Norman Demographics


This data set is the foundation for the Police Data Initiative. Before we can analyze how our agency’s actions affect our community, or how our community affects our agency’s actions, we have to be able to characterize our community. Virtually every use of force, call for service, traffic contact or other action will be measured against how it impacts members of the community. The Census Bureau’s estimates are a first stop in identifying communities for analysis. (2016 City Demographics)


This data set is an important part of the Police Data Initiative. As we start looking at police community relations, we also need to have an idea of how we characterize the members of the agency. This data set allows researchers to evaluate our agency’s sworn and non-sworn strength – both total authorized and the actual numbers. Additionally, researchers can look at how that strength is classified by level of authority, race, and gender. This data set is an important part of the Police Data Initiative. As we start looking at police community relations, we also need to have an idea of how we characterize the members of the agency. This data set allows researchers to evaluate our agency’s sworn and non-sworn strength – both total authorized and the actual numbers. Additionally, researchers can look at how that strength is classified by level of authority, race, and gender. (2016 Departmental Demographics)


This data set can be used by the agency and researchers to identify how the different phases of our hiring process for sworn employees impact various segments of our population. Specifically, we can look at whether or not the assumptions we apply to the qualities of a potentially successful police officer have a disparate impact on applicants because of their race and/or gender. (54th Academy Demographics)



2015 City Demographics 

2015 Departmental Demographics 

53rd Academy Demographics 

2016 City Demographics

2016 Departmental Demographics 

54th Academy Demographics 

55th Academy Demographics



Collecting ethnicity, gender and information on applicants is often more difficult than when collecting the same information on employees. We do not require applicants to self-identify with a specific race or gender. However, we do include an Equal Employment Opportunity Commission (EEOC) survey to assist the City of Norman with acquiring racial and ethnic information for reporting and to help determine possible disparate impacts. The EEOC categories for race and ethnicity are different than the Census categories, so direct comparisons with Census data for the City of Norman may require further inquiry that is beyond the scope of this initiative. In any event, we are using the EEOC data as collected from the initial applications to reduce any appearance of impropriety.


Terms Used

American Indian or Alaskan Native: All persons having origins in any of the original peoples of North America, and who maintain cultural identification through tribal affiliation or community recognition.

“App. Rec.” – Applications received.

Asian or Pacific Islander: All persons having origins in any of the original peoples of the Far East, Southeast Asia, the Indian Subcontinent, or the Pacific Islands. This area includes, for example, China, India, Japan, Korea, the Philippine Islands, and Samoa.

“BI Pass” Applicants successfully completed a Background Investigation.

Black (not or Hispanic origin): All persons having origins in any of the Black racial groups of Africa.

“CB Pass” – Applicants successfully completed a Confirmation Board.

“FO Accept.” – Applicants accepted a Final Offer of employment.

Hispanic: All persons of Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish culture or origin, regardless of race.

“MMPI Pass” – Applicants successfully completed a Minnesota Multiphasic Personality Inventory.

“OB Pass” – Applicants successfully completed the Oral Board.

“PA Pass” – Applicants successfully completed the Physical Assessment.

“PHS Pass” – No automatic disqualifiers found in an applicant’s Personal History Statement.

“Phys Pass” – Applicants successfully completed a review of an Oklahoma Police Pension and Retirement System Physical Examination.

“Poly Pass” – Applicants successfully completed a Polygraph Examination.

“SR Pass” – Applicants successfully completed the Staff Review.

“StR Pass” – Applicants met the objective standards identified in the Stability Rating checklist.

Unknown: Applicants are not required to complete EEO reporting information. Their race and gender, therefore, are not known.

White (not of Hispanic origin): All persons having origins in any of the original peoples of Europe, North Africa, or the Middle East.

“WT Pass” – Applicants successfully completed the Written Test.