Why 77 precincts when LA has 21? Analyzing staffing ratios, specialized units, and structural efficiency.
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NYC has 77 precincts for 8.3 million people. LA has 21 stations for 4 million people. That is 3.7x more administrative overhead per capita.
Each precinct requires: Commanding officer ($150k+), administrative staff ($400k-800k), facility costs ($200k+), IT infrastructure ($100k+). Estimated $1-2M overhead per precinct.
Total Estimated Overhead: $77-154M annually across 77 precincts in administrative costs alone.
The Opportunity: Consolidating to 40 precincts (closer to LA ratio) could save $50-100M annually while improving coordination and reducing bureaucratic layers.
Structural efficiency comparison
NYC has 77 precincts for 8.3 million people (107,792 residents per precinct). LA has 21 stations for 4 million people (190,476 per station). Each NYC precinct requires: station house, captain, administrative staff, desk officers, IT infrastructure. Estimated overhead: $1-2M per precinct annually. Consolidating to 40 precincts could save $50-100M annually in overhead alone.
Administrative overhead per location
We can estimate but lack precise precinct-level budgets. Each precinct requires: commanding officer (Captain, $150k+), administrative staff (5-10 people, $400k-800k), facility costs (utilities, maintenance, $200k+), IT infrastructure ($100k+). Conservative estimate: $1-2M overhead per precinct, not including patrol officers. Total estimated overhead: $77-154M annually across 77 precincts.
Cost-benefit of structural reform
YES. Conservative scenario: Consolidate 77 precincts to 40 (matching per-capita ratio closer to LA). Savings: 37 precinct command structures eliminated = $37-74M overhead. Additional savings from facility consolidation, reduced IT infrastructure. Could reallocate savings to actual policing: more patrol officers, better technology, detective resources.
From patrol officer to commissioner
Excessive management layers slow decision-making, increase costs, and reduce accountability. If patrol officers report up through 8 layers to the commissioner, that is bureaucratic bloat. Understanding layers drives structural reform.
NYPD organizational chart with complete hierarchy
FOIL request: "Complete NYPD organizational chart showing all ranks and reporting relationships from patrol officer to commissioner"
Management efficiency
If LA has fewer management layers and achieves similar or better results, we should learn from their structure. Organizational design dramatically impacts efficiency and cost.
Organizational charts from LA, Chicago, Houston, Philadelphia police departments
Public records requests to peer cities: "Organizational charts, management hierarchy, and command structure documentation"
Span of control analysis
We can calculate from payroll data by rank. FY2024 data shows: Police Officers, Detectives, Sergeants, Lieutenants, Captains, etc. However, we lack data on actual reporting relationships (who supervises whom). Need organizational data to determine if we have too many supervisors or appropriate span of control.
Non-enforcement roles filled by sworn officers
Payroll data shows mix of uniformed and civilian employees. However, we lack data on which specific functions are performed by sworn officers vs civilians. Many departments use civilians for IT, HR, records, evidence management at lower cost. Need function-by-function analysis to identify civilianization opportunities.
Deployment effectiveness
If 30% of officers are on desk duty, that is 30% not patrolling or investigating crimes. Understanding deployment split reveals if we are using expensive sworn officers efficiently or wasting them on administrative tasks.
Officer assignment data by duty type
FOIL request: "Officer assignments by duty type (patrol, detective, administrative, desk, training, etc.) by precinct and unit"
Total compensation analysis
Payroll data shows base salary and overtime but not pension contributions, healthcare, or other benefits. True cost per officer is salary + benefits + pension. Without this, we cannot calculate true cost efficiency.
Total compensation data including pension contributions and benefits
FOIL request to NYC Office of Management and Budget: "Total employer costs per NYPD employee including pension contributions, healthcare, and benefits (FY2020-2025)"
Retention and training costs
High turnover means constant training costs and loss of experienced officers. Low turnover might indicate good retention or lack of accountability for poor performers. Turnover rates reveal organizational health.
Officer hiring, resignation, and retirement data
FOIL request: "Annual NYPD hiring, resignation, retirement, and termination numbers by rank (2015-2025)"
Counter-terrorism, gang, narcotics, etc.
Specialized units are expensive and remove officers from general patrol. Understanding how many units exist, their sizes, and their effectiveness reveals if specialization creates value or bureaucratic empire-building.
Complete list of NYPD specialized units with staffing numbers
FOIL request: "List of all NYPD specialized units, task forces, and divisions with staffing numbers and budget allocations"
Output metrics by unit
If a specialized unit has 100 officers but produces minimal results, it should be disbanded or reformed. Performance metrics by unit drive accountability and resource allocation.
Performance data by specialized unit (arrests, clearances, cases)
FOIL request: "Performance metrics by specialized unit: arrests, case clearances, investigations completed (2020-2025)"
Efficiency through simplification
Too many specialized units creates coordination problems and turf battles. If multiple units handle similar crimes, consolidation could improve efficiency. Understanding overlap drives structural reform.
Functional analysis of specialized unit responsibilities
FOIL request: "Specialized unit mission statements, functional responsibilities, and areas of operation"
Benchmarking specialized resources
If NYC has 50 specialized units and LA has 20, we may be over-specialized. Comparison reveals if our structure is appropriate or bloated relative to actual needs.
Specialized unit data from comparable police departments
Public records requests to peer cities: "List of specialized units, task forces, and divisions with staffing levels"
The Precinct Problem: NYC operates 77 precincts at estimated $77-154M annual overhead. LA achieves similar outcomes with 21 stations. Consolidating to 40 precincts could save $50-100M annually while improving coordination.
The Staffing Mystery: We have payroll data showing rank distribution but no organizational chart showing reporting relationships, span of control, or management efficiency. This prevents analysis of whether we have appropriate supervisor-to-officer ratios.
The Civilianization Opportunity: Many departments use lower-cost civilian staff for administrative functions. We lack data on which positions could be civilianized, but potential savings are substantial if even 10% of administrative roles shift from $150k sworn officers to $70k civilians.
The Specialized Unit Black Box: We do not know how many specialized units exist, their staffing levels, their costs, or their effectiveness. Without this data, we cannot determine if specialization creates value or bureaucratic bloat.
The Reform Path: Structural reform (precinct consolidation, civilianization, specialized unit evaluation) could save $100-200M annually while improving efficiency. But NYPD refuses to provide the organizational data needed to design these reforms.