My Study Notes (from Brian) Flash Cards
1
Q
Pursuit Policy 6.43
Who has authority to terminate a pursuit?
A
- Any sworn supervisor on duty
- Field Lieutenant
- Comm Center Lieutenant
- Any commanding officer
2
Q
Pursuit Policy 6.43
In deciding to add units to a pursuit, supervisors should consider the following:
A
- Type of vehicle pursued
- Seriousness of offense
- Danger to occupants
- Availability to arial support
- type of intervention tactics considered
3
Q
Pursuit Policy 6.43 Pursuit considerations (8)
A
- Offense
- Safety of public and of deputy
- Traffic Conditions
- Weather
- Location
- Speed
- Time of day
- Vehicle/Deputy Capabilities
4
Q
Pursuit Policy 6.43
Circumstances not to pursue: (4)
A
- 10-16 in vehicle
- Priority one call
- Known “joy-riding”
- Illegal immigration is only offense
5
Q
Pursuit Policy 6.43
Pursuit must be terminated under what 3 circumstances?
A
- Approaching the international border
- Directed by supervisor
- Danger posed is greater than the value of apprehension
* *Deputy may terminate pursuit at any time
6
Q
Pursuit Policy 6.43
What are the supervisor responsibilities if collision at end of pursuit?
A
- Respond to scene
- Provide on-scene supervision
- Ensure PAT-15/reports completed
- Evaluate compliance with P&P
* *Deputy must obtain approval before forcible stop
7
Q
Post Seizure Hearing 6.60
What is the role of the Lt.
A
Mediator
8
Q
Post Seizure Hearing 6.60
What are the two possible findings?
A
- Department has reasonable grounds to store vehicle
2. Department did not have reasonable grounds to store vehicle.
9
Q
Post Seizure Hearing 6.60
If findings are reasonable, what are owner options?
A
- Pay towing/storage fees
- Allow vehicle to be sold to satisfy lien
- Appeal through board of supervisors or court
10
Q
Post Seizure Hearing 6.60
If findings are un-reasonable, Sheriff must do what?
A
- Release vehicle immediately
- County will pay towing/storage fees
- Fees paid to the company
* *If owner paid fees and already got vehicle, county will reimburse owner.**
11
Q
Mission Statement
A
We provide the highest quality public safety service in an effort to make San Diego the safest urban county in the nation.
12
Q
Core Values
A
Honesty, Integrity, Trust, Loyalty, Respect, Fairness and Diversity
13
Q
LEICS (Law Enforcement Incident Command System)
A
Incident Commander (PIO/Safety Liaison/Scribe) Finance Logistics Operations Planning/Intel
14
Q
LEICS
What is the role of the IC
A
Sets overall objectives and has overall responsibility of incident
15
Q
LEICS
What is the role of operations?
A
Tactical operations to carry out the plan, develop objective and direct resources
16
Q
LEICS
What is the role of planning/Intel?
A
Develop action plan to accomplish the objectives, collect/evaluate information, maintain resources and update status
17
Q
LEICS
What is the role of logistics>
A
Provide support to meet incident needs i.e. to provide resources to support the incident
18
Q
LEICS
Considerations in selecting location for CP
A
- Strategic but safe
- Accessible
- Defensible
- Sufficient space
- Restrooms
- Communications
- Structures (protection from weather)
19
Q
SEMS ( Standardized Emergency Management System)
What are the file levels of SEMS?
A
- Field
- Local Government
- Operational Area
- Region
- State
20
Q
SEMS
What is the framework of SEMS?
A
ICS
Inter-agenct coordination system
Master Mutual Aid Agreement
21
Q
SEMS: Span of control?
A
5 positions to each supervisor (5:1)
22
Q
SEMS
How many mutual aid regions are there in California?
A
6
23
Q
SEMS
Define the following: EOC and EAS
A
EOC: Emergency Operations Center
EAS: Emergency Activation System
24
Q
EOM (Emergency Operations Manual)
What is operational level 1A?
A
Station level, on duty resources can handle incident
25
EOM
| What is operational level 1b?
Station level cannot control, other stations will deploy 50% of their resorces
26
EOM
| What is operational level 2?
1. Authorized by LESB Commander or CC LT
2. Off duty staff called back
3. Time off cancelled
4. 12 on/12 off schedule
27
EOM
| What is operational level 3?
Possible exhaustion of regional mutual aid. Sheriff/designee authorized level three and contacts State OES to request mutual aid.
28
EOM
| What are the five levels of Homeland Security Advisory System?
```
Severe: Red
High: Orange
Elevated: Yellow
Guarded: Blue
Low: Green
```
29
CNT
| What is the objective of CNT?
Change attitude from hostility to trust
30
CNT
| When is SED used?
When the decision is made to use deadly force
31
Sexual Harassment
2.54 in rules of conduct
3.47 defined
What is the definition of Sexual Harassment?
1. Unwelcome sexual advances, requests for favors,
verbal or physical conduct of sexual nature when,
2. It involves a condition of employment and,
3. Creates an intimidating, hostile or offensive work environment
32
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Sexual Harassment (3.47)
What is a supervisor's responsibility?
```
All supervisors are responsible for investigating and resolving any incident and/or complaint
33
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Sexual Harassment (3.47)
Who can complaints be reported to?
```
1. A supervisor
2. Internal Affairs (Department or County)
3. State Fair Employment and Housing (FEHC)
4. Federal EEO Commission
34
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Sexual Harassment (3.47)
What are the types of sexual harassment and define them?
```
1. Verbal: repeated, unsolicited after being told behavior is unwelcome
2. Written: Notes, obscene letters etc
3. Physical: unwanted touching which impedes normal work movement when directed at an individual
4. Visual: Derogatory an/or sexually oriented pictures, staring or leering
5. Sexual favors: Quid Pro Quo involving a person in a position of power over another
35
```
Grievance Procedure (3.6) ***check this P&P***
What is a grievance?
```
An allegation that the county failed to provide a condition of employment asked in MOA or P&P, stale unless filed in writing with in 45 days of discussion
36
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Grievance Procedure (3.6)
What cannot be grieved?
```
Matters which are handled by civil service, labor relations ordinance or performance appraisals
37
```
Grievance Procedure (3.6)
Times lines for Grievances
```
Employee: formal written grievance to sup w/in 10 days
Supervisor: 10 days to respond w/answer
Employee can appeal w/in 10 days
Middle manager has 10 days to respond
Employee has 10 days to appeal
Department head has 10 days to respond
Union/DSA has 30 days to request arbitration
38
Administrative Leave
| What is administrative leave?
Non-disciplinary paid leave
39
Administrative Leave
| Who can be placed on admin leave and under what circumstances
Only bi-weekly paid employees eligible when:
1. Employee agrees to it
2. Re-assignment not possible
3. Circumstances clear to justify immediate suspension or termination.
40
Administrative Leave
| What type of occurrence or circumstances must be present?
An occurrence or circumstance which:
1. The removal of employee is essential to avert harm to county, public , employee or others
2. Removal is necessary to ensure a complete investigation
41
Administrative Leave
| What are the procedures for Admin Leave
- Employee must be given written notice
- The investigation must start no late than one working day from the administrative leave
- If no admin leave is no longer needed, the employee will be notified to return to work, may be verbal notification, but must be documented in writing for records
42
Administrative Leave
| Duration
- Up to ten days per event
- May be extended additional 20 days
- Further may be approved by DHR director, in the case of criminal investigations and/or pending Skelly Hearings
43
Emotional Stress Procedure (3.37)
| What is it?
Supervisor may conclude:
-no assistance required
-refer to peer support
-refer to psychologist
-recommend admin assignment and refer to psychologist
w/approval of 2nd level supervisor and notification of Professional Standards Captain
44
Performance Report Appeals (3.5)
| What happens when an employee appeals an EPR?
- Personnel LT. replies with appeal officer within 7 calendar days
- Or list of three choices for appeal officer
- Documentation to employee w/in 5 calendar days
45
Performance Report Appeals (3.5)
| Process
-Appeal officer meets with all parties
-Employee allowed representation
-If change is appropriate, appeal officer re-writes EPR with recommended changes
-findings to Personnel Captain,
-Reviewed by HRB A/S and responds within 5 calendar days
-If HRB A/S concurs w/ recommendation: Personnel Captain implements recommendations
If HRB A/S does not concur:
-Serves employee w/ appeal officer recommendation
-Employee can appeal w/in 5 calendar days
-Final decision w/in 10 calendar days
46
Performance Report Appeals (3.5)
| when can an EPR be changed by appeal officer?
1. Clear case of bias
2. Never advised of deficiencies
3. EPR factually incorrect
47
Complaint Investigation
| Who investigates?
Complaint received by IA
| IA LT reviews and keeps in IA or assigns to command
48
Complaint Investigation
| Explain process of investigation by 1st level supervisor
```
Obtain documents
Interview witnesses, involved and accused
Ensure POBAR not violated
Write Investigations
Write SACF
```
49
Complaint Investigation
| What are the five findings and explain each
Sustained: accused did it
Not sustained: cannot prove accused did it
Unfounded: Did not happen
Exonerated: It happened, but within policy/law
Resolved: otherwise handled, employee quit/retired etc
50
Complaint Investigation-Discipline (formal/informal):
| What is the process if sustained finding by 1st level supervisor?
If investigated by IA, forward to command
2nd level supervisor reviews/approves investigation
pre-disciplinary discussion w/employee
2nd level supervisor writes R&R,
R&R reviewed & approved by 3rd level supervisor
Returned to IA
51
Complaint Investigation-Discipline (formal/informal):
| What is process after R&R approved by 3rd level supervisor?
- R&R submitted to IA
- Letter of Intent to Discipline (NOI) prepared by IA
- NOI signed by 3rd level supervisor
- NOI served on employee by IA
52
Complaint Investigation-Discipline (formal/informal):
| Explain steps in Skelly Conference?
- Accused must request Skelley w/in 5 business days of being served NOI
- Conference held w/in 10 business days
- by 3rd level, uninvolved supervisor
53
Complaint Investigation-Discipline (formal/informal):
| Explain Skelly Officer's duties related to Skelly Conference?
- Meet w/employee, ensure due process was given, discuss mitigating circumstances, level of discipline
- write Skelly Officer Report and approve discipline, modify discipline or return for additional investigation
- Skelly Officer Report approved by 4th level supervisor
54
Complaint Investigation-Discipline (formal/informal):
| Explain steps of discipline, following Skelly and approval of discipline.
- IA prepares Order of Discipline which is signed by Sheriff, served by IA, notifies employee of discipline and definition
- Discipline is imposed
- 10 calendar days to request civil service hearing
55
Complaint Investigation-Discipline (formal/informal):
| Explain process of Civil Service Appeal of Discipline
10 calendar days to file request after service of Notice of Discipline
Employee representation
Department Attorney
Civil Service Commissioner can uphold, overturn or modify
Final appeal is to Superior Court
56
```
OIS Guidelines (LT. duties/responsiblities)
List and explain 10 steps for Lieutenant
```
1. Proceed to scene
2. Ensure involved deputies are separated
3. If necessary, arrange for relief deputies
4. Ensure involved deputy(ies) firearm is retained by that deputy for exchange with homicide.
5. W/concurrence of homicide, send all involved deputies to station and keep separate from one another, may need to arrange trans for deputies
6. Screen all contact/communication with involved deputies
7. Provide updates to command and deputy's family
8. Assess deputy(ies) state of mind, make appropriate arrangements if needed
9. Involved deputy (ies) placed on admin leave for at least 24 hours, pending further action by personnel let as defined in 3.37
10. Prepare timely, comprehensive report of actions, observations and evaluations.
57
OIS Guidelines
| Who is IC, at start & upon your arrival?
Highest ranking officer is IC until Station Commander arrives
58
OIS Guidelines: Employee death
| Required notifications
Commanding officer notified Sheriff or Under Sheriff, Personnel Captain and MLU
Commanding Officer arranges family notification
59
CNT 9.3
| When can CNT be activated?
Suspect is a threat to self or others and,
Armed and
Unwilling to répond to deputies on scene
60
CNT 9.3
| Basic Guidelines for CNT
Contain: Hostage taker
Control: Assisting/responding personnel
Communicate: With hostage taker/responding personnel
61
What reports are written by Lieutenant? (5)
1. After Action Reports
2. Discipline Recommendations (R&R)
3. Evaluation Appeals
4. Staff Reports
5. Employee Performance Review
62
What are the duties of a lieutenant? (14 +2)
1. Direct Supervision of Sergeants
2. Prepare Evals for Sergeants
3. In-Direct Supervision of Deputies
3. Eval Appeal Officer
4. Post seizure hearings
5. PIMS approval
6. Monitor Scheduling/Overtime
7. Review CR/AR
8. Review UOF
9. City Contract Guidelines
10. Budget Processes
11. Incident Command Operations
12. CC Watch Commander
13. Assist with Interview Panels
14. Pre-Disciplinary hearings and reports (R&R)
Detentions:
1. Inmate welfare budget
2. 825 PC releases
63
First Responder Check List: Situation of Assessment (8)
1. Type and location of emergency
2. Size of area involved
3. # of additional deputies needed
4. ICP location
5. Staging area (TSA/CNT/SAR)
6. Safe routes/access routes
7. Additional resources
8. # and type of injuries
64
First Responder Check List: Control Measures (11)
1. Establish Journal/scribe (use radio to document)
2. Establish link with Comm Center (Critical Incident Line and have a corporal as you rep in the event you are busy)
3. Assign Finance/Logistics/Operations and Planning to assist with the following:
4. Request personnel and equipment a needed
5. Develop Ops Plan to include:
-Perimeter control
-evac measures
-liaison w/other agencies
-traffic control
-mobilize personnel
IC should be considering relief plan and demobilization
65
What are the 9 headers for an after action report?
1. Synopsis
2. Problem
3. Background
4. Planning
5. Deployment
6. Termination of Action
7. Post Action
8. Media Coverage
9. Operational Critique
66
Appeals to Discipline: Written Reprimand
| Can you appeal? timelines, options
Cannot appeal to civil service
Can write a written response to 4th level supervisor w/in 30 days
May pursue the grievance procedure
67
Appeals to Discipline: Suspensions/pay-step reductions
| Can you appeal? timelines, options
Yes, by permanent employee (not probationary)
68
Appeals to Discipline: Termination
10 calendar days to file request after service of Notice of Discipline
Employee representation
Department Attorney
Civil Service Commissioner can uphold, overturn or modify
Final appeal is to Superior Court
69
Appeals to Discipline: Termination/Demotion
| Who has right to appeal and what is process?
Permanent Employee only
10 calendar days to file request after service of Notice of Discipline
Employee representation
Department Attorney
Civil Service Commissioner can uphold, overturn or modify
Final appeal is to Superior Court
70
Appeals to discipline: Probationary Employees
| Do they have right to appeal? If so under what circumstances
Violation of Rules-Skelly only
Demonstrated deficiency-no smelly
May appeal to civil service for Liberty Interest Conference
71
```
Staff Report (Major Revision)
What are the headings (12)
```
1. To
2. From
3. Subject
4. Problem
5. Assumptions
6. Facts
7. Discussion
8. Costing Information
9. Conclusion
10. Recommendations
11. Signature Block of reporter
12. Attachments
72
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Staff Report (Minor Revision)
What are the headings (8)
```
1. To
2. From
3. Via: Chain of Command
4. Subject
5. Rationale statement
6. Signature of reporter
7. Attachments
8. Endorsements
73
R&R
| What is the format and what is addressed?
```
To: Division Commander
From:
R&R:
Sustained violations
Mitigating factors
Priors
Document the meeting
```
74
What type of discipline cannot be considered for promotion, transfer, specialized assignments or disciplinary actions?
Written reprimands over two years old
More severe discipline over 5 years old
**unless pattern of similar conduct**
75
What are the lieutenant's duties/responsibilities at a critical incident?
```
Establish CP, scribe, assistant to IC
Notify CC you are IC
Assess Situation
Assign FLOP
Activiate DOC(?)
Approve all plans
Coordinate all activitites
Conduct initial briefing
Manage Ops
Order resources and release all resources
```
76
Disciplinary Procedures:
| What type of conduct is investigated (3)
1. On-duty misconduct
2. Off-duty criminal
3. Off duty non-criminal w/ nexus to job
77
Time lines for discipline
Skelly
Civil Service
5 working days to request a skelly
| 10 calendar days to appeal to civil service
78
What are the type of formal discipline?
```
Counseling
Written Reprimand
Reassignment
Suspension/pay-step reduction
Demotion
Termination
```
79
When can a grievance be filed and what are the timelines?
Within 45 day of informal discussion w/supervisor.
2nd level superior has 10 days to respond
can be appealed to 4th level supervisor and each timeline if 10 days
80
Supervisor responsibilities related to sexual harassment
Supervisor shall
1. Free of harassment
2. Report and resolve
2. Immediate corrective action
3. Documentation
