By Yongjae (David) Nam, Travis Carter, Scott Wolfe, Allison Rojek, Spencer G. Lawson

The City of Saginaw (MI) was financially crippled by the lengthy national recession and steady
deterioration of the domestic automobile industry. Once home to five automobile production
plants, four of those sites now sit uninhabited. Several other major manufacturers have closed
plants or drastically reduced the number of employees. These losses dramatically increased
unemployment and devastated the city’s tax base. According to the Bureau of Labor Statistics,
unemployment in Saginaw peaked in July 2009, standing at 23.5%. The 2018 American Community
Survey indicates that the unemployment rate for Saginaw was 14.9%. This rate is higher compared
to a national unemployment rate of 5.9% and a rate of 6.5% for Michigan. The 2010 Census reports
that Saginaw’s median household income was $29,809 and per capita income was a mere $16,153,
both nearly half the state of Michigan and U.S. averages. About 33.6% of the total population lives
below the poverty line, more than double the state of Michigan average (14.2%) and nearly triple
the U.S. average (12.3%). Census reports show the population of Saginaw decreased by nearly
13,000 people (20.7%) from 2000 to 2018 (from 61,799 to 48,997 people). Saginaw’s population
decline, deteriorating property values, shrinking income tax collections, and drastically reduced
state revenue sharing continue to severely impact the city’s ability to provide basic public services,
creating quality of life issues and high violent crime rates. Despite a high incidence of crime, poor
economic conditions forced the city to make the inevitable decision to reduce the size of its police
department from 160 police officers in 1997 to its current level of 54 officers (66.3% decrease).
From 2016 to 2018, 42 homicides were committed in Saginaw. Most were committed with a
firearm, and more than three-fourths were drug and/or gang-related. Additionally, there were
another 138 victims of non-fatal shootings. In 2018, Saginaw’s violent crime rate per 100,000
residents (1,621) was more than four times the national average (381) and more than three times
Michigan’s average (449). In addition, Saginaw’s homicide rate (22.8) was over four times both the
national average (5.0) and Michigan’s average (5.5). Moreover, data reveal that Saginaw's overall
crime rates are 64% higher than Michigan’s average and are 34% higher than the nation's average.
The Saginaw Violent Gang and Gun Crime Reduction Program (hereafter, Saginaw PSN) was
aimed at addressing these problems. Table 1 provides an overview of the goals, objectives, and
outcomes of the Saginaw PSN program

East Lansing, MI: School of Criminal Justice, Michigan State University., 2022. 53p.

By Thomas Christoff, Benjamin Carleton, Margarita Parker, Kaitlin Moloney, Alexa Blondin, and Bill Taylor

Traffic enforcement encounters represent one of the most common interactions that the public has with law enforcement, with more than 20 million people pulled over for a traffic stop in the US each year (Baumgartner et al., 2021). Police officers make at least three important decisions during a traffic stop encounter, including whether to initiate a traffic stop, whether to conduct a search of persons or the vehicle, and how the officer will sanction the driver (Schafer et al., 2006). Similarly, traffic enforcement is also one of the primary responsibilities of the Michigan State Police (MSP), with MSP having conducted 287,065 traffic stops in 2022.1 In January of 2021, MSP took proactive steps to begin a partnership with researchers from the School of Criminal Justice at Michigan State University (MSU) to understand whether racial/ethnic disparities exist in traffic stop behavior by MSP patrol members. As part of MSP’s partnership with MSU, MSU researchers examined data for MSP traffic stops conducted during the year 2020. Overall, MSU’s analysis found that “African-American drivers experienced significant disparities with respect to MSP traffic stops.” In addition, MSU’s analysis found that “Hispanic drivers were significantly more likely than White drivers to be searched or arrested after traffic stops.” MSU conducted a second round of traffic stop data analysis using MSP data for traffic stops conducted during 2021. In this second round, MSU added a Post-by-Post analysis, which revealed that “a small proportion of MSP posts accounted for the racial and ethnic disparities observed statewide.” The analysis also revealed disparities in traffic stops for African-American drivers in Secure Cities Partnership (SCP) locations. Upon receiving MSU’s initial findings, MSP leadership responded in January 2022 with the unveiling of a multifaceted Five-Point Plan intended to address racial disparities in traffic enforcement. The five points focused on understanding the contributors to disparities in traffic stops and exploring ways in which MSP could effectively reduce such disparities. The point most relevant to this assessment is the first one, which involves the hiring of an independent consulting firm to review MSP policies and make recommendations that will address racial disparities. MSP issued a request for proposals in March 2022 seeking an independent consulting firm to conduct this work, and the CNA Corporation (CNA) was awarded the contract to assess MSP traffic enforcement policies and program initiatives over the course of 18 months, starting in June 2022. CNA’s approach to this assessment focused on the full lifecycle of a trooper, including how MSP recruits and hires its troopers, instructs and trains its troopers, and supervises its troopers. We also considered organizational factors that are relevant to traffic enforcement and equitable policing. To assess MSP’s traffic enforcement policies and program initiatives, we used a variety of sources, including document review, targeted interviews, focus groups, ride-alongs, and quantitative data analysis. This report details the findings and recommendations of this focused assessment and consists of the following five main sections: 1. Methodology and Approach 2. Recruitment and Hiring Policies, Trainings, and Practices 3. Trooper Policies, Trainings, and Practices 4. Supervisor Policies, Trainings, and Practices 5. Organizational Processes and Initiatives   

Arlington VA: CNA, 2023. 95p.