CHICAGO (WBBM NEWSRADIO) -- Ahead of an independent monitor putting out it's third report grading reform efforts by the Chicago Police Department, CPD has put out its own report that it says shows the department is moving in the right direction towards significant reforms.
In a new report, the Chicago Police Department said it turned over more documents to the independent monitor during the third reporting period than in the two prior periods combined.
From March 1 to Dec. 31, 2020, the CPD gave the monitoring team more than 8,100 documents, up from the 1,865 that were turned over by the department during the second reporting period.
According to the Sun-Times, it remains unclear how the CPD’s compliance will be graded, as the monitoring team is still compiling their third report. In the independent monitor’s second report, released last summer, the CPD was found to have missed 70 percent of its consent decree-related deadlines.
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Police Supt. David Brown said his department’s report reflects the cultural change that is coming about as he seeks to not just reform the department, but transform it.
“Overall, it’s about changing the culture,” Brown said. “So even if you get an ‘A’ grade, but your culture is not changing, because you just check the boxes, I think you’ve missed the whole point of reform.”
While far more records were turned over in the third reporting period, the CPD said 4,500 of 8,100 documents that were submitted were in regard to the independent monitor’s inquiry into CPD officers’ actions during the height of the civil unrest in late May and early June last year.
Still, according to the CPD, the 3,600 “compliance-related submissions constitute a 93 percent increase” from the prior reporting period.
Among the efforts being touted is the introduction of new, community-centric, immersive training programs for officer to help them better understand the history and culture of the city’s diverse communities.
CPD said there are more than 100 new or revised department-wide policies and unit-specific standard operating procedures, and 350 hours of new or revised classroom training curriculum.
Additionally, CPD hired its first-ever Language Access Coordinator and ADA Liaison, created a brand new department anti-retaliation policy, and developed four pilot programs to help with supervision, community engagement, officer wellness, and performance evaluation.