Commission on Accreditation for Law
Enforcement Agencies, Inc.
“Recent Standards & Standard
Changes”
For the time period of November 2013 – November 2014
Albuquerque, NM. Conference
TODAY’S AGENDA
1. Function of the Standards Review and
Interpretation Committee (SRIC).
2. Review standards changes in past 12
months.
3. Provide some interpretations of the
changes as appropriate.
STANDARD REVIEW AND
INTERPERATION COMMITTEE (SRIC)
1. It is comprised of professionals and experts in the
field of public safety.
2. Continually review standards.
3. Add, revise or delete standards when necessary.
4. Provide “formal” interpretations.
CALEA Commission Bylaws - Section 8.3
“This Committee will consider and act upon requests to revise
the text of the standards manuals, and will recommend to the
full Commission amendments to and deletions of existing
standards, commentaries, levels of compliance, glossary terms,
official interpretations and introductory narratives; as well as
additions of new standards, commentaries, levels of
compliance, glossary terms, official interpretations and
chapters. The Committee will also review and act on waiver
requests, conduct hearings and rule on appeals of staff
decisions, enforce compliance with standards, and interpret
standards.”
CALEA Commission Bylaws - Section 8.3
“Following Committee and Commission preliminary approval,
staff will submit recommendations to credentialed agencies,
agencies in self-assessment that request an opportunity to
comment, the four founding associations, and other
organizations as appropriate. Replies will be analyzed by staff
and revisions made as necessary. Staff's recommendations will
be submitted to the Standards Review and Interpretations
Committee for approval and then to the Commission for final
approval. Following final approval by the Commission,
amendments will be incorporated into the appropriate
standards manual(s).”
CALEA Commission Bylaws - Section 8.3
“Requests for revisions to the standards manuals may originate from
agencies, citizens, other committees of the Commission, and staff, amongst
others. As directed by the Standards Review and Interpretations Committee,
staff will study the requests and make recommendations to them.
Waiver Requests: The Committee will review agencies’ requests for waivers
and recommend approval or disapproval to the full Commission. (Note that
waivers are provisionally granted, pending the on-site examination by
Commission assessors, who are instructed to confirm agencies’
representations about the waiver request and report their findings.)”
CALEA Commission Bylaws - Section 8.3
“Appeals: The Committee will review agencies' appeals of staff decisions
and forward its recommendations to the full Commission. Appeals may be
prompted by staff decisions in such areas as agency eligibility, identification
of applicable standards, waiver requests, interpretations of standards,
adequacy of self-assessment documentation, on-site assessment findings
and other program issues.
Compliance Enforcement: The Committee will conduct inquiries regarding
reports from Commissioners, staff, agency annual reports, or third parties
alleging that accredited agencies are not in compliance with one or more
applicable standards. Upon completion of this inquiry, the Committee will
recommend an appropriate action to the full Commission.”
CALEA Commission Bylaws - Section 8.3
“Interpretations: The Committee will interpret
standards statements for agencies and staff.
The Committee will undertake other projects as
assigned by the Chair.”
Things to Do!
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Read the Standard carefully.
Read the Commentary language.
Watch for new Glossary Terms.
Is it time sensitive?
Will I need to revise policy/procedure?
How long will it take to become effective?
When Does It Become Effective?
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Immediately – Will be noted in the Standard!
Otherwise, you have one year from the CALEA
conference where the Standard was adopted or
revised to come into compliance.
How Do I make a Recommendation?
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OPEN YOUR PowerDMS STANDARDS MANUAL AND LOOK AT “APPENDIX C.” THIS APPENDIX IS THE SAME FOR
ALL FOUR PROGRAMS.
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FORM FOR RAISING STANDARDS-RELATED ISSUES
COMMISSION ON ACCREDITATION FOR LAW ENFORCEMENT AGENCIES, INC.
(Use one form per standard and attach additional pages if more space is required for submitting
information. Duplicate form for additional standards.)
•
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STANDARD NUMBER: _______
Check one of the following:
___ New Standard
___ Deletion
Explanation of Action Requested:
___ Revision
___Interpretation
Client Comment on Proposals
1. www.calea.org
2. Email staff liaison – Regional Program
Manager (RPM).
3. Send correspondence – Appendix C.
4. Contact a CALEA Commissioner.
LE Chapter 91 Applicability – Campus
Law Enforcement
During the Nov. 2012 CALEA Conference in Jacksonville, Florida, the
Standards Review and Interpretation Committee (SRIC) considered
this issue and debated what could serve as a “bright-line” for
determining Chapter 91 applicability. As always, the conclusion of
the SRIC was if an agency has assumed responsibility for a
standards-related function, compliance should occur and the
standards should be deemed applicable. Unfortunately, this
accreditation tenet was insufficient in providing comprehensive
guidance as a result of a myriad of operational circumstances
related to this matter. Therefore, it was determined that if the
service arrangement on the campus rises to the level of requiring
a contractual agreement as defined in Chapter 3 – Contractual
Agreements for Law Enforcement Services, then the Standards
will be deemed applicable and compliance must be addressed!
LE Chapter 91 Applicability
It is important to recognize that this review occurred with
regard to any law enforcement agency providing services on
the campus of a college, university, or other educational
campus venue. It was specifically determined that the
respective agency does not have to be a campus law
enforcement agency for the standards to be applicable. As an
example, if a municipal agency with a college within its
jurisdiction is contracted to provide law enforcement services
on the campus of the college, then the standards would
become applicable. However, if no contract for services exists
and services to the college are commensurate to services
provided to other locations within the jurisdiction, then the
standards would not be applicable.
LE Chapter 91 Applicability
It is understood that standards interpretation can
sometimes be difficult and may require assistance
from CALEA staff. Any agency representative
having questions regarding the applicability of the
standards in Chapter 91 should contact their
CALEA Regional Program Manager for direction.
The distinctions denoted in this training are
important and seemingly insignificant service
arrangements can have significant implications on
standards applicability.
Winston-Salem, NC
SRIC Agenda – November 2013
Approved Standards and/or Revisions:
Law Enforcement:
17.5.4 (New – Electronic Data Storage)
46.1.10 (New - Active Threats)
91.1.6 (Deleted due to addition of 46.1.10)
New - Approved Multiple Program Assessments!
Winston-Salem, NC
SRIC Agenda – November 2013
New Standard for Law Enforcement:
Electronic Data Storage
17.5.4 If the agency uses a service provider for electronic data storage, a written agreement is established
addressing:
a. data ownership;
b. data sharing, access and security;
c. loss of data, irregularities and recovery;
d. data retention and redundancy;
e. required reports, if any; and
f. special logistical requirements and financial arrangements.
Commentary: Electronic data storage is an ever-evolving technology that can improve the administrative and
operational efficiencies of public safety agencies. However, there are a number of issues that must be
addressed when agencies elect to contract these services. Proper contractual agreements provide assurances
that services will be provided in a manner that supports organizational needs in a manner that complements
existing network infrastructures (cont.)
Electronic Data Storage
17.5.4 (Commentary Cont.)
Agreements for contracted electronic data storage must address legal ownership of data and which entity
retains ownership in the event the applicable contracts are terminated. It is also important to address the
transfer of data and how much data will be stored by the vendor. Agencies may wish to specifically ensure
sufficient data is retained to allow complete database reconstruction.
Security issues to address include defining the physical environment in which the data will reside and
protections against natural and man-made disasters. Redundancy is a primary strategy to control for these
issues and should be included in any data storage agreement. The loss of data occurring from criminal actions
should be considered, as well as other issues that impact data integrity, such as unauthorized data access by
contract personnel. Effective agreements for data storage should include protocol on the length of time data
will be stored, as well as provisions for the destruction of data in accordance with applicable records retention
laws.
Because expenditures associated with data storage can vacillate significantly over time with the introduction of
new technologies, agency representatives should consider the development of agreements that allow for
market pricing adjustments. Additionally, scheduled reviews of data storage contracts or agreements ensure
the most appropriate mediums are used to support business needs.
An executed contract for services with a service vendor can be used to address the requirements of this
standard. (MMMM)
Winston-Salem, NC
SRIC Agenda – November 2013
New Standard for Law Enforcement:
Active Threats
46.1.10 The agency has a written directive addressing active threats to include:
a.
b.
c.
d.
e.
Public notifications for awareness and safety;
Notification of additional public safety departments and other resources;
Response to threats when lives are in imminent danger;
Public sheltering and containment of the incident; and
Documented annual review of policy and training needs.
Commentary: The general topics and standards addressed in Chapter 46; Critical Incidents, Special Operations,
and Homeland Security address this situation from a broad response perspective. However, the number of
recurring mass violence along with the potential for terrorist attacks provides support for this situation to
require a separate standard. The agency along with other public safety agencies, and other response resources
should agree on specific plans and actions for responding to these situations. Training should be provided and
evaluated, and can be incorporated into the annual All Hazard training required of 46.1.9. (MMMM) (LE1)
* This Standard is separate and distinct from the All Hazard Plan – However, you can combine the training on
Active Threats and All Hazard if you like!
Winston-Salem, NC
SRIC Agenda – November 2013
Approved Standards and/or Revisions:
Communications:
6.8.8 (New - Electronic Data Storage)
2.2.3 Tabled the proposed revision relating to
agency liability for further work from
CALEA/APCO.
New - Approved Multiple Program Assessments!
Winston-Salem, NC
SRIC Agenda – November 2013
New Standard for Communications:
Electronic Data Storage
6.8.8 If the agency uses a service provider for electronic data storage, a written agreement is established
addressing:
a. data ownership;
b. data sharing, access and security;
c. loss of data, irregularities and recovery;
d. data retention and redundancy;
e. required reports, if any; and
f. special logistical requirements and financial arrangements.
Commentary: Electronic data storage is an ever-evolving technology that can improve the administrative and
operational efficiencies of public safety agencies. However, there are a number of issues that must be
addressed when agencies elect to contract these services. Proper contractual agreements provide assurances
that services will be provided in a manner that supports organizational needs in a manner that complements
existing network infrastructures (cont.)
Electronic Data Storage
6.8.8 (Commentary Cont.)
Agreements for contracted electronic data storage must address legal ownership of data and which entity
retains ownership in the event the applicable contracts are terminated. It is also important to address the
transfer of data and how much data will be stored by the vendor. Agencies may wish to specifically ensure
sufficient data is retained to allow complete database reconstruction.
Security issues to address include defining the physical environment in which the data will reside and
protections against natural and man-made disasters. Redundancy is a primary strategy to control for these
issues and should be included in any data storage agreement. The loss of data occurring from criminal actions
should be considered, as well as other issues that impact data integrity, such as unauthorized data access by
contract personnel. Effective agreements for data storage should include protocol on the length of time data
will be stored, as well as provisions for the destruction of data in accordance with applicable records retention
laws.
Because expenditures associated with data storage can vacillate significantly over time with the introduction of
new technologies, agency representatives should consider the development of agreements that allow for
market pricing adjustments. Additionally, scheduled reviews of data storage contracts or agreements ensure
the most appropriate mediums are used to support business needs.
An executed contract for services with a service vendor can be used to address the requirements of this
standard. (MMMM)
Winston-Salem, NC
SRIC Agenda – November 2013
Approved Standards and/or Revisions:
Training Academy:
7.3.9 (New - Electronic Data Storage)
New - Approved Multiple Program Assessments!
Winston-Salem, NC
SRIC Agenda – November 2013
New Standard for Training Academy:
Electronic Data Storage
7.3.9 If the agency uses a service provider for electronic data storage, a written agreement is established
addressing:
a. data ownership;
b. data sharing, access and security;
c. loss of data, irregularities and recovery;
d. data retention and redundancy;
e. required reports, if any; and
f. special logistical requirements and financial arrangements.
Commentary: Electronic data storage is an ever-evolving technology that can improve the administrative and
operational efficiencies of public safety agencies. However, there are a number of issues that must be
addressed when agencies elect to contract these services. Proper contractual agreements provide assurances
that services will be provided in a manner that supports organizational needs in a manner that complements
existing network infrastructures (cont.)
Electronic Data Storage
7.3.9 (Commentary Cont.)
Agreements for contracted electronic data storage must address legal ownership of data and which entity
retains ownership in the event the applicable contracts are terminated. It is also important to address the
transfer of data and how much data will be stored by the vendor. Agencies may wish to specifically ensure
sufficient data is retained to allow complete database reconstruction.
Security issues to address include defining the physical environment in which the data will reside and
protections against natural and man-made disasters. Redundancy is a primary strategy to control for these
issues and should be included in any data storage agreement. The loss of data occurring from criminal actions
should be considered, as well as other issues that impact data integrity, such as unauthorized data access by
contract personnel. Effective agreements for data storage should include protocol on the length of time data
will be stored, as well as provisions for the destruction of data in accordance with applicable records retention
laws.
Because expenditures associated with data storage can vacillate significantly over time with the introduction of
new technologies, agency representatives should consider the development of agreements that allow for
market pricing adjustments. Additionally, scheduled reviews of data storage contracts or agreements ensure
the most appropriate mediums are used to support business needs.
An executed contract for services with a service vendor can be used to address the requirements of this
standard. (MMMM)
Winston-Salem, NC
SRIC Agenda – November 2013
Approved Standards and/or Revisions:
Campus Security:
8.5.4 (New - Electronic Data Storage)
New - Approved Multiple Program Assessments!
Winston-Salem, NC
SRIC Agenda – November 2013
New Standard for Campus Security:
Electronic Data Storage
8.5.4 If the agency uses a service provider for electronic data storage, a written agreement is established
addressing:
a. data ownership;
b. data sharing, access and security;
c. loss of data, irregularities and recovery;
d. data retention and redundancy;
e. required reports, if any; and
f. special logistical requirements and financial arrangements.
Commentary: Electronic data storage is an ever-evolving technology that can improve the administrative and
operational efficiencies of public safety agencies. However, there are a number of issues that must be
addressed when agencies elect to contract these services. Proper contractual agreements provide assurances
that services will be provided in a manner that supports organizational needs in a manner that complements
existing network infrastructures (cont.)
Electronic Data Storage
8.5.4 (Commentary Cont.)
Agreements for contracted electronic data storage must address legal ownership of data and which entity
retains ownership in the event the applicable contracts are terminated. It is also important to address the
transfer of data and how much data will be stored by the vendor. Agencies may wish to specifically ensure
sufficient data is retained to allow complete database reconstruction.
Security issues to address include defining the physical environment in which the data will reside and
protections against natural and man-made disasters. Redundancy is a primary strategy to control for these
issues and should be included in any data storage agreement. The loss of data occurring from criminal actions
should be considered, as well as other issues that impact data integrity, such as unauthorized data access by
contract personnel. Effective agreements for data storage should include protocol on the length of time data
will be stored, as well as provisions for the destruction of data in accordance with applicable records retention
laws.
Because expenditures associated with data storage can vacillate significantly over time with the introduction of
new technologies, agency representatives should consider the development of agreements that allow for
market pricing adjustments. Additionally, scheduled reviews of data storage contracts or agreements ensure
the most appropriate mediums are used to support business needs.
An executed contract for services with a service vendor can be used to address the requirements of this
standard. (MMMM)
Winston-Salem, NC
SRIC Agenda – November 2013
Approved New Glossary Term: (All Programs)
Electronic Data: Any and all information capable of being stored or
transmitted in digital form. This includes, but is not limited to, text, pictures,
video, audio, and the programs and applications required for storage,
transport, and manipulation of such information. This definition commonly
includes law enforcement records management databases, fingerprint
databases, audio/video storage databases, and photographic databases as
well as administrative information commonly used in the operation of a
government entity.
Winston-Salem, NC
SRIC Agenda – November 2013
Multiple Accreditations - Applying the Multi-Program Crosswalk Process
CALEA offers accreditation programming in the areas of Law Enforcement,
Public Safety Training Academy, Public Safety Communications, and Campus
Security. Although these are distinct programs that effectively serve stand
alone organizations, there are circumstances where a public safety agency
may be able to leverage the work in one program to address the
requirements of another. This is generally limited to organizations that have
acquired advanced accreditation in Law Enforcement and are now seeking
accreditation in Public Safety Communications and/or Public Safety Training
Academy. It is important to recognize that public safety agencies can enroll in
any or all of the programs, so long as they meet the enrollment criteria.
http://www.calea.org/content/multiple-accreditations-applying-multiprogram-crosswalk-process
Winston-Salem, NC
SRIC Review - November 2013
Proposed New LE Standards for Review:
• Acting Under Color of Law/Authority
• Foot Pursuits
• Body Worn Cameras
Winston-Salem, NC
SRIC Agenda – November 2013
Proposed New Standard for Client Review:
Acting Under Color of Law or Authority
(Feedback will close on January 24, 2014)
1.2.10 A written directive clearly defines expectations of sworn personnel encountering criminal or other public
safety issues while off-duty, or involving a personal matter, and at a minimum addresses:
a. authority of personnel;
b. agency imposed or legal limitations;
c. guidance when taking action;
d. conformity and accountability to all applicable agency rules, laws and protocol;
e. official action involving personal matters or relationships;
f. documented entry level training of sworn personnel;
g. documented biennial refresher training of sworn personnel; and
h. requiring a written report and an administrative review of each such incident.
Commentary: The legal authority of sworn officers often extends beyond traditional work hours. However, law
enforcement action in an off-duty capacity subjects sworn police personnel to additional risks and heightened
public scrutiny. The conflict between the “duty to act” and these risk factors can contribute to inconsistency in
the response to such situations. Therefore, critical agency policy clearly defines the extent of acceptable
actions under “color of authority/law” and any limitations on police action when personnel are not on duty.
1.2.10 Commentary (Cont.)
This might restrict response to those situations where it is necessary to protect life or to prevent bodily injury. In all
cases, the agency policy should encourage personnel to balance the access to resources against the risks created
through action or inaction. Affected personnel should understand the importance of police officer identification
during critical incidents and special techniques for communicating with on-duty personnel.
The policy should specifically denote any legal implications associated with official actions in an off-duty capacity, and
it should ensure personnel understand they are subject to all applicable rules, regulations and laws, including
immediate notifications to that officer’s supervisor or ranking officer along with the law enforcement agency having
jurisdiction (if applicable).
Whether on or off-duty, officers should not knowingly investigate incidents in which their own family members are
involved or persons with whom they have a close personal or business relationship. If such potential conflict should
occur the officer should ask that another officer respond to handle the initial call for service. The same should apply
for follow-up investigations. Neither officers nor detectives should be involved in any investigation involving a family
member or a person with whom they have a close personal or business relationship. If a member of the department
is actively investigating a case and information developed indicates that such person or persons are involved, the
department member should advise their supervisor of the involvement and the details of the case so that the
supervisor can determine if the case needs to be reassigned to another department member. Departmental policy
should clearly outline these types of investigations and who can investigate them.
These policy provisions shall be included in training for new law enforcement officers and refresher training shall be
implemented biennially. An administrative review of these incidents may reveal patterns or trends that could
indicate training needs, and/or policy modifications. (M M M M) (LE1)
Winston-Salem, NC
SRIC Agenda – November 2013
Proposed New Standard for Client Review:
Foot Pursuits
(Feedback will close on January 24, 2014)
41.2.8 A written directive governs foot pursuits.
Commentary: Foot pursuits by their very nature subject sworn police personnel to additional risks as each one
is unique to its circumstances and physical location. Varied risk factors inherent in these situations can
contribute to inconsistency in agency response to them. Therefore, it is critical that agency policy clearly
defines officer’s actions as it relates to foot pursuits. Elements to consider in the policy should include at a
minimum: evaluating the circumstances and conditions, initiating officer’s responsibilities, dispatcher and
supervisor responsibilities, and specifying when to terminate a pursuit. Officer’s initiating foot pursuits should
consider whether it is warranted under the circumstances and conditions, including the availability and
coordination of back-up personnel. Clear communications should be provided by those involved and
supervisory personnel should monitor and provide guidance as necessary. These policy provisions should be
included in training for newly hired sworn officers and periodic refresher training should be considered. The
agency should also consider reporting and conducting an administrative review of foot pursuit incidents
resulting in serious injuries or death to identify any need for policy revision or training. The IACP National Law
Enforcement Policy Center is a good source of publications useful in the development of the policy and
training. Three publications of interest include Research in Brief: Findings on Police Foot Pursuits, Foot Pursuits
Concepts and Issues Paper and the Foot Pursuits model policy. (M M M M) (LE1)
Winston-Salem, NC
SRIC Agenda – November 2013
Proposed New Standard for Client Review:
Body Worn Cameras
(Feedback will close on January 24, 2014)
41.3.9 If the agency employs body-worn cameras, a written directive governs the use of such devices.
Commentary: The use of body-worn audio/video recording devices within the general operational police
environment provides a potentially valuable resource for law enforcement agencies in the delivery of services.
Additionally, information collected through this technology can be critical in the investigation of criminal
incidents and complaints against employees. Quasi-experimental research in some agencies has show
reductions in uses of force and citizen complaints when these devices are employed appropriately, with proper
direction and management.
It is important for agencies to consider the legal implications regarding the use of audio/video recording
devices, as some state/provincial codes require dual awareness for recordings of this type to occur.
Furthermore, the establishment of policy is critical to recognize enhanced organizational credibility that can be
accomplished through the deployment. It is also critical to develop data review practices to prevent claims of
negligent supervision, as well as confirm schedules of data retention. Organization consistency regarding
destruction of related media is important for legal considerations and community trust.
41.3.9 Commentary (Cont.)
Agencies should consider to clearly establishing the purpose and organization philosophy regarding the use of body
worn recording devices. The written directive should also establish requirements and restrictions for activation of the
device with exceptions, as well as address the use of data for criminal and administrative purpose. When developing
the respective policy, the agency should consider under what conditions the recorded data will be subject to public
record provisions. Furthermore, consideration should be given to maintenance and inspection procedures. The
written directive should address training requirements and the responsibility of supervisors for inspection and review.
It is recommended that prosecutors be included in the development of policies related to the recording and retention
of criminal investigations related activities. Training should be included for officers to ensure an understanding of the
organization’s philosophy on the use of recording devices, including limitations involving special circumstances, such
as contacts with juveniles or other agency employees. Agency managers should consider employment contract issues
impacted by the use of the devices and ensure clear messaging with relevant representatives. (M M M M)
Winston-Salem, NC
SRIC Agenda – November 2013
Proposed Standard Revisions:
Law Enforcement:
Communications:
Training Academy:
Campus Security:
22.2.7, 33.6.1, 52.2.4
1.4.7, 3.1.2, 3.2.6
N/A
N/A
LE 22.2.7 (Proposed Revision)
22.2.7 The agency has a written directive concerning agency personnel identification that
includes provisions for:
a. responding to requests to view agency personnel identification;
b. providing official agency identification with at least the person’s photograph;;
c. verbal identification over the telephone.
Commentary: The intent of the standard is to ensure the public can identify law enforcement
officers and be certain that the person they are dealing with is in fact an officer. This should
enhance the officer's ability to perform their duties, promote confidence in the public and make
officers more accountable for their actions. The written directive should include exceptions for
officers working in an undercover capability.
All law enforcement employees and agency volunteers should have identification as this may
permit non-sworn employees and volunteers to travel or perform agency duties in times of
emergencies. Identification documents should have several features to make copying difficult and
should include other information that would be helpful, including the right to carry firearms.
Uniformed officer identification may include unique numbers and/or the law enforcement
officer's name. (M M M M) (LE1)
LE 33.6.1 (Proposed Revision)
33.6.1 A written directive identifies the activities for which specialized training is required,
and includes the following:
a. a description of the required training;
b. retraining requirements, if any; and
c. supervised on-the-job training, if applicable.
Commentary: The agency should identify all of the functions for which both pre- and postassignment specialized training is required. Specialized training includes supervised on-thejob training provided by the agency, training mandated by governmental authority such as
training for certification as a breathalyzer operator, and training deemed necessary by the
agency for the development and enhancement of the skills, knowledge, and abilities
particular to the specialization, such as motorcycle units or marine patrol. Persons
responsible for crime scene processing should receive specialized criminalistics training
commensurate with their duties and responsibilities. For example, DNA evidence should be
collected only by persons appropriately trained. The supervision and management of
specialized functions includes responsibility for ensuring that persons assigned to the
function receive adequate training and support services. (M M M M)
LE 52.2.4 (Proposed Revision)
52.2.4 The agency keeps the complainant informed has a written directive regarding
complainant notification, that includes concerning the status of a complaint to include, at
a minimum:
a. verification of receipt that the complaint has been received for processing;
b. periodic a schedule for status notification to the complainant reporting; and
c. notification of the results of that the investigation upon has concluded.
Commentary: The verification, usually in the form of a receipt, furnished to persons
initiating complaints alleging misconduct on the part of the agency or an agency employee
may contain a description of the investigative process. The status of investigations should
be communicated to the complainant, although the degree of specificity of the notice is left
to the discretion of the agency. This standard does not apply to anonymous complaints. (O
O O O) (MMMM)
Winston-Salem, NC
SRIC Review - November 2013
SRIC Discussions – LE Program:
• Proposals for Sexual Violence and Police Officer
Perpetrated Violence Standards was DECLINED and
replaced with training and a review of other
Standards Commentary.
• Proposed new Standard for Employee Death
Benefits was DECLINED and replaced with training
at conferences on the topic and possible addition
to the Commentary of LE Standard 22.2.4.
COMM 1.4.7 (Proposed Revision)
1.4.7 A written directive specifies the conditions, if any, during an internal investigation,
when:
a. medical or laboratory examinations are administered;
b. photographs or fingerprints are taken of employees;
c. an employee may be required to submit financial disclosure statements; and ;
d. instruments for the detection of deception are used.
Commentary: The written directive should be based on the legal requirements in the
jurisdiction, case law, and precedent and should be consistent with other administrative
decisions. An employee may be required to submit to a medical or laboratory examination,
at the agency's expense, when the examination is specifically directed and narrowly related
to a particular internal investigation being conducted by the agency. An example is the use
of this process in determining drug use by employees. An employee may also be required to
be photographed, to participate in a lineup, and/or submit a financial disclosure statement
when the actions are material to a particular internal investigation being conducted by the
agency. (M M M)
COMM 3.1.2 (Proposed Revision)
3.1.2 The agency has a written classification plan, that includes:
a. categorization of every job by class on the basis of similarities in duties,
responsibilities, and qualification requirements;
b. class specifications for every job within a class;
c. provisions for relating compensation to classes; and
d. provisions for reclassification.
Commentary: Classification involves describing the different kinds of work performed
in an agency and consolidating similar jobs into classes based upon similarity of duties
and responsibilities. The classification plan should specify the class titles and general
duties, responsibilities, and qualifications for each position in the agency. The
establishment of a structured classification plan with general requirements for each
class should allow agencies to achieve more efficient administration, compensation,
and equitable treatment of personnel. (O O O)
COMM 3.2.6 (Proposed Revision)
3.2.6 A written directive governs the types of off duty employment and conditions in
which agency personnel may engage in off-duty employment.
Commentary: This standard applies to all personnel. It pertains to secondary
employment of the off duty type-that is, outside employment. Agencies may want to
consider expressing the prohibition of certain types of off duty employment in general
terms, such as proscribing off duty employment that, in the opinion of the agency,
would constitute a conflict of interest or would tend to bring discredit to the agency.
Or the prohibition could be specific, focusing on specific jobs or locations. (O O O)
Winston-Salem, NC
SRIC Review - November 2013
SRIC Discussions – COMM Program:
• Tabled revision to Comm 2.2.3 relating to agency
liability for further work from CALEA/APCO
committee.
Garden Grove, CA
SRIC Agenda - March 2014
Approved Standard Revisions: (Nov. 2013 Conf)
Law Enforcement:
• Approved revision to Commentary for 22.2.4 on line of duty
deaths
• Approved revision to Commentary of 22.2.6 on peer support
• Approved revision to 22.2.7 on employee identification
• Approved revision to 33.6.1 on specialized training
• Approved revision to Commentary of 46.1.10 on active threats
• Approved revision to 52.2.4 on notifying complainant of status
of IA
• Approved new glossary term for active threats
LE 22.2.4 (Approved Revision)
22.2.4 A written directive defines assistance services to be rendered to agency
personnel and their families following line-of-duty deaths or serious injuries.
Commentary:
Appropriate agency-provided services include notifying the family of the dead or
injured officer in a timely, personal manner, assisting the family at the hospital,
supporting the family at the funeral and burial, helping the family with legal and
benefits matters, counseling the family regarding finances and other possible
problems, supporting the family during criminal proceedings (if any), and maintaining
long-term contact with the family and keeping informed of family needs. Agencies
should review line of duty death related resources periodically to ensure contact
numbers and support information remains contemporary and appropriate for
distribution to affected families or beneficiaries. (See Chapter 55 Victim/Witness
Assistance). (M M M M) (LE1)
LE 22.2.6 (Approved Revision)
22.2.6 Peer Support - Commentary
An employee assistance program is intended to assist employees who are suffering from persistent
problems that may tend to jeopardize the employee's psychological and/or physical well-being. The goal
of this type of program is to help individuals who have developed problems by providing services for
consultation, treatment and rehabilitation in order to prevent their condition from progressing to a
degree that it will prevent the employee from functioning effectively in the workplace (see standard
22.2.3). An employee's referral may either be voluntary, in which the employee elects to participate in
the program, or it may be a supervisory referral, in which a supervisor uses agency guidelines to refer an
employee into the program. An employee has the option to refuse referral into the program and should
be given the right to discontinue participation at any time. Agencies utilizing peer support service
providers, or providing peer support from within the agency, should ensure that personnel providing
this service receive training commensurate to their responsibilities, to include access to referral
resources; interview and counseling strategies; signs and symptoms of mental health distress or
illness; communicating with families and significant others; confidentiality and information sharing;
intervention techniques; and criteria for required action such as notification of other professional
services when the subject displays suicidal behavior. Appropriate measures should be taken to ensure
confidentiality of records for employees admitted to the program, according to established agency
directives, personnel guidelines and state and federal regulations. (O O O O)
LE 46.1.10 (Approved Revision)
46.1.10 Active Threats
Commentary:
Situations involving active threats are serious in nature and can occur in any
environment. This may include such settings as educational campuses, malls, businesses,
special events, the general workplace, and can include physical or virtual threats.
The general topics and standards addressed in Chapter 46 - Critical Incidents, Special
Operations, and Homeland Security address this situation from a broad response
perspective. The agency, along with other public safety agencies and response resources,
should develop specific plans and actions for responding to these situations. Training should
be provided and may be incorporated into the annual All Hazard training requirement found
in 46.1.9. (M M M M) (LE1)
Garden Grove, CA
SRIC Agenda – March 2014
Approved New Glossary Term: (LE Program)
Active Threat: An active threat is any deliberate incident that poses an
immediate or imminent danger to others. Although these events often
involve the use of firearms by perpetrators, they may also involve the use of
other types of weapons or implements with the intent to cause harm.
Garden Grove, CA
SRIC Agenda – March 2014
Approved Standards and/or Revisions:
Communications:
3.1.2 (Classification Plans)
3.2.6 (Off-Duty Employment)
Approved new glossary term for Liability
Garden Grove, CA
SRIC Agenda – March 2014
Approved New Glossary Term: (Comm Program)
Liability: Liability is a broad term, and its inclusion in the Standards is
intended as a legal term of art. Liability is legal accountability and
responsibility for acts or omissions contrary to duties imposed by law.
Liability may be individual liability or agency liability, or both. The law holds
an individual responsible for breaches of a legal duty, whether imposed by
contract, statute or by operation of law. An agency is also subject to liability,
for the law generally holds an employer responsible for the acts or omissions
of its employees and agents during the course of the employment or agency.
Garden Grove, CA
SRIC Agenda – March 2014
Approved Standards and/or Revisions:
Training Academy:
4.2.4 (Peer Support – Commentary Change)
TA 4.2.4 (Approved Revision)
Commentary:
An employee assistance program is intended to assist academy employees who are
suffering from persistent problems that may tend to jeopardize the employee's
psychological and/or physical well-being. The goal of this type of program is to help
individuals who have developed problems by providing services for consultation, treatment,
and rehabilitation in order to prevent their condition from progressing to a degree that it
will prevent the employee from functioning effectively in the workplace. Agencies utilizing
peer support service providers, or providing peer support from within the agency, should
ensure that personnel providing this service receive training commensurate to their
responsibilities, to include access to referral resources; interview and counseling
strategies; signs and symptoms of mental health distress or illness; communicating with
families and significant others; confidentiality and information sharing; intervention
techniques; and criteria for required action such as notification of other professional
services when the subject displays suicidal behavior.
If the employee's referral is voluntary, he or she should have the option to stop
participation in the program. It may be a supervisory referral, in which a supervisor uses
academy guidelines to refer an employee into the program. Appropriate measures should
be taken to ensure confidentiality of records for academy employees admitted to the
program, according to established academy directives, personnel guidelines, and regulatory
authority. (O)
Garden Grove, CA
SRIC Agenda – March 2014
Approved Standards and/or Revisions:
Campus Security:
12.2.4 (Line of Duty Deaths – Commentary
Change)
12.2.6 (Peer Support – Commentary Change)
CS 12.2.4 (Approved Revision)
12.2.4 A written directive defines assistance services to be rendered to agency
personnel and their families following job-related deaths or serious injuries.
Commentary: Appropriate agency-provided services include notifying the family of the
dead or injured security officer in a timely personal manner, assisting the family at the
hospital, supporting the family at the funeral and burial, helping the family with legal
and benefits matters, counseling the family regarding finances and other possible
problems, supporting the family during criminal proceedings (if any), and maintaining
long-term contact with the family and keeping informed of family needs. Agencies
should review line of duty death related resources periodically to ensure contact
numbers and support information remains contemporary and appropriate for
distribution to affected families or beneficiaries. (M M M M)
CS 12.2.6 (Approved Revision)
12.2.6 - Commentary
An employee assistance program is intended to assist employees who are suffering from
persistent problems that may tend to jeopardize the employee's psychological and/or physical
well-being. The goal of this type of program is to help individuals who have developed problems
by providing services for consultation, treatment and rehabilitation in order to prevent their
condition from progressing to a degree that it will prevent the employee from functioning
effectively in the workplace (see standard 12.2.3).
An employee's referral may either be voluntary, in which the employee elects to participate in the
program, or it may be a supervisory referral, in which a supervisor uses agency guidelines to refer
an employee into the program. An employee has the option to refuse referral into the program
and should be given the right to discontinue participation at any time. Agencies utilizing peer
support service providers, or providing peer support from within the agency, should ensure
that personnel providing this service receive training commensurate to their responsibilities, to
include access to referral resources; interview and counseling strategies; signs and symptoms of
mental health distress or illness; communicating with families and significant others;
confidentiality and information sharing; intervention techniques; and criteria for required
action such as notification of other professional services when the subject displays suicidal
behavior. Appropriate measures should be taken to ensure confidentiality of records for
employees admitted to the program, according to established agency directives, personnel
guidelines and state and federal regulations. (O)
Garden Grove, CA
SRIC Agenda - March 2014
Proposed Standards and/or Revisions:
Law Enforcement:
•
•
•
•
Proposed new standard addressing military deployment
Proposal to include 11.4.3 into the LE1 program
Proposed revision to 22.2.1 adding bullet (f)
Proposed revision to 22.2.6 amending bullet (f)
Communications:
• N/A
Garden Grove, CA
SRIC Agenda - March 2014
Proposed Standards and/or Revisions:
Training Academy:
• Proposed revision to 4.2.4 amending bullet (f)
Campus Security:
• Proposed revision to 12.2.6 amending bullet (f)
Garden Grove, CA
SRIC Agenda – March 2014
Proposed New Standard for Client Review:
Military Deployment
(Feedback closed on June 20, 2014)
22.2.8 The agency has a written directive establishing a plan for personnel with military
obligations exceeding 90 days for pre-deployment, deployment and post deployment. The
plan includes provisions for:
a. designating an agency point of contact ;
b. designating a human resources point of contact, if outside the agency;
c. out processing, including an exit interview with the CEO or designee;
d. storage of agency owned equipment during deployment;
e. in processing, including an interview with the CEO or designee;
f. initial and or refresher training, weapons requalification and steps for reintegration, as
appropriate; and
g. ensuring a process for communication with the deployed member is established.
Garden Grove, CA
SRIC Agenda – March 2014
Proposed New Standard for Client Review:
Military Deployment
(Feedback closed on June 20, 2014)
Commentary: Today’s configuration of the United States military and the concept of
operations employed include substantial and sustained reliance on the Reserve
Components of the US Army, US Navy, US Air Force, US Marine Corps and US Coast
Guard. These components are mobilized and deployed worldwide on a regular and
consistent basis, often as part of combat operations and the historic distinctions between
active duty and Reserve Component members no longer exists.
Employees who are members of the armed forces Reserve Component (i.e. military
reservists or members of the National Guard) present unique circumstances surrounding
their employment. Deployment orders can come suddenly, so a plan should be ready for
the eventuality. Effective communication from the agency to the employee and his or her
family prior to, during and following a deployment is critical. Having a strong point of
contact throughout the deployment period will help ensure a seamless transition. To the
extent possible, the deployed employee should be notified of agency news, significant
events and promotions or promotion opportunities.
Garden Grove, CA
SRIC Agenda – March 2014
Proposed New Standard for Client Review:
Military Deployment
(Feedback closed on June 20, 2014)
Commentary (Cont.): The member’s dual role as citizen/soldier, subject to deployment on
short notice can test the agency and the CEO’s ability to be flexible. Rights, responsibilities
and minimum requirements are outlined in statutory law, most notably but not limited to
the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).
Traditional Employee Assistance Programs (EAP) might not meet the needs of members
returning from deployment, particularly for those returning from combat assignments. The
CEO should consider EAP as well as other locally available resources in meeting the needs of
agency personnel deployed by the military. Depending on the duration of the deployment,
initial or refresher training should be provided and requalification with departmental
weapons (lethal and less lethal) should occur as appropriate.
Involvement of veterans as peer to peer points of contact or in the formulation of policy
can help ensure a seamless transition.
(M M M M) LE1
LE 22.2.1 (Proposed Revision)
22.2.1 A written directive describes the agency's leave program, to include:
a.
b.
c.
d.
e.
f.
administrative leave;
holiday leave;
sick leave,
vacation (annual) leave;
family medical leave; and
military activation leave, if any
Commentary: The circumstances and conditions under which administrative leave would
be afforded an employee should be described. Limitations on the use of such leave and the
procedures for application and approval should be included. Administrative leave may cover
such matters as jury duty, periods of bereavement, sabbatical and temporary leaves of
absence, to include family leave, military duty and training.
Military activation leave is sudden, short term absence due to military obligations and
could be considered the same as regularly scheduled drills or administrative leave. For
long term military deployment see standard 22.2.8.
Days established as holidays should be identified. Policies regarding sick and vacation
(annual) leave should be described, including accrual rates, limitation rates, if any,
procedures for scheduling, supervision, and control. (M M M M)
LE 22.2.6 (Proposed Revision)
22.2.6 The agency makes available to employees an Employee Assistance Program (EAP)
designed to assist in the identification and resolution of concerns or problems (personal or
job related), which may adversely affect an employee's personal or professional well-being
or job performance. These personal concerns may include, but are not limited to, health,
marital status, family, financial, substance abuse, emotional/stress, and other personal
matters. The Employee Assistance Program shall include, at a minimum:
a. written directive describing program services;
b. procedures for obtaining program services;
c. confidential, appropriate, and timely problem assessment services;
d. referrals to services, either workplace or community resources for appropriate
diagnosis, treatment, and follow-up;
e. written procedures and guidelines for referral to and/or mandatory participation; and
f. training of designated supervisory personnel in the program services, supervisor's role
and responsibility, and identification of employee behaviors which would indicate the
existence of employee concerns, problems and/or issues that could impact employee job
performance.
TA 4.2.4 (Proposed Revision)
4.2.4 The academy makes available to employees an Employee Assistance Program (EAP)
designed to assist in the identification and resolution of concerns or problems (personal or
job related) which may adversely affect an employee's personal or professional well being
or job performance. These personal concerns may include but are not limited to health,
marital status, family, financial, substance abuse, stress, and other personal matters. The
Employee Assistance Program shall include, at a minimum:
a. written directive describing program services;
b. procedures for obtaining program services;
c. confidential, appropriate, and timely problem assessment services;
d. referrals to services, either workplace or community resources for appropriate
diagnosis, treatment, and follow-up;
e. written procedures and guidelines for referral to voluntary or mandatory participation;
and
f. training of designated supervisory personnel in the program services, supervisors role
and responsibility, and identification of employee behaviors which would indicate the
existence of employee concerns, problems and/or issues that could impact employee job
performance.
CS 12.2.6 (Proposed Revision)
12.2.6 The agency makes available to employees an Employee Assistance Program (EAP)
designed to assist in the identification and resolution of concerns or problems (personal or
job related), which may adversely affect an employee's personal or professional well-being
or job performance. These personal concerns may include, but are not limited to, health,
marital status, family, financial, substance abuse, emotional/stress, and other personal
matters. The Employee Assistance Program shall include, at a minimum:
a. written directive describing program services;
b. procedures for obtaining program services;
c. confidential, appropriate, and timely problem assessment services;
d. referrals to services, either workplace or community resources for appropriate
diagnosis, treatment, and follow-up;
e. written procedures and guidelines for referral to and/or mandatory participation; and
f. training of designated supervisory personnel in the program services, supervisor's role
and responsibility, and identification of employee behaviors which would indicate the
existence of employee concerns, problems and/or issues that could impact employee job
performance.
Garden Grove, CA
SRIC Review – March 2014
The Proposed New LE Standards From The
November 2013 Winston-Salem Conference
Are Still Under Review As Of This Date:
• Acting Under Color of Law/Authority
• Foot Pursuits
• Body Worn Cameras
Schaumburg, IL.
SRIC Agenda - July 2014
Approved Standards and/or Revisions:
Law Enforcement:
• Approved NEW Standard 22.2.8 addressing Military
Deployment
• Approved revision to Commentary of 22.2.6 on peer support
removing the word “supervisory” from bullet “f”
• Approved revision to 22.2.1 adding bullet “f” addressing
military leave
Schaumburg, IL.
SRIC Agenda – July 2014
New Standard for Law Enforcement:
Military Deployment and Reintegration
22.2.8 The agency has a written directive establishing a plan for personnel with military
activations exceeding 90 days for pre-deployment, deployment and post deployment. The
plan includes provisions for:
a. designating an agency point of contact ;
b. designating a human resources point of contact, if outside the agency;
c. out processing, including an exit interview with the CEO or designee;
d. storage of agency owned equipment during deployment;
e. in processing, including an interview with the CEO or designee;
f. initial and or refresher training, weapons requalification and steps for reintegration,
as appropriate; and
g. ensuring a process for communication with the deployed member is established.
Schaumburg, IL.
SRIC Agenda – July 2014
New Standard for Law Enforcement:
Military Deployment and Reintegration
Commentary:
Employees who are members of the armed forces Reserve Component (i.e. military
reservists or members of the National Guard) present unique circumstances surrounding
their employment. Deployment orders can come suddenly, so a plan should be ready for
the eventuality. Best practice is effective communication from the agency to the employee
and his or her family prior to, during and following a deployment. Having a strong point of
contact throughout the deployment period will help ensure a seamless transition. To the
extent possible, the deployed employee should be notified of agency news, significant
events and promotions or promotion opportunities.
The member’s dual role as citizen/soldier, subject to deployment on short notice can test
the agency and the CEO’s ability to be flexible. Rights, responsibilities and minimum
requirements are outlined in statutory law, most notably but not limited to the Uniformed
Services Employment and Reemployment Rights Act of 1994 (USERRA).
Schaumburg, IL.
SRIC Agenda – July 2014
New Standard for Law Enforcement:
Military Deployment and Reintegration
Commentary (Cont.):
It is recognized that members returning from military deployment, particularly those
involved in combat operations, may have specialized needs. It is further recognized that
traditional Employee Assistance Programs (EAP) may not sufficiently meet the needs of our
returning military members/police officers. As a result, the agency shall consider all locally
available and feasible resources to meet those particular needs.
Depending on the duration of the deployment, initial or refresher training should be
provided and requalification with departmental weapons (lethal and less lethal) should
occur as appropriate. (M M M M) LE1
LE 22.2.6 (Approved Revision)
22.2.6 The agency makes available to employees an Employee Assistance Program
(EAP) designed to assist in the identification and resolution of concerns or problems
(personal or job related), which may adversely affect an employee's personal or
professional well-being or job performance. These personal concerns may include, but
are not limited to, health, marital status, family, financial, substance abuse,
emotional/stress, and other personal matters. The Employee Assistance Program shall
include, at a minimum:
f. training of designated supervisory personnel in the program services, supervisor's
role and responsibility, and identification of employee behaviors which would indicate
the existence of employee concerns, problems and/or issues that could impact
employee job performance.
LE 22.2.1 (Approved Revision)
22.2.1 A written directive describes the agency's leave program, to include:
a. administrative leave;
b. holiday leave;
c. sick leave,
d. vacation (annual) leave;
e. family medical leave; and
f. short-term military leave.
Commentary:
The circumstances and conditions under which administrative leave would be afforded an
employee should be described. Limitations on the use of such leave and the procedures for
application and approval should be included. Administrative leave may cover such matters
as jury duty, periods of bereavement, sabbatical and temporary leaves of absence.
LE 22.2.1 (Approved Revision – Cont.)
Commentary (Cont.):
Military activation leave is sudden, short term absence due to military obligations
and could be considered the same as regularly scheduled drills or administrative
leave. For long-term military deployment, see Standard 22.2.8.
Days established as holidays should be identified.
Policies regarding sick and vacation (annual) leave should be described, including
accrual rates, limitation rates, if any, procedures for scheduling, supervision, and
control. (M M M M)
Schaumburg, IL.
SRIC Agenda – July 2014
Proposed New Standard for Client Review:
Event Deconfliction Systems
(Feedback closed on September 12, 2014)
46.2.8 If the agency participates in a formal Event Deconfliction system(s), a written directive
provides direction regarding its use and accountability measures, to include:
a. qualifying events and contact resources;
b. authorized users and administrators;
c. information authorized for release to system provide; and
d. system contacts and internal distribution of information requirements.
COMMENTARY:
Event Deconfliction Systems are used by public safety to identify law enforcement events
occurring in close proximity, thereby promoting safety and effectiveness. This is particularly
important for agencies in concurrent or contiguous jurisdictions that are involved in high risk
activities such as undercover operations, surveillance, execution of search warrants, or fugitive
apprehension. The Event Deconfliction system receives information from agencies and then
provides notifications when qualifying activities are occurring in close proximity.
Schaumburg, IL.
SRIC Agenda – July 2014
Proposed New Standard for Client Review:
Event Deconfliction Systems
(Feedback closed on September 12, 2014)
COMMENTARY:
There are three nationally recognized Event Deconfliction systems, Case Explorer, RISSafe and
SAFETNet. Because these systems are interfaced, events entered into any of the three systems
will be deconflicted with the other two systems. Participation in these systems has been
endorsed by the International Association of Chiefs of Police, U.S. Department of Justice, Federal
Bureau of Investigation, Drug Enforcement Administration, Global Justice Information Sharing
Initiative, and the Executive Office of the President of the United States. Event Deconfliction
Systems can enhance officer safety, reduce risk and liability, safeguard the community, promote
case integrity, enhance criminal investigations, and encourage the effective use of critical
resources. Any participation should be with a recognized system that maximizes data collection
and information sharing, while controlling information access. It is encouraged that a steering
committee of participating agencies within designated geographic areas meet regularly to discuss
participation, benchmarks and evaluate its effectiveness, along with authoring an MOU which
clearly defines responsibilities, scope and security protocols for the involved agencies, which is
reviewed at least triennially.
Schaumburg, IL.
SRIC Agenda – July 2014
Proposed New Standard for Client Review:
Event Deconfliction Systems
(Feedback closed on September 12, 2014)
COMMENTARY:
This standard does not apply to informal methods of Event Deconfliction. Event Deconfliction
systems should not replace professional protocols when de-conflicting events with other
agencies. (MMMM)
This proposed Standard is being reviewed by SRIC at this conference for possible
adoption!
Schaumburg, IL.
SRIC Review - July 2014
SRIC Discussions – LE Program:
Proposed new Standards and/or revisions were
TABLED for the following:
•
•
•
•
•
•
•
Body Worn Cameras
Probationary Periods
Court Security Functions
Evidence Audits
Unmanned Aircraft
Acting Under Color of Law/Authority
Foot Pursuits
Schaumburg, IL.
SRIC Review - July 2014
SRIC Discussions – LE Program:
Proposed new Standards and/or revisions were
DECLINED for the following:
•
•
•
Adding AM maintenance to LE1 under Standard 11.4.3
Taser Qualifications and Deployment under Standard
1.3.11
Research Facilities under Standard 91.3.1 moving to
another Chapter
Schaumburg, IL.
SRIC Agenda – July 2014
Approved Standards and/or Revisions:
Communications:
3.2.2 (Leave Program – Added bullet (f))
2.6.5 (Citizen Survey – Adding the word
“electronically” to commentary)
COMM 3.2.2 (Approved Revision)
3.2.2 A written directive describes the agency's leave program, to include:
a. administrative leave;
b. holiday leave;
c. sick leave;
d. family medical leave; and
e. vacation (annual) leave; and
f. short-term military leave.
Commentary:
The circumstances and conditions under which administrative leave would be afforded an
employee should be described. Limitations on the use of such leave and the procedures for
application and approval should be included. Administrative leave may cover such matters
as jury duty, periods of bereavement, sabbatical and temporary leaves of absence to
include military duty and training.
COMM 3.2.2 (Approved Revision)
Commentary:
The circumstances and conditions under which administrative leave would be afforded an
employee should be described. Limitations on the use of such leave and the procedures for
application and approval should be included. Administrative leave may cover such matters
as jury duty, periods of bereavement, sabbatical and temporary leaves of absence to
include military duty and training.
Military activation leave is sudden, short term absence due to military obligations and
could be considered the same as regularly scheduled drills or administrative leave.
Days established as holidays should be identified.
Policies regarding sick and vacation (annual) leave should be described, including accrual
rates, limitation rates, if any, procedures for scheduling, supervision, and control. The
agency should also be prepared to administer provisions of the Family Medical Leave Act.
(M M M)
COMM 2.6.5 (Approved Revision)
2.6.5 A documented survey of citizen attitudes and opinions is conducted, at a
minimum of every three years, with respect to:
a.
b.
c.
d.
e.
overall agency performance;
overall competence of agency employees;
tele-communicator's attitudes and behavior toward citizens;
determining community concerns; and
recommendations and suggestions for improvements.
Commentary:
The survey may be conducted by mail, in person, electronically, or by telephone and may
be combined with questions relating to other issues. The results of the survey may be
provided to the community. The survey may be carried out directly by agency personnel or
by others with agency guidance. (O O O)
Schaumburg, IL.
SRIC Review - July 2014
SRIC Discussions – COMM Program:
Proposed new Standards and/or revisions were
TABLED for the following:
Providing Services under Standard 6.1.1 (Communications
Agreements)
Schaumburg, IL.
SRIC Agenda – July 2014
Approved Standards and/or Revisions:
Training Academy:
4.2.2 (Leave Program) – Adding bullet (f) addressing
military leave
4.2.4 (Employee Assistance Program) – Removing the
word “supervisory” from bullet (f)
TA 4.2.2 (Approved Revision)
4.2.2 A written directive describes the academy employee leave program, to include:
a.
b.
c.
d.
e.
f.
administrative leave;
holiday leave;
sick leave;
family medical leave; and
vacation (annual) leave; and
short-term military leave.
Commentary:
The circumstances and conditions under which administrative leave would be afforded
an employee should be described. Limitations on the use of such leave and the
procedures for application and approval should be included. Administrative leave may
cover such matters as jury duty, periods of bereavement, sabbatical, and temporary
leaves of absence to include military duty and training.
TA 4.2.2 (Approved Revision)
Commentary:
Military activation leave is sudden, short term absence due to military obligations
and could be considered the same as regularly scheduled drills or administrative
leave.
Days established as holidays should be identified.
Policies regarding sick and vacation (annual) leave should be described, including
accrual rates, limitation rates, if any, procedures for scheduling, supervision, and
control. The academy should also be prepared to administer provisions of the Family
Medical Leave Act or other appropriate legislation. (M)
TA 4.2.4 (Approved Revision)
4.2.4 The academy makes available to employees an Employee Assistance Program
(EAP) designed to assist in the identification and resolution of concerns or problems
(personal or job related) which may adversely affect an employee's personal or
professional well being or job performance. These personal concerns may include but
are not limited to health, marital status, family, financial, substance abuse, stress, and
other personal matters. The Employee Assistance Program shall include, at a
minimum:
f. training of designated supervisory personnel in the program services, supervisors
role and responsibility, and identification of employee behaviors which would indicate
the existence of employee concerns, problems and/or issues that could impact
employee job performance.
Schaumburg, IL.
SRIC Agenda – July 2014
Approved Standards and/or Revisions:
Campus Security:
12.2.1 (Leave Program) – Adding bullet (f) addressing
military leave
12.2.6 (Employee Assistance Program) – Removing the
word “supervisory” from bullet (f)
CS 12.2.1 (Approved Revision)
4.2.2 A written directive describes the academy employee leave program, to include:
a.
b.
c.
d.
e.
f.
administrative leave;
holiday leave;
sick leave;
family medical leave; and
vacation (annual) leave; and
short-term military leave.
Commentary:
The circumstances and conditions under which administrative leave would be afforded
an employee should be described. Limitations on the use of such leave and the
procedures for application and approval should be included. Administrative leave may
cover such matters as jury duty, periods of bereavement, sabbatical, and temporary
leaves of absence to include military duty and training.
CS 12.2.1 (Approved Revision)
Commentary:
Military activation leave is sudden, short term absence due to military obligations
and could be considered the same as regularly scheduled drills or administrative
leave.
Days established as holidays should be identified.
Policies regarding sick and vacation (annual) leave should be described, including
accrual rates, limitation rates, if any, procedures for scheduling, supervision, and
control. The academy should also be prepared to administer provisions of the Family
Medical Leave Act or other appropriate legislation. (M)
CS 12.2.6 (Approved Revision)
12.2.6 The agency makes available to employees an Employee Assistance Program
(EAP) designed to assist in the identification and resolution of concerns or problems
(personal or job related), which may adversely affect an employee's personal or
professional well-being or job performance. These personal concerns may include, but
are not limited to, health, marital status, family, financial, substance abuse,
emotional/stress, and other personal matters. The Employee Assistance Program shall
include, at a minimum:
f. training of designated supervisory personnel in the program services, supervisor's
role and responsibility, and identification of employee behaviors which would indicate
the existence of employee concerns, problems and/or issues that could impact
employee job performance.
Questions?
For a PDF Copy Of This PowerPoint, Please Email
RPM Mark Mosier at: mmosier@calea.org