Law Enforcement Executives (NOBLE)
  • National Sheriffs’ Association (NSA)
  • Police Executive Research Forum (PERF)

IACLEA

CRITICAL INCIDENT RESPONSE TEAM

CIRT was created at the request of the Florida Board of Governors after the Virginia Polytechnic Institute and State University shooting in 2007 that left 33 people dead, including the shooter, who was a student in his senior year. The importance of CIRT continued to be apparent in 2014 after three people were shot at a Florida State Library, also leaving dead the shooter, an FSU graduate.

These officers are dispersed throughout the Department in the hope of having at least one additionally trained officer working at all times. According to the FBI, 80% of active shooter incidents in 2019 were stopped by law enforcement. And shooters were more likely than previous years to wear body armor, which reinforces the need of responding officers to have greater fire power than the traditional handgun. Research has also shown that more than 70% of active shooter incidents are over in five minutes or less. Although GPD and ASO have officers trained in advanced tactics, their response time would be well outside the average five minutes.The geography and access controls of campus would greatly hinder their response as well.

Although this supports the importance of having UFPD officers trained and equipped to respond to active shooters on campus, the University recognizes seeking to avoid these tragedies is the preferred result. As such, UFPD and UF continue to be dedicated to supporting prevention efforts through threat assessments and community education.

TRAININGS

The UFPD Training Division provides in-service training twice a year to sworn UFPD employees in order to meet and exceed the continuing education/training requirements as outlined by the Florida Criminal Justice Standards and Training Commission (CJSTC).

Read More (PDF)

Upcoming Training Events

  • July 2020: Department-Wide Implicit Bias Training
  • August 2020: In-Service Training for select officers
  • September 2020: Two officers attending Criminal Justice Ethics Training

Current Items Consistently Reviewed

  • Annual Use of Force Reviews
  • Annual Review of Bias-Based Profiling
  • Annual Review of Employee Demographics
  • Monthly Review of Body Worn Cameras (BMC) and In-Car Camera Videos

STUDENT COMMUNITY ORIENTED POLICE EFFORT
(S.C.O.P.E.)

The Mission of the University of Florida Police Department (UFPD) is to provide protection and service to the University community. The UFPD is committed to the prevention of crime and the protection of life and property; the preservation of peace, order, and safety; the enforcement of laws and ordinances; and the safeguarding of constitutional guarantees. With community service as the foundation, the UFPD is driven by goals to enhance the quality of life, investigating problems as well as incidents, seeking solutions and fostering a sense of security through programs reflecting the needs and desires of the community. The UFPD nurtures public trust by holding itself to the highest standards of performance and ethics.

The goals of the S.C.O.P.E. program are:

  • To create a crime prevention partnership between the University of Florida Department of Housing and Residence Education, resident students, and the UFPD.
  • Increase the visibility of the UFPD members throughout the various housing locations.
  • To inform the Housing Personnel and Resident Students of variables influencing the level of crime on campus and recommend crime prevention methods to lower the level of crime in an area.
  • To enhance the level of communication between the Housing Personnel, Resident Students, and the UFPD. Thereby increasing the level of trust and understanding of one another.

For more information about your SCOPE Officer, please review the SCOPE Bulletin Board posted within your residence hall or Graduate and Family Housing common area.

GATORS PROTECT GATORS