FIELD TRAINING AND EVALUATION PROGRAM manual

FIELD TRAINING AND EVALUATION

PROGRAM

rules and

procedures

ST. LOUIS COUNTY POLICE DEPARTMENT

man

ual

i

FIELD TRAINING AND EVALUATION PROGRAM MANUAL

Rules and Procedures

GOALS AND OBJECTIVES ............................................................................................................... ii

LAW ENFORCEMENT CODE OF ETHICS ...................................................................................... iii

I. GENERAL ................................................................................................................................. 1

II. OPERATIONAL PROCEDURES .................................................................................................. 2

III. TRAINING AND EVALUATION PHASES .................................................................................... 4

IV. END OF PHASE GUIDELINES ................................................................................................... 8

V. DUTIES AND RESPONSIBILITIES .......................................................................................... 16

APPENDICES*

1. Daily Observation Report Form

2. End of Phase Report Form

3. End of Probation Home Interview Guide

4. Field Training Instructor's Critique

5. End of Probation Reporting Checklist

*NOTE: Forms that may be filled out online are located on the Department's Intranet

GOALS AND OBJECTIVES

The St. Louis County Police Department Field Training and Evaluation Program is a managementsystem with the goal of improving the overall effectiveness and efficiency of the Department. Toachieve this goal, the Program has established the following objectives:

1. TO PROVIDE A STRUCTURED PROBATIONARY OFFICER TRAINING PROCESS. The FieldTraining and Evaluation Program provides a structured, on-th e-job training program forprobationary officers. Field Training Inst ructors will serve as role models to probationaryofficers. The key to the program is to transfer police knowledge, skills and abilit ies needed toperform patrol duties to on-the-job applications.

2. TO ESTABLISH A PROBATIONARY OFFICER EVALUATION SYSTEM. The Field Training andEvaluation Program is designed to provide a job-related evaluation of the probationaryofficer's performance. The system utilizes a standardized approach to the documentation ofthe offi cer's performance.

3. TO IDENTIFY UNDESIRABLE BEHAVIORAL TRAITS AND PROVIDE REMEDIATION. The FieldTraining and Evaluation Program provides an opportunity to observe, under field conditions,the abilities of the officer. If undesirable behavioral traits are identifi ed, additional train ing willbe provided to ensure that everyone who completes the program meets the Department'sstandards.

4. TO ESTABLISH A PROGRAM REVIEW PROCEDURE. The Field Training and Evaluation Programprovides an appraisal system to measure the effectiveness of the Department's selection andtraining processes by allOWing feedback through the respective phases regarding an officer'sstrengths and weaknesses.

5. TO ESTABLISH A RETRAINING PROGRAM FOR THE DEPARTMENT. The Field Training andEvaluation Program provides a system to train and evaluate the performance of officersreturning from extended leave, reappointed or newly transferred to the Division of Patrol.

Adopted by Command Staff

TF:em

By order of:

!~~COLONEL TIMOTHY E. FITCHChief of Police

Approved at the regular Board meeting of September 25, 2013.

Chairman ) i\<{1(jDistributionAll Commissioned Personnel

CALEA Reference33.1.5; 33.4.3

ii

Secretary

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LAW ENFORCEMENT CODE OF ETHICS All law enforcement officers must be fully aware of the ethical responsibilities of their position and must strive constantly to live up to the highest possible standards of professional policing. The International Association of Chiefs of Police believes it important that police officers have clear advice and counsel available to assist them in performing their duties consistent with these standards and have adopted the following ethical mandates as guidelines to meet these ends.

PRIMARY RESPONSIBILITIES OF A POLICE OFFICER A police officer acts as an official representative of government who is required and trusted to work within the law. The officer's power and duties are conferred by statute. The fundamental duties of a police officer include serving the community; safeguarding lives and property; protecting the innocent; keeping the peace; and ensuring the rights of all to liberty, equality and justice.

PERFORMANCE OF THE DUTIES OF A POLICE OFFICER A police officer shall perform all duties impartially, without favor or affection or ill-will and without regard to status, sex, race, religion, political belief or aspiration. All citizens will be treated equally with courtesy, consideration and dignity. Officers will never allow personal feelings, animosities or friendships to influence official conduct. Laws will be enforced appropriately and courteously, and in carrying out their responsibilities, officers will strive to obtain maximum cooperation from the public. They will conduct themselves in appearance and deportment in such a manner as to inspire confidence and respect for the position of public trust which they hold.

DISCRETION A police officer will use responsibly the discretion vested in the position and exercise it within the law. The principle of reasonableness will guide the officer's determinations and the officer will consider all surrounding circumstances in determining whether any legal action shall be taken. Consistent and wise use of discretion, based on professional policing competence, will do much to preserve good relationships and retain the confidence of the public. There can be difficulty in choosing between conflicting courses of action. It is important to remember that a timely word of advice rather than arrest - which may be correct in appropriate circumstances - can be a more effective means of achieving a desired end.

USE OF FORCE A police officer will never employ unnecessary force or violence and will use only such force in the discharge of duty as is reasonable in all circumstances. The use of force should be used only with the greatest restraint and only after discussion, negotiation and persuasion have been found to be inappropriate or ineffective. While the use of force is occasionally unavoidable, every police officer will refrain from applying the unnecessary infliction of pain or suffering and will never engage in cruel, degrading or inhuman treatment of any person.

CONFIDENTIALITY Whatever a police officer sees, hears or learns, which is of a confidential nature, will be kept secret unless the performance of duty or legal provision requires otherwise. Members of the public have a right to security and privacy and information obtained about them must not be improperly divulged.

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INTEGRITY A police officer will not engage in acts of corruption or bribery nor will an officer condone such acts by other police officers. The public demands that the integrity of police officers be above reproach. Police officers must, therefore, avoid any conduct which might compromise integrity and thus undercut the public confidence in a law enforcement agency. Officers will refuse to accept any gifts, presents, subscriptions, favors, gratuities or promises that could be interpreted as seeking to cause the officer to refrain from performing official responsibilities honestly and within the law. Police officers must not receive private or special advantage from their official status. Respect from the public cannot be bought; it can only be earned and cultivated.

COOPERATION WITH OTHER POLICE OFFICERS AND AGENCIES Police officers will cooperate with all legally authorized agencies and their representatives in the pursuit of justice. An officer or agency may be one among many organizations that may provide law enforcement services to a jurisdiction. It is imperative that a police officer assist colleagues fully and completely with respect and consideration at all times.

PERSONAL-PROFESSIONAL CAPABILITIES Police officers will be responsible for their own standard of professional performance and will take every reasonable opportunity to enhance and improve their level of knowledge and competence. Through study and experience, a police officer can acquire the high level of knowledge and competence which is essential for the efficient and effective performance of duty. The acquisition of knowledge is a never-ending process of personal and professional development which should be pursued constantly.

PRIVATE LIFE Police officers will behave in a manner which does not bring discredit to their agencies or themselves. A police officer's character and conduct while off duty must always be exemplary, thus maintaining a position of respect in the community in which he or she lives and serves. The officer's personal behavior must be beyond reproach. Adopted by the Executive Committee of the International Association of Chiefs of Police on October 17, 1989 during its 96th Annual Conference in Louisville, Kentucky. Adopted by the St. Louis County Police Department on March 2, 1990. This Code of Ethics is for internal use only and does not enlarge an officer's civil or criminal liability in any way. It should not be construed as the creation of a higher standard of safety or care in any evidentiary sense with respect to third party claims.

Field Training and Evaluation Program 1/18

I. GENERAL

The Field Training and Evaluation Program of the St. Louis County Police Department operates within the following guidelines in order to provide a valid training process and an evaluation of the probationary officers' performance. This system allows for objective documented measurement of this performance when necessary. The overall administration of the program shall be the responsibility of the Division of Patrol.

A. Definitions

1. Field Training Instructor (FTI) - A commissioned police officer who is responsible for the instruction and safe practices of a probationary officer and meets the guidelines as defined in Section I.B

2. Probationary Officer - A newly appointed commissioned police officer or one that is placed on probation as a result of disciplinary action.

3. Day - A training day is one in which the probationary officer is under the direct supervision of a Field Training Instructor or another Division/Bureau/Unit for specialized familiarization.

4. Week – Four (4) ten hour days. Field Training personnel should not confuse "working days and weeks" or "calendar days and weeks" with "training days and weeks." A probationary officer must have completed four days of training to be credited with a training week.

B. Field Training Instructor

1. Selection

a. Those officers wishing to participate in the Field Training Program should indicate their desire on the Assignment Preference Form distributed annually by the Personnel Services Unit. The minimum qualifications are as follows:

1) Minimum of two years police experience, one with this Department; and

2) Demonstrated ability to write detailed, clear and concise reports; and

3) Must attend a Department approved Basic Field Training Instructor Seminar before training a probationary officer.

b. Officers who indicated their preference and possess the minimum requirements will participate in a selection processes as positions become available. The precinct commander shall select officers based on these minimum qualifications, past performance evaluations, a review of the candidates’ Bureau of Professional Standards file, and input from sergeants and watch commanders.

2. Training and Certification

a. The FTI shall be assigned to a Basic Field Training Instructor Seminar when available and shall attend annual advanced training which will be coordinated by the platoon watch commander in the precinct assigned.

2/18 Field Training and Evaluation Program

b. The St. Louis County and Municipal Police Academy will conduct periodic field training instructor seminars. FTI training and other periodic training will be coordinated by the precinct platoon watch commanders.

c. Precinct watch commanders will ensure that the FTI attends annual training that allows them to remain current in rules of search and seizure, criminal law, interpersonal perspectives and patrol strategies.

d. Precinct watch commanders’ will ensure that the FTI participates in recruit training and the CMPA in terms of role playing and General Order review.

3. Field Training Instructors shall be assigned a probationary officer on a rotating basis to assure an evenly distributed workload.

4. The FTI will be recognized and compensated in the following manner;

a. The FTI shall be issued a Field Training Instructor's name plate. Wearing of the FTI nameplate shall be mandatory; and

b. The FTI shall be recognized by a small set of silver metal insignia, indicating two stripes, worn on each collar of the uniform shirt. A large set of silver metal insignia shall be worn on each shoulder strap of the cruiser jacket; and

c. The FTI shall receive monetary compensation in the amount of one and one half (1.5) hours of overtime for each training day.

II. OPERATIONAL PROCEDURES

A. Assignment

1. While a probationary officer is assigned to the CMPA.

a. The probationary officer will be assigned to an FTI.

1) The FTI, upon being notified that he/she has been assigned a probationary officer, shall contact the probationary officer prior to graduation from the CMPA.

2) The FTI acts as the Department's liaison with the CMPA and contacts the Commander, County and Municipal Police Academy, as necessary.

b. The Commander, CMPA, will ensure that the CMPA staff remains available to provide status updates regarding the officer's performance and make themselves available for consultation during the entire term of the probationary officer's field training.

2. Upon graduating from the CMPA, the probationary officer will be assigned to the Division of Patrol.

a. The officer then begins a 15 week, four phase training and evaluation process during which time, they shall be closely observed by their FTI.

b. This training shall be followed by a 37 week Evaluation Phase (V), unless extension training becomes necessary.


3. Probationary officers with previous law enforcement experience will participate in the field training program.

a. Based on their training, experience and performance, these officers may be moved to Phase V after a period of four to eight weeks. This move is to be based upon the recommendations made by the sergeant(s), watch commander, precinct commander and approved by the Commanding Officer.

b. The training of Phases I through IV will be condensed into this time period and only requires one End of Phase Report prior to recommendation to proceed to Phase V. At a minimum, the experienced officer should be placed with a Primary FTI for four to eight weeks. If additional training is necessary, the FTI will follow the procedures outlined for Extension Training.

4. During field training, the probationary officer shall be assigned to routine patrol duties, to include all shifts (days, afternoons and midnights) and various beats. The newly appointed officer will also be detached to specialized units as available, including, but not limited to, Communications, CARE, Crime Scene Unit and Air Support, to observe their interaction with the Division of Patrol.

B. Performance Evaluations

1. The performance of the probationary officer in Weeks two (2) through fourteen (14) shall be evaluated daily by the FTI on Daily Observation Reports. These reports shall be reviewed weekly by the watch commander and precinct commander. Meetings will be conducted as needed with the probationary officer, FTI, sergeant, watch commander and/or precinct commander.

2. At the end of phase I, II, III, and IV the FTI shall complete an End of Phase Report evaluating the performance of the officer in that specific phase. The FTI shall follow the guidelines in Section IV and indicate on the report whether the officer is recommended to proceed to the next phase. The report shall be discussed with the officer in a meeting with the FTI, sergeant, watch commander and/or precinct commander.

a. If the FTI does not recommend advancement to the next phase, or if the recommendation is for extension training, reasons for such recommendation shall be documented in the appropriate space of the End of Phase Report or attached pages.

b. If the precinct or watch commander does not concur with any FTI recommendation, a memo documenting reasons for such non-concurrence must be attached to the report.

3. The watch commander shall complete Performance Evaluation Reports at intervals established in that manual.

a. However, when a probationary officer in Phase V fails to meet standards in every evaluation criteria of the Performance Evaluation Report, the watch commander shall prepare a memorandum evaluating the probationary officer's performance and forward to the precinct commander each month of unsatisfactory performance; and


b. Daily observation reports shall be prepared in those cases where the officer demonstrates a significant performance deficiency or fails to demonstrate improvement in specific areas of performance after repeated training, counseling and/or re-instruction.

III. TRAINING AND EVALUATION PHASES

A. In order to maintain a certain level of uniformity, a concentrated effort shall be made to standardize certain aspects of training that fall in a category of performance skills. This shall enable the FTI to begin instruction with a recruit at eight weeks and assume that a certain amount of training has already taken place.

For example: one probationary officer who has driven for six weeks cannot be fairly evaluated against another probationary officer who has driven for one week.

B. An FTI must be confident in the training that has preceded them. Without standardized training, the second FTI is evaluating not only the probationary officer's failings, but the training deficiencies of the first FTI as well.

C. Exposure to a police officer’s work, environment and duties must take place before evaluation and that exposure must be uniform if the evaluation is to be valid. Set forth below are certain guidelines in order to minimize problems that arise from inconsistent training and to ensure maximum uniformity in the training process.

1. PHASE I - Five weeks

a. 1st week

The first four training days in Phase I are a familiarization period with documentation of what was discussed between the FTI and Probationary Officer. During this time, police functions are performed by the Primary FTI and probationary officer, concurrent with their abilities. The primary responsibility of the FTI during this time shall be to acquaint the officer with routine duties and police functions.

1) Probationary officers learn by observing rather than by doing. They perform simple tasks. (Remember, simple to the experienced FTI does not mean the same thing to the probationary officer.) The following matters are to be addressed during Phase I:

a) Safe policing practices; and

b) Neighborhood Policing - Purpose/Objectives; and

c) Crime Fighting Strategies; and

d) Mission Statement/Department Values; and

e) Radio Familiarization; and

f) Vehicle Inspection/Driving Practices, Including Service Points and Schedules; and

g) Elementary Information Gathering/Report writing; and

h) Beat/Sector/Precinct Familiarization; and


i) Traffic Stops, the Reason, the Location, etc.; and

j) Arrest Procedures, the Decision, How To, the Forms, the Conveyance, the Disposition; and

k) Search Procedures, Personal and Vehicle; and

l) Departmental Forms, Logs, Reports, etc.; and

m) Radar Policy and Familiarization (to include Speedguns, Tuning Fork Certification, S.M.A.R.T. Trailer).

2) Familiarization with the location of:

a) All Precinct Stations; and

b) Bureau of Central Police Records; and

c) Bureau of Communications; and

d) Division of Criminal Investigation; and

e) County Counselor's/Prosecuting Attorney's Office; and

f) County Municipal Courts and Circuit Courts; and

g) Family Court and All Related Facilities; and

h) Hospital Emergency Rooms in Assigned Precinct; and

i) Department of Justice Services Intake Center.

b. 2nd -5th weeks

The probationary officer is being evaluated. They should operate the radio, drive, conduct prisoner and vehicle searches, write reports and be able to handle non-stress type calls at the conclusion of this period. During this phase of training, the probationary officer will be scheduled to spend one full training day with the Bureau of Communications.

2. PHASE II - Three weeks

a. The officer is assigned to an Alternate FTI, on a different shift, within the same precinct ( a second FTI is used for a more objective evaluation).

b. 6th -8th weeks:

The probationary officer shall assume all driving responsibility and shall begin handling stress calls. This is an important mid-point. Problem areas might surface. Remedial training might be indicated and additional attention can be given to areas of deficiency.


c. Any deficiencies that could affect the completion of field training should be recognized and discussed during the end of Phase II meeting with the probationary officer, the primary FTI, the alternate FTI and the watch commander. A decision will be made to extend the training or continue on with a normal training schedule.

3. Phase III Four weeks

a. The officer is reassigned to a different precinct. The different precinct will be determined by the Commanding Officer, Division of Patrol.

b. 9th-12th weeks

The probationary officer will continue to assume the primary responsibilities that have been learned up to this point, in addition to any new responsibilities within the new precinct.

4. PHASE IV -Three weeks

a. The probationary officer will return to their original precinct with their primary FTI.

b. 13th and 14th weeks:

1) The first two weeks are training weeks as specified in Phases’ I, II and III. It is designed as a "polishing" phase in which the officer is expected to integrate their acquired skills into daily performances. The probationary officer should be handling most of the calls and writing the required reports.

2) Emphasis shall be on safety, critical issues, performance under stress, ability to initiate positive action independently when required, healthy aggression and judgment.

3) Significant deficiencies should have been corrected by this point. For all practical purposes, training should be considered completed at the conclusion of this period.

c. 15th week (final):

1) The FTI's role shall be to observe and evaluate. The FTI may have the option to wear plain clothes to evaluate the probationary officer’s assertiveness and ability to take control of a situation. If the FTI wears plain clothes, the FTI must have appropriate identification available and visible when necessary. The FTI will carry a duty weapon, department issued body armor, and at least one less-lethal weapon.

2) The goal is to train officers who can operate and function in the police profession. The FTI shall not participate in police functions during this period, unless failure to participate creates a situation that is unsafe, detrimental to police efficiency and/or public relations. However, the FTI shall act as an assist on all calls necessitating two officers.


3) The probationary officer will ride with a supervisor(s) for at least one day during the last week of training.

5. PHASE V - Evaluation

The probationary officer shall remain assigned to the Division of Patrol and within the same precinct unless otherwise approved by the Chief of Police. If the probationary officer is transferred to another division while in Phase V, all references in this manual to the Commanding Officer, Division of Patrol shall be transferred to the officer's Commanding Officer. All responsibilities of the precinct or watch commander shall be transferred to the officer's bureau commander, or if none exists, to a supervisor chosen by the officer's Commanding Officer.

a. The Evaluation Phase is the period of probation in which the officer is not under the direct supervision of a Field Training Instructor.

b. The probationary officer is evaluated on their ability to apply what has been learned and to function as a patrol officer.

c. The Probationary Review Board shall review all evaluations and reports including statistical data generated during a probationary period. A personal interview shall be conducted by the Board, with the officer. If deemed necessary, the FTI, sergeant, watch commander and precinct commander may also be interviewed by the Board.

d. At the conclusion of the evaluation by the Board, a recommendation shall be made by the Board to the Chief of Police as to the disposition of the probationary officer.

D. Remedial Training

1. If the FTI determines that the probationary officer is unsafe or is not responding to training, then remedial training will be discussed with the watch commander. This determination may be made at any point in the training.

2. The FTI and watch commander will determine the manner in which the remedial training is to be presented to the probationary officer as well as the remedial training plan.

E. Remedial Training Plan

1. A remedial training plan specific to the needs of the probationary officer and the department will be developed at the precinct level. The plan will be designed to correct the problem(s), which may be managed either at the same precinct or better served at another precinct under the guidance of another Field Training Instructor.

2. The remedial training plan does not necessarily need to include an extension in training. For example: a probationary officer demonstrates a deficiency in report writing. That officer may be sent to the CMPA for classroom instruction. If from that point the officer displays sufficient proficiency in report writing then no further action is necessary.

1) The probationary officer in this case will remain with their FTI.


2) The time period to determine if this level of remedial training resulted in the desired effect is to be determined on a case-by-case basis.

3) If the remedial training did not have the desired effect and the FTI believes that the probationary officer would benefit from an extended training and evaluation period the guidelines documented in SectionIII.E.3 are to be followed.

3. When the probationary officer does not meet standards in all evaluation areas, the training and evaluation period may be extended for remedial training under the following conditions:

a. The probationary officer is unsafe.

b. There are specific, identifiable problems which are essential to performing the job.

c. During the training and evaluation period, the officer has shown little or no progress in the problem areas that were identified.

d. If it is reasonable to believe that the remedial training plan would correct the noted problem(s)

4. If an FTI believes that an extension in training is necessary that request shall be made to the watch commander and documented on the End of Phase Report. If there is a non-concurrence (on approval or disapproval) within the field training chain of command, the non-concurrence will be documented in writing and attached to the request. A probationary officer who has been granted an extension would be assigned to an FTI who shall best accomplish the goal of extension training.

5. The extension training, if granted, shall be evaluated by Daily Observation Reports, an End of Phase Report, and ending with a meeting with the FTI, probationary officer, sergeant, watch commander, and precinct commander.

6. The Commanding Officer, Division of Patrol, shall forward all of the End of Probation Reporting Package to the Probationary Review Board along with a recommendation to either return the probationary officer to Phase V training or to terminate the officer's employment. A personal interview shall be conducted by the Board with the probationary officer. If deemed necessary, the FTI, sergeant, watch commander and precinct commander may also be interviewed by the Board.

F. Disciplinary Probation

The Commanding Officer will determine the appropriate training and evaluation phase for those officers reduced to probationary status as the result of disciplinary action. The operational procedures described in Section III and the General Order entitled Probationary Status will be followed.

IV. END OF PHASE GUIDELINES

The following guidelines should be used as a basis to complete the End of Phase Report. The task of evaluating and rating a probationary officer's performance should be based on these guidelines, which serve as a means of program standardization and continuity.

A. Critical Performance Tasks

1. Driving Skill: Stress Conditions


a. Not Satisfactory: Involved in accident(s). Unnecessary use of red lights and siren. Excessive and unnecessary speed. Fails to slow for intersections and loses control on corners.

b. Meets Standards: Maintains control of vehicle. Evaluates driving situations and reacts properly; (i.e., proper speed for conditions).

c. Superior: High degree of reflex ability and competence in driving skills.

2. Orientation Skill: Stress Conditions

a. Not Satisfactory: Becomes disoriented when responding to stressful situations. Is unable to relate present location to desired destination. Is unable to use map book under stress.

b. Meets Standards: Aware of present location. Is able to utilize map book effectively under stressful conditions. Demonstrates good sense of direction in tactical situations.

c. Superior: Always responds quickly to stressful calls by the most appropriate route. Does not have to refer to map book. Rarely disoriented during tactical situations.

3. Field Performance: Stress Conditions

a. Not Satisfactory: Becomes emotional and panic stricken, unable to function, loses temper.

b. Meets Standards: Exhibits calm and controlled attitude, does not allow situation to further deteriorate.

c. Superior: Maintains control and takes appropriate action under any circumstance.

4. Officer Safety: General

a. Not Satisfactory: Frequently fails to exercise officer safety. Exposes weapons to suspect (i.e., ASP Baton, mace, handgun). Fails to keep gun hand free during enforcement situation. Stands directly in front of violator's car door. Fails to control suspect's movements. Does not maintain sight of violator while writing citation. Fails to use illumination when applicable. Fails to advise dispatcher when leaving vehicle. Fails to maintain good physical condition. Fails to utilize or maintain personal safety equipment properly. Does not foresee potentially dangerous situations. Points weapon at other officers. Stands too close to vehicular traffic. Stands in front of door when knocking.

b. Meets Standards: Understands principles of officer safety and applies same.

c. Superior: Always exercises safe practices and tactics.


5. Officer Safety: Suspects/Prisoners

a. Not Satisfactory: Frequently violates officer safety standards as detailed in (#1) and in addition, fails to "pat search" or confronts suspicious persons while seated in police vehicle, fails to handcuff potentially hazardous prisoners or felons, and fails to thoroughly search prisoners or their vehicles. Fails to maintain position of advantage with prisoners to prevent attack or escape.

b. Meets Standards: Displays awareness of potential danger from suspicious persons and prisoners, maintains position of advantage.

c. Superior: Always maintains position of tactical advantage and is alert to changing situations.

6. Control of Conflict: Voice Command

a. Not Satisfactory: Improper voice inflection; i.e., too soft, too loud, confused voice command or indecisive, poor officer bearing.

b. Meets Standards: Speaks with authority in calm, clear voice.

c. Superior: Always give appearance of complete command through voice tone and bearing.

7. Control of Conflict: Physical Skill

a. Not Satisfactory: Cowardly, or uses too little or too much force for given situation. Unable to use proper restraints.

b. Meets Standards: Maintains control without excessive force.

c. Superior: Excellent knowledge and ability to use restraining holds. Always prepared to use necessary force, and possesses above average physical conditioning.

B. Routine Performance Tasks

1. Driving Skill: Non-Stress Conditions

a. Not Satisfactory: Continually violates traffic code (red light, stop signs), involved in preventable accidents, lacks dexterity and coordination during vehicle operation.

b. Meets Standards: Has ability to maintain control of vehicle while being alert to activity outside of vehicle. Practices good defensive driving techniques.

c. Superior: Sets good example of lawful, courteous driving while exhibiting good manipulative skill required of police officer; (i.e., operate radio - utilize spotlight).


2. Orientation Skill: Non-Stress Conditions

a. Not Satisfactory: Unaware of his location while on patrol. Does not understand proper use of map book. Unable to relate current location to destination. Not familiar with the district and beat structure.

b. Meets Standards: Has knowledge of current location in most situations. Can quickly use map book to find streets and then determine shortest route to get there.

c. Superior: Retains prior street information and is able to get to destination by shortest route.

3. Report Writing: Organization/Details/Classification

a. Not Satisfactory: Totally incapable or organizing events into written form, unable to determine proper report classifications.

b. Meets Standards: Converts field situations into a logical sequence of thought to include all elements of the crime, knows standard report classifications.

c. Superior: A complete and detailed account of what occurred from beginning to end, written and organized so as to assist any reader in comprehending the occurrence, consistently classifies report correctly.

4. Report Writing: Grammar/Spelling/Neatness

a. Not Satisfactory: Illegible, misspelled words, incomplete sentence structure.

b. Meets Standards: Grammar, spelling and neatness are satisfactory in that errors in this area are rare and do not impair understanding.

c. Superior: Very neat and legible, no spelling mistakes and excellent grammar.

5. Report Writing: Appropriate Time Used

a. Not Satisfactory: Requires excessive time to complete basic simple reports.

b. Meets Standards: Completes basic reports in acceptable time.

c. Superior: Completes basic reports in no more time than that of a skilled veteran officer (articulate this depending on the type of report, what you consider normal time to complete).

6. Field Performance: Non-Stress Conditions

a. Not Satisfactory: Seemingly confused and disoriented as to what action should be taken in a given situation.

b. Meets Standards: Able to assess situation and take proper action.


c. Superior: Requires no assistance and always takes proper course of action.

7. Self-Initiated Field Activity

a. Not Satisfactory: Does not see, or avoids activity. Does not follow-up on situations, rationalizes suspicious circumstances.

b. Meets Standards: Recognizes and identifies suspected criminal activity, makes cases from routine activity.

c. Superior: Catalogs, maintains and uses information given at briefings and from bulletins for reasonable cause to stop vehicles and persons, and makes subsequent good quality arrests.

8. Problem Solving/Decision Making Ability

a. Not Satisfactory: Acts without thought or is indecisive. Relies on others to make decisions.

b. Meets Standards: Is able to reason out problems and relate it to what was taught. Has good perception and ability to make decisions.

c. Superior: Excellent perception in foreseeing problems and arriving at advanced decisions.

9. Radio: Appropriate Use of Codes

a. Not Satisfactory: Misinterprets communication codes, definitions or fails to use it in accordance with set policy, fails or refuses to improve.

b. Meets Standards: Has good working knowledge of majority of communication code definitions.

c. Superior: Uses communication codes with ease in all receiving and sending situations.

10. Radio: Comprehends Transmission

a. Not Satisfactory: Repeatedly misses car number and is unaware of traffic on adjoining beats. Frequently has to ask dispatcher to repeat transmission or does not comprehend message.

b. Meets Standards: Copies most radio transmissions and is always aware of adjoining beat radio traffic.

c. Superior: Always comprehends radio transmissions and quickly makes a written record, always aware of, and quickly reacts to radio traffic on adjoining beats.

11. Radio: Articulation of Transmissions

a. Not Satisfactory: Does not preplan before transmitting message. Under or over modulation resulting in dispatcher constantly asking for repeat.


b. Meets Standards: Uses proper procedure with short concise transmissions.

c. Superior: Always uses proper procedure with clear, calm voice even during stress situations.

C. Knowledge

1. Department Policies and Procedures

a. Not Satisfactory: Has little knowledge of Department policies and procedures and makes no attempt to learn.

b. Meets Standards: Familiar with Departmental policies and procedures.

c. Superior: Exceptional working knowledge of Departmental policies and procedures.

2. Criminal Code

a. Not Satisfactory: Has little knowledge of basic sections, not able to learn, no attempt at improvement.

b. Meets Standards: Working knowledge of commonly used sections, relates elements to observed criminal activity.

c. Superior: Outstanding knowledge of Criminal Code and ability to apply it to both normal and unusual criminal activity.

3. Traffic Code and Ordinances

a. Not Satisfactory: Has little knowledge of elements of basic sections, not able to learn, no attempt at improvement.

b. Meets Standards: Working knowledge of commonly used sections, related elements to observed traffic/ordinance related activity.

c. Superior: Outstanding knowledge of commonly used sections, relates it and applies it to both normal and unusual traffic/ordinance related situations.

4. Reflected in Field-Performance Tests

a. Not Satisfactory: After receiving training, unable to apply training to practical situations.

b. Meets Standards: After the FTI instructs in proper procedure, probationary officer is usually able to apply instructions.

c. Superior: After training, probationary officer makes no mistakes.


D. Attitude/Relationships

1. Acceptance of Feedback: Verbal/Behavior

a. Not Satisfactory: Rationalizing - argumentative - refuses to make corrections - considers criticism as negative.

b. Meets Standards: Accepts criticism in positive manner and applies it to further learning processes.

c. Superior: Solicits criticism in order to improve performance, never argues or blames others.

2. Attitude Toward Police Work

a. Not Satisfactory: Takes police work as only a job; uses job for ego trip, abuses authority (badge heavy), no dedication.

b. Meets Standards: Expresses active interest toward the job.

c. Superior: Utilizes time to further professional knowledge, maintains high ideals toward professional responsibilities.

3. Public Contacts

a. Not Satisfactory: Abrupt, belligerent, and overbearing, introverted and uncommunicative.

b. Meets Standards: Courteous, friendly and empathetic, communicates in a professional and unbiased manner.

c. Superior: Establishes rapport and is always objective. Always appears to be at ease in any person-to-person situation.

4. Employee Contacts

a. Not Satisfactory: Argues with FTI or other superior officers. Belittles FTI/Supervisors in front of or to others. Fails to adhere to the chain of command. Insubordinate.

b. Meets Standards: Is able to establish a good teacher-student relationship with FTI. Understands and adheres to the chain of command. Respects superior officers.

c. Superior: Establishes excellent teacher-student relationship. Possesses thorough understanding of chain of command and consistently adheres to it.

E. General Attributes

1. General Appearance: (Specify if Necessary)

a. Not Satisfactory: Overweight, dirty shoes and uniform, long unkempt hair, dirty weapon, offensive body odor.


b. Meets Standards: Neat, clean uniform and weapon, well groomed hair, shined shoes.

c. Superior: Tailored clean uniform. Military creases, professional bearing.

2. Observation of Work Hours

a. Not Satisfactory: Frequently late for work or other assigned appointments. Abuses meal periods. Improper utilization of duty time.

b. Meets Standards: Observes work hours, meal periods, punctual for other assignments. Offers reasonable explanation when late.

c. Superior: Consistently observes work hours. Utilizes personal time to prepare for duty.

3. Initiative

a. Not Satisfactory: Unwilling to proceed with work without continual supervision. Does not strive to perform well or submit new ideas.

b. Meets Standards: Recognizes job function and proceeds with work with minimal amount of supervision.

c. Superior: Recognizes work to be done, assumes responsibilities and takes appropriate action. Produces high volume of quality work due to self-initiative - suggests ways to improve operations.

F. EVALUATION GUIDELINES

1. One of the most difficult tasks facing the FTI is the application of the numerical rating that represents the behavior being evaluated. The dilemma usually involves one FTI's rating philosophy versus another's. The following explanations should clarify the issue.

2. The first principle of value application is that almost every FTI has different perceptions. While a standardization of ratings is an acute necessity, an attempt to standardize perceptions is impossible.

a. For example, FTI "A" based on a period negative experience of his own, sees a probationary officer exposing a weapon to a suspect as worth a "N" rating (Officer Safety: Suspects/Prisoners) while FTI "B" may see the same behavior as worth a "I". As long as both officers see the performance as unacceptable, there is no concern.

b. A lack of standardization occurs when one FTI sees the same behavior as acceptable, and rates an "M" or higher.

c. In summary then, there is no difficulty accepting difference in officers' perceptions unless these perceptional differences vary between unacceptable and acceptable ratings for the same behavior.


3. The second principle is the value assigned to performance wherein remedial efforts have been undertaken and the probationary officer is not responding to training. A probationary officer who performs at a less than acceptable level might be assigned an "N" or "I" for that task.

a. The FTI is under an obligation to remediate the mistake and assess the officer's performance when the opportunity to do so occurs. If the FTI has retrained and the officer continues to fail, a reduction in the scale value might seem contradictory if the officer does worse than before.

b. By indicating Not Responding to Training (N.R.T.) on the report form allows the FTI to report continued failure and the failure on the part of the officer to improve while maintaining the integrity of the first rating.

4. An NRT is an indication of a problem that has occurred in the past; that has been the object of appropriate remedial effort, and the remedial effort has not produced the desired result. An NRT indicates that the officer is in danger of failing the Field Training and Evaluation Program unless his performance improves in that particular area.

V. DUTIES AND RESPONSIBILITIES

A. Sergeant

Sergeants shall assist in the development of the probationary officers in any way possible to include, but not be limited to, the following:

1. Provide input for remedial training.

2. Review observation reports.

3. Attend end of phase meetings with the officer, FTI and watch commander, at which time the performance of the probationary officer will be reviewed and discussed.

B. Watch Commander

1. The watch commander shall ensure that the training and evaluation processes are accomplished. The watch commander shall review reports, communication with the FTI and probationary officer, and observe personal traits of the officer's performance to summarize the probationary officer's progress.

2. The watch commander shall monitor the overall training and evaluation of probationary officers to ensure that a personality conflict between the FTI and an officer does not arise and that the FTI maintains objectivity throughout contact with the officer.

a. If a personality conflict or a loss of objectivity is observed, the watch commander shall immediately meet with the FTI.

1) If the personality conflict is a result of the action of the probationary officer then remedial training will be considered.

2) If the conflict is a result of the actions of the FTI then the watch commander will immediately counsel the FTI. If necessary, the watch commander shall recommend to the precinct commander that the assignment be changed, rotating the probationary officer to another FTI.


b. The decision to rotate the probationary officer to another FTI must be fully documented and both parties informed of the reasons for the decision. This will be done in order to minimize misunderstandings and the possibility of a reoccurrence.

3. The watch commander shall also attend meetings where the performance of the probationary officer shall be reviewed and discussed. At the conclusion of the end of phase meetings, the Observation Reports and the End of Phase Reports shall be forwarded to the precinct commander.

4. The watch commander shall have the responsibility for evaluating the performance of the FTI. This evaluation shall be based upon the observation of the watch commander, input from the sergeant and the critique made by the probationary officer.

5. The watch commander with primary responsibility for the probationary officer shall, six weeks prior to completion of probation, request a home interview from the precinct commander where the officer resides or nearest to the officer's residence. The request should include a copy of the probationary officer's Personnel Record Brief and work schedule.

6. The watch commander shall also request by electronic mail a summary report from the Commander, Bureau of Professional Standards, five weeks prior to the probation completion date.

7. Three weeks prior to the end of probation, all documents identified in the End of Probation Reporting Procedure Checklist will be forwarded to the Commanding Officer, Division of Patrol for review by the Probationary Review Board.

C. Precinct Commander

The precinct commander shall oversee the program in their respective precinct and have the following responsibilities:

1. Select Field Training Instructors and periodically review their performance.

2. Assign Field Training Instructors.

3. Meet with probationary officers during the first week of assignment.

4. Conduct evaluation meetings concerning the probationary officers' progress.

5. Make recommendations to the Division Commanding Officer concerning probationary officers' progress.

D. Commanding Officer, Division of Patrol

The Commanding Officer, Division of Patrol, shall have the following responsibilities:

1. Recommend extension training, when necessary.

2. Review the probationary officer's Performance Report Package and recommend continuation of employment, recommend that the training be extended or that termination of employee is recommended.

3. Forward evaluations and reports to the Probationary Review Board.


E. Field Training Instructor

1. The FTIs’ primary responsibility is the safety of the public as well as the officers of the department.

2. The duties of an FTI shall include:

a. Train the officer during Phases I, II, III and IV and monitor the officer during the Evaluation Phase.

b. Supervise the officer until the activities related to the tour of duty are completed.

c. Ensure that the probationary officer has read and is familiar with all applicable Department written directives within the time period specified by the General Order entitled Written Directive System.

d. Prepare Daily Observation Reports and End of Phase Reports on the officer's performance, strengths and weaknesses.

e. Attend evaluation meetings.

f. Assist in the development of remedial training that will enable the probationary officer to obtain the needed skills.

g. Recommend remedial training.

3. The FTI shall make every attempt to ensure that the officer is involved in as many different types of incidents as possible during the training phases. With the permission of his supervisors, this could be accomplished by volunteering for assignments outside of their assigned beat.

4. If during any of the training phases, an FTI observes any activity or becomes aware of situations relative to the officer which are detrimental to the profession, the FTI shall bring it to the immediate attention of the watch commander, and the circumstances shall be reflected in an inter-office memorandum.

F. Probationary Officers

The probationary officer's duties shall include:

1. The probationary officer is to observe skills and techniques of the FTI in regard to policing, specifically those regarding safe practices; and

2. Become knowledgeable of rules and regulations governing the St. Louis County Police Department; and

3. Attend evaluation meetings; and

4. Shall complete the field training instructor's critique of the Primary FTI and Alternate FTI at the end of Phase IV or extension training.

a. This is done in an effort to ensure that FTIs maintain a high level of skill performance and interest.

b. The field training instructor's critiques will be reviewed with the FTI, by the watch commander, and the precinct commander at the conclusion of the respective phase.

Field Training and Evaluation Program 1/1 Appendix 1

DAILY OBSERVATION REPORT

OFFICER: DSN:

WEEK#: DATES: FROM/TO

DAY #1 BEAT:

RADIO CALLS: ON-VIEW: REPORTS:

CITATIONS: ARRESTS: SILs:

SIGNIFICANT STRENGTHS AND WEAKNESSES NOTED

DAY #2 BEAT:




DAY #3 BEAT:




DAY #4 BEAT:




WEEKLY REVIEW DATE:

OFFICER:

FIELD TRAINING INSTRUCTOR:

WATCH COMMANDER:

PRECINCT COMMANDER:

139478A (07/13)


End of Phase Report Form FTI: Do not complete this form until you have familiarized yourself with the provisions of Appendix 1 of the Field Training and Evaluation Program Manual.

Employee Name (Last, First, MI) DSN Phase Date of Meeting

Field Training Instructor Watch Commander Section A: Based on the performance level statements for each Performance Factor being evaluated, select the level that most accurately

describes the employee's performance during the evaluation period and place an "X" in the appropriate column of the Performance Evaluation Report. Remember to consider each of these factors as they relate to the above employee's assignment during the evaluation period listed above. Write N/A if any activity is not observed.

N: Not Satisfactory I: Some Improvement Needed M: Meets Standards E: Exceeds Standards S: Superior

Critical Performance Tasks N I M E S Routine Performance Tasks N I M E S

Driving Skill: Stress Conditions Driving Skill: Non-Stress Conditions

Orientation Skill: Stress Conditions Orientation Skill: Non-Stress Conditions

Field Performance: Stress Conditions Report Writing: Organization Details/Classification

Officer Safety: General Report Writing: Grammar/Spelling/Neatness

Officer Safety: Suspects/Prisoners Report Writing: Appropriate Time Used

Control of Conflict: Voice Command Field Performance: Non-Stress Conditions

Control of Conflict: Physical Skill Self-Initiated Field Activity

Attitude/Relationships N I M E S Problem Solving/Decision Making Ability

Acceptance of Feedback: Verbal/Behavior Radio: Appropriate Use of Codes

Attitude Toward Police Work Radio: Comprehends Transmission

Public Contacts Radio: Articulation of Transmission

Employee Contacts Knowledge N I M E S

General Attributes N I M E S Department Policies & Procedures

General Appearance: Specify if Necessary Criminal Code

Observation of Work Hours Traffic Code and Ordinances

Initiative Reflected in Field-Performance Tests

Section B: Record specific goals or improvement programs to be undertaken during the next phase.

Appendix 2 2/2 Field Training and Evaluation Program

Section C: Record job strengths, superior performance progress achieved and "X" marks placed in the "Superior" column. Section D: Explain "X" marks placed in the "Not Satisfactory" and "Some Improvement Needed" columns. Indicate (NRT) next to any performance statement that the officer did not respond to training during this phase. Section E: Employee comments.

EMPLOYEE _______________________________________ __________ __________________ Signature indicating receipt and discussion DSN Date

FIELD TRAINING INSTRUCTOR RECOMMEND ADVANCEMENT TO NEXT PHASE I do I do not recommend this employee be advanced to the next phase of training or evaluation. I do I do not recommend this employee be given extension training. __________________________________ __________ ________________ Place an "x" in this box if Evaluation prepared by (signature) DSN Date prepared additional pages are attached

REVIEWER(S) CONCUR WITH FTI RECOMMENDATION*: YES NO WATCH COMMANDER _______________________________ __________ ________________ Reviewer (signature) DSN Date reviewed PRECINCT COMMANDER _______________________________ __________ ________________ Reviewer (signature) DSN Date reviewed *Memo required to be attached documenting reason(s) for commander not concurring with the FTI recommendation


END-OF-PROBATION HOME INTERVIEW GUIDE To confirm the probationary officer’s home status for the Probationary Review Board, a home interview will be conducted by a lieutenant other than the officer’s immediate supervisor at the probationary police officer’s residence with the spouse/fiancée present. The lieutenant should be familiar with the officer’s personnel record brief and report on these areas listed. I. PERSONAL SECTION - Identify probationary police officer’s spouse, children or roommates. II. DOMESTIC CLIMATE - Observations/comments about home atmosphere, lifestyle, appearance. III. SPOUSE/FIANCEE INTERVIEW - Reference concerns, acceptance, adjustment.

A. Observations of temperament, demeanor.

B. Does the spouse/fiancée desire the probationary police officer’s retention? IV. VEHICLES - Verify registration of all vehicles owned by the probationary police officer. V. ORGANIZATIONAL AFFILIATIONS - Summarize organizations of which the probationary police

officer is a member. VI. PROBATIONARY POLICE OFFICER’S TRAINING CRITIQUE

A. Strengths - Have the probationary police officer identify his/her self-perceived strengths.

B. Weaknesses - Have the probationary police officer identify areas in which he/she would desire more training reinforcement.

VII. SUPERVISOR/FTI CRITIQUE - Provide probationary police officer an opportunity to comment

on availability, attitudes, assistance, conflicts, objectivity. VIII. CAREER DEVELOPMENT - Have officer identify short-term/long-term goals. IX. SUGGESTIONS/COMMENT/CRITICISMS - About the Department. X. DOES THE PROBATIONARY POLICE OFFICER DESIRE EMPLOYMENT RETENTION? - Yes/No

(explain). XI. LIEUTENANT’S OBSERVATIONS


FIELD TRAINING INSTRUCTOR’S CRITIQUE _____________________________ _____________________________ ________ Field Training Instructor (Print) Probationary Officer (Sign) Date In an effort to ensure that FTI’s maintain a high level of skill, performance and interest, this critique form is presented to the probationary officer for completion. It is to the benefit of the FTI to know the impression that is being made on those being instructed. It is believed that an FTI who is truly interested in doing the best job would welcome this type of objective report. With this in mind, the probationary officer is requested to honestly appraise and evaluate this instructor in the areas listed below. FTI’s will receive these critique sheets upon the completion of Phase IV (Phase I for experienced officers) and from all the probationary officers that the FTI has trained. The officer is asked to sign this critique above. INSTRUCTIONS: After filling in the training officer’s name above, answer the questions that follow by circling the appropriate response. It is hoped that the probationary officer will make use of the “Comments” section on the back when necessary. RATE YOUR FIELD TRAINING INSTRUCTOR IN THE FOLLOWING AREAS....... (1) Ability as a police officer POOR FAIR AVERAGE GOOD EXCELLENT (2) Knowledge of the training material covered POOR FAIR AVERAGE GOOD EXCELLENT (3) Ability to relate to you POOR FAIR AVERAGE GOOD EXCELLENT (4) Ability to relate to others POOR FAIR AVERAGE GOOD EXCELLENT (5) Interest in imparting training material and information to you POOR FAIR AVERAGE GOOD EXCELLENT (6) Application of honest, fairness and objectivity in rating you POOR FAIR AVERAGE GOOD EXCELLENT (7) Setting an example for you and others POOR FAIR AVERAGE GOOD EXCELLENT (8) Overall attitude towards work POOR FAIR AVERAGE GOOD EXCELLENT

Appendix 4 2/2 Field Training and Evaluation Program

FIELD TRAINING INSTRUCTOR’S CRITIQUE COMMENTS SECTION:


END-OF-PROBATION REPORTING PROCEDURE CHECKLIST The following document shall be forwarded to the Commanding Officer, Division of Patrol, three (3) weeks prior to the due date. Each watch commander is responsible for the accuracy and thoroughness of the final product. The documents should be assembled in the following order (top to bottom): _____ 1. ATS to Chief of Police routed through the precinct commander, division commanding officer and

Commanding Officer, Division of Operational Support _____ 2. Memorandum to division commanding officer summarizing the officer’s probationary period (Success,

highlights and problems encountered during the past should all be included.) _____ 3. Copies of the performance evaluation reports _____ 4. Report from the Commander, Bureau of Professional Responsibility _____ 5. Home interview report to Commanding Officer, Division of Patrol _____ 6. Documents from Phase I, to include*:

_____ a. Daily Observation Reports (weeks 2 - 5) signed _____ b. End of Phase Report

_____ 7. Documents from Phase II, to include*:

_____ a. Daily Observation Reports (weeks 6 - 8) signed _____ b. End of Phase Report

_____ 8. Documents from Phase III, to include*:

_____ a. Daily Observation Reports (weeks 9-12) signed _____ b. End of Phase Report

_____ 9. Documents from Phase IV, to include*: _____ a. Daily Observation Reports (weeks 13-15) signed _____ b. End of Phase Report

_____ 10. Documents for officers with prior experience:

_____ a. Daily Observation Reports signed _____ b. End of Phase Report

_____ 11. Two Field Training Instructor’s Critique forms completed by the probationary officer for their primary

and alternate FTIs _____ 12. Monthly status (progress) reports from Phase IV, as necessary _____ 13. Copies of completed packets concerning:

_____ a. All disciplinary matters - pending or resolved _____ b. All recommendations or award nominations _____ c. Complimentary letters from citizens

_____ 14. Copies of all secondary employment applications _____ 15. A copy of the Department attendance card _____ 16. A sheet depicting performance data from Phase V _____ 17. Copies of any suggestions for improvement offered _____ 18. Extension training documents, as necessary *Not necessary for officers with prior experience.

FIELD TRAINING AND EVALUATION PROGRAM manual

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