Projects
The following are a selection of perivale+taylor projects as specified in the clients’ Request for Proposal’s Scope of Work – underscoring the breadth of skills and experience, the quality of perivale+taylor work, and our success in engaging with clients.
British Columbia | City of Coquitlam
A comprehensive analysis of the current and future provision of police services within the City including: relevant legislation and Memorandum of Agreements and service contracts, the operational and financial impacts and contracts, police operations, programs and services, facilities, integrated teams, communications, resource utilization, minimum service levels, management, accountability frameworks, administrative and governance issues, current and projected infrastructure (buildings), telecommunications, labour, and capital costs.
British Columbia | District of North Cowichan
Community Safety Response Model Gap Analysis Project to identify opportunities for improvement in managing community safety issues, arising from the entwined challenges of homelessness, addiction and mental health through its RCMP service delivery; and develop short-term and longer-term plans, and develop recommendations to the provincial review of the Police Act.
British Columbia | District of Oak Bay
Working with municipal emergency services and an architectural firm, a public-safety building feasibility study including a technical needs analysis and space programming, current state infrastructure assessment, and future state assessment for police, fire, and emergency services.
British Columbia | Township of Esquimalt
A review to explore service delivery models for policing including the possibility of providing policing by means of an independent municipal police department. The review included a complete and detailed description of the potential policing models, building requirements, and costs.
New Brunswick | Tri-Community, Cities of Moncton and Dieppe and Town of Riverview
A study of the requirements for a modern public safety police service and compare the delivery of services through either a regional RCMP or a regional municipal police force, or a combination of both services. The Study included: the type of services provided, such as community policing, patrol, mental health and addiction services, mobile crisis units, and specialty units – based on current best practices and future innovative approaches; determining the number of enforcement officers and civilian administrative support staff required, and specialized teams. In partnership with Cornerstone Planning Group, the Study included a building needs analysis for the policing models to 2044.
Nova Scotia | Cape Breton Regional Municipality
A comprehensive operational review and evaluation of the Cape Breton Regional Police Service including: Organizational structure, span of control, and staffing; Shift Schedules; Overtime; Civilianization; Operations; Administration; and Policing Costs.
Alberta | City of Calgary
In partnership with Stantec, facilitated and developed a 25-year building infrastructure plan, which includes recommendations for efficient and effective infrastructure capital planning and management.
British Columbia | New Westminster Police Board
A service delivery analysis including: optimum staffing and deployment; human resourcing; operational deployment related to calls for service, response times, proactive policing time, administrative time, workload by time of day, day of week, including comparisons to industry standards and best practices; analysis of work performed by sworn and civilian support units and services; human resource management; cost of proposed changes.
Ontario | Waterloo Regional Police Service
Developed and assisted in the implementation of a Diversity, Equity, and Inclusion program, including: a Diversity, Equity and Inclusion Strategic Plan; a three-year critical path framework for a focus on diversity, equity, and inclusion; a critical path for the strategic, sustainable, and cost-effective leveraging of the benefits of diversity; and a Strategic Recruitment Plan to ensure the WRPS attracts the best candidates taking into account the complex demands of policing and the increasingly competitive employment marketplace.
Prince Edward Island | Department of Justice and Public Safety
The Crime Prevention and Policing Service Model Review provided recommendations with respect to crime prevention and policing strategies and recommendations regarding the most effective policing service models for the Island.
Ontario | Halton Regional Police Service
The development of a Diversity, Equity, and Inclusion Strategy and Implementation Plan which engaged all demographic components of the Region’s population; ensured the hiring and maintenance of a workforce that reflects the demographics of the Region; and facilitated the development and promotion of personnel so that the demographic of the leadership reflects that of the Region; ensured that all members have the ‘diversity competence’ to deliver effective policing in a diverse environment; and created a work environment where all members feel safe, secure, and supported.
Prince Edward Island | Department of Justice and Public Safety
An Operational Review of the Investigation and Enforcement (Conservation Officers) Section. The recommendations addressed: legislation & regulations for appointments of Conservation Officers, the scope of authority, the adequacy and thoroughness of enforcement measures and procedures, file review, adequacy and appropriateness of program and officer oversight, and the adequacy and appropriateness of training, both initial and ongoing in-service training.
Saskatchewan | Saskatoon Board of Police Commissioners
An operational review of the Saskatoon Police Service, inclusive of shared services, to evaluate the effectiveness, efficiency and sustainability of the current operational model, maximizing resources in the work of ensuring community safety.
British Columbia | District of Sechelt
The project linked the District’s strategic priorities and positioned the organization for the future. This was based upon an examination of the Municipality’s staffing costs and levels with a view to ensuring that the community was getting value for money. Recommendations included: changes to the organizational structure and reporting relationships; the qualifications, capacity and suitability of those occupying management positions; staff appointments through open, fair and competitive hiring practices; and next steps in building organizational capacity and effectiveness.
Ontario | Durham Regional Police Service
Created a diversity and inclusion vision statement; a three-year Diversity, Equity, and Inclusion Strategic Plan that was incorporated into the Business Plan along with a Critical Path Framework for implementation; a three-year Strategic Recruitment Plan and a three-year recruitment work plan; and provided communications support in the various initiatives; a success indicators tool to support future evaluation; and provided a high-level analysis of internal engagement.
Northwest Territories | City of Yellowknife
An operational review of the Municipal Enforcement Division, Public Safety Department. The review evaluated the organizational structure and recommended the optimal effectiveness and efficiency of the operations of the division for the current and future needs of the city’s residents.
Government of Northwest Territories | Justice Department
The Review established a base line establishment of the division’s personnel and identified staffing utilization within the various programs and activities that the RCMP deliver within the NWT, and provided a cost benefit analysis of the personnel resources. The review examined models of service delivery which could achieve efficiencies while delivering high quality, responsive police services in the NWT.
Alberta | City of Grande Prairie
Utilizing a risk management approach involving the identification, assessment, and ranking of current and projected risks, the Review prepared a comprehensive RCMP Strategic Plan incorporating: the projection of anticipated human resource requirements and criteria to initiate human resource adjustments, identified equipment required, and identified facility requirements for a one-to-twelve-year period.
Yukon | Department of Justice
A review of the human resource requirements and utilization and function of all categories of employees and service delivery models of the Yukon territorial police service. The review provided a shared understanding between the Minister and the Commanding Officer of the expectations, functions, current human resource level and human resource utilization between the RCMP and Yukon Justice.
British Columbia | North Shore Municipalities and First Nations
City of North Vancouver, District of North Vancouver, Squamish Nation, Tsleil Waututh Nation, District of West Vancouver
The Review examined the opportunity to establish a North Shore police service, under the British Columbia Police Act, providing policing services to the three municipalities and the First Nations communities.
British Columbia | Fraser Valley Regional District
The Core Service Review identified opportunities to streamline service delivery, achieve cost efficiencies, improve service delivery and effectiveness, reduce duplication, enhance services and facilitate service level monitoring and analysis.
Prince Edward Island | City of Summerside
A review and evaluation of the organization and operation of the Summerside Police Service, including the mandate, evaluation of all sections, efficiency, technology, physical and financial resources, and training and qualification.
British Columbia | City of Victoria
Working with the City in the development of a Proposal for the Provision of Police Services to the Township of Esquimalt.
Alberta | City of Red Deer
A Crime Prevention and Policing Study and Policing Service Model Review evaluated statistics, community perceptions, crime prevention initiatives and policing services. The Review determined service level demands, the roles of various stakeholders, and recommendations for specific strategies in order to address crime prevention and policing issues.
New Brunswick | City of Moncton
The Review provided sufficient information for the City of Moncton to consider the proper level, quality, and type of policing services required; including model options, building requirements, and cost-benefit analyses of transitional and on-going costs.
New Brunswick | Codiac Regional Police Authority
The Primary Objective of the review was to define the parameters of the Police Authority as to its Authority, Responsibility and Accountability at all levels of Government; next to develop a Framework for Board Governance, including Structure and Policies which describes the relationship of the CRPA with the police service provided; the relationship of the CRPA with the three Municipalities (Moncton, Riverview, Dieppe), Provincial and Federal Governments, and the RCMP; the roles and functions of the Executive and Committees; and, Board representation and structure.
Alberta | City of Edmonton
The Review identified guidelines to differentiate between law enforcement activities and duties that should be performed by the Edmonton Police Services Police Officers (EPS Police) and the law enforcement activities and duties that could be performed by municipal Peace Officers / Community Service Officers (POs / CSOs). Based on those guidelines, the Review determined the best leadership, and administrative and management structure for the POs / CSOs that are not part of EPS and identified the appropriate performance expectations, qualifications, training and equipment to match the authority of the various POs / CSOs. Prepared a Business Plan to develop and implement an integrated communications process which is based upon a coalition of fourteen community service providers, including police, fire, EHS, and diverse community agencies.
Nova Scotia | Halifax Regional Municipality
Policed by two agencies, the Halifax Regional Police and the Halifax RCMP District, the regional authority required a review of management and operations in the HRM and the coordination of policing functions throughout the Region. The review led to revisions in geographical coverage, consolidation of select services, and changes in police management of the services.
Nova Scotia | Halifax Regional Municipality
Following findings of the Nova Scotia Human Rights Commission, the Halifax Regional Police was required to conduct a review of all aspects of operations and administration, recruiting, selection and training. The Review’s recommendations would ensure that all aspects of the functioning of the Service was supportive of inclusion and diversity.
British Columbia | City of Richmond
A comprehensive review of community security and safety services with a view to making recommendations to Council concerning the most appropriate agency of policing. Options included the continuation of the current RCMP service, a municipal police service, contracting with a contiguous police service or any combination of the options.
New Brunswick | City of Saint John
The review was precipitated by a period of management and union conflict and reduced effectiveness and efficiency in services. The Review comprised of a wholesale assessment of management, administration, and operations, and recommendations which would enhance service to the public and provide a revised governance structure.
Manitoba | City of Winnipeg
Following a double homicide in the city, the Council introduced a review of all aspects the Winnipeg Police Service communications functions with a view to recommending enhancements in technology, policies, procedures, staffing and training. perivale+taylor worked with the Audit function of the City in the conduct of the review.
British Columbia | Town of View Royal
The Review assessed the operations, administration, management, and governance of View Royal contracted policing and recommended the most appropriate model.
New Brunswick | City of Saint John
Developed and conducted a competency-based selection process. The process incorporated broad outreach to ensure a range of skilled applicants and included the training of the Police Board (established through a perivale+taylor recommendation in a previous project) in executive responsibility in policing and competency-based selection techniques.