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HomeMy WebLinkAbout08-21-2018 Community Police Review BoardMEMORANDUM COMMUNITY POLICE REVIEW BOARD A Board of the City of Iowa City DATE: August 15, 2018 TO: CPRB Members FROM: Chris Olney RE: Board Packet for meeting on August 21, 2018 NOTE: MEETING WILL BE HELD AT IC PUBLIC LIBRARY (Meeting Room E) Enclosed please find the following documents for your review and comment at the next board meeting: • Agenda for 08/21/18 • Minutes of the meeting on 07/23/18 • ICPD General Orders 95-04 (Administration of Department Training) • Office Contacts - July • Complaint Deadlines Other resources available: National Association for Civilian Oversight of Law Enforcement NACOLE provides information regarding civilian oversight in law enforcement nation wide. For more information see: www.NACOLE.orq COMMUNITY POLICE REVIEW BOARD Tuesday, August 21, 2018 — 5:30 p.m. IC PUBLIC LIBRARY (Room E 2nd Floor) 123 S Linn Street ITEM NO. 1 CALL TO ORDER and ROLL CALL ITEM NO. 2 CONSIDER MOTION ADOPTING CONSENT CALENDAR AS PRESENTED OR AMENDED • Minutes of the meeting on 07/23/18 • ICPD General Orders 95-04 (Administration of Department Training) ITEM NO. 3 NEW BUSINESS ITEM NO. 4 OLD BUSINESS ITEM NO. 5 PUBLIC DISCUSSION ITEM NO. 6 BOARD INFORMATION ITEM NO. 7 STAFF INFORMATION ITEM NO. 8 TENATIVE MEETING SCHEDULE and FUTURE AGENDAS • September 11, 2018, 5:30 p.m. Helling Conference Rm • October 9, 2018, 5:30 p.m. Helling Conference Rm • November 13, 2018, 5:30 p.m. Helling Conference Rm • December 11, 2018, 5:30 p.m. Helling Conference Rm ITEM NO. 9 ADJOURNMENT If you will need disability -related accommodations in order to participate in this program/event please contact Chris Olney at 319-356-5043, christine-olney@iowa-city.org. Early requests are strongly encouraged to allow sufficient time to meet your access needs. DRAFT COMMUNITY POLICE REVIEW BOARD MINUTES — July 23, 2018 CALL TO ORDER: Chair Townsend called the meeting to order at 5:35 p.m. MEMBERS PRESENT: Monique Green, Don King, David Selmer MEMBERS ABSENT: STAFF PRESENT: Staff Chris Olney, Legal Counsel Patrick Ford STAFF ABSENT: None OTHERS PRESENT: Iowa City Police Chief Matherly RECOMMENDATIONS TO COUNCIL (1) Accept CPRB FY18 Annual Report (2) Accept Proposed Ordinance Change Memo (3) Accept CPRB #18-01 CONSENT CALENDAR Motion by Green, seconded by King, to adopt the consent calendar as presented or amended. Minutes of the meeting on 06/12/18 Motion carried, 410. NEW BUSINESS FYI Fiscal Year Report — The Board reviewed the draft annual report. Motion by Selmer, seconded by King, to forward the draft FYI annual report to Council with no changes. Motion carried, 410. OLD BUSINESS Proposed Ordinance Change Discussion - The Board reviewed the amended memo prepared by Legal Counsel dated 5/14118. Changes were made to reflect that the memo is from CPRB to City Council and their intent of the memo. Motion by Selmer, seconded by Green, to forward the proposed revisions to ordinance 8-8 drafted by CPRB Legal Counsel to the City Council as amended. Motion carried, 4/0. PUBLIC DISCUSSION None. BOARD INFORMATION None. CPRB July 23, 2018 Page 2 STAFF INFORMATION Olney stated that the CPRB vacancy announcement was made and the application deadline is August 14, 2018. EXECUTIVE SESSION Motion by King, seconded by Selmer to adjourn into Executive Session based on Section 21.5(1)(a) of the Code of Iowa to review or discuss records which are required or authorized by state or federal law to be kept confidential or to be kept confidential as a condition for that government body's possession or continued receipt of federal funds, and 22.7(11) personal information in confidential personnel records of public bodies including but not limited to cities, boards of supervisors and school districts, and 22-7(5) police officer investigative reports, except where disclosure is authorized elsewhere in the Code; and 22.7(18) Communications not required by law, rule or procedure that are made to a government body or to any of its employees by identified persons outside of government, to the extent that the government body receiving those communications from such persons outside of government could reasonably believe that those persons would be discouraged from making them to that government body if they were available for general public examination. Motion carried, 4/0. Open session adjourned at 5:41 P.M. REGULAR SESSION Returned to open session at 5:46 P.M. Motion by King, seconded by Green to accept CPRB #18-01 report and forward to City Council as presented. Motion carried, 410. TENTATIVE MEETING SCHEDULE and FUTURE AGENDAS (subiect to change) • August 14, 2018, 5:30 PM, Helling Conference Rm - Rescheduled to August 21, 2018. • September 11, 2018, 5:30 PM, Helling Conference Rm • October 9, 2018, 5:30 PM, Helling Conference Rm. • November 13, 2018, 5:30 PM, Helling Conference Rm. The Board agreed to tentatively reschedule the August 14, 2018 meeting to August 21, 2018. Staff will check on room availability and contact the Board with changes if necessary. Moved by King, seconded by Green to change the meeting schedule as discussed pending room availability. Motion carried, 4/0. ADJOURNMENT Motion for adjournment by Green, seconded by King. Motion carried, 4/0. Meeting adjourned at 5:50 P.M. COMMUNITY POLICE REVIEW BOARD ATTENDANCE RECORD YEAR 2017-2018 (Meeting Date) TERM 8/29 9/12 111110 11114 12/7 1/9/18 2113118 3/19/18 4/17/18 4/23/18 5/8/18 6112/18 7/23118 NAME EXP. Mazahir 7/1/21 X X X X O/E ___ Salih Donald 711/19 X X X X X O X X X X X X X King Monique 7/1/20 X X X X X X X X X X X X X Green Orville 711/20 X X X X X X X X X X X X X Townsend Royceann 7/1/21 ---- ---- ---- ---- ---- ---- X O/E X O/E X O/E ------ Porter David 7/1121 X O X O/E X X X X X X X X X Selmer KEY: X = Present O = Absent O/E — Absent/Excused NM = No meeting --- = Not a Member COMMUNITY POLICE REVIEW BOARD GENERAL RESPONSIBILITIES Established in 1997, by ordinance #97-3792, the Iowa City Police Citizens Review Board formerly known as Citizens Police Review Board and now known as Community Police Review Board (hereafter referred as the CPRB), consists of five members appointed by the City Council. The CPRB has its own outside legal counsel. The Board was established to review investigations into claims of police misconduct, and to assist the Police Chief, the City Manager, and the City Council in evaluating the overall performance of the Police Department by reviewing the Police Department's investigations into complaints. The Board is also required to maintain a central registry of complaints and to provide an annual report setting forth the numbers, types, and disposition of complaints of police misconduct. The Board shall hold at least one community forum each year for the purpose of hearing citizens' views on the policies, practices and procedures of the Iowa City Police Department. To achieve these purposes, the Board complies with Chapter 8 of the Iowa City Code and the Board's By -Laws and Standard Operating Procedures and Guidelines. ACTIVITIES AND ACCOMPLISHMENTS FOR FISCAL YEAR 2018 Meetings The CPRB tentatively holds monthly meetings on the second Tuesday and special meetings as necessary. During FY18 the Board held fourteen meetings and one Community Forum. ICPD Policies/Procedures/Practices Reviewed By CPRB The ICPD regularly provided the Board with monthly Use of Force Reports, Internal Investigation Logs, Demographic Reports and various Training Bulletins. The Department also provided various General Orders for the Board's review and comment. A senior member of the Police Department routinely attended the open portion of the CPRB meetings, and was available for any questions Board members had regarding these reports. Presentations In April of 2018 the Board held its tenth Community Forum as required by the City Charter. Board members were introduced and a summary given of the boards duties. Chair Townsend then introduced Police Chief Matherly. Chief Matherly presented an overview of the police department and spoke on the steps being taken for police and community unity. Officer Colin Fowler gave a summary of the Downtown Liaison Officer's responsibilities. The forum was then opened to the public for questions. There were four members of the public that spoke at the forum. Topics included the need for enforcement of vehicles blocking handicap sidewalk ramps, opioids and fentanyl crisis in the US, role of the downtown night Mayor. Board members spoke briefly about the complaint process and available informational pamphlets. Board Members In October 2017 officers were nominated with Orville Townsend as Chair and Don King as Vice -Chair, Royceann Porter was appointed in January 2018 to fill the unexpired term of Mazahir Salih. CPRB Annual Report FY 2018 — Approved 7/23/2018 — 1 COMPLAINTS Number and Type of Allegations Three complaints (17-03, 17-04, 18-01) were filed during the fiscal year July 1, 2017 —June 30, 2018. Three public reports were completed during this fiscal period (17-01, 17-03, 17-04). One complaint was withdrawn by Complainant (17-02). One complaint filed in FY18 is pending before the Board (18- 01). Allegations Complaint #17-01 1. Failure to properly investigate the incident and take proper police action —NOT SUSTAINED. 2. Discourtesy —SUSTAINED. Complaint #17-03 1. Discrimination — NOT SUSTAINED. Complaint #17-04 1. Discrimination — NOT SUSTAINED. Level of Review The Board decided, by simple majority vote, the level of review to give each report, selecting one or more of the six levels specified in the City Code per complaint: Level a On the record with no additional investigation Level b Interview or meet with complainant Level c Interview or meet with named officer Level d Request additional investigation by Chief or City Manager, or request police assistance in the Board's own investigation Level a Board performs its own additional investigation Level f Hire independent investigators Complaint Resolutions The Police Department investigates complaints to the CPRB of misconduct by police officers. The Police Chief summarizes the results of these investigations and indicates in a report (the Chief's Report) to the CPRB whether allegations are sustained or not sustained. (If complaints are made against the Chief, the City Manager conducts the investigation and prepares and submits the reports.) The Board reviews both the citizens' complaint and the Chief's Report and decides whether its conclusions about the allegations should be sustained or not sustained. The Board prepares a report which is submitted to the City Council. Of the four allegations listed in the three complaints for which the Board reported, one was sustained. The Board made comments and/or recommendations for improvement in police policy, procedures, or conduct in two of the reports: Complaint #17-01 — After the Board members reviewed the audio/video recordings of the incident it was determined that Officer A was discourteous while talking with the complainant. The Board felt that additional departmental training is needed on communication focusing on legal aspects of the incident, rather than engaging in personal reprimands. Complaint #17-03 — While the Board did not sustain the allegation of discrimination, they did question the information the Officer volunteered to the witnesses regarding the Complainant's prior behavior with another landlord. If that information is confidential it should not be disclosed. Name -Clearing Hearings CPRB Annual Report FY 2018 — Approved 7/23/2018-2 The ordinance requires that the Board not issue a report critical of the conduct of a sworn officer until after a name -clearing hearing has been held. During this fiscal period, the Board scheduled one name -clearing hearing, but none were held. Complaint Histories of Officers City ordinance requires that the annual report of the CPRB must not include the names of complainants or officers involved in unsustained complaints and must be in a form that protects the confidentiality of information about all parties. In the three complaints covered by the FY18 annual report a total of three officers were involved with allegations against them. ICPD Internal Investigations Logs The Board reviewed the quarterly ICPD Internal Investigations Log, provided by the Chief of Police. COMPLAINT DEMOGRAPHICS The following is demographic information from the three complaints that were completed in this fiscal year. Because complainants provide this voluntarily, the demographic information may be incomplete. Aue: 18-25 26-35 36-45 46-55 (1)56-64 65+ Disability: (1)Physical Mental None Annual Household Income: 100K 75-99K 50-75K 25-49K (1) Under 25K Gender: Female (1) Male Other Sexual Orientation: LGBTQ Heterosexual (1) Other Ethnic Origin: (1) Black/African-American Hispanic (1) American Indian/Alaska Native Asian/Pacific Islander White/Caucasian Other Were you born in the United States: (1) Yes No Religion: (1) Muslim None Other Marital Status: Married (1) Single Divorced Separated Widowed Other * Information is reported as presented by the person completing the form. BOARD MEMBERS Orville Townsend, Chair Don King, Vice Chair Royceann Porter / Mazahir Salih Monique Green David Semler CPRB Annual Report FY 2018 - Approved 7/23/2018 - 3 MEMORANDUM DATE: July 23, 2018 TO: City of Iowa City Council FROM: Community Police Review Board Members Re: proposed revisions to Ordinance 8-8 The members of the CPRB request that the City Council consider adopting the following proposed revisions to the CPRB ordinance. (Suggested additions are shown in bold and underline.) The last sentence of SECTION 8-8-2 (L) shall be amended to read as follows: If the police chief and the city manager find the police officer's actions constitute misconduct and discipline is imposed by the police chief or city manager, the internal affairs investigation may become a public record to be released by the city attorney to the extent provided by law, in which case the city attorney shall forward a copy of such internal affairs investigation report to the board. 2. The second sentence of SECTION 8-8-2 (N) shall be amended to read as follows: In addition to the central registry, the board shall provide an annual report to the city council, which report shall be public and shall set forth the general types and numbers of complaints, how they were resolved, whether the board's decision differed from that of the police chief and/or city manager, demographic information, and recommendations as to how the police department may improve its community relations or be more responsive to community needs. 3. The following subparagraph 6 shall be added to the end of SECTION 8-8-5 (B): In the event the board's decision differs from that of the police chief, the chief shall meet with the board in closed session to discuss the discrepancy of opinion. Such meeting shall take place prior to the issuance of the board's public report to the city council. 4. The last un-lettered subparagraph of paragraph (B)(2) of SECTION 8-8-7 shall become numbered paragraph 3. The following shall be inserted as subparagraph (13)(4) of SECTION 8-8-7: If the board disagrees with the decision of the police chief or city manager with respect to the allegations of misconduct, the board and the police chief and/or city manager shall meet in closed session to discuss their disagreement about the complaint. Such meeting shall take place prior to the issuance of the board's public report to the city council. 6. Subparagraph (B)(3) of SECTION 8-8-7 shall be re -numbered as subparagraph (B)(5)• The following sentence shall be added to the end of newly re -numbered subparagraph (B)(5) of SECTION 8-8-7: The public report shall indicate whether the board affirmed or rejected the opinion set forth in the report of the police chief and/or city manager. 8. Subparagraph (B)(4) of SECTION 8-8-7 shall be re -numbered as subparagraph (B)(6). 9. Subparagraph (13)(5) of SECTION 8-8-7 shall be re -numbered as subparagraph (B)(7)• 10. Subparagraph (13)(6) of SECTION 8-8-7 shall be re -numbered as subparagraph (B)(8)• 11. The following shall be inserted as new subparagraph (13)(9) of SECTION 8-8-7: If the board's public report to the city council does not affirm the decision of the police chief or city manager, the board may request an independent investigation, which shall be completed within 90 das after the issuance of the board's public report. The city council maX grant requests for extensions to this deadline upon good cause shown. The independent investigator shall be selected and hired by the board. The independent investigator shall issue a public report to the city council and to the board concerning the investigation. Such public report shall include detailed findings of fact concerning the complaint, together with a clearly articulated conclusion which explains why and the extent to which the complaint is "sustained" or "not sustained". The independent investigator's public report shall not include the names of the complainant(s) or the police officer(s). The independent investigator's public report shall not include any discipline or personnel matters, although the independent investigator may comment generals as to whether the investigator believes discipline is appropriate without commenting on the extent or form of discipline. A copy of the independent investigator's public report shall be given to the complainant(s), the police officer's), the police chief, the equity director, and the city manager. The independent investigator shall not issue a report which is critical of the sworn police officer's conduct until after a "name clearing hearing" has been held, consistent with due process law. The independent investigator shall give notice of such hearing to the police officer so that the officer may testify before the independent investigator and present additional relevant evidence. The independent investigator shall be responsible for protection of all state and federal rights enjoyed by the officer. The officer may waive the right to this hearing upon written waiver submitted to the independent investigator. If the independent investigator's report is not critical of the officer's conduct, the investigator is not required by to offer a hearing to the officer, but the investigator may hold hearings as deemed appropriate by the investigator. 12. Subparagraph (13)(7) of SECTION 8-8-7 shall be re -numbered as subparagraph (B)(10). 13. Subparagraph (13)(8) of SECTION 8-8-7 shall be re -numbered as subparagraph (13)(11), and shall be further amended to read as follows: No findings or report submitted to the board or prepared by the board or any independent investigator shall be used in any other proceedings. COMMUNITY POLICE REVIEW BOARD A Board of the City of Iowa City 410 East Washington Street Iowa City, IA 52240-1826 (319)356-5041 7/24/2018 > q m To: City Council Complainant City Manager Equity Director Chief of Police Officer(s) involved in complaint [� From: Community Police Review Board Re: Investigation of CPRB Complaint #18-01 This is the Report of the Community Police Review Board's (the "Board") review of the investigation of Complaint CPRB #18-01. BOARD'S RESPONSIBILITY Under the City Code of the City of Iowa City, the Board's responsibilities are as follows: 1. The Board forwards all complaints to the Police Chief, who completes an investigation. (Iowa City Code Section 8-8-7(A).) 2. When the Board receives the Police Chiefs report, the Board must select one or more of the following levels of review, in accordance with Iowa City Code Section 8-8-7(B)(1): a. On the record with no additional investigation. b. Interview /meet with complainant. c. Interview /meet with named officer(s) and other officers. d. Request additional investigation by the police chief, or request police assistance in the board's own investigation. e. Perform its own investigation with the authority to subpoena witnesses. f. Hire independent investigators. 3. In reviewing the Police Chiefs report, the Board must apply a "reasonable basis" standard of review. This means that the Board must give deference to the Police Chiefs report, because of the Police Chiefs professional expertise. (Iowa City Code Section 8-8-7(B)(2).) 4. According to Iowa City Code Section 8-8-7(B)(2), the Board can recommend that the Police Chief reverse or modify the Chiefs findings only if: a. The findings are not supported by substantial evidence; or b. The findings are unreasonable, arbitrary or capricious; or c. The findings are contrary to a police department policy or practice, or any federal, state or local law. 5. When the Board has completed its review of the Police Chiefs report, the Board issues a public report to the city council. The public report must include: (1) detailed findings of fact; and (2) a clearly articulated conclusion explaining why and the extent to which the complaint is either "sustained" or "not sustained ". (Iowa City Code Section 8-8-7(B)(3).) 6. Even if the Board finds that the complaint is sustained, the Board has no authority to discipline the officer involved. BOARD'S PROCEDURE The Complaint was initiated by the Complainant on March 6, 2018. As required by Section 8-8-5(B) of the City Code, the Complaint was referred to the Chief of Police for investigation. The Chief's Report was filed with the City Clerk on May 11, 2018. The Board voted on June 12, 2018 to apply the following Level of Review to the Chiefs Report: On the record with no additional investigation, pursuant to Iowa City Code Section 8-8-7(B)(1)(a). The Board met to consider the Report on June 12, 2018 and July 23, 2018. Prior to the June 12, 2018 meeting, the Board reviewed audio and video recordings of the incident. FINDINGS OF FACT On March 5, 2018, Iowa City Police were called to the Shelter House for a report of a physical altercation. Upon arrival officers separated the individuals involved in the altercation. Officer A then preceded to speak with all persons present including the complainant, participants and witnesses. The Officer asked the Complainant if she would like to make a statement, the Complainant declined, indicating that she had a taxicab waiting. The Complainant left the Shelter House before the investigation was completed. After completing the investigation, Officer A charged two individuals with disorderly conduct. On March 6, 2018, the Complainant filed a CPRB complaint stating that she had been attacked at the Shelter House and that no one went to jail. ALLEGATION 1 — Failure to perform duties. Upon review of audio and video recordings related to incident 18-01, the Board found that there was no evidence indicating Officer A failed to perform duties. �„', i A1!13 V1,11.. Allegation: Failure to perform duties - Not sustained .:j�-! J ;;lE:i S I :ZI End hZ Inp 810Z COMMENTS None. TRN-01.1 ADMINISTRATION OF DEPARTMENT TRAINING Original Date of Issue General Order Number August 14, 2001 95-04 Effective Date of Reissue Section Code August 9, 2018 1 TRN-01 Reevaluation Date Amends September 2020 1 TRN-01 Previous Version C.A.L. E.A. Reference Chapter 33 (see "INDEX AS: INDEX AS: Authority and Responsibility, Department Training Lodging Reimbursement, Training Career Specialty In -Service Training, Definition Meal Reimbursement, Training Department Training Administration Reimbursement, Training Department Training Authority and Responsibility Training Committee, Department Department Training Committee Training Course Critique Department Training Goals Training Expense Reimbursement Department Training Policy Training Goals, Department Education and Training Record Training Policy Statement Travel Costs, Training I. PURPOSE.c C, The purpose of this policy is to establish the policies and procedureiq theei administration of the Department Training function. c.� TRN-01.2 II. POLICY It is essential that all Department personnel are properly trained to fulfill the Department responsibility to provide professional law enforcement service to the Iowa City community. Training stimulates, develops, and improves the skills, knowledge and abilities necessary for individuals to stay competent in the duties and responsibilities of their respective positions. The dynamic nature of the law enforcement profession dictates that training be a continuous process of personal and professional growth and development. While the Department bears the primary responsibility for personnel training, all supervisors, officers, civilian employees, and designated Field Training officers have the responsibility to acquire for themselves and to teach those with whom they work, the skills, knowledge and abilities necessary to perform their tasks and duties. III. DEFINITIONS A. Proficiency In -Service Training - A training process designed to stimulate, develop, and improve the skills, knowledge, and abilities necessary to stay competent in the duties and responsibilities of the position. Proficiency and responsibilities of the job presently being performed enhances the employee's skills beyond the minimum level and increases the potential for career advancement. B. Career Specialty In -Service Training - A training process used to provide an advance level of instruction in an area of interest and specialization that enhances the overall potential for job satisfaction and career development. IV. PROCEDURES The training goals of the Iowa City Police Department are: A. To stimulate, develop, and improve the skills, knowledge, and, itiq of ally Department personnel.--� B. To provide new officers with the legally mandated basic trainii, gcand` with t6 necessary Department field training. C. To provide annual in-service training to all officers for purposes'.q --,updating • 4 and enhancing their knowledge, skills and abilities. D. To present career specialty in-service training on an as needed and/0'r'as requested basis so as to provide advanced levels of instruction in areas of specialization necessary to carry out the Department mission and enhance career development. E. To identify and utilize the most cost-effective means for providing basic and in-service training to all personnel. F. To develop as necessary, in-house training programs designed to meet unique Department training needs. DEPARTMENT TRAINING FUNCTION Authority and Responsibility A. Unit and Section Supervisors - Each supervisor will assess, on a continual basis, the skills, knowledge, and abilities of their personnel so as to improve upon performance levels and to identify potential areas of career interest and specialization. Whenever a supervisor identifies a specific need for TRN-01.3 proficiency in-service training or career specialty in-service training, they must notify their Division Commander, in writing, of that need or interest. B. Division Commander - Each Division Commander is responsible for updating minimum proficiency in-service training needs (i.e. CPR, Firearm) and career specialty training interests in order to assign those individuals to the proper training courses, when they become available. C. Chief of Police - The Chief of Police makes the final decisions about the development of in-house training programs and the assignment of personnel to particular training courses. These decisions are made based upon the recommendation and requests of the various division commanders, supervisors, officers, and civilian employees. In addition to the previously mentioned responsibilities, the Chief, or his/her designee is responsible for the overall coordination of the Department training function, to include, but not limited to: 1. identification of individual, unit and/or Department training needs; 2. assignment of personnel to appropriate and/or necessary training programs; 3. development and implementation of in-house training programs; 4. maintenance of an inventory of the programs and resources available to provide in-service training; 5. maintenance of Department training records; 6. review and evaluation of training programs; 7. development of an annual Department training plan. D. Department Training Committee - On an annual basis, the Chief ofPolice shall appoint representatives from the Department and the departrrital training officer to serve on a Department Training Committeed;.,The rposf this committee is to review, evaluate, and recommend revisio`n§4frar Department training effort and to identify areas in which training<islaring. Representatives each year shall be selected from various divisions and watches to better obtain an overall representation of the Departmt. Ic Representatives shall have an expressed interest in Department `iTrain n. Supervisors shall submit names of officers / employees to the Chief orb;` designee who fit these criteria for selection. At the conclusion of their review, the department training officer will prepare a written report summarizing their findings. This annual training review report will be submitted to the Chief of Police for review. The department training officer may use this report as a basis for the development of on -going training. E. Department Training Officer - The department training officer is responsible for ensuring that members of the department receive the minimum mandatory training as required by law. Additionally, he/she shall continually develop, implement and evaluate departmental training and assist in assessing the training needs of the department. He/she shall maintain records of the training provided "in-house" and records/documentation of training received outside the department. EDUCATION AND TRAINING RECORD Officers assigned to attend a training session shall arrive at the designated training at the specified time and with any required equipment. Officers shall attend the assigned TRN-01.4 training in its entirety. In those instances where the officer is required to miss part of the scheduled training for court or other duty related circumstances, the officer shall notify the instructor of the course at the beginning of the session. To the extent possible, officers shall complete any make up assignments as directed by the instructor. The instructor shall be provided the reason for the absence and the anticipated time of return. In situations where the officer is absent for other than a duty -related reason, the officer shall notify his/her supervisor of the absence as soon as possible. Officers missing mandatory training for which they have been scheduled may be required to make up the training. Officers assigned to a training session shall be considered on duty for that day(s). The officer will be reimbursed consistent with city policy for expenses incurred and related to the training. All materials obtained at training are the property of the Iowa City Police Department and the officer may be required to submit the materials for review or to a departmental library. For all departmental training conducted by members of the Iowa City Police Department, the person assigned to conduct the training shall submit a lesson plan or outline to the training officer for review and approval at least three (3) business days prior to the training. The lesson plan or outline shall include the following: A. a statement of performance and job -related objectives; B. the content of the training, specification of the instructional techniques to be used, and the anticipated amount of training time; C. identification of any tests or evaluations used in the training process. The departmental training officer shall maintain a record of all departmental training. These records shall include lesson plans/outline, name of attendees, and the performance of individual attendees as measured by any applicable tests V performance evaluations. G Personnel assigned to the training function should receive training a"mailable, WIN following areas: :i A. lesson plan development; + =r p B. performance objective development; C. instructional techniques; cw D. testing and evaluation techniques; E. resource availability and use. For training in which officers are tested or evaluated, officers failing to satisfactorily complete the training may be required to repeat the training or attend a remedial training session as directed by their watch commander. In addition, watch supervisors shall note any training deficiencies or needs when completing the employees annual evaluation. Remedial training is personalized training to correct a specific deficiency identified by testing and other evaluation processes during training or routine job performance. Remedial training shall occur in the following manner: 1. Remedial training will be made available by the training coordinator, as the TRN-01.5 need arises. Although timetables are difficult to impose upon remedial efforts due to physical problems, injury, skill development, available seats, course type and instructor availability, etc., a period of one (1) year from the point of observed and documented need for remedial training will be considered reasonable. 2. Exception to the one-year time period may occur, for example, in critical skill areas such as firearms proficiency. These exceptions will be addressed on a case -by -case basis with input from instructor(s), immediate supervisor and the training coordinator. At the end of one year, or earlier in case of a critical skill area, if failure (or specific deficiency) still exists, then a determination shall be made in conjunction with the instructor(s), immediate supervisor and training coordinator, as to the issue of incompetency. A written recommendation shall be drafted to the Chief of Police. disciplinary action may result. Members assigned to remedial training shall display an effort to participate. Failure to do so may result in disciplinary action. Specific remedial training is required for less lethal weapons and firearms. Upon the completion of a training session the employee shall pJovide the departmental training officer copies of any certificates and tesAcores. The training officer shall document the completion of thi traini'Rg in tfiwA employee's departmental training file. PROBATIONARY OFFICER TRAINING ®. i A. Law Enforcement Academy 1. The department shall primarily utilize police academies approved by the Iowa Law Enforcement Academy for basic police recruit training. The department shall only utilize police recruit training programs in academies offering the state of Iowa mandated training and certification as stated in Iowa Code section 80B. The curriculum of these programs shall be based upon state law and a job task analysis of the most frequent assignments in required skills, knowledge and abilities. 2. The training officer shall maintain a close liaison with the staff of the Iowa Law enforcement Academy in order to stay abreast of current training curriculum, provide input to the academy training program, and monitor probationary officer progress while in attendance. When requested through the director of the academy, the department may make available instructors and resources to assist in completing the training curriculum. The Iowa City Police Department shall maintain TRN-01.6 contact with all personnel attending basic training classes. In addition, the departmental training officer shall periodically review the contents of the training received at any outside basic training academies and forward any concerns to the Commander of Support Services for review. All expenses incurred in the attendance of the academy will be paid by the Iowa City Police Department. All probationary officers attending the academy are full time employees of the Iowa City Police Department and receive all applicable benefits and protections provided as such. When requested and to the extent possible the Iowa City Police Department will provide instructors to outside academies. 4. Under normal circumstances, liability for any training -related injury or impairment to a police recruit while attending academy training shall be borne by the department. The police recruit shall be considered `on duty" while attending academy training and shall enjoy the same protections and be compensated the same as other probationary employees with the department. This does not release the academy from exercising due diligence in the health and welfare of the employee while attending the academy. Any employee who feels their health or welfare is not being properly managed while at the academy shall alert the training officer as soon as possible. The academy shall be responsible for the administration of the prescribed training programs and provide for the fair and non-discriminatory testing of each student. Liability for said administration shall be borne by the academy. a The academy utilized by this department shall provide a'gtnd.e thrall neyr police recruit members at the time academy training begins -Theme, information contained in the guide shall include: " jE2 -o a. The organization of the academy. b. The academy's rating, testing and evaluation system." sr C. Physical fitness and proficiency requirements. d. Daily training schedules. e. The academy's rules and regulations. 7. Specific instruction on departmental policies, procedures, rules and regulation shall be the responsibility of the department and shall be taught to the police recruit during the department's field training program. An orientation handbook shall be issued to all new recruit personnel prior to or at the time academy training begins B. Recruit Training All police recruits must comply with the State of Iowa mandatory basic training requirements, regardless of prior experience or training. In accordance with the Iowa Code, section 8013, no person shall receive a TRN-01.7 permanent appointment as a law enforcement officer unless that person has been awarded a certificate attesting to successful completion of the minimum standards basic law enforcement training course or received a waiver of the basic training requirements as a result of the officer having already successfully completed a basic training program prescribed by the State of Iowa. 2. Officers attending police recruit training shall be expected to observe all rules and regulations set forth by the course director and must maintain passing grades on police recruit training examinations. a. Probationary officers shall maintain a liaison with the training officer during their academy training, keeping the training officer apprised of their progress and any problems encountered. The training officer will maintain liaison with the departmental and academy staff in order to assure an orderly transition from the academy to the field training program. Serious violations of training academy rules or failure to maintain a passing grade shall result in dismissal from the department. 3. All police recruits shall be required to successfully complete the field training officer (FTO) Program administered by the department. The FTO program shall train police recruits in the basic tasks required to complete daily assignments. The training officer shall be assigned to administer the FTO program and manage the field training officers. As part of administering the FTO program, the training officer shall ensure the following: _ c, a. Police recruits are assigned to the FTO program for d`rniniMum of "j 640 hours. b. Unless part of the prescribed training of the FTO program, °h,b police recruits are assigned to carry a weapon or make an arrest until the completion of the FTO program. C. Sworn personnel who have not completed the basic training academy shall not carry a weapon or be placed in a position where there is a likelihood of having to take any type of official action. d. No police recruits are allowed to carry a weapon on duty until satisfactorily completing training pertaining to the department's use of force, weapons, and less lethal policies and passing proficiency testing. When necessary, liaison with academy staff reference recruit progress and to stay abreast of any training deficiencies. Rotations of police recruit field assignments. g. Guidelines are established for the evaluation of recruits by field training officers. Required reports from field training officers and supervisors are completed. Probationary officer training will include training of those tasks most frequently associated with the duties of a patrol officer. Evaluation of these tasks shall be based on and consistent with the evaluation system used in the Field Training and Evaluation Process. The evaluation should assess the probationary officer's knowledge of the topic as well as the probationary officers abilities and skills when performing the requisite task. The evaluation techniques used by FTOs and supervisors for police recruits are consistent and measure competency in the required skills, knowledge and abilities. 4. Standard Evaluation Guidelines The Field Training and Evaluation Process uses ten (10) distinct performance categories to assess the Probationary Officer's quality of work. Each of the Standard Evaluation Guidelines (SEGs) behaviorally describes the various criteria for task accomplishment as follows: a. Exceeds Standards (Consistently meets stand ards)f:�,.-, i. Without FTO prompting, the Probationer consist�ntl demonstrates knowledge + skill + applicatior(W iipetencys ii. A single event done exceptionally well does no"ti zouid. $ iii. Must occur on all activities in the evaluated category -and recommended minimum of 3 activities observed in tfiat category. b. Meets Standards — YES Probationary Officer is rated according to the Standard Evaluation Guidelines. Expectations increase with time and step advancement. Teaching and Coaching time does not count against meeting standards unless the problem is a serious error, not previously address, or not trained. C. Meets Standards — NO TRN-01.9 Probationary Officer is rated according to the Standard Evaluation Guidelines. Expectations increase with time and step advancement. This requires further documentation of the problem in the Activity Log. iii. Any indication of Corrective Action Necessary requires a "Meets Standards -NO" rating for the day. Not Responding to Training When instruction and additional coaching has been provided but the probationary officer is still unable to satisfactorily perform/demonstrate or explain the knowledge/skill area(s), an NRT (Not Responding to Training) notation (X) will be made on the front side of the DOR. Several days of "Meet Standards -NO" with additional/alternative training provided. Repeated specific errors with Corrective Action Necessary with additional/alternative training provided. iii. Repeated gross errors such as improper judgment, improper tactical decision making, indecisiveness, inactivity, etc. with additional/alternative training provided. la' c.>cx M 5. Upon completion of basic training, officers shall receive training rej1pting tom departmental Rules and Regulations and Departmental Orders. This J`i J training will be part of the Field Training and Evaluation proces's aril mar be conducted by FTOs or others knowledgeable in this area:• 6. Roles and Responsibilities of Members Involved in the FTO Program a. Commander of Field Operations i. Oversees Patrol and Investigations, including the Field Training Unit. ii. Directly supervises the Watch Commanders b. Field Training Supervisor i. Training and Accreditation Sergeant. ii. Liaison with the Academy for Probationary Officer attending. iii. Monitors the Probationary Officer's progress at the Academy. C. 91 iv. Assigns the Probationary Officers to the Step Rotation and FTOs. V. Monitors trainee progress and adjusts schedules Watch Commander/Supervisor i. Monitors FTO and trainee performance by DOR reviews, report reviews, video reviews, and field visits. ii. Ensures FTO observations are properly documented. iii. Conduct weekly meetings and review End of Week reports. iv. Conduct special meetings for NRTs and other circumstances. V. Approve of training plans for Learning Activity Plans. Field Training Officer i. Instruct the Probationary Officer in the field under simulated and actual situations. ii. Inspect uniform, appearance, equipment, and completed documents. iii. Direct the trainee as needed. iv. Immediately address and correct deficiencies. V. Evaluate the Probationary Officer's progress and performance using feedback and evaluation reports. vi. Complete required reports in a timely manner. This includes Daily Observation Reports, Weekly Reports, End of Step reports, and Training Tasks. N vii. Research ways to provide effective corrective or enhancement training. viii. Be a positive role model through leadership?bjJpxaf—Fm ple: This includes following rules and regulations;srdeth4�s, avid' uniform/appearance. Show a positive attitude t©war the-,'} community, trainees, other officers, supervisars,'st , ano -t the Iowa City Police Department. ix. Perform other staff and administrative duties. Suchr-�,uties include teaching assignments, program assessment and revision, and other duties. X. Self -Develop by attending quarterly meetings, trainings provided by the ICPD and other sources, and online training/research. e. Probationary Officer i. Maintain accountability over their trainings. ii. Self -Assess their work and continuously improve. iii. Become familiar with the Field Training Manual iv. Complete all paperwork and assignments on time. V. Complete Daily Activity Logs and Daily Training Plan and Daily Patrol Plan. TRN-01.11 vi. Complete all training tasks. vii. Strive to meet and exceed standards in all evaluation categories. viii. Openly communicate and ask questions. ix. Utilize chain of command appropriately. C. Field Training Officer Selection and Training Field training officers shall be selected for the position as a collateral duty assignment. FTO Selection Criteria Minimum of three years of service with the Iowa City Police Department. Consideration will be given to the following areas when determining the potential of each field training officer candidate: i. Work history ii. Educational background iii. Experience iv. Ethical integrity V. Ability to perform the assignment 2. FTO Selection Process When assignment of a field training officer is needed, notice shall be sent to all officers. The notice shall include details Of Abe duty to include eligibility, criteria for selection and instructions obow to apply. .71 Officers pursuing assignment as a field training offfee� mriet submit their interest as specified by the notice of need. Th:4'Rfic%shouGd= include the knowledge, skills and abilities that have prepared th'emf for the assignment. This would include any prior specializes assignments, temporary assignments or collateral duties ib"Which the employee has participated. C. Supervisors should provide recommendations for their direct reports that are applying to be a field training officer. d. Command staff shall review all qualified applicants and offer recommendations to the Chief. After review, the Chief of Police shall select employees from the list of qualified applicants. The selection shall be announced to the department by command staff. e. Any officer that is unsuccessful in the selection process is TRN-01.12 encouraged to meet with their immediate supervisor and command staff for information on why they were not selected and how they can improve their performance in the future. 3. FTO Training a. All field training officers shall receive instruction on administering the FTO program prior to being assigned a recruit for training. b. Field training officers shall meet regularly with the supervisor in charge of the FTO program to stay abreast of the latest training techniques as well as department policy, procedures, rules and regulations. CALEA All agency personnel shall receive accreditation training as follows: 1. Within 30 days of employment or within 30 days of completion of police recruit academy training. 2. Prior to an on -site assessment. IN-SERVICE TRAINING On a regular basis, officers shall receive update/refresher training as well as training in new areas. As they become available officers shall receive training in new or changes in the law — at minimum, legal update training will occur on an annual basis. This training may be in the form of Watch Training, the training bulletin, Department -wide training or other formats as determined best suited for the training. In order to keep officers updated on current trends, techniques, policie%, "laws Rc. and to address areas of concern, the departmental training officer shall provde+teg rly scheduled watch training. Watch training will be conducted by watch supe'rvfsors�in conjunction with the regularly scheduled watch meeting. As needed, the department will provide specialized training to personnel who pe4fbrm specialized functions. These shall include but is not limited to crime scene technicians, accident investigators, canine units, hazardous device technicians, special response team personnel, and others. Agency employees assigned to the position of accreditation manager shall receive specialized accreditation manager training within one year of being appointed. Newly hired or appointed civilian personnel shall be provided information on the Departments role, purpose goals, policies and procedures; working conditions and regulations; and responsibilities and rights of the employee. TRN-01.13 Prior to being assigned regular duties as a Station Master, the person shall receive training in the operation, procedures and duties of the position. In addition they shall receive regular in-service training in this area. All promoted personnel shall receive training in their new duties and responsibilities within the first year of their promotion. Personnel shall receive training in the following areas on an annual basis. A. firearms B. defensive tactics C. motor vehicle operations D. biased based contacts E. hazardous materials / critical incidents F. CPR G. bloodborne pathogens H. legal issues Jody Matherly, 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. Cn u. rI Redline Version Red highlights are deletions Green highlights are additions TRN-01.1 ADMINISTRATION OF DEPARTMENT TRAINING Original Date of Issue General Order Number August 14, 2001 95-04 Effective Date of Reissue Section Code August 9, 2018 1 TRN-01 Reevaluation Date Amends September 2020 1 TRN-01 Previous Version C.A.L.E.A. Reference Chapter 33 (see "INDEX AS:") INDEX AS: Authority and Responsibility, Department Training Career Specialty In -Service Training, Definition Department Training Administration Department Training Authority and Responsibility Department Training Committee Department Training Goals Department Training Policy Education and Training Record PURPOSE Lodging Reimbursement, Training Meal Reimbursement, Training Reimbursement, Training Training Committee, Department Training Course Critique Training Expense Reimbursement Training Goals, Department Training Policy Statement Travel Costs, Training The purpose of this policy is to establish the policies and proceduresT`er the administration of the Department Training function.' w' ,cn w TRN-01.2 II. POLICY It is essential that all Department personnel are properly trained to fulfill the Department responsibility to provide professional law enforcement service to the Iowa City community. Training stimulates, develops, and improves the skills, knowledge and abilities necessary for individuals to stay competent in the duties and responsibilities of their respective positions. The dynamic nature of the law enforcement profession dictates that training be a continuous process of personal and professional growth and development. While the Department bears the primary responsibility for personnel training, all supervisors, officers, civilian employees, and designated Field Training officers have the responsibility to acquire for themselves and to teach those with whom they work, the skills, knowledge and abilities necessary to perform their tasks and duties. III. DEFINITIONS A. Proficiency In -Service Training - A training process designed to stimulate, develop, and improve the skills, knowledge, and abilities necessary to stay competent in the duties and responsibilities of the position. Proficiency and responsibilities of the job presently being performed enhances the employee's skills beyond the minimum level and increases the potential for career advancement. B. Career Specialty In -Service Training - A training process used to provide an advance level of instruction in an area of interest and specialization that enhances the overall potential for job satisfaction and career development. IV. PROCEDURES The training goals of the Iowa City Police Department are: A. To stimulate, develop, and improve the skills, knowledge, and abiliws of all Department personnel. B. To provide new officers with the legally mandated basic trairtff9g anelowitht" necessary Department field training. y> ca C. To provide annual in-service training to all officers for purposW6f L&atirE' and enhancing their knowledge, skills and abilities. D. To present career specialty in-service training on an as needed* -1 d1gr as requested basis so as to provide advanced levels of instructigrtrr arms o specialization necessary to carry out the Department mission `and er h%nce career development. E. To identify and utilize the most cost-effective means for providing basic and in-service training to all personnel. F. To develop as necessary, in-house training programs designed to meet unique Department training needs. DEPARTMENT TRAINING FUNCTION Authority and Responsibility A. Unit and Section Supervisors - Each supervisor will assess, on a continual basis, the skills, knowledge, and abilities of their personnel so as to improve upon performance levels and to identify potential areas of career interest and specialization. Whenever a supervisor identifies a specific need for TRN-01.3 proficiency in-service training or career specialty in-service training, they must notify their Division Commander, in writing, of that need or interest. B. Division Commander- Each Division Commander is responsible for updating minimum proficiency in-service training needs (i.e. CPR, Firearm) and career specialty training interests in order to assign those individuals to the proper training courses, when they become available. C. Chief of Police - The Chief of Police makes the final decisions about the development of in-house training programs and the assignment of personnel to particular training courses. These decisions are made based upon the recommendation and requests of the various division commanders, supervisors, officers, and civilian employees. In addition to the previously mentioned responsibilities, the Chief, or his/her designee is responsible for the overall coordination of the Department training function, to include, but not limited to: 1. identification of individual, unit and/or Department training needs; 2. assignment of personnel to appropriate and/or necessary training programs; 3. development and implementation of in-house training programs; 4. maintenance of an inventory of the programs and resources available to provide in-service training; 5. maintenance of Department training records; 6. review and evaluation of training programs; 7. development of an annual Department training plan. "'Ace D. Department Training Committee - On an annual basis, the Cj ref of Plice..n shall appoint representatives from the Department and the d rn tal „„.. training officer to serve on a Department Training Committee::'a`purpos 25f this committee is to review, evaluate, and recommend revisioeM(fpr Me Department training effort and to identify areas in which trainirrg.isalagng. Representatives each year shall be selected from various divisibi':, and ' watches to better obtain an overall representation of the Department. Representatives shall have an expressed interest in Department Trair4fg. Supervisors shall submit names of officers / employees to the Chief or designee who fit these criteria for selection. At the conclusion of their review, the department training officer will prepare a written report summarizing their findings. This annual training review report will be submitted to the Chief of Police for review. The department training officer may use this report as a basis for the development of on -going training. E. Department Training Officer - The department training officer is responsible for ensuring that members of the department receive the minimum mandatory training as required by law. Additionally, he/she shall continually develop, implement and evaluate departmental training and assist in assessing the training needs of the department. He/she shall maintain records of the training provided "in-house" and records/documentation of training received outside the department. EDUCATION AND TRAINING RECORD Officers assigned to attend a training session shall arrive at the designated training at the specified time and with any required equipment. Officers shall attend the assigned TRN-01.4 training in its entirety. In those instances where the officer is required to miss part of the scheduled training for court or other duty related circumstances, the officer shall notify the instructor of the course at the beginning of the session. To the extent possible, officers shall complete any make up assignments as directed by the instructor. The instructor shall be provided the reason for the absence and the anticipated time of return. In situations where the officer is absent for other than a duty -related reason, the officer shall notify his/her supervisor of the absence as soon as possible. Officers missing mandatory training for which they have been scheduled may be required to make up the training. Officers assigned to a training session shall be considered on duty for that day(s). The officer will be reimbursed consistent with city policy for expenses incurred and related to the training. All materials obtained at training are the property of the Iowa City Police Department and the officer may be required to submit the materials for review or to a departmental library. For all departmental training conducted by members of the Iowa City Police Department, the person assigned to conduct the training shall submit a lesson plan or outline to the training officer for review and approval at least three (3) business days prior to the training. The lesson plan or outline shall include the following: A. a statement of performance and job -related objectives; B. the content of the training, specification of the instructional technige es to be used, and the anticipated amount of training time; � n C. identification of any tests or evaluations used in the training, @cep. The departmental training officer shall maintain a record of all departrrt'aa l Mninq These records shall include lesson plans/outline, name of attendees, a lcr_fhe-0 performance of individual attendees as measured by any applicable te�tsM performance evaluations. Personnel assigned to the training function should receive training as available, in the following areas: A. lesson plan development B. performance objective development; C. instructional techniques; D. testing and evaluation techniques; E. resource availability and use. need arises. Although timetables are difficult to impose upon remedial efforts due to physical problems, injury, skill development, available seats, course type and instructor availability, etc., a period of one (1) year from the point of observed and documented need for remedial training will be considered reasonable. 2 Exception to the one-year time period may occur, for example, in critical skill areas such as firearms proficiency. These exceptions will be addressed on a case -by -case basis with input from instructor(s), immediate supervisor and the training coordinator. 3. At the end of one year, or earlier in case of a critical skill area, if failure (or specific deficiency) still exists. then a determination shall be made in conjunction with the instructor(s), immediate supervisor and training coordinator. as to the issue of incompetency. 4. A written recomm dhe Chief of Police. disciplinary action 5. fi_ Specific r Upon the completion of a tr departmental training officer copies o any ce ca es an s The training officer shall do . Iii employee's departmental F PROBATIONARY OFFICER TRAINING cn A. Law Enforcement Academy 1 _ The department shall primarily utilize police academies approved by the Iowa Law Enforcement Academy for basic police recruit training. The department shall only utilize police recruit training programs in academies offering the state of Iowa mandated training and certification as stated in Iowa Code section 808. The curriculum of these programs shall be based upon state law and a job task analysis of the most frequent assignments in required skills, knowledge and abilities 2. The training officer shall maintain a close liaison with the staff of the Iowa Law enforcement Academy in order to stay abreast of current training curriculum, provide input to the academy training program, and monitor probationary officer progress while in attendance. 3. When requested through the director of the academy, the department may make available instructors and resources to assist in completing the training curriculum. The Iowa City Police Department shall maintain contact with all pe departmental traini training received at any outside basic training academies and forward any concerns to the Commander of Support Services for review. All expenses incurred in the attendance of the academy will be paid by the Iowa City Police Department. All probationary officers attending the academy are full time employees of the Iowa City Police Department and receive all appticable benefits and protections provided as such. When requested and to the extent possible the Iowa City Police Department will provide instructors to outside academies. Under normal circumstances, liability for any training-reiated injury or impairment to a police recruit while attending academy training shall be borne by the department. The police recruit shalt be considered "on duty" while attending academy training and shall enjoy the same protections and be compensated the same as other probationary employees with the department. This does not release the academy from exercising due diligence in the health and welfare of the employee while attending the academy. Any employee who feels their health or welfare is not being property managed while at the academy shall alert the training officer as soon as possible The academy shall be responsible for the admini training programs and provide for the fair and no each student. Liability for said administration shot academy. The academy utilized by this department sh police recruit members at the time academy information contained in the guide shall incl c n a. The organization of the @cad% b. The academy's rating,,I cZ, C. Physical fitness and d. Daily training sched e. The academy's rules =! Specific instruction on departmental policies, procedures, rules and regulation shall be the responsibility of the department and shall be to fill Jhh@@J& recruit during the department's field training program. n handbook shall be issued to ail new recruit personnel prior e academy training begins A ndatcry basic E y permanent appointment as a Eaw enforcement officer unless that person has been awarded a certificate attesting to successful completion of the minimum standards basic law enforcement training course or received a waiver of the basic training requirements as a result of the officer having already successfully completed a basic training program prescribed by the State of Iowa. 2. Officers attending police recruit training shall be expected to observe all rules and regulations set forth by the course director and must maintain passing grades on police recruit training examinations. a Probationary officers shall maintain a liaison with the training officer during their academy training, keeping the training officer apprised of their progress and any problems encountered. The training officer will maintain liaison with the departmental and academy staff in order to assure an orderly transition from the academy to the field training program b, Serious violations of training academy rules or failure to maintain a passing grade shall result in dismissal from the department. 3 All police recruits shall be required to successfully complete the field training officer (FTO) Program administered by the department. The FTO program shall train police recruits in the basic tasks required to complete daily assignments. The training officer shall be assigned to admini FTO program and manage the field training officers. As art of administering the FTO program, the training offic ensure the following: — m —n a are assigned t- .�r� o d -n b. Unless part of the pr hk recruits are assigned ---- - -- -` "e FTO-progr C. Sworn personnel who have not completed the basic training academy shall not carry a weapon or be placed in a position where there is a likelihood of having to take any type of official action. Probationary officer training will include training of those tasks most frequently associated with the duties of a patrol officer. Evaluation of these tasks shall be based on and consistent with the evaluation system used in the Field Training and Evaluation Process. The evaluation should assess the probationary officer's knowledge of the topic as well as the probationary officers abilities and skills when performing the requisite task. aluati� The Field Training ) distinct performance categories to assess the Probationary Officer's quality of work. Each of the Standard Evaluation Guidelines (SEGs) behaviorally describes the various criteria for task accomplishment as follows - Exceeds Standards (Consistently meets standards) i. Without FTC prompting, the Probationer consi%e* i demonstrates knowledge + skill + appiicatiM epmotenor ii. A single event done exceptionally well does ntfficouRt, iii. Must occur on all activities in the evaluated category -and recommended minimum of 3 activities observed in that category. b. Meets Standards — YES. Probationary Officer is rated according to the Standard Evaluation Guidelines. Expectations increase with time and step advancement. ii. Teaching and Coaching time does not count against meeting standards unless the problem is a serious error, not previously address, of not trained Meets Standards — NO TRN-01.9 Probationary Officer is rated according to the 5tanda Evaluation Guidelines. Expectations increase with ti step advancement This requires further documentation of the probiem in Activity Log. iii. Any indication of Corrective Action Necessary requireodw "Meets Standards -NO" rating for the day. Not Responding to Training When instruction and additional coaching has been provided but the probationary officer is still unable to satisfactorily perform/demonstrate or explain the knowled elskill area s , an NRT ( mg to Training) notatio front sR. i. NO" with ided,. 5. Upon completion of basic training, officers shall receive trMnim Nating to departmental Rules and Regulations and Departmental Of �e S. ibis training will be part of the Field Training and Evaluation process aiad mate j be conducted by FTOs or others knowledgeable in this area:'; 6. Roles and Responsibilities of Members Involved in the FTO 'Prog(m TRN-01.10 iv. Assigns the Probationary Officers to the Step Rot FTOs. v. Monitors trainee progress and adjusts schedules c. Watch Commander/Supervisor i, Monitors FTO and trainee performance by DOR reviews, report reviews, video reviews, and field visits. ii. Ensures FTO observations are properly documented. iii. Conduct weekly meetings and review End of Week reports iv. Conduct special meetings for NRTs and other circumstances. v� eve of..U'ning plans for Learning Activity Plans, and actual situati I fi. Inspect uniform, a documents. Direct the trainee Immediately addre _ v. Evaluate the Probationary Officer's progres performance using feedback and evaluation vi. Complete required reports in a timely mannJW Daily Observation Reports, Weekly Reports reports, and Training Tasks vii. Research ways to provide effective corrective or enhancement training. viii. Be a positive rote model through leadership by exaff1ple This includes following rules and regulations,_-methogs, and uniformlappearance. Show a positive attitu4towM the t community, trainees, other officers, supervisor's; Staff, ancr: the Iowa City Police Department. ix. Perform other staff and administrative duties. Such duties include teaching assignments, program assessment and revision, and other duties. x. Self -Develop by attending quarterly meetings, trainings provided by the ICPD and other sources, and online training/research. tionary Officer Maintain accountability over their trainings. ii. Self -Assess their work and continuously improve iii_ Become familiar with the Field Training Manual iv. Complete all paperwork and assignments on time v. Complete Daily Activity Logs and Daily Training Plan and Daily Patrol Plan TRN-01.11 vi. Complete all training tasks. vii. Strive to meet and exceed standards in all evaluation categories. viii. Openly communicate and ask questions. ix. Utilize chain of command appropriately. 7raini iii. Experien iv Ethicalint V. AWDY to perform the a - «� t B55 `"0 a:gnment of a field trainin be sent to all officers. The notice shall include details of the include eligibility, criteria for selection and instructions on h apply. a Officers pursuing assignment as a field training officer must submit their interest as specified by the notice of need. The officer should include the knowledge, skills and abilities that have prepared them for the assignment. This would include any prior specialized assignments, tempora , assignments or collateral duties in which recommendations to the Chief. After review, the Chief oflIpLee shall select employees from the list of qualified applicants. The selection shall be announced to the department by command staff Any officer that is unsuccessful in the selection process is TRN-01.12 IN-SERVICE TRAINING On a regular basis, officers shall receive update/refresher training as well as traming in new areas. As they become available officers shall receive training in rive or ekfanges in the law — at minimum, legal update training will occur on an annual b4sr� 7 tis "fit training may be in the form of Watch Training, the training bulletin, Depjq lent wide, training or other formats as determined best suited for the training. In order to keep officers updated on current trends, techniques, poIicies, 'ala-Ws -e�ttc. airTJ to address areas of concern, the departmental training officer shall provide regularly scheduled watch training. Watch training will be conducted by watch supervis&s in conjunction with the regularly scheduled watch meeting. As needed, the department will provide specialized training to personnel who perform specialized functions. These shall include but is not limited to crime scene technicians, accident investigators, canine units, hazardous device technicians, special response team personnel, and others. Agency employees assigned to the position of accreditation manager shall receive specialized accreditation manager training within one year of being appointed. Newly hired or appointed civilian personnel shall be provided information on the Departments role, purpose goals, policies and procedures; working conditions and regulations; and responsibilities and rights of the employee. TRN-01.13 Prior to being assigned regular duties as a Station Master, the person shall receive training in the operation, procedures and duties of the position. In addition they shall receive regular in-service training in this area. All promoted personnel shall receive training in their new duties and responsibilities within the first year of their promotion. Personnel shall receive training in the following areas on an annual basis. A. firearms B. defensive tactics C. motor vehicle operations D. biased based contacts E. hazardous materials / critical incidents F. CPR G. bloodborne pathogens H. legal issues Jody Matherly, 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-pau claims. Violations of this directive will only form the basis for departmental adr�istrative sanctions. ca _?C— ' • mad c.a COMMUNITY POLICE REVIEW BOARD OFFICE CONTACTS July 2018 Date Description None. August 21, 2018 Mtg Packet COMMUNITY POLICE REVIEW BOARD COMPLAINT DEADLINES NONE TENTATIVE MEETING SCHEDULE September 11, 2018 October 9, 2018 November 13, 2018 December 11, 2018