21st-quarterly-report.pdf
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Twenty-First Quarterly Report of the Independent Monitor
for the Oakland Police Department
May 4, 2015
Page 63
of this meeting shall be to review the member/employee’s performance and
discuss the issues and recommended intervention strategies. The
member/employee shall be dismissed from the meeting, and the designated
commander/manager and the member/employee’s immediate supervisor shall
remain and discuss the situation and the member/employee’s response. The
primary responsibility for any intervention strategies shall be placed upon the
supervisor. Intervention strategies may include additional training,
reassignment, additional supervision, coaching or personal counseling. The
performance of members/ employees subject to PAS review shall be monitored by
their designated commander/manager for the specified period of time following
the initial meeting, unless released early or extended (as outlined in Section VII,
paragraph B (8)).
8.
Members/employees who meet the PAS threshold specified in Section VII,
paragraph B (6) shall be subject to one of the following options: no action,
supervisory monitoring, or PAS intervention. Each of these options shall be
approved by the chain-of-command, up to the Deputy Chief/Director and/or the
PAS Activity Review Panel.
Members/employees recommended for supervisory monitoring shall be monitored
for a minimum of three (3) months and include two (2) documented, mandatory
follow-up meetings with the member/employee’s immediate supervisor. The first
at the end of one (1) month and the second at the end of three (3) months.
Members/employees recommended for PAS intervention shall be monitored for a
minimum of 12 months and include two (2) documented, mandatory follow-up
meetings with the member/employee’s immediate supervisor and designated
commander/manager: The first at three (3) months and the second at one (1)
year. Member/employees subject to PAS intervention for minor, easily
correctable performance deficiencies may be dismissed from the jurisdiction of
PAS upon the written approval of the member/employee’s responsible Deputy
Chief, following a recommendation in writing from the member/employee’s
immediate supervisor. This may occur at the three (3)-month follow-up meeting
or at any time thereafter, as justified by reviews of the member/employee’s
performance. When a member/employee is not discharged from PAS jurisdiction
at the one (1)-year follow-up meeting, PAS jurisdiction shall be extended, in
writing, for a specific period in three (3)-month increments at the discretion of the
member/employee’s responsible Deputy Chief. When PAS jurisdiction is extended
beyond the minimum one (1)-year review period, additional review meetings
involving the member/employee, the member/ employee’s designated
commander/manager and immediate supervisor, shall take place no less
frequently than every three (3) months.
9.
On a quarterly basis, Division/appropriate Area Commanders and managers
shall review and analyze relevant data in PAS about subordinate commanders
and/or managers and supervisors regarding their ability to adhere to policy and
address at-risk behavior. All Division/appropriate Area Commanders and
managers shall conduct quarterly meetings with their supervisory staff for the