HomeMy WebLinkAbout02-12-2019 Community Police Review Board CancelledMEMORANDUM
COMMUNITY POLICE REVIEW BOARD
A Board of the City of Iowa City
DATE: February 6, 2019
TO: CPRB Members
FROM: Chris Olney
RE: Board Packet for meeting on February 12, 2019
Enclosed please find the following documents for your review and comment at the next board meeting:
• Agenda for 2/12/19
• Minutes of the meeting on 1/8/19
• ICPD General Orders 01-03 (Performance Evaluations)
• ICPD General Orders 99-03 (Prisoner Transport)
• Draft Community Forum Information
• Office Contacts — January 2019
• Complaint Deadlines
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COMMUNITY POLICE REVIEW BOARD
Tuesday, February 12, 2019 — 5:30 p.m.
HELLING CONFERENCE ROOM
410 E Washington 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 1/8/18
• ICPD General Orders 01-03 (Performance Evaluations)
• ICPD General Orders 99-03 (Prisoner Transport)
ITEM NO. 3 NEW BUSINESS
ITEM NO. 4 OLD BUSINESS
• Community Forum Discussion
• Proposed Ordinance Change
ITEM NO. 5 PUBLIC DISCUSSION
ITEM NO. 6 BOARD INFORMATION
ITEM NO. 7 STAFF INFORMATION
ITEM NO. 8 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 NO. 9 TENATIVE MEETING SCHEDULE and FUTURE AGENDAS
• March 12, 2019, 5:30 p.m. Helling Conference Rm
• April 9, 2019, 5:30 p.m. Helling Conference Rm
• April 29, 2019, 6:00 p.m. IC Public Library (Community Forum)
• May 14, 2019, 2019, 5:30 p.m. Helling Conference Rm
• June 11, 2019, 2019, 5:30 p.m. Helling Conference Rm
ITEM NO. 10 ADJOURNMENT
Ifyou wild 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 — January 8, 2019
CALL TO ORDER: Chair King called the meeting to order at 5:32 p.m.
MEMBERS PRESENT: Monique Galpin, Latisha McDaniel, David Selmer, Orville Townsend
MEMBERS ABSENT: None
STAFF PRESENT: Staff Chris Olney, Legal Counsel Patrick Ford
STAFF ABSENT: None
OTHERS PRESENT: Iowa City Police Chief Matherly
RECOMMENDATIONS TO COUNCIL
None.
CONSENT CALENDAR
Motion by Townsend, seconded by Galpin, to adopt the consent calendar as presented or amended.
• Minutes of the meeting on 12/11/18
• ICPD General Orders 89-04 (Civil Rights)
• ICPD General Orders 99-01 (Police Vehicle Pursuits)
Motion carried, 5/0.
NEW BUSINESS
Community Forum Discussion — Olney reminded the Board of the annual community forum.
In previous years it was held in April and there was usually a discussion topic or presentation.
Galpin suggested a Police Department representative be involved in the forum, possibly having a
presentation or introduction of the City's V1 newly appointed female Captain. Chief Matherly offered to
have the Police Department give a presentation and be available for questions.
The Board agreed to hold the forum at the Public Library on Monday April 29, 6:00 P.M.
The specific forum topic and agenda would be discussed at the next regular meeting.
OLD BUSINESS
Proposed Ordinance Change Discussion - Galpin and Townsend reported back regarding the 12/18
City Council work session which discussed the proposed ordinance change. Galpin stated that the
Council was open to approving ordinance changes to items 1-10. The CPRB would have the option to
request the Police Chief and or City Manager participate in discussions between the CPRB when their
conclusions differ prior to issuing their report.
Olney noted that in the future when disagreements are noted, the CPRB public reports will be placed
on the regular agenda for Council discussion and transcripts of that discussion will be sent to the
CRPB. The City Attorney's Office and Police Department will be preparing an ordinance reflecting the
CPRB's requested changes excluding item 11.
Townsend said this was a great step but would like the Board to consider an additional ordinance
change proposal which would require two designated City Council liaisons to attend CPRB meetings
WJO
January 8, 2019
Page 2
twice yearly. After discussion, it was agreed upon to defer any further action until Staff can provide
additional information regarding the City's policy on requesting Council attendance at
Board/Commission meetings.
PUBLIC DISCUSSION
None.
BOARD INFORMATION
None.
STAFF INFORMATION
None.
EXECUTIVE SESSION
Motion by Selmer, seconded by Townsend 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, 5/0. Open session adjourned at 6:12 P.M.
REGULAR SESSION
Returned to open session at 6:22 P.M.
Motion by Townsend, seconded by McDaniel to set the level of review for CPRB Complaint
#18-02 to 8-8-7 (B)(1)(a) On the record with no additional investigation.
Motion Carried 510.
TENTATIVE MEETING SCHEDULE and FUTURE AGENDAS (subject to chancel
• February 12, 2019, 5:30 PM, Helling Conference Rm
• March 12, 2019, 5:30 PM, Helling Conference Rm
• April 9, 2019, 5:30 PM, Helling Conference Rm
• April 29, 2019, 5:30 PM, IC Library Meeting Rm A (Community Forum)
• May 14, 2019, 5:30 PM, Helling Conference Rm
ADJOURNMENT
Motion for adjournment by Townsend, seconded by Galpin.
Motion carried, 5/0.
Meeting adjourned at 6:23 P.M.
COMMUNITY POLICE REVIEW BOARD
ATTENDANCE RECORD
YEAR 2018-2019
(Meeting Date)
TERM
2n3118
3I19/]A
4/19/IS
4/23f18
SB/18
6/121Ls
WIM8
W21/18
9A1A8
18/948
11AX18
12111A8
1/8/19
NAME
EXP.
Donald
7/l/19
X
X
X
X
X
X
X
X
X
O
X
X
X
King
Monique
7/1 J20
X
X
X
X
X
X
X
X
X
X
X
X
X
Galpin
Orville
7/1/26
X
X
X
X
X
X
X
X
X
X
X
X
Townsend
X
Latisna
7/1/21
------
------
------
------
------
------
------
-----
------
X
O
X
X
McDaniel
Royceann
7/1/21
X
O/E
X
O/E
X
O/E
-----
----
____
______
Porter
_____—
-------
David
7/1121
X
X
X
X
X
X
X
O
X
O
X
O
X
Selmer
KEY: X = Present
O = Absent
O/E = Absent/Excused
NM = No meeting
--- = Not a Member
PER — 03.1
PERFORMANCE
EVALUATIONS
Date of Issue General Order Number
March 13, 2001 01 - 03
Effective Date Section Code
January 9, 2019 PER - 03
Reevaluation Date Amends / Cancels
January 2022
C.A.L.E.A. Reference
35.1.1 - 35.1.14
INDEX AS:
Employee Evaluations
Evaluations
Performance Evaluations
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. (Le. 1/6100 - 115/01)
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
G. 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)
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. In section one titled Core Position Responsibilities supervisors must provide a
rating utilizing the rating scale and supply a justification for each rating
regardless of the rating.
In section two titled General Performance Expectations supervisors shall
provide a rating utilizing the rating scale. At the end of this section additional
comments may be added. Any rating other than S (Successful) requires
justification.
In section three titled Organizational Leadership Values supervisors must
provide a rating utilizing the rating scale and comment on the employee's
performance in the value areas.
Prior to the review, in section four titled Goal Setting and Review of Previous
Rating Period Goals, employees should review with their supervisor new
goals that they would like to accomplish within the next rating period.
Supervisors must evaluate the employee on the goals set from the previous
rating period. If the employee did not have specific goals set, the supervisor
will coordinate with employee to determine specific goals that are both
observable and achievable. If a goal was not achieved, supervisors will
provide a comment to highlight why it was not achieved. If the goal was
achieved, supervisors may comment on the achievement.
Section five titled Professional Development may be filled out by the
employee and reviewer. This is not a required section to be filled out and is
optional for those who wish to coordinate and enhance their professional
skillset.
Section six titled Final Comments should be completed the supervisor and
employee.
5. 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
c. Inspection Records
d. Commendations
e. Complaints
f. Training records
g. Personnel file
Other indications of performance may be used (ie: observations from peers)
to complete the evaluation.
PER — 03.4
6. 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.
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
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. Leniency - 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.
PER — 03.5
7. Severity - Some supervisors are too severe in the expectations they have of
their subordinates. The qualities they seek are much greater than that
expected by Command and are unrealistic, in light of the actual requirements
of the job.
C. THE PERFORMANCE EVALUATION INTERVIEW
The evaluation interview is an extremely important part of the performance
evaluation process. Properly conducted, the interview sets the 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;
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
PER — 03.6
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 Iowa City and
retained in that department for a minimum of five (5) years following the
termination, resignation, or retirement of the employee.
D. PROBATION PERIODS
1. All employees on a probationary status shall be evaluated as determined by
Chief of Police, or designee. Probationary periods will be the period of time
consistent with departmental policy, city policy and state statute.
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.
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.
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 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 - 03.7
REDLINE VERSION
Red highlights are deletions
Green highlights are additions
PER — 03.1
PERFORMANCE
EVALUATIONS
Date of Issue General Order Number
March 13, 2001 01 - 03
Effective Date Section Code
January 9, 2019 PER - 03
Reevaluation Date Amends /Cancels
January 2022
C.A.L.E.A. Reference
35.1.1 - 35.1.14
INDEX AS:
Employee Evaluations
Evaluations
Performance Evaluations
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. 116/00 - 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)
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.
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
mp[efed. It shall
contain an evaluation of other behaviorlskill 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.
In section one titled Gore Position Responsibf
rating utilizing the rating scale and supply a
regardless of the rating.
In section two titled General Performance Expectations supervisors shalt
provide a rating utilizing the rating scale. At the end of this section additional
comments may be added, Any rating other than S (Successful) requires
justification.
In section three titled Organizational Leadership Values supervisors must
provide a rating utilizing the rating scale and comment on the employee's
performance in the value areas.
Prior to the review, in section four titled Goal Setting and Review of Previous
Rating Period Goals, employees should review with their supervisor new
goals that they would like to accomplish within the next rating period,
Supervisors must evaluate the employee on the goals set from the previous
rating period. If the employee did not have specific goals set, the supervisor
will coordinate with employee to determine specific goals that are both
observable and achievable. If a goal was not achieved. supervisors will
provide a comment to highlight why it was not achieved if the goal was
achieved. supervisors may comment on the achievement.
Section five titled Professional Development may be filled out by the
employee and reviewer. This is not a required section to be filled out and Is
optional for those who wish to coordinate and enhance their professional
skiliset.
Section six titled Final Comments should be completed the supervisor and
employee
Any rated area where performance is categorized as oufsfarrdirtg 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 awardirecognition or disciplinary action
b. Incidents of both positive and negative actions shall he recorded in this
documentation.
PER — 03.4
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
c. Inspection Records
d. Commendations
e. Complaints
f. Training records
g. Personnel file
Other indications of performance may be used (le: 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.
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
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.
PER — 03.5
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. Leniency - 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. Severity - Some supervisors are too severe in the expectations they have of
their subordinates. The qualities they seek are much greater than that
expected by Command and are unrealistic, in light of the actual requirements
of the job.
C. THE PERFORMANCE EVALUATION INTERVIEW
The evaluation interview is an extremely important part of the performance
evaluation process. Properly conducted, the interview sets the 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;
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
PER — 03.6
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 Iowa City and
retained in that department for a minimum of five (5) years following the
termination, resignation, or retirement of the employee.
D. PROBATION PERIODS
1. All employees on a probationary status shall be evaluated as determined by
Chief of Police, or designee. Probationary periods will be the period of time
consistent with departmental policy, city policy and state statute.
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.
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.
Jody Matherly, Chief of Police
PER — 03.7
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.
•• I•
FNj � q
Original Date of Issue General Order Number
March 17, 1999 99-03
Effective Date of Reissue Section Code
January 31, 2019 OPS-09
Reevaluation Date Amends
January 2020 OPS-09 Previous Version
C.A.L.E.A.
Chapter 70
INDEX AS:
• Use of Force
• Prisoner Transport
• Handcuffing
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.
1
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
Officers should handcuff (double -locked) all prisoners with their
hands behind their back and palms facing outward.
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;
C. has injuries that could be aggravated by standard
handcuffing procedures.
Known juveniles will be handcuffed only when reasonably
necessary to ensure the safety of the officers, juvenile orothers.
4. Prisoners shall not be handcuffed to any part of the vehicle during
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.
2
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.
Prisoners shall not be handcuffed together.
8. Restraints used on juveniles or adults during transport to a
detention facility shall only be removed once the juvenile or adult
has reached a secure area and in accordance with the facility's
policy. Restraints used on juveniles or adults during transport to a
non -detention facility such as a local department to conduct OW I
Processing or interviews, shall only be removed once the juvenile
or adult has reached a secure area at that location.
C. Transport
Prior to transport, all prisoners shall be thoroughly searched for any
weapons or contraband.
2. Prisoners should never have property on them once arrested and
transported. All property should be placed in an appropriate
envelope and turned into detention staff, or, returned to the prisoner
upon release from custody. Officers should allow a prisoner the
opportunity to use a cell phone when requested and reasonable.
Large items such as backpacks, suitcases, etc. should be:
a. properly packaged, labeled, and inventoried with the
contents being entered into TAC 10 or listed on a property
control form and properly packaged or;
b. properly packaged and labeled with the opening secured
with a plastic evidence tag or evidence tape and entered into
TAC 10 or listed on a property control form and;
C. placed in temporary storage or submitted to evidence
When possible, females should be transported separately, from
males.
r.,
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
members 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. Transportation of a prisoner in a vehicle without a cage
requires supervisor approval and should only occur when a
vehicle with a cage is unavailable or there is a reasonable or
extenuating circumstance.
b. Where the vehicle has a security screen but one transporting
officer, the prisoner should be placed in the back seat on the
right hand side of the vehicle. When the vehicle is not
equipped with a screen and has only one transporting
officer, the prisoner shall be placed in the right front seat and
secured with a seatbelt.
C. When a prisoner is being transported in a two -officer vehicle
without a security screen, the prisoner shall be placed in the
right rear seat. The second officer shall sit in the left rear
seat.
d. 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. i
e. A solo transporting officer shall not transportmore than one
prisoner in a vehicle without a screen.
f. Prisoners may be instructed not to speak to each otfher, or
have contact with outside parties during the transport
process.
g. Prisoners should be secured in a seatbelt during transport if
the officer(s) feel they can safely do so. ;-
9. The physical wellbeing 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
ambulance to transport.
12. Prisoners should not be left unattended during transport.
13. Officers shall not engage in unrelated enforcement activities while
transporting prisoners unless failure to act would risk death or
serious bodily injury to another. In non -life threatening yet;serious
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 officer shall ensure that the watch supervisor is
5
notified. 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 wellbeing 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 prisoners 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.
19. Prisoners are considered in the custody of the Iowa City Police
Department until they are received by Johnson County Jail
personnel or released by the officer.
20. Persons who are transported for noncriminal 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
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.
6
OPs-09.7
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.
C.3
!.
REDLINE. VERSION
Red highlights are deletions
Green highlights are additions
Original Date of Issue General Order Number
March 17, 1999 99-03
Effective Date of Reissue Section Code
January 31, 2019 OPS-09
Reevaluation Date Amends
January 2020 1 OPS-09 Previous Version
C.A.L.E.A.
Chapter 70
INDEX AS:
• Use of Force
• Prisoner Transport
• Handcuffing
}a
I. PURPOSE
.4.
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.
1
OPS-09.2
III. PROCEDURES
A. Vehicle Inspection
1. 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;
C. has injuries that could be aggravated by standard ._.,
handcuffing procedures. -_
3. Known juveniles will be handcuffed only when reasonably,
necessary to ensure the safety of the officers, juvenile or others.
4. Prisoners shall not be handcuffed to any part of the vehicle during
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.
FA
OPS-09.3
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.
7. Prisoners shall not be handcuffed together.
8. Restraints used on juveniles or adults during transport to a
detention facility shall only be removed once the juvenile or adult
has reached a secure area and in accordance with the facility's
policy. Restraints used on juveniles or adults during transport to a
non -detention facility such as a local department to conduct OWI
Processing or interviews, shall only be removed once the juvenile
or adult has reached a secure area at that location.
C. Transport
Prior to transport, all prisoners shall be thoroughly searched for any
weapons or contraband.
2. Prisoners should never have property on them once arrested and
transported. All property should be placed in an appropriate
envelope and turned into detention staff, or, returned to the prisoner
upon release from custody. Officers should allow a prisoner the
opportunity to use a cell phone when requested and reasonable.
Large items such as backpacks, suitcases, etc. should be:
a. properly packaged, labeled, and inventoried with the
contents being entered into TAC 10 or listed on a property
control form and properly packaged or;
b. properly packaged and labeled with the opening secured
with a plastic evidence tag or evidence tape and tittered into
TAC 10 or listed on a property control form and; `'
C. placed in temporary storage or submitted to evidence
3. When possible, females should be transported separately from
males.
t.
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:
combatants should be transported separately;
members of rival gangs should be transported separately.
Prior to initiating transport, the officer should provide
Communications with the following information:
3
a. arrest location and destination;
b. mileage reading before and after the transport of juveniles or
members 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.
S. 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. nsportatior►'3ner in "NUMMMMW
requires supervisor appr
vehicle with a cage is
b. Where the vehicle has a security screen but one transporting
officer, the prisoner should be placed in the back seat on the
right hand side of the vehicle. When the vehicle is not
equipped with a screen and has only one transporting
officer, the prisoner shall be placed in the right front seat and
secured with a seatbelt.
C. When a prisoner is being transported in a two -officer vehicle
without a security screen, the prisoner shall be placed in the
right rear seat. The second officer shall sit in the left rear
seat.
d. 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.
e. A solo transporting officer shall not transport more than one
prisoner in a vehicle without a screen.
f. Prisoners may be instructed not to speak to each other, or
have contact with outside parties during the transport
process. �7
g. Prisoners should be secured in a seatbelt during transport if
the officer(s) feel they can safely do so. _ .
9. The physical wellbeing 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.
El
OPS-09.5
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 ffiited to
the use of an unmarked unit, transport van, or requestincjnan
ambulance to transport.
12. Prisoners should not be left unattended during transport.
13. Officers shall not engage in unrelated enforcement activities while
transporting prisoners unless failure to act would risk deattror
serious bodily injury to another. In non -life threatening yet serious
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 officer shall ensure that the watch supervisor is
5
notified. 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 wellbeing 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 prisoners 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 b;*.secured
in the provided lockers.
19. Prisoners are considered in the custody of the Iowa City Police
Department until they are received by Johnson County Jail.,
personnel or released by the officer.
20. Persons who are transported for noncriminal 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
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.
0
OPS-09.7
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.
INA
AGENDA
COMMUNITY POLICE REVIEW BOARD
COMMUNITY FORUM
ITEM NO. 1
ITEM NO. 2
ITEM NO. 3
APRIL 29, 201% 6:00 PM
IOWA CITY PUBLIC LIBRARY, RM A
123 South Linn Street, IC
CALL TO ORDER & ROLL CALL
INTRODUCTION OF BOARD
CONSIDER MOTION TO ACCEPT CORRESPONDENCE AND/OR
DOCUMENTS
ITEM NO. 4 - STATE OF THE POLICE DEPARTMENT BY CHIEF MATHERLY
- MEET IOWA CITY'S FIRST FEMALE POLICE CAPTAIN
DENISE BROTHERTON
ITEM NO. 5 PUBLIC DISCUSSION WITH COMMUNITY POLICE REVIEW BOARD
ITEM NO. 6 ADJOURNMENT
iA
COMMUNITY POLICE REVIEW BOARD
COMMUNITY FORUM
The Community Police Review Board will be holding a Community
Forum for the purpose of hearing views on the policies, practices.
and procedures of the Iowa City Police Department.
Meet Iowa City's First Female Captain
Denise Brothertan
QUESTIONS & COMMENTS:
Send your questions or comments you'd like addressed at the
forum to the following by Monday, April 15, 2019:
Please include full ^ :me and address. (All correspondence is public)
CPRB Or e-mail to CPRB staff:
City of Iowa City clhristine-olney@iowa-city.org
L_410 E Washington St, 52240
1" General News Release DRAFT PHLOV
Community invited to attend Community Police Review Board forum
The Community Police Review Board (CPRB) will host its annual Community Forum to hear
views on Iowa City Police Department policies, practices and procedures. The community is
invited to submit questions and comments that will be used during the event.
The forum will begin at 6 p.m., Monday, April 29, 2019, inside Meeting Room A of the Iowa City
Public Library, 123 S. Linn St.
Police Chief Jody Matherly and Captain Denise Brotherton will also attend the forum and be
available to meet and talk with participants.
Questions and comments are due by Monday, April 15 and can be emailed to Christine-
olnevtcDiowa-citv.oro or mailed to CPRB at City Hall, 410 E. Washington St., Iowa City, Iowa
52240. Be sure to include your full name and address as all submissions are public.
The board will try to address all questions and comments it receives.
The forum will also be recorded and later shown on City Channel 4. You can view programming
and the schedule at www.citvchannel4.00m.
2nd General News Release DRAFT b
Community Police Review Board Forum
The Community Police Review Board will host its annual Community Forum to hear
Views on Iowa City Police Department policies, practices and procedures.
The forum will begin at 6 p.m., Monday April 29, 2019 inside Meeting Room A of
the Iowa City Public Library, 123 S. Linn Street, Iowa City.
Police Chief Jody Matherly and Captain Denise Brotherton will also attend and be
available to meet and talk with participants.
Additional information about the Community Police Review Board is available at
https://www.icgov.org/city-government/boards/community-police-review board cprb
CPRB Community Forum `&&AL�Ly,Monday April 29,2019 6:00p.m.
Board members — hand out flyers (directly to People) pick different neighborhoods
(Email to Board by 3/29/18)
Publicizing Forum
• Email Notice to (Cable to run on City Channel)-2/21/19
• Email Notice to (Neighborhood Outreach) for email contacts for lists—2/21/19
• Add Meeting to City Web Event Calendar (with notice) 2/21/19
• Post Notice in City Building— City Hall 4/3/19
• Email Notice to staff of Brds/Coimn (City Clerk) — 4/3/19
• Email Notice to Dept. Heads/Division Secretaries to post (City Clerk) - 4/3/19
------------------------------------------------------------------------------------------------------
• Email Notice to UISG (City Clerk) — 4/4/19
• Hardeopy Notice in all City Buses (28 Card Stock) — To TRM 4/4/19 internal mail
-----------------------------------------------------------------------------------------------------
• I" General News Release (re: Forum) — 3/25/19 (with deadline for questions)
• (Communications) Highlights/FB/Twitter—Link to 1st General News Release 3/25/19.
• Copy of 1 st News Release/Notice in Council packet — 3/28/19 (off week packet)
• Notice in Council packet - 4/11/19
• 2"d General News Release (re: Forum) — 4/22/19 (no deadline for questions)
• Copy of 2"d Release in Council packet — 4/25/19 (off week packet)
• (Communications)Highlights/FB/Twitter— Link to 2nd News Release— 4/22/19
• Post Agenda & Agenda News Release — 4/18/19
---------------------
Videotape of Forum
Cable to videotape and re -broadcast Forum on the City Channel for couple of months
Items for Forum:
✓ Forum Agenda copies
✓ Name Plates of Board Members/Staff
✓ Calendar Year Complaint Information copies (past three years)
✓
Sign in Sheets
✓
Brochures
✓
Complaint Applications
✓
Information Sheet copies
✓
Forum Poster Board
✓
Ink Pens/Scotch Tape
✓
Recorder
After Meeting:
- Forum Meeting Minutes (Prepared by Staff as draft)
- Transcriptions of Forum
- Forum Summary Report (Prepared by Board)
Neighborhood Centers of Johnson County
P.O. Box 2491
Iowa City, IA 52244
• Email Notices to Neighborhood Ctrs (Broadway/Pheasant Ridge)
—Do by 4/8/19
ncicAncic.ora (354-2886)
J
Shelter House
tsc' ! f'
429 Southgate Ave
Iowa City, IA 52240
• Email Notices to Shelter House (sent to Crissy) —Do by 4/8/19
crisgWshelterhouseiowa.ora (351-0326)
The Housing Fellowship
322 E 2nd St
Iowa City, IA 52240
• Email Notices to Housing Fellowship — Do by 04/8/19
Inewmireahousinafellowshig.com (358-9212)
The Salvation Army
Iowa City Corps
1116 Gilbert Ct
Iowa City, IA 52240
• Email Notices to The Salvation Army — Do by 04/8/19
pam.boatengOusc.salvationarmy..ora (337-3725)
1105 FACILITY
Crisis Center of JC
1121 Gilbert Ct
Iowa City, IA 52240
• Email Notices to Crisis Center— Do by 04/8/19
adminOiccrisiscenter.org (351-2726)
Free Lunch Program
PO Box 2831
Iowa City, IA 52244
Email Notices to Free Lunch Program —Do by 04/8/19
icfreelunch0emaitcom (337-6283)
Domestic Violence Program
PO Box 3170
Iowa City, IA 52244
Email Notices to Domestic Violence Program — Do by 04/8/19
kristie(@dvioiowa.ora (356-9863) Kristie Dozer, Exec Director
No bulletin board, but will post info on website
National Alliance on Mental Illness (NAMI)
PO Box 3087
Iowa City, IA 52244
• Email Notices to NAMI — Do by 04/8/19
• marv.issah0namiic.oro (337-5400)
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COMMUNITY POLICE REVIEW BOARD
OFFICE CONTACTS
January 2019
Date Description
None.
February 12, 2019 Mtg Packet
COMMUNITY POLICE REVIEW BOARD
COMPLAINT DEADLINES
CPRB Complaint #18-02
Filed: 09/27/18
Chief's report due (90 days): 12/26/18
Chief's report filed: 12/26/18
CPRB meeting #1 (Review):
01/08/19
CPRB meeting #2 (Review):
02/12/19
CPRB meeting #3 (Review):
??/??/19
CPRB report due (90 days): 03/26/19
TENTATIVE MEETING SCHEDULE
March 12, 2019
April 9, 2019
April 29, 2019 Community Forum
May 14, 2019
June 11, 2019