ii-10ProcessingComplaintsAgainstPersonnel

Revisions or additions are highlighted 1 (11/20/2025 ) ST. PETERSBURG POLICE DEPARTMENT GENERAL ORDER Subject: PROCESSING COMPLAINTS AGAINST PERSONNEL Index as: Anonymous Complaints BI Bureau Investigation (BI) Bureau Level Complaint Complaint Types Citizen Complaints Complaints Against Personnel Early Intervention System Exonerated Findings IA Pro Information Only Investigations, Departmental Not Involved Not Sustained Office of Professional Standards Office of Professional Standards Compliant Office of Professional Standards Investigation OPS Personnel Early Intervention System Remedial Action Sustained Truthfulness Unfounded Accreditation Standards: 11.3.2, 26.1.3, 26.1.4, 26.1.5, 26.2.1, 26.2.3, 26.3.1, 26.3.2, 26.3.3, 26.3.4, 26.3.5, 26.3.8, 35.1.9 CFA 2.06, 10.04, 20.01 Cross Reference: Order III -13, Leave Due to Illness §112.531 et seq ., 9§43.139 (1) & (2), §943.1395 (5), F.S.S. §11B-27.0011, F.A.C. Replaces : G. O. II -10, Processing Complaints Against Personnel ( July 10, 2023 ) This Orde r describes the process for receiving and processing allegations of misconduct by employees of the St. Petersburg Police Department. It includes procedures of the Office of Professional Standards (OPS) and their responsibility for the review, documentation and forwar ding of allegations of misconduct to the Chief of Police. Further, it sets forth the purpose, organization and duties of the Office of Professional Standards. This Order consists of the following sections: I. Policy II. Definitions III. Use of Force Allegations IV. Receipt of Complaints V. Investigating Complaints VI. Documenting and Tracking Disciplinary Decisions VII. Office of Professional Standards VIII. Complaint Processing by the Office of Professional Standards IX. Review of Investigations X. Distribution of Investigation Reports XI. Personnel Intervention System I. POLICY A. The integrity of a police agency depends on the personal conduct and discipline of each employee. To a large degree, the public image of the agency is determined by the efficiency and effectiveness of the agency’s response to allegations o f misconduct. DATE OF ISSUE EFFECTIVE DATE NUMBER April 2016 Immediately II-10 Distribution: All Employees General Order II -10 Revisions or additions are highlighted 2 (11/20/2025 ) B. The St. Petersburg Police Department welcomes constructive criticism and the filing of valid complaints about the conduct of employees or policies that may be of concern to the public. The Department will conduct a thorough investigation into all reported improprieties and make a fair and impartial evaluation of the results of the investigation in order to protect the Department and the public against acts of misconduct by police personnel, and to protect police personnel against invalid charg es made by the public. C. The Department has established a Personnel Intervention System to assist supervisors and managers in identifying employees whose performance warrants review and, where appropriate, intervention in circumstances that may have negativ e consequences for the employee, fellow employees, the Department and/or the community. D. Truthfulness 1. The integrity and e fficiency of internal investigations are of paramount importance to the Department’s ability to be accountable to itself and to the public it serves. Therefore, all employees involved in Departmental investigations are required to cooperate truthfully and fully. 2. All employees involved in Department internal administrative investigations will be truthful and forthright in providing information. a. Employees who withhold information of which they have knowledge or who respond to questions during a Departmental investigation with ev asive, misleading, partial answers or other similar responses will be considered to be untruthful. b. If during the course of the investigation, it is shown through other credible evidence of record that an employee’s response was untrut hful, that employee will be subject to disciplinary action . c. The result of any sustained charge of untruthfulness may result in termination. E. Confidentiality of investigations of misconduct will be according to current and applicable law. F. Documents submitt ed to OPS via the Chain of Command, in relation to allegations of misconduct or inappropriate Department policies, will be accompanied by all related police reports and other applicable documents. G. Incidents which are likely to result in a complaint against employees or Department policies will be brought to the attention of the Chief of Police. II. DEFINITIONS A. Complaint Typ es – 1. Office of Professional Standards Complaint – Results from an allegation of misconduct of a serious nature by an employee, which requires an in -depth investigation. An example is, but is not limited to, unnecessary force or conduct unbecoming an employee. 2. Bureau Level Complaint – An allegation of misconduct of a minor nature by an employee, requiring a supervisory investigation. An example is, but not limited to, discourtesy or inefficiency. 3. Information Only – Also known as an Info rmal Complaint, a procedural question from a citizen about the ac tion or inaction of an employee which is