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Home My WebLink About2011 - Citizen Review Board - Annual Report (2)Fort Collins Police Services Professional Standards Unit 2221 S. Timberline Rd. PO Box 580 Fort Collins, CO 80522-0580 (970) 416-2185 Fax (970) 224-6088 MEMORANDUM To: Citizen Review Board From: Greg Yeager, Lieutenant Date: January 12, 2012 Re: 2011 End of Year Report The 2011 End of Year Report includes an assessment of the progress on the 2011 Work Plan, the agreed upon 2012 Work Plan, and an overview of the cases reviewed by the Citizen Review Board. This was another busy year for the CRB, which reviewed 11 cases including two officer involved shootings. The amount of time spent reviewing those cases was significant. Citizen Review Board 2011 Work Plan • Continue the review of Police administrative investigations via subcommittee. Accomplished. • Continue monitoring and reporting CRB voicemail and Bias Policing voicemail. Accomplished. • Explore options for educating citizens about the existence and purpose of the Citizen Review Board. No new methods of educating citizens were implemented in 2011. • As opportunities present themselves, identify and establish relationships with specific groups within the community. No new relationships were identified or established in 2011. • Continue liaisons with appropriate Boards and Commissions, including the Human Relations Commission. Accomplished. A member of the Human Relations Commission regularly attends CRB general meetings and provides updates on HRC activities that may be of interest to CRB members. • Provide and monitor training for any new board members. Accomplished. One new member began his term in 2011 and was provided training that addressed the CRB process and law enforcement practices. Other members voluntarily attended the training as a review. • Continue to arrange annual training for all board members. Accomplished. The basic training was provided to the Board. There is interest in additional training, and we will work to improve in this area in 2011. The CRB 2012 Work Plan was simplified to focus the board’s efforts and to match ordinance-authorized duties. Citizen Review Board 2012 Work Plan • Continue the review of Police Services administrative investigations via subcommittee. • Continue monitoring and reporting CRB voicemail, email and Bias Policing voicemail. • Continue liaisons with appropriate Boards and Commissions including the Human Relations Commission. • Provide and monitor training for any new Board members. • Continue to arrange annual training for all Board members. Citizen Review Board 2011 Annual Report The Board considered 11 cases in 2011. This was a decrease of three cases from 2010. Two additional cases came in during 2011, but will not be submitted to the board until 2012 due to scheduling constraints. The IAPro case management numbering system continues to be utilized. PC2011-xxx: Performance Complaints LI2011-xxx: Level 1 Complaints LII2011-xxx: Level 2 Complaints 2011 is for the year and the “xxx” is the sequential identifier for that particular category of complaint. (As was reported in the 2009 report, previous reports may not have been accurate as to what year a case was reviewed. Late 2005 cases may not have been reviewed by the Board until 2006, but it was listed in the 2005 column due to numbering. This report continues the 2009 corrections.) 2008 2009 2010 2011 1 LII2007-008: CO LII2009-001: SS LII2009-007 UOF LII2010-009 CO 2 LII2008-001: CO LII2009-002: CO LII2009-008 UOF LII2010-010 CO 3 LII2008-003: CO LII2009-003: CR LII2009-009 CO LII2010-012 UOF 4 LII2008-004: UOF LII2009-004: CR LII2009-010 OIS LII2010-013 OIS 5 LII2008-005: UOF LII2009-011 CO LII2011-001 OIS 6 LII2008-006: UOF PC2010-010 GD LII2011-002 CR 7 LII2008-007: CO LII2010-001 OIS LII2011-003 UOF 8 LII2008-008: CO LII2010-002 CR PC2011-006 GD 9 LII2010-003 GD LII2011-004 CO 10 LII2010-004 CR LII2011-007 SS 11 LII2010-005 OIS LII2011-008 UOF 12 LII2010-006 GD 13 LII2010-007 RP 14 LII2010-008 CO LEGEND UOF – Use of Force OIS – Officer Involved Shooting CR – Civil Rights RP – Racial Profiling SS – Search and Seizure CO – Criminal Offense GD – General Duties DEFINITIONS: Performance Issues 1. General: It is expected that an employee’s supervisor will investigate any performance issue that comes to the attention of the department by any source. This may involve a citizen’s perception about an employee’s behavior, a minor violation of agency directives, procedure or practice, or a concern expressed about the way an incident was handled. Subsequent performance issues involving similar conduct by the same employee within a twelve-month period may result in the elevation of the investigation to Level One. Level One Investigation 1. General: A Level One investigation involves an allegation that an employee violated clearly established departmental directives, procedure or practice and may be brought to the attention of the department by any source. A Level One investigation involves an allegation that if substantiated could result in disciplinary action beyond that usually expected in a performance issue. A Level One investigation is not appropriate for allegations that require the review of the Citizen Review Board pursuant to Section 2-139 (2)(a) and (b) of the City Code. However, the Chief can forward any investigation to CRB at his or her discretion. Some examples of investigations that should be considered Level One include, but are not limited to, allegations that: • The police tactics used were inappropriate or unwarranted, but do not rise to the level of a use of force allegation that would be classified as a Level Two investigation. • An employee’s behavior presented a significant safety risk to another person or a significant threat of property damage. • An employee’s driving presented a significant safety risk to another person or a significant threat of property damage, whether or not it resulted in a motor vehicle accident. • An employee was involved in dishonest, untruthful or fraudulent conduct. • An employee engaged in conduct that tends to seriously impair the operation or morale of the agency, may cause the public to lose confidence in the police department, violates the public trust, or affects the reputation of the agency or any member. • An employee’s treatment of others was biased, unequal, or discriminatory in nature, but not rising to the level of a civil rights violation that would be classified as a Level Two investigation. • An employee participated in sexual harassment of another employee or citizen. • Subsequent Level One investigations involving similar conduct by the same employee within a twelve-month period, may result in the elevation of the investigation to Level Two. Level Two Investigation 1. General: A Level Two investigation is one in which review by the Citizen Review Board is required or anticipated. It includes allegations that: • A police officer or community service officer used force or discharged a firearm in violation of an agency directive or applicable law; • A police officer or community service officer committed a crime; • As a result of a police officer’s or community service officer’s act or failure to act, a person sustained severe injury or death or suffered a civil rights violation; • A police officer or community service officer used deadly force, whether or not the use of such force results in death; • Any other matter the Chief or the City Manager determines should be a Level Two investigation or forwarded to the Citizen Review Board for review.