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10-12-2010 Police Citizens Review Board
AGENDA POLICE CITIZENS REVIEW BOARD October 12, 2010 - 5:30 P.M. LOBBY CONFERENCE ROOM 410 E. Washington Street ITEM N0.1 CALL TO ORDER and ROLL CALL ITEM N0.2 REPORT FROM NOMINATING COMMITTEE ITEM N0.3 CONSIDER MOTION TO FIX METHOD OF VOTING COMMENT: As the By-Laws do not prescribe the method of voting, the Board will need to make a motion to fix the method of voting. Nominations can be made by balloting or from the floor. Voting can be by voice vote, show of hands, or ballot. The Board should decide if the basis for decision is majority vote of the total membership and procedure for canvass of ballots. ITEM N0.4 NOMINATIONS FOR OFFICE OF CHAIRPERSON MOTION TO CLOSE NOMINATIONS BALLOT OR VOTE ITEM N0.5 NOMINATIONS FOR OFFICE OF VICE-CHAIRPERSON MOTION TO CLOSE NOMINATIONS BALLOT OR VOTE ITEM NO. 6 CONSIDER MOTION ADOPTING CONSENT CALENDAR AS PRESENTED OR AMENDED • Minutes of the meeting on 09/14/10 • ICPD General Order 89-04 (Civil Rights) • ICPD General Order 99-01 (Police Vehicle Pursuits) • ICPD General Order 99-03 (Prisoner Transport) • ICPD General Order 00-02 (Harassment and Sexual Harassment) • ICPD General Order 00-08 (Weapons) • ICPD General Order 01-03 (Performance Evaluations) • ICPD General Order 04-01 (Personnel Early Warming System) • ICPD General Order 07-01 (Patrol Rifle) • ICPD P.A.U.L.A. Report -September 2010 ITEM NO. 7 OLD BUSINESS • Community Forum PCRB-Page 2 October 12, 2010 ITEM NO. 8 NEW BUSINESS ITEM NO. 9 PUBLIC DISCUSSION ITEM NO. 10 BOARD INFORMATION ITEM N0.11 STAFF INFORMATION ITEM N0.12 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. ITEM N0.13 MEETING SCHEDULE and FUTURE AGENDAS • November 3, 2010, 5:30 PM, Lobby Conference Rm • November 9, 2010, 5:30 PM, TBA -Community Forum • December 14, 2010, 5:30 PM, Lobby Conference Rm ITEM N0.14 ADJOURNMENT MEMORANDUM POLICE CITIZENS REVIEW BOARD A Board of the City of Iowa City DATE: October 6, 2010 TO: PCRB Members FROM: Kellie Tuttle RE: Board Packet for meeting on October 12, 2010 Enclosed please find the following documents for your review and comment at the next board meeting: Agenda for 10/12/10 Minutes of the meeting on 09/14/10 ICPD General Orders -Available on-line ONLY - ICPD General Order 89-04 (Civil Rights) (LEG-01) - ICPD General Order 99-01 (Police Vehicle Pursuits) (OPS-02) - ICPD General Order 99-03 (Prisoner Transport) (OPS-09) - ICPD General Order 00-02 (Harassment and Sexual Harassment) (PER-02) - ICPD General Order 00-08 (Weapons) (SER-05) - ICPD General Order 01-03 (Performance Evaluations) (PER-03) - ICPD General Order 04-01 (Personnel Early Warming System) (PER-05) - ICPD General Order 07-01 (Patrol Rifle) (OPS-20) ICPD P.A.U.L.A. Report -September 2010 Complaint Deadlines PCRB Office Contacts -September 2010 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.org DRAFT POLICE CITIZENS REVIEW BOARD MINUTES -September 14, 2010 CALL TO ORDER: Chair Donald King called the meeting to order at 5:33 P.M. MEMBERS PRESENT: Royceann Porter (5:40pm), Peter Jochimsen, Joseph Treloar, Angelina Blanchard-Manning MEMBERS ABSENT: None STAFF PRESENT: Staff Catherine Pugh and Kellie Tuttle OTHERS PRESENT: Captain Wyss and Officer Schwindt of the ICPD RECOMMENDATIONS TO COUNCIL None CONSENT CALENDAR Motion by Treloar and seconded by Jochimsen to adopt the consent calendar as presented or amended. • Minutes of the meeting on 08/10/10 • ICPD P.A.U.L.A. Report -July 2010 • ICPDP.A.U.L.A.Report-August 2010 Motion carried, 4/0, Porter absent. CONSIDER MOTION APPOINTING A TEMPORARY VICE CHAIR Moved by Jochimsen, seconded by Blanchard-Manning to appoint Joseph Treloar as the temporary Vice Chair. Motion carried, 4/0, Porter absent. NEW BUSINESS Select Nominating Committee -Jochimsen and King volunteered to be on the nominating committee and will meet and report back to the Board at the next meeting. City Manager Search Process -King said he would be available to participate in the City Manager search process as requested by City Council. OLD BUSINESS Community Forum -Tuttle informed the Board that the Grant Wood gymnasium was not available but that The Spot, which is on the southeast side, was reserved for the forum. Board members agreed that The Spot would work for the forum. The Board discussed receiving questions & comments before the forum. It was decided that they would attempt to address all correspondence received at the forum. The Board wanted items forwarded to them and they would discuss at their regular monthly meeting on November 3~d. The City Cable division will record the forum and rebroadcast at a later date. Treloar and Blanchard- Manning volunteered to be on the forum sub-committee and draft a summary of the forum to forward to Council after Board review. PCRB September 14, 2010 Page 2 PUBLIC DISCUSSION BOARD INFORMATION STAFF INFORMATION EXECUTIVE SESSION None. Porter informed the Board that she had been contacted by someone that wanted a complaint form and needed help filling it out. Porter asked legal counsel if Board members should assist in filling out the forms. Pugh stated that it could possibly muddy the view point of the member if they assisted in filling out the form, in which they may have more information than the rest of the members and they would know the identity of the officer so it would be best if the person requesting the form had someone else help them fill it out. Jochimsen inquired if the different police entities that help out for home Iowa football games are considered employees of the University. Wyss started that even if an Iowa City officer is contracted out by the University, they are still an Iowa City police officer and they would want to look into any complaints regarding those officers. None. Not Needed. TENTATIVE MEETING SCHEDULE and FUTURE AGENDAS (subject to change) • October 12, 2010, 5:30 PM, Lobby Conference Rm • November 3, 2010, 5:30 PM, Lobby Conference Rm (Moved from 11/9) • November 9, 2010, 7:00 PM, The Spot -Community Forum • December 14, 2010, 5:30 PM, Lobby Conference Rm Motion by Treloar, seconded by Jochimsen to move the regular monthly meeting from November 9th to November 3~d due to the scheduling of the Community Forum. Motion carried, 5/0. ADJOURNMENT Motion for adjournment by Jochimsen, seconded by Porter. Motion carried, 5/0. Meeting adjourned at 6:02 P.M. Motion carried, 5/0. ~~o~c II II II II II o c ~ ~ ~ a p ~~ C ~ ~ a ~ C o 0 o % ~ o o ~~ a ~ a~a. o o e e~ o n a~• ;~ e ~.; ~ ; a o~~ Z ~ fD a a, ~ y re ~ -i O 'a :: a A a ~ t2i ~ a ~ a, as ,_ ~_ ~ ~ ,~ j w N N w w . -. N DC O ~ ~ ~ yC DC ~ ~ I I = ~ ~ I N i i i ~' ~ ~ ~ J 0 I ~ i ~ ~ i ~ A '~' ' ~ ' ~ ~ ~ ~ W ~ ~ ; ~ ; ~ ~ ~ ~ ~ ~ ~ I I ~ o0 z z z o, ~ I ~ I ~ ~ I o o °` i i ~ ~' ~ ~ I W i i i ~ ~ ~ ~ ~ J ~N+ 00 i i ~' '~' ~' ~' I ~ O b i I i i i i i i i i i i i y y ~yd ~ Z ~• ~ ~ C7 0 ~ o ~j O b r n y 0 r~--~ Iowa City Police Department-~1 , r__, ,,.~.3 ., L ~ ~ i P.A.U.L.A. Report - Setember 2010 - _~ -~~~~ ~, .. ~~. . (Possession of Alcohol Under Legal Age) -` s_k _~_ . ti i 'i Business Name (occupancy] Monthly Totals Year-to-Da te Totals PAULA'V,fsit r ear-to-date (occupancy loads updated Oct'08) visits arrests visits arrests .,: ` 808 Restaurant & Nightclub [176] 4 0 52 52 1.000; 188 0 Airliner [223J 2 0 0 32 11 6 0 _ . 0.000 American Le ion [140] 1 Aoeshe Restaurant [156] 1 0 0.000 Atlas World Grill [165] 0 0 Blackstone [297] Bluebird Diner [82] 3 0 27 8 0.296 Blue Moose [436] Bob's Your Uncle 260'] 0 21 0 0.000 Bo-James [200] 1 Bread Garden Market & Bakery 57 13 0.228 [It's] Brothers Bar & Grill [556] 6 0 [The] Brown Bottle [289] 0 4 0 0.000 Buffalo Wild Wings Grill & Bar [189] 0 0 000 0 Caliente Ni ht Club 498 0 0 7 1 0 . 0.000 Carl & Ernie's Pub & Grill [92] 0 0 Carlos O'Kelly's [299] Chefs Table [162] Chipotle Mexican Grill [119] 5 0 0.000 [The] Club Car [56] 0 0 0 2 0 0.000 Coaches Corner [160] 1 Colonial Lanes [502] 0 1 0 0.000 Dave's Foxhead Tavern [87] 0 3 0 0.000 David's Place (aka Dawit's) [73J 0 0 2 095 0 DC's [120 3 1 0 0 21 8 0 . 0.000 [The] Deadwood [218] Devotay [45] ' 0 0 7 0 0.000 s Pub [49] Donnelly 0 9 0 0.000 [The] Dublin Underground [57] 0 [Fraternal Order ot] Eagle's [315] EI Banditos [25] EI Dorado Mexican Restaurant [104] [BPO] Elks #590 [205] EI Ranchero Mexican Restaurant [161] Englert Theatre [838] 0 39 78 2.000 [The] Field House (aka Third Base) [420] 2 Firewater [114J 1 0 16 0 0.000 First Avenue Club [280] 2 0 0.000 Formosa Asian Cuisine [149] 0 0 5 0 0.000 Gabes [261] ' 1 0 0 0 4 0 0.000 s Buffet [75] George 0 1 0 0.000 Givanni's [158] 0 Godfather's Pizza [170] 2 0 0.000 Graze [49] ' 0 2 0 0 10 0 _ 0.000 s South Side Pub [265] Grizzly Guido's Deli [20] 0 0 1 0 0.000 Hawkeye Hideawa [94] 0 2 0 0.000 [The] Hilltop Lounge [90] 0 5 0 0.000 IC Ugly's [72] 0 0 India Cafe [100] Jimmy Jack's Rib Shack [71] 11 0 0.000 Jobsite [120] ' 0 1 0 0 14 0 0.000 s Place [281] Joe Joseph's Steak House [226] Karanke La Revna f781 La Reyna [49] Linn Street Cafe [80] Los Portales 161 ' 1 0 18 6 0.333 s [200] Martini Masala [46] Mekon Restaurant [89] ' 1 0 12 1 0.083 s [98] Micky 0 1 0 [The] Mill Restaurant [325] 0 Lo al Order of] Moose 476] [Sheraton] Morgan's [231] Motley Cow Cafe [82] Okobo'i Grill [222] 0 6 0 0.000 Old Capitol Brew Works [294] 0 0 33 30 0.909 One-Eyed Jake's [29.9] aka J Bar 2 One-Twent -Six 105 0 1 0 0.000 Orchard Green Restaurant [200] 0 Oyama Sushi Japanese Restaurant (87] Pagliai's Pizza [113] Panchero's (Clinton St) [62] Panchero's Grill Riverside Dr) [95] 0 000 0 Piano Lounge [65] 1 0 0 2 29 1 . 0.034 Pints [180] 2 Pit Smokehouse [40] Pizza Hut [116] Pizza Ranch [226] Quality Inn/Highlander [971] 9 0 0.000 Quinton's Bar & Deli [149J 1 0 [The] Red Avocado [47] Rick's Grille & Spirits [120] Riverside Theatre [118] 0 4 0 0.000 Saloon [120] ' 0 0 0 4 0 0.000 s Pizza [174] Sam 0 6 0 0.000 [The] Sanctuary Restaurant [132] 0 0 000 0 Shakespeare's [90] 1 0 8 3 0 . 0.000 Short's Burger & Shine [56] 0 0 1 0 063 Slippery Pete's [178] 4 0 16 8 0 . 0.000 Sidelines [200] 0 2 0 1 43 33 0.767 Sports Column [400] 0 3 0 0.000 Star Lounge [144] 0 0 0 15 1 0.067 Studio 13 [206] 2 0 57 71 1.246 [The] Summit [736] Sushi Popo [84] Takanami Restaurant [148] 1 071 0 TCB [250] 0 0 14 . Thai Flavors [60] Thai Spice [91] Times Club @ Prairie Lights [60] T. Spoons [102] 2 0 37 16 0.432 Union Bar [854J VFW Post #3949 [197] 0 10 3 0.300 [TheJ Vine Tavern [170] 0 0 26 2 0.077 Vito's [320] 2 0 0 1 0 0.000 Wig & Pen Pizza Pub [154] 5 2 0.400 [Iowa City] Yacht Club [206] 0 0 Zio Johno's Spaghetti House [94J Z'Mariks Noodle House 47 Totals: 50 1 752 327 o.a35 _ Other PAULA at non-business locations: 49 132 `_--~' '' PAULA Totals: 50 459 ~ "..~_ ~~? *includes outdoor seating area L+ ;; a LEG-01.1 Date of Issue General Order Number Ma 5, 2000 89-04 Effective Date Section Code Se tember 16th, 2010 LEG-01 Reevaluation Date Amends /Cancels September 2011 C.A. L. E.A. Reference 1.2.3, 1.2.5 ^~ CIVIL RIGHTS ~Q~~~ c~i -~,~. INDEX AS: Civil Rights Rights, Civil Rights, Individual Arrests Warrants Search and Seizure .. :~::a ~- s Use; of For~~ .~' tip, _:.; I. PURPOSE The purpose of this order is to consolidate the policy of the Iowa City Police Department on civil rights as already expressed in current Department rules, directives, and other publications. This order will reaffirm the Department's determination to observe, uphold, and enforce all laws pertaining to the individual rights of each person without regard to age, race, color, creed, religion, sex, national origin, economic status, marital status, disability, sexual orientation or gender identity. II. POLICY It is the policy of the City of Iowa City and the Iowa City Police Department to ensure that the civil rights of the citizens of Iowa City are upheld. Members of the department shall ensure that all constitutional protections are afforded those parties with whom the department is involved. LEG-01.2 III. PROCEDURES INDIVIDUAL RIGHTS A. All persons are guaranteed protection against unlawful arrest and unreasonable search or seizure. (see general order 00-01, Search and Seizure) B. Department personnel shall uphold these rights by: 1. Taking a person into custody only when there is reasonable grounds to believe that: a. An arrest warrant exists for the person, or b. The person has committed or is committing a violation of the law. c. The person may be a harm to themselves or others 2. Entering a private dwelling only when he/she: a. Has in his/her possession a search warrant authorizing him/her to do so, or b. Has reason to believe that immediate entry is necessary to protect a person within such private dwelling from death or serious injury, or c. Can otherwise legally justify his/her action. 3. Taking from an individual only such property as he/she is legally authorized to take, and recognizing that he/she is responsible and must account for all such property. C. When making an arrest or searching and seizing property, Department personnel shall use only such force which is reasonable and necessary and in compliance with departmental directives pertaining to th~~use of force. (see general order 99-05, Use of Force) ~ ~_' ~ _ D. At all times Department personnel shall: ~;, 1. Never exhibit any bias or prejudice against any group or indiuidual:~ _~ 2. Act, speak, and conduct themselves in such a manner' as to =~tteat all persons with courtesy and with that respect due to every person as a human being. LEG-01.3 CITIZENS GUARANTEE A. All persons of this country are guaranteed the right to seek redress of grievances by: 1. Freedom of speech 2. Peaceful assembly 3. Peaceful picketing 4. Distribution of handbills providing such distribution is not in conflict with the provisions of any City Ordinance. B. The rights set out in paragraph A, above, while fundamental in our democratic society, do not mean that everyone with opinions or beliefs to express may do so at any public place and at any time. The constitutional guarantee of liberty implies the existence of an organized society maintaining public order, without which liberty itself would be lost in excesses of anarchy. The exercise of these rights of free expression must not: 1. Conflict with the governmental responsibility to keep public streets and public facilities open and available for public use. 2. Include the use of inflammatory remarks related to any instance where a clear and present danger of a riot against any person or group of persons exists. C. Resources of the Department will be employed to rapidly and decisively enforce statutes and ordinances which provide for the protection of the rights and property of all persons. 1. To the extent possible, Watch Commanders will assure that adequate staffing is available to control and maintain order in every instance where crowds have formed or are expected to form. ,~., 2. Police personnel in command at the scene of any assembly ~rrtust be aware of their responsibility to afford protection to both particip~~ts and:; non-participants, and will deal with illegal acts promptly,,'decisiv~ly, and;.; impartially. :. '~-' ;_~ 3. The City of Iowa City and the Iowa City Police Department expressly, prohibits any law enforcement agency operating within ifs jurisdiction from using excessive force against any individuals erigaged'~in non- violent civil rights demonstrations. LEG-01.4 4. The City of Iowa City and the Iowa City Police Department shall enforce any applicable state or local laws against physically barring entrances or exits from a facility or location that is the subject of anon-violent civil rights demonstration within its jurisdiction. 5. The City of Iowa City and the Iowa City Police Department shall enforce this general order within its jurisdiction and will facilitate the filing of a complaint by any individual or group who feels that the City of Iowa City and/or Iowa City Police Department has not complied with this policy. ARRESTED PERSONS A. All persons of this country, in keeping with our democratic processes, are guaranteed certain basic constitutional safeguards. These safeguards will not be denied any person even though he/she has committed, or is suspected of having committed, a criminal act. B. Department personnel will at all times be aware of a prisoner's rights and shall: 1. Permit the prisoner to communicate with his/her attorney and/or a family by making a reasonable number of telephone calls. 2. Expedite all necessary processing so the prisoner will be detained no longer than necessary. 3. Never use force or coercion in seeking admissions of guilt or confessions. 4. Recognize and respect the prisoner's right to refuse to give evidence against him/herself; however, there is no encroachment upon a prisoner's rights if he/she should voluntarily supply such information. RESPONSIBILITY ~-_ =:a Each officer shall familiarize him/herself with the laws and Department~directives pertaining to civil rights to insure his/her. -.-- ,-,, A. Recognition of each person's civil rights and - B. Compliance with all laws and Department directives relating to civil rights. VIOLATIONS Violations of this policy may be the basis of disciplinary action up to and including discharge from the Department. Egregious violations of persons' civil rights may result in individual liability and/or criminal sanctions. LEG-01.5 ~~ Samuel Hargadine, 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 a 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. -,_~ .-, ~_ ,~ "-. _, .-- . ':~ , .. ... ~=, _. _ -, OPS 02.1 POLICE ~~~c` VEHICLE aJ~ PURSUITS Date of Issue General Order Number February 10, 1999 99-01 Effective Date Section Code September 24, 2009 OPS-02 Reevaluation Date Amends /Cancels Se tember 2011 90-01 OPS-02 C.A.L.E.A. Reference 1.2.7, 1.3.2, 41.2.1, 41.2.2, 41.2.3 See Index INDEX AS: Use of Force Vehicle Pursuits Reports I. PURPOSE It is the purpose of this policy to state the guidelines to be followed during vehicular pursuits. II. POLICY The initiation of a pursuit is justified when, in the officer's judgment, a suspect exhibits the intent to avoid arrest using a motor vehicle to flee. Initially the officer must determine if the necessity of immediate apprehension outweighs the level of danger created by the pursuit. This evaluation must continue throughout the course of the pursuit by the officer and his/her supervisor. All pursuits will be conducted in strict accordance with section 321.231 of the Code of Iowa and all emergency vehicles will utilize both audible and visual signaling devices j when engaged in pursuits. OPS 02.2 III. DEFINITIONS 321.231 Authorized emergency vehicles and police bicycles. The driver of an authorized emergency vehicle, when responding to an emergency call or when in the pursuit of an actual or suspected perpetrator of a felony or in response to an incident dangerous to the public or when responding to but not upon returning from a fire alarm, may exercise the privileges set forth in this section. 2. The driver of any authorized emergency vehicle, may: a. Park or stand an authorized emergency vehicle, irrespective of the provisions of this chapter. b. Disregard laws or regulations governing direction of movement for the minimum distance necessary before an alternative route that conforms to the traffic laws and regulations is available. 3. The driver of a fire department vehicle, police vehicle, or ambulance, or a peace officer riding a police bicycle ~ the line of duty may do any of the following: ; ~" t^-` a. Proceed past a red or stop signal or stop si~n,=but^only after slowing down as may be necessa~Fy_ #orr.safe':;': operation. ~y ~"~ b. Exceed the maximum speed limits so long as, the striver does not endanger life or property. ~, , 4. The exemptions granted to an authorized emergency vehicle under subsection 2 and for a fire department vehicle, police vehicle or ambulance as provided in subsection 3 shall apply only when such vehicle is making use of an audible signaling device meeting the requirements of section 321.433, or a visual signaling device approved by the department except that use of an audible or visual signaling device shall not be required when exercising the exemption granted under subsection 3, paragraph "b" of this section when the vehicle is operated by a peace officer, pursuing a suspected violator of the speed restrictions imposed by or pursuant to this chapter, for the purpose of determining the speed of travel of such suspected violator. a. Police bicycles shall be operated in accordance with General Order 00-07 Police Cyclist. b. The operator of a police bicycle, may, in the line of duty, do any of the following; Proceed past a red or stop signal or stop sign, but only after slowing down as may be OPS 02.3 necessary for safe operation; Exceed the maximum speed limits so long as the driver does not endanger life or property. 5. The foregoing provisions shall not relieve the driver of an authorized emergency vehicle from the duty to drive with due regard for the safety of all persons, nor shall such provisions protect the driver from the consequences of the driver's reckless disregard for the safety of others. Pursuit -For the purpose of this policy, pursuit means chasing a fleeing suspect. IV. PROCEDURES A. Initiation: The pursuing officer must carefully consider the safety of persons and property before engaging in a vehicular pursuit. Some of the factors that should be considered when determining whether to initiate, continue or terminate a vehicular pursuit are: 1. Time of day -high speed pursuits occurring during a time when there is a high level of activity (businesses, schools), are normally more hazardous than those occurring during periods of low activity. 2. Volume of vehicular traffic -pursuits occurring during periods of heavy traffic flow are more hazardous than those occurring at other times. 3. Location of pursuit -pursuits through residential arias or along streets near or adjacent to schools are normally .more hazardous than those in lightly populated areas :a`::~. ~ ' .. r~~,~ _ . 4. Weather conditions. --~_ -"~- ._ 5. Road conditions. ~~_."~ 6. Speed involved. - !'~:` 7. Nature of the offense -pursuits for persons suspected of involvement in felonies are viewed as more justifiable than those for persons suspected of traffic or other misdemeanor violations. However, there shall be no assumption that the commission or suspected commission of a felony constitutes automatic authorization to pursue by vehicle. 8. The condition of the police vehicle should be considered. 9. Consideration should be given to the driving skills of the pursuing officer. OPS 02.4 10. Consideration should be given to whether the offender can be identified and therefore apprehended by other means. B. Officers shall be familiar with and use the following Pursuit Decision Matrix as guidance in determining whether to initiate or continue a pursuit. The Pursuit Decision Matrix is very similar to the Use of Force Continuum as set out in the Department's Use of Force policy. It is a guide designed to assist the officers in their use of discretion and shall be followed when making vehicular pursuit decisions. The degrees of risk associated with vehicular pursuit in specific circumstances are defined as follows: PURSUIT DECISION MATRIX GUIDES LOWER RISK 1. Marked vehicles 2. Straight roads, good surfaces, clear line of sight 3. Few intersections 4. Few or no pedestrians 5. Good weather 6. No hazardous maneuvers by violator 7. Speeds at or less than 20 m.p.h. over the posted limit 8. Officer is calm and in control 9. Lack of special circumstances (i.e., school zones, hospitals, etc.) MODERATE RISK 1. Some intersecting streets (i.e., residential area) 2. Light pedestrian traffic 3. Moderate traffic, little congestion 4. Speeds 20 m.p.h. greater than the posted speed limit 5. Officer generally calm, under control 6. Some hazardous, but not extreme maneuvers (i.e., crossing center line to pass vehicles, sudden lane changes) bar ,the violator. ~ - c--; :_. .~,,, HIGH RISK -' ~ ~ ._ 1. Frequent intersecting streets (i.e., a business disf^~i`ct) ~,-~ 2. Poor weather, slippery streets, low visibility _. ~ _ 3. Blind curves or intersections, narrow streets - 4. Numerous pedestrians _ ,. 5. Heavy, congested traffic ~~ 6. Speed twice the posted speed limit, or greater than 80 m.p.h. OPS 02,5 7. Extremely hazardous maneuvers (i.e., driving against oncoming traffic, failing to stop for red lights) by the violator 8. Numerous vehicles in pursuit 9. Officer excited, not in full control of emotions 10. Existence of special circumstances (i.e., school zones, hospitals, etc.) NOTATION The courts have decided that the officer will be judged from the perspective of a reasonable officer on the scene (Graham V. Conner}. With this in mind,. officers should give serious consideration to all of the factors before deciding to initiate a pursuit and continue to evaluate the need to pursue versus terminating the pursuit. PURSUIT DECISION MATRIX NATURE OF LOWER RISK i MODERATE RISk< HIGI--1 RISK OFFENSE ___ _ ~ VIOLENT FELONY May Pursue. May Pursue. May Pursue. IMMINENT Continue Ta Assess Continue To Assess Discontinue If Risks THREAT Risk. Risk. Exceed Known Threat To Public Safety If Capture Is Delayed. FELONY-VIOLENT May Pursue. May Pursue. Mey Pursue,. CRIMES Continue To Assess Continue To Assess Discontinue If Risl~s Risk. Risk. i Exceed Known ~ l.hr-e~t ~I~o Puk~lic j Safety If Gapture Is Delayed. f-ELONYa May Pursue. I May I~urue, Discontinue PR~3f~ERTY Continue To Assess ~ Continue To Assess CSR CRIMES Risk I Risk Do Not Pursue. MISDEMEANOR May f'rrrsue, Di~scantinue Discontinue i OR TR/1FrIC Continue -Ifio Assess C~!'R ~R ~ VIOLATIONS T1-1AT Risk, Do Not Pursue Do N'at Purs~re ARE SAID E T Y RFLATI;D MWaR DO NOT PIJRStJE DO NOT PURSUE DO NOT PURSIJ~ INFRAGTI~JNS ' TI-1A 1 AI,'E NOT SAf E~fY I~ELA~~ED __ C : 1 `_ f i -.i r 1 ~`-~ m f'~3 _~ -- _ . ~_ -~~ -~ G 7 , ~ _ -- , 4.~ f`.) ~`~ i OPS 02.6 Officers must continually assess the nature of the offense against the risk factors. An officer's response must be consistent with the Pursuit Decision Matrix. C. Notification - When a motor vehicle pursuit is initiated, it shall be immediately reported to the Emergency Communications Operator by the initiating officer. The initial information-will include: 1. The reason for the pursuit 2. The location, speed, and direction of travel 3. The description of the fleeing vehicle, including license plate number. 4. The number of occupants and description of occupants if observed. 5. The officer will update the information as it becomes available or changes. D. Communication Center Responsibilities -Communications during a pursuit is vital to the safe apprehension of the offender as well as the safety of the officers and bystanders. The communications center will have the following responsibilities: 1. Immediately upon receiving information that an officer is in pursuit, the ECO will advise all other non-emergency radio traffic to stand by and give the pursuing officer priority use of PD1. The ECO will advise the pursuing officer of any pertinent information concerning the area of the pursuit. 2. Notify a watch commander/supervisor of the pursuit in progress. 3. The ECO shall record on the CAD log all the information furnished by the officer during the pursuit. 4. As long as the pursuit is continued, the ECO will manage the pursuit communications by re-broadcasting transmissions of relevance to other units involved. ~'- 5. Contact surrounding agencies and advise them of =~_~he pursuit. We do not encourage involvement of other_agericies - in the pursuit other than for perimeter control and'assistance G_.` ' in attempts to identify the violator unless rspecif~cally requested otherwise. m ;, : ; _ ~, ~:: . r ;, ., OPS 02.7 E 6. When the pursuit leaves the city limits, or it is reasonably imminent that it will, the ECO will contact the appropriate law enforcement agency with necessary information. 7. As time permits, the ECO will run vehicle and registered owner information and broadcast pertinent information. Supervisory Responsibilities A supervisor shall assume control of all pursuits. This can be accomplished through radio communications. Supervisors will monitor all pursuits and approve any special tactic that will be used. F 2. In the event the supervisor initiates the pursuit, they should relinquish that position as soon as another unit becomes available and assume control of the pursuit as specified in subparagraph (1) above. 3. The supervisor's foremost considerations shall be officer and bystander safety, methods of identifying the fleeing suspect, tactics to stop the fleeing vehicle, and coordination of all officers. 4. Supervisors shall intervene and correct any misuse of police personnel involved in the pursuit. 5. The supervisor may, at any time, order the termination of the pursuit when, in their judgment, the necessity of apprehension is outweighed by the level of danger created by the pursuit. r., 6. Supervisors shall also assure that sufficient patrol strength is maintained within the city to handle routine calls for~service. 7. The supervisor in charge of the incident shall approve-'-any., ` special tactics to stop the vehicle. ~, ~ _ a Pursuit Tactics t.~.~ NOTE: Pursuit at high speeds under the best of conditions is an extremely dangerous situation. Any tactic contemplated when high speed is involved, requires advance planning, taking into consideration the factors surrounding the incident at hand. Safety is the foremost consideration. The following OPS 02.8 -are some possible alternatives to consider when determining methods of stopping the fleeing vehicle. 1. Consider alternatives, through radio communication and the assistance of other police officers. A determination should be made as to whether the offender can be identified and apprehended later. 2. Use fuses or traffic cones to set up an apparent roadblock in advance of the pursued vehicle. Remember to clear the road and select a safe location. 3. Use tire deflation devices to bring vehicles to a controlled stop. 4. Do not use the spotlight focused on the back window of the pursued vehicle. 5. Stationary roadblocks -because of the inherent danger of the use of stationary roadblocks in pursuit situations, it is the policy of this department that stationary roadblocks will be used for the purpose of stopping fleeing vehicles only: a) As a last resort, in those exigent cases where the use of deadly force would be justified to prevent injury or death to the officer or other persons, a stationary roadblock may be considered. If suitable materials such as construction barricades are not available, unoccupied police vehicles with emergency lights in operation may be used, as directed by the watch commander/supervisor. b) Stationary roadblocks will only be set up with the authorization of the supervisor in charge of the incident. To avoid creating an unnecessary hazard to pursuing officers and innocent persons, the roadblock will be located in an area of high visibility which provides a safe stopping distance for oncoming traffic. Under no circumstances will roadblocks be barricaded by occupied or private vehicles and all efforts will be made to remove private vehicles from the path of the pursuit. .~---~~' ~--;- -- _ ~.^ _ - -_ - , 6. Moving roadblocks are prohibited without t~e~- express , authorization of the supervisor in charge of the inbident.r_- 7. Ramming will only be considered to stop a fleein~,vehicle as . ~ _, a last resort, and then only in those extreme cases where ,~~., ~.. OPS 02.9 the use of deadly force is justified to prevent injury or death to the officer or other persons. The officer must consider the extreme danger to himself/herself, occupants of other vehicles and other users of the roadway. Permission to make deliberate contact with the offender's fleeing vehicle will be received from the supervisor prior to initiation of the act. 8. Specialized Police Vehicles a) Officers operating unmarked vehicles, equipped with visual and audible signaling devices, may engage in pursuits only when the fleeing vehicle presents an immediate threat to persons or property and then only until a marked unit is available to assume the pursuit, at which point the unmarked will withdraw and serve only in a support role. b) Police vehicles without emergency equipment, i.e., visual or audible signaling devices, SHALL NOT ENGAGE IN PURSUITS with one exception. In those cases where the fleeing vehicle presents an immediate threat of death or serious injury, they may participate until marked police units arrive. 9. Following the Fleeing Vehicle a) All units will be spaced in such a manner to allow time to react to evasive maneuvers of the fleeing vehicle or another police vehicle. ~::~ b) Officers will not pursue the fleeing vehicle=-the wi:ong way on interstate or controlled access roadways; or ,~., -, . one way streets, unless specifically authofized to, do so by a supervisory officer. - _ , -~ 10. Aid to Outside Agencies `T`~ a) Whenever units of another law enforcenle~nt a~e~cy are engaged in a pursuit and request assistanceyfrom the Department, the requesting agency shall advise the emergency communications center of the nature of the offense and the description of the fleeing vehicle before a police vehicle from the Department joins in the pursuit. If an outside agency contacts an Iowa City officer directly, requesting assistance in a pursuit, it will be the responding officer's responsibility to advise a watch supervisor and communications of the request and the circumstances surrounding it. b) The watch commander/supervisor must approve the request before any action is taken. OPS 02.10 c) No more than two Iowa City Police Vehicles will actively become involved in a pursuit initiated by an outside agency. This DOES NOT preclude other officers from deploying tire deflation devices, blocking intersections or otherwise assisting the outside agency. d) In instances where a vehicle is pursued by two or more vehicles from an outside agency only one Iowa City Police Vehicle may actively become involved in the pursuit. The operator of this vehicle shall communicate the speed, direction of travel and other information to the Iowa City Emergency Communications Center. 11. Firearms a) Except under the following circumstances, shooting from or at a moving vehicle is prohibited. (1) When an occupant of the fleeing vehicle is utilizing deadly force against the police officer or other persons. (2) As a last resort to prevent death or serious injury to the officer or other person(s). (3) As a last resort to apprehend a person who has just committed a felony resulting in death or serious injury. ~.~ b) The discharge of firearms shall not be utilized v~len the circumstances do not provide a high pFObabilit~ of ere isj a ._.- -~" striking the intended target or when fh _ substantial risk to the safety of other ~ pers~oi~s, ' including risks of causing vehicle accidents.Y : _,,~ ,. 12. Number of Pursuit Vehicles a) The number of Iowa City Police vehicles actively involved in a pursuit should be limited to two vehicles, a primary unit and a secondary unit. Other officers will be kept informed of the pursuit and should be in a position to assist if the pursuit enters their area of responsibility. b) There will be no caravan of police vehicles attempting to join the pursuit. c) There will be no attempt by officers engaged in the pursuit to pass other units involved in the pursuit unless permission is given by the supervisor in charge of the pursuit. d) Secondary units shall provide backup to the primary unit and may assume the pursuit should the primary OPS 02.11 unit become disabled. Secondary units should also ensure that communications of pursuit status is maintained. V. TERMINATION OF PURSUIT A. Pursuit shall be terminated under any one of the following reasons: 1. A supervisor or higher authority orders the pursuit terminated. 2. Upon the determination of the pursuing officer that, the danger to the officers or others in the area outweighs the necessity for immediate apprehension. 3. The offense is a traffic infraction, misdemeanor or other non- violent felony and the identity of the violator is known. 4. Visual contact is lost or the distance between the officer and the pursued vehicle is so great that further pursuit is futile. 5. The pursuing officer believes that the fleeing vehicle is being operated by a juvenile and the offense constitutes a traffic infraction, misdemeanor, or non-violent felony. 6. When there is an equipment failure involving the emergency lights, siren, radio, brakes, steering or other essential mechanical equipment. B. While not necessarily dictating immediate action, serious and continuing consideration should be given to termination of a pursuit under the following conditions: 1. Environmental factors such as rain, fog or darkness substantially increase the danger of the pursuit. 2. Road conditions are congested by traffic or pedestrians, such as, at rush hour or in the area of any school. C. The termination of a pursuit does not prohibit following the pursued vehicle while obeying all traffic laws, or remaining in the area to re- initiate contact if circumstances dictate. ^~~ ..~ ~, l=; -_ ; ~ - ; . ~.~ - , ~' ~ ,~ ;,, OPS 02.12 VI. REPORTING A. The pursuing officer will forward a written report detailing the pursuit to the Division Commander before completing their tour of duty. The watch supervisor will forward a written report to the Division Commander within 10 days unless an extension is allowed by the Commander of Field Operations. The reports shall include: 1. Evaluation of the circumstances involved. 2. If the initiating officer followed the required procedures. 3. Were there other units involved and did they follow procedures? 4. Did communications perform their responsibilities? 5. Did supervisors perform their responsibilities? 6. Was force used to stop the vehicle, i.e. roadblocks or controlled stopping devices? 7. Were procedures followed regarding termination of pursuits? B. The supervisor of the unit initiating the pursuit shall be responsible for submission of a written analysis and critique of the pursuit through the chain of command to the Chief of Police. The report shall include an evaluation of the pursuit referring to the circumstances and adherence to this policy. C. A vehicular pursuit is deemed a "use of force", hence a Use of Force report must be completed. D. As a vehicular pursuit is deemed a "use of force", the Department's Use of Force policy and Use of Force continuum apply to vehicular pursuits. E. On an annual basis a documented analysis of all pursuits for the past calendar year shall be completed. This ,report shall be completed by the Sergeant of Planning and Research and be forwarded to the Chief of Police. The analysis is intended to reveal patterns or trends that indicate training needs and/or policy modifications. - =-' f ,~ ~_ -- r ~ ~~:- _ . OPS 02.13 VII. TRAINING Officers shall receive annual training in the use of forcible stopping techniques. G i' ' Samuel Harga ne, C of Po ice 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. r-~, - _~, ~-, _ ~., _,; ,.1 OPS-09.1 PRISONER TRANSPORT Date of Issue General Order Number March 17, 1999 99-03 Effective Date Section Code Se tember 1, 2010 OPS-09 Reevaluation Date Amends /Cancels March 2011 All Orders In Conflict C.A.L. E.A. Cha ter 70 '`~' G~ ~~v'~ ~ ~~ . , ~: _ ,, ,_,V INDEX AS: u `' °_x Use of force - ~~ -=° Prisoner Transport a_ ~~ Handcuffing _: 'T I. PURPOSE -- The purpose of this policy is to provide guidelines for transporting persons in the custody of officers of the Iowa City Police Department between points of arrest and initial booking. II. POLICY Transporting Prisoners is a potentially dangerous function. Therefore, it is the policy of the Iowa City Police Department to take the precautions necessary while transporting prisoners to protect the lives and safety of officers, the public and the person in custody. OPS-09.2 III. PROCEDURES A. Vehicle Inspection At the beginning and end of each tour of duty, all vehicles regularly used for prisoner transport shall be inspected for readiness as follows. a. The safety screen shall be securely in place and undamaged. b. All windows shall be intact, and outer door latches in proper working order. c. Rear-seat door handles and window controls shall be deactivated. d. The interior shall be thoroughly searched to ensure that no weapons or contraband have been left behind or hidden within the vehicle. 2: Prior to placing a prisoner in a vehicle for transport, the transporting officer shall inspect the interior for weapons or contraband. The vehicle shall be searched again after the prisoner has been delivered to the detention facility or other destination. B. Handcuffing/ Use of Restraints 1. Officers should handcuff (double-locked) all prisoners with their hands behind their back and palms facing outward. 2. The officer may handcuff the prisoner with his/her hands in front, or use other appropriate and approved restraining device(s) where the prisoner a. is in an obvious state of pregnancy, b. has a physical handicap, or ~~,, c. has injuries that could be aggravated by standard handcuff_r~,g _~ procedures. _ '`~~ i ~ a , .. ... - ~, 3. Known juveniles will be handcuffed only when reasonabty:;neEessary to ,. ensure the safety of the officers, juvenile or others. : ~:=.. 4. Prisoners shall not be handcuffed to any part of the vehicle dining transport. 5. Additional approved restraint devices may be used to secure a prisoner who violently resists arrest or who exhibits behavior such that he/she poses a threat to himself, the officer, to the public, or to prevent escape. 6. Officers are prohibited from transporting prisoners who are restrained in a prone position. The technique of "hog tying" shall not be used by members of this department. OPS-09.3 C. Transport 1. Prior to transport, all prisoners shall be thoroughly searched for any weapons or contraband. 2. Prisoners should not be handcuffed together. 3. When possible, females should be transported separately from males. 4. Juveniles shall not be transported in the same area of a vehicle with adult prisoners. 5. Special precautions should be employed when transporting high-risk prisoners. In particular: a. combatants should be transported separately b. members of rival gangs should be transported separately 6. Prior to initiating transport, the officer should provide communications with the following information. a. arrest location and destination b. mileage reading before and after the transport of juveniles or member of the opposite sex. c. number of persons being transported d. nature of the charge(s) 7. The officer should assist the prisoner(s) into the squad car, taking care to avoid the prisoner(s) striking their head on the vehicle. Prisoners should be instructed not to lean back on their wrists. 8. Prisoners should be transported in a manner that allows for constant visual observation. Officers operating vehicles equipped with video shall activate the camera to document the prisoner during transport. Seating of officers and prisoners should, when possible, conform with the following: a. Where the vehicle has a security screen but one transporting officer, the prisoner should be placed in the back seat on tk~e right hand side of the vehicle. When the vehicle is;not ~:-~_, equipped with a screen and has only one transportin:g;_offic;~r, the prisoner shall be placed in the right front seat a12dF secured with a seatbelt. = ~~ b. When a prisoner is being transported in a two-officer~vehicl~ ~ ,` without a security screen, the prisoner shall be placed in Elie right rear seat. The second officer shall sit in the I~ft rear'seat. c. Leg restraints should be used when a prisoner exhibits or:an officer reasonably believes the prisoner is likely to engage in violent behavior or is an escape risk. d. A single transporting officer shall not transport more than one prisoner in a vehicle without a screen. e. Prisoners should be instructed that they are not to speak to OPS-09.4 each other, or have contact with outside parties during the transport process. f. Prisoners should be secured in a seatbelt during transport if the officer(s) feel they can safely do so. 9. The physical well-being of prisoners shall be monitored during transit. Particular attention shall be directed to persons reported or suspected of being under the influence of drugs and/or alcohol or who have a history or propensity for violence. a. Prisoners who report or display symptoms of serious physical illness or injury during transit shall be taken to an emergency room for treatment. b. Escorting officers shall remain with the patient at all times unless relieved by other authorized personnel. (this may include medical staff) c. Potentially violent persons in custody shall be restrained at all times in treatment facility unless such restraint would interfere with essential treatment. d. In the event a prisoner who has committed a serious offense is admitted to a hospital, long-term security may be appropriate. In such cases the supervisor of the arresting officer shall design a schedule that permits 24-hour security of the prisoner. Adequate rotation of officers will be maintained. Visitors, including phone contact, not approved by the Police Department shall be prohibited. Officers shall avoid fraternization with the prisoner. e. When released from the hospital, the prisoner shall be transported to the appropriate holding facility. The transporting officer shall ensure that all hospital treatment instructions and medication directions are given to the holding facility staff. 10. Symptoms or reports of physical or mental illness (such as threats of suicide or psychotic behavior) shall be reported to the receiving officer. 11. Any wheelchairs, crutches, prosthetic devices, and medication should be transported with ,but not necessarily in the possession of the prisoner. In instances where a person with a disability must be transported, and the disability prevents transport in a marked patrol car, a watch supervisor should be contacted for assistance. Alternate methods of transport may include but are not limited to the use of an unmarked unit, transport van, or requesting an ambuaance to transport. __ . , 12. Prisoners should not be left unattended during transport.: ~ .' J# ~- ~~ , 13. Officers shall not engage in unrelated enforcement activities_w,hile ~ `? transporting prisoners unless failure to act would risk death or~ serious bodily injury to another. In non-life threatening;yet serious OPS-09.5 situations, officers should call for back-up assistance and may remain on-hand until such assistance has arrived. 14. Any escape shall be immediately reported to the communications center with a complete description of the fugitive, mode and direction of travel, original charge and propensity for violence if known. The communications operator shall notify the watch supervisor. The officer shall complete a report detailing the escape. When a subject is not immediately captured, the watch supervisor should consider notifying outside agencies and request assistance. He/she may also consider the use of a canine unit in tracking the subject. If this is done, it shall comply with the general order pertaining to canines. 15. If a prisoner is an escape risk, the officer shall notify the receiving agency of this information. 16. When a prisoner is transported to the Iowa City Police Department for processing or questioning, the officer shall maintain control and shall ensure that visual contact is maintained with the subject at all times. In this case, the officer will decide if the handcuffs may be removed during the processing or interview process. Officers shall abide by all Departmental directives pertaining to prisoner/detainee processing and weapons security. 17. When officers are detained for a period of time waiting for jail entry authorization, they shall monitor the well being of their prisoners and ensure that restraints have not unduly tightened. Officers assigned to the prisoner holding van will check handcuffs of prisoners and make sure they are properly adjusted before they are placed in the vehicle. The officer will inform dispatch of the check and the prisoner's name. At regular intervals, the officer will verbally check with the prisoners to make sure no problems have developed. If a problem develops, with two officers present and at the officer's discretion, the prisoner may be removed from the vehicle and the handcuffs or other problem checked. All checks will be noted in the CAD log. ~~ 18. Upon arrival at the Johnson County Jail, weapons shall..be secured in the provided lockers. ` ~' ~"~- . - . -t~ .--,..-. 19. Prisoners are in the custody of the Iowa City Police DepartmeiTt until"' they are received by Johnson County Jail personnel or,-released by! '` 1 __ . _...__ . , the officer. ~ ~ ~" 20. Persons who are transported for non-criminal procedures should be patted down and seated as indicated above. The officer will decide if the use of restraints is warranted. 21. Upon arrival at the receiving agency, the officer shall comply with the security requirements of the agency pertaining to weapons and OPS-09.6 prisoner restraints. Officers should advise the receiving officer of any medical conditions or special concerns regarding the prisoner as well as delivering all required paperwork and/or documentation regarding the subject. The receiving officer's name should be included on the appropriate form. S muel Harg 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. PER-02.1 HARASSMENT AND ~'~~~~ ~~ SEXUAL `~~ ~~' HARASSMENT Date of Issue General Order Number JUNE 30, 2000 00-02 Effective Date Section Code Au ust 5, 2010 PER-02 Reevaluation Date Amends /Cancels JUNE 2011 ~~~ _ :.. LL-, Reference C. A. L. E. A. ---~ _ _ -,, 26.1.3 _ . INDEX AS: `_ : Harassment Complaint Procedures Sexual Harassment ~~-~ Supervisor Responsibilities I. PURPOSE The purpose of this order is to maintain a healthy environment in which all individuals are treated with respect and dignity and to provide procedures for reporting, investigating and resolving complaints of harassment and discrimination. Federal law provides for the protection of classes of persons based on race, color, sex, religion, age, disability and national origin. This policy, as well as City Ordinance, also protects persons based on their sexual orientation. II. POLICY It is the policy of the Iowa City Police Department that all employees have the right to work in an environment free of all forms of harassment by employees, whether sworn, civilian, or volunteer, as well as non-employees who conduct business with this agency. This agency considers harassment and discrimination serious misconduct. Therefore, the Iowa City Police Department shall take direct and immediate action to prevent such behavior, and to remedy all reported instances of harassment and discrimination. A violation of this departmental policy can lead to discipline up to and including termination. PER-02.2 III. DEFINITIONS Sexual harassment is unwelcome conduct which affects a term or condition of employment or creates an intimidating, hostile or offensive working environment. Sexual harassment may take the form of deliberate or repeated unsolicited verbal comments, questions, representations or physical contacts of either a sexual or non-sexual nature which are unwelcome to the recipient or observer. Even harassment that is not of a sexual nature, if sufficiently pervasive and offensive, is prohibited in the workplace. Sexual harassment may also take the form of making or threatening to make decisions affecting an employee's job on the basis of an acceptance or refusal of a request for sexual intimacy. (See also, City of Iowa City Personnel Policies Manual.) IV. PROCEDURES Sexual harassment is a form of misconduct which undermines the integrity of the employment relationship. Such harassment is prohibited for all employees, regardless of their status, and includes supervisors, subordinates and co- workers. No employee, either male or female, should be subjected to such conduct. Sexual harassment may also be charged between same sex employees. Sexual harassment may take the form of verbal or physical conduct that has the purpose or effect of creating an intimidating, hostile, or offensive working environment. This type of prohibited activity may take the form of sexually explicit or vulgar language, sexual jokes or innuendo, unwelcome touching and lewd gestures or physical conduct, but is not limited to such activity. It may also include more subtle actions which are directed at an individual. Racial, creed, ethnic, religious, age, sexual orientation, gender identity, national origin or disability harassment is also a form of serious employee misconduct, is prohibited for all employees, who are subject to disciplinary action ~p to and c ~; including termination for violations. _.- <;n ., PROHIBITED ACTIVITY - -' 1. No employee shall either explicitly or implicitly ridicule, mock, deride o~r belittle any person. : ___ - ; a 2. Employees shall not make offensive or derogatory cammenfs to any person, either directly or indirectly, based on race, color, sex; 'religion, age, disability, sexual orientation or national origin. Such harassment is a prohibited form of discrimination under state and federal law and is also considered serious misconduct, subject to disciplinary action, up to and including dismissal from the Department. 3. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: a. Submission to such conduct is made either explicitly or implicitly a term or condition of employment. PER-02.3 b. Submission to or rejection of such conduct by an employee is used as the basis for employment decisions affecting the employee: or c. Such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile or offensive working environment. 4. Individuals covered under the policy include all persons employed with the department, whether sworn or civilian. This policy also covers all volunteers and interns associated with the department. SUPERVISOR /EMPLOYEE RESPONSIBILITIES Each supervisor shall be responsible for preventing acts of harassment. This responsibility includes but is not limited to: Monitoring the unit work environment on a daily basis for signs that harassment may be occurring; 2. Counseling all employees on the types of behavior prohibited, and the departmental procedures for reporting and resolving complaints of harassment; 3. Stopping any observed acts that may be considered harassment, and taking appropriate steps to intervene, whether or not the involved employees are within his/her line of supervision; and 4. Taking immediate action to prevent retaliation towards a complaining party and to eliminate any hostile work environment, where there has been a complaint of harassment, pending investigation. a. If a situation requires separation of the parties, care should be taken to avoid actions that appear to punish the complainant. b. Transfer or reassignment of any of the parties involved should be voluntary if possible and, if non-voluntary, should be temporary pending the outcome of the investigation. Each Supervisor has the responsibility to assist any employee....., of this department, who comes to that supervisor with a complaint of__haras~ment, in documenting and filing a complaint with the Chief of Police for inv~stigat'ion. •_ „-. Each employee of this agency is responsible for assisting in thy` prevention 'o`f harassment through the following acts: - ~, 1. Refraining from participation in, or encouragement of, actions-thatcould be perceived as harassment; 2. Reporting acts of harassment to a supervisor; and 3. Encouraging any employee who confides that he/she is being harassed or discriminated against to report these acts to a supervisor. PER-02.4. Failure of an employee to carry out the above responsibilities may be considered in any performance evaluation or promotional decision and may be grounds for discipline. COMPLAINT PROCEDURES 1. Any employee encountering harassment is encouraged to inform the harassing person that his/her actions are unwelcome and offensive. The employee is encouraged to document all incidents of harassment in order to provide the fullest basis for investigation. 2. Any employee who believes that he/she is being harassed should report the incident(s) to their supervisor as soon as possible, so steps may be taken to protect the employee from further harassment, and appropriate investigative and disciplinary measures may be initiated. Where, in the opinion of the employee, this is not practical, the employee may instead file a complaint with another supervisor, the Chief of Police, or persons identified in the City of Iowa City Personnel Policies manual. In instances where the Chief of Police is accused of harassment, the assistant City Manager shall be notified and will direct the investigation. a. The supervisor or other person to whom the complaint is given shall meet with the complaining employee and document the incident(s) complained of, the person(s) performing or participating in the alleged harassment, witnesses to the incident(s) and the date(s) on which it occurred. b. The employee taking the complaint shall promptly submit a confidential memorandum documenting the complaint to the Chief of Police. 3. The internal investigating authority designated by the Chief of Police shall be responsible for investigating any complaint alleging harassment or discrimination. a. The internal investigating authority shall immediately notify the Chief of Police and the City/County Attorneys office if the complaint contains evidence of criminal activity, such as assault, sexual assault or attempted sexual assault. b. The investigator shall include a determination as to whether other employees are being harassed by the person, and whether other agency members participated in or encouraged the harassment. c. The Chief of Police shall inform all parties involved of the outcome of the investigation. ~-, -, d. A file of harassment complaints shall be maintained in the office-of the Chief of Police and the Chief of Police shall comp~ihe an ~ annual,.., summary of all harassment complaints. -' e. Findings of the investigation shall be entered into the ~ m'ember's personnel file in accordance with departmental guidelines on_i~ternal-, investigations. ~; PER-02.5 4. The complaining party's confidentiality will be maintained throughout the investigative process to the extent practical and appropriate under the particular circumstances. 5. Complainants or employees accused of harassment may file a grievance/appeal in accordance with departmental procedures, applicable state law and union contract when they disagree with the findings of the investigation or disposition of the harassment claim. 6. This policy does not preclude any employee from filing a complaint or grievance with an appropriate outside agency. RETALIATION 1. There shall be no retaliation against any employee for filing a harassment or discrimination complaint, or for assisting, testifying or participating in the investigation of such a complaint. 2. Retaliation against any employee for filing a harassment or discrimination complaint or for assisting in the investigation of such a complaint is illegal and is prohibited by this department and by federal statutes. 3. Retaliation is a form of employee misconduct. Any evidence of retaliation shall be considered a separate violation of this policy and shall be handled by the same complaint procedures established for harassment and discrimination complaints. 4. Monitoring to ensure that retaliation does not occur is the responsibility of the Chief of Police, supervisors and the internal investigative authority. Samuel Harga ine, hief 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 a 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. SER-05.1 Co~~r WEAPONS Date of Issue General Order Number October 4, 2000 00-08 Effective Date Section Code October 1, 2009 SER-05 Reevaluation Date Amends /Cancels October 2011 C.A. L. E.A. 1.2.2, Reference 1.3.4,1.3.9-11, 22.2.7, 33.1.5, 33.4.1 Use of Force / Trainin INDEX AS: Firearms Munitions Off-duty weapons Weapons Special Response Team w~ ~~_ Use of Force - ~' ~ - Less Lethal ~ ~ ~.; ` _" Training ~ , `~`' _, Field Training ~ ' Conducted Energy Devices ~ ~ =-- I. PURPOSE The purpose of this order is to identify those positions responsible for training officers in the use of various types of weapons and the minimum requirements for officers to carry certain weapons. In addition this order identifies minimum specifications handguns and munitions must meet to be authorized by the Iowa City Police Department. II. POLICY It is the policy of the Iowa City Police Department to equip its officers with weapons and ammunition which are safe and reliable. Members of the Department shall only use weapons and ammunition authorized by the Department in the performance of their duties. It also the policy of the Department to require officers to demonstrate at least annually, proficiency in the use of all firearms, and intermediate weapons utilized under color of official duty. The Iowa City Police Department recognizes that combative, armed and/or violent subjects create handling and control problems requiring special training and equipment. SER-05.2 III. DEFINITIONS Lead Range Officer - A sworn member who has received specialized training in the instruction of firearms training and activities (firearms instructor school). The Lead Range Officer shall be responsible for the development and coordination of firearms training, courses of fire, recommendations for firearms, targets, range safety issues and all supplies needed for the operation of the firing range and duty use. The Lead Range Officer shall ensure that firearm maintenance and repair issues are ,referred to an armorer. Range Instructor - A member who has received specialized training in the instruction of firearms training and activities (firearms instructor school) and recommended by the Lead Range Officer, Training Officer and approved by the Chief of Police or designee. Range Instructors assist the Lead Range Officer in the development and coordination of firearms training, courses of fire, targets, range safety issues and all supplies needed for the operation of the firing range and duty use. Armorer - A member who has received specialized training to provide firearms manufacturer's authorized maintenance and repair for authorized firearms. The armorer must be recommended by the Lead Range Officer, Training Officer and approved by the Chief of Police or designee. The written approval shall specify which firearms the armorer is authorized to maintain and repair. Departmental issued handgun -Handgun issued to the officer by the department and which the officer shall carry when on duty. Any exceptions require the approval of the Chief of Police or designee. Department issued shotgun -Shotgun provided by the department for deployment in tactical situations. Authorized Automatic Weapon -Any department issued automatic weapon which the officer has met approved levels of proficiency in firearms qualification training. Projectile Launcher -Any department issued launcher with which the officer has met approved levels of proficiency in firearms or less lethal qualification training. Less Lethal Philosophy - A concept of planning and force application, whicq.,meets operational objectives, with less potential for causing death or serious injury than conventional police tactics. ; r.~ , Subject -The person who is the focus of the police operation. - ~ ~> - .. Official color of duty -Any action taken by a sworn officer whether ori: or off duty pursuant to his/her status or authority as a police officer and within they slope-of their duties. ~ =- Defensive Tactics Instructor -Sworn officer who has received specialized training in the instruction of defensive tactics. SER-05.3 Baton Instructor -Sworn officer who has received specialized training in the instruction of department issued impact weapons. Less Lethal Munitions Instructor -Sworn officer who has received specialized training in the instruction of department issued less lethal munitions. Department issued impact weapons -The department issued impact weapons will consist of the collapsible straight baton or the 36" straight baton. Any deviation shall be approved by the Chief of Police or designee. Personally owned weapons -Any weapons not purchased and owned by the department. Personally owned weapons shall not be worn or carried on duty as a primary weapon. Conducted Energy Device Instructor -Sworn officer who has received specialized training in the instruction of department issued conducted energy device~,~ ~=;} IV. PROCEDURES !'_' A. GENERAL FIREARMS REQUIREMENTS ~~ ~_ 1. All on-duty sworn personnel, whether in uniform or non-uniform,: shall be armed with a departmentally issued duty handgun. -_-- a. Exceptions - i. Officers operating in a status where possession of a firearm would endanger the officer or the operation in which they are participating. ii. Where there is a need to or requirement that officers secure their weapon prior to entering a secured area. I.e. courtroom, correctional facilities or psychiatric wings of hospitals. iii. OffGCers with non-uniform administrative assignments while performing that assignment. iv. Officers on "light duty" will carry weapons based on limitations as provided by a physician. 2. Prior to initial issuance, weapons shall be reviewed, inspected and approved. On an on-going basis, qualified instructors or armorers shall conduct inspections of individual weapons. The date of the inspection and name of the inspector shall be recorded and forwarded to the Lead Range Officer, Training Officer or SRT supervisor, as appropriate. a. If a weapon is determined to be unsafe, the instructor or armorer shall remove it from use pending repair, record the malfunction, cause repair to be made, and provide a replacement to the employee as soon as practical. 3. Non-uniformed on-duty officers carrying a firearm in an unconcealed manner must be readily identifiable as a police officer by wearing their badge adjacent to the weapon. SER-05.4 4. Whether on or off-duty, officers shall carry their police identification while armed. a. Exceptions i. When participating in recreational shooting events. ii. When the possession of police identification would endanger the officer, or operation in which he/she is participating. iii. When in the department issued uniform, the uniform may serve as police identification. 5. The carrying of a handgun while off-duty shall be at the discretion of the officer. If the officer elects to carry a Department approved handgun off- duty, it shall be concealed from public view. An officer electing not to carry a handgun while off-duty shall not be subject to disciplinary action if an occasion should arise in which they could have taken police action were they armed. 6. Officers may carry a personal backup firearm while on duty provided the following requirements are met: a. The weapon meets the specifications for approved off-duty carry. b. The officer shall qualifiy with the weapon on at least an annual basis or as determined by the Lead Range Instructor. c. The officer's Watch Commander shall be advised of the make, model and serial number of the approved weapon. d. On an annual basis the weapon shall be inspected by a departmental armorer or firearm instructor. e. The weapon shall not be carried as the officer's primary weapon. f. The weapon shall not be modified after it has been approved without notification and approval of the Lead Range Instructor. g. If the weapon is discharged in the line of duty it shall be immediately surrendered to the on-duty watch supervisor. h. The Officer recognizes that the Deparment or City of Iowa City will in no way be liable for the damage, theft or loss of the personal weapon. i. The weapon shall only be loaded with ammunition approved by the Commanding Officer Field Operations when carried on duty>> _.:, ~_= 7. All sworn officers shall be armed with a Department appsoued li~ndgun while operating any marked police vehicle. ~ ~ . ;~ - 8. Department issued firearms shall only be used for departrr~ental duties. -. ~, ; 9. All officers must meet approved levels of proficiency in ~~firearm"s qualification training as set forth by the Range Officer and approved by the Chief of Police 10. While on-duty, officers shall carry their handgun fully loaded. (I.e. full chamber and magazines for semi-auto handguns and full cylinder for revolvers.) SER-05.5 11. Long guns will be carried with the magazine loaded and the chamber empty, unless being used by the officer. 12.Only magazines authorized by the department may be used in a firearm. 13.Officers are responsible for the safekeeping and security of all department authorized firearms in their custody. 14. When loading or unloading a firearm in the Police Department, the unloading /loading shall occur using the bullet trap provided by the department. 15.A11 department issued firearms shall be stored, handled, and / or maintained in such a manner as to prevent the firearm from an unintended discharge. 16.A11 department authorized weapons shall be stored consistent with Iowa Code Chapter 724.22 (7). a. It shall be unlawful for any person to store or leave a loaded firearm which is not secured by a trigger lock mechanism, placed in a securely locked box or container, or placed in some other location which a reasonable person would believe to be secure from a minor under the age of fourteen years, if such person knows or has reason to believe that a minor under the age of fourteen years is likely to gain access to the firearm without the lawful permission of the minor's parent, guardian, or person having charge of the minor, the minor lawfully gains access to the firearm without the consent of the minor's parent, guardian, or person having charge of the minor, and the minor exhibits the firearm in a public place in an unlawful manner, or uses the firearm unlawfully to cause injury or death to a person. This subsection does not apply if the minor obtains the firearm as a result of an unlawful entry by any person. A violation of this subsection is punishable as a serious misdemeanor. 17.Officers shall not carry any firearm under the following circumstances: a. The officer is on suspension or is directed not to do so by the Chief of Police. '~=' b. The officer has not succe$sfully met proficiency and qualification levels as set forth by the Department. ~- {- -~ ` c. While under the influence of alcoholic beverages or medcatyQ~s tlat~. S .~ ' impair physical or mental ability. ~- -: ` `' ~- _ ... ~, 18. Probationary officers shall carry weapons as directed by=Field ~Faining. protocols. -- B. DISPLAY OF FIREARMS 1. Except for general maintenance, supervisory inspections, storage or authorized training, officers shall not draw or exhibit firearms unless SER-05.6 circumstances create a reasonable suspicion that it may be necessary to lawfully use the weapon in conformance with departmental directives. 2. Unless specifically designed to be carried in this fashion, at no time shall a firearm be carried or placed in a cocked condition, except for a second or subsequent shot of a semi-auto firearm. 3. Department owned firearms shall not be carried or utilized for any non-law enforcement activity without the express written permission of the Chief of Police or designee. 4. No officer shall display or provide any weapon to a citizen to inspect, examine or otherwise handle unless authorized by the Chief of Police or designee. C. AUTHORIZED WEAPONS 1. On-duty handgun, uniform duty a. An approved on-duty handgun for uniform duty is any department issued handgun as approved by the Chief of Police. b. Specifications i. Upon the effective date of this order, newly authorized handguns must be double-action only or decock-only models. Single-action handguns are not authorized. ii. Minimum trigger pull weight: Factory trigger pull weight not less than five (5) pounds. iii. Barrel length: not less than 3.5 inches and not more than 6 inches. iv. Ammunition capacity: six (6) round minimum. v. Handguns shall be carried in department authorized holsters. 2. On-duty handgun, non-uniform duty a. An approved on-duty handgun for non-uniform duty is any department issued or personally owned departmentally approved handgun. b. Specifications i. Upon effective date of this order, newly authorized handguns must be double-action only or decock only models. Single action handguns are not authorized. ii. Minimum trigger pull weight: Factory trigger pull weight not less than five (5) pounds. iii. Barrel length: not less than 3 inches and not more than 6 inches. iv. Ammunition capacity: six round minimum. ~..a ~- , v. Handguns shall be carried in department authorized~holstet~ unless authorized by the Commander of Field Operations~ :~ ~ f, a) Exceptions: Undercover officers or officers assigned to plain. clothes duty shall wear a holster or otherwise safelkse~~re their weapon. d `_ °~ __. 3. Off-duty Handguns a. An approved off-duty handgun is any department issued hat~tigun or personally owned handgun meeting the following requirements. SER-05.7 i. Criteria for personally owned, off-duty handguns a) .380 ACP or larger b) .45 ACP or smaller c) Annually inspected by a departmental armorer or firearms instructor. ii. Upon effective date of this order, newly authorized revolvers must be double action. Single action only revolvers are prohibited. Semi-automatics shall be carried according to manufacturer specifications. Semi-autos which are carried with the hammer in the rearward position shall be "cocked and locked" (hammer back and safety on) and carried in an approved holster. Holsters shall be approved by the Lead Range Officer or Chief. of Police. iii. Minimum trigger pull weight: Factory pull weight not less than five (5) pounds. iv. Ammunition Capacity: five (5) round minimum. v. The handgun shall be concealed (This does not include transportation of the weapon to and from the officer's residence and the PD) and carried in a secure and safe manner. vi. Off duty weapons may be worn while attending court (with judge's approval) if the officer is in plain clothes and the weapon is concealed. 4. Authorized Automatic Weapons a. Specified Special Response Team (SRT) personnel may be authorized to carry a department issued automatic weapon. The member shall demonstrate proficiency for qualification as set forth by the range officer and approved by the Chief of Police. 5. Authorized Shotguns a. An approved shotgun is any department issued shotgun. ~, 6. Authorized Rifle ~ - ~ =~ a. Specified SRT personnel and Patrol Rifle Operators may f~.e autk~orized i to carry a department issued rifle. The member shah-demonstrate; proficiency for qualification as set forth by the range-'officer and approved by the Chief of Police. '- - :.: ; -_ r . , _ -, 7. Authorized Projectile Launcher ---~ a. All officers who are assigned special weapons and ammunition shall successfully complete the applicable qualification courses and training provided by the firearms or less lethal instructor. 8. Firearms Records a. A Department Armorer or Lead Range Officer may authorize an approved type firearm (i.e. meets departmental specifications). The approving authority shall record the following information and forward it to the Lead Range Officer. i. Initial date of service ii. Description SER-05.8 iii. Manufacturer and Caliber iv. Serial number v. Repair, service and modification history vi. Officer and date approved vii. Proficiency qualification scores and dates. a. Proficiency qualification scores/dates shall be forwarded to the Training Unit and be entered in the Departments records management system. b. The Lead Range Officer shall maintain a record for each firearm approved by the Department for use under official color of duty, and shall, at a minimum include the aforementioned information. c. A copy of the firearm record shall be provided to the Commander of Field Operations and be entered in the Departments records management system. 9. Firearms Modifications and Repairs a. All department issued and department approved personally owned firearms shall not be modified from the manufacturer's specifications, except under the following circumstances: i. All modifications or repairs shall be conducted by the manufacturer, manufacturer authorized service center, or department approved armorer. Exception: Officers may personally install aslip-on grip on their department issued or personally owned handgun. All other grip changes or modifications shall be conducted per section i. above. ii. The Lead Range Officer shall be notified in writing of all modifications or repairs and shall enter the modifications or repairs in the Departments record management system. Documentation shall be kept on file with the Lead Range Officer. 10. Firearms Maintenance a. Officers shall maintain all firearms issued to them, or approved for use by the Department, in proper working order. Officers shall not disassemble any Department issued firearm beyond field stripping, as per the manufacturer recommendations for proper maintenance and cleaning. All other disassembly shall be conducted ~by the manufacturer, manufacturer authorized center, or, department approved armorer. -'~~~~~' `~"' b. Each repair or service transaction shall be documented°arid recordetl; as required in section 9. ii. above. a "~ `° 11.Ammunition a. Officers shall carry all department issued firearms or personally owned firearms approved for duty use loaded with department approved ammunition. This ammunition shall not be modified in any way. b. The Lead Range Officer shall be responsible for issuing all duty and training ammunition for all officers of the Department. i. All ammunition shall be produced by a major commercial manufacturer of such product. SER-05.9 ii. All issued duty ammunition shall be rotated at least on an annual basis. iii. All issued duty and training ammunition shall be approved by the Chief of Police or designee. iv. All ammunition carried in a department approved, personally owned off-duty firearm shall be approved by the Chief of Police or designee. 12. Firearms Proficiency, Training and Testing Courses of fire and tests designed to require the officer demonstrate accuracy, safety, functionality and maintenance of the firearms the officer carries or uses and knowledge of laws and departmental regulations concerning the use of force and weapons shall be required on an annual basis. a. All persons utilizing range facilities shall follow the direction of the Lead Range Officer/Range Instructor at all times. b. Courses of fire will be designed by firearms training personnel to include scores, target types, timing distance and practical conditions that meet the needs of the department. c. Scores will be documented as either pass/fail, or in annual firearms qualification courses, as a numerical score with a minimum of 80% required to pass and qualify. d. Proficiency tests will include demonstrated ability of the officer to accomplish the following: drawing, holstering, clearing stoppages, loading, unloading, and safe handling of the firearm as designated by the training staff. e. Target types will consist of, but not be limited to the following: ``= i. Paper targets with printed design to represent areasao„ hi~~nd be used in scoring accuracy. :~-~:.:= '--= ii. Steel targets that present instant feedback to ;tMe' officer :on=: ~.~ accuracy. iii. Shoot/don't shoot targets that represent the need for an officer Yo~ react appropriately. iv. Firearms Training System (FATS) --- f. Successful completion of a transitional training course condl~cted by the firearms training staff is required by any officer who changes from primary handgun of one design to a handgun of another design, prior to being approved to carry the new handgun. g. Annual handgun proficiency qualification requirements shall consist of successful completion of two courses consistent with ILEA for each issued handgun. h. All officers who are assigned special weapons and ammunition shall successfully complete qualification courses and training designed by the firearms training staff and those in charge of the affected units on an annual basis. i. Remedial training shall be required of those officers who fail to achieve the minimum scores or levels of proficiency that are required by the Department. SER-05.10 i. Remedial training shall continue until the officer meets the standard, or upon a third failed attempt to qualify, the Firearms Instructor shall notify the officer's supervisor, Commander of Field Operations and Chief of Police. ii. Failure to meet the standard will result in immediate notification to the Commander of Field Operations and the Training Officer and may result in temporary reassignment to administrative duties that do not require the use of a firearm. This may continue until the standard is met, but will not exceed five (5) duty days without administrative review. iii. Continued failure to meet the standard may result in administrative action being taken against the officer. j. The Range Officer or Lead Range Instructor conducting the firearms training shall complete records documenting all firearms training for each officer. These records shall be retained by the Training Unit. k. All firearm instruction, training and qualification shall be provided by a certified instructor. 13. Less Lethal Impact Projectiles a. There are many projectiles considered "less lethal". The primary types used by the Iowa City Police Department are: i. "bean sock" round - 12 gauge ii. non-flexible - 37mm round b. Only rounds purchased by the department may be used during a deployment. Deployment shall be consistent with departmental directives on the Use of Force and the deployment of Less Lethal munitions. c. All 37mm less lethal munitions and delivery systems will be maintained by the SRT. This system will -only be deployed by department members who have been trained and qualified in its use. d. Targeted subjects who have been struck by either of these pr'ajectiles shall be secured and transported to a medical facility for~xamination. ~:-, e. Bystanders who are struck by less lethal munitions: sf~all be ~; encouraged to seek medical attention at a medical facilif~-~~... ;.~ ~~: f. Only those persons trained and qualifying with the devi~e~may-deploy__ the device. ~~ ~ - . ~ '. 14. Impact Weapons ~ ~ -~- Training will be designed to require the officer to demonstrate proficiency with the types of impact weapons carried and knowledge of the laws and directives concerning the use of impact weapons. When used as an impact tool, they are considered a level four use of force. Officers shall only carry impact weapons that are issued by the department. a. All officers will complete a basic course of instruction in the proper use and skill development of each type of approved impact weapon, prior to being authorized to carry such weapons on duty. b. Officers will complete annual in-service training in the use of impact weapons. SER-05.11 c. All in-service training shall be approved by the training unit prior to implementation. d. Remedial training will be required of those officers who fail to achieve the minimum levels of proficiency that are required by the Department. i. If the officer fails to meet the standard, the Baton Instructor shall inform the officer's supervisor and Commanding Officer Field Operations. ii. Continued failure to meet the minimum standard may result in administrative action against the officer. 15. Chemical Agents Chemical Agents will be available and may be used to incapacitate subjects when lower levels of force would have been inappropriate or have failed in the control or dispersal of these subjects. a. Uniformed and non-uniformed personnel will be limited to the use of Pepper Spray unless additional specialized training is received in the use of other chemical agents. b. The deployment of Chemical Agents other than the use of pepper spray must be authorized by the Commander of Field Operations or designee. Examples of other agents and deployment methods include but are not limited to: i. 12 Gauge chemical munitions ii. 37 mm chemical munitions iii. Foggers iv. Pepper ball Systems 16. Conducted Energy Devices Training will require the officer to demonstrate proficiency with the use of conducted energy devices carried and knowledge of the laws and directives concerning the deployment of such weapons. Officers shall only carry conducted energy devices that are issued by the department. a. Officers will complete a basic course of instruction regarding conducted energy devices prior to being authorized to carry such weapons on duty. b. Officers will complete annual training in the use of conducted energy devices taught by a certified instructor. c. All in-service training shall be approved by the training unif=`prior to implementation. ~-~ d. Remedial training will be required of those officers who feil to-.~chieve~ the minimum levels of proficiency that are required by the_: Department: a r (~-.1 , 17.Distraction Devices "- The use of distraction devices is limited to the SRT ands=may_anly be deployed by personnel who have received training in their use and deployment. 18.Less Lethal/Intermediate Impact Weapons Records The office responsible for Quartermaster function is responsible for maintaining a record for each issued weapon other than firearms. The SER-05.12 Commander of Field Operations is responsible for maintaining a record of each special weapon (firearm, less lethal, delivery device, etc.) maintained in that unit. a. The record shall include: i. Type of weapon/munitions ii. Manufacturer iii. Model number if any iv. Serial number if any v. Number of units (munitions) vi. Address and location of storage vii. Name of personnel issued to. b. All weapons shall be inspected and found acceptable for use by the unit supervisor prior to deployment. 19. Proficiency Records At least annually, each employee shall receive in-service training on the Departmental Use of Force policy and demonstrate proficiency with each approved less lethal weapon that the officer is authorized to use. a. Such training shall be provided by a certified instructor. b. Proficiency training records shall include results from tests or demonstrations, dates, and rosters of attending officers. These records shall be maintained by the Training Unit. c. Remedial training shall be scheduled for employees who are unable to qualify with an authorized weapon. The weapons system instructor shall notify the immediate supervisor, the Training Officer and the Commander of Field Operations of the employee's remedial training status. i. Until the employee achieves full certification, s(he) will not be permitted to operate the specific weapons system other 'Tian in a e.._. training environment. ~-~ :::., , , <~ :~ -- ~,.. , .- n .. Samuel Hargadine, of o I?olice 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 a 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. PER - 03.1 Date of Issue March 13, 2001 Effective Date September 14, 2010 Reevaluation Date September 2013 C.A. L. E. A. 35.1.1. - 35.1.14 INDEX AS: Employee Evaluations Evaluations Performance Evaluations PERFORMANCE EVALUATIONS General Order Number 01 - 03 Section Code PER - 03 Amends /Cancels Reference D~ , CPf ,~ . C~ ~1~~~ I. PURPOSE The purpose of this order is to identify and set out the performance evaluation guidelines of the Iowa City Police Department and its employees. II. POLICY It is the policy of the Iowa City Police Department to establish and maintain a system for employee evaluations. The evaluation system is a management tool utilized to provide information to employees about their performance, assist in personnel decisions, and improve work performance. PER - 03.2 III. PROCEDURES A. PERFORMANCE EVALUATION SYSTEMS 1. Evaluation interviews shall be conducted by supervisors a minimum of once each year. 2. Supervisors shall utilize the Performance Evaluation Form approved by the Human Resources Department of the City of Iowa City. These forms will be forwarded to the rated employee's supervisor prior to the date of the annual evaluation. The form does not utilize a numerical scoring system, instead progressive behavioral descriptions for each dimension are presented. The supervisor selects the most accurate description. a. Supervisors shall receive training in performance appraisal. b. In completing the Performance Evaluation Form, supervisors shall comply with the instructions relating to the form. c. The designated Performance Evaluation form is only a tool used in performing the evaluation function. It should not interfere with the process. If additional information pertinent to employee performance is warranted, the rating supervisor will attach a descriptive memorandum to the Performance Evaluation Form. d. In the field designated "Rating Date" the rating supervisor shall write in the date beginning the rating period and the last date of the rating period, generally denoting one year. (I.e. 1/6/00 - 1/5/01) 3. The form will be completed in legible form by the employee's supervisor, indicating the appropriate trait level exhibited by the employee during the evaluation period. Examples of the traits to be evaluated are as follows: a. Work Quality b. Productivity c. Planning/Organization d. Decision Making/Problem Solving ~~~_.-- ` =' e. Internal/External Customer Service Relations ` ' -. _, , f. Innovation ~ ~._ ~ ~-} ~~_,' g. Oral Communication Skills ~ --~ h. Written Communication Skills i. Safety Awareness (non-supervisory) _ ~` ~ .i j. Attendance __ k. Equipment and Tool Utilization I. Supervisory Skills (if employee is performing in a supervisory capacity or has during the rating period) 1) Supervisory Ability 2) Leadership 3) Safety Awareness 4) Productivity of Unit 5) Development/Empowerment of Staff 6) Rating Subordinates' Performance a. Supervisors shall be rated in part based on their ability to effectively evaluate employees assigned them. The ability to fairly, impartially, accurately, and completely evaluate the performance of staff is a fundamental supervisory skill and demands daily preparation. PER - 03.3 b. Supervisors shall insure that ratings are applied uniformly to other employees performing the same functions. c. Supervisors shall only evaluate an employee against those dimensions pertinent to their specific job requirements 4. The narrative report accompanying the form shall also be completed. It shall contain an evaluation of other behavior/skill traits or tasks evaluated by the supervisors, which are not indicated on the form. These additional ratings shall be specifically related to the assignment of the employee. 5. Any rated area where performance is categorized as outstanding or unsatisfactory shall be supported by the narrative comments. To this end, supervisors shall maintain documentation on each employee under his/her supervision a. This documentation, which may be kept in the supervisor's records for that employee, shall include: 1. The date and time of the incident 2. A brief description of the incident 3. Any resultant award/recognition or disciplinary action b. Incidents of both positive and negative actions shall be recorded in this documentation. 6. Performance Resources - Each supervisor shall thoroughly know and observe employee behavior before an effective performance evaluation can be conducted. Additional indications of performance shall be gathered from .--> review of: ~~' a. Attendance records ~ ~_~ b. Reports written by the employee ~~ 9 c. Inspection Records ,, .. ~ ~ ..: d. Commendations :- - - ! e. Complaints ~"~ v -- , `, i f. Training records g. Personnel file Other indications of performance may be used (ie: observations from peers) to complete the evaluation. 7. When an employee's performance is deemed to be unacceptable they shall be notified of such in written format. This should occur as soon as the supervisor becomes aware of the problem. When overall performance is unacceptable, the employee should be notified in writing at least ninety (90) days prior to the end of the rating period. 8. The evaluator shall be prepared to substantiate ratings at the unsatisfactory level, to advise the employee of unsatisfactory performance, and to define actions that should be taken to improve performance. If unsatisfactory performance continues, this information shall be included in the evaluation report at the end of the 90-day period. Flexibility concerning the 90-day period is permitted. B. ERRORS AND PROBLEMS COMMON IN PERFORMANCE EVALUATIONS The immediate supervisor of the evaluated employee may seek to measure the wrong qualities or fail to look at each quality separately and independently from PER - 03.4 others. In evaluating performance, supervisors should be aware of the following evaluation errors and seek to avoid them. 1. Misidentification -May result from attempting to apply different values to various components of performance. For example: a. It is easy to confuse Quality of work with Volume of work when in reality, each should be considered separately. b. Improper, inaccurate, or irregular documentation of observed behavior throughout the evaluation period must be avoided by the immediate supervisor. 2. Prejudice of the rater -Evaluations must be based on objective observations and compared, as much as possible, against objective performance expectations. For example, these questions should be considered: a. How much of this trait does the employee exhibit? Is it constant or rare? b. What does Command expect? What level of performance is typical for the unit or section? 3. Halo Effect -The halo effect is the tendency to allow one highly favorable or unfavorable trait to color judgement of all other traits. For this reason, each evaluation shall be limited to observations made only during the specific rating period. 4. Inadequate Knowledge -The first job of an immediate supervisor is to know their employees. He/she should learn their needs, career goals, problems, interests, and other aspects of behavior which make that person an individual and which may impact upon their performance. 5. Error of Central Tendency -This error is common among raters who feel they have inadequate information on which to base their evaluation and who seek to avoid the extremes of the rating scale being used. Instead, the supervisor tends to keep their evaluation "safe" in the "middle of the road." Such errors of central tendency are due to a fear on the part of the rater to have to defend a "high" or "low" rating to their subordinate or to their supervisor who would review the evaluation report. 6. Lenienc -Some supervisors seek to avoid hostilities by over-rating their employees. Another motive is to attempt to divert attention of supervisors from what would otherwise be a reflection on the supervisor's ability to direct, train, and discipline his/her subordinates. 7. Severit -Some supervisors are too severe in the expectations they,have of their subordinates. The qualities they seek are much greater flan that expected by Command and are unrealistic, in light of the aci`ual regr~_rrements of the job. ' _ W _ ~^ - ~, C. THE PERFORMANCE EVALUATION INTERVIEW ~~ - The evaluation interview is an extremely important part of the performance evaluation process. Properly conducted, the interview sets th'e tone ,for future development of the employee. The interview must be properly planned and executed by the supervisor, it is a high priority supervisory function, and- outside interruptions should be avoided. Adequate time should be allocated to the interview to permit intensive, meaningful discussion between the employee and the supervisor. This interview should never be hastily completed nor "fit in where fill time is available". 1. Objectives of the Evaluation Interview -The supervisor shall plan and execute the interview with the following discussion objectives in mind: a. Results of the performance evaluation just completed; PER - 03.5 b. Level of performance expected, rating criteria or establishing objectives and goals for the new reporting period; c. Career counseling relative to such topics as advancement, specialization, or training appropriate for the employee's position; and d. Voluntary program of continuing education or training for development of employee skills or knowledge. Does not have to be related to employment. 2. Setting -The location of the evaluation interview should be in a quiet, business-like atmosphere. Privacy is extremely important so that the employee does not feel as if the supervisor is opening the records to examination by third parties. Though business-like, the setting should establish a rapport between the supervisor and the employee conducive to constructive discussion. 3. At the conclusion of the interview the employee will be afforded the opportunity to sign and date the evaluation form. They will be allowed to make written comments that shall become a permanent part of the evaluation report. a. The employee's signature is not required as an indication of agreement with the evaluation. The signature indicates the employee was given an opportunity to both view and discuss their evaluation as prepared by the evaluator. 1. If an employee refuses to sign the evaluation report, the supervisor shall write, "refused to sign" on the evaluation form. The supervisor shall then prepare a narrative report detailing the reasons, if given, the employee refused to sign. 4. Distribution of forms - At the conclusion of the interview, the evaluator will distribute the evaluation reports as follows: a. Copy to the employee b. Copy to the supervisor's file c. Copy sent up the chain of command for inclusion in the employees personnel file d. The supervisor of the person performing the evaluation should review and sign the evaluation 5. Grievance of Performance Evaluations -Appeals of performance evaluations are to be made through the employee's chain of command. 6. Retention of evaluation forms -Copies of the Performance Evaluation shall be retained in the employee's personnel file located in the office of Chief of Police throughout the tenure of that employee. The original record shall be forwarded to the Human Resources Department of the City of lowau~ity and retained in that department for a minimum of five (5) years follpvying the termination, resignation, or retirement of the employee. "' -._ ;t .. D. PROBATION PERIODS ~ --~ 1. All employees on a probationary status shall be evaluated ~s `determined by; Chief of Police, or designee. Probationary periods will be the' peripc~ of time; consistent with departmental policy, city policy and state statute:. .. -i E. SPECIAL PERFORMANCE EVALUATION REPORTS --- 1. Performance evaluation for entry-level, probationary employees. a. An in depth evaluation of an employee's job performance during their probationary period shall be conducted on at least a quarterly basis. PER - 03.6 Probationary officers shall be evaluated in accordance with departmental Field Training procedures. Such evaluation should include the following issues and observations: a) Specific examples of job performance b) Current level of development c) Work attitude d) Quality of work e) Volume of work f) Judgement g) Other appropriate indicators of performance applicable to the position. Samuel Hargadine, ief 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 a 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. PER-05.1 PERSONNEL EARLY WARNING SYSTEM Date of Issue General Order Number ,. , 04-01 Februa 6, 2004 ~~ - ~.~, Effective Date Section Code - ~~ ~ `' Se tember 17, 2010 PER-05 ---. '. . . ,. Reevaluation Date Amends /Cancels r _ - - ., Se tember 2012 • ~~~ C.A. L. E.A. Reference 22.2.3, 35.1.9 Personnel Early Warning System INDEX AS: Disciplinary System Personnel Early Warning System Employee Assistance Program Supervisor Responsibilities _,}_~ I. PURPOSE The purpose of this order is to outline the procedures to be used in identifing potential personnel problems in their initial stages in order to redirect an employee's actions / behavior in a fashion consistent with departmental values and standards. II. POLICY It is the policy of the Iowa City Police Department to maintain a Personnel Early Warning System to provide systematic reviews of specific, significant events involving agency employees. This system is necessary for the Department to exercise its responsibility to evaluate, identify, and assist employees who exhibit signs of performance and/or stress related problems. The Personnel Early Warning System is one method by which employees may be identified as possibly needing assistance with performance and/or stress related problems. The system is intended to serve as a systematic approach to highlight tendencies that may otherwise be overlooked. PER-05.2 III. DEFINITIONS Personnel Early Warning System (PEWS) - A time sensitive system designed to effectively organize critical performance and evaluation data in a format conducive to promptly identify early indicators of certain performance and/or stress related problems and to facilitate any necessary or appropriate follow-up activities. IV. PROCEDURES Reporting Requirements A. Supervisors are responsible for reporting on all aspects of their subordinate's conduct and behavior. These reports shall include conduct that is both commendatory and problematic. All conduct and behavior reports shall be submitted to the Watch Commander or Unit Supervisor of the employee whose actions are being reported. a. Supervisors may initiate a PEWS review based on a single "significant" event or based on an on-going pattern(s) of identified behavior(s). B. Reports or forms containing information on selected types of pertinent incidents shall be entered into the Personnel Early Warning System (PEWS). These reports may be in the form of performance evaluations, internal investigations, memoranda, case reports, Reports of Inquiry, exceptional activity reports, or other departmental reports or forms. C. As part of the Department's ongoing evaluation of its employees, supervisors shall continually monitor the actions and behaviors of all employees under their direction. D. The Chief of Police's designee shall maintain and control all records of completed PEWS reviews. Personnel Early Warning Review A. When the level of significance or frequency of identified incidents is determined to be beyond that which is typically observed, the Watch Commander shall initiate a PEWS review. Additionally, the Watch Commander may initiate a PEWS review based on a single significant event as determined by the Watch Commander, or at the direction of a Division Commander or Chief of Police. B. Materials to be evaluated on an ongoing basis to determine whether to initiate a PEWS review, include but are not limited to: r 1. Internal Affair Investigations; ~3 `~-' c:~ 2. Department performance evaluations; _~ r 3. Monthly activity report; ~--~_ ---- rA 4. Citizen complaints; _ ``' ' _ _, 5. Disciplinary action; _ _ _ ~' 6. Use of Force incidents; ~ ~_., _. ~, PER-05.3 7. Motor vehicle pursuits; 8. Supervisory and employee reports; "~ 9. Sick usage/officer injury (temp disability) ~~~ 10. Tardiness; ~~ `-. 11. Absenteeism _ --- - -° 12. Interference /Obstruction charges; ~- ~' ~ _ , 13. Assault on officer; ~ ` 14.Officer injury report; ,~ _7 15. Vehicle accidents; = f r: 16. Civil litigation C. If the Watch Commander or Section Supervisor reasonably believes, after a review of the collected materials, that further review is necessary, the supervisor shall inform the employee's division commander of the findings. The division commander shall examine the findings and if in agreement, the division commander shall assign a supervisor to further review the incidents. D. Once assigned by the division commander, the reviewing supervisor shall schedule a counseling meeting with the employee. The supervisor shall prepare a written summary of the meeting, indicating if further inquiry is warranted and any corrective actions deemed necessary, consistent with General Order 89-02 Disciplinary Philosophy. a. This may be in form of positive discipline such as training or counseling and/or punitive in nature ranging from a verbal reprimand up to and including termination. The summary shall be forwarded to the Chief of Police through the chain of command. The subject employee shall also be provided a copy of the summary of the review. E. Supervisors conducting a review shall have access to department reports, reviews, summaries, and analysis that may aid them in completion of the PEWS review. F. If deemed necessary by the Chief of Police or division commander, a meeting shall be scheduled with the Chief of Police and the employee's division commander to discuss the findings of the review and the recommended course of corrective action. a. This action may be voluntary, for example the employee seeking assistance through the Employee Assistance Program, or department mandated in accordance with the provisions set forth in General Order 89- 02 "Disciplinary Philosophy". G. All reviews shall be maintained in the strictest confidence and shall not be discussed with other employees unless it is necessary for completion of the review. All employees made aware of a review shall be informed that unauthorized disclosure of any aspect of the review may result in disciplinary action. PER-05.4 H. Founded PEWS reviews shall be documented on the employee's next evaluation. I. All PEWS reviews resulting in disciplinary actions above a written warning (i.e. written reprimand, suspension, etc.) shall be sent to Personnel and maintained in the employee's personnel file. Evaluation of the Personnel Early Warning System A. Annually, the Chief of Police or designee shall evaluate the PEWS. This evaluation shall include: 1. Quality of information entered into the system; Z. Proper utilization of the system; 3. Adherence to department policy; 4. Recommendations of changes to the system, its usage, or department policy. B. The evaluation shall be inclusive of December through November and be completed by February 15t of each calendar year. Sam el Hargadine, hief 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 a 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. OPS-20.1 PATROL RIFLE Date of Issue General Order Number August 28, 2007 07-01 Effective Date Section Code Februa 27th, 2009 OPS-20 Reevaluation Date Amends /Cancels Au ust 2011 C.A. L. E.A. Reference 1.3.9, 1.3.10, 1.3.11 `~' G9 ~c~, Gad ~ ° -~., r'' INDEX AS: ~ ~- _~ ~ Ammunition -.-~ Training _ `~ ' .~:~ ~. Firearms Weapons ° `<<' _ -__, Munitions Use of Force ~: SRT - r==~ ,.~ I. PURPOSE To provide guidelines for the proper use of semi-automatic rifles in the performance of police duties. II. POLICY The Iowa City Police Department issues or approves semi-automatic rifles to specifically selected officers for unconventional situations where the police may face heavily armed and/or ballistically protected suspects. These rifles are a tool to allow the potential resolution of these incidents by providing a tactical advantage not available with more conventional police firearms. OPS-20.2 III. DEFINITIONS SEMI-AUTOMATIC RIFLE -For the purposes of this order, the ICPD issue patrol rifle is the Rock River Arms CAR A4- asemi-automatic rifle in .223 caliber with 16 inch barrel and 30 round capacity box magazine. PATROL RIFLE OPERATOR (PRO) - A specially selected and trained officer of the patrol division currently issued one of the above rifles; or an officer selected and trained to carry a personally owned rifle approved by the department. Operators are selected based on guidelines established by the Commander of Field Operations. IV. RULES A. Patrol rifles are only to be deployed under guidelines established by this order. B. The decision to fire the rifle shall be in accordance with State Law and the ICPD Use of Force General Order 99-05. C. Off-duty Patrol Rifle Operators may only remove agency issued rifles from the Department premises for practice purposes. Rifles shall be stored and secured in accordance with Iowa Code 724.22(7) and ICPD General Order 00-08 Weapons. ~A ~=: V. PROCEDURES K~ ~.~ ~ ,.'~ ._ -" ` ^ "~ A. Deployment of Patrol Rifles ~ s~t, T 1. Patrol Rifles shall be deployed only in situations that the officl~er reasonably believes that the tactical advantage afforded by the rifle may be necessary. This order does not seek to articulate the only situations where rifle deployment is appropriate. The on-scene judgment of the officer or supervisor is the first indicator of appropriate deployment. 2. The patrol rifle may be deployed in situations: a. Where the officer believes a suspect he/she may encounter is wearing protective body armor or b. Is believed to be armed with or has immediate access to high powered or shoulder fired weapons or c. Is believed to be armed and situated in a distant or fortified location which affords the suspect a tactically superior position. OPS-20.3 d. Other situations where approval for deployment of patrol rifle is authorized by the Watch Supervisor. B. Department Guidelines for Patrol Deployment The patrol rifle is issued to individual officers specially trained in their use. The rifles are issued in protective cases with up to 90 rounds of department approved and issued ammunition. a. All rifles are to be stored in the trunk of the assigned officer's patrol car during their tour of duty. Department issued rifles are to be secured in the officer's locker at the end of tour. No rifles shall be left in fleet vehicle trunks. b. Officers are responsible for the safe and secure storage of their issued rifles at all times. 2. Physical readiness of the rifle. a. The rifle shall be stored in the case with a magazine inserted in the rifle, chamber empty, and safety on. b. Rifle magazines will be loaded consistent with the training provided by Departmental PRO Instructors. c. The rifle should be inspected frequently and adequately maintained. An armorer's inspection of the rifle and its magazines shall occur at a minimum of one time per year. 3. Qualification a. PRO's shall qualify with the rifle bi-annually in addition to quarterly sight confirmation in accordance with standards established by the Department's Rifle Instructors. b. During qualification, failure to fire a passing score will result in a second attempt approximately one month later. Failure to fire a passing score at that time will result in the officer being suspended from the rifle program for a period of not less than three months. Upon failure to qualify on the second attempt, the officer shall surrender the department issued rifle to their Watch Commander. The Watch Commander may re-issue the rifle to another qualified PRO on the watch or the Commanding Officer Field Operations may designate a new PRO. Upon the expiration of the 3-months, the Commanding Officer Field Operations shall determine if the rifle will remain with ~e current PRO or revert to the original officer. r~~~ ~-~ r., r....±. ~. ... - (~Z ... ~'=7 OPS-20.4 C. Personally Owned Patrol Rifles: The Iowa City Police Department may allow individual officers to purchase and carry their own patrol rifles, on duty, pursuant to this order. 1. Qualifications for Individually Owned Patrol Rifles a. The officer must have successfully completed his/her probationary period. b. The officer must submit a request to the Commander or Field Operations, via the Chain of Command. c. The officer's immediate supervisor and the Commander of Field Operations must approve the officer and weapon before a personally owned rifle can be used on duty. d. The rifle shall be inspected by the department's Lead Range Officer in accordance with General Order 00-08 Weapons. 2. Training a. Officers desiring to purchase and carry their own rifle must complete the same training and qualification as PRO's using Department owned weapons. b. The Department Rifle Instructors shall track and keep records of both department owned and personally owned rifles being used by Patrol Rifle Operators. All qualification and sight confirmation records will be provided to the Department's training officer. c. The officers approved to carry personally owned rifles must successfully complete bi-annual department ri~~ qualifications and quarterly sight confirmation. Qualification rules as outlined in Section B3 a6©ve- app~r - ~~ to personally owned rifles as well. ~ '-- ~~ ~ .., Lrv1 3. Weapon Specifications a. Rifle shall be a gas-operated, semi-automat7rr~ .22~- caliber rifle of the type commonly known as AR=15, brut with various designations depending upon manufacturer.' b. Rifle manufacturer must be approved by Commander of Field Operations. c. The rifle barrel must be between 16 and 20 inches in length and may have either a fixed or collapsible stock. Officers who wish to carry a National Firearms Act registered short barreled rifle with a barrel length of less than 16 inches may do so with proof of registration submitted at time of application. Barrels of less than 10 inches are prohibited. d. Rifle must be equipped with an approved tactical sling. 4~~_: s •s OPS-20.5 e. Rifle must have an attached light with illumination capabilities of at least 65 Lumens. f. The rifle must have either fixed or flip-up iron sights. g. An optical sighting device may be used. Common examples of acceptable optics would be Aimpoint or EOTech holographic sights. h. Officers shall only use magazines approved by the Commanding Officer Field Operations. Magazines shall be inspected on an annual basis by a Departmental Armorer. i. Officers must have an appropriate case to protect the rifle in the patrol car. j. Rifle shall only be deployed with .223 ammunition approved and supplied by the Iowa City Police Department. k. The owner of any weapon(s) approved pursuant to this policy; is responsible for all expenses related to the care, repair and maintenance of the weapon unless otherwise approved by the Commanding Officer Field Operations. D. Special Response Team Members Trained SRT members may carry their assigned shoulder weapon while on duty and on their patrol watch. SRT members carrying their assigned weapon must follow the guidelines provided in this policy. E. To the extent practical, each Watch Commander will have assigned to their watch four (4) Patrol Rifle Operators. If an officer is a designated PRO and desires to transfer to another watch, that officer may be removed from the Patrol Rifle program and the rifle surrendered to the Watch Commander. The Watch Commander shall secure the weapon and may designate another officer as a PRO. The newly appointed PRO shall have completed the minimum course for Patrol Rifle Operators and supply qualifying range scores and sight confirmation records to the Training and Accreditation Sergeant. -~ ; r ti. _ , °~-~:F «= - k ., __ -~ x `~~ ~ Sam el Hargadine, ief of olive ~-. .. ._. , 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. October 12, 2010 Mtg Packet PCRB COMPLAINT DEADLINES PCRB Complaint #10-04 Filed: 07/30/10 Chief's Report due (90days): 10/28/10 Chief's Report filed: 09/24/10 PCRB Mtg #1 (Review & Assign) 10/12/10 PCRB Mtg #2 (Review) 11/03/10 PCRB Report due (45days): 11/08/10 PCRB MEETING SCHEDULE November 3, 2010 November 9, 2010 -Community Forum December 14, 2010 January 11, 2010 POLICE CITIZENS REVIEW BOARD OFFICE CONTACTS September 2010 Date Description None