Policy Text
CATEGORY DATE ADOPTED LAST REVIEW
4 1/24/2011 07/31/24
TUSTIN POLICE DEPARTMENT GENERAL ORDERS
_____ ____________
216 - Staffing Levels 1 POLICY 216 STAFFING LEVELS
216.1 PURPOSE AND SCOPE
The purpose of this policy is to ensure proper staffing of line and supervision personnel is
available for all divisions . The department intends to balance the employee’s needs against the
need to ha ve flexibility and discretion in using person nel to meet operational needs. While
balance is desirabl e, the paramount concern is the need to meet operational requirements of the
department safely and effectively while providing 24/7 policing services to t he community .
216.1.1 ACCREDITATION STANDARDS
This policy pertains to the following CALEA standards : 16.1.2, 21.2.4 , 41.1.1
This poli cy pertains to the following Standard Operating Procedures: N/A
216.2 MINIMUM STAFFING LEVELS
Minimum staffing levels for all areas of the police department will be determined in January of
each year by the Bureau Commanders. Each Bureau Commander will direct their Division
Commanders to review year end statistical data and position /staffing levels and prepare a report
with any recommended adjustments. The year -end review will incl ude an assessment of annual
goals and the results of meeting/not meeting them. The changes, if adopted would be
implemented at the February shift change each year and reflected in the mid -year budget
adjustment.
216.2.1 COMMUNITY POLICING BUREAU STAFFIN G LEVELS
The Community Policing Bureau is responsible for the position and staffing levels of the Patrol
and City Operations Division s. The North and South Area Commanders and the City Operations
Commander will work with the Crime Analys is Unit to review statistical data related to calls for
service, response times, crime trends, arrests, reports taken, and community policing needs in
determining the deployment levels for each area . The intent of the annual review is to ensure a n
equal balance of responsibility for personnel and community demands is maintained between the
divisions.
216.2.2 PERSONNEL AND INVESTIGATIO NS BUREAU STAFFING LEVELS
The Personnel and Investigations Bureau is responsible for the position and staffing levels of the
Special Operations, Professional Standards, and Administration Divisions. The Di vision
Commanders will work with the Crime Analysis Unit to review statistical data related to calls for
service, response times, crime trends, arres ts, reports taken, investigations workload and
community policing needs in determining the personnel levels for each area.
216.2.2 ADMINISTRATIVE SERVICES BUREAU STAF FING LEVELS
The Administrative Services Bureau Commander is responsible for the positio n and staffing levels
of the Operations Support Services and Field Support Services Division s. The Division
CATEGORY DATE ADOPTED LAST REVIEW
4 1/24/2011 07/31/24
TUSTIN POLICE DEPARTMENT GENERAL ORDERS
_____ ____________
216 - Staffing Levels 2 Commanders will prepare a report each year with recommended changes to their respective
divisions for review and conside ration by the Bureau Com mander. The demands for civilian
Police Service s Officers working in the field assisting sworn personnel will be included in the
evaluation process.
216.2.3 POSITION AND STAFFING LEVEL ADJUSTMENTS
The Bureau Commanders will meet each year with the Chief of Police to review and adopt any
changes to the position and staffing levels of the police department. The time frame for
implementation of changes should reflect projected needs or adjustments for the next twelve -
month period. The mont hly report with year -end recap will document the adopted
recommendations and the organizational chart adjusted accordingly as the changes occur during
the year .
216.2. 4 SUPERVISION STAFFING LEVELS
A qualified supervisor shall be on duty at all times. In order to accommodate training and other
unforeseen circumstances, a qualified officer may be used as an Acting Supervisor instead of a
sergeant. Minimum staffing levels should result in the scheduling of at least two supervisors on
duty wheneve r possible. These supervisors will be responsible for both the Watch Commander
and Field Supervision duties . Bureau Commanders, Managers and supervisors are responsible
for maintaining the appropriate number of personnel on duty for the conditions antic ipated.
216.3 QUADRENNIAL WORKLOAD ASSESSMENT
The distribution of personnel is based on workload and need. Over time, the number of police
incidents, traffic issues, calls for service , or community priority may change. A comprehensive
study shall be co mpleted by a member of the management staff at least once every four (4) years
regarding workload and staffing . The study shall include at minimum:
a) A review of calls for service including number, nature and priority of such incidents;
b) A review of dispatch and response times including identification of potential changes in
hourly and geographic distribution of personnel;
c) A review of work load and case management of ongoing investigations to ensure
completion or closure within a timely manner ;
d) A review of tr affic, gang, special enforcement, narcotic and vice related trends to ensure
the proper number of personnel are assigned to specialty units within the department;
e) A review of the department’s impact on community issues and demands as outlined in the