Police Department Staffing Assessment and Organizational Analysis
| Location: | California |
|---|---|
| Posted: | Dec 17, 2025 |
| Due: | Jan 9, 2026 |
| Agency: | City of San Bruno |
| Type of Government: | State & Local |
| Category: |
|
| Publication URL: | To access bid details, please log in. |
| Bid Title: |
Police Department Staffing Assessment and Organizational Analysis
|
| Category: | Request for Proposals/Qualifications |
| Status: | Open |
|
Attachment Preview
City of San Bruno
RFQ: Environmental Justice, Open Space Element
Request for Proposals
Police Department Staffing
Assessment and Organizational
Analysis
__
Issue Date: December 17, 2025
Responses Due: January 9, 2026 at 4:00pm
City of San Bruno
City Manager’s Office 567 El Camino Real, San Bruno CA 94066
Brian Adam, Assistant to the City Manager
badam@sanbruno.ca.gov
City of San Bruno
RFP: Police Department Staffing Assessment and Organizational Analysis
City Background
The City San of Bruno (“City”) is a general law city founded in 1914 as a railroad suburb to San Francisco.
The city experienced steady growth from its inception until World War II, when the influx of military
personnel spurred rapid expansion. Following the post-war housing boom, San Bruno’s population
reached approximately 35,000 by the 1960s. Growth has since slowed, with the population now standing
at around 43,000 as of 2024. Located in northern San Mateo County, just west of San Francisco
International Airport (SFO), San Bruno spans roughly 5.5 square miles. It extends 3.5 miles from the
relatively flat eastern areas along Highway 101 to the hilly western neighborhoods on the eastern slopes
of the Coast Range, rising nearly 1,200 feet in elevation. The eastern portion is more urbanized with a mix
of land uses, while the western part is primarily low-density residential and open space. Key transportation
corridors include Highways 101, 280, and 380, El Camino Real, and the Caltrain and BART rail lines.
The San Bruno Police Department (“Department”) is a full-service law enforcement agency providing
patrol, investigations, dispatch and communications, traffic safety, school resource, community
engagement, and administrative support functions. The Department has 72 merit and 10 part time
employees and is led by Chief Matt Lethin.
Project Background and Purpose
The City seeks to conduct a comprehensive staffing and organizational assessment to ensure the
Department is structured, staffed, and equipped to meet both current operational demands and future
needs. Through this Request for Proposals (“RFP”), the City is seeking a qualified consultant experienced
in police department organizational studies, staffing assessments, operational analysis, and strategic
planning to evaluate the Department’s current service capacity and identify staffing and resource needs
over the next decade. The successful consultant will examine workload, service delivery, deployment
models, operational effectiveness, administrative support, technology utilization, and organizational
design, and recommend strategies for improvement and modernization.
The goal of this project is to ensure the Department is positioned to sustain high-quality police services,
strengthen organizational effectiveness, support its workforce, and leverage technology, best practices,
and innovative service delivery models to meet the evolving needs of the San Bruno community.
Request for Proposal
The City is issuing this RFP for a comprehensive Police Department Staffing Assessment and
Organizational Analysis. The selected consultant will evaluate current and projected staffing needs,
workload demands, organizational structure, efficiencies, and opportunities for modernization. The
request is open to experienced and licensed consultants with demonstrated expertise in these types of
assessments.
1.0 Project Overview and Objectives
The City seeks a consultant to conduct a staffing needs assessment and organizational analysis of the
Department. The primary objectives are to:
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City of San Bruno
RFP: Police Department Staffing Assessment and Organizational Analysis
• Assess the current capabilities of the department
• Identify future needs and opportunities for modernization
2.0 Scope of Services
The consultant shall provide the following services:
2.1 Overview of current capabilities
The consultant shall evaluate the baseline capabilities of the San Bruno Police Department across
operational and support functions, including but not limited to:
• Assess current staffing, workflow, and service delivery capabilities of Police Patrol,
Investigations, Traffic, School Resource Officer, Dispatch, Records, Property & Evidence,
Community Service Officers, professional support staff, and volunteers.
• Evaluate the current capabilities to provide training, professional development, and
continuing education for personnel within the existing resources and infrastructure.
• Assess workload distribution, staffing mixes, assignment methodology, scheduling
methodology, and position classifications.
• Evaluate operational and administrative support staffing levels, workload distribution,
assignments, span of control, and supervisory oversight.
• Assess how current systems, policies, procedures, and deployment models impact service
delivery, workload management, and response capacity.
2.2 Organizational Assessment and Recommendation
The consultant shall assess organizational and operational needs over a 10-year time horizon and
provide recommendations for improvements. This includes:
• Project future staffing needs based on call volume, workload trends, population growth,
service level expectations, and community priorities.
• Make recommendations regarding service expansion or restructuring, including Patrol,
Investigations, Traffic, School Resource Officer programs, Dispatch, Records, Property, and
administrative support.
• Recommend industry best practices and benchmarking regarding:
o Patrol staffing and deployment models,
o Investigative caseload management,
o Dispatch and communications operations,
o Records and Property & Evidence,
o Management and supervisory staffing based on span of control and specialized
expertise.
• Evaluate and recommend opportunities for improved efficiency and effectiveness through:
o New or emerging technologies,
o Process improvements,
o Modernized workflows,
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City of San Bruno
RFP: Police Department Staffing Assessment and Organizational Analysis
o Data-driven decision tools, and
o Communication and workload-tracking systems.
• Identify potential improvements related to technology, systems, and infrastructure that
enhance productivity, efficiency, service delivery, safety, and risk mitigation—including
Computer Aided Dispatch (“CAD”)/ Record Management System (“RMS”) integration,
policy management systems, training systems, scheduling systems, and resource
allocation tools.
• Evaluate opportunities to leverage technology and operational best practices over the next
10 years.
3.0 Deliverables
The assessment will culminate in the creation of a comprehensive written report summarizing the
current and future staffing needs of the Police Department. At minimum, the report shall include:
• An analysis of current staffing levels and service delivery capacity,
• Actionable and prioritized recommendations to sustain and improve staffing levels and
operational performance over a 10-year planning horizon,
• A needs-based matrix identifying near-term, mid-term, and long-term recommendations,
associated timelines, estimated costs, alternatives, and consequences of inaction.
The assessment may include virtual and/or written surveys, data collection, interviews, and focus groups
of staff, leadership, and stakeholders. The consultant should plan for a minimum of two on-site visits to
tour facilities, observe processes, and review procedures and documents.
The selected firm will also conduct a minimum of two in-person presentations, one possibly to the city
council during a public council meeting.
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City of San Bruno
RFP: Police Department Staffing Assessment and Organizational Analysis
4.0 Project Timeline and Milestones
The City desires the project be completed as quickly as possible. Key milestones include:
• Issuance of RFP on December 17, 2025
• Proposals due to the City on January 9, 2026
• Selection and agreement by February 2026
• Project kickoff meeting and finalization of interview schedule in February 2026
• Consultant performs necessary site visits, interviews, or review of data.
• Analysis of findings and drafting of initial reports.
• Submission of draft final report to City staff for review and comment by April 2026.
• Incorporation of feedback and submission of final report by May 2026.
5.0 City Responsibilities
The City will provide the following support to the consultant:
• Prompt access to relevant City documents, policies, and data, as necessary.
• Assistance in scheduling interviews with City staff and stakeholders, as necessary.
• Timely review and feedback on draft deliverables.
• Designated City point of contact in the City Manager’s Office for project coordination.
6.0 Consultant Qualifications
The ideal consultant will have:
• Demonstrated ability to conduct police staffing analyses, organizational audits, and operational
assessments.
• Experience in police department strategic planning, organizational studies, service delivery
analysis, and growth/forecasting models is highly desirable.
• Experience applying California laws, Peace Officer Standards and Training (“POST”), and industry
best practices to municipal law enforcement agencies is highly desirable.
• Experience evaluating law enforcement technology platforms used by the Department (such as
Sunridge RIMS, PowerDMS, etc.) is highly desirable.
7.0 Budget
• Total Project Fee
Selection Process
The successful consultant(s) will be dependable, cost-effective, and provide consistent high-quality
support, meet expected turnaround times, and provide excellent internal and external customer service.
Page 5
This is the opportunity summary page. It provides an overview of this opportunity and a preview of the attached documentation.
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