The New Brighton Department of Public Safety thanks you for visiting our LISTEN Web Page dedicated to openness and transparency of policing in the City of New Brighton.
This page provides responses to frequently asked questions in response to the video message shared with our community by Public Safety Director/Police Chief Tony Paetznick on June 2nd, 2020. If you have not already viewed his statement, please take a couple minutes to watch it first before continuing through the rest of this page.
After reading through the below material, if you have any additional comments, questions, suggestions, or feedback, please contact us here.
The information provided on this page will be regularly updated as additional inquiries are received.
Last Update 03/03/21
During the 2020 2nd Special Session, legislators passed a bill that includes the following measures:
During the 3rd one-day Special Session on August 12, the Legislature made a few minor changes to the Police Accountability Act that was passed in the second special session in July.
The following questions and topics were asked about and addressed by participants in the City’s Community Conversation and Listening Session hosted on July 7th, 2020.
Neighborhood Oriented Policing-During the late 1990's, the New Brighton Police Department implemented a new community-oriented policing approach, the Neighborhood Oriented Policing (NOP) program. Utilizing the twenty existing police patrol grids that sectioned the community
into neighborhoods based on roadway intersections and natural geographic boundaries
within the City of New Brighton, areas of individual responsibility were defined. Patrol
officers then received permanent assignments to these particular neighborhoods, although
they may change shift or beat assignments. Officers were required to commit dedicated
patrol time during their daily shifts to their assigned neighborhood. The five original tenets of the Neighborhood Oriented Policing (NOP) philosophy were:
Recommendations of the Inclusive Community Task Force-The City Council formed an Inclusive Community Task Force in October 2017. The results from the task force can be viewed by CLICKING HERE.
Traffic Stop Data-This is an area that we will continue to collect data on and evaluate. The Public Safety Commission will be examining this topic. Additional traffic stop information can be gathered by viewing our Traffic Stop Information Page.
Police Budget-Police expenditures represent 30.37% of the City Budget. The following is a breakdown of the percentage of the City Budget spent on each policing function.
|Police Function||Percent of City Budget|
|Public Safety Administration||3.63%|
|Community Engagement Programs||3.56%|
Spending on Community Services-The City partners with community services organizations to address community needs. In cooperation with other Ramsey County Police Departments the city contracts with Northeast Youth and Family Services to provide a Community Case Manager to work in partnership with the police department to address mental health and other long term individual needs.
|Community Service Organization||Amount Budgeted|
|Community Partners With Youth||$77,500|
|Northeast Youth and Family Services||$51,600|
Training on Mental Health Issues-All officers receive a substantial amount of training and are trained in Crisis Intervention and Mental Illness, Conflict Management and Mediation, and Implicit Bias. More information on training can be found in the Training Tab located below.
Shared Services with Neighboring Communities-The Public Safety department participates in a large variety of partnerships. A link to the presentation delivered to the Public Safety Commission presentation on partnerships can be located by CLICKING HERE.
New Brighton/Mounds View Property Managers Coalition-The NB/MV Apartment Managers Coalition is led by police and code enforcement staff from New Brighton and Mounds View and brings together apartment management from throughout the community to provide training and facilitate relationships to provide a range of high quality housing for all income levels. Additional information about the award winning Multi-Housing program can be found at this link.
Warrior Training-The Police Division no longer sends people to any of this type of training. The last staff who attended this training was in 2016.
Trauma Informed Training-In conjunction with the Ramsey County Sexual Assault Protocol Team all police officers have received Trauma Informed Training. Consistent with the decision by the Ramsey County Police Chiefs Association this is mandatory training for all new police officers.
The New Brighton Department of Public Safety, in partnership with the community, is dedicated to protect, serve, and educate. We value and promote a respect for human dignity by ensuring a common goal of a safe community.
The Summer 2020 City of New Brighton Newsletter featured the Public Safety Department’s unique delivery model for local law enforcement services. The issue can be viewed by CLICKING HERE.
City of New Brighton Public Safety Commission was formed on December 13, 1994. The Public Safety Commission advises the Council on matters related to the goals, policies and operations on public safety functions and human rights issues.
The meeting agendas, minutes, recordings, and packets can be located by CLICKING HERE. The are located at the bottom of the page under the Frequently Requested Documents section.
The City of New Brighton has conducted several public meetings related to policing. Additional information and the links to each meeting can be found below;
The New Brighton Department of Public Safety is subject to numerous external oversight functions to ensure compliance with all applicable statutes and administrative regulations. Listed below is a non-inclusive list of external oversight functions
The City of New Brighton and New Brighton Department of Public Safety has internal audit processes to ensure compliance with all applicable policies, statutes, and ensure adherence with the Mission of the agency. A non-inclusive list is outlined below;
Below is the breakdown of the City Budget allocations to the Public Safety Department Police Division. Additional information about the entire City Budget can be found the CLICKING HERE.
|Function||Percent of Police Division Budget Allocated|
|Public Safety Administration||11.95%|
|Community Based Policing Assignments||11.73%|
|Civilian Support Staff||11.87%|
The hiring process is focused on ensuring that our police officers support the community and the mission of the agency. Each step of the hiring process is an opportunity for the agency to identify individuals who do not meet our high standards and expectations. At any point during the hiring process a candidate may be removed.
|Obtain Associates or Bachelors Degree From Accredited University||Associates or Bachelors Degree Required For License and for Employment|
|Complete Recognized Professional Peace Officer Education Program||Similar to police academies found in other States. Required For License|
|Successfully Pass the Minnesota POST Board License Exam||Required for License|
|Complete City Application||Applications are reviewed and evaluated to determine eligibility and suitability|
|Interview #1||Applicant undergoes panel interview with existing police officers, city staff, and line supervisors|
|Interview #2||Applicant undergoes panel interview with existing police officers, city staff, and line supervisors (Only candidates recommended by both panels proceed in process)|
|Senior Command Staff Interview||Applicant undergoes interview by Deputy Directors and Office Supervisor (Only candidates recommended by Senior Command Staff proceed in process)|
|Director of Public Safety/City Manager Interview||Director of Public Safety and City Manager interview applicant. (Only applicants who are recommended to continue in process receive Conditional Job Offer)|
|Psychological Examination||Psychological Examination by licensed psychologist specializing in law enforcement (Only candidates who successfully pass will continue)|
|Physical Examination||Medical Examination to ensure candidate is medically fit to become police officer (Only candidates who successfully pass will continue)|
|Background Investigation||Background Investigation conducted by external background company specializing in background investigations. (Only candidates who who successfully pass will continue)|
|Final Offer||After successfully completing all of the above candidate receives final offer of employment|
|Pre-Deployment Training||Trainee must satisfactorily complete initial pre-deployment training including use of force training, firearms training, and policy training.|
|Trainee is paired with specially trained Field Training Officer who trains and evaluates trainee on everything they do for 4 months. If a trainee fails to make adequate progress in training or is determined to be not suitable for the agency the Trainee is separated from the agency.|
|Officer is subject to probationary status, probationary reviews, and is moved between all line supervisors to ensure Probationary Employee continues to make adequate progress and is a suitable employee for the agency.|
|Probation Complete||Officer completes probation but remains under supervision of experienced Police Sergeant. Police Sergeants meet every two months to discuss personnel to ensure no personnel issues go unaddressed.|
|Male Officers||Female Officers|
|Race||City Percentage*||New Brighton Police Officer Percentage|
|American Indian/Alaska Native||0.30%||0.00%|
|Asian & Pacific Native||5.60%||6.89%|
|Black or African American||10.00%||3.44%|
|Two or More Races||2.60%||3.45%|
City Demographics (2018 American Community Survey 5-Year Estimates)*
|Officers Who Live In New Brighton||Officers Who Live Outside of New Brighton|
Effective August 1, 2020, a legislative change now allows cities and counties to offer incentives to encourage a person hired as a peace officer to be a resident of the city or county
From the Winter 2016 City of New Brighton Newsletter:
Since its publication in May 2015, the New Brighton Department of Public Safety has been reviewing the recommendations of the President's Task Force on 21st Century Policing Report. Framed around six pillars, the guidelines focus on Building Trust & Legitimacy, Policy & Oversight, Technology & Social Media, Community Policing & Crime Reduction, Training & Education, and Officer Wellness & Safety. As New Brighton has been a leader in community-oriented policing for decades, we are pleased to report that our agency is already doing many of the recommended actions.
We enjoy strong citizen engagement in policing, with a well-developed Neighborhood Watch and Block Captain program, including National Night Out participation. Our community partnerships are well-established, especially through our School Resource Officers (SROs) with the Mounds View School District, and the international award-winning New Brighton multi-housing and neighborhood-oriented policing efforts. The agency is provided citizen oversight by members of the Public Safety Commission advisory group. The bi-annual City of New Brighton community survey has given valuable insight into opinions about local law enforcements and citizen perceptions of crime and safety. We have collected and analyzed police officer use of force statistics since the early 1990s. 2016 was a record-low year for criminal activity in the city. Historically, New Brighton has been doing many things right when it comes to policing.
Yet the 21st Century Policing Report also identified opportunities and areas for improvement in the law enforcement operations of the New Brighton Department of Public Safety. During the past 18 months, the agency has enhanced its conformance to many of the recommendations and adopted additional ones. All of our officers have received instruction on implicit bias and de-escalation techniques. A majority of our patrol staff are trained in the 40-hour Crisis Intervention Team (CIT) for response to mental health emergencies. Our department policy manual has been updated and now includes Daily Training Bulletins (DTBs) to maintain officer awareness and application of these guiding principles. An internal technology group was formed to develop a Body Worn Camera (BWC) for police officer program. Our in-house use of force instructors are researching less than lethal equipment. The Faith Community Partnership (FCP) project was launched to develop relationships with the leaders of the many churches and congregations that exist within the City of New Brighton.
When determining whether to apply force and evaluating whether an officer has used reasonable force, a number of factors should be taken into consideration, as time and circumstances permit. These factors include, but are not limited to:
The 2020 Legislature passed significant changes to MN Statutes 609.06, 609.066, and 626.8452. The Legislature mandated that the POST Board develop an updated Use of Force model policy to reflect the legislative changes, and an updated model policy was approved by the Board at its meeting on August 17th, 2020. Pursuant to MN Statutes 626.8452 subd. 1a (3) (c) “By December 15, 2020, the chief law enforcement officer of every state and local law enforcement agency must update the policy required under subdivision 1 so that it is identical or substantially similar to the model policy developed by the board under subdivision 1a. The board must assist the chief law enforcement officer of each state and local law enforcement agency in developing and implementing policies under this subdivision”
The New Brighton Police Division tracks and reviews all uses of force. Below is information related to uses of force by this agency.
|Use of Force Type||2020||2020 Rate||2019||2019 Rate||2018||2018 Rate||2017||2017 Rate|
|No Force Used||15,560||99.52%||16,800||99.52%||15,738||99.60%||16,207||99.68%|
|Irritant Spray Utilized||1||0.01%||0||0.00%||0||0.00%||0||0.00%|
To aid in the discussion around policies and police use of force, Lexipol has created a new Police Use of Force resource center: https://useofforce.lexipol.com/. This website includes information for law enforcement and community members including Lexipol’s use of force policy, policy position statements and additional resources.
Several persons have referenced these lists and our agency responses are as follows (with corresponding case law and policy manual references, where appropriate):
Especially during the past three years, New Brighton has dedicated personnel time and training resources to achieving the MN POST Board’s newest continuing education learning objectives that focused on three key areas:
Courses and training topics in the above areas have included but are not limited to:
In early 2017, the New Brighton Department of Public Safety (NBDPS) joined with other Ramsey County law enforcement agencies to begin voluntarily collecting traffic stop data. New Brighton initiated this effort to increase transparency and provide more context to the limited amount of information than was previously captured. Minnesota law does not require the collection of this information. Starting in January 2017, New Brighton officers began recording the following data on every traffic stop:
This information can be viewed by CLICKING HERE.
Before hiring, police officers are evaluated by a licensed psychologist to determine that the applicant is free from any emotional or mental condition which might adversely affect the performance of peace officer duties.
For further information, please see Standards for Peace Officer License Eligibility from the Minnesota Board of Peace Officer Standards and Training (POST):
The City of New Brighton has three-year contracts with two separate units represented by Law Enforcement Labor Services, Inc. (LELS) and both expire at the end of this year. Minnesota State Statute also provides the Police Officer Bill of Rights: https://www.revisor.mn.gov/statutes/cite/626.89