21st-quarterly-report.pdf

Twenty-First Quarterly Report of the Independent Monitor for the Oakland Police Department May 4, 2015 Page 78 The PET Coordinator submitted a draft of a policy that would require PETs to receive initial basic training and, thereafter, continuing professional training. That draft was reviewed by the officer’s commanders and returned for additional work. OPD informs us that it will be revised and resubmitted for approval during mid-2015. As we noted in our last report, we will continue to follow OPD’s progress in establishing a policy for training its PETs. OPD produced its 2014 Annual Training Needs Assessment, which contained a collection of data from a number of different sources. The document examined trends, issues, and training needs that were identified throughout OPD. The survey included a review of citizen complaints and disciplinary actions, including numbers and types of allegations; a discussion of Training Section comments and course evaluations; a review of incidents of civil liability; a discussion of external reports, such as Monitoring Team reports and articles published by the Police Executive Research Forum; a discussion of internal reports, such as audits and performance reviews; a Department-wide training needs survey; and other data. The needs assessment is a good first step toward focusing available training resources on the priorities of the Department. Additional work should now be done to evaluate the data that has been collected in order to identify OPD’s most important training needs and to establish measures of whether the training that is implemented actually produces the desired results. OPD is in Phase 2 compliance with Task 43.1.1. Compliance Status: Phase 1: In compliance Phase 2: In compliance Task 45: Consistency of Discipline Policy Requirements: On or before October 6, 2003, OPD shall revise and update its disciplinary policy to ensure that discipline is imposed in a fair and consistent manner. 1. The policy shall describe the circumstances in which disciplinary action is appropriate and those in which Division-level corrective action is appropriate. 2. The policy shall establish a centralized system for documenting and tracking all forms of discipline and corrective action, whether imposed centrally or at the Division level. 3. All internal investigations which result in a sustained finding shall be submitted to the Discipline Officer for a disciplinary recommendation. The Discipline Officer shall convene a meeting with the Deputy Chief or designee in the affected chain- of-command for a confidential discussion of the misconduct, including the mitigating and aggravating factors and the member/employee’s overall