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General Policy Information


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Audit, Policy & Research Unit Manual

Code of Ethics

Mission Statement and Priorities

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Cross Reference

Latest Revision Date: 12/1/2014

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 - Preparing for Criminal Case Interviews

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 Miranda

6.180 - Searches-General

6.181 - Performing Inventory Searches

6.185 - Search Warrants

6.210 - Strip Searches

6.220 - Voluntary Contacts, Terry Stops & Detentions

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 - Non-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

8.210 - OC Chain of Custody

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

Officer Involved Shooting-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

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

11.050 - Detainee Property

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

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

15.160 - Marijuana Enforcement

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 Surrender

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

3.070 – Early Intervention System

Effective Date: 12/4/2009


An Early Intervention System (EIS) and Program has been developed for the purposes of identifying and supporting Department employees who demonstrate symptoms of job stress, training deficiencies and/or personal problems that may affect job performance. The first tier shall consist of several criteria that will be used to identify employees that exhibit certain defined stress indicators. The second tier shall consist of a series of steps and actions designed to intervene in the employee’s behalf in a positive and supportive manner.

The purpose of the Program shall be to identify employees exhibiting signs of stress, intervene and provide support and counseling before the stress can affect the employees’ performance or result in conduct that is contrary to the mission and fundamental values of the Seattle Police Department. The ultimate goal of the program is to support the employee’s career development through counseling, training and correcting behaviors that may cause performance concerns.


The Seattle Police Department Early Intervention System is an element of an effective and supportive personnel management program. An essential feature of this program is the early identification of employees who demonstrate potential symptoms of job stress, training deficiencies, or personal problems that affect safety or job performance. If identified for early intervention, various assistance strategies shall be tailored to address the specific issues affecting the employee.

The Early Intervention System shall employ intervention strategies that are not punitive or disciplinary in nature. Using a two-tiered approach, the Early Intervention System and Program shall identify and support employees who demonstrate characteristics that may affect job performance. The first tier shall consist of several objective, job-related Indicator Criteria to identify employees who exhibit certain defined stress indicators. The second tier shall consist of intervention strategies designed to assist the employee in a positive and supportive manner.

An employee shall be subject to review by the EIS Review Team when threshold levels for certain Indicator Criteria are met as described in the Matrix of Indicator Criteria and Threshold Levels (see page 2).

I. Definitions

A. Ad Hoc Participants: Department employees who may be added to an intervention review process whenever pertinent or necessary.

B. Aggregate Indicator: An accumulation of certain Indicator Criteria to a defined threshold number and is then itself considered an Indicator Criteria and may trigger an intervention action when such aggregate number is reached.

C. EIS Review Team: An unbiased, objective group of Department employees established for purposes of providing a systematic and comprehensive review of defined Indicator Criteria when such review is necessary and rendering an Intervention Recommendation to the Chief of Police.

D. EIS Coordinator: A sworn employee assigned to the Human Resources Section at the rank of Sergeant or higher responsible for monitoring EIS data, administering the automated EIS Program, and acting as facilitator of the EIS Review Team.

E. Ex Officio: A non-voting member or participant.

F. Indicator Criteria: An event or incident that is used as a marker or indicator that may trigger an intervention review.

G. Intervention Strategies: A series of actions or steps designed and recommended by the EIS Review Team to assist the employee in a positive and supportive way.

H. Threshold: A point of level that, when reached, may trigger an intervention action.

II. Matrix of Indicator Criteria and Threshold Levels

Indicator Criteria Threshold Levels

A. Receipt of commendations or awards. Reviewed by the Chief’s Office for consideration of additional recognition.

B. Supervisory recommendations. Each will be reviewed.

C. Use of force. Seven (7) incidents of use within 6 months.

D. Vehicle collisions. Three (3) within 24 months (preventable and nonpreventable).

E. Failure to appear for court. Three (3) incidents within 12 months.

F. Failure to appear for training. Three (3) incidents within 24 months.

G. Named in Police Action Claims or lawsuit against the City/Department. Two (2) or more within 3 years.

H. Receipt of OPA or EEO complaints. Three (3) complaints within 12 months.

I. Aggregate indicator. Five (5) incidents involving Indicator Criteria D. through H. within a 12-month period.

NOTE: Additional Indicator Criteria and associated Threshold Levels may be developed under the program, as necessary.

III. Intervention Review Protocol

A. EIS Review Report.

1. The Early Intervention System and Program has been established to provide an objective, systematic review of defined intervention criteria. It is designed to identify certain behavior indicators that may otherwise be insignificant when examined individually and, in so doing, allow the Department to support and assist the employee in addressing identified behavior patterns.

2. The employee’s immediate supervisor and chain of command shall be involved in the analysis of any employee identified as qualifying for the EIS Program. Once an employee is identified for EIS review, the EIS Coordinator in Human Resources shall notify the appropriate supervisor. The employee and his or her supervisor shall meet to review and discuss the initiating criteria and any other relevant circumstances. At the meeting, the supervisor will:

a. Explain the purpose and process of an EIS Review.

b. Discuss the factors leading to the review.

c. Attempt to identify any causes that may have led to the review.

3. In order to obtain a more complete view of an employee’s situation, the complete EIS review shall include as appropriate, but is not limited to, a review and discussion of the following:

a. Assignments during and immediately prior to the identified period (the period of time during which the criteria that triggered the review occurred).

b. Any performance evaluations during that period, and/or interviews with present and prior supervisors.

c. Commendations, letters of appreciation, and awards.

d. All complaints and findings.

e. On-duty vehicle collisions and off-duty vehicle collisions if operating a city vehicle.

f. Available information in tort claims or lawsuits.

g. Training history.

h. Use of force.

i. Absenteeism and other leave usage in conjunction with the Department’s Wellness Program.

j. Number of arrests for obstructing, resisting arrest, or hindering a law enforcement officer.

k. Any other information that may prove helpful in the overall evaluation.

4. The supervisor shall prepare an EIS Review that outlines the initial meeting with the employee, outlines the information reviewed, and any supervisory recommendations, which may include the recommendation of no further action.

5. The review shall be completed within thirty days of notification by the EIS Coordinator and forwarded back to the EIS Coordinator in Human Resources who will determine if the review is to be forwarded to the EIS Review Team.

6. The EIS Review Team shall conduct a review and analysis of the EIS Review Report and make a determination on whether or not there is a need for an intervention.

IV. Intervention Process

A. If applicable, the employee’s supervisor and the next supervisor in the chain of command shall meet with the EIS Review Team.

B. The Early Intervention System employs intervention strategies that are not punitive or disciplinary in nature and that are separate from the complaint investigation and discipline processes. The consideration of complaints in determining intervention strategies does not imply that these complaints have been or will be sustained. Should it be determined that an intervention is needed, intervention strategies may include, but are not limited to:

1. Review of related Departmental policies.

2. Coaching (a form of non-disciplinary counseling, by the employee’s supervisor or other organizational resource)

3. Career Development Activities, including training (e.g.: individual training, complaint avoidance, verbal de-escalation, EVOC, defensive tactics, cultural diversity, human behavior, stress management, conflict management) and potential assignment options.

4. Referral to identified counseling or therapy program.

C. Intervention is not disciplinary, and shall not be used instead of disciplinary action, which is a separate process from EIS. However, an EIS action does not preclude the investigation of an incident and any discipline that may result.

D. Participation by Departmental employees in recommended intervention(s) may be voluntary or mandated.

E. The EIS Review Team shall make a determination as to whether an intervention will be mandatory.

F. The Chief of Police or designee shall approve All EIS Review Team recommendations for an intervention strategy.

G. Participation in Departmentally mandated intervention strategies shall be considered on-duty for timekeeping purposes.

H. Following a decision by the EIS Review Team that intervention is appropriate, the employee’s next two levels of supervision and other members of the chain of command that the supervisor deems appropriate shall meet with the employee to:

1. Review with the employee any issues identified during the review and any available, recommended or mandated intervention strategies.

2. Clarify and answer any questions the employee may have about the process, the issues or the intervention strategies.

3. Obtain additional input from the employee on EIS Review Team recommendations.

4. Advise the employee of any other resources available that may be of assistance.

I. The Bureau Chief of the affected employee shall have ultimate responsibility for ensuring that recommendations of the EIS Review Team are implemented within a reasonable time, usually not to exceed 24 days from the time the recommendation was made and forwarded back to the EIS Coordinator.

J. The employee’s supervisor shall be responsible for monitoring and notifying the EIS Coordinator, no less than monthly, of the status of any intervention strategy until it is completed.

V. Post Intervention Monitoring

A. Once the employee has completed the recommended intervention strategy, the employee’s supervisor shall notify the Bureau Chief through the chain of command, who shall then notify the EIS Coordinator.

VI. Roles & Responsibilities

A. The Early Intervention System and Program shall be facilitated and administered by the Human Resources Section. The EIS Review Team shall consist of the EIS Coordinator, the SPD HR Director, the Department Legal Advisor, the Training Captain, the Bureau Chief of the affected employee, a designated union representative and ad hoc participants, as appropriate. The Human Resources Section will complete an annual evaluation of the Early Intervention System and Program and document their findings.

B. The roles and responsibilities of each participant are as follows:

1. EIS Coordinator.

a. The EIS Coordinator shall serve as an ex officio member of the EIS Review Team and shall monitor the EIS data for the occurrence of employees who have reached established EIS criteria threshold(s). Upon recognition that an employee has reached such a status or has a new event for a previously reviewed criterion, the EIS Coordinator shall notify the appropriate supervisor and request that an assessment of circumstances is provided. Upon receipt of the report summarizing this assessment the EIS Coordinator shall monitor the review and the intervention process.

2. SPD HR Director.

a. The SPD HR Director shall present information related to personnel, labor and employment law issues.

3. Department Legal Advisor.

a. The Department Legal Advisor shall represent the legal rights and obligations of the Department.

4. Training Captain.

a. The Training Captain shall identify internal and external training opportunities and resources that could be made available to the employee. The Training Captain shall further address broad based Departmental needs that may be a direct result of the event(s) in question.

5. Bargaining Unit Representative.

a. A bargaining unit representative shall be present during discussion(s) of the EIS Review Team. As a non-disciplinary proceeding, participation shall be focused on identifying the context of the working environment and resources available to the employee.

6. Bureau Chief.

a. Upon notification by the EIS Coordinator that one of his/her employees has triggered an intervention review, the Bureau Chief shall direct the appropriate chain of command in making an assessment of related circumstances and providing a report of findings to the EIS Coordinator. The Bureau Chief may present the findings and report regarding the employee’s EIS record to the EIS Review Team. The Bureau Chief shall be responsible for ensuring that all recommendations for intervention are implemented. The interventions shall be implemented within a reasonable time, usually not to exceed 24 days from the time the recommendation was issued.

7. Ad Hoc Participants.

a. Additional participants will be included as appropriate to the specific nature of or interest in the triggering criteria.

VII. System Integrity

A. The Department shall ensure that the Early Intervention System is free of erroneous information. When an employee disagrees with information contained in his or her EIS report, the information in question should be brought to the attention of the employee’s supervisor. The supervisor will communicate these details by requesting a review for a change or removal with the supporting documentation. The request for change must be made in writing by the employee’s immediate supervisor and approved by the next supervisor in the chain of command, who will then forward it to the attention of the EIS Coordinator. The EIS Review Team shall review the information submitted, make further inquiry if necessary, and advise the concerned supervisors of the historical documentation in the files. The EIS records shall be changed when they are shown to be incorrect. Moreover, if documentation is received that supports change in the EIS record for one employee and there are other involved employees with the same standing
, changes will be made for all employees accordingly.

VIII. Access To Early Intervention System & Data

A. Upon request, employees shall be given a copy of their own existing EIS Review Report(s) on file. Additionally, supervisors may provide employees with a copy of their EIS Review Report with the annual Performance Evaluation. Supervisors can obtain copies of their employees’ reports via the EIS Coordinator. The Chief of the Field Support Bureau shall approve exceptions to the policy on access levels. Users of EIS data shall be strictly held accountable for the information’s privacy and confidentiality. Inappropriate use may result in discipline and possible criminal prosecution.

B. Any request for specialized reports using the EIS data shall be directed to the EIS Coordinator and approved by the Chief of the Field Support Bureau.

IX. Retention of Records

A. Records associated with EIS shall be maintained in accordance with the State of Washington General Retention Schedule for Law Enforcement Agencies.