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 69 revised General Order is published and implemented, OPD will continue to refer to Special Order 8064, the stop-gap measure drafted to cover this task. During the sixth reporting period, the IMT conducted a review of OPD’s actual practice of Task 39 and found OPD to be out of compliance. As mentioned in our last report, our review indicated that OPD was taking few proactive steps to ensure that non- reporting members/employees are detected, and seemed to have given little thought to how it would ensure that its members/employees comply with this requirement. We made several compliance recommendations that we encouraged OPD to consider. During the last reporting period, OIG conducted an audit of Task 39. According to OIG, OPD is not yet in compliance with this task, but has made progress. OPD reports that it has begun to implement some of the proactive measures that we recommended. OPD notes further, however, that there are several steps it could be, but is not yet, taking to detect and track arrests and lawsuits of its officers. OPD reportedly is working to implement these measures and to determine the feasibility of others. The IMT was poised to audit this task during this reporting period, but OPD acknowledged that it had not yet implemented sufficient measures to attain compliance with this task. During the upcoming reporting periods, the IMT will determine whether OPD’s actual practices comply with this Settlement Agreement provision. D. 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 OPD is now referring to as the Personnel Assessment System (PAS), was due for completion in June 2005. While OPD has made significant progress towards the completion of the requirements of this section of the Settlement Agreement, it is not yet in compliance with either task in this section.