fourteenth-report.pdf

Independent Monitoring Team Fourteenth Status Report of the Independent Monitor Delphine Allen, et al., v. City of Oakland, et al. July 31, 2009 to January 13, 2010 Page 44 clearly identified supervisor or manager, working the same schedule and having the same days off as the individuals whom they supervise. b. Status of Compliance and Assessment The compliance deadline for this task occurred in January 2004. As previously reported, OPD achieved policy compliance with this task by publishing and distributing the following policies: General Order A-3, Department Organization; BFO Policy 03-02, Supervisory Span of Control; and BOI Policy 04-02, Supervisory Span of Control. During the sixth reporting period, OPD attained training compliance on General Order A-3 and BFO Policy 03-02. However, OPD never completed training on BOI Policy 04-02. During the ninth reporting period, OPD replaced BFO 03-02 and BOI 04-02 by publishing General Order A-19, Supervisory Span of Control. The IMT determined that General Order A-19 incorporates the requirements of Task 19. Accordingly, OPD remains in policy compliance with this task, and the IMT has verified that OPD has trained its personnel on this policy. During the ninth reporting period, the IMT initiated an audit of OPD’s actual practice compliance with this task. We were unable to complete this audit due to significant delays in OPD’s production of the core documentation necessary to assess compliance with this task and recent changes in the Department’s Personnel records system. The Department acknowledged the deficiencies in its management of basic personnel data and undertook efforts to improve and modernize its personnel recordkeeping systems. During the tenth reporting period, both of the compliance standards for Task 19 were lowered from 95% to 85%. During the eleventh reporting period, we completed a compliance assessment of Task 19. We found that OPD was in 100% compliance with Task 19.1, requiring that each member or employee of OPD have a single, clearly identified supervisor or manager, and with Task 19.2, requiring that members and employees work the same schedules as the individuals they supervise. In stark contrast to practice when the NSA first was implemented, our review showed that all OPD members and employees had a single, clearly identified supervisor or manager. Our report included the following recommendations for improving performance in this area and maintaining compliance: 1) improve organizational tracking to ensure that OPD can quickly and reliably ascertain where members and employees work; the hours they work; and to whom they report; 2) consider providing additional supervisory coverage, either uniformed or civilian, in the Communications Division to improve the efficiency and effectiveness of this critical interface between OPD and the Oakland community; and 3) formalize the system for ensuring that significant events and job performance information is communicated between officers’ unassigned and assigned sergeants.