Employee FAQs
On this page, you will find answers to questions SPD employees have had about OPA processes and policies that impact your role. Our goal is to help you navigate these processes easier. If you don’t see an answer to your question here, please reach out to us at opa@seattle.gov.
What happens if I receive a complaint?
You will receive a Notice of Complaint within 30 days of OPA receiving the complaint. This is required by the collective bargaining agreement and is sent to every employee named in a complaint. Receiving it does not mean a full investigation will occur. To see all of the steps in the complaint process, check the Employee Complaint Process page.
What is an Unsubstantiated Misconduct Screening?
If a complaint can be clearly disproved by evidence, the chain of command can investigate and document it, then screen it with OPA via email. The OPA Director (or their designee) then reviews the information and any relevant video to decide if the complaint is fully disproved or if it needs to be formally submitted to OPA.
Allegations that can be screened this way usually include things like excessive force, law violations, sexual assault, or unlawful search and seizure. Cases that don’t have full video evidence or have complex fact patterns usually don’t qualify. Bias complaints should go through a Bias Review or be sent to OPA as a formal complaint. If the chain of command isn’t sure, they can check with the OPA Director.
To find the UMS template in Microsoft Word, click here to review the instructions. Bias Reviews are to be submitted through BlueTeam.
What is an Expedited Investigation?
Expedited Investigations are often used for allegations that OPA must look into—like excessive force, bias, or violations of law—but the evidence (usually from in-car or body-worn cameras) clearly shows no policy or law was broken. In these instances, OPA believes it can make a decision based primarily on the initial review of the complaint. And in most cases, OPA does not interview the officers named in the complaint. Per union agreements, if OPA does not interview an officer, the allegations against them cannot be sustained. This process was created to reduce the impact on the named employees. OIG approves all cases classified for expedited investigation.
What is a Bifurcated Investigation?
A bifurcated investigation happens when a case includes more than one type of classification. OPA splits the case so it can focus on the more serious allegations or the ones it is required to investigate. The other, less serious allegations, are either sent back to the officer’s chain of command as a Supervisor Action or closed with a Contact Log if there is no policy violation.
What is Rapid Adjudication?
Rapid Adjudication (RA) is an alternative dispute resolution program that is available to sworn SPD employees represented by SPOG and SPMA. It gives officers a chance to take responsibility for behavior that is inconsistent with department policy. The employee accepts pre-determined discipline versus undergoing a full OPA investigation. This process helps resolve cases faster for everyone involved; the person who made the complaint, the officer, and OPA — while upholding principles of accountability.
If you are interested in learning more about Rapid Adjudication, please email opa@seattle.gov to see if your case is eligible.
How Should I Prepare for My Interview?
OPA recommends that you prepare for your interview by reviewing any related video, documentation, and policies. You are permitted to do this under the SPOG contract (Appendix A - Body Worn Video), except if it is for a FIT investigation. If you don’t have access to these files, ask your assigned OPA investigator. They can set up a time for you to review them at the OPA office prior to your interview. It’s the employee’s responsibility to contact their bargaining unit if they want representation during the interview.
Try to arrive at least 10 minutes before your scheduled time. During the interview, you’ll likely be asked about your understanding of the policies alleged to have been violated, which are mentioned in the Classification Notice, along with the training you’ve received.
Why am I getting a Supervisor Action if I didn’t do anything wrong?
In general, a Supervisor Action is used when there’s a performance issue or minor policy violation that doesn’t need a full investigation. Most Supervisor Actions focus on training rather than discipline. They typically ask the employee named in the complaint and their supervisor to discuss the issue. Some may require a follow up with the person who filed the complaint.
In some cases, OPA issues an “FYI” Supervisor Action when a complaint is deemed unfounded during intake but doesn’t meet the criteria to be closed as a Contact Log. In these cases, OPA tells the chain of command to do nothing except inform the named employee that the complaint was closed.
Why did I receive a PAS entry and a parallel OPA investigation?
Sometimes OPA investigates a case even if a supervisor has already counseled the named employee about it. Getting a PAS entry doesn’t stop OPA from doing its own investigation. However, OPA may consider that earlier counseling when issuing its findings.
What Happens in a Discipline Meeting?
If OPA recommends a sustained finding, the OPA Director (or someone they designate) sets up a meeting with the employee’s captain or civilian equivalent, an assistant or deputy chief, and SPD employment counsel. This group is called the “discipline committee.” Before the meeting, everyone gets the investigation file electronically and comes prepared to discuss it. Then, they review the case and ask questions about the investigation and findings recommended by OPA. If the OPA Director changes all sustained findings to “not sustained” during the meeting, then discipline is not discussed. Otherwise, the committee talks about possible discipline. After the meeting, the committee’s recommendations go to the Chief of Police, who makes the final decision on discipline.
How is discipline determined?
Proposed discipline is decided through group consensus. They consider the named employee’s work and disciplinary history, along with how similar cases have been handled in recent years. The Chief of Police makes the final disciplinary decision.
For additional insights, read OPA's Case & Policy Update article on "How Disciplinary Decisions are Reached."
Why should I participate in Mediation?
Take the opportunity to be heard, share your perspective and build community:
- Your Voice Matters – Mediation gives you a chance to explain SPD policies directly and share your perspective.
- Build Trust – Help strengthen understanding between officers and the community.
- Impact to Your Record – If mediation resolves your case, it’s dismissed and won’t appear in your personnel file or OPA Officer Card.
- Maintain your schedule – Mediation counts as on-duty time, so you’re compensated for the time you spend mediating your case.
- Shape the Future – Your participation can improve community relationships and make a real difference.
How does the civilianization of OPA supervisors change the investigation process?
The investigation is largely unchanged. According to the 2017 Accountability Ordinance and the SPMA collective bargaining agreement, OPA no longer has police Lieutenants or a Captain in the office. Instead, nine Sergeants and four civilian investigators handle complaints about SPOG members. For cases involving SPMA members, a civilian investigator at OPA heads up the investigation and OPA’s Director issues Case findings. OPA has two civilian investigations supervisors.
Does OPA pursue false reporting charges when someone makes an unfounded complaint?
No. OPA does not think it’s appropriate or within its power to file false reporting charges. However, the Unsubstantiated Misconduct Screening program helps to remove complaints without merit and it is noted in the case memo. If an SPD employee believes a complaint was intended to retaliate against or harass them, they can pursue charges on their own, with help from their union and legal counsel. In those cases, OPA would serve as a witness concerning the substance of the investigation.
How can I keep up on important OPA updates?
OPA has a monthly newsletter that highlights cases of general interest or may inform officers' day-to-day work, and pertinent policy recommendations OPA makes to SPD. Subscribe Now
How can I view my Officer Card or OPA case history?
Please email opa@seattle.gov. Your request will be directed to a staff member who can email you your Officer Card.
Will OPA publish my name online?
OPA does not publish the names of employees involved in complaints. As a public entity, however, OPA may release your case information, including your name and badge number, if a Public Disclosure Request is received.