PHILADELPHIA POLICE DEPARTMENT DIRECTIVE 6.16

Transcription

1 PHILADELPHIA POLICE DEPARTMENT DIRECTIVE 6.16 Issued Date: Effective Date: Updated Date: SUBJECT: FIELD DEVELOPMENT AND MENTORSHIP PROGRAM PLEAC PURPOSE A. Honor, Integrity, and Service are the core values upon which we stand as a Police Department, and signify the importance of the oaths we took to serve our community. Those values must be consistently reinforced from the time of hiring recruits through their retirement from the Philadelphia Police Department. The Field Development and Mentorship Program is thus a comprehensive system designed to develop the knowledge, skills, and abilities of new police officers and better prepare them for a long and rewarding career with the Philadelphia Police Department. B. The primary mission of the Field Development and Mentorship Program is to provide each new officer with the necessary training to obtain technical competency to perform the duties of a Philadelphia Police Officer while upholding the values of the Department. 2. POLICY A. A field training program, hereinafter referred to as the Field Development Program (FDP) consisting of a minimum of five weeks after the academy graduation, is established for the development of newly-sworn officers. The curriculum of the program is based on tasks most frequently handled by officers. Adherence to the curriculum of development will ensure a high level of competence among officers and will enhance the performance of officers and the Philadelphia Police Department. (PLEAC ) B. Additionally, after completion of the initial Field Development Program, all officers must enter the Mentorship Program for a period of six weeks after their assignment to a patrol line platoon. The Field Development and Mentorship Program provides officers with a minimum of eleven weeks of training and guidance in their overall development as new officers with the Philadelphia Police Department, upon their graduation from the police academy. DIRECTIVE

2 3. DEFINITIONS A. Field Development Supervisor (FDS) designated supervisor at a police district to which newly-sworn officers are assigned upon graduation from the Police Academy. The FDS functions as the field training officer for the newly-sworn officer or officerin-development (OID). B. Officer-in-Development (OID) the newly-sworn officer in the Field Development Program. C. Field Development Coordinator (FDC) - an individual in a supervisory position of, at minimum, the rank of Sergeant designated to oversee the Field Development Program. The FDC is responsible for updating the training program, scheduling meetings with and conducting training of the Field Development Supervisors (FDS), settling disputes between the FDS and OID, and coordinating the successful completion of field development for each OID. 4. PROCEDURES A. Upon successful completion of the certified basic law enforcement/police training course (MPOETC Act 120) conducted by the Police Academy, and upon assignment to a patrol district, the OID shall enter the Field Development Program for a minimum of five (5) weeks. The Field Development Program consists of two (2) main phases of training. OID s may proceed through the phases of the Field Development Program upon successfully meeting phase training objectives. However, all OID s shall be required to complete the five weeks in the Field Development Program. (PLEAC a) B. Field Development Supervisors 1. Each district to which officers are assigned after graduation from the Police Academy, will have a designated sergeant who will serve as the Field Development Supervisor (FDS). 2. Selection of Field Development Supervisors (PLEAC b) a. The FDS will be selected by the Commanding Officer of the district to which the newly-sworn officers are assigned. The selection will be based on the experience, ability, training, demeanor, and professionalism of the sergeant. 3. Responsibilities of Field Development Supervisors a. Organizing DIRECTIVE

3 1) Plan daily events a) The FDS must ensure the OID receives a rotation of assignments (Operations Room, Divisional Booking Center (DBC), vehicle patrol, foot patrol, etc.) during the field development program period. (PLEAC f) b) The FDS must ensure the OID receives an assignment which allows the officer to develop their skills and knowledge of patrol operations. 2) Handouts a) Including, but not limited to, training bulletins, directive updates, crime maps, and part one sheets. b. Supervision (PLEAC c) 1) Ensure OID is receiving exposure to all aspects of the job, particularly through assignments with veteran officers under the monitoring of the FDS. 2) Provide formal and informal training, with feedback sessions. 3) Evaluate all activities involving the recruit on a daily basis. a) Sign Daily Patrol Logs. b) Review and initial appropriate completed activities on the OIDs Field Development Tracking Sheets. c) Document observations in the Weekly Evaluation Report. d) Conduct comprehensive mid-term evaluation and final evaluation of OID and complete the associated reports. 4) Provide immediate written notification to the officer s Commanding Officer and the FDC, if an OID is need of remedial training. 5) Submit all evaluations to the FDC and Commanding Officer. c. Self knowledge 1) Pennsylvania Crimes Code. 2) Pennsylvania Vehicle Code. DIRECTIVE

4 3) Rules of Criminal Procedure. 4) City of Philadelphia Ordinances. 5) Department Directives, Policies, Procedures, applicable district/unit Standard Operating Procedures and the Disciplinary Code. d) Coaching 1) Instruction of OIDs on what is expected, and how to complete the tasks. 2) Guidance of OID s in their development as patrol officers. 3) Encouragement of OIDs in their development and the completion of their tasks. e) Counseling 1) Therapeutic and growth process through which individuals are helped to derive goals and make decisions. 2) Listen and provide resources to assist in solving problems that are related to personal, social and career concerns. C. Field Development Coordinators 1. A Field Development Coordinator will be designated to oversee the Field Development Program. This individual shall be in a supervisory position and hold, at minimum, the rank of sergeant. 2. The Field Development Coordinator will be responsible for updating the training program, scheduling meetings with the Field Development Supervisors (FDS), settling disputes between the FDS and OID, and coordinating the successful completion of Field Development for each OID. (PLEAC c) D. Field Development Supervisor (FDS) Training 1. Initial and In-Service Training a) Initial training 1) The Field Development Coordinator shall coordinate the training of all sergeants, identified by their Commanding Officers as the FDS. The training will be documented on a training sign-in sheet. (PLEAC e) b) In-service training DIRECTIVE

5 1) The Field Development Coordinator shall initiate any in-service training required to maintain the initial certification or to update all department FDS s concerning training goals, objectives, protocols, and/or modifications to policies/procedures which effect the field development phases. This training shall be conducted, at minimum, annually, unless changes are made to the program which require immediate update training. (PLEAC e) 2. Police Academy Liaison a) The Field Development Coordinator will serve as the liaison with the Police Academy in order to coordinate any FDP related training, and all remedial training for an OID as recommended by the FDS and the OID s commanding officer, upon approval by the Deputy Commissioner, Patrol Operations. (PLEAC d) E. Rotation of Assignments for Officers in Development (OID) 1. It will be the FDS responsibility to schedule each OID for the rotation of Field Assignments required during the phases of the Field Development Program. 2. Rotation of assignments shall meet the minimum requirements as described in each phase of the program, listed in the FDP manual. The rotation allows for certain flexibility in assignments. The goal is to ensure the OID s work in a variety of assignments to familiarize them with the responsibilities they may be called to fulfill (PSA car, EPW, Operations Room, details, etc.). (PLEAC f) F. Evaluation of Officer in Development (OID) 1. Evaluation Reports and Guidelines (PLEAC g) a. The Evaluation Report and Evaluation Report Guidelines are provided to the FDS in order to evaluate, on a standard basis, the progress of an OID for each of their five weeks in the FDP. There are twelve (12) separate rating areas that are individually addressed. The OID is evaluated on these areas using the matrix listed on the Evaluation Report Guidelines. 1) Evaluation Report Rating Areas a) Vehicle Operation b) Written Communication c) Verbal Communication d) Community Interaction e) Patrol Procedures/Policy DIRECTIVE

6 f) Arrest Procedures g) Traffic Enforcement h) Physical Skills/Force i) Criminal Laws j) Demeanor/Attitude k) Tactical Safety l) Appearance 2) Field Development Supervisors will evaluate each OID assigned to their responsibility on a daily basis. The evaluation will be updated as performance is observed on a daily basis, and completed by the Field Training Officer at the end of each week on the Evaluation Report. At the completion of the initial, five-week FDP, the OID will review the evaluation, in the presence of the FDS, and initial the evaluation to indicate it has been read and reviewed. The evaluation will also be reviewed and initialed by the FDS. 3) The report documents an evaluation of the 12 primary areas of concern regarding the OID s actions. The Comments section must be used to document FDS observations. The OID s insufficient performance, if applicable, and corrected performance (or plans to correct performance) will be documented in this space. The OID s strong or satisfactory performance must also be documented in this space. 4) OID s will be evaluated on each area, using a numerical scale ranging from one (1) to five (5) based upon the standard evaluation guidelines. A rating of three (3) will be considered the minimal acceptable level of performance. Any rating of two (2) or lower will be considered an unacceptable performance level by the OID officer. 5) Every OID will be graded, in each phase of training, on their ability/knowledge compared to that of a non-probationary officer with acceptable skills and knowledge. 6) Upon completion of the OID s Field Development period, the original Evaluation Report, Mid-Term Evaluation, and Final Evaluation will be placed into the OID s personnel folder at the district. One (1) copy will be forwarded to the Field Development Coordinator for appropriate review. DIRECTIVE

7 G. Phases b) Mid-Term and Final Evaluation. (PLEAC h) 1) In addition to the weekly evaluation, each Field Development Supervisor will submit an overall Mid-Term Evaluation of the OID midway through the FDP, and a Final Evaluation at the end of the five weeks. The FDS and the OID will sign the Mid-Term Evaluation, after the sergeant reviews the progress with the officer. The FDS, the OID, the appropriate lieutenant, and the Commanding Officer must sign the Final Evaluation, after the sergeant reviews the progress with the officer. 2) The Mid-Term and Final Evaluations will be prepared by the FDS, based on their personal observations and their Weekly Evaluation Reports. The personal observations consist of observing the OID s citizen contacts, radio communications, reports, roll calls, their interaction with other supervisors and veteran officers, and partnered patrol (riding along with OIDs). 3) The original Mid-Term Evaluation and Final Evaluation will be placed into the OID s personnel folder at the district. One (1) copy will be forwarded to the Field Development Coordinator for appropriate review. 4) The Weekly, Mid-Term, and Final Evaluations submitted by the FDS will become part of the OID s permanent personnel file and can be used as part of the probationary performance evaluation. 1. Phase 1 - Orientation a. Orientation should be two to four days in length. During this phase, the FDS will be responsible for 100% of the work while teaching the OIDs the Department policies, procedures, geography and officer safety. The OID will be dependent upon the FDS to provide all relevant departmental information. b. On the first day of the assignment, newly assigned OIDs report for duty and will be introduced to the Captain, Lieutenant, and Sergeant. Expectations and protocols should be clearly conveyed to all personnel. The OIDs will then be given information packets containing necessary reference material to perform their job going forward (e.g., District Map, PSA Boundaries, Business Directory, book, 75-48A, TVR book, PVR Book, CVN book, Summary Citations and Pertinent Phone Numbers, etc.). OIDs should fill out the and Court Notification Forms, and should be assigned a locker. c. There should be a tour of the District Headquarters interior/exterior, in which the OID s can familiarize themselves with the different personnel and equipment they will encounter. This tour should include: DIRECTIVE

8 1) Operations Room: a) ORS, S&R Desk, Manpower Desk, Desk, Flashlights, Radios b) Cell and Temporary Holding Areas Turnkey c) Administrative Offices Administrative Staff d) Parking Lots RPCs and EPWs, Authorized Personnel Parking e) Roll Call Room Identify communal computers. Along with an introduction to the PARS system, the OIDs will be shown the following on the Departmental Intranet Page: 1/ PIIN 2/ Warrants 3/ Mapping & Analysis 4/ Electronic 75-48A s 5/ Prison Release 6/ 311 System f) Divisional vans can be utilized for the following: 1/ Tour of the District geography 2/ Identifying the boundaries 3/ Foot Beat Areas 4/ Current hot spots 5/ Trauma centers g) Tour of the Divisional Headquarters 1/ Introduction to the Divisional Inspector 2/ Detective Division a/ Desk Person b/ Narcotics Safe 3/ DBC a/ Arrest process b/ Money Safe c/ Evidence Safe d. OIDs can also attend a presentation at the district by various special units. The purpose of the presentation is to have the OID better understand the functions and responsibilities of these units. The date and times of the presentations will be subject to the availability of the special units. The presentations can include the following or any unit with a particular concern to the area (e.g., a district located along the Delaware or Schuylkill River may have to work closely with the Marine Unit). DIRECTIVE

9 e. During this orientation all OIDs will spend time with the District Crime Analyst, Compstat officer, and Crime Prevention Officer to understand the following: 1) Crime Analysis a) Mapping & Analysis b) Crime Patterns c) Offender Focus d) Crime Prevention 1/ Departmental Programs (e.g. S.A.V.E, B.O.N.D, SafeCam, Operation ID) 2/ Review Conditions Conducive to Crime f. Upon completion of key areas of development, a written review of each OID will be completed by the assigned FDS. This review will document the OID s strengths and weaknesses, as well as identify any needs for additional training sessions. At the end of orientation, the OID s should be informed of their future foot patrol areas. 2. Phase I Part 2 a. This phase will last for a minimum of ten working days or two weeks. b. The time working with a veteran officer will be with the OID initially functioning as the recorder. c. Time working with the FDS will be spent with the OID as the primary driver and the FDS as the recorder/observer/trainer. 1) When an OID is partnered with a veteran officer, the veteran officer will perform a majority of the workload. When an OID is partnered with the FDS, the FDS will initially accept responsibility for a majority of the workload, for training purposes. d. The goal for the phase is to have the OID independently performing a majority of the work before moving to Phase II. Specifically, the OID will be required to meet the following objectives before progressing to the next phase: 1) Proper radio usage. 2) Proper use of other police vehicle equipment. 3) Proper appearance. 4) Responding and safely resolving non-critical incidents (without assistance). 5) Working knowledge of records management system. 6) Proper interaction with citizens. DIRECTIVE

10 7) Proper use of the force continuum. 8) Mechanics of arrest/search/custody. 9) Constitutional Law understanding. 10) Self-initiated field activity. 11) Interview and interrogation techniques. 12) Collecting & processing evidence. 13) Report writing. 14) Juvenile custody. e. The OID will check Departmental daily, and log into PARS and PIIN frequently for familiarization. f. At the end of Phase I, the Field Development Supervisor will submit a Midterm Evaluation report detailing specifically how each objective was met and or demonstrated to the FDS. The FDS and Field Development Coordinator will be responsible to coordinate to ensure that each recruit has met the standards before advancing into the next phase. 3. Phase II a. This phase has an objective-based time period. Under most circumstances, the OID should be moving to Phase II midway in the 3 rd week of the FDP. Upon reaching this phase, the OID will be expected to have gained sufficient knowledge and job skills needed to perform many of the minimum requirements of a patrol officer. The OID, while still paired with a veteran officer, will be expected to perform interdependently, calling upon other officers and supervisory personnel to answer normal questions. The OID will be responsible for a majority of the workload. b. Specifically, the recruit will be required to meet the following objectives before moving on to the next phase: 1. Understand the principles of criminal investigations. 2. Securing crime scenes. 3. Responding to crimes in progress. 4. Accident investigations. 5. Vehicle stop techniques. 6. Critical incident handling. 7. Case preparation. 8. Understanding of courtroom testimony and prosecution. 9. Officer safety and awareness. DIRECTIVE

11 c. The FDS will function as an observer. They will operate a separate RPC, and will monitor calls to which the OID is assigned. The veteran officer or FDS will not ordinarily intervene in any situation except those of an emergency nature that might cause injury or that would be an embarrassment to the Philadelphia Police Department. As with any situation which may result in insufficient performance, the FDS must be notified, so that proper remedial training and documentation can take place. 1) If the FDS or veteran officer is working with the OID foot patrol team, the FDS or veteran officer functions as an observer/trainer (unless immediate action is necessary) and the OID s will function as partners, sharing the work on a 50/50 basis. d. At the end of Phase II, the Field Development Supervisor will submit a Final Evaluation report detailing specifically how each objective was met and/or demonstrated to the FDS. The FDS, pertinent lieutenant, Commanding Officer, and Field Development Coordinator are responsible to coordinate to ensure that each recruit has met the standards before advancing into the next phase. e. Upon completion of the Field Development, the officer may be assigned, at the direction of the Deputy Commissioner, Patrol Operations, to a foot patrol assignment. The officers will continue to work under the close supervision of their designated sergeant. H. Mentorship Program 1. The Mentorship Program is another key part of the overall field training and development of officers. The purpose of this phase is to integrate the OID back into motorized patrol. 2. After completion of their foot patrol assignment, OID s will be assigned to work with a mentor officer for six (6) weeks, regardless of whether they stay in the district or transfer to another district. 3. The responsibilities of the officers will be no different than any other line platoon officer. a. The mentor officers will be identified by their Commanding Officers. The mentors must exhibit the traits that reflect the core values of Honor, Integrity, and Service. As such, mentors must exhibit professionalism, leadership, compassion, discipline, excellent communications skills, and ethical practices. 4. The immediate supervisor and platoon commander are responsible to ensure that the FDP Mentor Assignment Sheet is used to track the assignments of the OID with the mentor officers. DIRECTIVE

12 I. Remedial Training 1. It must never be assumed that all OIDs meet acceptable standards. Sometimes, OIDs may exhibit particular training deficiencies. If at any time during training deficiencies are observed, the FDS must ensure remedial training is given to the OID. Remedial Training is individualized instruction used for specific deficiencies in personal performance. Deficiencies must be documented on the Weekly Evaluation Report. Remedial training must first be attempted by the FDS, who must train the OID personally. The FDS must also document the training administered and inform the pertinent lieutenant of the actions taken. If the OID requires further training at the Police Academy, the FDS must request it through their Commanding Officer and provide documentation. The FDS may, during any phase of the training program, recommend that an OID receive remedial training in an area which the FDS finds the trainee to be insufficiently trained. Such a recommendation should be made only after the FDS is certain that they cannot provide or procure the needed training in the remaining parts of the phases. a) Remedial training shall be administered through one of the following protocols: 1) Submission of Training Request Memorandum through the chain of command to the Chief Inspector, Training and Education Services Bureau (TESB). Or 2) Direct issuance of a Training and Counseling Memorandum (Form ) to the employee. b) For any approved remedial training that can be conducted at the district/unit level, a Commanding Officer may assign a supervisor to provide the level of remedial training required for an employee to achieve the knowledge, skills and abilities necessary to perform his or her duty-related responsibilities. For any approved remedial training to be administered through the TESB, the Chief Inspector will assign the appropriate TESB unit to provide the necessary remedial training. 1) Remedial training will interrupt the normal flow of the field development program. The OID receiving remedial training will re-enter the program at the point they left and will be expected to complete the interrupted phase. OID s may be sent to remedial training, in any area, only one time unless otherwise directed by the OID s Commanding Officer. DIRECTIVE

13 2) If, after completing the remedial training, the OID cannot perform at an acceptable level, then a recommendation for an unsatisfactory performance rating should be submitted by the assigned FDS, through the chain of command, to the Commanding Officer. A copy of the recommendation must be sent to the Field Development Coordinator. BY COMMAND OF THE POLICE COMMISSIONER PLEAC - Conforms to the standards according to the Pennsylvania Law Enforcement Accreditation Commission DIRECTIVE