ninth-report.pdf

Independent Monitoring Team Ninth Status Report of the Independent Monitor Delphine Allen, et al., v. City of Oakland, et al. May 13, 2006, to November 30, 2006 Page 5 across the country tell new officers to “forget what they learned in the academy” is probably overstated, there is little doubt that some FTO programs do not adequately reinforce departmental values, often at the expense of professional policing and a culture of integrity. The requirements of the NSA in this area are aimed fundamentally at ensuring that, within OPD, officers’ training in the field is consistent with and reinforces the training received in the police academy, including teaching positive departmental and community values. We have been consistently impressed with the diligence and energy the Department has exhibited in this area, and our audit of this task during this reporting period makes clear that these efforts are reaping results. The Department has made significant improvements in a number of areas, from the manner in which it selects, trains, and evaluates Field Training Officers, to its incorporation of FTO and trainee feedback to improve both the FTO and Academy programs. For example, our review showed that OPD is adhering in practice to its policy requirements that individuals interested in serving as an FTO demonstrate not only knowledge of Departmental policies and procedures but also leadership skills, professionalism, ethics, and commitment to community policing. These officers must also attend an FTO training program. The training program that OPD has implemented to prepare officers to assume the duties of an FTO has been certified by California’s Commission on Police Officer Standards and Training. As a result, other law enforcement agencies now send their officers to OPD to learn how to become successful FTOs. Other reforms to the FTO program include measures to evaluate trainee officers and provide them feedback on their performance. OPD elicits regular feedback from trainee officers about their field training experiences, including whether the officers have noticed any discrepancies between what is taught in the academy and what they are learning in the field. The trainee officers provide this feedback through written questionnaires and by participating in periodic focus groups. The results of these focus groups are reviewed by police management with the explicit purpose of improving both academy and field training. Much of the success of the program can be directly attributed to the officer who serves as the Field Training Program Coordinator (FTPC). The FTPC is a talented, well- respected officer who is conscientious, organized, and thoughtful. We have been extremely impressed by his strong leadership, organizational skills, and tireless dedication to modernizing and improving OPD’s Field Training Program. The FTPC’s open-door policy and approachable demeanor have helped to foster an environment in which trainees and FTOs alike routinely provide him information, ask questions, and seek his advice and input. He is a skilled supervisor and trainer who regularly takes advantage of “teachable moments” to discuss ethics and departmental policies as they relate to practical experiences facing both experienced and new officers. As required by new program policies, among his many duties, he hosts regular staff meetings with FTOs, evaluates their performance, and convenes focus groups of trainee officers to learn about their field training experiences.