HomeMy WebLinkAbout12-18-2006 Police Citizens Review Board
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AGENDA
POLICE CITIZENS REVIEW BOARD
December 18, 2006 - 5:30 P.M.
EMMA J. HARVAT HALL
410 E. Washington Street
CALL TO ORDER and ROLL CALL
CONSIDER MOTION ADOPTING CONSENT CALENDAR AS PRESENTED OR
AMENDED
. Minutes of the meeting on 12/05/06
. ICPD General Order 89-02 (Department Disciplinary Philosophy)
. ICPD General Order 99-08 (In Car Recording Devices)
OLD BUSINESS
. City Code Section 8-8-6(E) / Policy & Procedure for extension requests
NEW BUSINESS
PUBLIC DISCUSSION
BOARD INFORMATION
STAFF INFORMATION
CONSIDER MOTION TO ADJOURN TO EXECUTIVE SESSION based on Section
21.5(1 )(a) of the Code of Iowa to review or discuss records which are required or
authorized by state or federal law to be kept confidential or to be kept confidential as a
condition for that government body's possession or continued receipt of federal funds,
and 22.7(11) personal information in confidential personnel records of public bodies
including but not limited to cities, boards of supervisors and school districts, and 22-7(5)
police officer investigative reports, except where disclosure is authorized elsewhere in
the Code; and 22.7(18) Communications not required by law, rule or procedure that are
made to a government body or to any of its employees by identified persons outside of
government, to the extent that the government body receiving those communications
from such persons outside of government could reasonably believe that those persons
would be discouraged from making them to that government body if they were available
for general public examination.
MEETING SCHEDULE and FUTURE AGENDAS
. January 9,2007,5:30 P.M., Lobby Conference Room
. February 13, 2007, 5:30 P.M., Lobby Conference Room
. March 13, 2007, 5:30 P.M., Lobby Conference Room
. April 10, 2007, 5:30 P.M., Lobby Conference Room
ADJOURNMENT
MEMORANDUM
POLICE CITIZENS REVIEW BOARD
A Board of the City of Iowa City
DATE:
TO:
FROM:
RE:
December 14, 2006
PCRB Members
Kellie Tuttle
Board Packet for meeting on December 18, 2006
Enclosed please find the following documents for your review and comment at the next board
meeting:
. Agenda for 12/18/06
. Minutes of the meeting on 12/05/06
. ICPD General Order 89-02 (Department Disciplinary Philosophy)
. ICPD General Order 99-08 (In Car Recording Devices)
. PCRB Complaint Deadlines
Other resources available:
National Association for Civilian Oversight of Law Enforcement
NACOLE provides information regarding civilian oversight in law enforcement nation wide. For
more information see: www.NACOLE.orq
CALL TO ORDER:
MEMBERS PRESENT:
MEMBERS ABSENT:
STAFF PRESENT:
STAFF ABSENT
OTHERS PRESENT:
DRAFT
POLICE CITIZENS REVIEW BOARD
MINUTES - December 5, 2006
Chair Michael Larson called the meeting to order at 5:32 p.m.
Candy Barnhill, Elizabeth Engel, Greg Roth
Loren Horton
Staff Kellie Tuttle
Legal Counsel Catherine Pugh
Capt. Tom Widmer of the ICPD
RECOMMENDATIONS TO COUNCIL
None.
CONSENT
CALENDAR
OLD BUSINESS
NEW BUSINESS
PUBLIC
DISCUSSION
Motion by Barnhill and seconded by Engel to adopt the consent calendar as presented
or amended.
. Minutes of the meeting on 11/14/06
. ICPD Use of Force Report - October 2006
. ICPD Department Memo 06-63
Motion carried, 4/0, Horton absent.
City Code Section 8-8-6(E) / Policv & Procedure for extension requests - Barnhill
requested a change in the wording in section 8-8-6(E) from "The Board may grant
extensions from this deadline for good cause shown" to "The Board will grant
extensions from this deadline for good cause shown" There was also discussion
regarding changing "for good cause shown". The Board decided to table the discussion
to the next meeting until legal counsel was available.
Motion by Barnhill, seconded by Roth to move Item 9 - Meeting Schedule after Item 7 -
Staff Information due to Larson leaving the meeting.
None.
Barnhill asked Captain Widmer if there is a report to formally track when an in-car
recording device should have been manually turned on and wasn't. Widmer stated that
there is no formal report, but the language had just been recently changed from a
permissive to a thou-shalt directive as far as turning on the recording devices. A spare
recording device had been ordered so that if there is one that is inoperable, it can be
switched out with the spare.
PCRB
December 5, 2006
Page 2
Barnhill asked Widmer if there was a general order regarding when a police narrative
should be filled out. Widmer stated there was and that he would get her a copy.
(SER01.1 - General Order #90-02 - Report Review) Barnhill also asked if there is an
incident, is each officer that comes in contact required to fill out a narrative? Widmer
explained that there is generally a primary officer that takes responsibility for the call.
Widmer also stated that some officers are also very good about any time they are
involved in an incident they will do a report just to cover their area of activity. For a Use
of Force Review, if there is anything above a handcuffing, each officer is required to fill
out a report. There is no directive that requires an officer to fill out a narrative if they are
involved in an incident.
Barnhill also asked if General Order #99-12 "Field Interviews & Pat Down Searches" was
still in effect and that field information cards are still filled out. Some officers still use the
field interview cards, but there is no directive that says it's required. It's a good
investigation technique. Many of the officers have gone to using the blotter entries on
the incident numbers as their field interview cards. Barnhill asked if there was a filed
interview card for a PCRB complaint, would the investigating administrative officer
include that in the documentation. Widmer replied that when an investigation is done, all
information is gathered on the incident and compared.
Barnhill thanked Widmer for speaking to the Chief regarding the terminology for persons
with an indeterminate mental status. She also stated that it reflects the department's
professionalism and desire to always to top-notch.
BOARD
INFORMATION
Larson informed the Board that he met with the Chief to introduce himself and received a
copy of the annual report from 2005, which is also available on the City website.
STAFF
INFORMATION
None.
MEETING SCHEDULE
. December 18, 2006, 5:30 P.M., Emma J. Harvat Hall
. December 19, 2006, 5:30 P.M., Lobby Conference Room (Rescheduled to 18th) *
. January 9,2007,5:30 P.M., Lobby Conference Room
. February 13, 2007, 5:30 P.M., Lobby Conference Room
Motion by Engel and seconded by Barnhill to add a December 19 meeting at 5:30.
Motion carried, 4/0, Horton absent.
EXECUTIVE
SESSION
Motion by Barnhill and seconded by Roth to adjourn into Executive Session based on
Section 21.5(1 )(a) of the Code of Iowa to review or discuss records which are required
or authorized by state or federal law to be kept confidential or to be kept confidential as a
condition for that government body's possession or continued receipt of federal funds,
and 22.7(11) personal information in confidential personnel records of public bodies
including but not limited to cities, boards of supervisors and school districts, and 22-7(5)
police officer investigative reports, except where disclosure is authorized elsewhere in
the Code; and 22.7(18) Communications not required by law, rule or procedure that are
made to a government body or to any of its employees by identified persons outside of
government, to the extent that the government body receiving those communications
PCRB
December 5, 2006
Page 3
REGULAR
SESSION
ADJOURNMENT
from such persons outside of government could reasonably believe that those persons
would be discouraged from making them to that government body if they were available
for general public examination.
Motion carried, 4/0, Horton absent. Open session adjourned at 6:11 P.M.
(Larson left the meeting due to a conflict of interest.)
Returned to open session at 6:35 P.M.
Motion for adjournment by Barnhill and seconded by Roth. Motion carried, 3/0, Horton
and Larson absent. Meeting adjourned at 6:36 P.M.
*Due to a scheduling conflict, a telephone poll was taken and the meeting was rescheduled to Monday,
December 1811'.
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PER-01.1
DEPARTMENT
DISCIPLINARY
PHILOSOPHY
Date of Issue
Janua 11,2001
General Order Number
89-02
Effective Date
December 6, 2006
Section Code
PER-01
Reevaluation Date
Seotember 2008
Amends
89-02: Effective Julv 18, 1989
CAL.E.A.
26.1.2,26.1.4,26.1.5,26.1.6,26.1.7,26.1.8
INDEX AS:
Disciplinary Philosophy
Positive Discipline
Negative Discipline
Internal Investigation
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I. PURPOSE ~.-. / . ._
The purpose of this order is to state formally the Department Philosop~-;of disCipline
and to establish the policies and procedures for using training and counseling as
methods of positive discipline and to set out the forms of punitive disciplinary options
used by the Iowa City Police Department.
II. POLICY
It is the policy of the Iowa City Police Department to develop positive disciplinary
procedures so as to minimize the necessity of negative, punitive disciplinary actions.
The primary methods used in positive discipline may include supervisory coaching,
training, tangible and intangible rewards and supervisory counseling.
PER-01.2
III. DEFINITIONS
POSITIVE DISCIPLINE - are those types of discipline which develop in the member the
same objectives as those in the organization.
A. This discipline can be developed by effectively training and counseling the
employee.
1. Training
2. Counseling
NEGATIVE DISCIPLINE - form of punishment or chastisement.
A. When positive methods fail or are inappropriate to achieve conformity, then
negative disciplinary action must follow to preserve the integrity of the
organization.
B. Non - Punitive actions:
1. written warning
2. written reprimand
C. Punitive actions:
1. written reprimand
2. suspension
3. demotion
4. termination
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IV. PROCEDURES
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DEPARTMENT DISCIPLINARY PHILOSOPHY
One of the primary tasks of a supervisor is the maintenance of discipline. Discipline
may be positive or negative. It may involve a range of responses including
encouragement, training, counseling, or the imposition of punitive sanctions. Discipline
has as its immediate purpose the channeling of individual effort into effective and
productive action.
The exercise of positive discipline requires foresight and planning rather than mere
reaction. Positive discipline requires an assessment of actual performance and
performance capabilities, which when combined with proper training, recognition, and
positive rewards, may result in effective contributions to the organization.
Employees who violate their oath and trust by committing an offense punishable under
the laws or statues of the United States, the State of Iowa, or the Ordinances of the City
of Iowa City, or who violate any provision of the Rules and Regulations of the Iowa City
Police Department, or knowingly disobey any lawful order, or are incompetent to
perform their duties are subject to appropriate disciplinary action.
Each employee will have access to a copy of the Department Rules and Regulations
and are expected to have an understanding of them. The Rules and Regulations will
be housed at specified locations in the police department as well as electronically in
conjunction with the departmental Policy and Procedures manual.
The Iowa City Police Department expects a high level of professional conduct from
members, both Sworn and civilian. However, members of the Department often
perform their duties in a manner exceeding departmental standards. Official
PER-01.3
commendation of such performance is provided by the Department to give full
recognition to those who have brought distinction to themselves and the Department.
The awards and standard for measure for exemplary performance are as follows;
COMMENDATIONS
A. Commendation of Valor
1. For an act involving extreme bravery, heroism or outstanding action while
facing great personal danger.
2. This award may be given posthumously to any department member
whose life is given in the performance of their duty and circumstances
indicate that an act of valor was performed.
3. The award for this category will consist of a Medal of Valor and a "red,
white & blue" award bar.
B. Commendation of Distinguished Service
1. For an act involving significant bravery, heroism or action while facing
personal danger.
2. The award for this category will consist of a Medal of Distinguished
Service and a "red & white" award bar.
C. Commendation of Life Saving
1. For an act involving rescue or attempts to rescue any person from medical
emergency, trauma, or other life threatening peril. The act must be
exemplary and situation unique.
2. The award for this category will consist of a Medal of Life Saving and a
"blue & white" award bar.
D. Special Commendation
1. For an extraordinary act of service representing the department in which
selfless conduct during a time of crisis or emergency is demonstrated.
2. The award for this category will consist of a certificate and a "blue" award
bar.
The subsequent awarding of any of the above awards to the same individual will result
in an additional medal/certificate being presented with a corresponding award bar
displaying the number of times the person has received the commendation.
E. Letter of Commendation
1. For an act deserving recognition which goes beyond the normal;
expectations of duty . : .
~ -.--
2. The award for this category will consist of a certificate.
:-.)
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F. Letter of Favorable Occurrence .
1. For an act demonstrating exemplary professional conduct or~ :;-.
performance. S.
2. The award for this category will be a certificate.
C)
PER-01.4
ANNUAL AWARDS
These awards are open to any sworn officer of the Iowa City Police Department.
Nominations must be made in writing during the month of November each year
explaining why the officer is being nominated.
A. Officer of the Year Award
On an annual basis, this award may be given to an officer who most
significantly demonstrates work and behavioral ethics that mirror our oath of
honor and exemplify a positive image of the Iowa City Police Department as
well as the community. This award recipient will be chosen by Command
Staff. Criteria for selection will be;
1. professionalism
2. sustained work ethic
3. personal conduct ethic
4. demonstrated leadership
5. vision
6. communication
7. compassion
The officer selected for this award will be given a plaque along with a "gold"
award bar.
B. Richard Lee Award
On an annual basis, this award may be given to an officer in recognition of
outstanding sustained efforts over the last year which positively impacted the
community through a program or activity. This award recipient will be chosen
by the officers of the Department after nominations have been receIved. rile
criteria for selection will be; U ;......
1. professionalism
2. compassion for citizens & other officers
3. unique & effective ways of accomplishing objectives G',
4. specific action/program exemplifying
The officer selected for this award will have their name inscribed or) the --
Department plaque along with being given a "silver" award bar. -~
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Any employee of the police department may nominate another for a commendation or
award. Written documentation is to be forwarded through the chain of command to the
Chief of Police. For integrity of the system, the Chief may appoint a supervisor(s) to
conduct an inquiry to verify the facts of the nominated act with the final decision as to
the validity and degree of the commendation/award being made by the Chief of Police
When the "Class A" dress uniform is worn, awarded medals will be worn on the right
breast pocket flap and award bars will be worn directly above the name tag. Medal of
Valor recipients have the option of wearing the medal on a long ribbon around their
neck. Award bars may also be worn on the normal duty uniform, but not medals.
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PER-01.5
Documentation for all nominations and awarding of commendations or awards will be
placed in the employees personnel file. Employees may also have a "Report of
Inquiry/lncident Form" denoting exemplary service submitted by a supervisor or letters
of appreciation from outside the department placed in their personnel file.
TRAINING IN THE DISCIPLINARY PROCESS
A. Discipline may take the form of training or experience that corrects, molds,
strengthens or perfects. Such discipline allows for a professionally oriented
department.
1. Training should take place in recruit school; recruit field training' in-service
training, advanced training, and remedial training.
a. The training process should be designed to reinforce desirable
behavior patterns and to call attention to noticeable actions which are
deemed undesirable.
b. A well-disciplined department is a well-trained department.
2. The supervisor, by his/her actions, sets the example for employees to
follow. A good example is necessary if positive discipline is to work.
Primary responsibility for maintaining the appropriate level of discipline
lies with the first line supervisor.
B. Officer's acts, which are committed because he/she either misunderstood
procedures or was never made aware of the correct action, are indicators of
training needs. '. .'
1. These needs may be corrected by remedial training programs;:; c'
a. Remedial training is personalized training to correct>a" specific'
deficiency which is usually identified by testing, evalua.tiq.ri dL15~ng .'
training, or by a supervisor evaluating an employee during3outinejob
performance, or by acts requiring disciplinary actions. ._',. . '.
2. A review of Internal Investigations should analyze infdr1)iatiol1':.to
determine possible training needs by identifying undesirable: beha'llor
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trends of those individuals.
3. Training may be used as part of the department's disciplinary system by
itself, or in conjunction with other disciplinary procedures as determined
by the Chief of Police.
4. An employee may be assigned to remedial training based on the results of
an Internal Affairs Investigation or by the Chief of Police as a positive
measure to correct a deficiency.
5. In a non-disciplinary action, an employee may be assigned to remedial
training if his supervisor, through the division commander, recommends
the process to correct a lack of skill, knowledge, or abilities to perform
their assigned tasks properly.
6. Upon completion of a remedial training program participants shall be
evaluated to determine whether or not existing deficiencies were
alleviated. Results of the evaluation shall be forwarded through the chain
of command to the Chief of Police.
COUNSELING IN THE DISCIPLINARY PROCESS
Counseling is assisting employees in the process of problem solving. It may be
corrective or preventive in nature. Counseling as a component of the disciplinary
PER-01.6
system, may be employed by itself or in conjunction with one or more of the
components of the disciplinary system. Counseling may focus on:
A. the necessity for a person to change an existing behavior, or deficient work
method.
B. the necessity for a person to alter behavior in preparation to be considered
for additional responsibilities;
C. a disciplinary problem which may be handled in a positive manner by itself, or
in conjunction with other disciplinary measures.
The following criteria should exist for using counseling:
A. There must exist a reasonable belief that the employee has an existing
problem or is experiencing difficulty in understanding, adjusting to, or
internalizing matters which:
1. Are job related, pertaining to assigned tasks
2. Involve personnel policies pertaining to departmental policies
3. Involve interpersonal relationships with co-workers
4. Involve personal matters which are affecting the employees work
performance.
B. The process may be based on the results of an Internal Affairs Investigation
concerning a disciplinary matter, by recommending counseling for the
employee to the Chief of Police, as a positive measure to correct a
deficiency.
C. Factors must be present which indicate the employee's problem is having a
detrimental effect on work performance.
D. There must be a reason to believe that counseling may assist the employee
in a supportive way or otherwise have a positive impact on work performance.
The following procedures should be followed for using counseling as a function of
discipline:
A. The employee or their immediate supervisor may initiate the counseling
process;
B. The initial counseling effort shall be intended to find a remedy or, if not
possible, to route the counseling process to one of the following as
appropriate: watch commander, division commander or outside professional
counseling service;
C. Counseling sessions shall be documented either on the department's Report
of Inquiry I Incident form or the supervisor's own documentation sy~tem. ,-.,
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TYPES OF COUNSELING APPROACHES: (- ,-,
Directive Approach - ,"j
A. Counselor determines items to be discussed and solutions desired: cr,
B. Counselor controls and directs course of conversation. ,,_
C. Used as a means of disciplining an employee, or proviging sP!2.cific
information, amplifying, clarifying the nature of the infractlQh and', the
appropriate behavior desired. ;;
Non-Directive Approach
A. Employee does most of the talking, says what's on their mind. (conversation
not steered by counselor)
PER-01.7
B. Counselor helps employee examine facts.
C. Counselor helps employee think through the situation, choose alternatives
and solve the problem.
D. Used most for problem solving instead of discipline.
If internal counseling is not an appropriate remedy to the problem, then the employee
may be referred to an outside counseling service, or other appropriate sources.
NON-PUNITIVE ACTION
Non-Punitive actions constitute a part of the Department's disciplinary system. Non-
punitive action includes:
A. Written warning ( may be in conjunction with other disciplinary action)
B. Written reprimand-minor (may be in conjunction with other disciplinary action)
PUNITIVE ACTION
Punitive actions constitute a part of the Department's disciplinary system. Punitive
actions include:
A. Written reprimand-major (may be in conjunction with other disciplinary action)
B. Suspension (may be in conjunction with other disciplinary action)
C. Demotion (may be in conjunction with other disCiplinary action)
D. Dismissal
WRITTEN WARNINGS
Written warnings may be made for actions contrary to the rules and regulations or the
policies and procedures of the Iowa City Police Department. A written warning may be
initiated by the employee's supervisor. Written warnings shall be documented on the
departmental Report of Inquiry {Incident Form.
WRITTEN REPRIMAND
A written reprimand may be initiated by the employee's supervisor and may be applied
to any infraction of policies, Rules and Regulations, for procedural errors, or any
infraction of other written directives. The written reprimand shall follow the chain of
command with the Chief of Police maintaining final authority. Written reprimands shall
be documented on a departmental Report of Inquiry { Incident form and forwarded to
the employee's personnel file in the Human Resources Department. Upon fQ~arding;of
the form, the Chief of Police will designate on the form whether the written r/3primanB:is
for a minor or major infraction. - '.
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SUSPENSION . _,
When the infraction is of such a nature that a written warning or written repHmand is
inappropriate, the Chief of Police may suspend an employee. The employ~Cshaltbe
given written notice of the suspension and the reason(s) for the suspension.> ~:.,
A. Any supervisor may impose a fully paid emergency Administrative Leave of
Absence on a member or employee when it appears necessary to preserve
the efficient and safe operation of the Department. The supervisor shall
promptly notify the Commanding Officer, Field Operations, who shall promptly
notify the Chief of Police.
C)
PER-01.8
1. Any person so relieved of duty shall be instructed to report to the Office of
the Chief of Police at 9:00 a.m. on the next business day, unless
otherwise instructed.
a. The supervisor imposing or recommending the Administrative Leave of
Absencewill report at the same time.
B. Being relieved of duty does not constitute a suspension, demotion, or
dismissal, nor shall the employee lose any payor benefits for the time he/she
was relieved on an Administrative Leave of Absence.
DEMOTION
With proper cause, the Chief of Police may order an employee demoted. An employee
may also be demoted due to lack of work, prudent business reasons, a series of
violations, or one very serious violation. The employee shall be given notice in writing
of the demotion and the reasons for the demotion.
DISMISSAL
Dismissal may occur after progressive discipline has been taken and there is no change
in the employee's performance or behavior, or when an act is of a serious nature. Any
employee whose conduct results in dismissal shall be provided the following:
A. A statement citing the reason for dismissal.
B. The effective date of the dismissal.
C. A statement of the status of fringe and retirement benefits after dismissal.
D. A statement as to the content of the employee's employment record relating
to the dismissal.
E. A statement indicating the steps and time frame in which appeals need to be
made in accordance with the grievance process and appeals pursuant to the
civil service process.
APPEAL OF DISCIPLINARY ACTION
All appeals of diSCiplinary actions administered to non-sworn employees will follow the
grievance procedures established within existing labor contracts and agreements.
Iowa Code Chapter 400.20 is as follows:
The suspension, demotion, or discharge of a person holding civil service rights may be
appealed to the civil service commission within fourteen calendar days after the
suspension, demotion, or discharge.
(-.. "\ ~ ; ,
The grievance process shall be initiated within the time frame spelled out)hf'lexi~t!ng
labor contracts. ." . , ,
SUPERVISORS ROLE IN THE DISCIPLINARY PROCESS
Supervisors are responsible for the performance, conduct, and adherencEF to '
departmental directives and policies and procedures of their subordinates. ~:$uperVjiors'
are the initiators of the disciplinary process and should use their kf1ewledge of
supervision, subordinates, and knowledge of the infraction and its circumstances to
recommend corrective action.
Any supervisor may initiate a written warning or reprimand. Written reprimands may be
initiated by any supervisor but must be passed upward along the chain of command. A
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PER-01.9
copy of all Report of Inquiry I Incident Form shall be forwarded to the Commanding
Officer Field Operations. Suspensions, demotions, and dismissal may only be
administered by the Chief of Police or designee. The Chief of Police retains final
authority in 2l! disciplinary matters.
ANNUAL REVIEW OF DISCIPLINARY CASES
A. The Commanding Officer, Field Operations will submit an annual report to the
Chief of Police after reviewing all departmental disciplinary cases. The
review will be conducted to determine the need for modifications in the
following areas:
1) training
2) change in policy, procedure, or Rules and Regulations
3) adequacy of supervision
4) need for inspection or other controls
B. During the review process, the Commanding Officer, Field Operations will
analyze all formal citizen complaints. This report will be used in the
development of departmental goals in preparation for the annual planning
and departmental budget process.
MAINTENANCE OF DISCIPLINARY RECORDS
All written records of the administration of disciplinary actions above a written warning
shall be maintained in the employee's personnel file.
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OPS-12.1
IN CAR
RECORDING
DEVICES
Date of Issue
Julv 30,1999
General Order Number
99-08
Effective Date
December 1, 2006
Section Code
OPS-12
Reevaluation Date
November 2008
Amends / Cancels
[ C.A.L.E.A.
41.3.8
I Reference
99-06 Traffic
INDEX AS:
Use of Force
Internal Investigations
Evidence
Evaluations
Traffic Stops
I.
PURPOSE ~
The purpose of this policy is to identify when in car reCOrdinQJ:.device'iZ
should be used and procedures to be followed when using the recordirrg-
equipment.
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II. POLICY
It is the policy of the Iowa City Police Department to use in-car recording devices
to collect evidence and document interactions between officers and the public.
Only approved equipment will be used by department members and usage shall
comply with the manufacturers instructions. Only those members trained in the
use of the recording devices are authorized to use the equipment. All videos are
the property of the Iowa City Police Department. Any distribution of a video or
portion of a video shall only be done with the authorization of the Chief of Police
or his/her designee. The playing or copying of any unauthorized video is
prohibited.
OPS-12.4
Video files are stored on the server located within the Police Department.
Backup DVD's are created automatically when there is enough data to fill
a disk, all data is backed up to DVD. Files that are tagged as evidence or
for review will be kept live and accessible on the server for a period of 1
year. Files not tagged are kept on the server for a minimum of 90 days. If
a video is needed after the 90 day period, it must be re-activated from the
backup DVD. All backup disks are stored in the evidence room and under
the control of the evidence technician. Only the evidence technician,
the Commander of Administrative Services and the Commander of
Field Operations are authorized to remove disks from the storage
area.
The watch supervisor should select at random at least two videos per
officer per year for review. The purpose of this review is to ensure the
recording equipment is being operated in accordance with departmental
policies.
L
. e, Chief of Police
WARNING
This directive is for departmental use only and does not apply in any criminal or
civil proceeding. The department policy should not be construed as a creation of
higher legal standard of safety or care in an evidentiary sense with respect to
third-party claims. Violations of this directive will only form the basis for
departmental administrative sanctions.
. "
December 18, 2006 Mtg Packet
PCRB COMPLAINT DEADLINES
PCRB Complaint #06-03
Filed:
Chief's Report due (90days):
Chief's Report filed:
PCRB Report due (45days):
Extension Request (60 days):
PCRB Complaint #06-04
Filed:
Chief's Report due (90days):
Chief's Report filed:
PCRB Report due (45days):
PCRB Complaint #06-05
Filed:
Chief's Report due (90days):
Chief's Report filed:
PCRB Report due (45days):
08/04/06
11/02/06
10/19/06
12/04/06
02/02/07
09/15/06
12/14/06
12/11/06
01/25/07
11/03/06
02/01/07
~ €Jl-LT e 1.2-/;8' ~~
December 18, 2006 Mtg Packet
PCRB COMPLAINT DEADLINES
PCRB Complaint #06-03
Filed:
Chiefs Report due (90days):
Chief's Report filed:
PCRB Report due (45days):
Extension Request (60 days):
PCRB Complaint #06-04
Filed:
Chief's Report due (90days):
Chief's Report filed:
PCRB Report due (45days):
PCRB Complaint #06-05
Filed:
Chief's Report due (90days):
Chiefs Report filed:
PCRB Report due (45days):
PCRB Complaint #06-06
Filed:
Chiefs Report due (90days):
Chief's Report filed:
PCRB Report due (45days):
08/04/06
11/02/06
10/19/06
12/04/06
02/02/07
09/15/06
12/14/06
12/11/06
01/25/07
11/03/06
02/01/07
12/14/06
03/14/07