HomeMy WebLinkAbout2018-06-11 City Council Workshop Packet
PLEASENOTESTARTTIME
PLEASENOTESTARTTIME
AGENDA
MAPLEWOOD CITY COUNCIL
MANAGER WORKSHOP
5:30P.M. Monday,June 11,2018
Maplewood City Hall –Council Chambers
A.CALL TO ORDER
B.ROLL CALL
C.APPROVAL OF AGENDA
D.UNFINISHED BUSINESS
None
E.NEW BUSINESS
1.Wilder Foundation Presentation
2.Eastside MnDOT Project Review
F.ADJOURNMENT
RULES OF CIVILITY FOR THE CITY COUNCIL, BOARDS, COMMISSIONS AND OUR COMMUNITY
Following are rules of civility the City of Maplewood expects of everyone appearing at Council Meetings -
elected officials, staff and citizens. It is hoped that by following these simple rules, everyone’s opinions can be
heard and understood in a reasonable manner. We appreciate the fact that when appearing at Council
meetings, it is understood that everyone will follow these principles:
Speakonly for yourself, not for other council members or citizens -unless specifically tasked by your
colleagues to speak for the group or for citizens in the form of a petition.
Show respect during comments and/or discussions, listen actively and do not interrupt or talk amongst each
other.
Be respectful of the process, keeping order and decorum. Do not be critical of council members, staff or others
in public.
Be respectful of each other’s time keeping remarks brief, to the point and non-repetitive.
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CITY COUNCIL WORKSHOPSTAFF REPORT
Meeting Date June 11, 2018
REPORT TO:
Melinda Coleman, City Manager
REPORT FROM:Mike Funk, Assistant City Manager/HR Director
PRESENTER:
Mike Funk, Intro
Julie Atellaand Lindsay Turner, Wilder Foundation
AGENDA ITEM:
Wilder Foundation Presentation
Action Requested:MotionDiscussionPublic Hearing
Form of Action:ResolutionOrdinanceContract/AgreementProclamation
Policy Issue:
The purpose of this item is to review the final report and recommendations from Wilder Research
regarding their work with the City’s racial equity efforts.
Recommended Action:
Motion to accept report.
Fiscal Impact:
Is There a Fiscal Impact?NoYes, the true or estimated cost is $0.00
Financing source(s):Adopted BudgetBudget ModificationNew Revenue Source
Use of Reserves Other:n/a
Strategic Plan Relevance:
Financial SustainabilityIntegrated CommunicationTargeted Redevelopment
Operational EffectivenessCommunity InclusivenessInfrastructure & Asset Mgmt.
This discussion ties directly to Community Inclusivenessas we strive to create a community that is
engaged, tolerant, and compassionate about everyone. To further build a community that
embraces and respects diversity and that uses different perspectives and experiences to build an
inclusive and equitable city for all.
Background
The City’s relationship with the Amherst H. Wilder Foundation dates back to March of 2016 when
they began working on Phase I of the City’s Racial Equity project. In August of 2017, the Council
approved the last phase - Phase III. Recently, the Amherst H. Wilder Foundation completed Phase
III, which completes their work on this project.
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Throughout each of the three phases the Amherst H, Wilder Foundation has assisted the City in
gathering data/input from various stakeholders.
The information from these findings will be used by the M.O.R.E group (Maplewood’s Organization
for Racial Equity) in framing up strategies, goals, and action steps to meet the Community
Inclusiveness Strategic Initiative.
Attachments
1.Final Report- Maplewood Equity Project
2.PowerPoint Presentation
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Racial Equity in Maplewood:
A Needs Assessment
APRIL 2018
Prepared by:
Lindsay Turner, Julie Atella and Laura Schauben
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Contents
Background ......................................................................................................................... 1
Methods........................................................................................................................... 1
Limitations of data collection ......................................................................................... 3
Lessons learned ................................................................................................................... 4
Maplewood city employees and commissioners............................................................. 4
Maplewood law enforcement officers and staff .............................................................. 6
Community perceptions .................................................................................................. 8
Recommendations for next steps ...................................................................................... 10
Appendix ........................................................................................................................... 14
Appendix A: 2016 Commissioner survey summary .................................................... 15
Appendix B: 2016 Use of Force Workgroup interview summary ............................... 17
Appendix C: 2016 Employee survey summary ............................................................ 19
Appendix D: 2016 Law enforcement survey tables ..................................................... 24
Appendix E: 2017 GARE interview and Racial Equity Team focus group summary .... 27
Appendix F: 2017 Community intercept interviews .................................................... 29
Appendix G: Maplewood resident interview protocol ................................................. 34
Appendix H: In service PowerPoint ............................................................................. 38
Appendix I: Reference list ............................................................................................ 46
Figures
a
1. Race/ethnicity of city employees and working-age adults in Maplewood ................ 5
2. Race/ethnicity of adults (age 18 through 74) in Maplewood and adults arrested in
Maplewood in 2017 .................................................................................................... 7
3. Race/ethnicity of youth (age 0 through 17) in Maplewood and youth arrested in
Maplewood in 2017 .................................................................................................... 7
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Acknowledgments
This report would not be possible without the input from key informants, the city of
Maplewood employees who participated in the surveys, and the community members
who participated in the interviews. We also are grateful to the Maplewood Police
Department for allowing two Wilder staff to join them during their patrol to gather
community feedback.
Our appreciation is extended to Paul Schnell, the former Chief of the Maplewood Police
Department, who began this project with funding from the Saint Paul Foundation. In
addition, we appreciate the support and guidance of Scott Nadeau, Chief of Maplewood
Police Department, as well as the city of Maplewood’s Mike Funk, Lieutenant Kerry Crotty,
and Cassie Fisher. Wilder Research is also grateful to Jeanne Zimmer of the Dispute
Resolution Center for her support of this project.
Wilder Research contributors include:
Barry Bloomgren, Jr.
Jenny Bohlke
Jen Collins
Marilyn Conrad
Heather Loch
Melanie Ferris
Nicole MartinRogers
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Background
With funding from the Saint Paul Foundation, the city of Maplewood worked with Wilder
Research to conduct a needs assessment to better understand the city’s strengths and
opportunities for progress related to racial equity. The assessment included both qualitative
and quantitative data collection activities. While collecting data from both employees and
residents was important, the city of Maplewood determined that identifying employees’
perspectives would be the most effective starting point, and, thus, the needs assessment
focused on collecting information from them.
Methods
Wilder Research developed a number of survey, interview, and focus group protocols, which
were administered between September 2016 and August 2017. All data collected were analyzed
by Wilder Research. Data collected from these activities allow for greater understanding of
employees’ perspectives related to racial equity and community connectedness, the experiences
of people engaged in city initiatives around improving community engagement of diverse
residents, and the opinions of select community members involved in city of Maplewood
activities. Participation in each of the data collection activities was voluntary.
Specifically, data collection activities included:
Commissioner survey (N=32)
A web survey was sent to 121 city commissioners in summer 2016 to gathertheir
public volunteers' perspectives about equity in the city. The city of Maplewood provided
the list of commissioners. The survey response rate was 26 percent. Results are presented
in Appendix A.
Citywide employee survey (N=128)
Wilder Research designed a survey to gather information from city of Maplewood
employees. The survey was emailed to 170 employees in summer 2016, and 128
completed the survey for a response rate of 75 percent. Results are presented in
Appendix C.
Law enforcement survey (N=36)
In fall 2016, a survey was given to law enforcement staff in various meetings to gather
information specifically about the police department’s perspectives on equity and
inclusiveness. Law enforcement staff completed 36 surveys for a response rate of 77
percent. Results are presented in Appendix D.
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Key informant interviews with Use of Force Workgroup members (N=9)
Members of the Use of Force Workgroup were offered the opportunityto participate in a
45-60 minute interview to share their opinions of the workgroup’s implementation
and impact. The interviewees consisted of community members, paid facilitators,
andgovernment employees. A total of 9 of the 12 members were interviewed
betweenNovember and December 2016, a response rate of 75 percent. Respondents
were given a $20 incentive for their time. Results are presented in Appendix B.
Focus groups with two Maplewood Racial Equity Teams (N=20)
At the time of data collection, Maplewood had two Racial Equity Teams comprised of
city staff. Wilder Research attended one regular meeting of each team andconducted a
focus group with attendees. Questions focused on the teams’ experiences thus far, including
challenges and successes. In total, 20 of 28 team members were present the day of
the focus group. Results are presented in Appendix E.
Key informant interviews with GARE members (N=6)
In summer 2017, Wilder Research staff conducted key informant interviews by phone
or in person with all of the original members of Maplewood’s Government Alliance
for Racial Equity (GARE) group to identify key successes, challenges, and lessons learned.
Results are presented in Appendix E.
Intercept interviews with Maplewood residents (N=59)
In order to better understand resident perceptions of community engagement and racial
equity in Maplewood, Wilder Research staff interviewed 59 Maplewood residents.
Participants were recruited and completed the interview at either a National Night Out
block party or a city-organized WOW event. In order to reduce the time required to
complete the survey, the interview protocol was designed so some of the questions would
be answered by all respondents, and some would be answered by a randomly selected
sub-group (see Appendix G). All interviewees were eligible to enter a drawing for five
Target gift cards (worth $50 - $100). Results are presented in Appendix F.
Maplewood Police Department in-service feedback (N=28)
Wilder researchers presented to Maplewood police officers and law enforcement staff
findings from the Maplewood city employee survey, the law enforcement survey, and
the resident intercept interviews, as well as data provided by the police chief (see Appendix
H). Immediately following the presentation, officers and staff broke into small groups
for confidential discussions. They had opportunities to provide feedback to Wilder
researchers after the presentations and small group discussions.
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Limitations of data collection
Two factors limit the data collected: survey response rates and small, non-representative
residentinterview samples.
First, while the response rates were high overall (75% for non-law enforcement city
employees and 77% for Maplewood Police Department employees), we do not have
information on why people declined to participate or whether their responses would have
differed systematically from those who did participate. In addition, the response rate for
the commissioners was substantially lower (26%).
Second, Maplewood residents only provided information through intercept interviews. There
are two important limits: First, 59 residents participated in interviews. Second, researchers
contacted residents through police- and city-affiliated events, which could lead to some
response bias. Specifically, Maplewood residents participating in those events may be more
likely than those who did not participate to: know about city events, feel more connected to
and positive about the city, and be comfortable attending events with law enforcement present.
Despite these limitations, promising themes emerged from the surveys and interviews
that may be of use in guiding further data collection and action.
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Lessons learned
Maplewood city employees and commissioners
The following section highlights lessons learned from the responses of city of Maplewood
employees and commissioners. Specifically, information was derived from the citywide
employee survey, the law enforcement survey, the commissioner survey, the GARE
interviews, and the focus groups with the Racial Equity Teams.
Overall, responding employees, regardless of position, generally agreed that diversity and
inclusion are important, but may overestimate the extent to which racial equity has already
been achieved. When law enforcement survey questions are consistent with overall city
employee survey questions, we present the data in this section. Unique law enforcement
data can be found in the subsequent section, and more detailed results are in the Appendix.
Most city staff, including law enforcement, support increasing racial equity
Fifty-nine percent of city employees thought that the city should focus on increasing racial
equity.Of those who disagreed about the need to focus on racial equity, 88 percent agreed
that the city provides services fairly, regardless of race and ethnicity. This suggests that many
of the people who said the city should not focus on racial equity believe it has already
been achieved.
While Maplewood police officers were not asked specifically about the importance of
increasing racial equity, the majority of respondents agreed or strongly agreed that a diverse
police department is important (68%), and abouthalf agreed the city should provide cultural
diversity training to its employees (52%).
Similarly, all GARE members said they joined the group because they thought increasing
racial equity was important. In the focus groups, a common theme was that Racial Equity
Teammembersthought that the most important priority for them should be creating action
steps to increase racial equity.
Slightly more than half of city staff, including law enforcement, mistakenly believe
the city’s workforce reflects Maplewood’s diversity
Sixty percent of surveyed law enforcement staff, 55 percent of surveyed city employees,
and 53 percent of surveyed commissioners said that the city’s workforce reflects the diversity
of Maplewood. In addition, 67 percent of law enforcement agreed or strongly agreed that
police department employees represent the demographics of the city’s residents.
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In contrast, a key theme from both the GARE interviews and Racial Equity Teams focus
groups was that the lack of diversity among city of Maplewood staff is a challenge in racial
equity work.
Notably, about 3 out of 10 working-age residents in Maplewood are people of color
(29%), as estimated by the U.S. CensusBureau (Figure 1). In comparison, just slightly more
than 1 out of 10 city of Maplewood employees are people of color (13%), according to the
city of Maplewood.
a
1. Race/ethnicity of city employees and working-age adults in Maplewood
City employees (N=167)
87%13%
Working-age adults in Maplewood
71%29%
White (non-Hispanic)Of Color
Source. U.S. Census, American Community Survey, 2011-2015 5-year estimates and Maplewood Human Resources data
provided in November 2017.
a
Includes adults age 18-64.
Most employees believe they are culturally competent, and the majority also agree
that subconscious bias can impact behavior
Most responding city employees agreed or strongly agreed that they are culturally competent
(89%). Additionally, a large majority of city employees agreed or strongly agreed that racial
stereotypes can influence people’s actions even when the individual is unaware of it (83%;
city employees were not asked whether they believe that subconscious bias affects their
own behavior).
Eighty-one percent of law enforcement respondents agreed that others’ opinions about
law enforcement can be influenced by stereotypes, even subconsciously. (This is different
from the total in table D.10 due to rounding.) Fewer respondents, 52 percent, agreed that
stereotypes about people of color can affect law enforcement's actions, even subconsciously.
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Members of GARE and Racial Equity Teams agreed that their principle success
was creating a space for racial equity work
When asked to articulate the main successes of the GARE and Racial Equity Teams, the
“Beyond Diversity” training was named as the main success in both interviews and
focus groups. This training was attended by all city employees. Members considered it a
success because it increased city employees’ buy-in to racial equity work and created
space for city employees to talk about racial equity. Another interview and focus group
theme was that the groups also succeeded in creating other spaces for racial equity
conversations, either through group meetings or through more informal conversations with
non-member colleagues.
Maplewood law enforcement officers and staff
Officers and staff of the Maplewood Police Department informed this report in two ways:
by responding to a survey and by providing feedback after a presentation of a few key findings
from the assessment. We present survey and feedback themes below.
members would increase department effectiveness
Law enforcement staff were asked if police department employees could be more effective
if they were encouraged to build connections with community members from diverse
backgrounds. Fifty-eight percent disagreed (48%) or strongly disagreed (10%).
Over half of law enforcement staff did not think that their arrests were racially
disproportionate
As a way to assess understanding of the actions of their own department, law enforcement
employees were asked if the Maplewood Police Department (MPD) arrests people of
color disproportionate to their percentage in the population. A little over half of
respondents believe that arrests are racially proportionate (58%). This is consistent with
feedback provided during November 2017 law enforcement in-services. However, 2017’s
arrest data do not bear this out (Figures 2 and 3).
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2. Race/ethnicity of adults (age 18 through 74) in Maplewood and adults
arrested in Maplewood in 2017
Adult Maplewood
Adult Maplewood residents arrested
Adults arrested in
residents arrested at MPD discretion
Adult Maplewood
Maplewood in in Maplewood in in Maplewood in
population2017 2017 2017
RaceNumber %Number %Number % Number%
a
American Indian/ Suppressed37 3% 3 1% 0 0%
Alaskan Native
Asian 3,571 13% 103 9% 23 9% 61%
Black2,1038%44537%9839%1124%
b
Latino1,368 5%
White19,75572% 557 46% 116 46%28 62%
c
Multi-racial 785 3%
Unknown- - 696% 13 5% 00%
Source. Arrest data: Maplewood Analysis of 2017 Enforcement Action, provided by Chief Scott Nadeau, Jan 18, 2018. Population data: U.S.
Census, American Community Survey 2012 – 2016 5-year estimates.
Note. Totals may not be 100% due to rounding.
a
Overall population data are suppressed where totals are fewer than 10 individuals or less than 1%.
b
Latino/Hispanic not reported separately in arrest data.
c
Multi-racial/ethnic heritage not reported separately in arrest data.
3. Race/ethnicity of youth (age 0 through 17) in Maplewood and youth arrested
in Maplewood in 2017
Youth Maplewood
Youth Maplewood residents arrested
Youth arrested in
residents arrested at MPD discretion
Youth Maplewood
Maplewood in in Maplewood in in Maplewood in
population2017 2017 2017
RaceNumber % Number%Number % Number%
a
American Indian/ Suppressed3 1% 0 0% 0 0%
Alaskan Native
Asian 2,182 25% 19 7% 23% 0 0%
Black 892 10% 16765% 46 74% 2 100%
b
Latino1,237 14%
White3,548 40% 60 23% 13 21% 0 0%
c
Multi-racial 1,111 13%
Unknown- -9 3% 12% 0 0%
Source. Arrest data: Maplewood Analysis of 2017 Enforcement Action, provided by Chief Scott Nadeau, Jan 18, 2018. Population data: U.S.
Census, American Community Survey 2012 – 2016 5-year estimates.
Note. Totals may not be 100% due to rounding.
a
Overall population data are suppressed where totals are fewer than 10 individuals or less than 1%.
b
Latino/Hispanic not reported separately in arrest data
c
Multi-racial/ethnic heritage not reported separately in arrest data
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While these data do not speak to racial bias, they do show that the majority of law enforcement
respondents do not have an accurate understanding of whether the racial demographics
of arrestees are representative of the racial demographics of Maplewood. The law
enforcement survey did not ask respondents to differentiate between type of arrest made
(discretionary or non-discretionary), nor did it ask respondents to focus on only arrests of
Maplewood residents.
Law enforcement feedback focused on the need for accurate data and more research
Maplewood Police Department officers and staff had two opportunities to provide feedback
during an in-service presentation, through anonymous written responses to the presentation
and through reporting back those parts of their confidential small group discussions that
they felt comfortable sharing. The largest theme from the anonymous feedback had to do
with concerns with the data presented (29% of comments). Law enforcement staff and
officers were concerned by the small number of Maplewood residents interviewed and by
the arrest data’s inclusion of non-discretionary arrests and arrestees who lived outside of
Maplewood. The next most common concerns had to do with the report (12%) and the
project (12%), including feelings that the assessment was intentionally biased to make law
enforcement look bad, that communication about the project within the department was
insufficient, and that the results could have unfair, negative consequences for law enforcement
if shared publically. Four responses had to do with something that law enforcement learned
about themselves or community perceptions of police (10%).
Given that the most frequent concern was with the data presented, it is not surprising that
the strongest feedback theme focused on improving the data. Police officers and staff
suggested further research both in anonymous written responses (27% of comments) and
in reports from small group discussions (40% of comments). Specific suggestions included
obtaining data from a representative sample of Maplewood residents and securing more
detailed information on the demographics of arrestees in Maplewood, such as the reason
for the initial contact and whether the arrestee is a Maplewood resident. Officers and staff
also suggested community engagement as a next step (20%); improving the report process
by increasing transparency and officer buy-in (13%); and improving the project by increasing
communication between police and the city (13%).
Community perceptions
The following section highlights lessons learned from intercept interviews with Maplewood
residents at city-sponsored eventsand from phone interviews with community members of
the city’s Use of Force Workgroup. Most respondentsfelt connected to the city. In
addition, most said that law enforcement interacts with the public in a way that makes
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people feel safe and respectedregardless of race. More detailed results can be found in
this section and in the Appendix.
Residents feel connected to the city
Of the 41 residents asked to identify how connected they feel to the city of Maplewood,
78 percent felt somewhat connected or very connected. Respondents’ answers did not vary
by race.
Some participants would like the city to have more events
When asked what the city could do to build stronger connectedness to Maplewood, themes
included sponsoring more community events (n=12), and improving communication about
events (n=14). The focus on events as a way to build community could be due, in part, to
researchers collecting the data from people who chose to attend city-sponsored events.
Law enforcement’s behavior was cited both as a reason for and an opportunity
to increase residents’ connection to Maplewood
Several respondents, both white and people of color, said that law enforcement’s presence
or behavior was one of the reasons they felt connected to the city of Maplewood. In addition,
several suggested having law enforcement attend events as participants, rather than to patrol
the event, as a way to help residents of all races feel safe and respected.
Most participants do not know what the city is doing to advance racial equity
Of the 35 residents asked whatthey are aware of, if anything, regarding what the city is doing
to advance racial equity, a large majority was unaware of any city efforts (72%).
Most residents interviewed think the Maplewood Police Department interacts
fairly with people of all racial backgrounds
Interviewers asked residents if the Maplewood Police Department interacts with the public
in a way that makes people feel safe and respected, regardless of race. The overall majority
agreed (26 of 34 respondents; 76%), including 79 percent of white interviewees who
agreed (N=15 of 19). It is important to note that there were not enough interviews
completed with many of the city’s cultural groups, so future equity work should explore
this theme further to see if it is corroborated among the groups or if different ones emerge.
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Recommendations for next steps
City leadership should commit to moving racial equity work forward and be
vocal about this commitment. For racial equity efforts to be effective, a clear and
often-repeated commitment is needed from city leaders, with specific individuals selected
to prioritize and guide the work. This commitment should include clear objectives for
the racial equity efforts and expectations for what is expected of city and law
enforcement staff. It should also include plans for continued citywide equity training
opportunities.
Form diverse workgroups for planning and implementing racial equity efforts.
Workgroups with both racial diversity and diversity of stakeholder position (city
employee, law enforcement, community member, etc.) would be valuable for two
reasons: to provide a venue for city employees, including law enforcement, to bring
their concerns, and to maximize available perspectives and resources. The two relevant
concerns expressed by stakeholders were being unaware of or uninvolved in racial
equity efforts thus far, and the lack of involvement of city staff in these efforts.
Additionally, workgroups such as the Use of Force Workgroup appear to be a
promising strategy for building relationships and changing negative stereotypes
between groups. Therefore, Wilder suggests the following:
Hold joint equity efforts with law enforcement and other divisions of the city.
Joint equity efforts will allow for more impact and more effective use of the city’s
limited resources. In addition, each division will be better able to learn from and
serve as a role model for each other.
Form diverse workgroups to accomplish specific tasks. One of the most
successful strategies respondents discussed was the Use of Force Workgroup,
which included law enforcement staff and community residents. Workgroup
members said the group not only reviewed the assigned policies/procedures, but
built participants’ understanding and appreciation of each other’s perspectives and
roles. Whether they combine both management and “line workers” or city staff
and residents, joint workgroups appear to be a promising strategy for building
relationships and changing negative stereotypes between groups.
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Continue to build city employee capacity to collect and analyze data according to
best practices. The Analysis of 2017 Enforcement Action from the Maplewood Police
1
Department, and its subsequent publication, demonstrate a clear and worthwhile
employee interest in collecting and using data to guide decision-making
Opportunities to enhance future data collection and analysis include:
Partnering with psychologists, sociologists, or other trained research professionals
to collect information from staff about their subjective mindset about race and
culture. Arrest data can help identify disproportionate contact or other racial
inequities, but alone cannot fully explain or uncover racial bias within a workforce.
If the city of Maplewood wants to explore racial bias in the future, it would be
important to supplement the analysis with data that explore employee attitudes
2
about race. The addition of these types of data will help uncover if there is an
existence of racial bias, and to what degree.
Building internal capacity or consulting with research professionals to directly
compare the demographics of those involved in law enforcement action (such as
arrestees) to population demographics. Making these direct comparisons (see
Figures 2 and 3 above) is necessary to determine whether there are racial
disparities in law enforcement action.
While some of these recommendations focus on how data were presented in the
Analysis report, they would apply to any city department that might collect
information to identify potential disparities in access, outreach, involvement, and
service delivery to residents.
Build city employee’s buy-in to racial equity efforts. In this assessment, many officers
said that racial equity is not a problem, and, thus, do not believe change is needed. In
addition, several respondents appear to feel that other’s beliefs about racial inequities
have resulted in law enforcement being treated unfairly; these respondents tended to be
suspicious about racial equity efforts or feel they were unnecessary. In order to build
buy-in, it is critical to remove blame from conversations about racial equity and
encourage law enforcement and city employees to see that all people can increase
their cultural competence. Given that context, education for law enforcement (and other
city staff) by someone they trust on topics such as the following is recommended:
1
Maplewood Police Department. (2018). Analysis of 2017 Enforcement Action. Retrieved from https://mn-
maplewood2.civicplus.com/DocumentCenter/View/19614
2
Goff, P. A., & Kahn, K. B. (2012). Racial bias in policing: Why we know less than we should. Social Issues
and Policy Review, 6(1), 177-210, p. 191.
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Racial inequities/disproportions related to staff’s work (e.g., racial disproportions in
the makeup of Maplewood residents and who is being arrested,as well as the impact
of racial inequities in education and poverty in society).
The dynamics of implicit bias and its relevance to their work.
The benefits for staff of racial equity work in general, and of the specific strategiesthe
city of Maplewood intends to use.
How to most effectively engage in racial equity-related conversations with co-workers
and community members.
Continue to build workforce diversity.The city of Maplewood, and law enforcement
specifically, has increased its racial diversity from 10 percent employees of color in
2016 to 13 percent in 2017. Continue to build on this success, using strategies to increase
hiring and retention of people of color. The importance of a diverse workforce was
highlighted by GARE interviewees and Racial Equity Team members. Having staff
that reflects the racial composition of the community is important for building stronger
city staff-resident relationships and increasing all residents' connectedness to the city
of Maplewood. In addition, a more diverse staff can increase the city’s ability to provide
services and create policies that have equitable and positive impacts.
Build law enforcement’s engagement with the community. Increasing law
enforcement’s connection to community members, including outreach and relationship
building with different communities, including older adults, youth, LGBTQ, cultural
communities, and communities of color. It was a common suggestion among interviewed
community members and is a priority of the city of Maplewood. In order to reach this
goal, several community interviewees suggested that law enforcement attend more
community events, participating for the purpose of building relationships with
residents, rather than patrolling behavior. Notably, hosting more free and low cost events
was also a common suggestion for building relationships among residents and between
residents and all city staff as well, and for building residents’ engagement with the city
of Maplewood.
Conduct more research, especially with community members. The city of Maplewood
could hire an organization, such as Wilder Research, that has expertise in conducting
community-based evaluation and research in multiple cultural communities and multi-
cultural contexts. An organization contracted to do this work can work with city leaders
to continue their efforts in and capacity for collecting information from community
members in multiple ways. The organization could work with the city’s cultural
communities to gather their input on the goals and methodologies, as well as build buy-
in to increase participation. They may also work together to develop interview and focus
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group protocols to ensure they are culturallyfitting for the local communities. In addition to
conducting the interviews and focus groups, the organization could work with the cultural
liaisons and brokers in specific communities to provide training to build their capacity on
how to conduct community evaluation. Involving the community in the data collection
process will not only enhance the aforementioned engagement recommendation, but also
publically underscore the city’s commitment to racial equity work. By conducting focus
groups and interviews with community members, a further understanding about the
needs and attitudes of residents related to racial equity and community engagement
would be gathered. This, in turn, can help inform strategy, build buy-in among city
employees, and determine the outcomes the city would like to measure.
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Appendix
Appendix A: 2016 Commissioner survey summary
Appendix B: 2016 Use of Force Workgroup interview summary
Appendix C: 2016 Employee survey summary
Appendix D: 2016 Law enforcement survey tables
Appendix E: 2017 Government Alliance for Racial Equity (GARE) interview
and Racial Equity Team focus group summary
Appendix F: 2017 Community intercept interviews
Appendix G: Maplewood resident interview protocol
Appendix H: In service PowerPoint
Appendix I: Reference list
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Appendix A: 2016 Commissioner
survey summary
Background
As part of this needs assessment, Wilder Research designed a survey to gather information
from city of Maplewood commissioners. The survey was emailed to 121 commissioners
and 32 surveys were submitted. There was a 26percentresponserate.
This section provides tables of the responses. It is important to note that most questions were
not required and some of the respondents did not complete the entire survey. Therefore, the
numberof respondents for each question varies.
A1. The city of Maplewood’s workforce represents the demographics of its
residents. (N=30)
%
Strongly agree 10%
Agree 43%
Disagree 33%
Strongly disagree 13%
A2. How important is having a diverse city government workforce to you?
(N=32)
%
Very important47%
Somewhat important 31%
A little important 6%
Not important at all16%
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A3. The city of Maplewood is an inviting place for community members from
diverse backgrounds, including communities of color.(N=32)
%
Strongly agree 13%
Agree 63%
Disagree 25%
Strongly disagree 0%
Note. Percentage may be over 100 percent due to rounding.
A4. The city of Maplewood should provide its employees cultural diversity
training. (N=31)
%
Strongly agree 35%
Agree 45%
Disagree 13%
Strongly disagree 6%
Note. Percentage may be over 100 percent due to rounding.
A5. The city of Maplewood should require its staff to build connections with
community members with diverse backgrounds. (N=32)
%
Strongly agree 31%
Agree 53%
Disagree 9%
Strongly disagree 6%
Note. Percentage may be over 100 percent due to rounding.
A6. The city of Maplewood’s leaders prioritize diversity among their
employees. (N=28)
%
Strongly agree 7%
Agree 43%
Disagree 32%
Strongly disagree 18%
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Appendix B: 2016 Use of Force
Workgroup interview summary
The following are key themes derived from the nine phone interviews conducted with
members of the Use of Force Workgroup. To protect confidentiality, given the small sample
size, the number of individuals who endorsed each theme are not provided. A category of
responses were considered a theme if it was endorsed by three or more people.
1. How long have you been participating in the Use of Force Workgroup?
All respondents were involved since the Workgroup began
2. What motivated you to join the Workgroup? \[PROBE: Why this group over other
ways you could be engaged?)
Know a police officer
Interest in the topic (e.g., policy work, racial equity)
Live in Maplewood for a long time/long term citizen
Want to volunteer
3. What do you see as the primary goals of the Workgroup?
To review use of force policy
To ensure community voice is heard
4. What do you see as your role in the Workgroup?
To contribute own perceptions and unique perspective
To listen
To help resolve use of force issues
5. Do you feel like your perspective is valued by other Workgroup members?
Most said “yes”
A fewfelt they needed more information/data to provide an informed perspective
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6. What about the Workgroup meetings is going well?
Participation in the shooting training (many felt it was eye-opening)
Members are open-minded about learning and about changing their opinions
Members are doing a good job listening to each other
Facilitators are helpful
7. How could the Workgroup be improved?
Provide more information about expectations for participation up front
Provide a more thoughtful and thorough collection of materials, including
facilitating the sharing of materials that members find
Have the workgroup have more input into the agenda for the meetings, including
meeting topics, goals, and the materials that are shared
Consider having homework assignments or activities so that people come
prepared for action
Add more racially diverse members to the workgroup
8. In what ways, if any, has being on the Workgroup changed your feelings about
police or city government?
Greater understanding and appreciation for police officers’ experiences
Appreciation for the opportunity to provide input about how the city addresses
topics such as use of force
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Appendix C: 2016 Employee
survey summary
Background
As part of this needs assessment, Wilder Research designed a survey to gather information
from city of Maplewood employees, as their perspectives are essential to understanding
the city’s assets and gaps. The survey was emailed to 170 city of Maplewood employees,
and 134 surveys were submitted. Six of those surveys were removed due to ‘opting out’ or
not completing enough of the survey. So the total number of surveys that were included in
the overall analysis is 128, a response rate of 75 percent.
This section summarizes the survey results of the 128 employees. It is important to note
that most questions were not required and some of the respondents did not answer all of
the questions. Therefore, the number of respondents for each question varies.
Perceptions about diversity within the city’s government
Respondents were asked how important they feel it is to have a diverse workforce, with
specific types of diversity listed. When asked about diversity in terms of employees’
education (i.e., the education/degree an employee has obtained), 73 percent felt it is “very
important” or “somewhat important” for city government to have a diverse workforce
(FigureC1). In regards to race and/or ethnicity, disability, gender, age, and culture, roughly
half of respondents felt diversity among employees is “very important” or “somewhat
important.” In terms of sexual orientation, 30 percent of respondents felt diversity is at
least “somewhat important.”
C1. Importance of a diverse workforce by type of diversity
How important to you is it that city Very Somewhat A little Not important
government staff is diverse in regard to…important important important at all
Education (N=125) 34%39%14% 14%
Gender (N=125)26%27%16% 31%
Race/ethnicity (N=126) 25%24%19% 32%
Disability (N=125) 21%26%27% 26%
Age (N=124) 21%30%24% 25%
Culture (N=125)18%30%24% 28%
Sexual orientation (N=125) 12%18%18% 52%
Note. Row totals may vary from 100% due to rounding.
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City of Maplewood cultural diversity
One of the purposes of gathering information from the city’s employees was to determine
their perceptions about the city of Maplewood in general. Respondents were asked about how
they perceived the city’s cultural diversity. Seventy-four percent of respondents “strongly
agreed” or “agreed” that the city of Maplewood’s leaders feel that having a racially diverse
workforce is important (Figure C2). Between 55 and 62 percent of respondentsagreedwith
each of the following: the city of Maplewood should provide its employees cultural diversity
training, the city would run more effectively if staff were encouraged to build connections
with community members with diverse backgrounds, and the city’s workforce represents
the demographics of its residents.
In regard to residents, most respondents (87%) felt the city of Maplewood is an inviting
place for community members from diverse backgrounds, including communities of color
(Figure C2).
C2. City of Maplewood cultural diversity
Strongly Strongly
agree Agree Disagreedisagree
The city of Maplewood’s leaders feel having racially diverse 13% 61% 24% 3%
employees is important (N=118)
The city of Maplewood would run more effectively if its staff 15% 47% 27% 12%
was encouraged to build connections with community
members with diverse backgrounds (N=124)
The city of Maplewood should provide its employees 13% 44% 31% 13%
cultural diversity training (N=124)
The city of Maplewood’s workforce represents the 5% 50% 37% 8%
demographics of its residents (N=123)
The city of Maplewood is an inviting place for community 17% 70% 11% 3%
members from diverse backgrounds, including communities
of color (N=122)
Note. Row totals may vary from 100% due to rounding.
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Attitudes towards racial equity
Racial equity is the condition that would be achieved if one’s racial identity no longer
predicted a person’s social, economic, and political opportunities. Respondents were given
this definition and asked questions about attitudes towards racial equity.
Nine out of ten respondents (89%) felt well informed about racial differences and regarded
themselves as culturally competent (Figure C3). About 8 out of 10 (83%) believed social
attitudes or stereotypes about people of color can affect people’s actions, even when they
don’t realize it.
C3. Cultural competence and stereotypes
Strongly Strongly
agree Agree Disagreedisagree
I feel well informed about racial difference and regard 26% 63% 11% 0%
myself as culturally competent (N=119)
Social attitudes/stereotypes about people of color can affect 26% 57% 13% 4%
people’s actions, even when they don’t realize it (N=119)
Respondents were asked if the city ofMaplewood should focus on increasing racial equity,
and 59 percent said it should (Figure C4). Of these respondents (N=65), 83 percent “strongly
agreed” or “agreed” that city-driven efforts to improve racial equity are important in that
it sends a message that Maplewood cares about its residents of color (Figure C5).
C4. Should the city of Maplewood focus on increasing racial equity? (N=120)
Yes 59%
No41%
C5. City-driven efforts to improve racial equity are important because it sends
a message that Maplewood cares about its residents of color. (N=65)
Strongly agree 34%
Agree 49%
Disagree 14%
Strongly disagree3%
Note: Percentage may be over 100 percent due to rounding.
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Among those who said the city of Maplewood should not focus on increasing racial equity
(N=50), the most commonly endorsed reason of those listed was that the city provides
services fairly regardless of one’s race or ethnicity (88%; Figure C6).
C6. Reasons the city should not focus on racial equity (N=50; multiple
responses allowed)
The city of Maplewood provides services fairly regardless of one’s race or ethnicity 88%
The city has already done enough in this area 12%
There is little the city of Maplewood can do to address the problems around race 6%
Other 24%
Demographics of survey respondents
To better understand the range of employees who completed the survey, questions were
asked about their employment and demographics.
Nearly 80 percent of employees who responded to the survey have worked for the city of
Maplewood for more than five years (Figure C7).
C7. Length of time working for the city of Maplewood (N=125)
More than five years78%
More than three years, but less than five years 6%
More than one year, but less than three years 10%
Under one year 7%
Note. Category total varies from 100% due to rounding.
Seventy percent have worked for more than five years in their current position for the city
(Figure C8).
C8. Length of time in current city of Maplewood position (N=126)
More than five years70%
More than three years, but less than five years 9%
More than one year, but less than three years 10%
Under one year 11%
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About half of respondents (48%) stated they have “significant” or “final” decision-making
authority or influence in their current position (Figure C9).
C9. Respondent’s level of decision-making authority (N=126)
Final decision-making authority 10%
Significant decision-making or influence 38%
Little decision-making or influence 39%
No decision-making authority or influence14%
Note. Category total varies from 100% due to rounding.
There was a relatively even distribution of respondents across age groups (Figure C10). The
majority of respondents identified as male(58%) and white (79%).
C10. Respondent demographics (N=124)
Age (N=124)
18-24 years old 2%
25-34 years old 22%
35-44 years old 27%
45-54 years old 23%
55-64 years old 21%
Age 65 or older 4%
Gender(N=127)
Male 58%
Female 34%
Prefer not to disclose8%
Race/ethnicity (multiple answers allowed, N=116)
White79%
a
Of color 9%
Prefer not to answer 11%
Note. Category totals may vary from 100% due to rounding, or, for race/ethnicity, due to multiple responses being allowed.
a
Due to the small number of people representing Asian / Pacific Islander, Black or African American, Hispanic or Latino, Hmong,
Native American or American Indian, Somali, and/or Other, the categories were merged to protect individual confidentiality.
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Appendix D: 2016 Law enforcement
survey tables
Background
As part of this needs assessment, Wilder Research designed a survey to gather information
from city of Maplewood law enforcement. Itincluded some of the questions from the 2016
employee survey. The paper survey was given to law enforcement staff in various meetings
during fall 2016. Forty-four surveys were submitted, but eight were removed because none of
the survey questions were answered. Thus, the total number of surveys included in the overall
analysis is 36, a 77 percent completion rate.
This section provides tables of the responses. Some of the respondents did not answer all of
the questions. Therefore, the number of respondents for each question varies. Additionally,
the individuals representedin this sector of Maplewood’s workforce may also be included
in the aforementioned employee survey, so results should not be aggregated. Finally, some
table totals may not be equal to 100%; this is due to rounding.
D1. The city of Maplewood’s workforce represents the demographics of
its residents. (N=30)
%
Strongly agree 10%
Agree 50%
Disagree 33%
Strongly disagree 7%
D2. The city of Maplewood’s police department employees represent the
demographics of the city’s residents. (N=30)
%
Strongly agree7%
Agree 60%
Disagree 27%
Strongly disagree 7%
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D3. I believe diversity among the city of Maplewood’s police department
employees is important. (N=31)
%
Strongly agree 10%
Agree 58%
Disagree 32%
Strongly disagree0%
D4. The city of Maplewood should provide all its employees cultural diversity
training. (N=31)
%
Strongly agree7%
Agree 45%
Disagree 35%
Strongly disagree13%
D5. I believe I would benefit from cultural diversity training. (N=31)
%
Strongly agree 10%
Agree 45%
Disagree 26%
Strongly disagree19%
D6. The city of Maplewood provides services fairly regardless of one’s race or
ethnicity. (N=31)
%
Strongly agree 52%
Agree 45%
Disagree 3%
Strongly disagree0%
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D7. The city of Maplewood’s police department employees could be more
effective if they were encouraged to build connections with community
members from diverse backgrounds. (N=31)
%
Strongly agree 6%
Agree 35%
Disagree 48%
Strongly disagree10%
D8. The city of Maplewood’s police department arrests people of color
disproportionate to their percentage in the population.
%
Strongly agree 10%
Agree 32%
Disagree 32%
Strongly disagree26%
D9. I believe that social attitudes or stereotypes about people of color can
affect law enforcement’s actions, even when they don’t realize it. (N=31)
%
Strongly agree 6%
Agree 45%
Disagree 39%
Strongly disagree10%
D10. I believe that social attitudes or stereotypes about law enforcement can
affect other people’s opinions, even when they don’t realize it. (N=31)
%
Strongly agree 19%
Agree 61%
Disagree 19%
Strongly disagree0%
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Appendix E: 2017 GARE interview and
Racial Equity Team focus group summary
Background
In order to better understand the process and impacts of some of the city’s racial equity
initiatives, researchers interviewed all six original members of Maplewood’s cohort of the
Government Alliance for Racial Equity and conducted focus groups with each of the racial
equity workgroups. Researchers posed open-ended questions to all interviewees and focus
group attendees. The following themes (about which three or more cohort and workgroup
members were in agreement) emerged.
Team members had shared motivations
Cohort and workgroup members joined out of a belief that racial equity in Maplewood is
important for the city, for themselves, or both.
Team members shared the work
All members felt that group tasks were shared equally, and all were happy with the division
of labor and decision-making.
The main success of GARE and workgroups was creating space to work towards
racial equity
Having space to talk about and work towards racial equity, however informally, was the main
success of the GARE and workgroups. The most frequently cited major success was the
facilitation of a two-day racial equity training. The second most frequent success named was
having more conversations and consciousness about racial equity in Maplewood, either
directly during group meetings, or in conversations with other employees outside of the
meetings. Some workgroup members thought it was too soon to say what their successes
had been.
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Lack of direction from the city was a challenge
The most frequently named challenge was a lack of clear communication of the city’s
expectations and commitment to future funding of racial equity work. Said one
workgroup member,
“We’re having a conversation, but we aren’t really sure what we’ll do with it. We’ve never
been told what we’re doing with this.”
Similarly, when asked to identify challenges, three GARE members said a lack of paid
staff dedicated to racial equity work was a challenge to their success.
Members were challenged by inconsistent commitment to race equity work
The second most frequent challenge mentioned was an inconsistency in other employees'
commitment to racial equity work. These members felt the groups’ effectiveness was
hindered by those city staff who do not believe racial inequities are a problem, or who
otherwise do not prioritize working for racial equity.
Lack of racial diversity of the GARE and workgroup members was another
challenge
Cohort and workgroup members agreed that another challenge was the lack of racial diversity
in membership. Membership was drawn from leadership in the city and few employees of
color were in leadership positions. Members struggled with how to incorporate the perspectives
of employees and residents of color without further burdening individuals of color.
The most important next steps are defining a workplan and securing city
commitment to future racial equity work
When asked what their most important next steps are, the most frequent response was
defining an actionable workplan to improve racial equity in Maplewood. The second most
frequent response was securing firm support for racial equity from city leadership.
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Appendix F: 2017 Community
intercept interviews
Background
In order to better understand the perspective of community members regarding the topics of
connection to Maplewood, the connection of residents of color to the city, and racial equity
in the Maplewood Police Department, Wilder researchers conducted intercept interviewsof
community members. Researchers rode with police officers to block parties across
Maplewood that were part of the National Night Out campaign and interviewed 28 community
members. Researchers interviewed an additional 28 individuals attending a city-sponsored
WOW event for a total of 59 interviews.
Researchers only spoke to Maplewood residents. Due to time constraints and to minimize
respondent burden, interviewees were asked to speak to two of the three possible areas: their
connection to Maplewood, the connection of residents of color to Maplewood, and racial
equity in policing. The majority of the questions were open-ended, and common themes
(those topics mentioned by three or more residents), as well as percentages for close-ended
questions, are presented below.
Connection to the city of Maplewood
Sense of connectedness
Of the 41 people asked about their connection to Maplewood, 78 percent said they felt
somewhat or very connected to the city. This was consistent across white residents and
residents of color.
When asked why they felt connected to the city, residents cited a variety of reasons. The
most common were connections to the police department or other local organizations (n=7
each) and participating in a city committee or event (n=6; Figure F1).
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F1. Reasons Maplewood residents feel connected to the city
Number of
Reasonresidents citing
Local organizations, not including police7
Police department7
Participation in city committee or event6
Feeling informed5
Connections with people such as family, friends, neighbors4
Parks and bike trails4
Residents also cited a variety of reasons for not feeling connected to the city, including a
concern over something the city did do or did not do (n=5) and language barriers (n=4;
(Figure F2).
F2. Reasons Maplewood residents feel connected to the city
Number of
Reasonresidents citing
Concern over specific action or behavior or lack of action, feel like the city is 5
not listening to them, is not fulfilling their requests, or is doing something
they don’t agree with
Language barrier 4
Lack of events/activities, including for youth and low-income residents 3
Lack of information 3
Elaborating on what the city is doing to make them feel less connected, residents said,
I heard that Maplewood was not part of the MN Karen organization at Rice and
Larpenteur. Roseville and St. Paul will try to have sub-station. Maplewood opted out.
I don’t feel like \[city staff\] are listening to us. They gave us mandatory garbage. I don’t like
having everything controlled by the government.
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Awareness of city efforts to improve connectedness
Fifty-nine percent of respondents said they were aware of an effort by the city of Maplewood
to increase residents’ connection to the city. The most common response was National Night
Out, one of the events at which data were collected (n=10; Figure F3).
F3. City efforts to improve connectedness cited by respondents
Number of
Effort (multiple responses possible) residents citing
National Night Out 10
Other Maplewood event/bulletin/newsletter3
Presence of police around city 2
Ramsey County Fair 2
Events in the park2
Other 7
Suggestions for improving connection to the city
When asked for ways the city could increase resident connectedness to Maplewood,
respondents offered a variety of ideas. The most common related to better advertising of
events (n=14) and holding more events (n=12; Figure F4). Suggestions for improving
advertising included advertising events earlier and in more formats, such as flyers and
mailers, and through social media. Many respondents also suggested the city host more
events in general and, specifically, more free events and events for youth.
F4.Ideas for the city to improve residentfeeling of connection
Number of
Idearesidentsciting
More advertising, including flyers, mailers, and more online information, 14
primarily about upcoming events and opportunities
More events, especially free events. Specific suggestions included more free 12
events, more events for kids, more sports,and more outings to other locations
No ideas7
Everything is good as is 4
More public forums/opportunities for residents to provide opinions 3
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Racial equity
Awareness of city efforts to increase racial equity
Interviewers asked 39residents if they knew what, if anything, the city is doing to advance
racial equity. The vast majority did not know of anything (72%). Of those who did, the
most common responses were increasing the diversity of city staff and the Use of Force
Workgroup (n=2 each; Figure F5).
F5. City efforts to advance racial equity
Number of
Effort residents citing
The police force and city employees are increasingly diverse 2
The Use of Force Workgroup 2
The library has diverse patronage and offers English classes 1
The city isn’t segregated 1
There is an Asian police officer1
Affordable housing1
Suggestions for increasing racial equity
When asked what the city could do to build stronger connections with residents of color,
the most frequent idea was to have more events (n=16). This could be due to researchers
contacting residents who were at city events. Other themes were that residents did not know
of anything the city could do (n=6), and that the city should better communicate what it is
already doing (n=4). The latter is consistent with most residents being unable to recall any
efforts of the city to advance racial equity. In addition, a few residents suggested increased
representation of people of color in city and city council positions (n=3), and a citywide task
force to address related issues (n=3).
“Tackling head-on and openly any racial disharmony or lack of equality as soon as it is
brought to anyone’s attention.”
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Maplewood Police Department
Perceptions about police-community interactions
Interviewers asked residents if the Maplewood Police Department interacts with the public
in a way that makes people, regardless of race, feel safe and respected. The overall majority
agreed (78%), but agreement may vary by race. Given the small number of individuals
from specific racial groups who were interviewed, it is not possible to make any conclusions.
Suggestions for improving interactions
When asked for ways the Maplewood Police Department could help people of all races feel
safe and respected, respondents most commonly suggested that Maplewood police officers
attend events in the community for the purpose of connecting with residents, rather than
monitoring behavior (n=6). Several residents suggested that Maplewood police officers treat
all people with respect (n=6). Some residents felt improvements were not necessary (n=5).
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Appendix G: Maplewood resident
interview protocol
Reporting note:
Interviewers had three protocols that they cycled through:
Protocol A and B
Protocol A and C
Protocol B and C
The introduction was the same for all interviews.
Intro
Hi! I’m NAME with Wilder Research. We have an opportunity for Maplewood residents
to win up to $100 at Target for having a 10 minute confidential conversation. Are you a
Maplewood resident and interested? What’s your name?
IF YES -> Nice to meet you! Like I said, I’m NAME with Wilder Research, and we’re
helping the city of Maplewood to find out what it’s doing well to build connections with
all residents of the City, what can be done to increase this connection, if – and how – the
Maplewood Police Department is interacting well with the community, and how these
interactions, especially in terms of racial equity, can be improved.
I have some questions to ask on those topics, and will enter you in a drawing in late August
to win a Target gift card after our conversation. We have 2x $100, and 3x $50. The
conversation is confidential, and voluntary, and information that we hear from you and
other residents will go into a report back to the city of Maplewood to help it improve
services for all residents. The conversation will take about 10 minutes, depending on how
much you have to say.
Interested in those gift cards and helping the city of Maplewood improve?
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Intercept Protocol A and B
0. Eligible?
a. Maplewood resident? Y______ N_____ \[THANK AND END\]
b. How long have you been a Maplewood resident?
c. How do you identify your race? Gender?
A. Connection to Maplewood
1. It’s important to the city of Maplewood that all residents feel connected to the local
community and proud to live here. \[IF ASKED “Connected” means valuing relationships
with other residents and engaged in making the City a better place to live.\] How connected
do you feel to the city of Maplewood?
Very connectedSomewhat connectedSomewhat disconnected Very disconnected
a.Why?
b. PROBE: Do you know of anything the City is doing to help residents feel
more connected to each other and the City (events or initiatives, etc)?
Y__________ N___________
c. IF YES -> Do you think \[EFFORTS NAMED\] have worked? Why or why not?
2. What could the city of Maplewood do to help residents feel more connected to each
other, to the city, or both? (PROBE: Do you have any ideas about how the City could
communicate its events, services, and initiatives to residents? Or how the City could
receive feedback on its events, services, and initiatives from residents?)
B. city of Maplewood wants all residents, regardless of racial background, to feel
connected to the City, and like they have a voice in helping the City improve.
1. Do you know of anything the City is doing to advance racial equity?
Y________ N_________
a. IF YES Do you think \[EFFORTS NAMED\] have worked? \[Why or why not?\]
2. What could the City do to build stronger connections with residents of color?
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Intercept Protocol A and C
1. Eligible?
a. Maplewood resident? Y______ N_____ \[THANK AND END\]
b. How long have you been a Maplewood resident?
c. How do you identify your race? Gender?
a. Connection to Maplewood
3. It’s important to the city of Maplewood that all residents feel connected to the local
community and proud to live here. \[IF ASKED “Connected” means valuing
relationships with other residents and engaged in making the City a better place to
live.\] How connected do you feel to the city of Maplewood?
Very connectedSomewhat connectedSomewhat disconnected Very disconnected
d. Why?
e. PROBE: Do you know of anything the City is doing to help residents feel
more connected to each other and the City (events or initiatives, etc)?
Y__________ N___________
f. IF YES -> Do you think \[EFFORTS NAMED\] have worked? Why or why not?
4. What could the city of Maplewood do to help residents feel more connected to each
other, to the city, or both? (PROBE: Do you have any ideas about how the City could
communicate its events, services, and initiatives to residents? Or how the City could
receive feedback on its events, services, and initiatives from residents?)
C. The Maplewood Police Department wants all residents, regardless of race, to feel
safe and respected when interacting with the police.
1. When thinking about race and culture, do you feel Maplewood police officers interact
with people in a way that makes them feel safe and respected?
Y______ N______
a. Can you say why you feel this way / give examples?
2. What could MPD do to improve so that all residents, regardless of race, feel safe and
respected when interacting with them?
3. One last question, have you ever had an interaction with the city of Maplewood
Police Department? (PROBE: More or less than 1 year ago?)
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Intercept Protocol B and C
0. Eligible?
a. Maplewood resident? Y______ N_____ \[THANK AND END\]
b. How long have you been a Maplewood resident?
c. How do you identify your race? Gender?
B. city of Maplewood wants all residents, regardless of racial background, to feel
connected to the City, and like they have a voice in helping the City improve.
1. Do you know of anything the City is doing to advance racial equity?
Y________ N_________
a. IF YES Do you think \[EFFORTS NAMED\] have worked? \[Why or why not?\]
2. What could the City do to build stronger connections with residents of color?
C. The Maplewood Police Department wants all residents, regardless of race, to feel
safe and respected when interacting with the police.
1. When thinking about race and culture, do you feel Maplewood police officers interact
with people in a way that makes them feel safe and respected?
Y______ N______
b. Can you say why you feel this way / give examples?
4. What could MPD do to improve so that all residents, regardless of race, feel safe and
respected when interacting with them?
5. One last question, have you ever had an interaction with the city of Maplewood
Police Department? (PROBE: More or less than 1 year ago?)
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Appendix H: In service PowerPoint
Workshop Packet Page Number 43 of 77
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thth
Dates: November 7and 9
Presented by: Wilder Research
Lindsay Turner and Laura Schauben
With funding from the St. Paul Foundation, the city of
Maplewood has been working with Wilder Research to
conduct a needs assessment to better understand the
city’s strengths and opportunities for progress related to
racial equity.
Information provided in this presentation includes
information collected by various data sources, including:
Key Racial
Intercept
Informantequity focus Surveys
interviews
Interviewsgroups
Workshop Packet Page Number 44 of 77
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71%
Hispanic
5%
White (non-Hispanic)
71%
Other race3%
Asian / Pacific Islander
12%
29%
American Indian
0.0%
Black or African American
8%
White (non-Hispanic)Of Color
Source: U.S Census, American Community Survey, 2011-2015 5-yr Estimates
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55% of city employees and 43% of
commissioners agreed
67% of law enforcement surveyed felt their
department’s demographics were reflective of
the city’s residence
Strongly Strongly
AgreeDisagree
agreedisagree
7%60%26%7%
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Somewhat Not important at
Very importantA little important
importantall
Education34%39%14%14%
Gender26%27%16%31%
Race/ethnicity25%24%19%32%
Disability21%26%27%26%
Age21%30%24%25%
Culture18%30%24%28%
Sexual
12%18%18%52%
orientation
Most city employees feel they are culturally
competent (89%).
Strongly Strongly
AgreeDisagree
agreedisagree
I feel well
informed about
racial
difference and
26%63%11%0%
regard myself
as culturally
competent
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When law enforcement was asked, the majority
of police department employees (58%) felt they
could be more effective if they were encouraged
to build connections with community members
from diverse backgrounds.
Strongly agreeAgreeDisagreeStrongly disagree
7%36%48%10%
Note: Percentages add up to more than 100 because of rounding.
42% of law enforcement surveyed felt that
arrests of people of color were disproportionate
to their percentage in the population.
Strongly
Strongly agreeAgreeDisagree
disagree
10%32%32%26%
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59% of city staff support increasing racial equity
–Of those who disagreed:
•88% felt that services were provided fairly regardless of race and ethnicity
•12% felt the city had already done enough
•6% felt there is little the city can do to address problems around race
Most employees believe the workforce in Maplewood
matches the demographics of its residence.
Citywide average
Strongly agreeAgreeDisagreeStrongly disagree
Social
attitudes/stereoty
pes about people
of color can
26%57%13%4%
affect people’s
actions, even
when they don’t
realize it
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When law enforcement were asked if social attitudes or
stereotypes about people of color affecting law
enforcement actions, even if they do not realize it, a
large majority agreed (80%)
Strongly
Strongly agreeAgreeDisagree
disagree
19%61%19%0%
Note: Percentages add up to less than 100 because of rounding.
(N=119)
Most employees believe they are culturally competent,
and the majority also agree that unconscious bias can
impact behavior
Strongly agreeAgreeDisagreeStrongly disagree
Social
attitudes/stereoty
pes about people
of color can
26%57%13%4%
affect people’s
actions, even
when they don’t
realize it
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Appendix I: Reference list
American Civil Liberties Union (ACLU). (2015). Picking up the pieces: A Minneapolis case
study. Retrieved from https://www.aclu.org/feature/picking-pieces
Anbarci, N., & Lee, J. (2014). Detecting racial bias in speed discounting: Evidence from
speeding tickets in Boston. International Review of Law and Economics, 38, 11–24.
Barnum, C., Miller, J., & Miller, G. (2015). An evaluation of an observational benchmark
used in assessing disproportionality in police traffic stops: A research note. Policing: A
Journal of Policy and Practice, 9(4), 405–415.
Barnum, C., & Perfetti, R. L. (2010). Race-sensitive choices by police officers in traffic stop
encounters. Police Quarterly, 13(2), 180–208.
Center for Policing Equity (CPE). (n.d.). \[Website\]. Retrieved from http://policingequity.org/
Community Oriented Policing Services (COPS) Office. (n.d.). \[Website\]. Retrieved from
http://www.cops.usdoj.gov/default.asp?Item=2274
Council on Crime and Justice. (2006). Traffic Stop Audit Project: An Institutional
Ethnography of Traffic Stop Policy and Practice in the Minneapolis Police Department.
Retrieved from:
https://static.prisonpolicy.org/scans/ccj/Traffic%20Stop%20Final%20Report.pdf
Engel, R. S. (2008). A critique of the “outcome test” in racial profiling research. Justice
Quarterly, 25(1), 1–36.
Fridell, L. A. (2004). By the numbers: A guide for analyzing race data from vehicle stops.
Retrieved from National Criminal Justice Reference Service (NCJRS) website:
https://www.ncjrs.gov/App/Publications/abstract.aspx?ID=209827
Workshop Packet Page Number 51 of 77
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Fridell, L. A. (2017). Producing bias-free policing: A science-based approach. Retrieved from
http://link.springer.com/10.1007/978-3-319-33175-1
Goel, S., Perelman, M., Shroff, R., & Sklansky, D. A. (2017). Combatting police
discrimination in the age of big data. New Criminal Law Review, 20(2), 181-232.
Goff, P. A., & Kahn, B. (2012). Racial bias in policing: Why we know less than we should.
Social Issues and Policy Review, 6(1), 177–210.
Hernández-Murillo, R., & Knowles, J. (2004). Racial profiling or racist policing? Bounds tests
in aggregate data. International Economic Review, 45(3), 959–989.
Hill, S. (2013). A meta-analysis of the extant literature on racial profiling by U.S. police
departments. (Master’s thesis). Retrieved from Digital Commons@APUS Database
http://digitalcommons.apus.edu/theses/1
Institute on Race and Poverty. (2003). Minnesota statewide racial profiling report: All
participating jurisdictions. (Report to the Minnesota Legislature. September 22nd, 2003).
Minneapolis: Council on Crime and Justice. Retrieved from
https://www.leg.state.mn.us/docs/2004/mandated/040200.pdf
Ioimo, R., Tears, R. S., Meadows, L. A., Becton, J. B., & Charles, M. T. (2007). The police
view of bias-based policing. Police Quarterly, 10(3), 270–287.
Klahm, C. F., & Tillyer, R. (2015). Rethinking the measurement of officer experience and its
role in traffic stop searches. Police Quarterly, 18(4), 343–367.
Mazeika, D., Bartholomew, B., Distler, M., Thomas, K., Greenman, S., & Pratt, S. (2010).
Trends in police research: A cross-sectional analysis of the 2000–2007 literature. Police
Practice and Research, 11(6), 520–547.
Workshop Packet Page Number 52 of 77
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McMahon, J., Garner, J., Davis, R., & Kraus, A. (2002). How to correctly collect and analyze
racial profiling data: Your reputation depends on it! Washington, DC: Government
Printing Office. Retrieved from
http://www.cops.usdoj.gov/html/cd_rom/inaction1/pubs/HowToCorrectlyCollectAnalyze
RacialProfilingData.pdf
Mosher, C. (2011). Racial profiling/biased policing. Sociology Compass, 5(9), 763–774.
Nadal, K. L., & Davidoff, K. C. (2015). Perceptions of Police Scale (POPS): Measuring
attitudes towards law enforcement and beliefs about police bias. Journal of Psychology
and Behavioral Science, 3(2), 1–9.
Persico, N. (2009). Racial profiling? Detecting bias using statistical evidence. Annual Review
of Economics, 1(1), 229–254.
Piquero, A. R. (2009). Finding the right balance between data, research, findings, and policy
in racial profiling. Criminology & Public Policy, 8(2), 371–379.
Prison Policy Initiative, (n.d.). Police and policing practices \[Web page\]. Retrieved from
http://www.prisonpolicy.org/research/police_and_policing_practices/
Ridgeway, G., & MacDonald, J. M. (2009). Doubly robust internal benchmarking and false
discovery rates for detecting racial bias in police stops. Journal of the American
Statistical Association, 104(486), 661–668.
Ridgeway, G., & MacDonald, J. (2010). Methods for assessing racially biased policing.
Retrieved from RAND Corporation website:
http://www.rand.org/pubs/reprints/RP1427.html
Ritter, J. A., & Bael, D. (2009). Detecting racial profiling in Minneapolis traffic stops: A new
approach. CURA Reporter, 39(1-2), 11–17.
Workshop Packet Page Number 53 of 77
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Ross, C. T. (2015). A multi-level Bayesian analysis of racial bias in police shootings at the
county-level in the United States, 2011–2014. PLoS ONE, 10(11).
Rushin, S. (2016). Using data to reduce police violence. Boston College Law Review, 57(117),
117–166.
Starr, S. B. (2015). Explaining Race Gaps in Policing: Normative and Empirical Challenges
(SSRN Scholarly Paper No. ID 2550032). Retrieved from
http://papers.ssrn.com/abstract=2550032
Tillyer, R., & Engel, R. S. (2013). The impact of drivers’ race, gender, and age during traffic
stops assessing interaction terms and the social conditioning model. Crime &
Delinquency, 59(3), 369–395.
Tillyer, R., Engel, R. S., & Cherkauskas, J. C. (2010). Best practices in vehicle stop data
collection and analysis. Policing: An International Journal of Police Strategies &
Management, 33(1), 69–92.
Tillyer, R., & Hartley, R. D. (2010). Driving racial profiling research forward: Learning
lessons from sentencing research. Journal of Criminal Justice, 38(4), 657–665.
Workshop Packet Page Number 54 of 77
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WilderResearch
City Council
June 11, 2018
Equity Project
City of Maplewood
Workshop Packet Page Number 55 of 77
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Difference
Wilder Research:Research to Make a
Workshop Packet Page Number 56 of 77
E1, Attachment 2
and
strengths
racial equity
Key Informant InterviewsRacial equity focus groupsIntercept interviewsSurveys
To understand:opportunities for progress related to Data was collected through:
. Paul Foundation
Funding from:St To do a needs assessment:by Wilder Research
Overview of work
Workshop Packet Page Number 57 of 77
E1, Attachment 2
)
(N=28
N=6)
(
(N=59)
service feedback
-
in
(N=128)
(N=36) with Use of Force Workgroup with GARE members
(N=32)
with Maplewood residents
survey
survey
survey
interviewsinterviews
with two Maplewood Racial Equity Teams
Police Department
N=9)
(
interviews
employee
groups
enforcement
informant informant
Commissioner Citywide Law Key members Focus (N=20) Key Maplewood Intercept
Data collection sources
Workshop Packet Page Number 58 of 77
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collection
samples
rates
representative
-
of data
response
, non
Survey Smallresident interview
Limitations
Workshop Packet Page Number 59 of 77
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City staff perceptions
Workshop Packet Page Number 60 of 77
E1, Attachment 2
should focus on
diverse police
The city increasing racial equityA department is importantthe city should provide diversity training to employees
employees
employees
52%
68%
59%
City Police
Staff support racial equity Half or more of staff, including law enforcement
Workshop Packet Page Number 61 of 77
E1, Attachment 2
racial stereotypes can even when the individual is unaware of ittheir actions could be influenced by subconscious racial biasothers could be influenced by subconscious police bias
employees
52%
83%81%
City
potential
Staffunderstand theinfluence of subconscious bias Most city staff, including law enforcement
Workshop Packet Page Number 62 of 77
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67%
60%
55%
53%
police department accurately
law enforcementcity employeescommissionerslaw enforcement
diversity of
reflects
diversity
mistaken
Half or more of staff share abelief The of employees the diversity of Maplewood
Workshop Packet Page Number 63 of 77
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WhiteOf Color
year estimates and
-
13%
2015 5
-
29%
ethnicity
a
87%
64.
-
71%
age adults
-
Includes adults age 18
Source. U.S. Census, American Community Survey, 2011Maplewood Human Resources data provided in November 2017.a
Maplewood race and
City employees (N=167)Working
Workshop Packet Page Number 64 of 77
E1, Attachment 2
0%
11%
Strongly disagree
63%
Disagree
Agree
Strongly agree
26%
City employees feel they are culturally competent
Workshop Packet Page Number 65 of 77
E1, Attachment 2
respondents disagreed that they could be more effective if they were encouraged to build connections with community members from diverse backgroundsthought that the demographics of arrestees
was consistent with the demographics of Maplewood residents
58%58%
in and
-
There are opportunities to build buyeducate law enforcement employees specifically
Workshop Packet Page Number 66 of 77
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100%
74%
65%
10%
17,
youth
arrests of
population
Maplewood
ages 0
all arrests of
Maplewood youthMaplewood youthMaplewood
youth
all youth arrested in
Of Black youth comprised:
Maplewood arrestees and population
discretionary
Workshop Packet Page Number 67 of 77
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39%
8%
27%
24%
74,
18
arrests of
population
Maplewood
all
all arrested in
Maplewood adult
Maplewood adultsMaplewood adults
Of adults ages Black adults comprised:
Maplewood arrestees and population
discretionary arrests of
Workshop Packet Page Number 68 of 77
E1, Attachment 2
on
oral feedback
of
larger Ns and more
of written comments
of comments concerned with data presented wanted specific information on arrests time, but have presented here)
40%
27%
29%
Comments centered further research
in
-
by
research
enforcement
indicated
More could help build buy As law feedback
Workshop Packet Page Number 69 of 77
E1, Attachment 2
Insufficient clarity from city leadershipInconsistent commitment/capacity of teammatesLack of racial diversity
Challenges:
Made space for race equity workAgreed the work was importantShared the work
Successes:
GARE and Racial Equity Teams
Workshop Packet Page Number 70 of 77
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Community perceptions
Workshop Packet Page Number 71 of 77
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More, and more diverse, eventsBetter communication Engage with community
Most felt connected to the cityMost thought MPD interact equitablyCommon suggestions for improvement:
Community feedback
Workshop Packet Page Number 72 of 77
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WilderResearch
Recommendations
Workshop Packet Page Number 73 of 77
E1, Attachment 2
to build
diversity
Continue
workforce
in to
-
Build
efforts
buy
employee
race equity
Loudly
commit to
race equity
City leadership can
Workshop Packet Page Number 74 of 77
E1, Attachment 2
and
research
Continue
evaluation
with
Engage
community
Build
research
for further
capacity or
partnerships
diverse
Convene
workgroups
Workshop Packet Page Number 75 of 77
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lindsay.turner@wilder.org
julie.atella@wilder.org
Thank you.
Wilder Research
Atella
Lindsay Turner Julie
Workshop Packet Page Number 76 of 77
E2
CITY COUNCIL WORKSHOPSTAFF REPORT
Meeting Date June 11, 2018
City Council
REPORT TO:
REPORT FROM:Melinda Coleman, City Manager
PRESENTER:Melinda Coleman, City Manager
Adam Josephson, MnDOT –Metro East Area Manager
Eastside MnDOT Project Review
AGENDA ITEM:
Action Requested:MotionDiscussionPublic Hearing
Form of Action:ResolutionOrdinanceContract/AgreementProclamation
Policy Issue:
City Council will be provided withan update on current and upcoming Minnesota Department of
Transportationprojects in Maplewood and the surrounding area.
Recommended Action:
No action is needed.
Fiscal Impact:
Is There a Fiscal Impact?NoYes, the true or estimated cost is$0.00.
Financing source(s):Adopted BudgetBudget ModificationNew Revenue Source
Use of Reserves Other:n/a
Strategic Plan Relevance:
Financial SustainabilityIntegrated CommunicationTargeted Redevelopment
Operational EffectivenessCommunity InclusivenessInfrastructure & Asset Mgmt.
All road projects within Maplewood, even when not Maplewood property, contribute to the
infrastructure of our community.
Background
Adam Josephson, the Metro East Area Manager from MnDOT will be providing the City Council
with information on current and upcoming projects in Maplewood and the surrounding area.
Attachments
None.
Workshop Packet Page Number 77 of 77