EPD cultural audit flags evaluations, leadership development; commission backs hiring mental‑health professional

Eugene — The Eugene Police Department’s recently delivered workplace culture audit and a city Police Commission subcommittee review led the commission on Jan. 9 to back efforts for more mental‑health support and to request clearer policy on post‑critical‑incident counseling.

Chief Steve Skinner told the commission the department engaged consulting firm M3 to perform a culture audit that interviewed “a little over 20% of the organization” (about 60 of roughly 350 employees) and produced high‑ and moderate‑priority recommendations. Skinner said he emailed department staff a high‑level summary of the recommendations this week, but that the full audit report will not be released to the public commission due to confidentiality and public‑records concerns. Skinner said the commission will be provided an executive summary distilled from the report.

The audit’s high‑priority recommendations, as described by Skinner, included improving promotional and performance evaluations, implementing structured employee and leadership development programs, and addressing interpersonal workplace behaviors including microaggressions. Moderate priorities included increasing leadership visibility, improving communications to staff, and enhancing inclusion of professional (non‑sworn) staff. The audit also reported recurring fatigue tied to understaffing.

The commission’s Law Enforcement Mental Health and Wellness Subcommittee, chaired by Commissioner Rady, unanimously advanced a recommendation asking the commission to “encourage and support the Eugene Police Department to engage the services of a mental‑health care professional” for department personnel. The commission voted to present that recommendation to City Council; the motion passed with six votes in favor and one abstention from the commissioners present.

Commissioner Rady and other subcommittee members also proposed clarifying policy language for section 810.3.5 (an existing policy tied to post‑critical‑incident counseling). The subcommittee suggested requiring a first counseling visit “within two weeks” of a qualifying incident and removing language that would allow limited confidentiality exceptions; Chief Skinner responded that the policy is closely tied to state law (Senate Bill 111/ORS) and collective‑bargaining obligations and that the department would work with the subcommittee to draft workable language. Skinner emphasized that current state law and policy typically trigger mandated counseling following officer‑involved shootings and that the definition of “critical incident” is legally and operationally complex.

Rady told the commission the subcommittee wants an operational policy that addresses post‑shooting care and provides clarity about other potentially qualifying incidents (for example, mass casualty events, on‑duty deaths or severe injuries). Chief Skinner said the department supports the goal and recommended starting with language that focuses on officer‑involved shootings before deciding whether to expand definitions.

The subcommittee also sought permission for its chair and the commission president to speak to a reporter about the subcommittee’s work; the commission authorized Chair Jencina Hawkins and Commissioner Rady to give a one‑time interview, with a majority voting in favor and one commissioner voting no.

Why it matters: The audit and the subcommittee’s work address officer wellness and organizational health — factors the department says affect personnel retention, performance, and community interactions. Any changes to mandatory counseling or fitness‑for‑duty processes will involve legal review, bargaining with unions and careful handling of confidential employee information.

What’s next: Chief Skinner said he will meet with senior staff to incorporate the audit recommendations into the department’s 2025 strategic plan, produce an executive summary for the commission and collaborate with the subcommittee and city attorney on policy language that balances personnel confidentiality, legal mandates and operational needs.