Agenda Item No. 11b, Attach 1
Meeting Date: September 14, 2021







Executive Summary
of the Recommendations for the Port of Seattle
Task Force on Policing and Civil Rights
21CP Solutions                              September 2021

EXECUTIVE SUMMARY 
Recommendations for the Port of Seattle Task Force on Policing and Civil Rights 
21CP Solutions | September 2021 

I.  EXECUTIVE SUMMARY
Early in their support of the Port of Seattle Commission (Commission) Task Force on
Policing and Civil Rights (Task Force), 21CP Solution consultants (21CP) went for a
ride-along with two Port of Seattle Police Department (POSPD) sergeants to gain
perspective on the Port's geographical layout and to learn more about POSPD officers'
daily work. At one of the POSPD outstations, an officer commented, "I am glad you
are here. This is a great department and I think you will see that. I hope you don't
find anything broken; but I do hope you find things to fix."
Unlike many of 21CP's engagements, this assessment of the POSPD was not
precipitated by any seminal event or community outrage directly involving POSPD.
In fact, 21CP found that few outside the Port have much awareness of the POSPD,
what they do, or how they differ from the many other law enforcement agencies 
including the U.S. Transportation Security Administration (TSA), US Customs and
Border Protection (CBP), Washington State Patrol (WSP), the Seattle Police
Department (SPD) and others  that operate within and/or proximate to the Port's
jurisdiction. Instead, this review was inspired by the national moment of reflection
about policing, and the Commission's vision of a world-class police force that not only
sets a high standard for performance and community service, but also centers equity
and civil liberties as core values in its work.
After a thorough process that involved document review, listening sessions and
interviews with many internal and external stakeholders, engagement with the Task
Force and subcommittees, an internal POSPD climate study, engagement at training,
and review of use of force incidents and misconduct complaint investigations, 21CP
found ample evidence of a good department that can get even better with key changes.
On the positive side, POSPD regularly updates its policies and procedures to stay
current with promising practices, supports a robust training program, and has a clear
commitment to mission and goals. Use of force is infrequent and, with few exceptions,
reasonable, necessary, and proportional. The relatively few POSPD misconduct
complaints were investigated in a timely and objective manner. Forward thinking
appears typical of POSPD leadership and was observed in supervisors and officers
providing day-to-day policing services, the POSPD training program, and through
participation in the work of the Task Force. Notably, the POSPD has taken on a
regional leadership role in crafting new policies and procedures in response to recent

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EXECUTIVE SUMMARY 
Recommendations for the Port of Seattle Task Force on Policing and Civil Rights 
21CP Solutions | September 2021 

Washington State legislation to ensure that agencies are operating from the same set
of standards.
However, as with any organization, there is room for improvement. As such, this
report aims to provide specific guidance, and practical recommendations, for POSPD
and the Port based on its unique needs, values, and experiences, and drawing from
the vast experience of the many volunteers that donated their time and energy to
think through the questions posed to the Task Force. Overall, this report offers 52
discrete recommendations covering each of the nine areas of assessment outlined by
the Commission; a majority of the recommendations capture feedback specifically
provided by the members of the Task Force and subcommittees.
While this report provides many recommendations, some broad and some more
discrete, three priority areas stood out in our analysis:
1) the need for the POSPD to focus on internal procedural justice to address a
perception of inequity experienced by many, but particularly Non-White
employees,
2) how increased organizational transparency can improve perceptions about the
POSPD, and
3) supporting the POSPD's move away from a traditional police response on
homelessness.
The first two priority areas  internal procedural justice and transparency  were
highlighted during the subcommittee process and by the results of the climate survey
and officer interviews, in which 21CP heard frequent concerns, most often expressed
by employees of color, about fairness in departmental opportunities, even though
most did not specifically attribute the perceived unfairness to race, ethnicity, or
gender. In all, over 25% of 21CP's recommendations focus on increasing internal
procedural justice and fairness1. The third  police response to homelessness  is the
single most important step that will help reduce external disparities around uses of
force.

1 See Recommendations 2, 7, 34  44, 49. 

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EXECUTIVE SUMMARY 
Recommendations for the Port of Seattle Task Force on Policing and Civil Rights 
21CP Solutions | September 2021 

The Port is not alone in confronting significant issues and concerns surrounding the
role, actions, and performance of police in its community. 21CP has conducted similar
reviews for other jurisdictions addressing many of the same issues and challenges,
and in some cases offered similar recommendations to what is outlined here based on
the same types of best and emerging, promising practices. Again, however, this set of
recommendations was strongly shaped by the input of the Task Force and the
subcommittees, as well as the unique nature of the POSPD, feedback from community
members and direction from the Port Commission.
Finally,  while  this  executive  summary  focuses  specifically  on  the  list  of
recommendations, the full report contains important details, key nuances and
additional background on the process and participants that resulted in these
conclusions. For example, the internal POSPD climate study and the follow-on
interviews  with  individual  officers  provided  essential  insights  into  not  only
perceptions of fairness but also the potential reasons behind those perceptions;
anonymous quotes from the interviews are included in that section to help with
context and interpretation of the survey results. Similarly, there are a number of
issues raised in the Commission Motion that 21CP reviewed, but that did not result
in specific recommendations  such as use of military-grade equipment or how
"qualified  immunity"  does  or  doesn't  play  a  role  in  POSPD  discipline  and
accountability processes. For those that do not have time to read the full report, it
also may be worthwhile to at least review the part of the report that shares
descriptions of each of the recommendations, which provide both explanation for how
the conclusions were arrived at as well as specific details related to implementation.







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EXECUTIVE SUMMARY 
Recommendations for the Port of Seattle Task Force on Policing and Civil Rights 
21CP Solutions | September 2021 

II.     TABLE OF RECOMMENDATIONS
General Recommendations
RECOMMENDATION NO. 1.  POSPD SHOULD CONTINUE TO SCRUTINIZE
THE INTENT AND LANGUAGE OF EVERY LEXIPOL POLICY AND MODIFY
THE POLICIES TO ENSURE THAT THEY MEET BEST PRACTICES AND NOT
JUST LEGAL MINIMUMS.
RECOMMENDATION NO. 2.  AS THE POSPD GATHERS MORE DATA ON
OFFICER  ACTIVITY,  THE  DEPARTMENT  SHOULD  CONTINUE  TO
SCRUTINIZE THAT DATA FOR ANY DISPARITIES IN USE OF FORCE AND
WORK TO ENSURE THAT POSPD'S DEPLOYMENT STRATEGIES AND
APPROACH TO POLICING MINIMIZE THOSE DISPARITIES.
RECOMMENDATION NO. 3.  THE PORT SHOULD CONSIDER CREATING A
QUARTERLY  PORT  SAFETY  COMMITTEE  TO  BRING  INTERESTED
STAKEHOLDERS TOGETHER.
RECOMMENDATION NO. 4.  THE PORT SHOULD CONDUCT A STUDY OF
THE INTERNAL ORGANIZATIONAL STRUCTURE AND COMMUNICATIONS
INVOLVING THE POSPD TO DETERMINE HOW TO BEST ACCOMPLISH THE
GOAL OF ENHANCING POSPD TRANSPARENCY THROUGH REGULAR
ENGAGEMENT WITH PORT LEADERSHIP.
RECOMMENDATION NO. 5.  CUSTOMER  SERVICES  AND  THE  POSPD
SHOULD DEVELOP OR REFINE PROTOCOLS ON THE HANDLING OF
COMPLAINTS AND COMPLIMENTS ABOUT PORT POLICE OFFICERS.
RECOMMENDATION NO. 6.  PORT LEADERSHIP SHOULD SUPPORT THE
POSPD BY DEVELOPING FIRST RESPONDER ALTERNATIVES TO INCIDENTS
INVOLVING THE HOMELESS THAT DO NOT INVOLVE ARMED POSPD
OFFICERS AND INCREASE ACCESS TO HOLISTIC RESOURCES.
RECOMMENDATION NO. 7.  THE   POSPD   SHOULD   COMMENCE   A
CAMPAIGN OF INTERNAL PROCEDURAL JUSTICE TRAINING FOR ALL

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EXECUTIVE SUMMARY 
Recommendations for the Port of Seattle Task Force on Policing and Civil Rights 
21CP Solutions | September 2021 

LEVELS OF THE DEPARTMENT TO HELP ADDRESS THE BROAD-BASED
SENSE OF INEQUITY, ESPECIALLY WITH EMPLOYEES OF COLOR.
Use of Force Recommendations
RECOMMENDATION NO. 8.  THE  DEPARTMENT  SHOULD  CONSIDER
RESTRUCTURING THE USE OF FORCE POLICIES INTO A UNIFIED POLICY.
RECOMMENDATION NO. 9.  THE MISSION AND VISION STATEMENTS IN
THE  POLICY  MANUAL  SHOULD  MORE  CLEARLY  INDICATE  THE
DEPARTMENT'S COMMITMENT, IN ALL OF ITS ACTIVITIES, TO VALUING
AND UPHOLDING EQUITY AND FAIRNESS, DE-ESCALATION, THE SANCTITY
OF HUMAN LIFE, AND ACHIEVING THE BEST POSSIBLE OUTCOME FOR ALL
INVOLVED.
RECOMMENDATION NO. 10. THE DE-ESCALATION POLICY SHOULD BE
UPDATED TO MAKE DE-ESCALATION ATTEMPTS MANDATORY, WHEN
POSSIBLE TO DO SO, AND TO ADD DE-ESCALATION TACTICS.
RECOMMENDATION NO. 11. THE  USE  OF  FORCE  POLICY  SHOULD
EXPRESSLY REQUIRE THAT ANY USE OF FORCE BE OBJECTIVELY
REASONABLE, NECESSARY, AND PROPORTIONAL.
RECOMMENDATION NO. 12. THE  USE  OF  FORCE  POLICY  SHOULD
REQUIRE OFFICERS TO PROVIDE A WARNING, WHEN SAFE AND FEASIBLE,
BEFORE USING ANY FORCE.
RECOMMENDATION NO. 13. THE  USE  OF  FORCE  POLICY  SHOULD
REQUIRE OFFICERS TO PROVIDE MEDICAL CARE WITHIN THE SCOPE OF
THEIR TRAINING AND IMMEDIATELY SUMMON MEDICAL AID TO THE
SCENE. 
RECOMMENDATION NO. 14. POLICY SHOULD BE REVISED TO REQUIRE
OFFICERS TO REPORT AND DOCUMENT ALL FORCE THEY USE AND/OR
WITNESS.


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EXECUTIVE SUMMARY 
Recommendations for the Port of Seattle Task Force on Policing and Civil Rights 
21CP Solutions | September 2021 

RECOMMENDATION NO. 15. THE USE OF FORCE REPORTING POLICY
SHOULD REQUIRE THAT A SUPERVISOR RESPOND TO ALL APPLICATIONS
OF REPORTABLE FORCE, NOT JUST THOSE THAT RESULT IN "VISIBLE
INJURY." 
RECOMMENDATION NO. 16. THE POSPD SHOULD CONSIDER HAVING
OFFICERS ENTER USE OF FORCE REPORTS DIRECTLY INTO BLUETEAM,
RATHER THAN HAVING A SUPERVISOR GATHER AND PRESENT FACTS. THE
SUPERVISOR'S  INVESTIGATION  AND  ALL  SUPPORTING  MATERIALS
SHOULD BE CONSOLIDATED IN BLUETEAM AND ROUTED TO THE CHAIN
OF COMMAND THROUGH THE SYSTEM.
RECOMMENDATION NO. 17. THE   POSPD   SHOULD   MAXIMIZE   ITS
TRANSPARENCY BY PUBLISHING DATA AND REPORTS ON ITS WEBSITE
AND REGULARLY REPORTING THE INFORMATION TO THE COMMISSION.
RECOMMENDATION NO. 18. VIDEO EVIDENCE SHOULD BE DOWNLOADED
AND INCLUDED IN BLUETEAM OR LINKED WITHIN THE SYSTEM.
RECOMMENDATION NO. 19. POSPD SHOULD CREATE A STANDING USE OF
FORCE REVIEW COMMITTEE, TO INCLUDE A TRAINING OFFICER, THE IA
OFFICER, AND COMMAND STAFF, EXCLUSIVE OF THE CHIEF, AND TASKED
WITH REVIEWING EVERY USE OF FORCE.
Mutual Aid Recommendations
RECOMMENDATION NO. 20. THE POSPD SHOULD CONTINUE TO TAKE THE
LEAD ON UPDATING CURRENT MUTUAL AID AGREEMENTS TO DRIVE BEST
PRACTICES REGIONALLY AND ALIGN WITH THE NEW STATE POLICING
LAWS.
RECOMMENDATION NO. 21. AFTER   ENGAGING   IN   MUTUAL   AID
DEPLOYMENTS, AT THE PORT OR IN OTHER JURISDICTIONS, POSPD
SHOULD ACTIVELY ENGAGE IN AFTER-ACTION ASSESSMENTS AND TRACK
ALL RESULTING RECOMMENDATIONS.


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EXECUTIVE SUMMARY 
Recommendations for the Port of Seattle Task Force on Policing and Civil Rights 
21CP Solutions | September 2021 

RECOMMENDATION NO. 22.  THE POSPD SHOULD DEVELOP ITS OWN
CROWD MANAGEMENT POLICY OUTLINING THE POSPD TERMS OF
ENGAGEMENT, FACILITATION OF FIRST AMENDMENT ACTIVITIES, AND
WHICH SPECIFICALLY SETS FORTH THE POSPD ENGAGEMENT STRATEGY
WITH DEMONSTRATION LEADERSHIP. 
RECOMMENDATION NO. 23.  THE PORT SHOULD ADD SPECIFIC APPROVAL
CRITERIA AND PROCESSES REQUIRED BEFORE DEPLOYING RESOURCES
FOR MUTUAL AID. 
Oversight, Accountability, Equity and Civil Rights Recommendations 
RECOMMENDATION NO. 24.  POSPD  SHOULD  ADOPT  THE  PORT  OF
SEATTLE CODE OF CONDUCT INTO POLICY. 
RECOMMENDATION NO. 25.  POSPD POLICY SHOULD MAKE EXPLICIT THE
TYPES OF COMPLAINTS THAT SHOULD BE PURSUED INTERNALLY VERSES
THOSE THAT SHOULD BE HANDLED THROUGH PORT OF SEATTLE HUMAN
RESOURCES, WORKPLACE RESPONSIBILITY, OR OTHER AVENUES OF
COMPLAINT,  WITH  EXPLICIT  PROTOCOLS  BETWEEN  COMPONENTS
DEVELOPED, INCLUDING TIMELINES FOR COMPLETING INVESTIGATIONS
OF EMPLOYEE COMPLAINTS. 
RECOMMENDATION NO. 26.  THE COMPLAINT CLASSIFICATION SCHEME
(INQUIRY AND MINOR, MODERATE. OR MAJOR COMPLAINT) SHOULD BE
REVISED AS IT IS UNNECESSARILY TECHNICAL, THE TERMS USED ARE
NOT CONSISTENTLY WELL DEFINED, AND USE OF A METHODOLOGY TO
ASSIST IN COMPLAINT CLASSIFICATION WILL PROMOTE OBJECTIVITY
AND CONSISTENCY. 
RECOMMENDATION NO. 27.  WHEN AN ON-DUTY SUPERVISOR HANDLES
COMPLAINT INTAKE AND THE INVESTIGATION OF AN INQUIRY OR MINOR
COMPLAINT, THEIR INVESTIGATION MEMO SHOULD INDICATE THE
RATIONALE BEHIND THE CLASSIFICATION DECISION, THE COMPLAINT
CLASSIFICATION  SHOULD  BE  EXPLICITLY  APPROVED  BY  THE
COMMANDER, AND COMPLAINT CLASSIFICATION DECISIONS SHOULD BE

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EXECUTIVE SUMMARY 
Recommendations for the Port of Seattle Task Force on Policing and Civil Rights 
21CP Solutions | September 2021 

REGULARLY AUDITED TO CHECK FOR CONSISTENCY IN APPLICATION OF
POLICY AND OTHER CLASSIFICATION GUIDANCE. 
RECOMMENDATION NO. 28.  THOUGH THERE WAS NO EVIDENCE OF
MISSED TIMELINES FOR COMPLETING INVESTIGATIONS, BEST PRACTICE
WOULD BE TO SET TIMELINES FOR EACH STEP IN THE PROCESS, FROM
COMPLAINT INTAKE THROUGH A FINAL DISPOSITION, INCLUDING NOTICE
TO THE NAMED OFFICER AND COMPLAINANT, AND THE TIMELINES
SHOULD  BE  REFLECTED  IN  AN  UPDATED  COMPLAINT  INTAKE
FLOWCHART, AND POLICY SHOULD BE CLARIFIED AS TO ACCEPTABLE
REASONS FOR EXTENDING TIMELINES, IDENTIFY WHO HAS AUTHORITY
TO GRANT AN EXTENSION, AND NOTE ANY LIMITS ON THE LENGTH OF AN
EXTENSION. 
RECOMMENDATION NO. 29.  THE POSPD SHOULD DEVELOP POLICY THAT
IDENTIFIES POTENTIAL CONFLICTS OF INTEREST AND PROTOCOLS TO
ADDRESS ACTUAL OR PERCEIVED CONFLICTS RELATED TO MISCONDUCT
COMPLAINT HANDLING AND DISCIPLINE MATTERS. 
RECOMMENDATION NO. 30.  THE PORT SHOULD EXPLORE ALTERNATIVE
DISPUTE  RESOLUTION  (ADR)  OPTIONS  FOR  RESOLVING  SOME
COMPLAINTS,  WHETHER  OR  NOT  THEY  INVOLVE  THE  POLICE
DEPARTMENT, AS ADR DOES NOT APPEAR TO BE AN OPTION FOR CASE
PROCESSING IN THE POSPD, HUMAN RESOURCES, OR WORKPLACE
RESPONSIBILITY. 
RECOMMENDATION NO. 31.  THERE ARE A NUMBER OF WAYS TO MAKE
THE POSPD AND COMPLAINT FILING SYSTEM MORE ACCESSIBLE TO
STAKEHOLDERS,  INCLUDING  MODIFYING  THE  COMPLAINT  FORM,
CHANGING THE ON-LINE SEARCH SYSTEM, AND IDENTIFYING POLICE
FACILITIES ON SEA-TAC AIRPORT MAPS. 
Diversity in Recruitment and Hiring Recommendations 
RECOMMENDATION NO. 32.  THE PORT SHOULD COORDINATE WITH THE
POLICE  DEPARTMENT,  HUMAN  RESOURCES,  AND  OTHER  PORT
COMPONENTS TO CONSOLIDATE DATA SOURCES WITH THE GOAL OF

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EXECUTIVE SUMMARY 
Recommendations for the Port of Seattle Task Force on Policing and Civil Rights 
21CP Solutions | September 2021 

DEVELOPING A ROBUST DATA COLLECTION AND ANALYTIC APPROACH TO
BETTER UNDERSTAND THE RECRUITMENT AND HIRING OF POLICE
DEPARTMENT PERSONNEL, INCLUDING AT WHICH STAGE WOMEN AND/OR
APPLICANTS OF DIVERSE ETHNIC AND RACIAL BACKGROUNDS HAVE
HIGH FAIL RATES, AND IDENTIFY OPPORTUNITIES FOR IMPROVEMENT. 
RECOMMENDATION NO. 33.  THE  PORT  SHOULD  DEVELOP  CLEAR
GUIDANCE ON THE BENCHMARKS TO BE USED IN ASSESSING THE
AVAILABILITY  AND  UTILIZATION  OF  PERSONS  IDENTIFYING  WITH
DIFFERENT ETHNIC AND RACIAL GROUPS, INCLUDING THE RATIONALE
FOR USING CENSUS DATA FROM SPECIFIC AREAS. 
RECOMMENDATION NO. 34.  THE   PORT   SHOULD   EXPLORE   THE
REASONING BEHIND THE SIGNIFICANT PERCENTAGE (20-25%) OF
EMPLOYEES WHO DO NOT REPORT THEIR RACE/ETHNICITY AND
CONSIDER THE IMPACT OF THIS MISSING DEMOGRAPHIC INFORMATION
ON EMPLOYEE DEMOGRAPHIC DATA ANALYSIS FOR IDENTIFYING AND
ADDRESSING ANY DISPARITIES IN HIRING AND OTHER EMPLOYMENT
OPPORTUNITIES. 
RECOMMENDATION NO. 35.  THE  PORT  AND  POLICE  DEPARTMENT
SHOULD CONSIDER USING NON-BINARY GENDER DESIGNATIONS. 
RECOMMENDATION NO. 36.  DEVELOP A RECRUITMENT PLAN AIMED AT
INCREASING THE NUMBER OF HISPANIC/LATINO INDIVIDUALS APPLYING
TO BE A POLICE OFFICER AT THE POSPD. 
RECOMMENDATION NO. 37.  CONSIDER A VARIETY OF RECRUITMENT
SUGGESTIONS MADE BY THE DIVERSITY IN RECRUITMENT AND HIRING
SUBCOMMITTEE TO GATHER INFORMATION AND TO REACH OUT TO
YOUTH AND OTHER COMMUNITIES TO GARNER INTEREST IN POLICING
AND IN THE POSPD. 
RECOMMENDATION NO. 38.  FOLLOW-UP WITH PUBLIC SAFETY TESTING
TO EXPLORE WHY FEMALE APPLICANTS TO THE PORT OF SEATTLE POLICE
DEPARTMENT FAIL THE WRITTEN TEST AT A HIGHER LEVEL THAN MALE
APPLICANTS AND WHETHER THE PORT  IS RECEIVING ALL DATA

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EXECUTIVE SUMMARY 
Recommendations for the Port of Seattle Task Force on Policing and Civil Rights 
21CP Solutions | September 2021 

ANALYTICS NEEDED TO ASSESS APPLICANT AND HIRING PATTERNS AND
GIVE FOLLOW-UP CONSIDERATION AS TO WHY THERE HAVE BEEN NO
FEMALE ENTRY-LEVEL HIRES IN THE PAST THREE YEARS. 
RECOMMENDATION NO. 39.  INCREASE  THE  NUMBER  OF  CIVILIANS,
PULLING FROM DIVERSE EMPLOYEE GROUPS SUCH AS EMPLOYEE
RESOURCE GROUPS (ERGS), TO BE TRAINED AND AVAILABLE TO SERVE ON
ORAL BOARDS, SO THAT THEY CAN ROTATE IN WHEN AVAILABLE TO
ASSIST WITH THIS STEP OF THE HIRING PROCESS AND CONSIDER WAYS
TO ASSESS WHETHER THE TRAINING PROVIDED TO MINIMIZE THE IMPACT
OF IMPLICIT BIAS HAS POSITIVE IMPACTS. 
RECOMMENDATION NO. 40.  REVIEW  ORAL  BOARD  QUESTIONS  TO
DETERMINE IF THEY ARE ELICITING RESPONSES THAT ADDRESS THE
SUBJECT  AREA  BEHIND  EACH  QUESTION,  SUCH  AS  ASSESSING
CHARACTER, AND CONSIDER WHETHER THE ORAL BOARD SHOULD
INCLUDE  QUESTIONS  DIRECTLY  ASKING  APPLICANTS  ABOUT
INVOLVEMENT IN EXTREMIST GROUPS, ABOUT AN ENCOUNTER WITH
SOMEONE OF A DIFFERENT RACE, SEXUAL ORIENTATION, ETC., WHETHER
THEY HAVE EVER BEEN THE SUBJECT OF DISCRIMINATION THEMSELVES,
OR THE COMMUNITY GROUPS THEY BELONG TO. 
RECOMMENDATION NO. 41.  CONSIDER   WHETHER   SOME   LIMITED
FOLLOW-UP QUESTIONS BY ORAL BOARD MEMBERS SHOULD BE
PERMITTED. 
RECOMMENDATION NO. 42.  BRING REPRESENTATIVES OF ALL ERGS INTO
THE RECRUITMENT AND HIRING PROCESS AT ALL STEPS, NOT JUST FOR
ORAL BOARDS, SO THAT A VARIETY OF PERSPECTIVES AND IDEAS ARE
SHARED WITH THE POLICE DEPARTMENT AND THE PORT THROUGHOUT
THE PROCESS. 
RECOMMENDATION NO. 43.  WHILE  POINTS  CAN  BE  ADDED  TO  AN
APPLICANT'S SCORE IF THEY SPEAK A SECOND LANGUAGE, CONSIDER A
PAY INCENTIVE OR HIRING PREFERENCE FOR THE ABILITY TO SPEAK
MORE THAN ONE LANGUAGE, ENCOURAGING MULTILINGUALISM FOR
APPLICANTS AND CURRENT EMPLOYEES. 

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EXECUTIVE SUMMARY 
Recommendations for the Port of Seattle Task Force on Policing and Civil Rights 
21CP Solutions | September 2021 

Training and Development Recommendations 
RECOMMENDATION NO. 44.  THE POSPD SHOULD CONSIDER RANKING
APPLICANTS  FOR  SPECIAL  TEAM  ASSIGNMENTS  TO  INCREASE
TRANSPARENCY IN THOSE PROCESSES. 
RECOMMENDATION NO. 45.  THE POSPD SHOULD CONTINUE TO TRAIN DEESCALATION
AS A CORE ENGAGEMENT PHILOSOPHY. 
RECOMMENDATION NO. 46.  THE POSPD SHOULD CONTINUE TO STRESS A
"GUARDIAN MENTALITY" IN ITS TRAININGS. 
RECOMMENDATION NO. 47.  THE  POSPD  SHOULD  PROVIDE  POSITIVE
EXAMPLES TO REINFORCE GOOD POLICE TACTICS RATHER THAN
STRESSING POOR OUTCOMES IN TRAINING. 
RECOMMENDATION NO. 48.  THE POSPD SHOULD CONTINUE TO UTILIZE
NATIONAL AND LOCAL LEADERSHIP DEVELOPMENT OPPORTUNITIES,
BUT WITH TRANSPARENT SELECTION CRITERIA. 
RECOMMENDATION NO. 49.  THE    POSPD    SHOULD    CONSIDER
INCORPORATING EXISTING COMMUNITY ENGAGEMENT OPPORTUNITIES
AS  PART  OF  TRAINING  TO  BETTER  UNDERSTAND  CULTURAL
DIFFERENCES. 
Advocacy Recommendations 
RECOMMENDATION NO. 50.  POSPD SHOULD CONTINUE TO INCORPORATE
THE NEW LEGISLATIVE REQUIREMENTS INTO POLICY AND REINFORCE
THOSE CHANGES THROUGH TRAINING. 
RECOMMENDATION NO. 51.  THE PORT SHOULD CONTINUE TO ENGAGE
WITH KEY STAKEHOLDERS AND ELECTED OFFICIALS ON EMERGING
STATE AND FEDERAL LEGISLATION. 


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EXECUTIVE SUMMARY 
Recommendations for the Port of Seattle Task Force on Policing and Civil Rights 
21CP Solutions | September 2021 

Budget, Roles, and Equipment Recommendation 
RECOMMENDATION NO. 52.  AS  BODY  WORN  CAMERA  PROGRAM  IS
DEVELOPED, THE POSPD SHOULD CONSIDER POLICY CHOICES AROUND
WHEN CAMERAS SHOULD BE ACTIVATED, WHAT ARE ACCEPTABLE USES
FOR BWC FOOTAGE, WHEN OFFICERS MAY VIEW FOOTAGE, AND HOW THE
BWC PROGRAM CAN SUPPORT OVERALL TRANSPARENCY. 















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Brian Maxey
Kathryn Olson
Project Leads
Matthew Barge
Ganesha Martin
Kathleen O'Toole
Charles H. Ramsey
Sean Smoot
Project Team
21CP Solutions