combined-10th-11th-report.pdf

Negotiated Settlement Agreement, Combined Tenth and Eleventh Semi-Annual Report December 2008 awards, pursuits, and vehicle collisions. The information is delivered to supervisors, managers and commanders through a secured intranet application known as the i-PAS SuperViewer. Employing the PAS process and accessing critical data via i-PAS, the PAS Administration Unit is now able to develop quarterly threshold reports that identify officers and employees who may be exhibiting at-risk behaviors, performing poorly, or doing exceptionally well. (Identification of superior work performance has been a benefit of the PAS and I-PAS systems.) Persons meeting a threshold as identified by the PAS Activity Review Panel are subjected to a comprehensive PAS Activity Review and Report conducted by their immediate supervisor and reviewed via the chain of command. From this review, supervisors may recommend one of four options: 1. Intervention — An area of concern exists and a specific strategy must be implemented to address the area of concern. 2. Supervisory Monitoring — A performance issue exists and a monitoring plan is required, with timelines for evaluation. 3. No Action — A threshold was met, but no at-risk behavior or deficiency was identified. 4. Recognition — Performance was exceptional and commendation or award is recommended. The supervisors’ recommendations must be reviewed and accepted via the chain of command and the PAS Activity Review Panel. Once accepted, recommended actions must be taken and follow-up must be provided for intervention and supervisory monitoring. Since the publication of the PAS policy, iPAS has generated seven threshold reports. There have been 23 members/employees placed in intervention and 18 in supervisory monitoring as of November 25, 2008. In addition, seven members/employees have been recommended for recognition. PAS and i-PAS are not just technological and policy achievements. 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. Creation of i-PAS is a significant achievement for the Department. It is an award-winning system, recognized in 2007 by Project Management International (3rd Place Project of the Year Award for government technology solutions; only U.S. recipient of this award) and by the Public Technology Institute (Honorable Mention, Technology Solutions Awards: Public Safety and Emergency Management). The Department’s efforts in personnel assessment have been recognized by other law enforcement agencies, which have requested information on PAS and i- PAS as they work to create their own intervention systems. ACCOMPLISHMENTS IN OFFICER SUPERVISION, COMMUNITY POLICING, AND CRIME FIGHTING EFFORTS Supervisory Oversight The Agreement required the Department to implement a number of changes to improve supervisory oversight and accountability measures. Policies and procedures have been adopted 12