FIRE AND POLICE COMMISSION

Summary

This item concerns the approval of the meeting minutes from the January 22, 2026, Fire and Police Commission meeting. The minutes were adopted by general consent.

Citizen Impact

This is an administrative item related to recording previous meeting minutes and has no direct impact on residents.

Confidence

high

Summary

Resolution relating to the appointment of Joshua W. Cantrell to the position of Helpdesk Specialist II (Pay Range 3RN) within the Milwaukee Police Department. This appointment is to fill an existing vacancy and is effective Monday, March 2, 2026. The candidate was selected based on a competitive process including training, experience, and oral interviews, and his name appeared on the eligible list certified by the Department of Employee Relations on December 15, 2025. The appointment is contingent upon successful completion of a background investigation and drug screening.

Citizen Impact

This is an administrative appointment to fill a vacant IT support position within the police department. There is no direct impact on residents as it concerns internal staffing.

Confidence

high

Summary

The Milwaukee Police Department, through Chief of Police Jeffrey B. Norman, has nominated and appointed Melissa M. Wallner and Patricia L. Hightower to the position of Police Records Specialist I (Pay Range 6GN). These appointments are to fill existing vacancies and are effective March 2, 2026, pending successful completion of background investigations and drug screenings. The candidates were selected based on their performance in a process that included evaluation of training, experience, and oral interviews, and they appear on the eligible list certified by the Department of Employee Relations on November 6, 2025.

Citizen Impact

These appointments will fill critical roles within the Milwaukee Police Department, potentially improving the efficiency of police record keeping. Residents may experience faster processing of requests related to police records.

Confidence

high

Summary

The Milwaukee Police Department, through Chief Jeffrey B. Norman, is requesting the Board of Fire and Police Commissioners to re-exempt the Crime Analyst position. This re-exemption is sought to provide greater flexibility in selecting candidates who best fit the department's culture, demands, and structure. The Crime Analyst role involves collecting, analyzing, and disseminating crime data to identify trends and patterns using specialized software, supporting law enforcement operations, deployment recommendations, and resource allocation. The attached job description outlines the essential functions, including research, data analysis, spatial analysis, and report preparation, requiring a Bachelor's Degree in a relevant field and experience with statistical and GIS software.

Citizen Impact

Re-exempting the Crime Analyst position allows the Milwaukee Police Department to hire candidates more effectively, potentially leading to improved crime analysis and data-driven policing strategies that could enhance public safety.

Confidence

high

Summary

The Milwaukee Police Department, through Chief of Police Jeffrey B. Norman, has formally requested the Board of Fire and Police Commissioners to refer a recruitment request to the Department of Employee Relations (DER). The purpose is to hire for the Crime Analyst I position. This role is crucial for collecting, analyzing, and disseminating crime data to identify trends and patterns using specialized software. The position is exempt from competitive examination per Commission Rule V, Section 5. The attached job description outlines the responsibilities, including research and analysis of crime data, offender profiling, spatial analysis, and preparing reports to aid in crime prevention, investigation, and resource allocation. Minimum qualifications include a Bachelor's Degree in a related field, experience with statistical and GIS software, and one year of research experience. The position is classified as non-exempt and requires 40 hours per week.

Citizen Impact

This action will lead to the hiring of a Crime Analyst I, who will support the Milwaukee Police Department in analyzing crime data. This ultimately aims to improve crime prevention and investigation efforts, potentially leading to safer communities.

Confidence

high

Summary

This resolution pertains to the Crime Analyst I Job Announcement Bulletin within the Milwaukee Police Department. The position is non-sworn (civilian) and exempt from Civil Service, serving at the pleasure of the Chief of Police. The Crime Analyst will be responsible for collecting, analyzing, and disseminating data to identify crime trends, patterns, and changes in criminal activity. Key duties include producing information to aid in crime prevention, suppression, and investigation, creating offender profiles, making recommendations for resource allocation, and preparing statistical and analytical reports. The position requires a Bachelor's degree in a related field and a valid driver's license. The salary range is $61,134 - $83,952 annually, with a resident incentive range of $63,579 - $87,311. Applications are due by Friday, March 13, 2026.

Citizen Impact

This announcement is for a job opening that will enhance the Milwaukee Police Department's ability to analyze crime data, potentially leading to more effective crime prevention and resource allocation strategies that benefit residents.

Confidence

high

Summary

This document is a Job Announcement Bulletin for a Building Maintenance Supervisor position within the Milwaukee Police Department (MPD). The role involves overseeing HVAC technicians and custodial staff across multiple MPD facilities, planning and scheduling maintenance and repairs for 13 buildings, and coordinating outside contractors. The position requires an Associate degree in a related field, five years of experience in facility maintenance (including HVAC, electrical, and plumbing), and one year of supervisory experience. The salary range is $99,243 - $112,137 annually, with a resident incentive salary of $103,212 - $116,622 annually. The job involves second-shift work (4:00 pm - 12:00 am) and requires flexibility for varying shifts, weekends, holidays, and emergencies. Candidates must pass a background investigation and meet physical requirements, including a 50lb lift test.

Citizen Impact

This announcement is for a job opening within the Milwaukee Police Department. Residents seeking employment in building maintenance and supervision may find this a relevant opportunity. The successful candidate will ensure the proper functioning and upkeep of MPD facilities.

Confidence

high

Summary

This item relates to recommendations from Leaders Igniting Transformation (LIT), a Black and Brown youth-led organization focused on social, racial, and economic justice. LIT advocates for reimagining public safety through community investment rather than punishment, aiming to dismantle inequitable justice systems. Their priorities for the Fire and Police Commission (FPC) include:

• Timely Investigations: Completing complaint investigations within 120 days and publishing clear timelines.
• Transparency: Publishing quarterly dashboards on complaints, outcomes, and demographics (including race, gender, and zip code).
• Accessibility: Expanding neighborhood complaint intake sites, offering language access, and providing after-hours filing options, with considerations for the digital divide, unhoused, and sex workers.
• Public Dialogue on Policy: Holding public hearings before adopting major MPD policies (e.g., use of force, pursuits) and expanding outreach to impacted communities.
• Commitment to Diversity: Affirming diverse representation on the Commission and considering a community advisory panel. LIT states these steps are within the FPC's current authority and are practical and achievable.

Citizen Impact

These recommendations aim to increase transparency and accessibility in the oversight of public safety departments, potentially leading to more timely and equitable complaint resolutions for residents.

Confidence

high

Summary

This communication from the Department of Employee Relations requests amendments to the 2025 Salary Ordinances to provide recruitment flexibility for the Fire Chief position and clarify the authority for recruitment flexibility for the Chief of Police position. Both roles are in Pay Range 4ZX.

Key Changes:

• Fire Chief: The ordinance will be amended to allow recruitment flexibility for the Fire Chief, enabling the Fire and Police Commission to recruit above the minimum rate and address potential pay compression. This change will be reflected by editing footnote (1) under Pay Range 4ZX to read: "Recruitment may be at any rate in the pay range with the approval of the Fire and Police Commission," and applying this footnote to the Fire Chief title.
• Chief of Police: The amendment clarifies that the Fire and Police Commission has the authority to appoint the Chief of Police at any point in the pay range. This ensures consistency with the proposed flexibility for the Fire Chief.

The proposed changes are requested to be effective for Pay Period 22, 2025 (October 12, 2025).

Citizen Impact

This item provides recruitment flexibility for the Fire Chief and clarifies it for the Chief of Police, aiming to attract and retain qualified leaders. While there is no direct cost to residents, it ensures competitive compensation for these key public safety leadership roles.

Confidence

high

Summary

This memorandum, dated January 2026, outlines a comprehensive draft plan for the Milwaukee Police Department (MPD) to implement a Community and Problem-Oriented Policing (CPOP) strategy, building upon MPD Standard Operating Procedure (SOP) 003 and informed by the Collins Settlement Agreement. The plan, developed by FPC Deputy Director Jay Pucek and Executive Director Leon Todd, aims to institutionalize CPOP focusing on problem-solving, community engagement, and organizational adaptation.

Key Recommendations for Problem-Oriented Policing (POP):

• Expert Guidance: Hire an outside academic POP expert to oversee implementation, train staff in the SARA model (Scanning, Analysis, Response, Assessment), and advise the Chief of Police.
• Hybrid Unit Structure: Create a centralized POP unit (5-10 officers/detectives, 5-10 crime analysts, clerical staff) for city-wide issues, supplementing existing district-level Community Partnership Units (CPUs), and training all police personnel in POP.
• Training & Systems: Develop a comprehensive POP curriculum for new recruits and current staff, establish standardized forms and a record-keeping system for POP projects, and define a flexible workflow for problem identification, analysis, response, and assessment.
• Incentives & Policy: Modify MPD's rewards, incentive systems, and performance evaluations to promote quality problem-solving, review and adapt existing policies, and ensure department leadership actively promotes POP. The Fire and Police Commission (FPC) will also test entry-level and promotional candidates on CPOP understanding.

Enhancing Community Engagement:

• MPD must move beyond "community involvement" to true community collaboration, fostering two-way communication and shared decision-making with community partners.
• Officers will be encouraged to make numerous non-enforcement contacts with residents to build trust, and geographic responsibility for officers will be assigned and stabilized.

Organizational Adaptation:

• The plan calls for MPD to transition from a hierarchical structure to a more democratic management style, flattening ranks and empowering line-level officers with greater discretion and authority to solve local problems.

Implementation Timeline:
The plan was presented to the FPC on January 22, 2026. Next steps include a stakeholder alignment meeting and forming a workgroup to hire the POP expert, who will then lead full implementation. This strategy is also informed by the May 2024 Wisconsin Policy Forum report "Common Ground," which synthesized feedback from 16 community listening sessions (July 2022 - February 2024) and analyzed peer city COP practices, highlighting resident concerns about violent crime, accountability, clean neighborhoods, youth engagement, and mental health.

Citizen Impact

This comprehensive policing strategy aims to make Milwaukee neighborhoods safer and more connected by fostering true collaboration between police and residents. It will lead to more proactive, data-driven policing that addresses underlying causes of crime, improves officer-community trust through non-enforcement interactions, and ensures police are more responsive to specific neighborhood needs, including those related to youth engagement, mental health, and environmental cleanliness.

Confidence

high

Summary

This item concerns recent updates to the Milwaukee Police Department's (MPD) Standard Operating Procedures (SOPs) and Standard Operating Instructions (SOIs). The primary documents detail changes to:

• SOP 960 - Correction/Discipline Form (PD-30E): This procedure outlines the use of a form to formally notify officers of minor infractions. Key updates include ensuring the form references the specific Code of Conduct infraction and applicable SOP/SOI, and clarifying that officers are not to be questioned about the infraction or read their rights under the Law Enforcement Officers Bill of Rights. It also specifies that if a third PD-30E is issued within 12 months for the same infraction, a written report to the commanding officer is required instead of another PD-30E. The form must generally be issued within 72 hours of the infraction.
• SOP 660 - Vehicle Pursuits and Emergency Vehicle Operations: Updates reflect a new model policy, emphasizing consideration of elevated risk vehicles, presence of minor passengers, and the Airborne Assessment Team when initiating or continuing pursuits. Officers must provide information about hazards like firearms. Crucially, officers will not face disciplinary action for terminating a pursuit if they deem the risk outweighs public safety concerns. New criteria for initiating pursuits for reckless driving are added, requiring more than just speed to demonstrate "substantial and unreasonable risk."
• Camera Trailers SOI: This instruction governs the deployment and operation of portable, battery-operated video surveillance trailers. Updates remove references to camera trailer use in cold weather due to battery limitations. It clarifies deployment criteria, requiring requests from lieutenants or higher, and specifies that two persons must be present for deployment or removal.

Citizen Impact

These changes to MPD procedures affect how officer conduct is documented and how vehicle pursuits are managed. Residents can expect clearer guidelines on officer discipline for minor infractions and potentially safer vehicle pursuits with an emphasis on officer discretion to terminate high-risk chases.

Confidence

high

Summary

This item concerns a communication from FPC staff regarding a new police officer recruitment video and website (joinmilwaukeepd.com). The attached documents outline the benefits of joining the Milwaukee Police Department (MPD), including competitive salary ($73,188 to $97,575 plus overtime and specialized pay), comprehensive medical and dental coverage, paid academy training with college credit opportunities, lifetime pension eligibility, and generous paid time off. The recruitment materials also highlight modern technology, various specialty units (e.g., K-9, Harbor Patrol, Airborne Assessment Team), tuition support, and a clear hiring process involving application, written and oral exams, physical fitness test, and background investigation. The website aims to attract qualified candidates by showcasing the career growth, training, and community impact opportunities within the MPD.

Citizen Impact

This initiative aims to increase the number of police officers serving the city, potentially leading to improved public safety response times and community engagement. Residents may see a more robust police presence as recruitment efforts succeed.

Confidence

high

Summary

This report provides an update on the Fire and Police Commission (FPC) staffing and operations as of February 16, 2026. The FPC has 28 full-time staff positions, with three current or anticipated vacancies: a Program Assistant I, an HRIS Auditor (a new position for the Workday System), and an Investigator (Bilingual) whose current incumbent is leaving for the Milwaukee Police Department. The FPC's Audit Unit plans several non-Collins Settlement Agreement audits for 2026, including MPD's Animals Policy, Drones, Automated License Plate Readers, and dispatch responses for both MPD and MFD. The FPC is also preparing its Year Eight Annual Report for the Collins Settlement Agreement. Community engagement efforts include a film screening, support for the Adopt-a-School initiative, and website updates to improve transparency. The FPC has received 28 citizen complaints in 2026, with 16 still open. The legal unit is handling several disciplinary appeals, with some resolved through settlement and others scheduled for trial. Research and Policy Analyst Barbara Cooley is working on reviewing MPD policies, police recruitment incentives, and applicant progression data. The Staffing Services Unit is actively recruiting for Police Officers, Police Aides, Fire Cadets, and Emergency Communications Officers through various testing, hiring events, and outreach initiatives.

Citizen Impact

This report details ongoing work by the Fire and Police Commission, including investigations, community outreach, and recruitment for police and fire departments. Residents can stay informed about commission activities and public safety hiring processes through the FPC's updated website and engagement events.

Confidence

high

Summary

This resolution concerns the promotion of Nathan A. Butz to the rank of Police Lieutenant within the Milwaukee Police Department. The promotion is to fill an existing vacancy and is effective Sunday, March 1, 2026, pending successful completion of a drug screening. Chief of Police Jeffrey B. Norman has certified that Mr. Butz has undergone a thorough internal vetting process, including review of his entire record, and is in good standing and suitable for promotion.

Citizen Impact

This is an administrative promotion within the police department. There is no direct impact on residents as it fills an existing vacancy and does not involve new spending or policy changes.

Confidence

high

Summary

The Milwaukee Police Department, through Chief of Police Jeffrey B. Norman, is nominating and promoting five individuals to the rank of Police Sergeant. The promotions are subject to the approval of the Board of Fire and Police Commissioners. The individuals nominated are Demetrious Hudson, Janay N. Patterson, Karl T. Wallich, Kyle J. Graf, and Patrick J. Balestrieri. These promotions are intended to fill existing vacancies and are effective Sunday, March 1, 2026, contingent upon successful drug screening. The candidates were selected after a thorough internal review of their records, including disciplines, investigations, administrative matters, fitness, and commission history. The eligible list for Police Sergeant was approved by the Board on May 16, 2024.

Citizen Impact

This resolution concerns internal police department staffing. Residents will experience no direct impact, but the promotions aim to fill sergeant vacancies, potentially improving departmental operations and supervision.

Confidence

high

Summary

The Milwaukee Police Department, through Chief of Police Jeffrey B. Norman, is nominating three individuals for promotion to the rank of Detective. The nominated individuals are Thomas J. Kotnik, Daniel Q. Scott, and Alexander M. Gohmann. These promotions are intended to fill three existing vacancies and are effective Sunday, March 1, 2026, pending successful completion of a drug screening. The candidates were vetted through an internal process reviewing their entire records, including disciplines, investigations, fitness, and history with the Fire and Police Commission. Their names appear in order on the eligible list approved by the Commission on December 18, 2025.

Citizen Impact

This item concerns internal police department staffing and does not have a direct impact on residents' daily lives or services. The promotions are administrative in nature to fill existing vacancies within the department.

Confidence

high

Summary

This item concerns the appointment of individuals to the Police Officer position. The Milwaukee Police Department, under Chief Jeffrey B. Norman, has nominated 44 individuals from the eligible list adopted on October 16, 2025. These appointments are contingent upon successful completion of various pre-employment screenings, including physical readiness tests, medical examinations, drug screenings, psychological evaluations, and background updates. The effective date for these appointments is set for March 30, 2026, for 35 positions and March 29, 2026, for one Community Service Officer transitioning to Police Officer. These appointments are intended to fill existing vacancies within the department.

Citizen Impact

These appointments will fill vacancies within the Milwaukee Police Department, potentially improving police presence and response times in the community. Residents can expect to see new officers on duty following their successful completion of training and probationary periods.

Confidence

high