Policy Text
University of California, San Francisco
Police Department General Orders
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3.16 Disciplinary Procedures
3.16.3 Disciplinary System (Revised : 2/2/11)
It is the policy of the Police Department to investigate and properly adjudicate all complaints
against its members and discipline members only for just cause. Additionally, supervisors and
managers have the responsibility to investigate and discipline a member whose conduct
discredits the Police Department or impairs its effective operation. The rights of the member as
well as those of the public must be preserved, and any investigation or hearing arising from a
complaint must be conducted in a fair manner with the truth as its primary objective.
A fair disciplinary system is important for maintaining an effective and professional
organization. The system needs to be based on fairness, and the goal is to stimulate member
morale and motivation and correct misconduct when needed. Corrective actions may include
training, counseling and corrective action.
A. Corrective Action
1. The primary goal of corrective action is to rehabilitate the member through a
change of behavior. Therefore, corrective action can be interpreted as “training
that is expected to produce a specific character or pattern of behavior.”
2. Corrective action attempts to change beh avior or maintain standards. Its purpose
is to teach and coach members to respond to standards of performance and,
thereby, raise their performance to an acceptable level.
B. Training
The PSD is responsible for developing and coordinating in -service trai ning (training
which occurs throughout the year) for Police Department personnel, designed to further
their knowledge and understanding of proper and effective police methods and
techniques. Training will be designed to foster positive and constructive tec hniques for
improving personnel productivity, effectiveness and professionalism. Supervisors,
managers and/or the Chief of Police may mandate training for members who may require
specific additional development.
University of California, San Francisco
Police Department General Orders
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C. Counseling
1. Counseling is an important part of personnel development and is not considered
part of the formal disciplinary process. Supervisors should use counseling to
correct minor violations of policy and other inappropriate behavior or
unsatisfactory performance. When giving counseling, su pervisors may determine
that a member needs additional training to improve their behavior and should
make the appropriate recommendations. The counseling session should include a
plan of action for improving the member’s performance (i.e., corrective direc tion,
Performance Improvement Plan, etc.).
2. Depending on the severity of the situation, the supervisor may document the
session or oral counseling and place a copy of the memorandum into the
member’s personnel file. If the session is to be placed in the personnel file, a copy
must be provided to the member. The member should sign the document to
acknowledge having reviewed it. The document is then placed in the personnel
file. Supervisors should consult with their Division Manager to determine the type
of action to be taken and whether the counseling session should be documented.
Member counseling should also include requisite training. The counseling session
should include:
a. The reason for the counseling: a specific description of what performance
or mi sjudgment occurred and the need for corrective action
b. A statement that this performance or situation cannot be tolerated any
longer
c. A statement regarding the supervisor’s expectation that the member
correct the situation. The Department’s expectation s of performance and
behavior relating to the situation
d. A statement that the employee’s performance will be monitored.
D. Administration of Discipline
1. Discipline will generally be administered progressively. The seriousness of the
incident, the cir cumstances surrounding an incident, the member’s past
disciplinary record, the member’s past work performance, the overall negative
impact on the organization and/or to the community the incident caused and the
prognosis for future similar problems will al l be taken into consideration in the
administration of discipline.
2. When a supervisor/manager determines the member misconduct is minor,
consisting of only a minor procedural mistake or minor misjudgment, personnel,
as a general rule, will be counseled and given appropriate training. A record of the
counseling and training may be placed into the member’s shift file and the
original in the personnel file. If the supervisor/manager determines a violation
more severe than this has occurred, discipline will be administered as follows:
a. Written/Letter of Warning – If the member misconduct is more serious or
is part of a continuing pattern of behavior involving repeated minor
misconduct or mistakes, personnel, as a general rule, will receive written
University of California, San Francisco
Police Department General Orders
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warning. Written warnings will contain t he allegations of misconduct, the
corrective action taken and a statement that a reoccurrence of the incident
will result in additional progressive discipline. Written reprimands will be
documented in the member’s personnel file(s). Police Department
super visors and managers, including security and communications
supervisors, sergeants, lieutenants, captains and the Chief, have the
authority to give a written reprimand.
b. Suspension or Demotion – If the member misconduct is very serious or is
part of a con tinuing pattern of behavior involving repeated misconduct or
unsatisfactory performance, members may be recommended for
suspension, in accordance with the member’s respective bargaining
agreement or those outlined in the University of California PPSM.
Depa rtment supervisors and managers, including security and
communications supervisors, sergeants, lieutenants and captains, may
recommend a member for suspension or demotion in writing via their
respective supervisor. The Division Manager is responsible for m aking the
appropriate recommendation to the Chief of Police in writing and will