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 82 During the twelfth reporting period, OPD drafted a revised version of General Order E- 3.1. The IMT reviewed and approved the policy, finding it a reasonable and workable alternative to the original draft. The revised policy was published during the current reporting period and the IMT confirmed that OPD has trained 95% or more of relevant personnel on this policy. During the current reporting period, the IMT conducted an actual practice compliance review with this task. We found that OPD now has in place systems for proactively identifying OPD members or employees who have been arrested or become involved in a civil suit that may be relevant to their work. OPD also has in place systems for reviewing whether persons transferring to sensitive positions may be involved in a civil suit that may be relevant to their work. We further found that where OPD learns of individuals who were arrested and did not properly notify OPD, they are held accountable. OPD is now in compliance with Task 39. This task will not be actively monitored under the MOU. If the Monitor observes material non-compliance with this task, the Monitor may conduct reviews as necessary to determine whether the City has fallen out of substantial compliance and the extent and nature of the alleged deficiency. (MOU, paragraph 11.) C. Personnel Assessment System (PAS) (Tasks 40–41; S.A.VII.) Section VII of the Settlement Agreement, Tasks 40–41, requires OPD to develop a computerized relational database that will permit it to record, track and retrieve data necessary for OPD to appropriately supervise and manage members and employees. Use of such systems is becoming increasingly common as police departments seek to effectively gather and organize data traditionally recorded in a variety of formats and locations. It is widely believed that better tracking of this information facilitates consistency in performance evaluations, corrective actions, and other management decisions. OPD’s system, which is now referred to as the Personnel Assessment System (PAS), was due for completion in June 2005. Working closely with OPD, the City’s information technology staff completed development of a computerized early identification and intervention system (IPAS) that includes all but one of the data fields required by the NSA. IPAS is available to OPD supervisors and commanders throughout the Department to assist them in managing their subordinates. The system is an impressive accomplishment and garnered an honorable mention in a national technology solutions competition held by the Public Technology Institute. Now that OPD has this powerful tool at its disposal, the key will be to ensure that it provides supervisors and commanders throughout the agency with the training necessary to understand and use the system as intended, and that OPD hold them accountable for doing so. While IPAS is capable of quickly and efficiently providing OPD supervisors and commanders with an array of information about personnel, it is not a substitute for day-to-day supervision. The success of these NSA requirements will stand or fall on the Department’s supervisors’ and commanders’ ability and willingness to identify employees who may be exhibiting at risk or exemplary behavior and to intervene as appropriate.