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 45 comply with the NSA. Accordingly, OPD remains in policy compliance with this task. According to OPD, it recently completed training more than 95% of relevant personnel on the new policies. The IMT will verify training on these policies and report the results in our next status report. The IMT conducted an actual practices review of Task 20 in September 2004. As of that review, OPD had not yet reached actual practice compliance with Task 20. OIG is currently auditing OPD’s compliance with Task 20. OPD has recently started including in its weekly management meetings reports on the span of control for selected OPD units. This is a positive development given the importance of ensuring adequate field supervision. We have observed occasional reports of units significantly exceeding the 1:8 span of control on certain days with little, if any, further discussion or inquiry by commanders during the management meetings. According to OPD, it discusses these issues outside of management meetings directly with relevant commanders. OPD has not yet implemented the acting sergeant selection process set forth in its new special order. If OPD does not implement the acting sergeant policy, it likely will continue to face difficulty attaining compliance with this task much less ensuring that its officers are being adequately supervised. Moreover, failing to address these deficiencies as they arise may inadvertently encourage staff to ignore policy requirements. During the upcoming reporting periods, the IMT will determine whether OPD has conducted appropriate training on the new and revised policies, and whether OPD’s actual practices comply with this Settlement Agreement provision. 4. Members’, Employees’ and Supervisors’ Performance Reviews (Task 21; S.A. IV.D.) a. Settlement Agreement Requirements • By May 5, 2004, OPD must, based on contemporary police standards and best practices, develop and implement a member, employee and supervisor performance review policy. The Settlement Agreement sets forth certain criteria that must be included in this policy. • By July 7, 2004, OPD must hold its supervisors and commanders/managers responsible for identifying patterns of improper behavior of their subordinates. Failure to identify patterns and instances of misconduct when the supervisors or commanders/managers knew or reasonably should have known of the misconduct shall constitute grounds for discipline.