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General Policy Information

Preface

About and Contact

Audit, Policy & Research Unit Manual

Code of Ethics

Mission Statement and Priorities

Recently Updated

Cross Reference

Latest Revision Date: 5/21/2014

Title 1 - Department Administration

1.010 - Authority and Jurisdiction

1.020 - Chain of Command

1.030 - Department Span of Control Chart

1.040 - Budget

1.050 - Grants

1.060 - Consultant Contract Administration

1.070 - Training

1.080 - Inspection and Audits

1.090 - Ticket Chain of Custody

1.100 - Ticket Audits

1.110 - Media Relations

Title 2 - Department Employment

2.020 - Appointments and Probation

2.030 - Retirements and Separations

2.050 - Collective Bargaining and Contract Management

2.060 - Grievances

2.070 - Performance Evaluations

Title 3 - Employee Welfare

3.035 - Reasonable Accommodation (ADA)

3.040 – Airborne Pathogens Control

3.045 - Bloodborne Pathogens Exposure Control

3.050 - Coordinating Officer Fatalities

3.070 - Performance Mentoring Program

3.080 - Travel Training System

3.090 - Employee Recognition Awards Program

3.170 - Honoring Those Killed in the Line of Duty

3.270 - Police Charity Committee

3.290 - Pre-Service/In-Service and Specialized Training

3.330 - Workplace Safety

3.340 - Employee Involvement Committees_JLMC

Title 4 - Human Resources

4.000 - Employee Move Tracking System (EMT)

4.005 - Police Employee Data System (PEDS)

4.010 - Employee Time Off

4.015 - Restricted Time Off for a Pre-Planned Event

4.020 - Reporting and Recording Overtime/Out of Classification Pay

4.030 - Jury Duty

4.040 - Sick Leave

4.050 - On-Duty Illness or Injury

4.060 - Long Term Disability Benefits

4.070 - Limited Duty Assignments

4.080 - Pregnancy

4.090 - Leave of Absence Without Pay

4.100 – Family and Medical Leave

4.110 - Sick Leave Donation

4.120 - Domestic Violence, Sexual Assault, and Stalking Leave

4.130 - Military Leave

4.140 - Military Spouse/Domestic Partner Leave

4.150 - Funeral Leave

Title 5 - Employee Conduct

5.001 - Standards and Duties

5.002 - Responsibilities of Employees Concerning Complaints of Possible Misconduct

5.010 - Civil Actions

5.020 - Gifts and Gratuities

5.030 - Criminal Case Testimony

5.040 - EEO Complaints and Investigations

5.060 - Employee Political Activity

5.090 - Operations Bureau General Personnel Matters

5.100 - Operations Bureau Individual Responsibilities

5.120 - Secondary Employment

5.130 - Supervisor/Employee Relationships

5.140 - Bias-Free Policing

Bias-Free Policing Frequently Asked Questions (FAQ)

5.150 - Use of Private Vehicles for City Business

5.160 - Citizen Observation of Officers

5.170 - Alcohol and Substance Use

5.175 - Critical Incident Stress Management Communications

5.190 - Court Appearances and Legal Proceedings

5.200 - Americans With Disabilities Act

Title 6 - Arrests, Search and Seizure

6.010 - Reporting Arrests and Detentions

6.020 - Arrests and Detentions of Foreign Nationals

6.030 - Body Cavity Searches

6.060 - Collection of Information for Law Enforcement Purposes

6.120 - Impounding Vehicles

6.130 - Informant Management

6.135 - Cooperating Witnesses

6.140 - Locating a Cell Phone during an Emergency

6.150 - Advising Persons of Right to Counsel and Miranda

6.180 - Searches-General

6.181 - Performing Inventory Searches

6.185 - Search Warrants

6.210 - Strip Searches

6.220 - Voluntary Contacts and Terry Stops

6.250 - Use of Non-SPD Canines

6.280 - Warrant Arrests

6.290 - Juvenile Investigations and Arrests

Title 7 - Evidence and Property

7.010 - Submitting Evidence

7.020 - Found Property

7.030 - Firearms & Shell Casings

7.040 - Dangerous or Hazardous Evidence

7.050 - Checking Out Evidence for Court

7.060 - Releasing Evidence

7.070 - Converting Evidence for Department Use

7.080 - Money Evidence

7.090 - Photographic Evidence

7.100 - Fingerprint Evidence

7.110 - Recorded Statements

7.120 - Narcotics Evidence

7.130 – Narcotics Training Aid and Investigative Use Drug Property Release

7.140 – Firearm Training Aid and Investigative Use

7.150 - Detainee Property for Safekeeping

Title 8 - Use of Force

8.000 - Use of Force Core Principles

8.050 - Use of Force Definitions

8.100 - Using Force

8.200 - Use of Force Tools

8.300 - Use of Force Reporting and Investigation

Use of Force Public Safety Statement Card

Investigating Supervisor Scene Guide

Investigating Supervisor Precinct Guide

Investigating Supervisor Documentation Guide

Involved Officer Statement Guide

Witness Officer Statement Guide

8.400 - Reviewing Use of Force

Reviewing Lieutenant Guide

Reviewing Captain Guide

8.500 - Firearms Discharge Investigations

Public Safety Statement Card

8.600 - Review of Firearms Discharges

Use-of-Force Frequently Asked Questions (FAQ)

Title 9 - Equipment and Uniforms

9.010 - Employee Dress Standards

9.020 - Uniform

Uniform Reference Catalog

9.030 - Equipment

Equipment Reference Catalog

9.040 - Uniform and Equipment Committee

9.050 - Clothing Allowance and Reimbursement for Personal Property

9.060 - Firearms

9.065 - Firearms Training and Qualification

9.100 - Department Firearms Management

Title 10 - Police Facilities & Security

10.010 - Parking at Department Facilities

10.020 - Physical Security of Police Facilities

10.060 - Holding Cell Camera System

Title 11 - Detainee Management

11.010 - Detainee Management in Department Facilities

11.020 - Transportation of Detainees

11.030 - Guarding Detainees at a Hospital

11.040 - Booking Adult Detainees

Title 12 - Department Information Systems

12.010 - Communications

12.030 - Computer Hardware & Devices

12.040 - Computer Software

12.045 - Booking Photo Comparison Software

12.050 - Criminal Records

12.055 - Criminal Justice Research

12.060 - Department Forms Control

12.070 - Department Publications

12.080 - Department Records Access, Inspection & Dissemination

12.090 - Departmental Correspondence

12.091 - Mobile Reporting Entity (MRE) Laptops

12.110 - Use of Department E-mail & Internet Systems

12.111 - Use of Cloud Storage Services

12.120 - Telephone and Facsimile Machine Use

Title 13 - Vehicle Operations

13.010 - Collisions Involving Department Vehicles

13.015 - Collision Review Board

13.030 - Emergency Vehicle Operations

13.031 - Vehicle Eluding/Pursuits

13.040 - Patrol Operations Equipment, Police Vehicles and Facilities

13.050 - Policing by Mountain Bike

13.060 - Specialty Vehicles & Equipment

13.080 - Use of Department Vehicles

Title 14 - Emergency Operations

14.010 - After-Action Reports

14.040 - Hazardous Conditions

14.060 - Serious Incident Plan

14.070 - Serious Injury or Fatality to a Police Officer

14.080 - Task Force Mobilization

14.090 - Demonstration Management

ICS Debrief Form

14.100 - Special Event Planning

Title 15 - Primary Investigation

15.010 - Arson Investigations

15.015 – Bomb Threats and Explosive Devices

15.020 - Charge by Officer

15.055 - Death Investigations (Non Traffic)

15.080 - Follow-up Unit Notification and Follow-up Investigation

15.090 - Graffiti Incidents

15.100 - Kidnapping

15.120 - Malicious Harassment

15.130 - Missing Persons

15.140 - Narcotics Activity Report

15.150 - Narcotics

15.180 - Primary Investigations

15.185 - Vulnerable Adults-Elder Abuse and Neglect

15.190 - Theft and Recovery of Vehicle, License Plates, or License Tabs

15.200 - Retail Theft Program

15.210 - Investigating Property Held by a Pawnshop or Used-Goods Store

15.215 - Domestic Violence Firearms Seizures

15.220 - Child Welfare

15.230 - Animal Control

15.240 - Boating Accidents

15.250 - Interpreters/Translators

15.260 - Collision Investigations

15.270 - Trespass Warning Program

15.275 - Enforcing Trespass in Parks

15.280 - DUI Investigations

15.290 - Stay Out of Areas of Prostitution (SOAP)

15.300 - Stay Out of Drug Areas (SODA)-Define Boundaries

15.310 - Foreign Nationals Seeking Asylum

15.320 - Police Action on Military Reservations

15.330 - Responding to Threats and Assaults on Officers

15.340 - Robbery Response

15.350 - Significant Incident Report

15.360 - Mobile Identification Devices

15.370 - Sexual Assault Investigation

Title 16 - Patrol Operations

16.010 - Adult Entertainment

16.020 - Alley Closure

16.030 - Citizen Rider Program

16.040 - Community Police Teams

16.050 - Death Notifications

16.070 - Responding to Monitored Alarms

16.080 - Fireworks Disposal and Disposition

16.090 - In Car Video System

16.091 - Body-Worn Video Pilot Program

16.100 - Patrol Training and Publications

16.110 - Crisis Intervention

16.130 - Sick and Injured Persons

16.135 - Excited Delirium

16.140 - Traffic Direction and Control

16.150 - Snow and Ice Plan

16.160 - Ticket Vendors

16.170 - Automatic License Plate Readers

16.180 - Patrol Operations Order

16.190 - Labor Management Disputes

16.230 - Issuing Tickets and Traffic Contact Reports

16.231 - Cancelling and Voiding Tickets

16.240 - Mutual Assistance

16.250 - Interaction with the University of Washington Police Department

2.070 – Performance Evaluation

Effective Date: 5/13/2011

I. Policy

A. A vital tool in maintaining the professionalism of the Seattle Police Department is an effective system of evaluating employee performance. Performance evaluations allow the supervisors to evaluate whether subordinates are performing the job they were hired and/or promoted to do; measure the quantity and quality of their work; provide rewards for exceptional work; identify specific problems and corrections to improve deficiencies.

Performance evaluations create an opportunity for supervisors to gain a deeper understanding of an employee’s attitudes and strengths. In return, this will allow the employee to know exactly how they are performing, and what they can do to improve their value to their peers, the department, and the community.

It shall be the responsibility of the Captains to delegate evaluations to the applicable supervisor for each employee under their command. Captains will ensure evaluations are completed on time and shall review their content prior to submission to Human Resources Section.

It shall be the responsibility of each supervisor to record the performance of their subordinates and their training needs, utilizing the ratings, measurements, and procedures as established in the Guide to the Performance Appraisal System.

II. Procedure

A. Sworn Employees

1. Throughout the year each sworn employee shall be rated by their immediate supervisor. Any notable incidents or events involving the employee will be documented in the evaluation system. A rating above or below standard should include documentation and specific examples of behavior. Evaluation criteria shall include a review of the employee’s E.I.S. activity, commendations, record of sustained complaints, vehicle collision history, line counseling, discipline, exemplary behavior, and involvement in assigned projects. Employees will be notified whenever their job performance is deemed unsatisfactory. Such notification will normally be given prior to completion of the current evaluation cycle. Periodic performance evaluations using the software provided by Human Resources that correspond to the respective positions shall be completed.

Upon completing the annual evaluation, the supervisor shall meet with the employee and discuss the evaluation. During the interview the employee shall have an opportunity to have questions concerning the evaluation answered by the supervisor and be permitted to make written comments on the Performance Appraisal Form (PAF) in the space provided. The evaluations shall then be reviewed by the rater’s commanding officer and forwarded to Human Resources on the following schedule:

a. Probationary sworn employees in the field training program (Phase II Training) shall be evaluated per current Field Training and Evaluation Program standards.

b. Upon completion of Phase II Training, the probationary sworn employee will advance to Phase III Training. During Phase III training and until the end of the probationary period, the assigned FTO will complete an Alternate Weekly Observation Report. A Monthly FTO Supervisor’s Report will also be completed until the end of the student’s probationary period.

(1) Police recruits (Phase I Training) are not included in this system and will be evaluated by the State Criminal Justice Training Academy through the Basic Law Enforcement Training program or an appropriate training program conducted or contracted by the Department.

c. All non-probationary sworn employees will be evaluated a minimum of once a year, within 20 days of the employee’s hire date.

B. non-sworn Employees

1. The Police Department has implemented a performance evaluation system for non-exempt non-sworn employees. As with the sworn evaluation system, the primary goal of the non-sworn evaluation system is that non-sworn employees are meeting the Department’s performance standards for their respective positions.

2. Each non-sworn employee shall be evaluated by their immediate supervisor using the appropriate performance standards, ratings, measurements, and software distributed by Human Resources, per the Guide to the Performance Appraisal System. Employees will be notified in writing whenever their job performance is deemed unsatisfactory. Such notification will normally be given prior to completion of the current evaluation cycle. Upon completing the evaluation, the supervisor shall meet with the employee and discuss the evaluation, answering any questions the employee may have. During the evaluation meeting, the employee shall be permitted to write on the Performance Appraisal Form any comments relevant to the evaluation. The PAF shall then be reviewed by the next supervisor in line and forwarded to Human Resources on the following schedule:

a. Once a year for all non-probationary employees,

b. Every three (3) months for probationary employees, and

c. Every three months for employees placed on the Special Evaluation Cycle who are chronically performing at a deficient level.

C. Evaluation Appeals

1. Supervisors and managers shall provide a copy of the completed Performance Appraisal Form to the evaluated employee. If an employee disagrees with an evaluation and believes that ratings or comments on the evaluation are inaccurate or unjustified, and should be modified or removed, the employee may appeal the evaluation.

III. Guidelines

A. Supervisors will ensure that the following information is captured within the Performance Evaluation System in the respective categories for all police officers:

1. Conduct and Professionalism-An activity log for each employee will be maintained in the review section (text box) noting:

a. Specific incidents of behaviors that support a rating that exceeds job requirement in this competency.

b. All OPA activity, Early Intervention System Information, line investigations, and follow up to investigations including corrective actions.

c. Specific incidents that demonstrate behaviors in support of any rating indicating unsatisfactory job performance or areas in need of improvement. The incident notation should include follow-up and training that was provided.

2. Professional Knowledge-An activity log for each employee will be maintained in the review section (text box) noting:

a. Specific incidents demonstrating exceptional knowledge or application in the areas covered by this competency.

b. All Department-related training that the employee has received (including roll-call, Street Skills, specialty weapons, or other professional development training whether or not it was Department sponsored).

c. Specific incidents that demonstrate behaviors in support of any rating indicating unsatisfactory job performance or areas in need of improvement. The incident notation should include follow-up and training that was provided.

3. Problem Solving/Decision Making-An activity log for each employee will be maintained in the review section (text box) noting:

a. Specific incidents demonstrating exceptional knowledge or application in the areas covered by this competency.

b. All Department-related special projects, assignments, or activities, including pro-active patrol projects..

c. Specific incidents that demonstrate behaviors in support of any rating indicating unsatisfactory job performance or areas in need of improvement. The incident notation should include follow-up and training that was provided

4. Teamwork-An activity log for each employee will be maintained in the review section (text box) noting:

a. Specific incidents demonstrating exceptional knowledge or application in the areas covered by this competency

b. Specific incidents that demonstrate notable leadership ability

c. Specific incidents that demonstrate behaviors in support of any rating indicating unsatisfactory job performance or areas in need of improvement. The incident notation should include follow-up and training that was provided

5. Routine and Emergency Response-An activity log for each employee will be maintained in the review section (text box) noting:

a. Specific incidents demonstrating exceptional knowledge or application in the areas covered by this competency

b. Cite all Use of Force Reports where any issues were identified and the related follow-up and training. List numerical Use of Force data from the AIM System.

c. List specific incidents that demonstrate behaviors in support of any rating indicating unsatisfactory job performance or areas in need of improvement. The incident notation should include follow-up and training that was provided.

6. Technical Skills-An activity log for each employee will be maintained in the review section (text box) noting:

a. Specific incidents demonstrating exceptional knowledge or application in the areas covered by this competency.

b. Cite all Department vehicle collision involvement, including disposition and follow-up activity.

c. Cite all instances where the employee demonstrated aptitude for detective or other specialized assignments within the Department.

d. Specific incidents that demonstrate behaviors in support of any rating indicating unsatisfactory job performance or areas in need of improvement. The incident notation should include follow-up and training that was provided.