combined-10th-11th-report.pdf

Negotiated Settlement Agreement, Combined Tenth and Eleventh Semi-Annual Report December 2008 activities of Department personnel. The iPAS is used to assist supervisors in identifying employees who need counseling, intervention, or remedial help as well as to recognize superior performance. The Personnel Assessment System (PAS) Administration Unit uses the data contained in iPAS to develop quarterly threshold reports that identify officers and employees who may be exhibiting at-risk behaviors, poor performance, or exceptional positive activity. The implementation of PAS has significantly increased the culture of accountability within the Department. Supervisors, managers, and commanders cannot disavow knowledge of personnel performance issues, as this data is made accessible to them for each of their subordinates. With this information readily available, supervisors are better equipped to manage the performance of their subordinates, commending when appropriate and taking effective corrective action when necessary. Accomplishments in Officer Supervision, Community Policing, and Crime Fighting Efforts Departmental accountability has been improved by implementing policies and procedures that require supervisors to evaluate tactical decisions, identify training needs, and approve arrests in the field, Supervisor span of control has been reduced to one sergeant for every eight officers, permitting closer attention to squads. In January 2008, the Department reorganized its patrol function to a geographic system of policing and began a new schedule (12 hour shifts) to improve consistency of staffing and continuity of supervision. The Department continues to increase community policing efforts. Personnel from the Department’s Bureau of Field Operations attend quarterly meetings with community members at local Neighborhood Crime Prevention Council meetings, allowing residents to get information from the Department and help in identifying criminal and quality of life issues that are affecting the community. Problem-Solving Officers (PSOs) continue to be a cornerstone of the Department’s community policing efforts, working daily with community members on projects they have deemed important in their respective neighborhoods. The Department has invested heavily in the area of outreach, especially to local youth. Improvements in Departmental Training The Training Division is committed to providing high-quality, professional training to Department personnel and ensuring that instruction is supportive of OPD’s values, ethics and philosophy. The Training Division has implemented a mentoring program to assist Police Officer Trainees in any issues that may arise during their training. It has also developed a better evaluation process for grading instructors on the quality of their instruction. As a result of these programs, a rigorous selection process, and the use of rubrics in the training and testing of recruits, the Police Academy attrition rate has dropped 10% from the average rate of prior Academies. COMPLIANCE SUMMARY UPDATE There are three phases of compliance: policy compliance, training compliance, and actual practice compliance. Policy compliance is achieved when a policy regarding a specific task is completed and approved by the IMT. Training compliance is achieved when the Department has trained 95% of the required personnel and can document that achievement. Actual practice 3