Policy Text
CATEGORY DATE ADOPTED LAST REVIEW NEXT REVIEW
2 01/24/2011 06/01/201 9 06/01/20 20
TUSTIN POLICE DEPARTMENT GENERAL ORDERS
_________________________________
1021 - Personnel Early Warning System 1 POLICY 1021 PERSONNEL EARLY WARNING SYSTEM
1021.1 PURPOSE AND SCOPE
The department’s Personnel Early Warning System (PEWS) is a pro -active, non -disciplinary
program designed to identify and positively influence conduct or performance -related problems
exhibited by individual employees . By applying professionally accepted intervention strategies at
an early stage, it is intended that the value of each employee be recognized by providing
guidance , coaching, counseling, training, professional referral, or any other recognized methods
to correct conduct inconsistent with organizational values, mission , or policy. The PEWS is
intended to be a positive approach for supervisors and managers to address behavior before it
results in discipline, lawsuits, injuries or other negative consequences.
Establishment and activation of a PEWS does not necessitate that the department use this
method prior to disciplinary proceedings for any particular event.
1021.1.1 ACCREDITATION STANDARDS
This se ction pertains to the following CALEA Standards: 35.1.9
1021.2 RESPONSIBILITIES
Under the authority of the Community Policing Bureau Commander, the Professional Standards
Division is responsible for maintaining and administering the PEWS. The Professional Standards
Division has the responsibility to notify the appropriate Bureau Commander of any early warning
issues needing to be addressed. The Bureau Commander of the involved employee, notified by
the Professional Standards Div ision, is responsible for ensuring an appropriate response is
developed and carried out.
The Professional Standards Division Commander or his/her designee will conduct an annual
evaluation of the PEWS. The findings will be includ ed in the Professional Standards Division
Annual Report.
1021.3 EARLY INTERVENTION
The Tustin Police Department has established ″thresholds ″ to determine possible training needs
of employees. The system is designed to be highly secure at both the administrative and
application levels. The components of the PEWS include:
a) Performance Indicators ;
b) Identification and Selection ;
c) Interve ntion ;
d) Follow -up Monitoring .
CATEGORY DATE ADOPTED LAST REVIEW NEXT REVIEW
2 01/24/2011 06/01/201 9 06/01/20 20
TUSTIN POLICE DEPARTMENT GENERAL ORDERS
_________________________________
1021 - Personnel Early Warning System 2 1021.4 PERFORMANCE INDIC ATORS
Performance Indicators represent the category of employee performance activity that the Tustin
Police Department has selected to monitor. Incidents used as indicators may include but are not
limited to:
a) Use of Force (Less Lethal and Deadly Force) ;
b) Vehicle Pursuits ;
c) Citizen Complaints ( Formal and Informal) ;
d) Commendations, Compliments and Awards (Citizen and Department) ;
e) Claims and Civil Suits ;
f) Canine Bites ;
g) Administrative Investigations and/or Sup ervisory Inquiry ;
h) Pitchess Motions ;
i) District Attorney Case Rejections ;
j) Accidental Discharges ;
k) Workers Compensation Claims ;
l) Accidents ;
m) Sick Leave ;
n) Missed Court Appearances .
1021.5 IDENTIFICATION AND SELECTION
For most performance indicators, the threshold is three (3) incidents in a twelve -month period
which will result in an alert in the PEWS. In such a case, the Professional Standards Division will
advise the affected employee’s Bureau Commander, Manager and Supervisor. This gro up will
conduct a careful evaluation of any related documentation to determine if the employee’s
performance is problematic and requires intervention. A non -disciplinary interview with the
employee may also be conducted. After a review, it may be determine d that an intervention is not
appropriate as the behavior did not require such. In either case, the Chief of Police will be made
aware of the final disposition.
A threshold of three (3) incidents of a single performance indictor will trigger an alert; bu t a
combination of any five (5) performance indicators in a twelve -month period will also trigger an
alert. The Professional Standards Division will follow the same notification process for the
affected employee. The employee’s Bureau Commander, Manager, a nd Supervisor will then
follow the same procedures outlined above.
1021.6 INTERVENTION
If intervention is determined to be the course of action, the employee’s Supervisor will be
responsible for developing a plan. The plan will include specific examples of what performance
requires improvement as well as the performance expectations. The plan will also identify the
activities, support systems, and resources that will be provided to assist the employee. The
Supervisor will consult with the employee to obta in his/her input when developing the intervention
plan. The Supervisor, Manager and Bureau Commander will determine the amount of time that
the intervention plan will be in place. The Supervisor will provide the Manager and Bureau
Commander with monthly up dates on the employee’s performance. Intervention may include, but
CATEGORY DATE ADOPTED LAST REVIEW NEXT REVIEW
2 01/24/2011 06/01/201 9 06/01/20 20
TUSTIN POLICE DEPARTMENT GENERAL ORDERS
_________________________________
1021 - Personnel Early Warning System 3 is not limited to : trainings ; counseling ; departmental