Early Warning System (Ag Guidlines)

Front 1

EWS Performance Indicators

Back 1

1. Internal affairs complaints against the officer, whether initiated by another officer or by amember of thepublic;

2. Civil actions filed against the officer;

3. Criminal investigations of or criminal complaints against the officer;l

4. Any use of force by the officer that is formally determined or adjudicated (for example, by internal affairs or a grand jury) to have been excessive, unjustified, or unreasonable;

5. Domestic violence investigations in which the officer is an alleged subject;

6. An arrest of the officer, including on a driving under the influence charge;

7. Sexual harassment claims against the officer;

8. Vehicular collisions involving the officer that are formally determined to have been the fault of the officer;

9. A positive drug test by the officer;

10. Cases or arrests by the officer that are rejected or dismissed by a court;

11. Cases in which evidence obtained by an officer is suppressed by a court;

12. Insubordination by the officer;

13. Neglect of duty by the officer;

14. Unexcused absences by the officer; and

15. Any other indicators, as determined by the agency's chief executive

Front 2

EWS Review Process

Back 2

When 3 separate instances of performance indicators within a 12 month period will trigger the review process.

Front 3

Remedial or Corrective Action May include:

Back 3

1. Training or re-training;

2. Counseling;

3. Intensive supervision;

4. Fitness-for-duty examination;

5. Employee Assistance Program (EAP) referral; and

6. Any other appropriate remedial or corrective action.

Front 4

EWS review process procedures

Back 4

(1) formally notify the subject officer, in writing;

(2) conference with the subject officer and appropriate supervisory personnel;

(3) develop and administer a remedial program including the appropriate remedial/corrective actions listed below;

(4) continue to monitor the subject officer for at least three months, or until the supervisor concludes that the officer's behavior has been remediated (whichever is longer);

(5) document and report findings to the appropriate supervisory personnel and,if warranted,the internal affairs unit.

Front 5

Notification to County Prosecuter

Back 5

Upon initiation of review process, the Chief or designee shall make confidential written notice of:

1. Officer’s identity

2. Nature of triggering performance indicator

3. Planned remedial program

Upon completion of review process, the Chief or designee shall make confidential written notice of the outcome including any remedial action taken.