CALEA Law Enforcement Agency Standards
STANDARD TITLES
Accreditation and Advanced Accreditation
This document serves as a comprehensive list of CALEA Standards for Law Enforcement
Agencies. Those highlighted constitute the contents of the CALEA Law Enforcement
Accreditation Program. The CALEA Advanced Law Enforcement Accreditation is composed
of all standards listed. Questions concerning standard applicability should be directed to
CALEA Program Management staff.

1.0

Law Enforcement Role and Authority

1.1

Law Enforcement Agency Role

1.1.1
1.1.2
1.1.3
1.1.4
1.2
1.2.1
1.2.2
1.2.3
1.2.4
1.2.5
1.2.6
1.2.7
1.2.8
1.2.9
1.3
1.3.1
1.3.2
1.3.3
1.3.4
1.3.5
1.3.6
1.3.7
1.3.8
1.3.9
1.3.10
1.3.11
1.3.12
1.3.13

Oath of Office
Code of Ethics
Agency’s Role in Criminal Justice Diversion Programs
Consular Notification
Limits of Authority
Legal Authority Defined
Legal Authority to Carry/Use Weapons
Compliance with Constitutional Requirements
Search and Seizure
Arrest with/without Warrant
Alternatives to Arrest
Use of Discretion
Strip/Body Cavity Search
Bias Based Profiling
Use of Force
Use of Reasonable Force
Use of Deadly Force
Warning Shots
Use of Authorized Less Lethal Weapons
Rendering Aid After Use of Weapons
Reporting Uses of Force
Reviewing Reports of 1.3.6
Removal from Line of Duty Assignment, Use of Force
Authorization: Weapons and Ammunition
Demonstrating Proficiency with Weapons
Annual/Biennial Proficiency Training
Issuing Written Directives
Analyze Reports from 1.3.6

2.0

Agency Jurisdiction and Mutual Aid

2.1

Agency Jurisdiction and Mutual Aid

2.1.1
2.1.2
2.1.3
2.1.4

Geographical Boundaries
Concurrent Jurisdiction
Written Agreements for Mutual Aid
Requesting Assistance: Federal LE/National Guard

3.0

Contractual Agreements for Law Enforcement Services

3.1

Contractual Agreements

3.1.1
3.1.2

Written Agreement for Services Provided
Employee Rights

11.0

Organization and Administration

11.1
11.1.1
11.1.2
11.2
11.2.1
11.2.2
11.3
11.3.1
11.3.2
11.4
11.4.1
11.4.2
11.4.3
11.4.4
11.4.5

12.0
12.1
12.1.1
12.1.2
12.1.3
12.1.4
12.2

Organizational Structure
Description of Organization
Organizational Chart
Unity of Command
Employee Accountability
Direct Command, Component
Authority and Responsibility
Responsibility/Authority
Supervisory Accountability
General Management and Administration
Administrative Reporting Program
Accountability for Agency Forms
Accreditation Maintenance
Computer Software Policy
Notify CEO of Incident with Liability

Direction
Direction
CEO Authority and Responsibility
Command Protocol
Obey Lawful Orders
Functional Communication/Cooperation
Written Directives

12.2.1
12.2.2

15.0
15.1
15.1.1
15.1.2
15.1.3
15.2
15.2.1
15.2.2
15.3
15.3.1

16.0
16.1
16.1.1
16.1.2
16.2
16.2.1
16.2.2
16.2.3
16.3
16.3.1
16.3.2
16.3.3
16.3.4
16.3.5
16.3.6
16.3.7
16.3.8
16.3.9
16.4
16.4.1
16.4.2
16.4.3

17.0

The Written Directive System
Dissemination and Storage

Planning and Research, Goals and Objectives, and Crime Analysis
Planning and Research
Activities of Planning and Research
Organizational Placement/Planning and Research
Multiyear Plan
Goals and Objectives
Annual Updating/Goals and Objectives
System for Evaluation/Goals and Objectives
Crime Analysis
Establish Procedures

Allocation and Distribution of Personnel and Personnel Alternatives
Allocation and Distribution of Personnel
Position Management System
Workload Assessments
Specialized Assignment
Annual Review
Announce Openings
Temporary/Rotating Assignments
Reserves
Program Description
Selection Criteria
Entry Level Training
Uniforms and Equipment
In-Service Training
Use of Force Training & Firearms Proficiency
Bonding/Liability Protection
Performance Evaluations
Educational Requirements
Auxiliaries
Program Description
Training
Uniforms

Fiscal Management and Agency Property

17.1
17.1.1
17.2
17.2.1
17.2.2
17.3
17.3.1
17.4
17.4.1
17.4.2
17.4.3
17.5
17.5.1
17.5.2
17.5.3

21.0
21.1
21.1.1
21.2
21.2.1
21.2.2

22.0
22.1
22.1.1
22.2
22.2.1
22.2.2
22.2.3
22.2.4
22.2.5
22.2.6
22.2.7
22.3

Fiscal Management
CEO Authority and Responsibility
Budget
Budget Process and Responsibility Described
Functional Recommendations to Budget
Purchasing
Requisition and Purchasing Procedures
Accounting
Accounting System
Cash Fund/Accounts Maintenance
Independent Audit
Agency Property
Inventory and Control
Issue/Reissue Procedures
Operational Readiness

Classification and Delineation of Duties and Responsibilities
Task Analysis
Task Analysis
Classification
Classification Plan
Job Description Maintenance and Availability

Compensation, Benefits, and Conditions of Work
Compensation
Salary Program
Benefits
Leave Program
Benefits Program
Personnel Support Services Program
Victim Witness Services/Line of Duty Death
Clothing and Equipment
Employee Assistance Program
Employee Identification
Conditions of Work

22.3.1
22.3.2
22.3.3
22.3.4
22.3.5

24.0
24.1
24.1.1
24.1.2

25.0
25.1
25.1.1
25.1.2
25.1.3

26.0
26.1
26.1.1
26.1.2
26.1.3
26.1.4
26.1.5
26.1.6
26.1.7
26.1.8

31.0
31.1
31.1.1
31.1.2
31.2
31.2.1
31.2.2
31.2.3
31.3
31.3.1
31.3.2

Physical Examinations
General Health and Physical Fitness
Fitness and Wellness Program
Off-Duty Employment
Extra-Duty Employment

Collective Bargaining
Collective Bargaining and Contract Management
Agency Role
Ratification Responsibilities

Grievance Procedures
Grievance Procedures
Grievance Procedures
Coordination/Control of Records
Annual Analysis

Disciplinary Procedures
Disciplinary Procedures
Code of Conduct and Appearance
Employee Awards
Sexual Harassment
Disciplinary System
Role and Authority of Supervisors
Appeal Procedures
Dismissal Procedures
Records

Recruitment
Administrative Practices and Procedures
Agency Participation
Assignment/Recruitment
Equal Employment Opportunity and Recruitment
Work Force Analysis
Recruitment Plan
Equal Employment Opportunity Plan
Job Announcements and Publicity
Job Announcements
Posting Locations

31.3.3
31.3.4

32.0
32.1
32.1.1
32.1.2
32.1.3
32.1.4
32.1.5
32.1.6
32.1.7
32.2
32.2.1
32.2.2
32.2.3
32.2.4
32.2.5
32.2.6
32.2.7
32.2.8
32.2.9
32.2.10

33.0
33.1
33.1.1
33.1.2
33.1.3
33.1.4
33.1.5
33.1.6
33.1.7
33.2
33.2.1
33.2.2
33.2.3
33.2.4
33.3
33.3.1

Maintaining Applicant Contact
Application Rejection

Selection
Professional and Legal Requirements
Selection Process Described
Job Relatedness
Uniform Administration
Candidate Information
Notification of Ineligibility
Records
Selection Material Security
Administrative Practices and Procedures
Background Investigations
Training
Records Retention
Polygraph Examinations
Conducted by Trained Personnel
Use of Results
Medical Examinations
Emotional Stability/Psychological Fitness Examinations
Records Retention
Entry Level Probation

Training and Career Development
Administration
Training Committee
Attendance Requirements
Outside Training Reimbursement
Lesson Plan Requirements
Remedial Training
Employee Training Record Maintenance
Training Class Records Maintenance
Academy
Academy Administration and Operation
Academy Facilities
Outside Academy, Role
Outside Academy, Agency Specific Training
Training Instructors
Instructor Training

33.4
33.4.1
33.4.2
33.4.3
33.5
33.5.1
33.5.2
33.5.3
33.5.4
33.6
33.6.1
33.6.2
33.7
33.7.1
33.7.2
33.8
33.8.1
33.8.2
33.8.3

34.0
34.1
34.1.1
34.1.2
34.1.3
34.1.4
34.1.5
34.1.6
34.1.7

35.0
35.1
35.1.1
35.1.2
35.1.3
35.1.4
35.1.5
35.1.6

Recruit Training
Entry Level Training Required
Recruit Training Program
Field Training Program
In-Service, Shift Briefing, and Advanced Training
Annual Retraining Program
Shift Briefing Training
Accreditation Training
Accreditation Manager Training
Specialized In-Service Training
Specialized Training
Tactical Team Training Program
Civilian Training
Civilian Orientation
Civilian Pre-Service and In-Service Training
Career Development
Career Development Personnel Training
Skill Development Training Upon Promotion
Career Development Program

Promotion
Professional and Legal Requirements
Agency Role
Authority and Responsibility
Promotional Process Described
Job Relatedness
Promotional Announcement
Eligibility Lists
Promotional Probation

Performance Evaluation
Administration
Performance Evaluation System
Annual Evaluation
Quarterly Evaluation of Probationary Employees
Evaluation Criteria
Evaluation Period
Unsatisfactory Performance

35.1.7
35.1.8
35.1.9

41.0
41.1
41.1.1
41.1.2
41.1.3
41.1.4
41.2
41.2.1
41.2.2
41.2.3
41.2.4
41.2.5
41.2.6
41.2.7
41.3
41.3.1
41.3.2
41.3.3
41.3.4
41.3.5
41.3.6
41.3.7
41.3.8

42.0
42.1
42.1.1
42.1.2
42.1.3
42.1.4
42.1.5
42.1.6
42.2
42.2.1
42.2.2
42.2.3

Employee Counseling
Rater Evaluation
Personnel Early Warning System

Patrol
Administration
Shift/Beat Assignment
Shift Briefing
Special-Purpose Vehicles
Agency Animals
Operations
Responding Procedures
Pursuit of Motor Vehicles
Roadblocks and Forcible Stopping
Notification Procedures
Missing Persons
Missing Children
Mental Illness
Equipment
Patrol Vehicles Lights,Sirens
Equipment Specification/Replenishment
Occupant Safety Restraints
Authorized Personal Equipment
Protective Vests
Protective Vests/Pre-Planned, High Risk Situations
Mobile Data Access
In-Car Audio/Video

Criminal Investigation
Administration
On-Call Schedule
Case-Screening System
Case File Management
Accountability, Preliminary/Follow-Up Investigations
Habitual/Serious Offenders
Criminal Intelligence
Operations
Preliminary Investigations Steps
Follow-Up Investigations Steps
Investigative Checklists

42.2.4
42.2.5
42.2.6
42.2.7
42.2.8
42.2.9
42.2.10
42.2.11
42.2.12

43.0
43.1
43.1.1
43.1.2
43.1.3
43.1.4
43.1.5

44.0
44.1
44.1.1
44.1.2
44.1.3
44.2
44.2.1
44.2.2
44.2.3
44.2.4
44.2.5

Patrol Shift Briefing Attendance
Investigative Task Forces
Polygraph Examinations
Informants
Identity Crimes
Cold Cases
Interview Rooms
Line-ups
Show-ups

Vice, Drugs, and Organized Crime
Administration and Operations
Complaint Management
Records, Storage and Security
Confidential Funds
Equipment, Authorization and Control
Covert Operations

Juvenile Operations
Administration
Juvenile Operations Policy
Policy Input, Others
Annual Program Review
Operations
Handling Offenders
Procedures for Custody
Custodial Interrogation
School Liaison Program
Community Recreation Programs

45.0

Crime Prevention and Community Involvement

45.1

Crime Prevention

45.1.1
45.1.2
45.1.3
45.2
45.2.1
45.2.2
45.2.3
45.2.4

Activities
Organizing Prevention Groups
Prevention Input
Community Involvement
Activities
Quarterly Progress Report
Procedures for Transmitting Information
Citizens Survey

45.2.5

46.0
46.1
46.1.1
46.1.2
46.1.3
46.1.4
46.1.5
46.1.6
46.1.7
46.1.8
46.1.9
46.2
46.2.1
46.2.2
46.2.3
46.2.4
46.2.5
46.2.6
46.2.7
46.3
46.3.1
46.3.2
46.3.3
46.3.4

52.0
52.1
52.1.1
52.1.2
52.1.3
52.1.4
52.1.5
52.2
52.2.1
52.2.2
52.2.3
52.2.4
52.2.5

Survey Summary to CEO

Critical Incidents, Special Operations, and Homeland Security
Critical Incidents
Planning Responsibility
All Hazard Plan
Command Function
Operations Function
Planning Function
Logistics Function
Finance/Administration Function
Equipment Inspection
Annual Training
Special Operations
Special Operations Activities
Tactical Team Selection
Tactical Team Equipment
Hostage Negotiator Selection
Search and Rescue
VIP Security Plan
Special Events Plan
Homeland Security
Liaison with other Organizations
Terrorism Related Intelligence
Providing Awareness Information
Hazmat Awareness

Internal Affairs
Organizational Integrity
Complaint Investigation
Records, Maintenance and Security
CEO, Direct Accessibility
Complaint Registering Procedures
Annual Summaries; Public Availability
Complaint Procedures
Complaint Types
CEO, Notification
Investigation Time Limits
Informing Complainant
Statement of Allegations/Rights

52.2.6
52.2.7
52.2.8

53.0
53.1
53.1.1
53.2
53.2.1

54.0
54.1
54.1.1
54.1.2
54.1.3

55.0
55.1
55.1.1
55.1.2
55.1.3
55.2
55.2.1
55.2.2
55.2.3
55.2.4
55.2.5
55.2.6

61.0
61.1
61.1.1
61.1.2
61.1.3
61.1.4
61.1.5
61.1.6
61.1.7
61.1.8

Submission to Tests, Procedures
Relieved from Duty
Conclusion of Fact

Inspectional Services
Line Inspections
Procedures
Staff Inspections
Procedures

Public Information
Public Information
Activities
Policy Input
News Media Access

Victim/Witness Assistance
Administration
Summary of Rights
Analysis, Need/Services
Policy/Procedure Development
Operations
Initial Assistance
Assistance, Threats
Assistance, Preliminary Investigation
Assistance, Follow-Up Investigation
Assistance, Suspect Arrest
Next-of-Kin Notification

Traffic
Traffic Enforcement
Selective Enforcement Activities
Uniform Enforcement Procedures
Violator Procedures
Informing The Violator
Uniform Enforcement Policies
Enforcement Practices
Stopping/Approaching
Officer-Violator Relations

61.1.9
61.1.10
61.1.11
61.1.12
61.1.13
61.2
61.2.1
61.2.2
61.2.3
61.2.4
61.3
61.3.1
61.3.2
61.3.3
61.3.4
61.3.5
61.3.6
61.4
61.4.1
61.4.2
61.4.3
61.4.4

70.0
70.1
70.1.1
70.1.2
70.1.3
70.1.4
70.1.5
70.1.6
70.1.7
70.1.8
70.2
70.2.1
70.3
70.3.1
70.3.2
70.3.3

Speed-Measuring Devices
Alcohol Enforcement Program
DUI Procedures
License Reexamination Referrals
Parking Enforcement
Traffic Collision Investigation
Reporting and Investigation
Collision Scene Responses
Collision Scene Duties
Follow-Up Investigations
Traffic Direction and Control
Traffic Engineering
Direction/Control Procedures
Escorts
Adult School Crossing Guards
Student Safety Patrol Program
Local/Region Planning Committees
Ancillary Services
Assistance, Highway Users
Hazardous Highway Conditions
Towing
Traffic Safety Materials

Detainee Transportation
Transport Operations
Pre-Transport Prisoner Searches
Searching Transport Vehicles
Procedures, Transporting by Vehicle
Interruption of Transport
Prisoner Communication
Procedures, Transport Destination
Procedures, Escape
Notify Court of Security Hazard
Restraining Devices
Prisoner Restraint Requirement
Special Transport Situations
Sick, Injured, Disabled
Hospital Security and Control
Special Situations

70.4
70.4.1
70.4.2
70.5
70.5.1

71.0
71.1
71.1.1
71.2
71.2.1
71.3
71.3.1
71.3.2
71.3.3
71.4
71.4.1
71.4.2
71.4.3
71.5
71.5.1

72.0
72.1
72.1.1
72.1.2
72.1.3
72.2
72.2.1
72.3
72.3.1
72.3.2
72.3.3
72.4

Transport Equipment
Vehicle Safety Barriers
Rear Compartment Modifications
Documentation
Prisoner ID and Documentation

Processing and Temporary Detention
Authorization
Designate Rooms or Areas
Training
Training of Personnel
Detainee Processing and Control
Procedures
Immovable Objects
Security
Temporary Detention Facility Conditions
Physical Conditions
Fire Prevention/Suppression
Inspections
Processing and Testing
Security Concerns in Designated Processing or Testing Rooms/Areas

Holding Facility
Organization, Administration, and Management
Training User Personnel
Access, Nonessential Persons
Records Security
Physical Plant
Minimum Conditions
Safety and Sanitation
Fire, Heat, Smoke Detection System, Inspections
Posted Evacuation Plan
Weekly Sanitation Inspection
Security and Control

72.4.1
72.4.2
72.4.3
72.4.4
72.4.5
72.4.6
72.4.7
72.4.8
72.4.9
72.4.10.
72.4.11
72.5
72.5.1
72.5.2
72.5.3
72.5.4
72.5.5
72.5.6
72.5.7
72.6
72.6.1
72.6.2
72.6.3
72.6.4
72.6.5
72.7
72.7.1
72.8
72.8.1
72.8.2
72.8.3
72.8.4
72.8.5

73.0
73.1
73.1.1
73.2
73.2.1

Securing Firearms
Entering Occupied Cells
Key Control
Facility Door Security
Security Checks
Security Inspections
Tool and Culinary Equipment
Alerting Control Point
Panic Alarms
Procedures, Escape
Report, Threats to Facility
Detainee Processing
Detainee Searches
Intake Forms
Sight and Sound Separation
Segregation
Procedure, Outside Detainees
Procedure, Exceeding Capacity
Identification, Released Detainees
Medical and Health Care Services
Procedure, Medical Assistance
First Aid Kit
Receiving-Screening Information
Posted Access to Medical Service
Dispensing Pharmaceuticals
Detainee Rights
Procedure, Detainee Rights
Supervision of Detainees
24-Hour Supervision
Audio/Visual Surveillance
Supervision, Opposite Sex
Receiving Mail/Packages
Visiting

Court Security
Administration
Role, Authority, Policies
Operations
Facilities, Equipment, Security Survey

73.3
73.3.1
73.3.2
73.4
73.4.1
73.4.2
73.4.3
73.5
73.5.1
73.5.2
73.5.3
73.5.4
73.5.5
73.5.6
73.5.7
73.5.8
73.5.9
73.5.10
73.5.11
73.5.12
73.5.13
73.5.14
73.5.15
73.5.16
73.5.17
73.5.18
73.5.19
73.5.20
73.5.21
73.5.22
73.5.23
73.5.24

74.0
74.1
74.1.1
74.1.2
74.1.3
74.2
74.2.1

Security Policy and Procedures
Weapon Lockboxes
Use of Restraints
Equipment
Identification, Availability, Operational Readiness
External Communications
Duress Alarms
Court Holding Facilities
Training
Detainee Searches
Detainee Property Security
Segregation
Procedure for Medical Assistance
First Aid Kit
Access of Nonessential Persons
Minimum Conditions
Fire Alarm System
Evacuation Plan
Sanitation Inspection
Securing Firearms
Entering Occupied Cells
Key Control
Facility Door Security
Security Checks
Security Inspections
Designated Control Point
Panic Alarms
Escape Procedures
Report of Threats to Facility
Posted Access to Medical Service
Audio/Visual Surveillance
Supervision of Opposite Sex

Legal Process
Records
Information, Recording
Execution/Attempt Service, Recording
Warrant/Wanted Person Procedures
Civil Process
Procedure, Civil Service

74.3
74.3.1
74.3.2

81.0
81.1
81.1.1
81.1.2
81.2
81.2.1
81.2.2
81.2.3
81.2.4
81.2.5
81.2.6
81.2.7
81.2.8
81.2.9
81.2.10
81.2.11
81.2.12
81.2.13
81.2.14
81.3
81.3.1
81.3.2
81.3.3
81.3.4

82.0
82.1
82.1.1
82.1.2
82.1.3
82.1.4
82.1.5
82.1.6
82.1.7
82.2

Criminal Process
Procedure, Criminal Process
Arrest Warrants Require Sworn Service

Communications
Administration
Agreements, Shared/Regional Facility
Operations Meet FCC Requirements
Operations
24 Hour, Toll-Free Service
Continuous, Two-Way Capability
Recording Information
Radio Communications Procedures
Access to Resources
Victim/Witness Calls
Victim/Witness Requests for Information
Recording and Playback
Local/State/Federal CJI Systems
Alternative Methods of Communication
Emergency Messages
Misdirected Emergency Calls
Private Security Alarms
First Aid Over Phone
Facilities and Equipment
Communications Center Security
Alternate Power Source
Telephone System
Mobile/Portable Radios

Central Records
Administration
Privacy and Security
Juvenile Records
Records Retention Schedule
UCR/NIBRS
Report Accounting System
Computer File Backup and Storage
Computerized Security Protocol
Field Reporting and Management

82.2.1
82.2.2
82.2.3
82.2.4
82.2.5
82.3
82.3.1
82.3.2
82.3.3
82.3.4
82.3.5
82.3.6

83.0
83.1
83.1.1
83.2
83.2.1
83.2.2
83.2.3
83.2.4
83.2.5
83.2.6
83.2.7
83.3
83.3.1
83.3.2

84.0
84.1
84.1.1
84.1.2
84.1.3
84.1.4
84.1.5
84.1.6
84.1.7
84.1.8

Field Reporting System
Reporting Requirements
Case Numbering System
Report Distribution
Reports by Phone, Mail or Internet
Records
Master Name Index
Index File
Traffic Records System
Traffic Citation Maintenance
Operational Component Record
ID Number and Criminal History

Collection and Preservation of Evidence
Administration
24 Hour Availability
Operations
Guidelines and Procedures
Photography and Video Tapes
Fingerprinting
Equipment and Supplies
Procedures, Seizure of Computer Equipment
Report Preparation
DNA Evidence Collection
Evidence Handling
Collecting from Known Source
Evidence, Laboratory Submission

Property and Evidence Control
Administration and Operation
Evidence/Property Control System
Storage and Security
Temporary Security
Security of Controlled Substances, Weapons for Training
Records, Status of Property
Inspections and Reports
Final Disposition
Property Acquired through the Civil Process

 

Change Notice No. 2.3:
Recognition Standards for Law Enforcement Agencies Amendments
Enacted by the Commission on July 25, 2008
Background
This is the third change notice for the Recognition Standards for Law Enforcement Agencies –
2nd Edition, which was published July 2006. Change notices shall be numbered by the Edition,
followed by a decimal point and the sequential number of the change to that edition. Change
notices are an essential component of the standards for law enforcement; they help ensure these
standards continue to reflect the best and most up-to-date information the profession can offer.
For the purpose of record, Change Notice 2.1 and Change Notice 2.2 were previously sent to all
client agencies and the changes are outlined on the reverse side of this notice. The loose-leaf
pages that accompanied Change Notice 1.1 bear the dates July 2006 and November 2006 and
Change Notice 2.1 bear the dates July 2007, November 2007, and March 2008.
Standards Amendments and Other Revisions Accompanying This Change Notice
Table of Contents: New Standards.
Standard 33.5.4: Language change.
Introduction to Chapter 42: Added paragraph 3.
Standard 42.1.6: Revised.
Standard 71.1.1: New Standard.
Standard 71.5.1: New Standard.
Appendix H: STANDARD TITLES
H-10 – 46.3.4 changed to Hazemat Awareness.
H-16 – 81.2.14 moved to 82.2.5 (H-17).
H-16 – 81.2.15 changed to 81.2.14.
The following corrections to typographical errors in the original publication are also made as part
of this change notice:
APPENDIX G: File Construction and Documentation - now refers to 42.2.4, not 42.2.6, page G-3.
Index-4: Employee Assistance Program (EAP) changed to 22.2.6.
Where to Insert This Notice and Accompanying Pages
Insert this notice immediately behind the front cover of the Standards Manual. Insert the
accompanying loose-leaf pages as indicated by their respective page numbers and discard the old,
correspondingly numbered pages. The new pages carry more recent dates than do those being
replaced.

Change Notice 2.1 (January 2007)
Standard 22.2.7: Standard and Commentary language were changed.
Standard 71.3.3: Changed language for bullet a and added commentary language.
Chapter 72 Introduction: Language change.
APPENDIX A: GLOSSARY – Added new term – Demonstrated Proficiency.
APPENDIX B: GUIDING PRINCIPLES FOR AGENCIES AND ASSESSORS – Language
change to 4.3.

Change Notice 2.2 (March 2008)
Standard 16.3.3: Addition of Commission Interpretation.
Standard 25.1.3: Language and Levels of Compliance changes.
Standard 35.1.2: Language change.
Standard 42.2.8: Language change.
Chapter 45 Introduction: Language change.
Standard 46.3.4: Language change.
Standard 52.1.5: Levels of Compliance change.
Chapter 71 Introduction: Language change to Introduction.
Standard 71.3.3: Language change.
Standard 71.4.1: Language change.
Standard 71.4.2: Language change.
Standard 71.4.3: Language change.
Subsection 71.5 Processing and Testing: New.
Standard 71.5.1: New.
Standard 81.2.10: Language change.
Standard 81.2.14: Moved to Standard 82.2.5.
Standard 81.2.15: Renumbered to Standard 81.2.14.
Standard 84.1.6: Commentary Language change.
APPENDIX A: GLOSSARY- Added new terms – AMBER Alert and Constant Supervision.
Language change to Temporary Detention.
APPENDIX G: FILE CONSTRUCTION AND DOCUMENTATION - Deleted reference to
Panel Presentations.

41.2.2 Motor Vehicle Pursuits
41.2.3 Roadblocks and Forcible Stopping
41.2.5 Adult Missing Persons
41.2.6 Missing and Exploited Children
41.2.7 Dealing with the Mentally Ill
41.3 Equipment
41.3.5 Body Armor Availability
41.3.6 Body Armor Use (Hi-Risk)
CHAPTER 42

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CRIMINAL INVESTIGATION
42.1 Administration
42.1.3 Case File Management
42.2 Operations
42.2.7 Confidential Informants
42.2.10 Interview Rooms

CHAPTER 43

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42-4
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42-7

VICE, DRUGS, AND ORGANIZED CRIME
43.1 Administration and Operations
43.1.1 Procedures for Investigation
43.1.5 Surveillance Operations

CHAPTER 44

43-1
43-1
43-2

JUVENILE OPERATIONS
44.1 Administration
44.2 Operations
44.2.2 Juvenile Detainee
44.2.3 Custodial Interrogation of Juveniles

CHAPTER 45

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44-4

CRIME PREVENTION AND COMMUNITY INVOLVEMENT
45.1 Crime Prevention
45.2 Community Involvement

CHAPTER 46

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CRITICAL INCIDENTS, SPECIAL OPERATIONS AND HOMELAND
SECURITY
46.1 Critical Incidents
46.1.2 All Hazard Plans
46.1.3 Command Function
46.1.4 Operations Function
46.1.5 Planning Function
46.1.6 Logistics Function
46.1.7 Finance/Administration Function
46.2 Special Operations
46.3 Homeland Security
46.3.4 CBRN Level Awareness Guidelines

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July
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CHAPTERS 51-55

OPERATIONS SUPPORT

CHAPTER 51

[Reserved]

CHAPTER 52

INTERNAL AFFAIRS
52.1 Organizational Integrity
52.1.1 Departmental Complaints Investigation
52.1.2 Maintenance of Complaint Records
52.2 Complaint Procedures

CHAPTER 53

52-1
52-1
52-1
52-2

INSPECTIONAL SERVICES
53.1 Line Inspections
53.2 Staff Inspections

CHAPTER 54

53-2
53-2

PUBLIC INFORMATION
54.1 Public Information
54.1.3 Media Access

CHAPTER 55

54-1
54-2

VICTIM/WITNESS ASSISTANCE
55.1 Administration
55.2 Operations

55-2
55-3

CHAPTER 61

TRAFFIC OPERATIONS

CHAPTER 61

TRAFFIC
61.1 Traffic
61.1.2
61.1.3
61.1.5
61.1.7

Enforcement
Procedures – Traffic Enforcement
Traffic Law Violations
Uniform Enforcement Policies
Procedures – Motorist Stops

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61-2
61-3
61-3
61-4

61.2 Traffic Collision Investigation
61.3 Traffic Direction and Control
61.3.2 Procedures – Traffic Direction
61.4 Ancillary Services

61-6
61-8
61-9
61-10

CHAPTERS 70-74

DETAINEE AND COURT-RELATED ACTIVITIES

CHAPTER 70

DETAINEE TRANSPORTATION
70.1 Transport Operations
70.1.1 Search of Detainee

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70.1.2 Search of Vehicle Prior to Transport
70.2 Restraining Devices
70.2.1 Restraining Devices
70.3 Special Transport Situations
70.4 Transport Equipment
70.4.2 Rear Compartment Modifications
70.5 Documentation
CHAPTER 71

PROCESSING AND TEMPORARY DETENTION
71.1 Authorization
71.1.1 Designate Rooms or Areas
71.2 Training
71.2.1 Initial and Retraining
71.3 Detainee Processing and Control
71.3.1 Procedures - Temporary Detention
71.3.3 Security Concerns
71.4 Temporary Detention Facility Conditions
71.4.2 Fire Prevention
71.4.3 Inspections and Administrative Review
71.5 Processing and Testing
71.5.1 Security Concerns in Designated Processing or Testing
Rooms/Areas

CHAPTER 72

71-4

Organization, Administration, and Management
Physical Plant
Safety and Sanitation
Security and Control
Detainee Processing
Medical and Health Care Services
Detainee Rights
Supervision of Detainees

72-1
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72-3
72-4
72-6
72-7
72-8

COURT SECURITY
73.1
73.2
73.3
73.4
73.5

CHAPTER 74

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71-4

HOLDING FACILITY
72.1
72.2
72.3
72.4
72.5
72.6
72.7
72.8

CHAPTER 73

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Administration
Operations
Security Policy and Procedures
Equipment
Court Holding Facilities

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LEGAL PROCESS
74.1 Records
74.2 Civil Process
74.3 Criminal Process

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CHAPTERS 81-84

AUXILIARY AND TECHNICAL SERVICES

CHAPTER 81

COMMUNICATIONS
81.1 Administration
81.2 Operations
81.2.1 24 Hour Toll Free Voice and TDD Access
81.2.2 Two Way Communications
81.2.3 Procedures – Recording Information
81.2.4 Procedures for Communications
81.2.8 Immediate Play-Back
81.2.12 Handling of Misdirected Calls
81.2.15 Training – First-Aid Instruction
81.3 Facilities and Equipment
81.3.2 Alternative Power Source

CHAPTER 82

CENTRAL RECORDS
82.1 Administration
82.1.1 Security of Records
82.1.6 Computer System Security
82.2 Field Reporting and Management
82.3 Records

CHAPTER 83

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COLLECTION AND PRESERVATION OF EVIDENCE
83.1 Administration
83.1.1 24 Hour Availability of Qualified Personnel
83.2 Operations
83.2.1 Guidelines and Procedures of Evidence Collection
83.3 Evidence Handling
83.3.2 Procedures for Submission to Lab

CHAPTER 84

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81-4
81-5
81-6
81-6
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83-1
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83-4

PROPERTY AND EVIDENCE CONTROL
84.1 Administration and Operations
84.1.1 Receipt of Property/Evidence
84.1.2 Secure Property/Evidence Storage
84.1.3 Secure Property/Evidence Temporary Storage
84.1.4 Security of Controlled Substances, Weapons
84.1.6 Audit and Inspections

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APPENDIX A

Glossary

A-1

APPENDIX B

Guiding Principles for Agencies and Assessors

B-1

APPENDIX C

Form for Raising Standards-Related Issues

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rules and regulations, with emphasis on changes; leadership; ethics and integrity, taking into consideration cultural influences, policy compliance, and doing what is correct rather than what is not illegal (see
standard 26.1.1); statutory or case law affecting law enforcement operations, with emphasis on
changes; the functions of agencies in the local criminal justice system; exercise of discretion in the
decision to invoke the criminal justice process; interrogation and interviewing techniques; agency policy
on the use of force, including the use of deadly force; emergency medical services; the performance
evaluation system; emergency fire suppression techniques; new or innovative investigative or technological techniques or methods, if any; hazardous materials incidents; contingency plans, if any, including
those relating to special operations and critical incidents; crime prevention policies and procedures;
collection and preservation of evidence; report writing and records system procedures and requirements; and victim/witness rights, policies, and procedures. (M M M M)
33.5.2 A written directive governs shift briefing training.
Commentary: Shift briefing training is a technique that may supplement all other training. Shift briefing
training may be a useful element of agency training, if it is well managed and supervised. The goal of this
training should be to keep officers up to date between formal retraining sessions. Agencies which do not
have formal shift briefings, e.g., resident state troopers, deputy sheriffs, may accomplish the purpose of
shift briefing training through other methods, to include in-car computers and other electronic means. To
be useful to the agency, the shift briefing training program should be well structured and reflect the needs
of the agency while being flexible enough to fit into a shift briefing setting. The written directive should
include: planning for shift briefing training; techniques used in shift briefing training; relationships with the
academy; instructional methods; instructional personnel; evaluation of shift briefing training; scheduling of
training; and role of supervisors and officers (see standard 41.1.2). (O O O O)
33.5.3 Agency personnel shall receive information regarding the accreditation process as
follows:
a. to all newly hired agency personnel within thirty days after their employment begins or within
thirty days after completing the recruit academy;
b. to all agency personnel during the self-assessment phase associated with achieving initial
accreditation; and
c. to all agency personnel prior to an on-site assessment.
Commentary: The intent of this standard is twofold. First, it ensures that all employees are familiar
with accreditation and what it entails during the self-assessment process. Second, familiarizing new
employees with the process will provide a historical perspective and emphasize the importance of
accreditation to the organization. It is recommended that familiarization include the history and background of accreditation and the agency’s involvement in the process, the accreditation process, the goals
and objectives of accreditation, and the advantages of accreditation and its impact on the agency.
Familiarization may be achieved by such means as classroom instruction, newsletter, memo, and periodic attendance by command staff at conferences of the Commission on Accreditation for Law Enforcement Agencies, Inc. (M M M M)

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33.5.4 A written directive requires agency employees assigned to the position of accreditation
manager shall receive specialized accreditation manager training within one year of being
appointed.
Commentary: The role of accreditation manager is very specialized and requires familiarization with the
accreditation process. At a minimum, the training should include information on the essential components
of the process, the standards manual, and file maintenance. The individual selected as accreditation
manager should attend at least one CALEA Conference during the self-assessment period or current
award period. Agencies are urged to join and participate in Police Accreditation Coalition (PAC’s)
within their state or province. (O O O O)
33.6 Specialized In-Service Training
33.6.1 A written directive identifies the assignments for which specialized training is required,
and includes the following:
a. a description of the required training; and
b. retraining requirements, if any.
Commentary: The agency should identify all of the functions for which both pre- and post-assignment
specialized training is required. Specialized training includes supervised on-the-job training provided by
the agency, training mandated by governmental authority such as training for certification as a
breathalyzer operator, and training deemed necessary by the agency for the development and enhancement of the skills, knowledge, and abilities particular to the specialization, such as motorcycle units or
marine patrol.
Persons responsible for crime scene processing should receive specialized criminalistics training commensurate with their duties and responsibilities. For example, DNA evidence should be collected only
by persons appropriately trained.
The supervision and management of specialized functions includes responsibility for ensuring that persons assigned to the function receive adequate training and support services. (M M M M)
33.6.2 If the agency participates in a tactical team, the agency requires that all personnel
assigned to the team engage in training and readiness exercises.
Commentary: The purpose of this standard is to ensure that tactical team members have ample
opportunity to practice their special skills and develop their abilities to function effectively as a team.
This is necessary because many skills are perishable and should be exercised to build and maintain
proficiency. Operational simulations should be included in the training program, and if the agency also
has a separate hostage negotiation team, its personnel should be required to train periodically with the
tactical team. All tactical training must be documented and the records retained pursuant to standard
33.1.6. (M M M M)

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42
CRIMINAL INVESTIGATION
Standards in this chapter relate to the criminal investigation function as performed by
both uniformed officers and officers specializing in investigations. The standards reflect the
perspective that agencies have discretion in determining the degree of specialization
necessary to accomplish this function.
The standards provide for administrative and operational programs that should result in
efficient and effective criminal investigations. This approach does not direct the agency’s
investigative functions in each specific crime category, such as homicide, rape, robbery,
etc., but rather identifies those elements common to every investigation.
In this post-9/11 environment, law enforcement agencies at all levels recognize that they
have a stake in the international law enforcement criminal intelligence effort, in addition to
their crime-fighting responsibilities in their communities. The criminal intelligence function
within each agency will provide the ability to gather, analyze, protect, and share credible and
timely information. It will also provide intelligence to identify, investigate, prevent, deter,
and defeat criminal and terrorist activities, both domestically and internationally, as well as
protect the security of our homeland and preserve the rights and freedoms of our citizens.
Standards in this chapter are closely related to topical areas addressed in other chapters,
including Vice, Drugs, and Organized Crime (Chapter 43), Juvenile Operations (Chapter 44),
and Collection and Preservation of Evidence (Chapter 83). Agencies have several options
here. Some may treat these functions independently or combine them according to their
individual needs. Other agencies, particularly smaller ones, may assign all of these
responsibilities to the criminal investigation function. Once functional responsibility is
assigned, applicability of standards can be determined.
42.1 Administration
42.1.1 The criminal investigation function provides 24-hour service capabilities.
Commentary: In agencies in which investigators are not assigned to duty shifts throughout a 24-hour
period or on weekends, the criminal investigation function should establish an on-call investigator duty
roster, which is furnished to the communications center and the commander of the patrol force.
(M M M M)
42.1.2 The agency uses a case-screening system and specifies the criteria for continuing and/or
suspending an investigative effort.

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Commentary: The objective of case screening is to assign available personnel to those investigations
that have the best chance of being resolved. The written directive should specify how such screening is
to be conducted, by whom, and what criteria (solvability factors) should be used. Screening of preliminary investigative information should assist in the decision on whether a follow-up investigation should be
made.
The decision about the extent of follow-up or the suspension of investigative efforts should be made at a
management level. Adherence to this standard should provide law enforcement administrators with
improved management control over the productivity of investigations. Decision-making involves the
continued application of solvability and degree-of-seriousness factors plus operational input from
periodic reporting by investigators on the progress of assigned cases. Suspension criteria may include
lack of further leads or solvability factors, unavailability of investigative resources, and/or insufficient
degree of seriousness. Unsolved homicides and other serious crimes deserve consideration for cold
case investigative efforts. Cold case investigations can increase the agency’s success rate, often with
minimal resources. Larger agencies may staff a full-time cold case investigation unit for this purpose.
Cases requiring specialized skills, knowledge, or ability should be assigned to those personnel having
that expertise. This does not preclude others from assisting but should discourage the perfunctory
assignment of personnel based on a rotation or other criteria-free system. A practice of assigning a single
person as the “principal investigator” for each case is encouraged. This, too, does not preclude the
assignment of more than one person to an investigation but is designed to place accountability for each
case. (O O O O)
42.1.3 A written directive establishes a system of case file management for the criminal
investigation function, to include:
a.
b.
c.
d.
e.

a case status control system;
administrative designators for each case;
types of records to be maintained;
accessibility to the files; and
procedures for purging files.

Commentary: A system for case status control should be established to specify information that should
be recorded for each case, such as investigator assigned, date assigned, case number, and report due
date. Administrative designations such as “open,” “suspended,” and “closed” are also recommended for
assisting internal case management and control.
Case files should be maintained on all cases in which investigative activities are ongoing. The case files
provide an immediate information resource to investigators. The case files should contain a copy of
preliminary investigative reports (all originals should be maintained in central records), records of
statements, results of examinations of physical evidence, case status reports, and other reports and
records needed for investigative purposes. These files should be consolidated into the central records
system when the case is suspended or closed. (M M M M)

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42.1.4 A written directive specifies accountability for conducting preliminary and follow-up
criminal investigations.
Commentary: To assign responsibility and to establish investigative continuity, a written directive
should define which element of the agency is to accomplish the preliminary and/or follow-up investigation for various categories of incidents. (O O O O)
42.1.5 A written directive requires the following:
a. specification of criteria designating certain individuals as habitual/serious offenders;
b. identification of all cases in which a designated habitual/serious offender is a party; and
c. notification to the prosecuting agency of such cases.
Commentary: The directive should propose a process for identifying cases in which habitual or serious
offenders play a role and for establishing criteria for handling such cases. Liaison with the prosecutor’s
office is very important in ensuring the success of a coordinated career criminal approach. (O O O O)
42.1.6 A written directive addresses the collection, processing, and sharing of suspicious incidents
and criminal intelligence relating to criminal and homeland security activities (including
information detailed in 43.1.1 and 46.3.2) with appropriate entities, to include:
a.
b.
c.
d.
e.
f.
g.
h.
i.

a description of the function;
the responsibilities of all agency personnel;
training of personnel;
procedures for safeguarding, securing, and storing information;
procedures for ensuring that information collected is limited to criminal conduct or relates to
activities that present a potential threat to the jurisdiction;
legal and privacy requirements;
documentation, reporting, and dissemination of information;
procedures for purging out-of-date or incorrect information; and
an annual review of procedures and processes.

Commentary: The intent of this standard is to document agency accountability for the collection and
sharing of suspicious incidents and criminal intelligence information.
Intelligence-gathering activities are important in all agencies. All agencies, regardless of size, must have
a criminal intelligence function. The need to develop and share information and criminal intelligence
across all levels of government is imperative. Each agency has a stake in the development and exchange
of suspicious incidents, information, and criminal intelligence.
Law enforcement agencies should operate under specific guidelines to ensure that no abuses occur. The
sensitive nature of criminal intelligence files requires that they be maintained separately from other
agency records to prevent compromise and protect the integrity of the file system. If the intelligence
function is performed by an individual with other responsibilities (e.g., CEO, deputy chief) or as an
activity of a larger function (criminal investigations), the separation and security intentions of this stan-

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dard still apply. It is recommended that agencies utilize file procedures (i.e., Law Enforcement Intelligence Unit [LEIU] Criminal Intelligence File Guidelines) as a check and balance against inappropriate activities. The collection/submission, access, storage, and dissemination of criminal intelligence
information must respect the privacy and constitutional rights of individuals, groups, and organizations.
Law enforcement personnel should be trained and encouraged to document information gleaned from a
variety of sources. Training should emphasize that all personnel, regardless of their jobs, have a role in
criminal intelligence and the sharing of information. Training can range from roll-call to more advanced
training and is frequently available at little or no agency cost.
The National Criminal Intelligence Sharing Plan (NCISP) identifies a wide array of suggested
accountability mechanisms, such as periodic review by management on decision making throughout the
criminal intelligence function; audit trails within criminal intelligence processes and computer systems;
staff surveys and questionnaires; effective training on department policies, procedures, and professional
criminal intelligence practices; and periodic audits of criminal intelligence operations and files.
Agencies should leverage a number of resources, including existing information sharing initiatives—such
as INTERPOL, the Homeland Security Information Network (HSIN), the Regional Information Sharing
Systems (RISS), and Law Enforcement Online (LEO)—and reference materials such as Fusion Center
Guidelines: Law Enforcement Intelligence, Public Safety, and the Private Sector, LEIU Criminal
Intelligence File Guidelines, the Justice Information Privacy Guideline document, and the NCISP.
(M M M M)
42.2 Operations
42.2.1 A written directive establishes steps to be followed in conducting preliminary
investigations, to include:
a.
b.
c.
d.

observing all conditions, events, and remarks;
locating and identifying witnesses;
maintaining and protecting the crime scene and arranging for the collection of evidence; and
interviewing the complainant, witnesses, and suspects.

Commentary: A properly conducted and documented preliminary investigation may be sufficient to
bring the case to a satisfactory conclusion, thus obviating the need for a follow-up investigation. The
investigation usually includes the following tasks: (1) providing aid to the injured; (2) protecting the
crime scene to ensure that evidence is not lost or contaminated; (3) determining whether an offense has
actually been committed and, if so, the exact nature of the offense; (4) determining the identity of the
suspect or suspects and effecting an arrest if it can be accomplished either at the scene or through
immediate pursuit; (5) furnishing other field units, through the communications system, descriptions,
method, and direction of flight, and other relevant information concerning wanted persons or vehicles;
(6) obtaining complete identification of all witnesses; (7) determining what information is known by the
victims and witnesses; (8) arranging for the collection of evidence; (9) determining in detail the exact
circumstances of the offense; (10) obtaining written statements from victims, witnesses, and if legally
possible, from the suspect; and (11) accurately and completely recording all pertinent information on

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prescribed report forms. The standard is not intended to preclude the officer conducting the preliminary
investigation from being assigned to the follow-up investigation. (M M M M)
42.2.2 A written directive establishes steps to be followed in conducting follow-up investigations
to include, at a minimum:
a. reviewing and analyzing all previous reports prepared in the preliminary phase, departmental
records, and results from laboratory examinations;
b. conducting additional interviews and interrogations;
c. seeking additional information (from uniformed officers, informants);
d. planning, organizing, conducting searches, and collecting physical evidence;
e. identifying and apprehending suspects;
f. determining involvement of suspects in other crimes;
g. checking suspects’ criminal histories; and
h. preparing cases for court presentation.
Commentary: These procedures should be used only in the event they are found to be necessary. For
example, every follow-up investigation may not include a search. The written directive should be intended as a guide. The investigation may include the following activities: (1) identifying and apprehending the offender; (2) collecting, preserving, analyzing, and evaluating evidence; (3) recovering stolen
property; (4) interviewing victims and witnesses; (5) interrogating suspects; (6) determining in detail the
exact circumstances of the offense; (7) determining if other crimes may have been committed by the
suspect; (8) reporting information obtained; and (9) preparing case for court presentation.
Maintaining contact with principals in any investigation is valuable in building public confidence in the
agency as well as indicating that the law enforcement officers are genuinely concerned about the welfare
of the victim and other citizens associated with the case. Cross-reference with 55.2.4 (Victim/Witness
Assistance). (M M M M)
42.2.3 The agency provides checklists to aid in criminal investigations.
Commentary: The field report, properly prepared, serves as a satisfactory checklist for most investigations. However, more complicated investigations require additional efforts, and checklists aid in
ensuring that critical areas of investigation are not overlooked. (O O O O)
42.2.4 The agency has a system that provides for periodic attendance of criminal investigators
at shift briefings conducted for patrol officers.
Commentary: Joint shift briefings conducted for patrol and criminal investigative personnel should
enhance relationships between these entities and provide for the exchange of information. (N/A O O O)
42.2.5 If agency personnel participate in formal, long term, multi-jurisdictional investigative
task force(s), a written directive describes the task force activities, to include:
a. the purpose;
b. defining authority, responsibilities, and written agreements; and
c. evaluating results and the need for continued operation(s).
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Commentary: The directive may be a product of the task force or the participating agency. The
criteria for the use of task forces should be specified in the directive. The kinds of offenses for which
they should be used and the procedures for control and evaluation should be outlined. (M M M M)
42.2.6 If technical aids for the detection of deception are used, a written directive governs their
use in criminal investigations. Examiners must be graduates of institutions providing training for
this purpose.
Commentary: The written directive should govern the use of such devices as polygraphs, voice stress
analyzer, and other detection of deception equipment. The directive should also specify those persons
who may be authorized to use the equipment and the conditions under which it may be used. Adherence
to this standard ensures a uniform training base for all operators of technical aids for detection of
deception. (M M M M)
42.2.7 A written directive specifies the procedures to be followed when using confidential
informants, to include:
a. inclusion of informants in a master file;
b. content of the informant file, to include biographical and background information, criminal
history record, if any, and code name or number of each informant;
c. maintenance and security of informant file and related codes;
d. other methods to protect the identity of informants;
e. criteria for paying informants, if applicable;
f. precautions to be taken with informants, generally; and
g. special precautions to be taken with juvenile informants.
Commentary: The use of confidential informants is important to the satisfactory completion of many
investigations, including patrol related investigations; drug, vice, and organized crime control functions;
and intelligence functions. Procedures should be established to provide for this resource within a controlled system to avoid abuse. In some instances, agencies may promulgate policy governing use of
parolees, if required by an authorizing corrections agency.
If the agency does not centralize this function, then each agency function that controls and manages
informants should be responsible for compliance with this standard. Investigating officers should take
additional precautions when dealing with informants of the opposite sex and with informants whose
sexual preferences may make an investigation more susceptible to compromise through alleged improprieties.
A master file on informants should be maintained with an emphasis on security and rigid control of
access. A single individual should be identified and given exclusive control over this file. The file should
contain information on informants, to include their backgrounds, a record of transactions, and information on how they can be located. Coded information should be used in all transactions with informants,
including pay. All funds maintained and used for informants should comply with all procedures in
Chapter 17.
Agencies outside the United States should contact CALEA staff for special interpretation of this standard as it relates to the differences in defining the terms “informants” and “agents.” (M M M M)
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42.2.8 The agency has a written directive concerning identity crime and procedures for:
a.
b.
c.
d.
e.

taking identity crime reports;
specialized report forms, if any;
providing information and assistance to identity crime victims;
coordination of investigations with other agencies; and
providing public information on prevention of identity crime.

Commentary: Identity crime costs businesses, end consumers, and individuals billions of dollars.
Significant credit problems and financial loss often affect an individual for years. Identity crime has been
directly linked to terrorist activities in both funding operations and obtaining documents for illegal
purposes.
The initial agency report information may require the use of a special form designed to obtain information unique to this crime. Information from government agencies is readily available to assist a victim in
providing notices of identity theft, re-establishing their identity and credit, and for public awareness
presentations. (O O O O)
42.2.9 A written directive describes the procedures for the investigation of cold case files, which
includes:
a. defining a cold case;
b. establishing cold case evaluation criteria; and
c. recording agency investigative actions or activities.
Commentary: Over time the position of persons involved and other factors in the situation may change
and present new opportunities for law enforcement to solve the case. With recent advances in DNA
(deoxyribonucleic acid) analysis, law enforcement has made a great advancement in its ability to identify
unknown offenders, even years after the crime occurred.
Law enforcement agencies should have a procedure where unsolved/cold cases are reviewed for new
information or where the application of new technology may be successful in solving the cases. This is
particularly important with serious crimes against persons, as these offenders tend to continue to commit
similar acts. (O O O O)
42.2.10 The agency has a written directive governing procedures for both uniformed and nonuniformed personnel utilizing designated rooms for interviews and interrogation, to include:
a.
b.
c.
d.
e.
f.

weapons control;
security concerns;
number of personnel allowed in the interview room;
means and methods for summoning assistance, if needed;
equipment or items to be kept in the interview room or area; and
access to restrooms, water, or comfort breaks.

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Commentary: For the purpose of this standard, designated rooms include polygraph rooms, voice
stress analyzer rooms, and other rooms where it is likely that an interview could turn into an interrogation and arrest of a person. The intent of this standard is to establish safe conditions for the various
situations that law enforcement officers may encounter when conducting interviews or interrogations at
law enforcement facilities. Occasionally, however, serious conditions unexpectedly develop such as an
apparently cooperative suspect becoming combative. The agency should provide clear direction for the
use of the interview room to ensure safety and the admissibility of any statements made therein.
Standard 42.2.1, interviews and interrogations, is concerned with techniques to enhance the development of information relating to a crime.
Standard 1.2.3 addresses applicable constitutional requirements concerning interviews and interrogations including access to counsel. (M M M M)

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71
PROCESSING AND TEMPORARY DETENTION
This chapter is applicable to situations when detainees are transported to a law
enforcement facility, other than a holding facility, jail, or corrections facility, but under the
control of the agency, for the purpose of processing, testing, or temporary detention. The
length of time a detainee is held in temporary detention is measured in hours, not days and
does not involve overnight housing or the provision of meals except in extenuating
circumstances. Detainees should be kept in temporary detention areas no longer than
necessary and should be monitored closely, particularly when they have not been through an
intake and medical screening process as required in jails and holding facilities.
For the purpose of this chapter, temporary detention requires confinement within a
facility and is not referring to detention of persons in public places. A contact between a
law enforcement officer and a person does not become “temporary detention” nor does the
person become a “detainee” until such time as the person is in the custody of agency
personnel.
This chapter does not apply to the following:
•
•
•
•

Detainees in a holding facility (see Chapter 72, Holding Facilities).
Detainees in a courthouse or courtroom (see Chapter 73, Court Security).
Detainees in a jail.
Detainees in rooms designed for interviews (see Chapter 42, Criminal
Investigations).

Jails or other correctional institutions are not accredited as part of the Standards for
Law Enforcement. The American Correctional Association (ACA) should be contacted for
information concerning Standards for Adult Detention Facilities.
Once temporary detention is authorized, the agency should have clear written directives
and adequate training to ensure the security and safety of agency personnel, detainees, and
members of the public who may be in proximity to the temporary detention areas utilized by
the agency. An apparent cooperative detainee can become combative quickly and without
warning. The agency should consider contingencies for such a situation.
Agency written directives should describe the temporary detention area and authorize its
use, specifying time limits, if any, for the activity or process. The agency should also
consider other provisions, such as the likely proximity of the detainee to those responsible
for the detainee’s welfare.

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Constant supervision is required for processing and testing. For example, if a detainee is
restrained within a booking room, it may be permissible for the person responsible for the
detainee to complete paperwork in close proximity to the detainee, but unreasonable to
expect that person could leave the area of the booking room without jeopardizing safety and
increasing the potential for escape.
Temporary detention usually involves being in close proximity with detainees, such as
fingerprinting or administering breath tests or other procedures. Safety considerations such
as securing weapons beforehand, how and when to secure weapons when in the presence of a
detainee, and what alternative methods, if any, are available for processing unruly detainees
should be considered when promulgating the agency’s written directives.
The agency should also provide guidance for what to do if it appears the temporary
detention time limit may be exceeded. The agency may require its personnel to document
the reason for the delay, immediately transport the detainee to a more appropriate facility,
or take other appropriate action.
71.1 Authorization
71.1.1 A written directive designates specific room(s) and area(s) within the law enforcement
facility authorized for use for detainee processing, testing, and temporary detention.
Commentary: Agencies often need to temporarily detain persons as part of the arrest and booking
process or before booking them into a holding facility or jail. Daily police operations are often unpredictable, and it may be necessary to use a room, space, or area in a law enforcement facility to separate
persons under arrest, maintain control, complete reports and forms, conduct tests, wait for bonding, or
help relieve a temporary booking backlog. (M M M M)
71.2 Training
71.2.1 Personnel charged with monitoring temporarily detained individuals in the facility are
provided initial training on the use of the temporary detention room(s) or area(s) and retraining
at least once every three years.
Commentary: Temporary detention occurring outside the confines of a facility such as a holding facility,
jail, or other more secure correctional institution can involve close contact with detainees under challenging and less than ideal conditions. To reduce complacency, officer safety issues should be a priority
of the agency training for both initial and retraining sessions. A cooperative detainee can quickly turn
uncooperative or combative. Agency training should address the resources that are available to agency
personnel during the temporary detention phase and contingencies for dealing with unruly or combative
detainees. A discussion of alternative procedures, such as immediately transferring combative or uncooperative detainees to a more secure facility, or delaying necessary processing or testing until a court
order can be obtained, will create a more efficient and safe environment for detainees and agency
personnel. (M M M M)

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71.3 Temporary Detention Room (s)
71.3.1 A written directive governs procedures for the following:
a. documenting the reason, date and time in and out of the facility, and any meals, if any, that
were provided during the detention;
b. supervision and accountability for processing, searching, and temporary detention of
individuals within the facility;
c. securing and monitoring unattended detainees within locked spaces, if authorized;
d. temporary restraint of detainees by securing them to fixed objects, if any; and
e. the separation of males, females, and juveniles.
Commentary: Documenting aspects of the temporary detention and meeting applicable time constraints help ensure the agency’s actions were necessary, defensible, and protect the agency from claims
that a detainee was denied due process. Time limitations on temporary detention, if exceeded, should
be documented with a reason for the delay. (M M M M)
71.3.2 If a detainee is to be secured to an immovable object, it will be designed and intended for
such use.
Commentary: This method of restraint should only be used when no other suitable method is available. Immovable objects designed for this purpose may include a bar or ring to which a handcuff can be
secured. (M M M M)
71.3.3 A written directive addresses the following security concerns in designated temporary
detention room(s):
a.
b.
c.
d.
e.
f.

firearms will be secured before entering the temporary detention room;
panic or duress alarms;
authorized access to area and detainee, if any;
escape prevention;
face-to-face visual observation of unattended detainees at least every thirty minutes; and
use of audio and/or video devices, if any, to monitor detainees between the thirty minute
face-to-face visual observations.

Commentary: Some detainees are a potential threat to themselves and agency staff, so appropriate
safety precautions should be taken while maintaining legal and reasonable conditions of treatment. The
use of portable radios with a designated signal and procedures for distress in the temporary detention
area will suffice for panic or duress alarms.
The agency should consider any other items such as knives, batons, chemical sprays, etc., it may want
to exclude from the temporary detention room or areas environment when formulating its directive on
the exclusion of firearms.(M M M M)

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71.4 Temporary Detention Facility Conditions
71.4.1 A written directive establishes minimum physical conditions for temporary detention or
room(s) and provides for access to water, restrooms, and other needs.
Commentary: These comfort items are not required to be in the room, but the agency is responsible to
ensure these items are provided to detainees in a timely manner. (M M M M)
71.4.2 There is a plan for fire prevention, fire evacuation, and fire suppression for the temporary
detention room(s).
Commentary: The standard does not require a separate plan for the individual area(s) used for
temporary detention and can be part of the overall plan for the law enforcement facility. (M M M M)
71.4.3 A written directive governs the frequency of inspections of the temporary detention
room(s) and provides for the administrative review of temporary detention areas and procedures
at least once every three years.
Commentary: Rooms utilized for temporary detention should receive regularly scheduled inspections
for cleanliness and to determine if any unsafe conditions are developing. The administrative review
should ensure that agency policies and procedures governing temporary detention are being followed
and that the original intent for authorization and use of the facility continues to be adequate for the
agency’s needs. The administrative review can also disclose more adequate arrangements for detention,
such as the availability of a newly built central holding facility or jail that was not previously available or
considered by the agency. (M M M M)
71.5 Processing and Testing
71.5.1 A written directive addresses the following security concerns in designated processing or
testing room(s) or area(s):
a.
b.
c.
d.

constant supervision;
weapons control;
panic or duress alarms; and
escape prevention.

Commentary: Some detainees are a potential threat to themselves and agency staff, so appropriate
safety precautions should be taken while maintaining legal and reasonable conditions of treatment.
Officer safety should always be a priority when an agency exercises discretion related to security of
weapons, to include firearms. The agency should consider any other items such as knives, batons,
chemical sprays, electronic controlled weapons, etc., it may want to exclude from the processing and
testing environment when formulating its directive. The use of portable radios with a designated signal
and procedures for distress in the processing or testing area will suffice for panic or duress alarms. (M
M M M)

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42.2.2
Follow-Up Investigations Steps
42.2.3
Investigative Checklists
42.2.4
Patrol Shift Briefing Attendance
42.2.5
Investigative Task Forces
42.2.6
Polygraph Examinations
42.2.7
Informants
42.2.8
Identity Crimes
42.2.9
Cold Cases
42.2.10 Interview Rooms

43.0

Vice, Drugs, and Organized Crime

43.1

Administration and Operations

43.1.1
43.1.2
43.1.3
43.1.4
43.1.5

Complaint Management
Records, Storage and Security
Confidential Funds
Equipment, Authorization and Control
Covert Operations

44.0

Juvenile Operations

44.1

Administration

44.1.1
44.1.2
44.1.3

Juvenile Operations Policy
Policy Input, Others
Annual Program Review

44.2

Operations

44.2.1
44.2.2
44.2.3
44.2.4
44.2.5

Handling Offenders
Procedures for Custody
Custodial Interrogation
School Liaison Program
Community Recreation Programs

45.0

Crime Prevention and Community Involvement

45.1

Crime Prevention

45.1.1
45.1.2
45.1.3

Activities
Organizing Prevention Groups
Prevention Input

45.2

Community Involvement

45.2.1
45.2.2
45.2.3

Activities
Quarterly Progress Report
Procedures for Transmitting Information

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45.2.5

Citizens Survey
Survey Summary to CEO

46.0

Critical Incidents, Special Operations, and Homeland Security

46.1

Critical Incidents

46.1.1
46.1.2
46.1.3
46.1.4
46.1.5
46.1.6
46.1.7
46.1.8
46.1.9

Planning Responsibility
All Hazard Plan
Command Function
Operations Function
Planning Function
Logistics Function
Finance/Administration Function
Equipment Inspection
Annual Training

46.2

Special Operations

46.2.1
46.2.2
46.2.3
46.2.4
46.2.5
46.2.6
46.2.7

Special Operations Activities
Tactical Team Selection
Tactical Team Equipment
Hostage Negotiator Selection
Search and Rescue
VIP Security Plan
Special Events Plan

46.3

Homeland Security

46.3.1
46.3.2
46.3.3
46.3.4

Liasion with other Organizations
Terrorism Related Intelligence
Providing Awareness Information
Hazemat Awareness

52.0

Internal Affairs

52.1

Organizational Integrity

52.1.1
52.1.2
52.1.3
52.1.4
52.1.5

Complaint Investigation
Records, Maintenance and Security
CEO, Direct Accessibility
Complaint Registering Procedures
Annual Summaries; Public Availability

52.2

Complaint Procedures

52.2.1
52.2.2
52.2.3

Complaint Types
CEO, Notification
Investigation Time Limits

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70.3

Special Transport Situations

70.3.1
70.3.2
70.3.3

Sick, Injured, Disabled
Hospital Security and Control
Special Situations

70.4

Transport Equipment

70.4.1
70.4.2

Vehicle Safety Barriers
Rear Compartment Modifications

70.5

Documentation

70.5.1

Prisoner ID and Documentation

71.0

Processing and Temporary Detention

71.1

Authorization

71.1.1

Designate Rooms or Areas

71.2

Training

71.2.1

Training of Personnel

71.3

Detainee Processing and Control

71.3.1
71.3.2
71.3.3

Procedures
Immovable Objects
Security

71.4

Temporary Detention Facility Conditions

71.4.1
71.4.2
71.4.3

Physical Conditions
Fire Prevention/Suppression
Inspections

71.5

Processing and Testing

71.5.1

Security Concerns in Designated Processing or Testing Rooms/Areas

72.0

Holding Facility

72.1

Organization, Administration, and Management

72.1.1
72.1.2
72.1.3

Training User Personnel
Access, Nonessential Persons
Records Security

72.2

Physical Plant

72.2.1

Minimum Conditions

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72.3

Safety and Sanitation

72.3.1
72.3.2
72.3.3

Fire, Heat, Smoke Detection System, Inspections
Posted Evacuation Plan
Weekly Sanitation Inspection

72.4

Security and Control

72.4.1
72.4.2
72.4.3
72.4.4
72.4.5
72.4.6
72.4.7
72.4.8
72.4.9
72.4.10.
72.4.11

Securing Firearms
Entering Occupied Cells
Key Control
Facility Door Security
Security Checks
Security Inspections
Tool and Culinary Equipment
Alerting Control Point
Panic Alarms
Procedures, Escape
Report, Threats to Facility

72.5

Detainee Processing

72.5.1
72.5.2
72.5.3
72.5.4
72.5.5
72.5.6
72.5.7

Detainee Searches
Intake Forms
Sight and Sound Separation
Segregation
Procedure, Outside Detainees
Procedure, Exceeding Capacity
Identification, Released Detainees

72.6

Medical and Health Care Services

72.6.1
72.6.2
72.6.3
72.6.4
72.6.5

Procedure, Medical Assistance
First Aid Kit
Receiving-Screening Information
Posted Access to Medical Service
Dispensing Pharmaceuticals

72.7

Detainee Rights

72.7.1

Procedure, Detainee Rights

72.8

Supervision of Detainees

72.8.1
72.8.2
72.8.3
72.8.4
72.8.5

24-Hour Supervision
Audio/Visual Surveillance
Supervision, Opposite Sex
Receiving Mail/Packages
Visiting

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73.0

Court Security

73.1

Administration

73.1.1

Role, Authority, Policies

73.2

Operations

73.2.1

Facilities, Equipment, Security Survey

73.3

Security Policy and Procedures

73.3.1
73.3.2

Weapon Lockboxes
Use of Restraints

73.4

Equipment

73.4.1
73.4.2
73.4.3

Identification, Availability, Operational Readiness
External Communications
Duress Alarms

73.5

Court Holding Facilities

73.5.1
73.5.2
73.5.3
73.5.4
73.5.5
73.5.6
73.5.7
73.5.8
73.5.9
73.5.10
73.5.11
73.5.12
73.5.13
73.5.14
73.5.15
73.5.16
73.5.17
73.5.18
73.5.19
73.5.20
73.5.21
73.5.22
73.5.23
73.5.24

Training
Detainee Searches
Detainee Property Security
Segregation
Procedure for Medical Assistance
First Aid Kit
Access of Nonessential Persons
Minimum Conditions
Fire Alarm System
Evacuation Plan
Sanitation Inspection
Securing Firearms
Entering Occupied Cells
Key Control
Facility Door Security
Security Checks
Security Inspections
Designated Control Point
Panic Alarms
Escape Procedures
Report of Threats to Facility
Posted Access to Medical Service
Audio/Visual Surveillance
Supervision of Opposite Sex

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74.0

Legal Process

74.1

Records

74.1.1
74.1.2
74.1.3

Information, Recording
Execution/Attempt Service, Recording
Warrant/Wanted Person Procedures

74.2

Civil Process

74.2.1

Procedure, Civil Service

74.3

Criminal Process

74.3.1
74.3.2

Procedure, Criminal Process
Arrest Warrants Require Sworn Service

81.0

Communications

81.1

Administration

81.1.1
81.1.2

Agreements, Shared/Regional Facility
Operations Meet FCC Requirements

81.2

Operations

81.2.1
24 Hour, Toll-Free Service
81.2.2
Continuous, Two-Way Capability
81.2.3
Recording Information
81.2.4
Radio Communications Procedures
81.2.5
Access to Resources
81.2.6
Victim/Witness Calls
81.2.7
Victim/Witness Requests for Information
81.2.8
Recording and Playback
81.2.9
Local/State/Federal CJI Systems
81.2.10 Alternative Methods of Communication
81.2.11 Emergency Messages
81.2.12 Misdirected Emergency Calls
81.2.13 Private Security Alarms
81.2.14 First Aid Over Phone
81.3

Facilities and Equipment

81.3.1
81.3.2
81.3.3
81.3.4

Communications Center Security
Alternate Power Source
Telephone System
Mobile/Portable Radios

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82.0

Central Records

82.1

Administration

82.1.1
82.1.2
82.1.3
82.1.4
82.1.5
82.1.6
82.1.7

Privacy and Security
Juvenile Records
Records Retention Schedule
UCR/NIBRS
Report Accounting System
Computer File Backup and Storage
Computerized Security Protocol

82.2

Field Reporting and Management

82.2.1
82.2.2
82.2.3
82.2.4
82.2.5

Field Reporting System
Reporting Requirements
Case Numbering System
Report Distribution
Reports by Phone, Mail or Internet

82.3

Records

82.3.1
82.3.2
82.3.3
82.3.4
82.3.5
82.3.6

Master Name Index
Index File
Traffic Records System
Traffic Citation Maintenance
Operational Component Record
ID Number and Criminal History

83.0

Collection and Preservation of Evidence

83.1

Administration

83.1.1

24 Hour Availability

83.2

Operations

83.2.1
83.2.2
83.2.3
83.2.4
83.2.5
83.2.6
83.2.7

Guidelines and Procedures
Photography and Video Tapes
Fingerprinting
Equipment and Supplies
Procedures, Seizure of Computer Equipment
Report Preparation
DNA Evidence Collection

83.3

Evidence Handling

83.3.1
83.3.2

Collecting from Known Source
Evidence, Laboratory Submission

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84.0

Property and Evidence Control

84.1

Administration and Operation

84.1.1
84.1.2
84.1.3
84.1.4
84.1.5
84.1.6
84.1.7
84.1.8

Evidence/Property Control System
Storage and Security
Temporary Security
Security of Controlled Substances, Weapons for Training
Records, Status of Property
Inspections and Reports
Final Disposition
Property Acquired through the Civil Process

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security 82.1.7
seizure of computer equipment 83.2.5
software policy 11.4.4
Conditions of work 22.3
Confidential funds
accounting 17.4.2
provision 43.1.3
Constitutional rights
access to counsel 1.2.3, 42.2.10, 72.7.1
Bias Based Profiling 1.2.9
covert operations 43.1.5
detainee 72.7.1
interview and interrogation 1.2.3, 44.2.3
juvenile 44.2.2
privacy 72.1.3
search/seizure 1.2.4, 72.5.1
Consular notification 1.1.4
Contract law enforcement 3
Controlled substances 84.1.4
Coordination, interagency
concurrent jurisdiction 2.1.2
criminal justice 61.3.6
federal 2.1.4
mutual aid 2.1.3
planning 61.3.6
task forces 42.2.5
Coordination, intra-agency 12.1.4
Counseling
career 33.8.1
employee assistance 22.2.3, 22.2.6
post-trauma 1.3.8, 22.2.4
Court security 73
Crime analysis 15.3
Crime information system 82.1.4
Crime prevention 45.1
Crime reporting 82.2
Crime scene
processing 83.2
protection 42.2.1
Crime victim
assistance 55, 81.2.6
Criminal history files 82.1.1, 82.3.6
Criminal intelligence 42.1.6
Criminal Investigation 42
follow-up 42.2.2
informal 42.2.7
preliminary 42.2.1
Criminal investigators
accountability 42.1.4
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patrol shift briefings 42.2.4
temporary assignment 16.2.3
Criminal process 1.2.5, 74.1, 74.3
Crossing guards 61.3.4
Deadly force 1.3.2
administrative review 1.3.8
medical aid 1.3.5
training 1.3.11, 16.3.6, 33.5.1
vehicle pursuit 41.2.2
Detainees
holding conditions 72.2.1, 72.5.3
processing 72.5
rights 72.7.1
supervision 72.8
temporary 71
Directives, written 12.2
Disasters 46.1.2
Disciplinary procedures
appeal 26.1.6
awards 26.1.2
discipline 26.1.4
dismissal 26.1.7
Employee Assistance Program 22.2.6
records 26.1.8
supervision/authority 26.1.5
Discretion 1.2.6, 1.2.7, 44.2.1, 61.1.2
Dismissal 26.1.7
Disposition of property 84.1.1, 84.1.7
Distribution of personnel 16.1.2
Diversion
juveniles 44.2.1
programs 1.1.3
DNA 83.2.7
Driver re-examination 61.1.12
Duties and responsibilities
academy administration 33.2.1
auxiliaries 16.4.1
civil process 74.2.1
classification 21.2.1, 21.2.2
contract services 3.1.1
crime scene processors 83.1, 83.2
criminal investigations 42.1.4
disciplinary 26.1.5
extra-duty employment 22.3.4
field training officers 33.4.3
fiscal management 17.1.1
inspections 53
interagency agreements 2.1.2
Internal Affairs 52
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job announcements 31.3.1
performance evaluations 16.3.8, 35.1.1
promotional announcement 34.1.5
reserves 16.3
school crossing guards 61.3.4
task analysis 21.1.1
task forces 42.2.7
traffic collisions 61.2.1, 61.2.3
training committee 33.1.1
vehicle pursuit 41.2.2
Education
benefits 22.2.2
traffic safety, public 61.4.4
Eligibility lists
promotional 34.1.6
Emergency(ies)
All hazard 46
calls, response 41.2.1
command protocol 12.1.2
communications 81.2.5
holding facility 71.3.3, 72.3.2, 72.4.8, 72.4.10,
73.5.18, 73.5.20
motor vehicle pursuits 41.2.2
messages 81.2.11
mutual aid 2.1.3, 2.1.4
power source 81.3.2
prisoner transportation 70.1.7
telephone number 81.2.2, 81.2.12, 81.3.3
unusual occurrences 46
Employee Assistance Program (EAP) 22.2.6
Employee identification 22.2.7
Equal Employment Opportunity 31.2.3
Equipment
All hazard 46.1.6
body armor 41.3.6
contract services 3.1.1
control, agency 17.5.1
communications 81.2.9, 81.3
court security 73.2.1, 73.4
covert operations 43.1.4, 43.1.5
crime scene processing 83.2.4
critical incident readiness 46.1.8
emergency response 41.2.1, 41.3
general patrol service 41.3.1, 41.3.2
holding facility 72.3.1, 72.4.6-72.4.9, 72.6.2,
72.8.2
inspections 53
multiyear plan 15.1.3
prisoner transport 70.4
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purchase 17.3.1
readiness 17.5.3
reserves 16.3.4
safety restraining devices 41.3.3
special purpose vehicles 41.1.3
tactical team 46.2.3
traffic enforcement 61.1.5
unmarked vehicles 41.2.1
VIP protection 46.2.6
Escape, prisoner 70.1.7, 72.4.10, 73.5.20
Escort services 61.3.3
Ethics 1.1.2
Evaluation
Recruitment Plan 31.2.2
crime analysis 15.3.1
crime prevention programs 45.1.1
goals and objectives 15.2.2
juvenile programs 44.1.3
performance 34
promotional procedures 34.1.3
specialized assignments 16.2.1
task forces 42.2.5
traffic enforcement 61.1.1
training 33.1.1, 33.3.1, 33.4.2, 33.4.3, 33.5.2
Evidence
collection and preservation 83
criminal investigations 42.2.1, 42.2.2
custody, in 84
Exceeding prisoner capacity procedure 72.5.6
Executive protection 46.2.6
Extra-duty employment 22.3.4
Federal assistance 2.1.4
Field interviews 1.2.3
Field training
recruit 33.4.3
reserves 16.3.3
Financial management 17
Fingerprints arrestee 1.2.5, 82.3.6
crime scene 83.2.1, 83.2.3, 83.2.4
juvenile 82.1.2
Firearms
authorized 1.3.9, 1.3.10
discharge 1.3.6
evidence 83.3.2
holding facility 72.4.1, 73.5.12
in-custody, storage 84.1.1, 84.1.2
prisoner transport 70.1.6
proficiency 1.3.10, 1.3.11, 16.3.6
specialized 46.2.3
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Change Notice No. 2.5:
Recognition Standards for Law Enforcement Agencies Amendments
Enacted by the Commission on March 20, 2009
Background
This is the fifth change notice for the Recognition Standards for Law Enforcement Agencies –
2nd Edition, which was published July 2006. Change notices shall be numbered by the Edition,
followed by a decimal point and the sequential number of the change to that edition. Change
notices are an essential component of the standards for law enforcement; they help ensure these
standards continue to reflect the best and most up-to-date information the profession can offer.
For the purpose of record, Change Notice 2.1, Change Notice 2.2, Change Notice 2.3 and Change
Notice 2.4 were previously made available to all client agencies and the changes are outlined on
the reverse side of this notice. The loose-leaf pages that accompanied Change Notice 2.1 bear the
dates July 2006 and November 2006, Change Notice 2.2 bear the dates July 2007, November
2007, March 2008, Change Notice 2.3 bears the date July 2008 and Change Notice bears the date
December 2008.
Standards Amendments and Other Revisions Accompanying This Change Notice
Table of Contents: Standard number change.
Standard 1.3.1: Standard language change.
Standard 1.3.9: Standard language change.
Standard 22.3.5: Renumbered from 22.3.4.
Introduction to Chapter 46: Language Change
Standard 46.1.2: Standard language change.
Appendix H: STANDARD TITLES
H-4 – Added 22.3.3
H-5 – Changed 22.3.3 to 22.3.4
H-5 – Changed 22.3.4 to 22.3.5

Where to Insert This Notice and Accompanying Pages
Insert this notice immediately behind the front cover of the Standards Manual. Insert the
accompanying loose-leaf pages as indicated by their respective page numbers and discard the old,
correspondingly numbered pages. The new pages carry more recent dates than do those being
replaced.

Change Notice 2.1 (January 2007)
Standard 22.2.7: Standard and Commentary language were changed.
Standard 71.3.3: Changed language for bullet a and added commentary language.
Chapter 72 Introduction: Language change.
APPENDIX A: GLOSSARY – Added new term – Demonstrated Proficiency.
APPENDIX B: GUIDING PRINCIPLES FOR AGENCIES AND ASSESSORS – Language
change to 4.3.

Change Notice 2.2 (March 2008)
Standard 16.3.3: Addition of Commission Interpretation.
Standard 25.1.3: Language and Levels of Compliance changes.
Standard 35.1.2: Language change.
Standard 42.2.8: Language change.
Chapter 45 Introduction: Language change.
Standard 46.3.4: Language change.
Standard 52.1.5: Levels of Compliance change.
Chapter 71 Introduction: Language change to Introduction.
Standard 71.3.3: Language change.
Standard 71.4.1: Language change.
Standard 71.4.2: Language change.
Standard 71.4.3: Language change.
Subsection 71.5 Processing and Testing: New.
Standard 71.5.1: New.
Standard 81.2.10: Language change.
Standard 81.2.14: Moved to Standard 82.2.5.
Standard 81.2.15: Renumbered to Standard 81.2.14.
Standard 84.1.6: Commentary Language change.
APPENDIX A: GLOSSARY- Added new terms – AMBER Alert and Constant Supervision.
Language change to Temporary Detention.
APPENDIX G: FILE CONSTRUCTION AND DOCUMENTATION - Deleted reference to
Panel Presentations.

Change Notice 2.3 (July 2008)
Table of Contents: New Standards.
Standard 33.5.4: Language change.
Introduction to Chapter 42: Added paragraph 3.
Standard 42.1.6: Revised.
Standard 71.1.1: New Standard.
Standard 71.5.1: New Standard.
Appendix H: STANDARD TITLES
H-10 – 46.3.4 changed to Hazemat Awareness.
H-16 – 81.2.14 moved to 82.2.5 (H-17).
H-16 – 81.2.15 changed to 81.2.14.

Change Notice 2.4 (December 2008)
Standard 1.3.6: Commentary language change.
Standard 1.3.9: Commentary language change.
Appendix A: GLOSSARY – Added new terms:
PHOTOGRAPHIC LINEUP
PHYSICAL LINEUP
SHOW-UP
Appendix H: STANDARD TITLES
H-9 – Added 42.2.11 and 42.2.12.
Index
Index-4 – Added Eyewitness identification
Index-6 – Added Line-up
Index 8 – Show-up

CHAPTERS 21-26

THE PERSONNEL STRUCTURE

CHAPTER 21

CLASSIFICATION AND DELINEATION OF DUTIES AND
RESPONSIBILITIES
21.1 Task Analysis
21.2 Classification

CHAPTER 22

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COMPENSATION, BENEFITS, AND CONDITIONS OF WORK
22.1 Compensation
22.2 Benefits
22.2.2 Personnel Benefits
22.2.4 Line of Duty Deaths
22.3 Conditions of Work
22.3.5 Extra Duty Employment

CHAPTER 23

[Reserved]

CHAPTER 24

COLLECTIVE BARGAINING
24.1 Collective Bargaining and Contract Management

CHAPTER 25

24-1

GRIEVANCE PROCEDURES
25.1 Grievance Procedures

CHAPTER 26

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22-2
22-2
22-3
22-5
22-5

25-1

DISCIPLINARY PROCEDURES
26.1 Disciplinary Procedures
26.1.1 Conduct & Appearance
26.1.3 Harassment Policy
26.1.4 Disciplinary System
26.1.6 Disciplinary Appeals

CHAPTERS 31-35

THE PERSONNEL PROCESS

CHAPTER 31

RECRUITMENT
31.1 Administrative Practices and Procedures
31.2 Equal Employment Opportunity and Recruitment
31.2.1 Ethnic and Gender Composition
31.2.2 Recruitment Plan
31.3 Job Announcements and Publicity

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CHAPTER 32

SELECTION
32.1 Professional and Legal Requirements
32.1.1 Selection Process
32.2 Administrative Practices and Procedures
32.2.1 Background Investigation
32.2.7 Medical Exam
32.2.8 Psychological Exam

CHAPTER 33

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TRAINING AND CAREER DEVELOPMENT
33.1 Administration
33.1.5 Remedial Training
33.1.6 Update Training Records
33.1.7 Records, All Classes
33.2 Academy
33.3 Training Instructors
33.4 Recruit Training
33.4.1 Entry Level Training
33.4.3 Field Training
33.5 In-service, Shift Briefing, and Advanced Training
33.5.1 Annual Retraining
33.6 Specialized In-service Training
33.6.2 Tactical Training
33.7 Civilian Training
33.8 Career Development
33.8.2 Training of Newly Promoted Personnel

CHAPTER 34

PROMOTION
34.1 Professional and Legal Requirements
34.1.3 Promotional Process

CHAPTER 35

34-1
34-1

PERFORMANCE EVALUATION
35.1 Administration
35.1.1 Performance Evaluation System
35.1.2 Annual Performance Evaluations

CHAPTERS 41-46

LAW ENFORCEMENT OPERATIONS

CHAPTER 41

PATROL
41.1 Administration
41.2 Operations
41.2.1 Call Response Guidelines

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1.2.5 A written directive specifies the procedures for any arrest, made with or without a warrant,
and includes the criteria for:
a. preparing reports;
b. fingerprinting; and
c. photographing.
Commentary: The written directive should include procedures imposed by the U.S. Supreme Court,
the courts of the applicable state and/or country, and any legislation pertaining to or governing the laws
of arrest. Also included should be circumstances that permit a warrantless arrest; areas that may be
searched incident to an arrest, both with and without a search warrant; procedures for handling persons
asserting diplomatic or other forms of immunity (see also standards 61.1.3 and 1.1.4); and requirements
that pertain to arrestee rights.
Procedures should specify those offenses where fingerprints and photographs are required. Refer to
standard 44.2.2. The directive should be updated in a timely fashion so that it reflects new decisions that
add to the substantive laws of arrest. All information should be kept current for persons subsequently
arrested, e.g., address, photograph. (M M M M)
1.2.6 A written directive defines the authority, guidelines, and circumstances when sworn
personnel may exercise alternatives to arrest, prearraignment confinement, and/or pretrial
release.
Commentary: The written directive should identify the authority of sworn officers to use alternatives to
arrest, e.g., citations, summonses, referrals, informal resolutions, and warnings, to address the variety of
problems they confront. Policy guides and procedural directions should be developed to ensure
appropriate use of the alternatives by personnel. (M M M M)
1.2.7 A written directive governs the use of discretion by sworn officers.
Commentary: In many agencies, the exercise of discretion is defined by a combination of written
enforcement policies, training, and supervision. The written directive should define the limits of individual
discretion and provide guidelines for exercising discretion within those limits (see standards 61.1.2 and
61.1.5). (M M M M)
1.2.8 The agency has written procedures for strip and body cavity searches. The procedures shall
include:
a. authority for conducting strip and body cavity searches with and without a warrant;
b. provisions for privacy and search by gender; and
c. reporting requirements.
Commentary: Strip and body cavity searches are sometimes necessary for agency safety and security
or to seize evidence of criminal activity. These searches, however, are highly intrusive and should be
conducted within the limits of legal authority, out of public view, and with due regard for human dignity.
Some body cavity searches may require special hygienic procedures and qualified medical personnel to

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conduct the search. The procedures should guide agency personnel in conducting strip and body cavity
searches that will maximize safety, seize necessary evidence, and be considered reasonable by
applicable judicial authority. (M M M M)
1.2.9 The agency has a written directive governing bias based profiling and, at a minimum,
includes the following provisions:
a. a prohibition against bias based profiling in traffic contacts, field contacts, and in asset
seizure and forfeiture efforts;
b. training agency enforcement personnel in bias based profiling issues including legal aspects;
c. corrective measures if bias based profiling occurs; and
d. a documented annual administrative review of agency practices including citizen concerns.
Commentary: Profiling, in itself, can be a useful tool to assist law enforcement officers in carrying out
their duties. Bias based profiling, however, is the selection of individuals based solely on a common trait
of a group. This includes but is not limited to race, ethnic background, gender, sexual orientation,
religion, economic status, age, cultural group, or any other identifiable groups.
Law enforcement agencies should not condone the use of any bias based profiling in its enforcement
programs as it may lead to allegations of violations of the constitutional rights of the citizens we serve,
undermine legitimate law enforcement efforts, and may lead to claims of civil rights violations.
Additionally, bias based profiling alienates citizens, fosters distrust of law enforcement by the community,
invites media scrutiny, invites legislative action, and invites judicial intervention.
Law enforcement personnel should focus on a person’s conduct or other specific suspect information.
They must have reasonable suspicion supported by specific articulated facts that the person contacted
regarding their identification, activity or location has been, is, or is about to commit a crime or is
currently presenting a threat to the safety of themselves or others. Annually, the agency should include
profiling related training that should include field contacts, traffic stops, search issues, asset seizure and
forfeiture, interview techniques, cultural diversity, discrimination, and community support. (M M M M)
1.3 Use of Force
1.3.1 A written directive states personnel will use reasonable force when force is used to
accomplish lawful objectives.
Commentary: None. (M M M M)
1.3.2 A written directive states that an officer may use deadly force only when the officer
reasonably believes that the action is in defense of human life, including the officer’s own life, or
in defense of any person in imminent danger of serious physical injury. Definitions of conditional
terms, such as those for reasonable belief, serious physical injury, or similarly used terms that are
used to qualify the directive, shall be included.

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1.3.9 A written directive requires that only weapons and ammunition authorized by the agency be
used by agency personnel in the performance of their responsibilities. The directive shall apply to
weapons and ammunition carried both on and off duty, and must address:
a. the types and specifications of all lethal and less lethal weapons approved for use, including
those weapons used by members of tactical teams or other specialized personnel;
b. the types and specifications of ammunition approved for use, including ammunition used in
specialized weapons for members of tactical teams or other specialized personnel;
c. the procedure for review, inspection, and approval of all weapons intended for use by each
employee in the performance of duty, prior to carrying, by a qualified weapons instructor or
armorer;
d. a process to remove unsafe weapons;
e. the procedure for maintaining a record on each weapon approved by the agency for official
use; and
f. guidelines for the safe and proper storage of agency authorized firearms.
Commentary: The intent of this standard is to establish strict agency control over all firearms,
weapons, and ammunition it allows members to carry and use in the performance of their official duties,
both on and/or off duty. Clear guidelines should be established for exact types and specifications of each
category of weapon, including specialized weapons used by members of tactical teams or other
specialized personnel. Written directives and the guidance provided through specific job descriptions
should clearly describe the authority to carry and use weapons within the rules, regulations and laws
established by local, regional, tribal, provincial, state or federal authority.
For firearms, the agency should establish an approval process. Each firearm should be identified, meet
the agency’s established criteria and be safe and in good working order. The user should demonstrate
his or her proficiency in using the firearm on an approved qualifying course before being approved, in
writing, by the agency, to carry and use the firearm. A certified firearms instructor or armorer should
inspect and approve the firearm and oversee the proficiency testing.
A complete record of all weapons approved by the agency should be maintained. For firearms, the
record should list the type, description, identifying model, and serial numbers of each firearm, as well as
the identity of the owner or assignee. The record should also include the name of the official making the
approval, the date of approval, the course fired, and all scores used to qualify the user on the
demonstration of proficiency. All approvals should be conditional upon periodic requalification pursuant
to procedures established to comply with standard 1.3.11. (M M M M)
1.3.10 A written directive requires that only agency personnel demonstrating proficiency in the
use of agency-authorized weapons be approved to carry such weapons.
Commentary: The intent of this standard is to cover the carrying and use, both on and off duty, of all
weapons, such as handguns, shotguns, chemical sprays, or striking weapons (see standard 1.3.9).
Demonstrated proficiency includes achieving minimum qualifying scores on a prescribed course;
attaining and demonstrating a knowledge of the laws concerning the use of authorized weapons and
knowledge of agency policy(s) on the use of force, escalating force, and deadly force; and being familiar
with recognized safe-handling procedures for the use of these weapons. The instruction on and
qualification with all weapons should be provided by a certified weapons instructor. (M M M M)
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1.3.11 At least annually, all agency personnel authorized to carry weapons are required to
receive in-service training on the agency’s use of force policies and demonstrate proficiency with
all approved lethal weapons and electronic controlled weapons that the employee is authorized to
use. In-service training for other less lethal weapons and weaponless control techniques shall
occur at least biennially. In addition:
a. proficiency training must be monitored by a certified weapons or tactics instructor;
b. training and proficiency must be documented; and
c. the agency must have procedures for remedial training for those employees who are unable to
qualify with an authorized weapon prior to resuming official duties.
Commentary: Annual and biennial in-service use of force refresher training need not be as formal as
entry level or recruit training. Use of force retraining can be accomplished through a combination of
methods; for example, during shift briefing training sessions, reviewing legal updates on use of force
issues, or conducting written or skills tests on use of force and less than lethal weapons during annual
firearms qualifications courses. Proficiency levels should be established by the agency with input from
certified weapons instructors or others in the agency that can validate the criteria. Demonstrated
proficiency with less lethal weapons may consist of the same criteria used at entry level, or the course
may be modified to either abbreviate or extend the training, based on the agency’s experience with the
weapon in the field.
The intent of bullet (c) is to ensure that remedial measures are provided, and that an employee failing to
demonstrate proficiency with a weapon is not returned to duty with that weapon until such time as
proficiency is demonstrated and documented.
Unless they are applied properly, neck restraints and other similar compliance techniques that rely on
cutting off the flow of oxygen to the brain have the potential to cause serious injury or death. Therefore,
any agency that authorizes the use of such techniques should ensure that its personnel are properly
trained in the use of these techniques so that the possibility of injury is minimized. In addition to the initial
training, the agency should also provide biennial refresher training to ensure that the skills required for
proper application are maintained.
See also standard 33.5.1. Training should be commensurate with the limits and scope of the employees’
job responsibilities, e.g., an agency property guard having no arrest authority may be issued a baton and
chemical agent, but training proficiency need only cover defensive moves. The curriculum for sworn
officers would be more extensive based on the scope of their authority to use force in making arrests.
(M M M M)
1.3.12 A written directive requires that all agency personnel authorized to carry lethal and less
lethal weapons be issued copies of and be instructed in the policies described in standards 1.3.1
through 1.3.5 before being authorized to carry a weapon. The issuance and instruction shall be
documented.
Commentary: None. (M M M M)

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2
AGENCY JURISDICTION AND MUTUAL AID
Standards in this chapter relate to an agency’s jurisdiction and the provision and use of
mutual aid and regional law enforcement services among agencies through cooperative
agreements.
Agreements should be reached among first responder agencies, non-government
organizations (NGO), social service organizations, institutions of higher education, school
districts, medical facilities, and private entities in adjoining jurisdictions or within the
agency’s jurisdiction to provide assistance to each other in the event of natural disaster,
mass disorder, pandemic or other emergency situations. Lines of command should be
established beforehand. Procedures for the provision of personnel should also be
established in advance.
The Commission has exempted state agencies from having formal mutual aid agreements
with agencies in adjoining states. Standard 2.1.3 is not applicable for state agencies.
2.1 Agency Jurisdiction and Mutual Aid
2.1.1 A written directive delineates the specific geographical boundaries of the agency’s
jurisdiction.
Commentary: It is fundamental that the agency clearly describes, in writing, the geographical
boundaries of its jurisdiction. Situations involving overlapping or ambiguous territorial jurisdiction should
be avoided. A detailed official map, including the boundaries of the jurisdiction, may satisfy the
requirements of this standard. (M M M M)
2.1.2 A written directive specifies the agency’s responsibilities in any interagency agreement
regarding concurrent jurisdiction.
Commentary: The intent of the standard is to encourage an agency to identify its responsibilities, with
regard to concurrent jurisdiction, which are established as a matter of law or on the basis of interagency
agreement. This standard does not require an interagency agreement where none exists. The written
directive should clearly outline the source of the concurrent jurisdiction, e.g., cites the specific legal basis
or relevant interagency agreement, and should outline such details as identification of which agency
responds to a call for service by type, communication linkages between agencies to ensure prompt and
appropriate response, provision of back-up support between jurisdictions, and reporting responsibilities
and policy concerning the jurisdiction of prosecutors and courts. (O O O O)

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2.1.3 In the absence of controlling legislation governing mutual aid, the agency has written
agreements with neighboring agencies to provide mutual aid in emergency situations. The mutual
aid agreement must include, at a minimum, the following details:
a. the legal status of agencies and agency personnel responding to mutual aid requests;
b. procedures for vesting provider agency personnel with the legal authority to act within the
receiver agency’s jurisdiction;
c. procedures for requesting mutual aid;
d. identity of those persons authorized to request mutual aid;
e. identity of persons to whom outside personnel are to report;
f. procedures for maintaining radio communication with outside personnel;
g. expenditures, if any, which should be borne by the receiver agency to compensate for the use
of the provider agency’s resources; and
h. procedures for review and revision if prescribed in the agreement.
Commentary: Emergency situations often require augmented law enforcement capabilities to restore
order or assist victims. The agency’s mutual aid agreement should provide all the information necessary
to initiate mutual aid activities either on behalf of the agency or at the request of a neighboring law
enforcement agency. The agreement should also consider provisions for the indemnification of the
provider agency and its personnel, e.g., life, health, and liability insurance.
Whether the agency operates under existing legislation or a mutual aid agreement, it should have a plan
for providing or receiving aid in critical incident situations. The plan should assess the extent of aid that
could be provided while maintaining adequate law enforcement coverage in the service area. The types
and amounts of major resources should be estimated and their locations listed. Planning should also
involve liaison with other agencies (non-government organizations (NGO), social service organizations,
institutions of higher education, school districts, medical facilities, and private entities) that may be
involved when mutual aid is invoked. (O O O O)
2.1.4 A written directive governs procedures for requesting federal law enforcement or national
guard assistance in emergency situations.
Commentary: None. (M M M M)

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22.3 Conditions of Work
22.3.1 A written directive describes the agency’s policy regarding physical examinations for
employees. Any examination required of employees in permanent, full-time jobs must be provided
at no cost to the employee.
Commentary: A physical examination is a benefit to both the employee and the agency. Any physical
examination should be conducted only to confirm the employees’ continued fitness to perform the tasks
of their assignments and to inform them of their general physical condition, not to identify employees
with disabilities who are otherwise able to perform their assigned duties, with or without reasonable
accommodation.
The nature of some specific positions or responsibilities may necessitate periodic specific health screenings, such as those for crime scene personnel, firearms instructors, or range technicians who are repeatedly exposed to hazardous chemicals or lead contaminates. (M M M M)
22.3.2 A written directive describes the agency’s policy regarding general health and physical
fitness for sworn employees.
Commentary: The functions of a law enforcement agency require a level of physical fitness not demanded by many other occupations, and fitness requirements should be specified. Standards of fitness
should be those that have been shown to be directly related to the tasks performed, and not serve to
eliminate or penalize employees who can otherwise perform the tasks of their assignment, with or
without reasonable accommodation. (M M M M)
22.3.3 The agency has a written directive that addresses a fitness and wellness program which
includes:
a..
b.
c.
d.
e.

mandatory or voluntary participation by agency personnel;
a trained program coordinator;
individual health screening and fitness assessment;
individual education and goal setting; and
ongoing support and evaluation.

Commentary: A fitness and wellness program has two main elements. The first is physical performance, i.e., the development and maintenance of physical performance capability to satisfactorily
perform job tasks and personal activities. The second is the individual’s present health status as well as
the risk for future disease. This is impacted greatly by lifestyle choices, including smoking, nutrition,
weight, stress management, inactivity, etc. The agency should also consider incentives to encourage
employee participation. (O O O O)
22.3.4 A written directive governs the types of off-duty employment in which agency personnel
may engage.

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Commentary: This standard applies to both sworn and non-sworn personnel. It pertains to secondary
employment of the off-duty type—that is, outside employment wherein the use of law enforcement
powers is not anticipated. Agencies may want to consider expressing the prohibition of certain types of
off-duty employment in general terms, such as proscribing off-duty employment that, in the opinion of
the agency, would constitute a conflict of interest or would tend to bring discredit to the agency. The
prohibition could be quite specific, such as by focusing on specific jobs or locations. (O O O O)
22.3.5 If the agency permits sworn personnel to engage in extra-duty employment, a written
directive addresses the following:
a. the requirement that sworn personnel must receive agency permission to engage in extra duty
employment;
b. policies that address the behavior and activities of officers during extra-duty employment;
c. approval, review, and revocation processes pertaining to officers’ extra-duty employment;
d. designation of a point of coordination or administration within the agency to oversee
adherence to the aforementioned policies, processes, and other matters deemed appropriate
by the agency; and
e. documentation of the significant aspects of each officer’s extra-duty employment.
Commentary: This standard pertains to sworn personnel whose secondary employment is of the
extra-duty type, that is, outside employment wherein the actual or potential use of law enforcement
powers is anticipated.
Bullet (a) requires sworn officers to obtain permission of the agency to engage in extra-duty employment. In addition, the relationship between the extra-duty employer and the officer-employee may be
governed by a written agreement between the agency and extra-duty employer. Among other provisions, an agreement might specify that payment by the extra-duty employer for the officer-employee’s
services shall be remitted to the agency, which will promptly compensate the extra-duty officer.
Regarding policies referred to in bullet (b), the agency might address the following matters, among
others, if not already covered by the agreement: authority of officers while working in an extra-duty
capacity; responsibilities of the officers to the agency and to extra-duty employers; matters of jurisdiction; callback, if required; limitations, if any, on the number of hours worked per given time period and
on the number of hours worked immediately prior to reporting to the agency; use of agency property
(weapons, uniforms, and the like); and liability, compensation, and indemnification issues arising from
injuries or other incidents occurring during extra-duty employment.
Regarding the approval, review, and revocation processes noted in bullet (c), the agency’s written
directive should cover a description of those processes, types of extra-duty employment that are
prohibited, and agreement by the extra-duty employer to restrictions, if any, on the types and conditions
of employment, including an assessment of the potential risk of injury.
With respect to bullet (e), documentation should reflect the unique needs of the agency, the relevant
sections of its collective bargaining agreement, if any, as well as pertinent statutory requirements, e.g.,
the federal Fair Labor Standards Act. Among the significant aspects of extra-duty employment to
document, the agency should consider the following: date, time, and place of employment; incidents that

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involved use of law enforcement powers, injury to the officer or others, complaints received, and court
appearances (scheduled and actually attended) resulting from extra-duty employment; and liability and
indemnification concerns stemming from actions during extra-duty employment. (M M M M)

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46
CRITICAL INCIDENTS, SPECIAL OPERATIONS,
AND HOMELAND SECURITY
The standards in this chapter relate to critical incidents encountered, and special
operations conducted, by a law enforcement agency.
Critical incidents connote situations, generally of an emergency nature, that result from
disasters, both natural and man-made, pandemics and civil disturbances. Disasters include
floods, hurricanes, earthquakes, explosions, and tornadoes. Pandemics are infectious
disease outbreaks that occur over very large areas, cross international borders, and usually
involve large numbers of people. Civil disturbances include riots, disorders, and violence
arising from dissident gatherings and marches, public events, political conventions, and
labor disputes.
The critical incident section (46.1) follows the structure of the National Incident
Management System (NIMS). The incident command system is a component of the National
Incident Management System.
The special operations section (46.2) encompasses the use of a tactical team,
negotiation with hostage takers or barricaded persons, coverage of special events,
protection of VIPs, and conduct of search-and-rescue missions.
In many large agencies, these activities are grouped in a formally organized special
operations (or tactical) component that provides a concentration of resources and
specialized expertise at a level that could not be achieved as easily by conventional
operational components, such as patrol or criminal investigations. Other agencies choose to
establish a part-time component, staffed by personnel from other functions who assemble as
the need arises. However, special operations encompass activities for responding to certain
kinds of emergencies or unexpected situations that might be better served by some type of
specialized component rather than organized under conventional operational components.
Smaller agencies may or may not have a special operations (or tactical) component.
Regardless, these types of emergency situations arise in jurisdictions of any size and every
agency may be the “first responder” even when another, larger agency may be called in to
assist or even resolve the incident. For this reason, every agency must have a written plan(s)
that outlines the procedures for how the situation will be handled. Agencies need not create
separate manuals for each standard. Rather, compliance can be achieved by a single,
comprehensive manual which embraces common bullets, with relevant areas addressed by
appropriate sections. With the exception of the conditional standards, this chapter applies to
every size agency.
Other standards related to this chapter are included in the chapters on mutual aid
(Chapter 2), training (Chapter 33), and property and evidence control (Chapter 84).

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46.1 Critical Incidents
46.1.1 A written directive specifies a position in the agency tasked with planning a response to
critical incidents.
Commentary: The person holding this position should be the principal planner and advisor on critical
incidents to the agency’s chief executive officer. In larger agencies, an important part of the duties
attendant to this position may be to act as an expediter of resources during critical incidents.
(M M M M)
46.1.2 The agency has a written “All Hazard” plan for responding to critical incidents such as
natural and man-made disasters, pandemics, civil disturbances, mass arrests, bomb threats,
hostage/barricaded person situations, acts of terrorism, and other unusual incidents. The plan
will follow standard Incident Command System (ICS) protocols, which include functional
provisions for: command (46.1.3), operations (46.1.4), planning (46.1.5), logistics (46.1.6), and
finance/administration (46.1.7).
Commentary: The Incident Command System (ICS) has proven very effective in federal and fire
services emergencies over the past two decades. This system permits a clear point of control and can
be expanded or contracted with ease to escalating or diminishing situations. The Federal Emergency
Management Agency’s (FEMA) ICS is comprehensive, available on the Internet, and widely used.
The Incident Command System (ICS) establishes standardized incident management processes, protocols, and procedures that all responders—federal, state, tribal, and local—will use to coordinate and
conduct response actions. With responders using a common language and standardized procedures,
they will all share a common focus, and will be able to place full emphasis on incident management when
a critical incident occurs—whether terrorism or natural disaster. (M M M M)
46.1.3 At a minimum, the command function will address the following:
a.
b.
c.
d.
e.
f.
g.
h.

activating the incident command system;
establishing a command post;
initiating the notification and mobilization of additional agency personnel;
obtaining support from other agencies;
establishing a staging area, if necessary;
providing public information and maintaining media relations;
maintaining the safety of all affected personnel; and
preparing a documented after action report.

Commentary: None. (M M M M)
46.1.4 At a minimum, the operations function will address the following:
a. establishing perimeters;
b. conducting evacuations;
c. maintaining command post and scene security;

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d. providing for detainee transportation, processing, and confinement;
e. directing and controlling traffic; and
f. conducting post-incident investigation.
Commentary: The operations function is responsible for the management of all tactical operations
directly related to the primary mission. (M M M M)
46.1.5 At a minimum, the planning function will address the following:
a. preparing a documented incident action plan;
b. gathering and disseminating information and intelligence; and
c. planning post-incident demobilization.
Commentary: The planning function is vital to the success of the critical incident plan. Preparation of a
documented incident action plan is one of the first responsibilities of the planning function. This function
is also responsible for collecting and evaluating information about the incident, the status of resources,
and anticipated equipment and manpower needs. The planning function is typically tasked with assembling information on current and alternative strategies, identifying needs for special resources, providing
periodic predictions on incident potential, and preparing recommendations for release of resources.
(M M M M)
46.1.6 At a minimum, the logistics function will address the following:
a.
b.
c.
d.
e.

communications;
transportation;
medical support;
supplies; and
specialized team and equipment needs.

Commentary: The logistics function provides manpower, facilities, services, and materials in support
of the critical incident. (M M M M)
46.1.7 At a minimum, the finance/administration function will address the following:
a.
b.
c.
d.

recording personnel time;
procuring additional resources;
recording expenses; and
documenting injuries and liability issues.

Commentary: The finance and administrative function is responsible for all financial and cost analysis
aspects of the critical incident. (M M M M)
46.1.8 The agency completes a documented quarterly inspection for operational readiness of
equipment designated for use in support of its critical incident plan.

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Commentary: To ensure the readiness of equipment to be used in support of emergency operations,
critical incident plans should show the numbers and types of equipment and supplies needed for various
emergencies. (M M M M)
46.1.9 A written directive provides for documented annual training on the agency’s “All
Hazard” plan for affected agency personnel.
Commentary: The expanding scope and sophistication of emergency operations, along with increased
possibilities of pandemics and acts of terrorism, require law enforcement agencies to quickly act to
stabilize and control emergency situations. Increasingly, law enforcement agencies must deal with large
catastrophes with little or no notice. Immediate and decisive action is required to minimize loss of life,
reduce property damage, and permit involved authorities to fulfill their responsibilities.
The Incident Command System (ICS) permits a clear point of control and can be expanded or contracted with ease to escalating or diminishing situations. The Federal Emergency Management Agency
(FEMA)’s ICS is comprehensive, available on the Internet, and widely used. An agency may choose a
different model but must insure that it accomplishes the intent of ICS and that any system used is readily
adaptable to systems other agencies may use in important areas, e.g., terminology, modular organization,
integrated communications, and unity of command. The ICS will not be effective if training is not provided or if it is not used.
While the law enforcement mission is often handled with few officers, there are situations that quickly
escalate into major incidents. It is important to work with other agencies that use this system, so when
crises arise, all personnel are familiar with the ICS structure and can function effectively within it. Compatibility between agency ICSs is imperative if ICS is to work effectively. This standard does not require
the use of ICS with minor instances handled solely by the agency.
Additionally, not all components of ICS need to be activated when the system is operational; only those
that are needed in the situation should be used. Component activation and deactivation depends upon
changing circumstances.
Training should include tabletop, actual exercises, multiple agency involvement, and may be in conjunction with specific plans required in other standards and operations in Chapter 46.
The agency should also consider the effect of this standard on other standards that address command
protocol and require coordination and authority, e.g., standards 12.1.2 and 12.1.4. (O M M M)
46.2 Special Operations
46.2.1 A written directive establishes procedures for special operations activities including:
a. the responsibilities that agency personnel are to assume until assistance arrives;
b. deployment of tactical teams to supplement other operational components; and
c. coordination and cooperation between tactical teams and other operational components.
Commentary: For those special operations the agency does not perform, the directive should identify
where such assistance is available and how it is requested. Guidelines should also be established for use

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83
COLLECTION AND PRESERVATION
OF EVIDENCE
The effective exercise of law enforcement responsibility in the investigation of crime
and in the prosecution of offenders requires that information be obtained through the
application of scientific knowledge and methods. There is no practical alternative. Research
has shown clearly that physical evidence must be identified, collected, and preserved
properly, and transmitted to the laboratory promptly if laboratory support resources are to
be used effectively.
83.1 Administration
83.1.1 Qualified personnel are available on 24-hour basis to process a crime scene/traffic
collision.
Commentary: If a crime/collision has occurred and involves the prompt collection and preservation of
physical evidence, 24-hour crime scene processing capability should be available. When the immediate
services of a crime scene processor are required, personnel with these skills should be notified as soon
as possible. In many cases, the implementation or continuation of the investigative process should await
completion of certain aspects of the crime scene processor’s work. Therefore, it is important that the
processor be notified to coordinate their arrival at the scene and to provide instructions to on-scene
personnel on how to proceed until they arrive. Smaller departments may have skilled personnel on call
or may have arranged to acquire such personnel from another agency. (M M M M)
83.2 Operations
83.2.1 A written directive establishes guidelines and procedures used for collecting, processing,
and preserving physical evidence in the field, and includes the documented transfer of custody of
physical evidence, while in the field.
Commentary: The agency should develop general guidelines for its approach to crime scene processing. For example, the first rule may be to secure and protect the crime scene. Agency policy should
dictate whether processing is to be conducted by field personnel or specialists. Processing procedures
should determine the progression of tasks, such as photograph, sketch, fingerprint, mark, and collect.
The directive should also provide guidelines for the preferred methods of collecting, marking/labeling,
and packaging/storing a variety of evidentiary items. Methods used are those that should preserve the
condition of evidence in the process of collection, prevent the introduction of foreign materials to it, and
ensure as complete a sample as possible and practical.

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For physical evidence to be accepted by the court at time of trial, it is essential that the chain of evidence be maintained. The initial step in this process is marking or labeling the item at the time it is
collected, seized, or received. Items should be marked so as not to damage or contaminate the evidence. Items that cannot be marked should be placed in an appropriate container, sealed, and the
container labeled.
Vehicles used for processing crime scenes should have equipment to recover fingerprints, take photographs, sketch the crime scene, and collect and preserve evidence.
For all items of evidence gathered at a crime scene, the investigator and/or processor should prepare a
list containing a description of the item collected (including make, model, and serial number, if any), the
source (person or location obtained from), and the name of the person collecting the item. The inventory
is essential to the investigator and the processor for recording activities at the scene and qualifying the
evidence at the time of trial.
If the evidence is transferred to another person prior to being logged in with the agency, documenting
the transfer is critical to maintaining the chain of custody. The record of transfer of physical evidence
should include the following: date and time of transfer; receiving person’s name and functional responsibility; reason for the transfer; name and location of the laboratory; synopsis of the event; examinations
desired; and date of transfer to a laboratory not within the agency. This standard applies to all persons,
functions, and components responsible for collecting evidence. (M M M M)
83.2.2 A written directive governs procedures used for conventional and digital photography,
imaging and videotaping pursuant to the collection and preservation of evidence. The directive
specifies the information to be recorded when these methods are used.
Commentary: Photographs and/or videotapes are critically important as evidence. Preferably, they
should be taken by personnel trained in photography and video procedures. The directive should
specify the information to be recorded when photographs and videotapes are taken, as well as the
procedure for their storage, in order to be qualified in the future as competent evidence. Procedures
should be consistent with applicable statutory and case law. (M M M M)
83.2.3 A written directive governs the procedures for processing, developing, lifting, and labeling
all fingerprints pursuant to the collection and preservation of evidence.
Commentary: The directive should address the handling of fingerprints taken from known individuals,
as well as the processing of latent fingerprints. Procedures for the proper handling, identification, labeling, and storage of known and latent prints should be described. The methods should be consistent with
statutory and case law. (M M M M)
83.2.4 The agency provides or has access to personnel, equipment, and supplies used for
processing scenes for the following purpose:
a.
b.
c.
d.

recovery of latent fingerprints;
photography;
sketch of the scene; and
collection and preservation of physical evidence.

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15.0

Planning and Research, Goals and Objectives, and Crime Analysis

15.1

Planning and Research

15.1.1
15.1.2
15.1.3

Activities of Planning and Research
Organizational Placement/Planning and Research
Multiyear Plan

15.2

Goals and Objectives

15.2.1
15.2.2

Annual Updating/Goals and Objectives
System for Evaluation/Goals and Objectives

15.3

Crime Analysis

15.3.1

Establish Procedures

16.0

Allocation and Distribution of Personnel and Personnel Alternatives

16.1

Allocation and Distribution of Personnel

16.1.1
16.1.2

Position Management System
Workload Assessments

16.2

Specialized Assignment

16.2.1
16.2.2
16.2.3

Annual Review
Announce Openings
Temporary/Rotating Assignments

16.3

Reserves

16.3.1
16.3.2
16.3.3
16.3.4
16.3.5
16.3.6
16.3.7
16.3.8

Program Description
Selection Criteria
Entry Level Training
Uniforms and Equipment
In-Service Training
Use of Force Training & Firearms Proficiency
Bonding/Liability Protection
Performance Evaluations

16.4

Auxiliaries

16.4.1
16.4.2
16.4.3

Program Description
Training
Uniforms

17.0

Fiscal Management and Agency Property

17.1

Fiscal Management

17.1.1

CEO Authority and Responsibility

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17.2

Budget

17.2.1
17.2.2

Budget Process and Responsibility Described
Functional Recommendations to Budget

17.3

Purchasing

17.3.1

Requisition and Purchasing Procedures

17.4

Accounting

17.4.1
17.4.2
17.4.3

Accounting System
Cash Fund/Accounts Maintenance
Independent Audit

17.5

Agency Property

17.5.1
17.5.2
17.5.3

Inventory and Control
Issue/Reissue Procedures
Operational Readiness

21.0

Classification and Delineation of Duties and Responsibilities

21.1

Task Analysis

21.1.1

Task Analysis

21.2

Classification

21.2.1
21.2.2

Classification Plan
Job Description Maintenance and Availability

22.0

Compensation, Benefits, and Conditions of Work

22.1

Compensation

22.1.1

Salary Program

22.2

Benefits

22.2.1
22.2.2
22.2.3
22.2.4
22.2.5
22.2.6
22.2.7

Leave Program
Benefits Program
Personnel Support Services Program
Victim Witness Services/Line of Duty Death
Clothing and Equipment
Employee Assistance Program
Employee Identification

22.3

Conditions of Work

22.3.1
22.3.2
22.3.3

Physical Examinations
General Health and Physical Fitness
Fitness and Wellness Program

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22.3.4
22.3.5

Off-Duty Employment
Extra-Duty Employment

24.0

Collective Bargaining

24.1

Collective Bargaining and Contract Management

24.1.1
24.1.2

Agency Role
Ratification Responsibilities

25.0

Grievance Procedures

25.1

Grievance Procedures

25.1.1
25.1.2
25.1.3

Grievance Procedures
Coordination/Control of Records
Annual Analysis

26.0

Disciplinary Procedures

26.1

Disciplinary Procedures

26.1.1
26.1.2
26.1.3
26.1.4
26.1.5
26.1.6
26.1.7
26.1.8

Code of Conduct and Appearance
Employee Awards
Sexual Harassment
Disciplinary System
Role and Authority of Supervisors
Appeal Procedures
Dismissal Procedures
Records

31.0

Recruitment

31.1

Administrative Practices and Procedures

31.1.1
31.1.2

Agency Participation
Assignment/Recruitment

31.2

Equal Employment Opportunity and Recruitment

31.2.1
31.2.2
31.2.3

Work Force Analysis
Recruitment Plan
Equal Employment Opportunity Plan

31.3

Job Announcements and Publicity

31.3.1
31.3.2
31.3.3
31.3.4

Job Announcements
Posting Locations
Maintaining Applicant Contact
Application Rejection

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32.0

Selection

32.1

Professional and Legal Requirements

32.1.1
32.1.2
32.1.3
32.1.4
32.1.5
32.1.6
32.1.7

Selection Process Described
Job Relatedness
Uniform Administration
Candidate Information
Notification of Ineligibility
Records
Selection Material Security

32.2

Administrative Practices and Procedures

32.2.1
Background Investigations
32.2.2
Training
32.2.3
Records Retention
32.2.4
Polygraph Examinations
32.2.5
Conducted by Trained Personnel
32.2.6
Use of Results
32.2.7
Medical Examinations
32.2.8
Emotional Stability/Psychological Fitness Examinations
32.2.9
Records Retention
32.2.10 Entry Level Probation

33.0

Training and Career Development

33.1

Administration

33.1.1
33.1.2
33.1.3
33.1.4
33.1.5
33.1.6
33.1.7

Training Committee
Attendance Requirements
Outside Training Reimbursement
Lesson Plan Requirements
Remedial Training
Employee Training Record Maintenance
Training Class Records Maintenance

33.2

Academy

33.2.1
33.2.2
33.2.3
33.2.4

Academy Administration and Operation
Academy Facilities
Outside Academy, Role
Outside Academy, Agency Specific Training

33.3

Training Instructors

33.3.1

Instructor Training

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Change Notice No. 2.6:
Recognition Standards for Law Enforcement Agencies Amendments
Enacted by the Commission on July 31, 2009
Background
This is the sixth change notice for the Recognition Standards for Law Enforcement Agencies −
2nd Edition, which was published July 2006. Change notices shall be numbered by the Edition,
followed by a decimal point and the sequential number of the change to that edition. Change
notices are an essential component of the standards for law enforcement; they help ensure these
standards continue to reflect the best and most up-to-date information the profession can offer.
For the purpose of record, Change Notices 2.1, 2.2, 2.3, 2.4 and 2.5 were previously made
available to all client agencies and the changes are outlined on the reverse side of this notice. The
loose-leaf pages that accompanied Change Notice 2.1 bear the dates July 2006 and November
2006, Change Notice 2.2 bear the dates July 2007, November 2007, March 2008, Change Notice
2.3 bear the date July 2008, Change Notice 2.4 bear the date December 2008 and Change Notice
2.5 bear the date March 2009.
Standards Amendments and Other Revisions Accompanying This Change Notice
Standard 83.2.7: Commentary language change.
Standard 84.1.6: Standard and Commentary language change.
Appendix A: GLOSSARY – Revised and added new terms.
AUDIT
INVENTORY
PROPERTY AND EVIDENCE CUSTODIAN
Appendix I: SAMPLE SIZE TABLE – EVIDENCE CUSTODIAN CHANGE AUDIT –
New.
The following correction to a typographical error in the publication is also made as part of this
change notice:
ACKNOWLEDGEMENT
Where to Insert This Notice and Accompanying Pages
Insert this notice immediately behind the front cover of the Standards Manual. Insert the
accompanying loose-leaf pages as indicated by their respective page numbers and discard the old,
correspondingly numbered pages. The new pages carry more recent dates than do those being
replaced.

Change Notice 2.1 (January 2007)
Standard 22.2.7: Standard and Commentary language were changed.
Standard 71.3.3: Changed language for bullet a and added commentary language.
Chapter 72 Introduction: Language change.
APPENDIX A: GLOSSARY – Added new term – Demonstrated Proficiency.
APPENDIX B: GUIDING PRINCIPLES FOR AGENCIES AND ASSESSORS – Language
change to 4.3.

Change Notice 2.2 (March 2008)
Standard 16.3.3: Addition of Commission Interpretation.
Standard 25.1.3: Language and Levels of Compliance changes.
Standard 35.1.2: Language change.
Standard 42.2.8: Language change.
Chapter 45 Introduction: Language change.
Standard 46.3.4: Language change.
Standard 52.1.5: Levels of Compliance change.
Chapter 71 Introduction: Language change.
Standard 71.3.3: Language change.
Standard 71.4.1: Language change.
Standard 71.4.2: Language change.
Standard 71.4.3: Language change.
Subsection 71.5 Processing and Testing: New.
Standard 71.5.1: New.
Standard 81.2.10: Language change.
Standard 81.2.14: Moved to Standard 82.2.5.
Standard 81.2.15: Renumbered to Standard 81.2.14.
Standard 84.1.6: Commentary Language change.
APPENDIX A: GLOSSARY- Added new terms – AMBER Alert and Constant Supervision.
Language change to Temporary Detention.
APPENDIX G: FILE CONSTRUCTION AND DOCUMENTATION - Deleted reference to
Panel Presentations.

Change Notice 2.3 (July 2008)
Table of Contents: New Standards.
Standard 33.5.4: Language change.
Chapter 42 Introduction: Added paragraph 3.
Standard 42.1.6: Revised.
Standard 71.1.1: New Standard.
Standard 71.5.1: New Standard.
Appendix H: STANDARD TITLES
H-10 – 46.3.4 changed to Hazemat Awareness.
H-16 – 81.2.14 moved to 82.2.5 (H-17).
H-16 – 81.2.15 changed to 81.2.14.

Change Notice 2.4 (December 2008)
Standard 1.3.6: Commentary language change.
Standard 1.3.9: Commentary language change.
Appendix A: GLOSSARY – Added new terms:
PHOTOGRAPHIC LINEUP
PHYSICAL LINEUP
SHOW-UP
Appendix H: STANDARD TITLES
H-9 – Added 42.2.11 and 42.2.12.
Index
Index-4 – Added Eyewitness identification
Index-6 – Added Line-up
Index 8 – Show-up
Change Notice 2.5 (March 2009)
Standard 1.3.1: Standard language change.
Standard 1.3.9: Standard language change.
Chapter 2 Introduction: Language change
Standard 2.1.3: Standard and Commentary language change.
Standard 22.3.3: New.
Standard 22.3.4: Renumbered from 22.3.3.
Standard 22.3.5: Renumbered from 22.3.4.
Chapter 46 Introduction: Language change
Standard 46.1.2: Standard language change.
Standard 46.1.9: Commentary language change.
Standard 83.2.2: Standard language change.
Appendix H: STANDARD TITLES
H-4 – Added 22.3.3
H-5 – Changed 22.3.3 to 22.3.4
H-5 – Changed 22.3.4 to 22.3.5

ACKNOWLEDGEMENTS
The Commission is deeply indebted to the 2005 Recognition Standards Review Committee members who
unselfishly gave of their time and energy to complete the top-to-bottom review of the Recognition Standards for
Law Enforcement Agencies manual (first edition) approved in July 2000.
•

Group 1 (Administration)
o Michael French (chair), Chief, Goffstown (NH) Police Department
o Philip Potter, Chief, Huntersville (NC) Police Department

•

Group 2 (Personnel)
o Ray Johnson (chair), Chief, Chesterfield (MO) Police Department
o Ronald Ferrell, Chief, Mason (OH) Police Department

•

Group 3 (Operations)
o James Carmody (chair), Major, Port Huron (MI) Police Department
o James Fox, Chief, Newport News (VA) Police Department

•

Group 4 (Support)
o Grayson Robinson, Sheriff, Arapahoe County (CO) Sheriff’s Office
o Dorris Certain, Accreditation Manager, University Park (TX) Police Department
o Larry Button, Chief Administrative Officer, Peel (ON) Regional Police Service
Special thanks are extended to Commissioner Louis Dekmar who served as chair of the 2005
Recognition Standards Review Committee. Karen Shepard, Program Manager, served as the
CALEA Staff Liaison.
2006 Commission:
James O’Dell, President, Chief, Kettering (OH) Police Department
Mary Ann Viverette, Vice President, Chief, Gaithersburg (MD) Police Department
Robert Greenlaw, Secretary, Director, Northwest Bergen (NJ) Central Dispatch
Patrick Oliver, Treasurer, Director, Cedarville University (OH) Criminal Justice Program
Ron Ace, Chief (R), Concord (CA) Police Department
Charles Austin, City Manager, Columbia (SC)
Theron Bowman, Chief, Arlington (TX) Police Department
Louis Dekmar, Chief, LaGrange (GA) Police Department
Donald Eslinger, Sheriff, Seminole County (FL) Sheriff’s Office
John Glover, Vice President (R), Bristol-Myers Squibb Company (NY)
Jack Greene, Professor, Northeastern University (MA) College of Criminal Justice
Richard Holden, Colonel (R), North Carolina State Highway Patrol
Ted Kamatchus, Sheriff, Marshall County (IA) Sheriff’s Office
John LaFlamme, Chief (R), Lethbridge (AL) Police Service
A. DeWade Langley, Director, Oklahoma State Bureau of Investigation
Joseph Polisar, Chief, Garden Grove (CA) Police Department
James Robey, County Executive, Howard County (MD)
J. Grayson Robinson, Sheriff, Arapahoe County (CO) Sheriff’s Office
Sam Sasaki, City Manager (R), Newport (OR)
Rebecca Virgil-Giron, Secretary of State (NM)
Grant Wegner, Judge, 16th Judicial Circuit (IL)

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2006 Commission Staff:
Sylvester Daughtry, Jr., Executive Director
James D. Brown, Associate Director
Antonio T. Beatty, Administrative Services Manager
Christie L. Goddard, Program Manager
Dennis M. Hyater, Program Manager
Harold T. LeMay, Program Manager
Stephen W. Mitchell, Program Manager
Karen B. Shepard, Program Manager
Reginald Newell, Planning/Research Coordinator
Linda L. Phillips, Information Technology Coordinator
Elaine K. Conner, Contract Specialist
Wendi G. Jones, Administrative Assistant
Janice L. Dixon, Program Specialist
Rhonda O. Garner, Executive Assistant to the Executive Director
Margaret L. Giglio, Program Assistant
Maya M. Mitchell, Program Assistant

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APPENDIX D

Transition Policy

D-1

APPENDIX E

List of Time Sensitive Activities

E-1

APPENDIX F

List of Observation Standards

F-1

APPENDIX G

File Construction and Documentation

G-1

APPENDIX H

Standard Titles

H-1

APPENDIX I

Sample Size Table - Evidence Custodian Change Audit

INDEX

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Commentary: In some jurisdictions where crime scene processors are required to go from one crime
scene to another without the opportunity to return to a central point to replenish equipment and supplies,
a specially built and equipped vehicle should be used, e.g., one having a portable power generator,
ladder, and lights. Patrol officers and investigators who are appropriately trained may carry equipment in
their vehicles for scene processing. It is important, however, that those who process the scene are
equipped with necessary equipment to allow effective and timely processing of the scene.
(M M M M)
83.2.5 A written directive establishes procedures for the seizure of computer equipment and
other devices capable of storing data in an electronic format.
Commentary: Devices capable of storing data are extremely sensitive to electrostatic discharge.
Improper handling may cause damage to the device rendering it useless. Methods of collection and
transportation of all types of storage media, powered or not, should be established. Simply powering a
data storage device on or off can overwrite significant amounts of data causing the integrity of the
potential evidence to be lost. All extraction and analysis of data stored on a device seized as evidence
should be performed by persons that have received training in data forensics, and are familiar with the
proper legal precedent for seizure of such evidence. (M M M M)
83.2.6 A written directive governs the preparation of a report by the person who processes a
crime/traffic collision scene.
Commentary: An accurate record of events that transpire at the scene in connection with the investigation is required at the time of trial. The directive may require such elements as the following to be
included in the report: date and time of arrival at the scene; location of the crime; name of the victims, if
known; name of suspect, if known; action taken at the scene, including the number of photographs
taken, and whether measurements were made (yes or no); list of physical evidence recovered; and case
file reference number.
Other information that should be included when a crime scene processor is involved is the date and time
a request for service was received, the name of the investigating officer, the disposition of the physical
evidence and exposed negatives, and crime scene measurement information. (M M M M)
83.2.7 The agency has DNA evidence collection capabilities and written directives, which
include:
a.
b.
c.
d.

first responder responsibilities and precautions;
procedures for the collection, storage, and transportation of DNA evidence;
DNA evidence collection training requirements for persons collecting evidence; and
procedures for the submission of DNA evidence to accredited laboratories.

Commentary: A DNA (deoxyribonucleic acid) match is a major factor in solving cases where the
identity of the offender is not known. The development of matching DNA has made a major impact on
law enforcement and improvements in technology continue to advance this means of identification even
with very small or old samples. For maximum success, law enforcement agencies must ensure that
agency personnel have a good understanding of where DNA can be found, how to avoid contamination

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and preserve fragile DNA evidence. Agency personnel that specialize in evidence collection should have
special training in collecting and preserving DNA samples for analysis.
DNA samples should only be submitted to laboratories that are accredited for law enforcement DNA
analysis. In the United States, only labs accredited by either the American Society of Crime Laboratory
Directors/Laboratory Accreditation Board (ASCLD/LAB) or the National Forensic Science Technology Center (NFSTC) can perform DNA analysis for submission to the national DNA database, or
NDIS (National DNA Indexing System) administered by the FBI. In Canada, all DNA evidence should
be sent to the Royal Canadian Mounted Police for processing and submission to the National DNA
Databank. (M M M M)
83.3 Evidence Handling
83.3.1 A written directive requires that materials and substances be collected from a known
source, whenever available, for submission to the laboratory for comparison with physical
evidence collected.
Commentary: A significant degree of the value of laboratory examinations concerns the identification
of substances and comparison of these with materials from known sources. This is true especially in the
case of the study of hairs, fibers, fabrics, paint, glass, wood, soil, and tool marks. The location from
which samples from a known source are taken is critical where fractures have occurred, such as in the
case of glass, wood, paint, and metal. (M M M M)
83.3.2 A written directive establishes procedures for submitting evidence to a forensic
laboratory, which include:
a.
b.
c.
d.
e.

identification of the person responsible for submitting the evidence;
methods for packaging and transmitting evidence to the laboratory;
types of documentation to accompany evidence when transmitted;
receipts to ensure maintenance of chain of evidence; and
stipulation that laboratory results be submitted in writing.

Commentary: The written directive should specify procedures for submission of perishable evidence
to the forensic laboratory, such as fresh blood, blood stained objects, other physiological stains and
tissue, and biological materials. Large and bulky items, firearms, drugs, and other items should be
prepared in a uniform manner that is consistent with the requirements of the receiving laboratory.
The responsibility for requesting laboratory examinations and preparing and transmitting the evidence to
the laboratory should be defined. Guidelines for the types and preparation of transmittal documents
should be described. Chain of custody should be carefully maintained.
Verbal reports from the laboratory may be accepted, but the agency should insist these be followed up
by a written report. When the laboratory is part of the agency, the directive should specify that written
reports of findings are provided. When a laboratory is not part of the agency, a transmittal letter or
written request, as a part of the evidence transmittal form should be used to request a written report of
laboratory findings. (M M M M)

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Some items of in-custody property, by their very nature, require extra protection, security, and handling
precautions. Items such as money, precious metals, jewelry, firearms, and drugs are some that should be
considered. The agency may set its own guidelines and determine the degree of extra security required.
Providing locked containers, such as vaults, lockers, or interior rooms, should satisfy the requirements
of the standard. Further restrictions on access to certain areas also enhance security precautions. It is
not necessary, however, for each type of item to have its own separate secure area.
The agency should have access to secure refrigerated storage for perishable items, such as blood and
urine specimens. If the agency maintains a lockable refrigerator on its premises for this purpose, use
should be restricted to in-custody property and evidence.
In addition to the general property room(s) or facilities, the agency needs to provide secure storage for
large items such as vehicles, bicycles, appliances, and the like. Special areas and/or procedures should
be provided. External areas, such as impoundment lots, are vulnerable. When assessing the degree of
security to provide, the agency should weigh the importance of the property it is placing in these areas
and the consequences if the property is stolen, damaged, or contaminated while in-custody.
(M M M M) Compliance may be OBSERVED.
84.1.3 Secure facilities are provided for storage of in-custody or evidentiary property during
periods when the property room is closed.
Commentary: Provisions should be made for securing items of property when the property room is
closed. Several methods can be followed to achieve this objective, such as installation and use of oneway drop boxes, lockers, and specially designed containers. (M M M M) Compliance may be
OBSERVED.
84.1.4 A written directive establishes procedures to ensure security and accountability for
controlled substances, weapons, or explosives used for investigative or training purposes.
Commentary: Some agencies may choose to utilize seized or forfeited controlled substances, weapons, or explosives for investigative or training purposes. It is critical that the agency establish safeguards
to maintain security and integrity of these items. The agency should establish guidelines for the periodic
accounting of any item utilized in this manner. (M M M M)
84.1.5 Records reflect the status of all property held by the agency.
Commentary: Fundamental to the operation of the property room is a records system that reflects the
location of the property; date and time when the property was received or released; character, type,
and amount of property on hand; and chain of custody from the time the property was stored until its
destruction or other final disposition. Many agencies have successfully installed a “bar coding” system
for property management. (M M M M)
84.1.6 In order to maintain a high degree of evidentiary integrity over agency controlled
property and evidence, the following documented inspections, inventory, and audits shall be
completed:

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a. an inspection to determine adherence to procedures used for the control of property is
conducted semi-annually by the person responsible for the property and evidence control
function or his/her designee;
b. an audit of property occurs whenever the property and evidence custodian is assigned to and/
or transferred from the position and is conducted jointly by the newly designated property
and evidence custodian and a designee of the CEO to ensure that records are correct and
properly annotated;
c. an annual audit of property and evidence held by the agency is conducted by a supervisor not
routinely or directly connected with control of property and evidence; and
d. unannounced inspections of property storage areas are conducted, as directed by the agency’s
chief executive officer, at least once a year.
Commentary: The purpose of this standard is to ensure the integrity of the in-custody property and
evidence storage system. The inspection is conducted to determine that the property room is being
maintained in a clean and orderly fashion, that the integrity of the property is being maintained, that
provisions of agency orders or other directives concerning the property management system are being
followed, that property is being protected from damage or deterioration, that proper accountability
procedures are being maintained, and that property having no further evidentiary value is being disposed
of promptly.
During the joint audit associated with evidence custodian transfers, a sampling of the total amount of
high risk (e.g., money, precious metals, jewelry, firearms, and drugs) property records under the
agency’s care must be reviewed with respect to documentation and accountability. Appendix I should
be used to determine the appropriate sample size for high risk items. An error rate that exceeds four
percent will require a full inventory of high risk items. For general property the audit associated with
evidence custodian transfers should be sufficient to ensure the integrity of the system and accountability
of property. The person assuming custody of the property should ensure that records are current and
properly annotated. All discrepancies should be recorded prior to the assumption of property accountability by the newly appointed custodian.
The purpose of the annual audit is to ensure the continuity of custody and not to require the accounting
of every single item of property. The audit should be sufficient to ensure the integrity of the system and
the accountability of property. The annual audit should be a significant representative sampling of
property including high-risk items. The person named to conduct the audit should be appointed by the
agency’s chief executive officer. Under no circumstances should that inspector be appointed by supervisory or command officers having the property function under their control.
The unannounced inspection is not meant to be a time consuming task. It can be as simple as the chief
executive officer, or their designee, entering the property and evidence areas and inspecting for cleanliness, orderliness and tracing a few pieces of property and evidence to assure they are in the proper
place as stated in the area’s records. (M M M M)
84.1.7 Final disposition of found, recovered, and evidentiary property is accomplished within six
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Commentary: Prompt, authorized property removal (final disposition/destruction) prevents an overload on the property management system and reduces the requirement for additional storage space.
Also, the lack of prompt disposition procedures further deprives owners of the use of their property.
Law enforcement agencies should establish procedures for the prompt photographing and return of
property to victims, with the prosecutor’s approval. (O O O O)
84.1.8 All property acquired through the civil process function or asset forfeiture proceedings are
accounted for in agency records and is disposed of by the agency pursuant to legal authority.
Commentary: Federal laws, and in most cases, state and provincial laws regulating the seizure and
disposition of property forfeited should be incorporated into the agency’s procedures. (M M M M)

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APPENDIX A
GLOSSARY

A
ABANDONMENT: The situation when a child is told or forced to leave home overnight, or is
prevented from returning home overnight by a parent or household adult when no adequate alternative
care is arranged, or a child’s caretaker makes no effort to recover a child who has run away, or who has
been deserted.
ACADEMY: A facility at which agency training programs are conducted, usually housing classrooms,
gymnasium, library, and offices for academy instructors and staff. Other facilities, such as a firing range
and driver-training track, are usually considered to be part of the academy but may not necessarily be
located at the same site. The academy may be located at or near headquarters, on the campus of an
institution of higher education, or at some other location.
ADMINISTRATIVE REVIEW: A documented review of an incident or occurrence prepared by or for
the CEO or his/her designee. The review should indicate whether policy, training, equipment, or
disciplinary issues should be addressed.
ALL HAZARD PLAN: See Emergency Operation Plan.
AMBER ALERT: (America’s Missing: Broadcast Emergency Response plan) Law enforcement,
media/broadcasters, transportation and other partners working together to disseminate information to the
public in response to the most serious child abduction cases. The twelve elements of an AMBER plan
include: the name of plan, stakeholders, memorandum of understanding, criteria, quality control, measures,
activation protocol, tools to activate, technology training, phone bank, after action reports and oversight
committee.
ANALYSIS: A systematic, structured process for dissecting an event into its basic parts to identify any
patterns or trends. Analysis should reveal patterns or trends that could be predictive or could indicate
program effectiveness, training needs, equipment upgrade needs and/or policy modification needs.
APPLICANT: Any person who applies or makes formal application for employment.
ARREST: To deprive a person of his/her liberty by legal authority. (Black’s Law Dictionary.) (See
Custody; Full-Custody Arrest; Physical Arrest.)
ARRESTING OFFICER: A sworn law enforcement officer who takes a person into custody, with or
without a warrant.
ASSESSMENT CENTER: A standardized evaluation of behavior based upon multiple sources of input
and using trained observers and multiple techniques. Judgments about behavior are made from specially

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developed assessment exercises designed to measure the participant’s performance in specific job-related
tasks and situations.
AT RISK PERSONS: Any person who is physically or mentally challenged and who poses a risk to
themselves or others, e.g., mental disorders, suicidal, Alzheimer’s patients, or diabetics.
AUDIT: (Standard 17.4.3) A sampling and review of financial records and practices that conforms to
generally accepted standards as prescribed by the American Institute of Certified Public Accountants,
Government Finance Officers Association, or local legislation. (Standard 84.1.6b) A documented
accounting of high-risk items (e.g. cash, precious metals, jewelry, firearms, and drugs) and other evidence
and non-agency property to establish that all property is accounted for and records can reasonably be
assumed correct. For high-risk items this requires a two-tailed random sampling method be applied to
achieve a 95% confidence level with a confidence interval of +/- 3 percent. If the sampling method
reveals discrepancies in the records of the evidence/property that exceeds a 4% error rate, a 100%
inventory must be conducted on all high-risk items and additional sampling of items in general storage to
the satisfaction of the CEO, to re-establish the accuracy of all records. (Standard 84.1.6c) A significant
representative sampling of property including high-risk items.
AUXILIARY: A non-sworn, unarmed, uniformed or non-uniformed, affiliate whose duties contribute to
the mission of the agency in a support capacity. Included are police volunteers, law enforcement cadets,
law enforcement explorers, senior citizen groups, and other volunteers. Excluded are part-time paid
employees of the agency and reserve officers.
AVAILABLE WORK FORCE: The largest potential group or number of individuals eligible, qualified,
and capable of assuming specific activities and responsibilities.

B
BIAS BASED PROFILING: The selection of an individual(s) for enforcement action based solely on
a trait common to a group. This includes, but is not limited to, race, ethnic background, gender, sexual
orientation, religion, economic status, age, cultural group, or any other identifiable group.
BOOKING: A procedure for admitting to a holding facility a person charged with an offense; includes
searching, fingerprinting, photographing, medical screening, collecting personal history data, and
inventorying and storing a person’s property.

C
CANDIDATES: Persons seeking employment who meet the minimum requirements of the agency and
have completed a formal application.
CAREER COUNSELING: The relationship (process) between trained counselor and employee that is
designed to facilitate an employee’s career choices, comprehension of career goals, and achievement of
career goals through meaningful and well-informed choices.

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CAREER DEVELOPMENT ACTIVITIES: An organized and supervised set of duties or functions
designed to stimulate learning, e.g., counseling, training, job rotations.
CHAIN OF COMMAND: Formal lines of communication going downward or upward within the
organizational hierarchy through each successive level of command.
CIRCLE SYSTEM: A series of fixed roadblocks intended to contain a vehicle or suspect in a given
area.
CIRCULATION PATTERNS: Concern the movement of persons from place to place and for
purposes of Chapter 73 standards are divided into three distinct routes. The first pattern is for the
movement of the general public, who are usually allowed free movement from place to place, excluding
restricted areas. The second pattern provides controlled access in areas used by judges, officers of the
court, juries, or visitors whose presence is under control; in many instances, this pattern is also used to
move prisoners under escort from a detention area to court and back. The third pattern is under the
control of sworn law enforcement officers or custodial officers and is used exclusively for the movement
of prisoners and may contain holding areas. The secure area is inaccessible by other than authorized
personnel.
CIVIL ARREST: A civil arrest is made pursuant to a written order by a judge of a competent
jurisdiction in a civil action or proceeding. Such written orders may be given by a supreme court, the
family court, county court, district court, or the surrogate’s court, depending upon the area of the country.
CIVIL PROCESS: Those writs, summonses, mandates, or other process issuing from a court of law or
equity pertaining to a cause of action of a civil nature. The term includes original, intermediate, and final
process to be served by the agency in any action involving civil litigants.
CIVILIAN: A non-sworn person having no arrest authority as defined in “sworn officer” and “fullcustody arrest.” Civilians may be employed or affiliated with a law enforcement agency in a variety of
supporting roles and may be uniformed, but lack the authority to make a full-custody arrest.
CLASS: A grouping of jobs for which duties, responsibilities, qualifications, and conditions of
employment are sufficiently alike to justify the same treatment with respect to personnel practices. (See
Position for the differentiation among class, job, and position.)
CLASS SPECIFICATION: An official statement or guideline about the general duties, responsibilities,
and qualifications involved in the kinds of jobs included in the same class.
COMMENTARY: The “commentary” is the second of the three parts of a “standard” (standard
statement, commentary, and levels of compliance). The commentary supports the standard statement but
is not binding. The commentary can serve as a prompt, as guidance to clarify the intent of the standard, or
as an example of one possible way to comply with the standard.
COMPONENT: See Organizational Component.
CONSTANT SUPERVISION: The direct, personal supervision and control of a detainee by the
attending officer who can immediately intervene on behalf of the agency or the detainee.

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CONTRABAND: Any item that is illegal to possess, to include items that are not permitted within a
holding facility because of their possible use to disrupt security measures within the facility.
COUNSELING: The giving of advice; advising. As used: discussions between the rated employee and
rater leading to advice to the former concerning performance or career development.
COURT HOLDING FACILITY: A holding facility located in or adjacent to a court and outside the
confines of a jail, where detainees await their court appearance.
COURT SECURITY OFFICER: A person, employed by the law enforcement agency, who performs
or who is responsible for the court security function.
CRIMINAL PROCESS: Those writs, summonses, mandates, warrants, or other process issuing from a
court of law compelling a person to answer for a crime. The term also includes process issued to aid in
crime detection or suppression, such as search warrants.
CRITICAL INCIDENT: An occurrence or event, natural or human-caused, which requires an
emergency response to protect life or property. Incidents can, for example, include major disasters,
emergencies, terrorist attacks, terrorist threats, wild land and urban fires, floods, hazardous materials
spills, nuclear accidents, aircraft accidents, earthquakes, hurricanes, tornadoes, tropical storms, warrelated disasters, public health and medical emergencies, and other occurrences requiring an emergency
response, such as major planned events and law enforcement incidents.
CRITICAL MISSING: A reported missing person who is missing and foul play may be a factor; or any
child (as defined by the local jurisdiction) or any at risk person.
CUSTODY: Legal or physical control of a person in an area or facility or while in transit; legal,
supervisory, or physical responsibility for a person. (See Arrest; Full-Custody Arrest; Physical Arrest.)

D
DEMONSTRATED PROFICIENCY: Attaining and demonstrating a knowledge of the laws
concerning the use of authorized weapons and knowledge of agency policy(s) on the use of force,
escalating force, and deadly force; and being familiar with recognized safe-handling procedures for the
use of these weapons. The instruction on and qualification with all weapons should be provided by a
certified weapons instructor. Proficiency for firearms includes qualifying on a prescribed course.
Proficiency for electronic control weapons includes successfully loading, unloading, deploying and
discharging the prongs of the weapon on an annual basis.
DETAINEE: A person in the custody of agency personnel and whose freedom of movement is at the
will of agency personnel.
DISABLED DETAINEE: A detainee with an anatomical, physiological, or mental impairment that
hinders mobility.
DIVERSION: In the broadest sense, any procedure that (1) substitutes non-entry for official entry into
the justice process, (2) substitutes the suspension of criminal or juvenile proceedings for the continuation

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of those proceedings, (3) substitutes lesser supervision or referral to a non-justice agency or no
supervision for conventional supervision, or (4) substitutes any kind of non-confinement status for
confinement.

E
EMERGENCY OPERATION PLAN (EOP): Commonly referred to as an “ALL HAZARD PLAN,”
an EOP is a written plan containing general objectives reflecting the overall strategy for responding to and
managing critical incidents. The plan defines the scope of preparedness and incident management activity
required of the agency, and is flexible enough for use in all emergencies.
EMOTIONAL STABILITY/PSYCHOLOGICAL FITNESS EXAMINATION: Professional
screening designed to identify candidate behavior patterns and/or personality traits that may prove either
deleterious or advantageous to successful job performance.
EMPLOYEE ASSISTANCE PROGRAM (EAP): A formal program designed to assist in the
identification and resolution of concerns or problems (personal or job related), which may adversely affect
an employee’s personal or professional well-being or job performance. These personal concerns may
include, but are not limited to, health, marital status, family, financial, substance abuse, emotional/stress,
and other personal matters.
EQUAL EMPLOYMENT OPPORTUNITY: The provision of equitable opportunities for employment
and conditions of employment to all employees regardless of race, creed, color, age, sex, religion, national
origin, or physical impairment. Where a recruitment plan focuses on additional recruitment steps to be
taken to increase the likelihood of hiring a member of an underrepresented group, EEO focuses on
ensuring that applicants are treated fairly in the selection process (and in other personnel activities) by
giving them the same opportunities for employment. The role of equal opportunity is to create a “level
playing field” for all applicants and employees. An equal employment opportunity plan is a document that
is designed to state the steps the agency intends to take to ensure that there are no artificial barriers that
would prevent members of a protected group from a fair and equitable opportunity to be hired, promoted,
or to otherwise take advantage of employment opportunities.
EVALUATION: A careful appraisal and study to determine the significance and/or worth or condition,
and to draw conclusions pertaining to an item, project, or undertaking.
EXECUTION: The performance of an act required by a writ, warrant, or other legal process
commanding the seizure of a person or thing, as opposed to mere delivery of an instrument without any
concomitant seizure. For the purposes of Chapter 74, a legal attachment is deemed an execution.
EXERCISE: Gathering of individuals inclusive of government and private sector persons, to develop
plans, practice simulated implementation, and to discuss each agency’s role in handling unusual
occurrence incidents. This could include tabletop, functional, and/or full field exercises.

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F
FIELD TRAINING: A structured and closely supervised program provided to recruit officers to
facilitate the application of skills and knowledge obtained in the academy/classroom to actual
performance in on-the-job situations.
FIELD TRAINING OFFICER (FTO): An officer who has been carefully selected and trained to
deliver the field training program to recruit officers.
FIXED ROADBLOCK: A full or partial roadblock established at a fixed point.
FOLLOW-UP INVESTIGATION: An extension of the preliminary investigation. The purpose is to
provide additional investigation in order to close a case, arrest an offender, and/or recover stolen property.
FORMAL APPLICATION: A written form used to express interest in employment and to request
information on a person’s basic occupational qualifications, work experience, educational background,
training, and special skills or abilities.
FULL-CUSTODY ARREST: Arrest authority, with or without a warrant, which includes the legal
authority to physically remove a person from their location, taking that person to a place of confinement
or judicial authority.
For interpretive purposes, the line of demarcation between sworn and non-sworn (or civilian) agency
personnel exists with the authority to make a full-custody arrest. A sworn officer has authority to make a
full-custody arrest; a non-sworn person does not.
Non-sworn personnel (civilians) may have limited authority to stop and detain persons (such as authority
granted security guards), or stop and issue a notice to appear in court (such as authority granted traffic
enforcement aides), but they do not possess authority to make a full-custody arrest. A full-custody arrest
includes the authority to deny persons their freedom, using force if necessary, to effect the arrest. (See
Arrest, Custody; Physical Arrest.)
FUNCTION: A general term for the required or expected activity of a person or an organizational
component, e.g., patrol function, communications function, the planning function, the crime analysis
function.

G
GENERAL ORDER: A term used by some agencies to describe directives of a long standing nature
concerned with policy, rules, and procedures affecting more than one organizational component.
GOAL: A relatively broad statement of the end or result that one intends ultimately to achieve. A goal
usually requires a relatively long time span to achieve and, whenever possible, should be stated in a way
that permits measurement of its achievement.

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HOLDING FACILITY: A confinement facility outside of a jail where detainees are housed, receive
meals, and can be detained for periods involving days and overnight stays for a period of not more than 72
hours, excluding holidays and weekends.

I
IDENTITY THEFT: The wrongful use of another person’s identifying information, such as credit card,
social security, or driver’s license numbers to commit financial or other crimes.
INCIDENT: An event that requires law enforcement action, documentation, or the dispatching of
agency personnel in response to citizen requests for law enforcement services. This includes any incident,
whether criminal or non-criminal, which involves a response to the scene, an investigation, or the
preparation of an oral or written report.
INCIDENT COMMAND SYSTEM (ICS): A system for command, control, and coordination of a
response that provides a means to coordinate the efforts of individual persons and agencies as they work
toward the common goal of stabilizing an incident while protecting life, property and the environment.
There are five major components: command, planning, operation, logistics, and finance/administration.
IN CUSTODY: Being under the full control of a law enforcement officer. (See Full-Custody Arrest.)
IN-SERVICE TRAINING: Training in addition to recruit training, which may include periodic
retraining or refresher training, specialized training, career development, promotional training, advanced
training, and shift briefing training.
INSPECTION: A careful and critical examination; a formal review of all components of a particular
requirement and an examination of their application.
INSTITUTION: A facility that confines persons against their will and/or provides care for persons, e.g.,
mentally ill, adult or juvenile offenders.
INTAKE: The point at which a juvenile offender enters the juvenile justice system. “Intake” may be
initiated on request of the law enforcement agency, but the intake process is generally supervised by a
probation agency, juvenile court, or special intake unit.
INVENTORY: A detailed, itemized list, report, or record of items in one’s possession or the process of
making such a list, report, or record. (Standard 17.5.1) A detailed itemized list of agency owned or
controlled property in possession of the agency, which includes a definition (or value) of what is to be
itemized, and a written certification by the person conducting the listing.

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J
JAIL: A confinement facility where detainees are housed in excess of 72 hours.
JOB DESCRIPTION: An official written statement setting forth the duties and responsibilities of a job,
and the skills, knowledge, and abilities necessary to perform it.
JOB RELATED: A procedure, test, or requirement either predictive of job performance or indicative of
the work behavior expected or necessary in the position.

L
LATERAL ENTRY: The hiring of new employees at advanced ranks or salary based on prior
experience elsewhere and/or other job credentials.
LAW ENFORCEMENT SERVICES UNDER CONTRACT: The provision of paid law
enforcement services in accordance with a written contract. This does not encompass a situation in
which an individual performs services for an agency under a personal services contract.
LEGAL PROCESS: Any item of civil or criminal process, whether original, intermediate, or final that is
valid on its face and is to be served or executed by the law enforcement agency.
LESSON PLAN: A detailed guide from which an instructor teaches. The plan includes the goals,
specific subject matter, performance objectives, references, resources, and method of evaluating or
testing students.
LINE INSPECTION: Inspection conducted by personnel in control of the persons, facilities,
procedures, or other elements being inspected. Line inspection may be carried out by any supervisor
within the chain of command and is often conducted by supervisory personnel who may also be
responsible for ensuring that any substandard conditions revealed in the inspection are corrected.

M
MEMORANDUM: An informal, written document that may or may not convey an order; it is generally
used to clarify, inform, or inquire.
MENTAL ILLNESS: Any condition characterized by impairment of an individual’s normal cognitive,
emotional, or behavioral functioning, and caused by social, psychological, biochemical, genetic, or other
factors, such as infection or head trauma.
MOVING ROADBLOCK: Use of one or more moving vehicles to block the roadway and prevent
approaching vehicles from continuing.

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N
NATIONAL INCIDENT MANAGEMENT SYSTEM (NIMS): A system for incident management
that provides a consistent nationwide approach for federal, state, local and non-governmental
organizations to work effectively and efficiently to prepare for, respond to, and recover from domestic
incidents, regardless of cause, size, or complexity.

O
OBJECTIVE: An objective is an end or result that one intends to attain in order to achieve partial
fulfillment of a goal. An objective is a subgoal or an element of a goal, and therefore, requires a shorter
time to accomplish than does a goal.
ORGANIZATIONAL COMPONENT: A subdivision of the agency, such as a bureau, division,
section, unit, or position that is established to provide a specific function.
OUTSIDE ACADEMY: An academy not operated by the agency, such as a regional or state training
academy providing recruit, in-service, or specialized training.

P
PERSONNEL EARLY WARNING SYSTEM: A system for the early identification of agency
employees who may need some type of corrective action or intervention and a procedure for collecting
and evaluating materials required for implementing such corrective action.
PERSONAL EQUIPMENT: Equipment items issued and/or approved by the agency for employee
use, e.g., badge, baton and holder, belts, cartridge carrier, departmental and rank insignia, flashlight,
handcuffs and case, notebook, raincoat and cap cover, side arm and holster, tear gas canister, and whistle.
PHOTOGRAPHIC LINEUP: A selected group of photographs of persons presented to a witness
containing a single suspect and several fillers for the purpose of determining whether the witness is able
to identify the suspect as the perpetrator of the crime.
PHYSICAL ARREST: Any enforcement action that consists of taking persons into custody for the
purpose of holding or detaining them to answer a charge of law violation before the court. (See Arrest;
Custody; Full Custody Arrest.)
PHYSICAL LINEUP: A selected group of persons presented to a witness containing a suspect and
several fillers for the purpose of determining whether the witness is able to identify the suspect as the
perpetrator of the crime.
PHYSICAL PLANT: The real property facilities housing the agency, its employees and property,
including buildings, garages, and other structures. For a holding facility, its physical confines, including the
reception area, sallyport, holding cells, and related spaces. If used only for booking detainees into the
holding facility, the booking area is also included.

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PLAN: Documented identification of methods to achieve desirable goals or conditions.
POLICY: A written directive that is a broad statement of agency principles. Policy statements may be
characterized by such words as “may” or “should” and usually do not establish fixed rules or set
procedures for conduct of a particular activity but rather provide a framework for development of
procedures and rules and regulations.
POSITION: The duties and responsibilities, or work, assignable to one employee. A position may be
filled or vacant. For purposes of comparison, a patrol officer assigned as a court officer would occupy a
“position.” Patrol officer would be the “job.” A position may have functional responsibility for a single
task, e.g., court officer, patrol officer, crime prevention officer, or over several combined tasks, e.g.,
administrative lieutenant responsible for planning, budget, staff inspections, and internal affairs.
PRELIMINARY INVESTIGATION: Generally, the activity that begins when personnel arrive at the
scene of an incident. The activity should continue until such time as a postponement of the investigation or
transfer of responsibility will not jeopardize the successful completion of the investigation.
PROCEDURE: A written directive that is a guideline for carrying out agency activities. A procedure
may be made mandatory in tone through the use of “shall” rather than “should,” or “must” rather than
“may.” Procedures sometimes allow some latitude and discretion in carrying out an activity.
PROCESSING: Includes pre-booking activities involving detainees in custody, after which detainees
may either be released from custody by one of several means or be escorted to a holding facility, at which
time they would be booked.
PROPERTY AND EVIDENCE CUSTODIAN: The person who holds authority for the day to day
supervision and operation of the property and evidence function.
PURSUIT: An active attempt by a law enforcement officer in a motor vehicle to apprehend one or more
occupants of another moving motor vehicle, where the driver of the fleeing vehicle is aware of the
attempt and is resisting apprehension.

R
REASONABLE BELIEF: The facts or circumstances the officer knows, or should know, are such as
to cause an ordinary and prudent person to act or think in a similar way under similar circumstances.
RECRUITMENT ACTIVITIES: A systematic method of seeking potentially qualified job applicants.
RECRUITMENT LITERATURE: Written materials or brochures designed to attract qualified
applicants for jobs.
RECRUITMENT PLAN: A written plan for actively recruiting underrepresented minorities and
women. A recruitment plan assumes the agency is doing more than just fairly implementing their selection
procedures and instruments, e.g., providing equal opportunity. Proactive recruitment requires additional

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steps, where necessary, to increase the likelihood of attracting qualified applicants of protected groups
that are insufficiently represented in the agency’s sworn ranks.
REMEDIAL TRAINING: Personalized training to correct a specific deficiency, which is usually
identified by either testing or other evaluation during training or supervisory evaluation during routine job
performance.
RESERVE: A sworn officer, armed or unarmed, who works less than full time, with or without
compensation, and who, by their assigned function or as implied by their uniform, performs duties
associated with those of a police officer.
RESTRAINING DEVICES: Equipment used to restrain the movement of the prisoner, such as
handcuffs, flex-cuffs, waist chains, ankle chains, restraining straps, straight jackets, or tie-down
stretchers.
REVIEW: To examine or study; less formal than an analysis.
ROADBLOCK: A restriction, obstruction, or device used or intended for the purpose of preventing free
passage of motor vehicles on a roadway in order to effect the apprehension of a suspect.
ROAD SIDE SAFETY CHECK: A temporary operation in which law enforcement or other authorized
personnel stop some or all traffic to inspect individual vehicles or their contents or to interview drivers.
RULES AND REGULATIONS: A set of specific guidelines to which all employees must adhere.

S
SALARY AUGMENTATION: Pay that is added to the base salary of the employee. Such
augmentation may be considered as premium pay, merit pay, differential pay, or a temporary increase
because of a temporary assignment to a position with higher base salary.
SEARCH AND RESCUE: A coordinated effort to locate individuals missing in a wilderness area, in
large bodies of water, or elsewhere. Search and rescue missions usually involve use of aircraft, boats, or
other special purpose vehicles and specialized personnel such as scuba divers, mountain climbers, or
spelunkers.
SECONDARY EMPLOYMENT: Any outside employment, which is either extra-duty or off-duty.
Extra-duty employment is any secondary employment that is conditioned on the actual or potential use of
law enforcement powers by the officer-employee. Off-duty employment is any secondary employment
that is not conditioned on the actual or potential use of law enforcement powers by the off-duty
employee.
SECURITY HAZARD: Any threat to the security of the prisoner, to the facility in which he or she is
held, or to others with whom the prisoner may come into contact. Estimations of the degree of security
hazard will govern the means of transport, the kinds of restraining devices to be used, and other actions to
be taken by the escort officer to provide proper protection for and security of the prisoner.

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SECURITY SURVEY: An on-site examination and analysis of security needs that determines the
nature and degree of the threat, the exact kind and degree of protective measures used, and the precise
kinds of security measures that are required and recommends the appropriate policies, procedures, and
equipment needed for the security function.
SELECTION CRITERIA: Rules, standards, procedures, or directives upon which a judgment or
decision concerning employment can be based.
SELECTION MATERIALS: All written tests, test scores, answer sheets, study materials, evaluations,
ratings, questionnaires, reports, and forms used in the selection process that have a bearing upon the
employment decision.
SELECTION PROCEDURE: Any established method or combination of methods used in any way as
the basis for an employment decision.
SELECTION PROCESS: The combined effect of components and procedures leading to the final
employment decision, including minimum qualifications, e.g., education, experience, physical attributes,
citizenship, residency-written tests, performance tests, oral exams, interviews, background investigations,
medical exams, polygraph tests, police academy ratings, probationary period ratings, personality
inventories, interest inventories, psychiatric evaluations, veteran’s preference, cut-off scores, and ranking
procedures.
SERIOUS PHYSICAL INJURY: A bodily injury that creates a substantial risk of death; causes
serious, permanent disfigurement; or results in long-term loss or impairment of the functioning of any
bodily member or organ.
SERVICE: The delivery of any item of civil process that is complete with the act of delivery and does
not require physical or legal seizure of a person or thing.
SEXUAL HARASSMENT: Unwelcome sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature, constitute sexual harassment when (1) submission to such conduct
is made either explicitly or implicitly a term or condition of an individual’s employment, (2) submission to
or rejection of such conduct by an individual is used as the basis for employment decisions affecting such
individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s
work performance or creating an intimidating, hostile, or offensive working environment.
SHIFT BRIEFING: Training or informational sessions of short duration administered to law
enforcement personnel just prior to, or after, their tour of duty.
SHOW-UP: A witness views a single suspect for purposes of identification of the suspect as the
perpetrator of the crime.
SKILLS, KNOWLEDGE, AND ABILITIES: Skills are the proficiency with which an individual
performs. Knowledge is a body of information or the understanding gained through learning, education,
experience, or associations. Abilities are processes required to perform the various job responsibilities.
SPECIAL EVENT: An activity, such as a parade, athletic contest, or public demonstration, that results
in the need for control of traffic, crowds, or crimes.
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SPECIAL PURPOSE VEHICLE: A vehicle that requires special training or authorization for
deployment. This includes, but is not limited to: SWAT trucks, bomb disposal vehicles, mobile command
posts, aircraft, watercraft, and motorcycles. Bicycles, all-terrain vehicles, snowmobiles, and Segways
may fall under the definition of a special purpose vehicle, if the agency or law requires special licensing or
training prior to their use.
SPECIALIZED ASSIGNMENT: An assignment often characterized by increased levels of
responsibility and specialized training, but within a given position classification; a specialized assignment
may involve higher pay or additional benefits.
SPECIALIZED TRAINING: Training to enhance skills, knowledge, and abilities taught in either
recruit or other in-service programs. Specialized training may address supervisory, management, and/or
executive development training, or it may include technical and job-specific subjects, e.g., homicide
investigation, fingerprint examination, juvenile investigation.
SPECIAL ORDER: A directive affecting only a specific segment of the organization or a statement of
policy or procedure regarding a specific circumstance or event that is of a temporary nature.
STAFF INSPECTION: Inspection conducted by personnel who do not have control of the persons,
facilities, or procedures being inspected. Staff inspectors in larger agencies are generally members of a
specialized component responsible for conducting inspections throughout the agency. The results of staff
inspections are usually reported to the agency’s chief executive officer.
STATUS OFFENSE: An act or conduct declared by statute to be an offense only when committed or
engaged in by a juvenile, and adjudicated only by a juvenile court.
SWORN OFFICER: A person who is granted those general peace officer powers prescribed by
constitution, statute, or ordinance in the jurisdiction, including those persons who possess authority to
make a full-custody arrest for limited or specific violations of law within the same jurisdiction.

T
TACTICAL TEAM: A group of officers who are specially selected, trained, and equipped to handle

high-risk incidents, such as those involving snipers, barricaded persons, hostage-takers, selected warrant
services, and other situations or activities as deemed necessary by command leadership.
TASK: A unit of work performed by an individual to accomplish the goal of a job.
TASK ANALYSIS: A systematic, structured process for dissecting a job into its basic parts. A task
analysis identifies the important or essential elements of a job, the key work behaviors, and the
knowledge, skills, and abilities required for these work behaviors.
TASK FORCE: Any combination of resources assembled to support a specific mission or operational
need. All resource elements with in a Task Force must have common communications and a designated
leader.

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TEMPORARY DETENTION: Temporary detention is measured in hours and does not involve housing
or feeding detainees except in extenuating circumstances.
TERRORISM: Under the Homeland Security Act of 2002, terrorism is defined as activity that involves
an act dangerous to human life or potentially destructive of critical infrastructure or key resources and is
a violation of the criminal laws of the United States or of any State or other subdivision of the United
States in which it occurs and is intended to intimidate or coerce the civilian population or influence a
government or affect the conduct of a government by mass destruction, assassination, or kidnapping.
TRAFFIC ENGINEERING AUTHORITIES: Persons responsible for traffic engineering in various
local, regional, and state agencies, e.g., street or highway department, public works department,
transportation department.
TRAFFIC SURVEY: An examination of traffic characteristics, such as volume, speed, delay, accidents,
origin, destination, etc.
TRANSPORT VEHICLE: The vehicle used for transporting a prisoner from one point to another. The
transport vehicle may be the patrol vehicle, such as in the case of transporting a prisoner after an arrest;
a vehicle of a correction facility designated for prisoner transport but also used for other purposes; or a
specially designed prisoner transport vehicle, such as a bus or van. This term does not refer to
commercial vehicles, such as buses, trains, or airplanes that may be used for prisoner transport.
TRANSPORTING OFFICER: A person who is responsible for transporting a prisoner from one point
to another. This may be the arresting officer or another agency employee who is assigned to the
responsibility for transport.

U
UNITY OF COMMAND: The concept that each individual in the organization has one, and only one,
immediate supervisor.
UNIFIED COMMAND: Unified Command allows agencies with different legal, geographic, and
functional authorities and responsibilities to work together effectively without affecting individual agency
authority, responsibility, or accountability.
UNLAWFUL HARASSMENT: Conduct that has the purpose or effect of unreasonably interfering
with an individual’s work performance or creating an intimidating, hostile, or offensive working
environment.

V
VALIDITY: Proof through statistical data that a given component of the selection process is job related
either by predicting a candidate’s job performance or by detecting important aspects of the work behavior
related to the position.

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VICTIM: A person who suffers physical, financial, or emotional harm as the direct result of a specified
crime committed upon his or her person or property.
VIP: A “very important person,” dignitary, famous personality, notorious person, or any other person in
need of special security.
VOLUNTEERS: See Auxiliary.

W
WORKLOAD: The sum total of cases and other measurable activities occurring within a given area or
time period.
WRITTEN DIRECTIVE: Any written document used to guide or affect the performance or conduct
of agency employees. The term includes policies, procedures, rules and regulations, general orders,
special orders, memorandums, and instructional material.

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APPENDIX I
SAMPLE SIZE TABLE
EVIDENCE CUSTODIAN CHANGE AUDITS
The below table has been developed as a tool for use by agencies when determining the appropriate
sample size for conducting audits of high risk property as required by Standard 84.1.6 (b) – Evidence
Audits. This table only applies to high risk property and only for those circumstances when there is a
change in evidence custodian. The sample sizes in this table have been calculated based on a 95 percent
confidence level and a confidence interval of +/- 3 percent.
When using this table, agencies should determine the total amount of high risk property they currently
possess and find that number under “Pieces of High Risk Evidence/Property”. The corresponding
“Required Sample Size” should be applied when conducting the respective audit. If the exact number for
“Pieces of High Risk Evidence/Property” is not listed, the next higher number should be used.
If an error rate of more than 4 percent is discovered when conducting the audit, a complete inventory of
the high risk property must be performed. However, agencies should consider a complete inventory when
other factors suggest it is necessary.
Pieces of High Risk
Evidence/Property
100
250
500
1000
1500
2000
2500
3000
3500
4000
4500
5000
5500
6000
6500
7000
7500
8000
8500
9000
10000
15000
20000
25000
50000
100000

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Required Sample Size
92
203
341
516
624
696
748
787
818
843
863
880
894
906
917
926
934
942
948
959
964
996
1013
1023
1045
1056

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Change Notice No. 2.7
Recognition Standards for Law Enforcement Agencies Amendments
Enacted by the Commission on December 31, 2009
Background
This is the seventh change notice for the Recognition Standards for Law Enforcement Agencies −
2nd Edition, which was published July 2006. Change notices shall be numbered by the Edition,
followed by a decimal point and the sequential number of the change to that edition. Change
notices are an essential component of the standards for law enforcement; they help ensure these
standards continue to reflect the best and most up-to-date information the profession can offer.
For the purpose of record, Change Notices 2.1, 2.2, 2.3, 2.4, 2.5 and 2.6 were previously made
available to all client agencies and the changes are outlined on the reverse side of this notice. The
loose-leaf pages that accompanied Change Notice 2.1 bear the dates July 2006 and November
2006, Change Notice 2.2 bear the dates July 2007, November 2007, and March 2008, Change
Notice 2.3 bear the date July 2008, Change Notice 2.4 bear the date December 2008, Change
Notice 2.5 bear the date March 2009 and Change Notice 2.6 bear the date July 2009.
Standards Amendments and Other Revisions Accompanying This Change Notice
Table of Contents: vii – Title Change.
Standard 16.3.2: Standard and Commentary language change.
Appendix E: LIST OF TIME SENSITIVE ACTIVITIES: E-1 & E-4 - Added Standard 1.1.2.
Appendix H: STANDARD TITLES
H-1 − Title Change for 1.3.1.
Where to Insert This Notice and Accompanying Pages
Insert this notice immediately behind the front cover of the Standards Manual. Insert the
accompanying loose-leaf pages as indicated by their respective page numbers and discard the old,
correspondingly numbered pages. The new pages carry more recent dates than do those being
replaced.

Change Notice 2.1 (January 2007)
Standard 22.2.7: Standard and Commentary language were changed.
Standard 71.3.3: Changed language for bullet a and added commentary language.
Chapter 72 Introduction: Language change.
APPENDIX A: GLOSSARY – Added new term – Demonstrated Proficiency.
APPENDIX B: GUIDING PRINCIPLES FOR AGENCIES AND ASSESSORS – Language
change to 4.3.

Change Notice 2.2 (March 2008)
Standard 16.3.3: Addition of Commission Interpretation.
Standard 25.1.3: Language and Levels of Compliance changes.
Standard 35.1.2: Language change.
Standard 42.2.8: Language change.
Chapter 45 Introduction: Language change.
Standard 46.3.4: Language change.
Standard 52.1.5: Levels of Compliance change.
Chapter 71 Introduction: Language change.
Standard 71.3.3: Language change.
Standard 71.4.1: Language change.
Standard 71.4.2: Language change.
Standard 71.4.3: Language change.
Subsection 71.5 Processing and Testing: New.
Standard 71.5.1: New.
Standard 81.2.10: Language change.
Standard 81.2.14: Moved to Standard 82.2.5.
Standard 81.2.15: Renumbered to Standard 81.2.14.
Standard 84.1.6: Commentary Language change.
APPENDIX A: GLOSSARY- Added new terms – AMBER Alert and Constant Supervision.
Language change to Temporary Detention.
APPENDIX G: FILE CONSTRUCTION AND DOCUMENTATION - Deleted reference to
Panel Presentations.

Change Notice 2.3 (July 2008)
Table of Contents: New Standards.
Standard 33.5.4: Language change.
Chapter 42 Introduction: Added paragraph 3.
Standard 42.1.6: Revised.
Standard 71.1.1: New Standard.
Standard 71.5.1: New Standard.
Appendix H: STANDARD TITLES
H-10 – 46.3.4 changed to Hazemat Awareness.
H-16 – 81.2.14 moved to 82.2.5 (H-17).
H-16 – 81.2.15 changed to 81.2.14.

Change Notice 2.4 (December 2008)
Standard 1.3.6: Commentary language change.
Standard 1.3.9: Commentary language change.
Appendix A: GLOSSARY – Added new terms:
PHOTOGRAPHIC LINEUP
PHYSICAL LINEUP
SHOW-UP
Appendix H: STANDARD TITLES
H-9 – Added 42.2.11 and 42.2.12.
Index
Index-4 – Added Eyewitness identification
Index-6 – Added Line-up
Index 8 – Show-up

Change Notice 2.5 (March 2009)
Standard 1.3.1: Standard language change.
Standard 1.3.9: Standard language change.
Chapter 2 Introduction: Language change
Standard 2.1.3: Standard and Commentary language change.
Standard 22.3.3: New.
Standard 22.3.4: Renumbered from 22.3.3.
Standard 22.3.5: Renumbered from 22.3.4.
Chapter 46 Introduction: Language change
Standard 46.1.2: Standard language change.
Standard 46.1.9: Commentary language change.
Standard 83.2.2: Standard language change.
Appendix H: STANDARD TITLES
H-4 – Added 22.3.3
H-5 – Changed 22.3.3 to 22.3.4
H-5 – Changed 22.3.4 to 22.3.5

Change Notice 2.6 (July 2009)
Standard 83.2.7: Commentary language change.
Standard 84.1.6: Standard and Commentary language change.
Appendix A: GLOSSARY – Revised and added new terms.
AUDIT
INVENTORY
PROPERTY AND EVIDENCE CUSTODIAN
Appendix I: SAMPLE SIZE TABLE – EVIDENCE CUSTODIAN CHANGE AUDIT – New.
The following correction to a typographical error in the publication is also made as part of this
change notice:
ACKNOWLEDGEMENT

CONTENTS
(Standards from the Standards Manual of the Law Enforcement Agency Accreditation Program that are
specific to the Recognition Program are highlighted in gray.)
INTRODUCTION

xv

CHAPTERS 1-3

LAW ENFORCEMENT ROLE, RESPONSIBILITIES, AND
RELATIONSHIPS

CHAPTER 1

LAW ENFORCEMENT ROLE AND AUTHORITY
1.1
1.2

1.3

CHAPTER 2

1-2
1-2
1-2
1-3
1-4
1-4
1-5
1-5
1-6
1-6
1-6
1-6
1-7
1-7
1-7
1-7
1-8
1-8
1-9
1-9
1-10

AGENCY JURISDICTION AND MUTUAL AID
2.1

CHAPTER 3

Law Enforcement Agency Role
1.1.1 Oath of Office
1.1.2 Code of Ethics
Limits of Authority
1.2.3 Constitutional Requirements
1.2.4 Search & Seizure
1.2.5 Arrest Procedures
1.2.8 Strip Searches
1.2.9 Bias Based Profiling
Use of Force
1.3.1 Use of Reasonable Force
1.3.2 Deadly Force
1.3.3 Warning Shots
1.3.4 Less Lethal Weapons
1.3.5 Medical Aid
1.3.6 Written Report Required
1.3.7 Administrative Review
1.3.8 Removal from Duty
1.3.9 Weapons/Ammo Authorization
1.3.10 Proficiency Demonstration
1.3.11 Annual Training/Qualification

Agency Jurisdiction and Mutual Aid

2-1

CONTRACTUAL AGREEMENTS FOR LAW ENFORCEMENT
SERVICES
3.1

Contractual Agreements

3-1

CHAPTERS 11-17

ORGANIZATION, MANAGEMENT, AND ADMINISTRATION

CHAPTER 11

ORGANIZATION AND ADMINISTRATION
11.1

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Organizational Structure
11.1.1 Description of Organization
vii

11-1
11-1
November
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2006

11.2
11.3
11.4
CHAPTER 12

Unity of Command
Authority and Responsibility
General Management and Administration

11-2
11-2
11-2

DIRECTION
12.1 Direction
12.1.2 Command Protocol
12.2 Written Directives
12.2.1 Written Directive System

12-1
12-1
12-2
12-2

CHAPTER 13

[Reserved]

CHAPTER 14

[Reserved]

CHAPTER 15

PLANNING AND RESEARCH, GOALS AND OBJECTIVES, AND CRIME
ANALYSIS
15.1 Planning and Research
15.2 Goals and Objectives
15.3 Crime Analysis

CHAPTER 16

15-1
15-2
15-2

ALLOCATION AND DISTRIBUTION OF PERSONNEL AND
PERSONNEL ALTERNATIVES
16.1 Allocation and Distribution of Personnel
16.2 Specialized Assignments
16.3 Reserves
16.3.1 Program Description
16.3.2 Reserve Selection
16.3.3 Reserve Entry Training
16.3.5 Reserve In-Service Training
16.3.6 Reserve Force Training/Qualification
16.4 Auxiliaries
16.4.2 Auxiliary Training

CHAPTER 17

16-2
16-3
16-4
16-4
16-4
16-5
16-5
16-5
16-6
16-6

FISCAL MANAGEMENT AND AGENCY PROPERTY
17.1
17.2
17.3
17.4

Fiscal Management
Budget
Purchasing
Accounting
17.4.2 Cash Accounts

17-2
17-2
17-2
17-3
17-3

17.5 Agency Property
17.5.3 Stored Property and Operational Readiness

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improving the agency efficiency and effectiveness. The agency’s system for determining the appropriate
proportional distribution should take into account incidents, locations, variations in workload, and
deployment strategies. The workload assessment system should be documented and include an outline
of the calculations required, plus any source documents, personnel, and/or equipment necessary to
accomplish the task. There is no single assessment system that is suited for every agency’s needs. Using
reliable data and reasonable calculations, the agency should reach valid conclusions about workload
within each component of the agency. Periodic assessments of all components of the agency should help
support increased agency performance and service delivery with available resources. The assessments
may also help identify unusual workload demands that can be addressed through new management
strategies. (N/A O M M)
16.2 Specialized Assignment
16.2.1 A written directive requires an annual documented review of each specialized assignment
for the purpose of determining whether it should be continued. This review shall include:
a. a listing of the agency’s specialized assignments;
b. a statement of purpose for each listed assignment; and
c. the evaluation of the initial problem or condition that required the implementation of the
specialized assignment.
Commentary: Decisions regarding the continuation of specialized assignments are important to the
agency. The agency is given wide latitude in identifying specialized assignments, but should consider
standard 16.2.2 and determine which assignments might be better served with agencywide competition
and selection criteria. The development of an annual formalized review of all specialized assignments
should help avoid overspecialization and ensure the continued effective control of agency specialization.
(N/A O O O)
16.2.2 The agency announces anticipated openings for specialized assignments agencywide and
fills those positions through a selection process.
Commentary: Advertising agencywide for specialized assignment openings provides a large base of
candidates and gives employees a greater choice of career opportunities. It also minimizes the feeling
that selection is based on favoritism. However, for security reasons, it is not necessary for the agency to
announce, in writing, openings for undercover or similar assignments.
The agencywide announcement should describe the selection criteria for the position(s) to be filled. The
criteria should be based on the skills, knowledge, and abilities required for the specialized assignment,
including formal education, experience, any specialized skills, and length of experience required.
The agency should fill vacant specialized assignments through a selection process. The process may be
informal but should consider all responses to the announcement and follow the criteria established.
(N/A O O O)
16.2.3 If the agency allows temporary or rotating assignment of sworn personnel, a written
directive describing the agency procedure, will include:

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a.
b.
c.
d.

identification of the positions which are available for temporary or rotational assignment;
the duration of assignments;
the criteria for selection of personnel; and
description of the selection procedures.

Commentary: Through temporary assignments and job rotation, the employee may be afforded an
opportunity for individual growth as well as improved job satisfaction and performance. As employees
acquire additional skills, knowledge, and abilities, the agency benefits from an expanded pool of employees prepared to assume the responsibilities of a number of positions. (O O O O)
16.3 Reserves
16.3.1 A written directive establishes and describes the agency’s reserve officer program.
Commentary: Terminology describing reserve officers can vary from jurisdiction to jurisdiction and for
the purpose of this manual, the glossary term will be used. Reserve officers generally assist full-time
sworn personnel in the day-to-day delivery of law enforcement services and for emergencies, consistent
with applicable law. To accomplish these tasks, they may require law enforcement powers equivalent to
those of full-time officers. The directive should describe the duties and responsibilities of reserve officers, define their authority and discretion in carrying out their duties, including any limitations or restrictions to this authority, and delineate the amount of supervision they are to receive. (M M M M)
Commission Interpretation (November 16, 2001)— The Commission acknowledges that some
agencies utilize reserve officers who do no meet the definition of an “employee.” For example, some
agencies utilize volunteer reserve officers and the absence of wages or salary exclude them from the
definition. For the purpose of this Standards Manual all reserve officers shall be considered “employees” when applying standards dealing with performance evaluations. Procedures and forms used for
evaluating the performance of the agency’s reserve officers may be the same as those used for full-time
sworn officers or they may differ significantly, based on distinctions made in the role, scope of authority,
or responsibilities of the reserve officer.
16.3.2 Excluding the educational requirements for reserve officers, the selection criteria for
reserves are the same as that for full-time officers.
Commentary: Experience, physical condition, and other selection criteria applicable to full-time
officers apply equally to reserves. The process of selection may be different from that of full-time
officers, but the criteria are the same, with the exception of educational requirements which are addressed in 16.3.9. (M M M M)
16.3.3 The agency requires all sworn reserve officers to complete a recruit academy training
program comparable to that required in standard 33.4.1, prior to any routine assignment in any
capacity in which the reserve officer is allowed to carry a weapon or is in a position to make an
arrest, except as part of a formal field training program required in standard 33.4.3. If the
agency restricts or prohibits reserves from performing specific functions, topics related to those
functions may be omitted from the curriculum.
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Commentary: The intent of this standard is to ensure that reserve officers receive training equal to that
required of full-time officers in those areas of assigned duties and responsibilities. The training should be
the same as that received by full-time officers or an equivalent, parallel course that meets the requirements of standard 33.4.1. The subject matter in the training program should cover topics related to
assigned duties and responsibilities to the same extent that full-time officers are trained to perform like
functions. Training hours and schedule may vary to accommodate the reserve schedule and the course
duration may be extended.
If a comparable recruit-training program for reserves exists in the state, successful completion of this
program may fulfill the requirements of this standard. (M M M M)
Commission Interpretation (March 14, 2008)—If the reserve officer state certification training does
not include critical task training identified by CALEA for the responsibilities performed by the reserve
officer, such training must be delivered. Those critical tasks include: Community Interaction; Introduction to Basic Law; Post Crime Considerations; Introduction to Traffic; Field Activities; Use of Force;
First Aid for Criminal Justice Officers; Law Enforcement Vehicle Operations; and Personnel. Further
information regarding critical tasks may be found on the CALEA website.
16.3.4 Uniforms and equipment for reserve officers are the same as those for full-time officers
performing like functions.
Commentary: Equipment and uniforms for reserve officers, except for insignia, patches, or badges,
should not be distinguishable from those of full-time officers. However, quantity of uniforms and equipment may be reduced to reflect the level of activity of reserve officers. The purchase of equipment/
uniforms may be the responsibility of the reserve officer. (O O O O)
16.3.5 Reserve officers receive in-service training equivalent to that statutorily required for fulltime officers performing like functions.
Commentary: None. (M M M M)
16.3.6 Reserve officers are trained in use of force policy(s) and tested for weapons proficiency
with the same frequency as full-time officers in accordance with standard 1.3.11.
Commentary: Reserve officers’ schedules may not permit participation in regularly scheduled weapons training. They should qualify either as a part of the regularly scheduled program or in a special
reserve qualifications program. Qualifying standards and scores for reserve officers should be identical
to those for regular officers. (M M M M)
16.3.7 Reserve officers are bonded and/or provided with public liability protection equal to that
provided to full-time officers.
Commentary: The protection attached to the functions of full-time officers should be provided to
reserve officers. (M M M M)

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16.3.8 A written directive requires performance evaluations for reserve officers be conducted in
accordance with the standards in Chapter 35 (Performance Evaluation).
Commentary: None. (M M M M)
16.3.9 Reserve officers possess high school equivalency diplomas and meet all state educational
requirements at the time of sworn appointment.
Commentary: Education is an important attribute for both full-time officers and reserve officers.
Careful consideration should be given to the function and responsibilities of reserve officers before
establishing educational criteria that differ from that of full-time officers. (M M M M)
16.4 Auxiliaries
16.4.1 A written directive establishes and describes the agency’s auxiliary program, to include:
a. a statement that auxiliaries are not sworn officers; and
b. a description of the duties of auxiliaries, including their role and scope of authority.
Commentary: Auxiliaries are not commissioned as law enforcement officers and do not have the
authority to make a full custody arrest. Auxiliaries may be assigned to law enforcement related community service functions. They can also be used as a resource in emergencies and large-scale special
events. Generally, they receive significantly less training than sworn officers or full-time employees.
However if the agency chooses to involve them in various activities to assist in the day-to-day delivery
of law enforcement services, it should ensure that their duties do not require the status of a sworn
officer, their level of training is adjusted according to the scope of their authority, and that unauthorized
weapons or equipment are not carried in the performance of their duties. (M M M M)
16.4.2 Auxiliaries receive training in those authorized and assigned duties.
Commentary: Auxiliaries may provide services to support any law enforcement duties not requiring
sworn officer status. However, if the agency chooses to use them, auxiliaries should receive training
appropriate to the duties anticipated. (M M M M)
16.4.3 If auxiliaries wear uniforms, the uniforms clearly distinguish them from sworn officers.
Commentary: To have an auxiliary appear to be a regularly sworn officer can be hazardous to the
auxiliary, confusing to the public, and a potential detriment to the image of the agency. Unless the
auxiliary is clearly distinguishable from the sworn officer, members of the community may expect assistance in situations for which the auxiliary is not trained or empowered to act. Purchase of the uniform
may be the responsibility of the auxiliary. (M M M M) Compliance may be OBSERVED.

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22.3 Conditions of Work
22.3.1 A written directive describes the agency’s policy regarding physical examinations for
employees. Any examination required of employees in permanent, full-time jobs must be provided
at no cost to the employee.
Commentary: A physical examination is a benefit to both the employee and the agency. Any physical
examination should be conducted only to confirm the employees’ continued fitness to perform the tasks
of their assignments and to inform them of their general physical condition, not to identify employees
with disabilities who are otherwise able to perform their assigned duties, with or without reasonable
accommodation.
The nature of some specific positions or responsibilities may necessitate periodic specific health screenings, such as those for crime scene personnel, firearms instructors, or range technicians who are repeatedly exposed to hazardous chemicals or lead contaminates. (M M M M)
22.3.2 A written directive describes the agency’s policy regarding general health and physical
fitness to perform job tasks identified for sworn employees.
Commentary: The functions of a law enforcement agency require a level of physical fitness not demanded by many other occupations, and fitness requirements should be specified. Standards of fitness
should be those that have been shown to be directly related to the tasks performed, and not serve to
eliminate or penalize employees who can otherwise perform the tasks of their assignment, with or
without reasonable accommodation. (M M M M)
22.3.3 The agency has a written directive that addresses a fitness and wellness program which
includes:
a..
b.
c.
d.
e.

mandatory or voluntary participation by agency personnel;
a trained program coordinator;
individual health screening and fitness assessment;
individual education and goal setting; and
ongoing support and evaluation.

Commentary: A fitness and wellness program has two main elements. The first is physical performance, i.e., the development and maintenance of physical performance capability to satisfactorily
perform job tasks and personal activities. The second is the individual’s present health status as well as
the risk for future disease. This is impacted greatly by lifestyle choices, including smoking, nutrition,
weight, stress management, inactivity, etc. The agency should also consider incentives to encourage
employee participation. (O O O O)
22.3.4 A written directive governs the types of off-duty employment in which agency personnel
may engage.

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Commentary: This standard applies to both sworn and non-sworn personnel. It pertains to secondary
employment of the off-duty type—that is, outside employment wherein the use of law enforcement
powers is not anticipated. Agencies may want to consider expressing the prohibition of certain types of
off-duty employment in general terms, such as proscribing off-duty employment that, in the opinion of
the agency, would constitute a conflict of interest or would tend to bring discredit to the agency. The
prohibition could be quite specific, such as by focusing on specific jobs or locations. (O O O O)
22.3.5 If the agency permits sworn personnel to engage in extra-duty employment, a written
directive addresses the following:
a. the requirement that sworn personnel must receive agency permission to engage in extra duty
employment;
b. policies that address the behavior and activities of officers during extra-duty employment;
c. approval, review, and revocation processes pertaining to officers’ extra-duty employment;
d. designation of a point of coordination or administration within the agency to oversee
adherence to the aforementioned policies, processes, and other matters deemed appropriate
by the agency; and
e. documentation of the significant aspects of each officer’s extra-duty employment.
Commentary: This standard pertains to sworn personnel whose secondary employment is of the
extra-duty type, that is, outside employment wherein the actual or potential use of law enforcement
powers is anticipated.
Bullet (a) requires sworn officers to obtain permission of the agency to engage in extra-duty employment. In addition, the relationship between the extra-duty employer and the officer-employee may be
governed by a written agreement between the agency and extra-duty employer. Among other provisions, an agreement might specify that payment by the extra-duty employer for the officer-employee’s
services shall be remitted to the agency, which will promptly compensate the extra-duty officer.
Regarding policies referred to in bullet (b), the agency might address the following matters, among
others, if not already covered by the agreement: authority of officers while working in an extra-duty
capacity; responsibilities of the officers to the agency and to extra-duty employers; matters of jurisdiction; callback, if required; limitations, if any, on the number of hours worked per given time period and
on the number of hours worked immediately prior to reporting to the agency; use of agency property
(weapons, uniforms, and the like); and liability, compensation, and indemnification issues arising from
injuries or other incidents occurring during extra-duty employment.
Regarding the approval, review, and revocation processes noted in bullet (c), the agency’s written
directive should cover a description of those processes, types of extra-duty employment that are
prohibited, and agreement by the extra-duty employer to restrictions, if any, on the types and conditions
of employment, including an assessment of the potential risk of injury.
With respect to bullet (e), documentation should reflect the unique needs of the agency, the relevant
sections of its collective bargaining agreement, if any, as well as pertinent statutory requirements, e.g.,
the federal Fair Labor Standards Act. Among the significant aspects of extra-duty employment to
document, the agency should consider the following: date, time, and place of employment; incidents that

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42.2.8 The agency has a written directive concerning identity crime and procedures for:
a.
b.
c.
d.
e.

taking identity crime reports;
specialized report forms, if any;
providing information and assistance to identity crime victims;
coordination of investigations with other agencies; and
providing public information on prevention of identity crime.

Commentary: Identity crime costs businesses, end consumers, and individuals billions of dollars.
Significant credit problems and financial loss often affect an individual for years. Identity crime has been
directly linked to terrorist activities in both funding operations and obtaining documents for illegal
purposes.
The initial agency report information may require the use of a special form designed to obtain information unique to this crime. Information from government agencies is readily available to assist a victim in
providing notices of identity theft, re-establishing their identity and credit, and for public awareness
presentations. (O O O O)
42.2.9 A written directive describes the procedures for the investigation of cold case files, which
includes:
a. defining a cold case;
b. establishing cold case evaluation criteria; and
c. recording agency investigative actions or activities.
Commentary: Over time the position of persons involved and other factors in the situation may change
and present new opportunities for law enforcement to solve the case. With recent advances in DNA
(deoxyribonucleic acid) analysis, law enforcement has made a great advancement in its ability to identify
unknown offenders, even years after the crime occurred.
Law enforcement agencies should have a procedure where unsolved/cold cases are reviewed for new
information or where the application of new technology may be successful in solving the cases. This is
particularly important with serious crimes against persons, as these offenders tend to continue to commit
similar acts. (O O O O)
42.2.10 The agency has a written directive governing procedures for both uniformed and nonuniformed personnel utilizing designated rooms for interviews and interrogation, to include:
a.
b.
c.
d.
e.
f.

weapons control;
security concerns;
number of personnel allowed in the interview room;
means and methods for summoning assistance, if needed;
equipment or items to be kept in the interview room or area; and
access to restrooms, water, or comfort breaks.

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Commentary: For the purpose of this standard, designated rooms include polygraph rooms, voice
stress analyzer rooms, and other rooms where it is likely that an interview could turn into an interrogation and arrest of a person. The intent of this standard is to establish safe conditions for the various
situations that law enforcement officers may encounter when conducting interviews or interrogations at
law enforcement facilities. Occasionally, however, serious conditions unexpectedly develop such as an
apparently cooperative suspect becoming combative. The agency should provide clear direction for the
use of the interview room to ensure safety and the admissibility of any statements made therein.
Standard 42.2.1, interviews and interrogations, is concerned with techniques to enhance the development of information relating to a crime.
Standard 1.2.3 addresses applicable constitutional requirements concerning interviews and interrogations including access to counsel. (M M M M)
42.2.11 In the absence of controlling authority, a written directive describes the procedures for
using photographic or physical line-ups in eyewitness identification to include the following:
a.
b.
c.
d.
e.
f.
g.

composition of line-up;
using video and/or audio recording;
situations where more than one eye witness is available;
instructing witnesses prior to viewing line-up;
identifying the level of confidence expressed by the witness;
prohibiting feedback by the administrator; and
documenting line-up and the results.

Commentary: The intent of this standard is to establish reliable identification testimony by a witness.
This standard needs to be evaluated in terms of the following factors that the courts have found to be
relevant in identification testimony, namely: 1) the witness’ opportunity to view the criminal during the
crime; 2) the length of time between the crime and subsequent identification; 3) the level of certainty
demonstrated by the witness at the identification; 4) the accuracy of the witness’ prior description of the
suspect; and 5) the witness’ degree of attention during the crime. In addition, the confidence level of the
witness should be evaluated in terms of the witness’ statement, conduct or other relevant observations.
(M M M M)
42.2.12 In the absence of controlling authority, a written directive describes the procedures for
using show-ups in eyewitness identification to include the following:
a.
b.
c.
d.
e.
f.
g.

compelling reasons under which a show-up may occur;
manner of transportation to the show-up;
situations where more than one eye witness is available;
instructing witnesses prior to viewing show-up;
identifying the level of confidence expressed by the witness;
prohibiting feedback by the administrator; and
documenting show-up and the results.

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Commentary: The intent of this standard is to establish reliable identification testimony by a witness. It
should be noted that a show-up carries with it a dangerous degree of improper suggestiveness and
should not be used absent compelling reasons for not using a physical or photographic line-up. This
standard needs to be evaluated in terms of the following factors that the courts have found to be relevant
in identification testimony, namely: 1) the witness’ opportunity to view the criminal during the crime; 2)
the length of time between the crime and subsequent identification; 3) the level of certainty demonstrated
by the witness at the identification; 4) the accuracy of the witness’ prior description of the suspect; and
5) the witness’ degree of attention during the crime. In addition, the confidence level of the witness
should be evaluated in terms of the witness’ statement, conduct or other relevant observations.
(M M M M)

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45.1.2 The agency assists in organizing crime prevention groups in residential and business areas
targeted for such activity in standard 45.1.1 and maintains liaison with these and other interested
community groups.
Commentary: None. (O O O O)
45.1.3 The agency provides crime prevention input into development and/or revision of zoning
policies, building codes, fire codes, and residential/commercial building permits.
Commentary: The agency should become proactively involved in this process as an integral element in
ensuring that crime prevention concerns, from the law enforcement perspective, are addressed prior to
legal enactment or construction. Programs such as Crime Free Multi-Housing (CFMH) and Crime
Prevention Through Environmental Design (CPTED) are valuable resources that can aid in the development of partnerships to reduce the opportunity for criminal activity to occur. (O O O O)
45.2 Community Involvement
45.2.1 The community involvement function provides the following, at a minimum:
a. establishing liaison with existing community organizations or establishing community groups
where they are needed;
b. assisting in the development of community involvement policies for the agency;
c. publicizing agency objectives, community problems, and successes;
d. conveying information transmitted from citizens’ organizations to the agency;
e. improving agency practices bearing on police community interaction; and
f. developing problem oriented or community policing strategies, if any.
Commentary: Law enforcement agencies should establish direct contacts with the community served.
Without “grass roots” community support, successful enforcement of many laws may be difficult, if not
impossible. Community involvement can be an effective means of eliciting public support, can serve to
identify problems in the making, and may foster cooperative efforts in resolving community issues. Input
from the community can also help ensure that agency policies accurately reflect the needs of the community.
The intent of this standard is to establish agency accountability for the community involvement function in
writing. The function should be developed and operated to effectively meet the needs of the agency, as
well as the community it serves. Placement of the function within the organizational structure is also
addressed by standard 11.1.1. Proving compliance with this standard may be accomplished through a
series of documents or a single, all-inclusive directive.
Because the conduct of each employee reflects on the agency as a whole, the burden of achieving the
agency’s community relations objectives should be shared. A unified, coordinated effort should require
the participation, enthusiasm, and skills of all agency personnel. (O O O O)

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45.2.2 At least quarterly, the person or persons responsible for the community involvement
function prepares and submits to the chief executive officer a report that includes, at a minimum,
the following elements:
a. a description of current concerns voiced by the community;
b. a description of potential problems that have a bearing on law enforcement activities within
the community;
c. a statement of recommended actions that address previously identified concerns and
problems; and
d. a statement of progress made toward addressing previously identified concerns and problems.
Commentary: These concerns and problems should, at a minimum, be communicated to the chief
executive officer, both to provide information on conditions in the community and to allow the chief
executive officer to react in a timely manner to alleviate concerns and avert problems. Ideally, these
reports should also be disseminated to other concerned command level personnel. (N/A O O O)
45.2.3 A written directive establishes procedures for transmitting relevant information received
by any agency member to the person responsible for preparing the report found in standard
45.2.2.
Commentary: The purpose of the standard is to insure that there is an evaluative loop in the community involvement/community-policing actions of the agency. Compliance with the standard reduces the
likelihood of misinterpretation by the person preparing the quarterly report and insures that information
being gathered by agency personnel is incorporated into the decision-making processes. (N/A O O O)
45.2.4 A documented survey of citizen attitudes and opinions is conducted at least once every
three years with respect to:
a.
b.
c.
d.
e.

overall agency performance;
overall competence of agency employees;
citizens’ perception of officers’ attitudes and behavior;
community concern over safety and security within the agency’s service area; and
citizens’ recommendations and suggestions for improvements.

Commentary: Surveys are useful for several purposes; however, the survey should be used as a
platform for organizational learning, asking specific questions about the quality of policing in the community. It should also address a broad section of the community: victims and others who have had recent
contact with the police, employees, and/or direct observation.
The survey may be conducted by mail, in person, electronically, or by telephone and may be combined
with questions relating to victimization and other issues. The results of the survey may be provided to the
community. The survey may be carried out directly by agency personnel or by others with agency
guidance. (O O O O)

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APPENDIX E
LIST OF TIME SENSITIVE ACTIVITIES
The list of time sensitive activities is an aide to facilitate agencies in complying with standards that
require reports on a time period basis. This list is based on time requirements stated in the standards.
Agencies are cautioned that this list should be considered only as a guide. Depending on conditions, a
number of standards require the agency to periodically review, modify, or take some action.
This list is presented in two formats, by standard order, and by time period.
TIME SENSITIVE ACTIVITIES BY STANDARD ORDER
STAND.

ACTION

DESCRIPTION

LEVEL

FREQUENCY

1.1.2

Activity

Ethics Training

MMMM

Biennial

1.2.9 (d)

Review

Bias Based Profiling

MMMM

Annual

1.3.6

Report

Use of force occurrence

MMMM

Incident

1.3.7

Review

Use of force reports required
in standard 1.3.6

MMMM

Incident

Use of force policies, lethal and electronic
controlled weapons proficiency

MMMM

Annual

Use of force policies & less lethal
weapons proficiency

MMMM

Biennial

1.3.11
1.3.11

Report
Report

17.4.2 (f)

Report

Cash funds

MMMM

Quarterly

33.5.1

Activity

Legal update training

MMMM

Annual

35.1.2

Report

Employee performance evaluation

MMMM

Annual

41.2.2 (i)

Review

Pursuit report

MMMM

Incident

41.2.2 (j)

Analysis

Pursuit report

MMMM

Annual

41.2.3 (e)

Review

Use of roadblocks and forcible stops

MMMM

Incident

41.2.7 (e)

Report

Training on dealing with the mentally ill

MMMM

Triennial

46.1.3 (h)

Report

After action report for critical incidents

MMMM

Incident

71.2.1

Activity

Temporary detention training

MMMM

Triennial

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71.4.3

Review

Temporary detention procedures

MMMM

Triennial

81.3.2

Inspection

Alternate source of power

MMMM

Monthly

81.3.2

Test

Alternate source of power, test under full load

MMMM

Annual

82.1.6 (d)

Audit

Central records computer system

MMMM

Annual

84.1.6 (a)

Inspection

Property control procedures by evidence/
property custodian

MMMM

Semi-annual

84.1.6 (b)

Inventory

Change in property/evidence custodian

MMMM

Incident

84.1.6 (c)

Audit

By supervisor not directly connected to function

MMMM

Annual

84.1.6 (d)

Inspection

Unannounced inspections as directed by CEO

MMMM

Annual

TIME SENSITIVE ACTIVITIES BY TIME PERIOD
41.2.7 (e)

Report

Training on dealing with the mentally ill

MMMM

Triennial

71.2.1

Activity

Temporary detention training

MMMM

Triennial

71.4.3

Review

Temporary detention procedures

MMMM

Triennial

84.1.6 (d)

Inspection

Unannounced inspections as directed by CEO

MMMM

Annual

1.1.2

Activity

Ethics Training

MMMM

Biennial

1.3.11

Report

Use of force policies & less lethal
weapons proficiency

MMMM

Biennial

1.2.9 (d)

Review

Bias Based Profiling

MMMM

Annual

1.3.11

Report

Use of force policies, lethal and electronic
controlled weapons proficiency

MMMM

Annual

33.5.1

Activity

Legal update training

MMMM

Annual

35.1.2

Report

Employee performance evaluation

MMMM

Annual

41.2.2 (j)

Analysis

Pursuit report

MMMM

Annual

81.3.2

Test

Alternate source of power, test under full load

MMMM

Annual

82.1.6 (d)

Audit

Central records computer system

MMMM

Annual

84.1.6 (c)

Audit

By supervisor not directly connected to function

MMMM

Annual

84.1.6 (a)

Inspection

Property control procedures by evidence/
property custodian

MMMM

Semi-annual

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17.4.2 (f)

Report

Cash funds

MMMM

Quarterly

81.3.2

Inspection

Alternate source of power

MMMM

Monthly

1.3.6

Report

Use of force occurrence

MMMM

Incident

1.3.7

Review

Use of force reports required
in standard 1.3.6

MMMM

Incident

41.2.2 (i)

Review

Pursuit report

MMMM

Incident

41.2.3 (e)

Review

Use of roadblocks and forcible stops

MMMM

Incident

46.1.3 (h)

Report

After action report for critical incidents

MMMM

Incident

84.1.6 (b)

Inventory

Change in property/evidence custodian

MMMM

Incident

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APPENDIX H
STANDARD TITLES
1.0

Law Enforcement Role and Authority

1.1

Law Enforcement Agency Role

1.1.1
1.1.2
1.1.3
1.1.4

Oath of Office
Code of Ethics
Agency’s Role in Criminal Justice Diversion Programs
Consular Notification

1.2

Limits of Authority

1.2.1
1.2.2
1.2.3
1.2.4
1.2.5
1.2.6
1.2.7
1.2.8
1.2.9

Legal Authority Defined
Legal Authority to Carry/Use Weapons
Compliance with Constitutional Requirements
Search and Seizure
Arrest with/without Warrant
Alternatives to Arrest
Use of Discretion
Strip/Body Cavity Search
Bias Based Profiling

1.3

Use of Force

1.3.1
1.3.2
1.3.3
1.3.4
1.3.5
1.3.6
1.3.7
1.3.8
1.3.9
1.3.10
1.3.11
1.3.12
1.3.13

Use of Reasonable Force
Use of Deadly Force
Warning Shots
Use of Authorized Less Lethal Weapons
Rendering Aid After Use of Weapons
Reporting Uses of Force
Reviewing Reports of 1.3.6
Removal from Line of Duty Assignment, Use of Force
Authorization: Weapons and Ammunition
Demonstrating Proficiency with Weapons
Annual/Biennial Proficiency Training
Issuing Written Directives
Analyze Reports from 1.3.6

2.0

Agency Jurisdiction and Mutual Aid

2.1

Agency Jurisdiction and Mutual Aid

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2.1.1
2.1.2
2.1.3
2.1.4

Geographical Boundaries
Concurrent Jurisdiction
Written Agreements for Mutual Aid
Requesting Assistance: Federal LE/National Guard

3.0

Contractual Agreements for Law Enforcement Services

3.1

Contractual Agreements

3.1.1
3.1.2

Written Agreement for Services Provided
Employee Rights

11.0

Organization and Administration

11.1

Organizational Structure

11.1.1
11.1.2

Description of Organization
Organizational Chart

11.2

Unity of Command

11.2.1
11.2.2

Employee Accountability
Direct Command, Component

11.3

Authority and Responsibility

11.3.1
11.3.2

Responsibility/Authority
Supervisory Accountability

11.4

General Management and Administration

11.4.1
11.4.2
11.4.3
11.4.4
11.4.5

Administrative Reporting Program
Accountability for Agency Forms
Accreditation Maintenance
Computer Software Policy
Notify CEO of Incident with Liability

12.0

Direction

12.1

Direction

12.1.1
12.1.2
12.1.3
12.1.4

CEO Authority and Responsibility
Command Protocol
Obey Lawful Orders
Functional Communication/Cooperation

12.2

Written Directives

12.2.1
12.2.2

The Written Directive System
Dissemination and Storage

July 2006

H-2

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Copyright © 2006 CALEA

15.0

Planning and Research, Goals and Objectives, and Crime Analysis

15.1

Planning and Research

15.1.1
15.1.2
15.1.3

Activities of Planning and Research
Organizational Placement/Planning and Research
Multiyear Plan

15.2

Goals and Objectives

15.2.1
15.2.2

Annual Updating/Goals and Objectives
System for Evaluation/Goals and Objectives

15.3

Crime Analysis

15.3.1

Establish Procedures

16.0

Allocation and Distribution of Personnel and Personnel Alternatives

16.1

Allocation and Distribution of Personnel

16.1.1
16.1.2

Position Management System
Workload Assessments

16.2

Specialized Assignment

16.2.1
16.2.2
16.2.3

Annual Review
Announce Openings
Temporary/Rotating Assignments

16.3

Reserves

16.3.1
16.3.2
16.3.3
16.3.4
16.3.5
16.3.6
16.3.7
16.3.8
16.3.9

Program Description
Selection Criteria
Entry Level Training
Uniforms and Equipment
In-Service Training
Use of Force Training & Firearms Proficiency
Bonding/Liability Protection
Performance Evaluations
Educational Requirements

16.4

Auxiliaries

16.4.1
16.4.2
16.4.3

Program Description
Training
Uniforms

17.0

Fiscal Management and Agency Property

17.1

Fiscal Management

17.1.1

CEO Authority and Responsibility

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17.2

Budget

17.2.1
17.2.2

Budget Process and Responsibility Described
Functional Recommendations to Budget

17.3

Purchasing

17.3.1

Requisition and Purchasing Procedures

17.4

Accounting

17.4.1
17.4.2
17.4.3

Accounting System
Cash Fund/Accounts Maintenance
Independent Audit

17.5

Agency Property

17.5.1
17.5.2
17.5.3

Inventory and Control
Issue/Reissue Procedures
Operational Readiness

21.0

Classification and Delineation of Duties and Responsibilities

21.1

Task Analysis

21.1.1

Task Analysis

21.2

Classification

21.2.1
21.2.2

Classification Plan
Job Description Maintenance and Availability

22.0

Compensation, Benefits, and Conditions of Work

22.1

Compensation

22.1.1

Salary Program

22.2

Benefits

22.2.1
22.2.2
22.2.3
22.2.4
22.2.5
22.2.6
22.2.7

Leave Program
Benefits Program
Personnel Support Services Program
Victim Witness Services/Line of Duty Death
Clothing and Equipment
Employee Assistance Program
Employee Identification

22.3

Conditions of Work

22.3.1
22.3.2
22.3.3

Physical Examinations
General Health and Physical Fitness
Fitness and Wellness Program

March
2009
July 2006

H-4

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Copyright © 2006 CALEA

INDEX
Abandoned vehicles 61.4.2, 61.4.3
Academy 33.2
administration 33.2.1
facilities 33.2.2
outside 33.2.3
reserves 16.3.3
Accident reporting 61.2.1
Accountability 11.2.1, 11.3.1, 11.4.2
Accounting 17.4
audit 17.4.3
cash funds 17.4.2
system 17.4.1
Accreditation process
familiarization 33.5.3
training 33.5.4
Acquired property
civil process 84.1.8
disposition 72.5.2, 84.1.7
inspections 84.1.6
receiving 84.1.1
records 84.1.5
storage 84.1.2, 84.1.3
Administrative leave 22.2.1
Administrative reports 11.4.1
Administrative review 1.2.9, 1.3.7, 1.3.8, 41.2.2,
41.2.3, 71.4.3
After action report
46.1.3
Aircraft 41.1.3
Alarm
Communications 81.2.4
courts 73.2.1, 73.4.1, 73.4.3, 73.5.9, 73.5.13,
73.5.19
holding facility 72.3.1, 72.4.2, 72.4.9
private 81.2.13
temporary detention 71.3.3
Alcohol and narcotics
criminal 43
detainee 72.5.4
employee use 26.1.1
traffic 61.1.5, 61.1.10, 61.1.11, 61.2.1, 61.2.2
Allocation of personnel 16.1.2
Americans with Disabilities Act
court access 73.2.1
recruitment 31.3.1
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Copyright © 2006 CALEA

Ammunition, authorized 1.3.9
Analysis
crime 15.3.1
grievances 25.1.3
job task 21.1.1
motor vehicle pursuit 41.2.2
use of force 1.3.13
Animals 41.1.4
Application process 31.3.1
Arrest
alternatives 1.2.6, 44.2.1
authority 1.2.1, 1.2.6, 16.3.3, 74.3.2
enforcement procedures 61.1.2
entry level training 16.3.3, 33.4.1
exceeding prisoner capacity 72.5.6
execution/attempt service, recording 74.1.2
field reporting system 82.2.2
files 82.3.6
ID number, criminal history 82.3.6
intake forms 72.5.2
legal authority defined 1.2.1
mass arrest 46.1.2
search and seizure 1.2.4
use of necessary force 1.3.1
victim/witness services 55.2.5
warrant 1.2.5, 74.1.2, 74.3.2
warrantless 1.2.5
Assessment centers 34.1.3
Assignment of personnel 16.1.2, 16.3.3
Audit
fiscal 17.4.3
password 82.1.6
property 84.1.6
Authority and responsibility 11.3
arrest 1.2.1, 1.2.5, 1.2.6, 1.2.8, 16.3.3
auxiliary 16.4.1
CEO 12.1.1, 12.2.1, 17.1.1
disciplinary 26.1.5
mutual aid 2.1.3
promotion 34.1.2
task force 42.2.5
training committee 33.1.1
Auxiliaries 16.4

Index-1

November
July 2009
2006

Background investigations
informants 42.2.7
preemployment 32.1.4, 32.2.1, 32.2.2, 32.2.3
tactical team 46.2.2
Barricaded person 46.1.2
Benefits 22.2
Bias Based Profiling 1.2.9
Bicycle 41.1.3, 61.1.5
Body armor 41.3.5, 41.3.6, 46.2.3
Booking 72.5.2, 72.5.3
mass arrest 46.1.2, 72.5.6
medical screening 72.6.3
Budgeting 17.2
Career development 33.8
Case management 42.1.3
Chain of Custody 83.2.1, 83.3, 84.1.1, 84.1.2, 84.1.5
Child - see Juvenile
Citations
accountability 82.2.3, 82.3.4
authority 1.2.6
juvenile 44.2.1
reporting 82.2.2
traffic 61.1.2, 82.3.3
Citizen survey 45.2.4
Civil
civil disturbance 46.1.2
civil service commission 32.1.1, 34.1.1, 34.1.2,
35.1.5
civil process 74.2.1
information, recording 74.1.1
liability protection program 22.2.2
warrant/wanted person procedures 74.1.3
Civil process 74.2
Civilian employees
training 33.7
Classification 21.2
Clothing and equipment
appearance 26.1.1
provided 22.2.5
Code of conduct 26.1.1
Code of ethics 1.1.2, 33.5.1
Cold case 42.2.9
Collection of evidence 83
Collective Bargaining 24
Command
“All Hazard” plan 46.1.2
disciplinary actions, role 26.1.5
notification 46.1.3
presence at scene 81.2.4
July 2006

protocol 12.1.2
unity 11.2, 46.1.9
Communication 81
24-hour, toll-free service 81.2.1
agreements 81.1.1
“All Hazard” plan 46.1.6
alternate power source 81.3.2
assistance, highway users 61.4.1
continuous, two-way capability 81.2.2
contract services 3
facilities & equipment 81.3
FCC requirements 81.1.2
misdirected emergency calls 81.2.12
multichannel radios 81.3.4
natural/man-made disaster plan 46.1.2
on-call schedule 42.1.1
private security alarms 81.2.13
recording and playback 81.2.8
recording information 81.2.3
reports by phone or mail 81.2.14
resources 81.2.5
security 81.3.1
separate emergency/nonemergency calls 81.3.3
telephone system 81.3.3
training 33.7.2
undercover 43.1.5
victim/witness calls 81.2.6
VIP security 46.2.6
Community involvements 45.2
Compensation 22.1
disability/death benefit 22.2.2
education 22.2.2
extra duty 22.3.4
health insurance 22.2.2
off duty 22.3.3
retirement 22.2.2
support services 22.2.3
training 33.1.3
Complaints
agency personnel 52
community 45.2.2
reporting 82.2.2
vice/drugs/organized crime 43.1.1
Computers
access 82.1.1
annual audit 82.1.6
back-up and storage 82.1.6
mobile data terminals 41.3.7
records access protocol 82.1.7

Index-2

RSLEA
Copyright © 2006 CALEA

Change Notice No. 2.8
Recognition Standards for Law Enforcement Agencies Amendments
Enacted by the Commission on March 26, 2010
Background
This is the eighth change notice for the Recognition Standards for Law Enforcement Agencies −
2nd Edition, which was published July 2006. Change notices shall be numbered by the Edition,
followed by a decimal point and the sequential number of the change to that edition. Change
notices are an essential component of the standards for law enforcement; they help ensure these
standards continue to reflect the best and most up-to-date information the profession can offer.
For the purpose of record, Change Notices 2.1, 2.2, 2.3, 2.4, 2.5, 2.6 and 2.7 were previously
made available to all client agencies and the changes are outlined on the reverse side of this
notice. The loose-leaf pages that accompanied Change Notice 2.1 bear the dates July 2006 and
November 2006, Change Notice 2.2 bear the dates July 2007, November 2007, March 2008,
Change Notice 2.3 bear the date July 2008, Change Notice 2.4 bear the date December 2008 and
Change Notice 2.5 bear the date March 2009, Change Notice 2.6 bear the date July 2009 and
Change Notice 2.7 bear the date December 2009.
Standards Amendments and Other Revisions Accompanying This Change Notice
Standard 2.1.3: Standard language change. (Effective Immediately)
Standard 22.3.1: Standard language change.
Standard 32.2.3: Standard language change. (Effective Immediately)
Standard 32.2.9: Standard language change. (Effective Immediately)
Standards 32.2.10: Standard language change. (Effective Immediately)
Standard 34.1.7: Standard language change. (Effective Immediately)
Standard 42.2.11: Standard language change. (Effective Immediately)
Standard 42.2.12: Standard language change. (Effective Immediately)
Standard 44.2.3: Standard and commentary language change.
Where to Insert This Notice and Accompanying Pages
Insert this notice immediately behind the front cover of the Standards Manual. Insert the
accompanying loose-leaf pages as indicated by their respective page numbers and discard the old,
correspondingly numbered pages. The new pages carry more recent dates than do those being
replaced.

Change Notice 2.1 (January 2007)
Standard 22.2.7: Standard and Commentary language were changed.
Standard 71.3.3: Changed language for bullet a and added commentary language.
Chapter 72 Introduction: Language change.
APPENDIX A: GLOSSARY – Added new term – Demonstrated Proficiency.
APPENDIX B: GUIDING PRINCIPLES FOR AGENCIES AND ASSESSORS – Language
change to 4.3.

Change Notice 2.2 (March 2008)
Standard 16.3.3: Addition of Commission Interpretation.
Standard 25.1.3: Language and Levels of Compliance changes.
Standard 35.1.2: Language change.
Standard 42.2.8: Language change.
Chapter 45 Introduction: Language change.
Standard 46.3.4: Language change.
Standard 52.1.5: Levels of Compliance change.
Chapter 71 Introduction: Language change.
Standard 71.3.3: Language change.
Standard 71.4.1: Language change.
Standard 71.4.2: Language change.
Standard 71.4.3: Language change.
Subsection 71.5 Processing and Testing: New.
Standard 71.5.1: New.
Standard 81.2.10: Language change.
Standard 81.2.14: Moved to Standard 82.2.5.
Standard 81.2.15: Renumbered to Standard 81.2.14.
Standard 84.1.6: Commentary Language change.
APPENDIX A: GLOSSARY- Added new terms – AMBER Alert and Constant Supervision.
Language change to Temporary Detention.
APPENDIX G: FILE CONSTRUCTION AND DOCUMENTATION - Deleted reference to
Panel Presentations.

Change Notice 2.3 (July 2008)
Table of Contents: New Standards.
Standard 33.5.4: Language change.
Chapter 42 Introduction: Added paragraph 3.
Standard 42.1.6: Revised.
Standard 71.1.1: New Standard.
Standard 71.5.1: New Standard.
Appendix H: STANDARD TITLES
H-10 – 46.3.4 changed to Hazemat Awareness.
H-16 – 81.2.14 moved to 82.2.5 (H-17).
H-16 – 81.2.15 changed to 81.2.14.

Change Notice 2.4 (December 2008)
Standard 1.3.6: Commentary language change.
Standard 1.3.9: Commentary language change.
Appendix A: GLOSSARY – Added new terms:
PHOTOGRAPHIC LINEUP
PHYSICAL LINEUP
SHOW-UP
Appendix H: STANDARD TITLES
H-9 – Added 42.2.11 and 42.2.12.
Index
Index-4 – Added Eyewitness identification
Index-6 – Added Line-up
Index 8 – Show-up
Change Notice 2.5 (March 2009)
Standard 1.3.1: Standard language change.
Standard 1.3.9: Standard language change.
Chapter 2 Introduction: Language change
Standard 2.1.3: Standard and Commentary language change.
Standard 22.3.3: New.
Standard 22.3.4: Renumbered from 22.3.3.
Standard 22.3.5: Renumbered from 22.3.4.
Chapter 46 Introduction: Language change
Standard 46.1.2: Standard language change.
Standard 46.1.9: Commentary language change.
Standard 83.2.2: Standard language change.
Appendix H: STANDARD TITLES
H-4 – Added 22.3.3
H-5 – Changed 22.3.3 to 22.3.4
H-5 – Changed 22.3.4 to 22.3.5
Change Notice 2.6 (July 2009)
Standard 83.2.7: Commentary language change.
Standard 84.1.6: Standard and Commentary language change.
Appendix A: GLOSSARY – Revised and added new terms.
AUDIT
INVENTORY
PROPERTY AND EVIDENCE CUSTODIAN
Appendix I: SAMPLE SIZE TABLE – EVIDENCE CUSTODIAN CHANGE AUDIT – New.
The following correction to a typographical error in the publication is also made as part of this
change notice:
ACKNOWLEDGEMENT

2
AGENCY JURISDICTION AND MUTUAL AID
Standards in this chapter relate to an agency’s jurisdiction and the provision and use of
mutual aid and regional law enforcement services among agencies through cooperative
agreements.
Agreements should be reached among first responder agencies, non-government
organizations (NGO), social service organizations, institutions of higher education, school
districts, medical facilities, and private entities in adjoining jurisdictions or within the
agency’s jurisdiction to provide assistance to each other in the event of natural disaster,
mass disorder, pandemic or other emergency situations. Lines of command should be
established beforehand. Procedures for the provision of personnel should also be
established in advance.
The Commission has exempted state agencies from having formal mutual aid agreements
with agencies in adjoining states. Standard 2.1.3 is not applicable for state agencies.
2.1 Agency Jurisdiction and Mutual Aid
2.1.1 A written directive delineates the specific geographical boundaries of the agency’s
jurisdiction.
Commentary: It is fundamental that the agency clearly describes, in writing, the geographical
boundaries of its jurisdiction. Situations involving overlapping or ambiguous territorial jurisdiction should
be avoided. A detailed official map, including the boundaries of the jurisdiction, may satisfy the
requirements of this standard. (M M M M)
2.1.2 A written directive specifies the agency’s responsibilities in any interagency agreement
regarding concurrent jurisdiction.
Commentary: The intent of the standard is to encourage an agency to identify its responsibilities, with
regard to concurrent jurisdiction, which are established as a matter of law or on the basis of interagency
agreement. This standard does not require an interagency agreement where none exists. The written
directive should clearly outline the source of the concurrent jurisdiction, e.g., cites the specific legal basis
or relevant interagency agreement, and should outline such details as identification of which agency
responds to a call for service by type, communication linkages between agencies to ensure prompt and
appropriate response, provision of back-up support between jurisdictions, and reporting responsibilities
and policy concerning the jurisdiction of prosecutors and courts. (O O O O)

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2.1.3 The agency has written agreements with neighboring agencies to provide mutual aid in
emergency situations. The mutual aid agreement must include, at a minimum, the following
details:
a. the legal status of agencies and agency personnel responding to mutual aid requests;
b. procedures for vesting provider agency personnel with the legal authority to act within the
receiver agency’s jurisdiction;
c. procedures for requesting mutual aid;
d. identity of those persons authorized to request mutual aid;
e. identity of persons to whom outside personnel are to report;
f. procedures for maintaining radio communication with outside personnel;
g. expenditures, if any, which should be borne by the receiver agency to compensate for the use
of the provider agency’s resources; and
h. procedures for review and revision if prescribed in the agreement.
Commentary: Emergency situations often require augmented law enforcement capabilities to restore
order or assist victims. The agency’s mutual aid agreement should provide all the information necessary
to initiate mutual aid activities either on behalf of the agency or at the request of a neighboring law
enforcement agency. The agreement should also consider provisions for the indemnification of the
provider agency and its personnel, e.g., life, health, and liability insurance.
Whether the agency operates under existing legislation or a mutual aid agreement, it should have a plan
for providing or receiving aid in critical incident situations. The plan should assess the extent of aid that
could be provided while maintaining adequate law enforcement coverage in the service area. The types
and amounts of major resources should be estimated and their locations listed. Planning should also
involve liaison with other agencies (non-government organizations (NGO), social service organizations,
institutions of higher education, school districts, medical facilities, and private entities) that may be
involved when mutual aid is invoked. (O O O O)
2.1.4 A written directive governs procedures for requesting federal law enforcement or national
guard assistance in emergency situations.
Commentary: None. (M M M M)

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22.3 Conditions of Work
22.3.1 A written directive describes the agency’s policy regarding physical examinations for
employees.
Commentary: A physical examination is a benefit to both the employee and the agency. Any physical
examination should be conducted only to confirm the employees’ continued fitness to perform the tasks
of their assignments and to inform them of their general physical condition, not to identify employees
with disabilities who are otherwise able to perform their assigned duties, with or without reasonable
accommodation.
The nature of some specific positions or responsibilities may necessitate periodic specific health screenings, such as those for crime scene personnel, firearms instructors, or range technicians who are repeatedly exposed to hazardous chemicals or lead contaminates. (M M M M)
22.3.2 A written directive describes the agency’s policy regarding general health and physical
fitness to perform job tasks identified for sworn employees.
Commentary: The functions of a law enforcement agency require a level of physical fitness not demanded by many other occupations, and fitness requirements should be specified. Standards of fitness
should be those that have been shown to be directly related to the tasks performed, and not serve to
eliminate or penalize employees who can otherwise perform the tasks of their assignment, with or
without reasonable accommodation. (M M M M)
22.3.3 The agency has a written directive that addresses a fitness and wellness program which
includes:
a..
b.
c.
d.
e.

mandatory or voluntary participation by agency personnel;
a trained program coordinator;
individual health screening and fitness assessment;
individual education and goal setting; and
ongoing support and evaluation.

Commentary: A fitness and wellness program has two main elements. The first is physical performance, i.e., the development and maintenance of physical performance capability to satisfactorily
perform job tasks and personal activities. The second is the individual’s present health status as well as
the risk for future disease. This is impacted greatly by lifestyle choices, including smoking, nutrition,
weight, stress management, inactivity, etc. The agency should also consider incentives to encourage
employee participation. (O O O O)
22.3.4 A written directive governs the types of off-duty employment in which agency personnel
may engage.
Commentary: This standard applies to both sworn and non-sworn personnel. It pertains to secondary
employment of the off-duty type—that is, outside employment wherein the use of law enforcement
powers is not anticipated. Agencies may want to consider expressing the prohibition of certain types of

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off-duty employment in general terms, such as proscribing off-duty employment that, in the opinion of
the agency, would constitute a conflict of interest or would tend to bring discredit to the agency. The
prohibition could be quite specific, such as by focusing on specific jobs or locations. (O O O O)
22.3.5 If the agency permits sworn personnel to engage in extra-duty employment, a written
directive addresses the following:
a. the requirement that sworn personnel must receive agency permission to engage in extra duty
employment;
b. policies that address the behavior and activities of officers during extra-duty employment;
c. approval, review, and revocation processes pertaining to officers’ extra-duty employment;
d. designation of a point of coordination or administration within the agency to oversee
adherence to the aforementioned policies, processes, and other matters deemed appropriate
by the agency; and
e. documentation of the significant aspects of each officer’s extra-duty employment.
Commentary: This standard pertains to sworn personnel whose secondary employment is of the
extra-duty type, that is, outside employment wherein the actual or potential use of law enforcement
powers is anticipated.
Bullet (a) requires sworn officers to obtain permission of the agency to engage in extra-duty employment. In addition, the relationship between the extra-duty employer and the officer-employee may be
governed by a written agreement between the agency and extra-duty employer. Among other provisions, an agreement might specify that payment by the extra-duty employer for the officer-employee’s
services shall be remitted to the agency, which will promptly compensate the extra-duty officer.
Regarding policies referred to in bullet (b), the agency might address the following matters, among
others, if not already covered by the agreement: authority of officers while working in an extra-duty
capacity; responsibilities of the officers to the agency and to extra-duty employers; matters of jurisdiction; callback, if required; limitations, if any, on the number of hours worked per given time period and
on the number of hours worked immediately prior to reporting to the agency; use of agency property
(weapons, uniforms, and the like); and liability, compensation, and indemnification issues arising from
injuries or other incidents occurring during extra-duty employment.
Regarding the approval, review, and revocation processes noted in bullet (c), the agency’s written
directive should cover a description of those processes, types of extra-duty employment that are
prohibited, and agreement by the extra-duty employer to restrictions, if any, on the types and conditions
of employment, including an assessment of the potential risk of injury.
With respect to bullet (e), documentation should reflect the unique needs of the agency, the relevant
sections of its collective bargaining agreement, if any, as well as pertinent statutory requirements, e.g.,
the federal Fair Labor Standards Act. Among the significant aspects of extra-duty employment to
document, the agency should consider the following: date, time, and place of employment; incidents that
involved use of law enforcement powers, injury to the officer or others, complaints received, and court
appearances (scheduled and actually attended) resulting from extra-duty employment; and liability and
indemnification concerns stemming from actions during extra-duty employment. (M M M M)

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2010
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2006

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tions. From the outset, candidates should be made aware that sensitive or confidential aspects of their
personal lives may be explored. Written notification of the expected duration of the selection process
not only is a courtesy but also helps the agency better plan and coordinate its selection process.
(M M M M)
32.1.5 All candidates not selected for positions are informed in writing.
Commentary: Prompt notification in writing is not only an essential element of an efficient administrative organization but also is fundamental to a fair and effective selection process. Candidates should be
informed within 30 days of such a decision. (M M M M)
32.1.6 A written directive governs the disposition of the records of all candidates not selected for
appointment.
Commentary: It is necessary to maintain selection data to ensure continuing research, independent
evaluation, and defense against lawsuits. The agency should determine requirements, consistent with
applicable laws, for maintaining identifying information, such as names and addresses. The agency
should comply with all federal, state, and local requirements regarding the privacy, security, and freedom
of information of all candidate records and data. (M M M M)
32.1.7 A written directive requires that selection materials be stored in a secure area when not
being used and are disposed of in a manner that prevents disclosure of the information within.
Commentary: The agency responsible for selection materials should limit access to them and store
them in locked files to provide 24-hour security. Selection materials should not be left unattended.
(M M M M)
32.2 Administrative Practices and Procedures
32.2.1 A background investigation of each candidate for all positions is conducted prior to
appointment to probationary status, and includes:
a. verification of qualifying credentials;
b. a review of any criminal record; and
c. verification of at least three personal references.
Commentary: It is more reliable to conduct the inquiry in person, though telephone and mail inquiries
are appropriate in obtaining criminal history and driving records. The investigation should routinely
involve a home visit with the candidate and his or her family and interviews with neighbors. Background
investigations are generally listed among the final stages in the selection process only to suggest that this
is when they should be completed; they are likely to have commenced much earlier. (M M M M)
32.2.2 Personnel used to conduct background investigations are trained in collecting required
information.
Commentary: None. (M M M M)

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32.2.3 The agency has a policy regarding the retention of each candidate’s background
information.
Commentary: None. (M M M M)
32.2.4 If polygraph examinations or other instruments for the detection of deception are used in
the selection process, candidates are provided with a list of areas from which polygraph questions
will be drawn, prior to such examination.
Commentary: Agencies are not required to administer polygraph examinations or other truth verification tests to all job classifications. For example, polygraph examinations may be required for sworn
personnel but need not be required for non-sworn personnel. (M M M M)
32.2.5 If polygraph examinations or other instruments for the detection of deception are used in
the selection process, the administration of examinations and the evaluation of results are
conducted by personnel trained in these procedures.
Commentary: The sensitive nature of these tests makes it necessary to rely upon examiners who
possess professional training and credentials in the use and interpretation of these investigative tools.
(M M M M)
32.2.6 A written directive prohibits the use of results of polygraph examinations or other
instruments for the detection of deception as the single determinant of employment status.
Commentary: Authorities agree that polygraph examinations or other instruments for the detection of
deception should be used only as an investigative aid, if at all. An admission during pre-test, test, or
post-test interviews, together with other information, may be sufficient to support decisions relevant to
employment status. (M M M M)
32.2.7 A medical examination is conducted, prior to appointment to probationary status, to
certify the general health of each candidate for a sworn position.
Commentary: None. (M M M M)
32.2.8 An emotional stability and psychological fitness examination of each candidate for a
sworn position is conducted and assessed by a qualified professional prior to appointment to
probationary status.
Commentary: None. (M M M M)
32.2.9 The agency has a policy regarding the retention of the results of medical examinations,
emotional stability and psychological fitness examinations.
Commentary: The agency should maintain a report of each physical examination and emotional
stability and psychological fitness examination to ensure proper procedures are followed and to provide
data for continuing research and legal defense, if needed. All records should be stored in a secure area.

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Access should be restricted to those persons legally entitled to review these records. The files or
records may be maintained in agency files or at the location of the medical examination provider.
(M M M M)
32.2.10 In the absence of controlling legislation or a collective bargaining agreement, at least a
six-month probationary period for sworn personnel following completion of entry-level classroom
training is required before candidates are granted permanent status.
Commentary: The agency should include a probationary period among the final steps in the selection
process. A six-month probationary period is generally accepted as a minimum among the law enforcement community and should be carefully related to the field training program (see standard 33.4.3).
Exceptions to the probation period if any, should be described in the directive. Exceptions may include
special assignments, injury, or illness occurring during entry-level training and remedial training.
(M M M M)

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Many commercially available tests have done validation studies that may be helpful to an agency.
Nothing in this standard should be interpreted as preventing an agency from using a combination of
methods to document the job-relatedness of its promotion process. The goal of this standard is to
ensure that the agency has the documentation necessary to make a logical and persuasive case in the
event of a legal challenge and that the elements of the promotion process measure skills, knowledge,
abilities, and traits needed to perform that job. (M M M M)
34.1.5 The agency provides sworn personnel with a written announcement of the promotional
process.
Commentary: Announcements should be posted prominently and in a timely fashion and be augmented by periodic verbal reminders at staff meetings, conferences, and shift briefing sessions. A
concise description of the vacancy should be provided, including the salary and the duties, responsibilities, skills, knowledge, and abilities required. Eligibility should be established during a formal qualifying
period that continues until the closing date of the announcement, until the closing date for submitting a
completed application, or until the date of the first scored part of the process, e.g., for a written examination. The description of the promotion process should be as detailed as is necessary to indicate clearly
to candidates what they can expect. Information should include expected duration of the entire process;
format, length, and duration of the written examination, if any; a summary of the role of the oral interview; cut-off scores on written and oral evaluations; a description of the assessment center, if any; and
the numerical weight assigned to each element of the process. (M M M M)
34.1.6 A written directive establishes criteria and procedures for the development and use of
eligibility lists, if any, for sworn positions to include, at a minimum:
a.
b.
c.
d.
e.

the numerical weight, if any, assigned to each eligibility requirement;
the system of ranking eligible candidates on the lists;
time-in-grade and/or time-in-rank eligibility requirements, if any;
the duration of the lists; and
the system for selecting names from the lists.

Commentary: None. (M M M M)
34.1.7 A written directive requires at least a six-month probationary period for all sworn
personnel who are promoted, with any exceptions defined.
Commentary: The agency should include a probationary period among the final steps in the process to
ensure newly promoted employees can assume the duties and responsibilities of the new positions, an
intent consistent with selection procedures for entry-level officers. Employees on probation should be
closely observed and evaluated frequently. Unsatisfactory performance should be identified and corrected early through counseling, training, or other suitable personnel actions to safeguard against the
promotion of employees beyond their capabilities. Exceptions while rare may occur. The agency’s
written directive should include criteria necessary to exempt a newly promoted officer from this requirement. (M M M M)

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42.2.8 The agency has a written directive concerning identity crime and procedures for:
a.
b.
c.
d.
e.

taking identity crime reports;
specialized report forms, if any;
providing information and assistance to identity crime victims;
coordination of investigations with other agencies; and
providing public information on prevention of identity crime.

Commentary: Identity crime costs businesses, end consumers, and individuals billions of dollars.
Significant credit problems and financial loss often affect an individual for years. Identity crime has been
directly linked to terrorist activities in both funding operations and obtaining documents for illegal
purposes.
The initial agency report information may require the use of a special form designed to obtain information unique to this crime. Information from government agencies is readily available to assist a victim in
providing notices of identity theft, re-establishing their identity and credit, and for public awareness
presentations. (O O O O)
42.2.9 A written directive describes the procedures for the investigation of cold case files, which
includes:
a. defining a cold case;
b. establishing cold case evaluation criteria; and
c. recording agency investigative actions or activities.
Commentary: Over time the position of persons involved and other factors in the situation may change
and present new opportunities for law enforcement to solve the case. With recent advances in DNA
(deoxyribonucleic acid) analysis, law enforcement has made a great advancement in its ability to identify
unknown offenders, even years after the crime occurred.
Law enforcement agencies should have a procedure where unsolved/cold cases are reviewed for new
information or where the application of new technology may be successful in solving the cases. This is
particularly important with serious crimes against persons, as these offenders tend to continue to commit
similar acts. (O O O O)
42.2.10 The agency has a written directive governing procedures for both uniformed and nonuniformed personnel utilizing designated rooms for interviews and interrogation, to include:
a.
b.
c.
d.
e.
f.

weapons control;
security concerns;
number of personnel allowed in the interview room;
means and methods for summoning assistance, if needed;
equipment or items to be kept in the interview room or area; and
access to restrooms, water, or comfort breaks.

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Commentary: For the purpose of this standard, designated rooms include polygraph rooms, voice
stress analyzer rooms, and other rooms where it is likely that an interview could turn into an interrogation and arrest of a person. The intent of this standard is to establish safe conditions for the various
situations that law enforcement officers may encounter when conducting interviews or interrogations at
law enforcement facilities. Occasionally, however, serious conditions unexpectedly develop such as an
apparently cooperative suspect becoming combative. The agency should provide clear direction for the
use of the interview room to ensure safety and the admissibility of any statements made therein.
Standard 42.2.1, interviews and interrogations, is concerned with techniques to enhance the development of information relating to a crime.
Standard 1.2.3 addresses applicable constitutional requirements concerning interviews and interrogations including access to counsel. (M M M M)
42.2.11 A written directive describes the procedures for using photographic or physical lineups in
eyewitness identification to include the following:
a.
b.
c.
d.
e.
f.
g.

composition of lineup;
using video and/or audio recording;
situations where more than one eye witness is available;
instructing witnesses prior to viewing lineup;
identifying the level of confidence expressed by the witness;
prohibiting feedback by the administrator; and
documenting lineup and the results.

Commentary: The intent of this standard is to establish reliable identification testimony by a witness.
This standard needs to be evaluated in terms of the following factors that the courts have found to be
relevant in identification testimony, namely: 1) the witness’ opportunity to view the criminal during the
crime; 2) the length of time between the crime and subsequent identification; 3) the level of certainty
demonstrated by the witness at the identification; 4) the accuracy of the witness’ prior description of the
suspect; and 5) the witness’ degree of attention during the crime. In addition, the confidence level of the
witness should be evaluated in terms of the witness’ statement, conduct or other relevant observations.
(M M M M)
42.2.12 A written directive describes the procedures for using show-ups in eyewitness
identification to include the following:
a.
b.
c.
d.
e.
f.
g.

compelling reasons under which a show-up may occur;
manner of transportation to the show-up;
situations where more than one eye witness is available;
instructing witnesses prior to viewing show-up;
identifying the level of confidence expressed by the witness;
prohibiting feedback by the administrator; and
documenting show-up and the results.

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Law enforcement agencies have a wide range of alternative remedies they may employ, ranging from
warnings to intake.
If allowed by law, written citations or summonses should be used rather than taking juveniles into
custody. A copy of the citation should also be sent to the juvenile’s parents or guardians.
The agency should have guidelines for making diversion decisions, such as the nature of the offense, the
age and circumstances of the offender, the offender’s record, the availability of community-based
rehabilitation programs, and recommendations for diversion from complainants or victims.
Where appropriate and when resources are available, simple treatment by the agency alone, consisting
principally of supervision on a voluntary basis agreed to by the parents, may suffice.
In other cases, a relatively prolonged program of treatment or diversion on a voluntary basis, necessitating the services of one or more social agencies, may be needed.
Agency referral of alleged juvenile offenders for formal legal proceedings should be restricted to those
cases involving serious criminal conduct or repeated criminal violations. In general, delinquent acts
requiring referral to the juvenile justice system would include all delinquent acts that, if committed by an
adult, would be felonies; all delinquent acts involving weapons; all serious gang-related delinquent acts;
all delinquent acts involving aggravated assault and battery; all delinquent acts committed by juveniles on
probation or parole or by those with a case pending; and all repeated delinquent acts (within the preceding 12 months).
Other cases that may require referral to the juvenile justice system include juveniles who have been
selected for a diversion program but have refused to participate and cases in which it has been determined that parental supervision is not effective.
If prevailing law specifies requirements for intake, the standard may be satisfied by incorporating
reference to the law into the written directive. (M M M M)
44.2.2 The agency has written procedures for taking a juvenile into custody including, at a
minimum, provisions for the following:
a. determining whether the juvenile is alleged to have engaged in noncriminal misbehavior (a
status offense);
b. determining whether the juvenile is alleged to have been harmed or to be in danger of harm;
c. ensuring that the constitutional rights of juveniles are protected;
d. bringing the juveniles to the intake facility or the juvenile component without delay (unless a
juvenile is in need of emergency medical treatment); and
e. notifying parents or guardians of juveniles that the latter have been taken into custody.
Commentary: The intent of the standard is to provide guidance to agency personnel in making custody
decisions in juvenile matters. For the purposes of this standard the term “taking into custody” encompasses the concept of protective custody for juveniles.
Agency procedures should also specify the responsibilities of law enforcement personnel during the
processing of a juvenile taken into custody. (M M M M)

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44.2.3 A written directive describes the procedures for the custodial interrogation of juveniles.
Commentary: In developing this directive, the agency should be aware that the voluntariness of the
juvenile’s confession will generally be the issue. In determining whether a confession is voluntary, the
courts look to the totality of the circumstances which includes a review of the following factors related to
the juvenile defendant: 1) age, intelligence, educational background, 2) mental capacity, including
whether the defendant was nervous and physical condition, 3) prior experience in the criminal system, 4)
whether the defendant is suffering from any injury or pain at the time the statement is given, 5) the
duration of the questioning, 6) time of day, 7) whether the defendant is tired and is desirous of sleep, 8)
length of confinement, 9) whether Miranda or police caution warnings were given ,when, and whether
he understood them, 10) whether the room size was of sufficient size and supplied with appropriate
furniture, 11) whether defendant was cuffed or threatened, 12) whether defendant was refused the use
of bathroom, food, or drink, 13) whether there was a promise of leniency, 14) whether the juvenile
understood the interrogation process, 15) whether a youth officer is present during the interview, 16)
whether the parents were notified, 17) whether the juvenile asked for a parent to be present, 18)
whether the police prevented a concerned adult from speaking with the juvenile, which is a significant
factor, and 19) familiarity with English or the official language. (M M M M)
44.2.4 A written directive describes the agency’s school liaison program.
Commentary: School liaison programs can also provide a forum through which students, parents,
faculty, and law enforcement officers can become acquainted and, as a result, earn mutual respect.
Apart from the obvious benefits accruing to students, such programs demonstrate to parents and faculty
that the agency has a genuine interest in the community’s young people. (O O O O)
44.2.5 The agency participates in and/or organizes community recreational youth programs.
Commentary: Law enforcement agencies should take an active leadership role in developing community recreational programs for juveniles.
This standard is intended to encourage the establishment of ongoing recreational programs as opposed
to occasional events. This standard is additionally intended to address recreational program, as opposed
to youth-oriented instructional programs, e.g., DARE, GREAT. (O O O O)

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