17.00.130 DEPARTMENT TRAINING
All Department training will be directed toward the enhancement of personnel development and toward effectively achieving goals and objectives of the Department.
The Department is committed to providing a high level of training to its employees. For sworn personnel, this training shall be in addition to any training required by the State to attain commissioned Law Enforcement Officer status.
The Department shall provide training for Department personnel in accordance with:
v Federal and Washington State law
v Washington State Criminal Justice Training Commission Standards
v City Policy
Police Department Policy and Procedures, Rules and Regulations
The Department's employee training objectives include:
v The understanding of the Department's role in service to the community, and in the protection of lives and property
v The understanding of the police employee's role in the criminal justice system
v The understanding of the police officer's role in exercising authority
v Reducing liability, increasing employee productivity and effectiveness through increased knowledge
v Utilizing the expertise of professional trainers, in-house talent and other resources to provide quality instruction on various relevant topics
v Providing a unity of purpose to personnel through training
The Commander of the Personnel Services Unit reports to the Administrative Services Major and is responsible for the management of the training function and the coordination of all training activities for sworn personnel of the Police Department. Records Unit personnel assigned to track training will maintain their own training records. NORCOM Personnel assigned to the training task will track NORCOM training.
The responsibilities of the Personnel Services Commander will include but not be limited to:
v Development and management of the training budget
v Development and maintenance of a training plan to insure accomplishment of training objectives
v Identification of training needs
v Supervision of the Personnel Services Unit and functional supervision over all Department training
v Selection, training and evaluation of instructors for training programs
v Scheduling, implementation and evaluation of training programs
v Locate, coordinate attendance of and evaluate training sources in order to address Department training needs
v Maintain training records of all Department personnel
v Attend Department critiques and planning sessions whenever training may be a factor.
Cooperation from all command personnel is required to achieve effective Department training.
Commanders are responsible for making available physical and personnel resources as necessary for instruction and training.
Employee Responsibility (CALEA 33.1.2)
All employees are expected to actively participate in departmental training as necessary or required.
Employees returning from outside training courses will submit a Police Training Record form.
Employees receiving departmental training may be asked to conduct similar training for the Department. The employee will be informed in advance of class attendance if they will be expected to provide future training on the topic.
When training is mandatory, exceptions to attendance may be allowed under the following circumstances:
v Personnel with prior vacation approval
v Reasonable excuses, such as illness, personal emergency, police emergency, court appearances, and absences approved by a supervisor
v Whenever possible, exceptions must be approved in advance of the scheduled training
Unless excused from mandatory training by a supervisor or above, employees are expected to attend mandatory training. Failure to attend mandatory training without prior approval may be a violation of Department rules and regulations and subject the employee to possible disciplinary action.
Where mandatory training is missed by an employee it must be explained in writing via the chain of command to the employee's section commander. The Personnel Services Unit, or the Training Coordinator from the appropriate Section/Unit, will then make the necessary arrangements for make-up training.
Training will be conducted within the framework of City and Department goals and in cooperation with all operational units.
Training Committee (CALEA 33.1.1)
The Department’s training committee consists of the Deputy Chiefs, Majors, PSU Commander, PSU Training staff and the Department’s Finance Manager. The committee will serve in an advisory capacity to the Personnel Services Unit Commander for the purpose of determining future relevant training which needs to be provided to staff.
During the first quarter of each year, the Commander of the Personnel Services Unit shall chair an annual meeting of the Training Committee. Recommendations of the committee shall be based in part upon training requests and suggestions from other employees throughout the Police Department. Recommended training should meet the requirements of mandatory training, address identified deficiencies, facilitate career development, improve employee safety or increase staffs’ ability to provide quality service to the community.
The committee shall evaluate the current training programs and discuss updates or revisions to training needs in order to prepare for future budget requests. The evaluation process shall include:
v A summary of strengths and weaknesses of training programs
v Review of new laws and court decisions
v Review of departmental and administrative directives
v Review of Department Training Report Forms and other course critiques in evaluating training presentations
v A review of employee attendance and the training received
v Review of other informational surveys and evaluations conducted by the Personnel Services Unit
The committee has the authority to approve or reject suggestions on basis of available budget for training, appropriateness of topics, and the need for recurring in-service training on key topics.
The Personnel Services Unit will compile training program data on an annual basis and provide a year-end report to the Chief of Police. The Training Coordinator from the Records Unit will submit training data to the PSU Commander for inclusion in this report.
The year-end report will also identify the following year’s training topics for approval. The Chief will authorize the PSU commander to implement such training via the chain of command.
In-Service Training (CALEA 33.5.1)
The Department emphasizes the need of all sworn personnel to be kept up-to-date on matters involving law enforcement, legal updates, and officer safety. WAC 139-05-300 requires that each commissioned staff member receive a minimum of 24 hours of in-service training each calendar year.
This goal is met through a variety of training processes from within the department, which can include in-service training, E-Learning, outside training, shift briefing training, bulletins, memorandum, and other training processes. Each year, the Department’s training committee shall meet to establish a list of topics to be presented during the following year’s in-service training sessions. This training will normally be presented during two annual 10-hour training days.
Additional in-service training days may be added as needed. The training sessions include lecture, demonstrations, and hands-on scenarios incorporating a variety of law enforcement topics (new, review, and mandatory legal update topics, for example; certification and recertification of first responders).
Changes to Department policy are also reviewed in this setting (as well as at shift briefing). Attendance at in-service training sessions is mandatory. The information presented at these training sessions is essential to effective law enforcement service and may also be found on promotional exams.
Twice yearly, commissioned staff are required to qualify with their department issued handgun.. If carried on duty, they must also qualify twice yearly with a Department-authorized back-up weapon, patrol shotgun, and/or Patrol Rifle. A certified Firearms Instructor conducts the firearms qualification course for each commissioned staff member.
Defensive tactics are reviewed in a lecture and hands-on format using Washington State certified instructors.
Shift briefing will be used as an adjunct to regularly scheduled department in-service training. A variety of topics will be covered in an attempt to update employees on a wide range of law enforcement issues/skills. Training in shift briefing may be conducted by any employee or outside source once the training has been approved by a supervisor.
Employees who have recently attended an advanced training course will be encouraged to bring this new information to briefings. Advance notice will be given about scheduled shift briefing training when possible to maximize employee exposure to the offered training.
Supervisors will be responsible to record the names of all employees who attend training, who provided the instruction, topics covered, and any critiques of the training. Shift Briefing Training will be documented on the Police Training Report and forwarded to PSU to be entered into the Training Database.. Techniques/methods used to conduct roll call training will depend on the topics to be covered.
Formal shift briefings occur for sworn officers working in Patrol. Sworn and professional personnel from all Sections of the Department are encouraged to attend these briefings for regular information exchange and to take advantage of training offered.
Through the use of tailored checklists, individuals will be oriented to the specialized area of the police department to which they have been transferred. As part of the orientation process, specific aspects of the particular specialty will be reviewed such as:
v Development/enhancement of skills particular to the specialization
v Unique aspects of administration, management, and supervision
v Department Policy and law specifically related to that position
v Parameters of supervised “on the job training” as the position requires
v Performance standards
Outside training classes through WSCJTC or other organizations in the area of the specialization may also be required, i.e. Basic Swat school, Basic Riot Control, Crime Scene Investigation or others.
Assignments requiring specialized training include the following;
v Crowd Control Unit
v Special Enforcement Team
v Evidence Technician
v Traffic Motorcycle Officer
v Traffic Collision Investigator
v Field Training Officer
v K-9 Unit Dog Handler
v Hostage Negotiator
v Bomb Squad
v School Resource Officer
v Bicycle Officer
Checklists and guidelines will be maintained in unit operating manuals or by the commander of the unit.
Police Support Officer Training
Police Support Officers (PSO's) act with limited law enforcement powers. Their training includes but may not be limited to:
v Attendance at a corrections academy
v Legal, safety, rules and regulations
v Training with any non-lethal weapons issued
v Tasks associated with their assignments, and;
v Training on how to interact with the public.
Satisfactory completion of the state Correctional Academy is required for successful completion of the PSO’s probationary period.
Civilian Employee Training (CALEA 33.7.1 & 2)
All newly hired civilian employees will receive orientation training by the Human Resources Department. The training supervisor or training officer of the appropriate section will provide the following information:
v Orientation to the department's mission, purpose, goals, policies, and procedures
v Orientation to working conditions and regulations
v Responsibilities and rights of employees
The Department hires two types of civilian employees; employees acting with limited law enforcement capacities, and personnel who have no enforcement authority. These employees are required to complete orientation and in-service training as determined by the needs of their Section Commander.
Training provided to civilian employees who are in frequent contact with the public will stress the skills necessary to perform the technical aspects of their job and the importance of the link they provide between the public and the department.
The following civilian positions are identified as positions requiring initial and ongoing training commensurate with their responsibilities. Such training will stress not only the skills necessary to perform technical aspects of their jobs but also the importance of the link they provide between citizen and the Department, which often shapes the citizen’s opinion of the Department:
v Records Specialists
v Property & Evidence Technicians
v Records Supervisors
v Administrative Assistants
v NORCOM employees. (Refer to the NORCOM Policy Manual for information on NORCOM training.)
Training records and relevant data regarding civilian training shall be maintained within the employee’s Section.
Career Development Training (CALEA 33.8.1 & 33.8.3)
Supervisory personnel will receive training that will enable them to provide career development counseling and information to other employees.
Career Development training will be completed as a part of the initial supervisory training and updated as needed. The areas to be covered in training will include:
v General counseling techniques
v Skills, knowledge, and abilities assessment
v Record keeping techniques
v Cultural diversity training
v Salary and benefit information
v Education and training opportunities available both outside and within the department
The Department supports and promotes the concept of intra-departmental training to educate employees on the interaction and affect of job tasks and positions on each other and the community.
The Department supports and promotes the concept of inter-agency training.
This type of cooperative training between Sections, City departments and other criminal justice agencies increases effectiveness improves coordination and promotes better understanding.
When training programs are developed and applicable to outside agency participation, the Personnel Services Unit Commander will coordinate hosting of the training at the Bellevue Public Safety Training Center or elsewhere as appropriate.
The use of Bellevue personnel as instructors for other agencies will be with the approval of the Chief of Police.
In order to better evaluate training needs, assist in program development, and define training impacts, resources for training programs which may be utilized include:
v Training evaluations and critiques
v Internally produced reports (e.g., Crime Reports)
v Command reports/command meetings/staff reports
v Administrative direction
v Consultation with personnel and staff observations
The Personnel Services Unit posts training schedules and bulletins listing mandatory as well as optional training courses on the PSU Sharepoint site.
Employee requests for optional training will be made on the Training Request Form and submitted to the Personnel Services Unit. Training requests require:
v Supervisor's approval
v Section Commander approval if budget resources are to be utilized
v Requests for optional training requests will be evaluated by the Personnel Services Unit commander to ensure they are consistent with Department training objectives
v The Chief of Police has final approval on all training
v Attendance rosters will be kept on all in-house training sessions
v All personnel are required to participate in mandatory in-service training
In-service training includes in-house, Washington State Criminal Justice Training Commission certified courses, E-Learning and other courses provided by Department-approved training vendors/instructors.
In a calendar year, the Department's objective is to provide the number of hours of in-service training needed to accomplish Section goals and/or minimum State requirements.
The Personnel Services Unit will compile and maintain data on the number of hours of training received by all sworn police personnel. NORCOM and Records Unit will maintain their own training data.
The Department training budget, including tuition and travel subsistence, is administered by the Personnel Services Unit.
Reimbursement for training and travel expenses require the approval of the Chief of Police, or his/her designee, in compliance with City travel policy and procedures.
The Commander of the Personnel Services Unit is responsible for identifying resources in the public and private sector that are available to enhance Department training programs.
In-house training programs will have performance objectives which:
v Focus on the elements of job task analysis
v Provide clear statements of what is to be learned
v Provide a basis for evaluating the participants and for evaluating the effectiveness of the training program
All training programs (produced in-house, taught by outside instructors, or hosted training) must be accompanied by lesson plans. The lesson plan shall be on the Department Course Outline and include:
v Course title
v A statement of performance and job-related objectives
v List the content of the training and instructional techniques to be used
v Reference materials included with training
v Materials required for training
v Training aids to be used (slides, PowerPoint presentation, videos, etc.)
v Identification of any tests to be used as part of the training
If a test or other performance measure is to be used, it will:
v Measure whether the objectives of training were met
v Measure the employee's knowledge of the training presented
v Ensure the employee meets relevant minimum qualification standards (e.g., firearms training)
v Assist in determining the appropriate scope and extent of future training
Testing format is dependent upon the course of instruction and may consist of a written examination, performance exercise, or a combination thereof.
Instructors who are not employees of the Department will be asked to furnish a lesson plan and a complete copy of all material to be presented.
Lesson plans must be reviewed and approved by the Commander of the Section responsible for the training prior to a training session being held. Approval ensures that lesson plans are consistent with Departmental guidelines and policy.
A copy of completed lesson plans and accompanying course material will be maintained by the Personnel Services Unit. The copy may be maintained on paper or electronically at the discretion of the PSU Commander.
Remedial training is individualized instruction used to correct specific performance deficiencies or employee performance needs.
Performance discrepancies, whether determined by supervisory evaluation, citizen input, testing, or other means, can often be improved and/or changed through remedial training.
Training and certifications that are mandated by law or Department standards and directives may be addressed by regular and remedial training where appropriate.
Remedial training will be coordinated by the Personnel Services Unit as the need arises. The Chief of Police will be apprised of remedial training via the chain of command. Completion of remedial training will be accomplished as soon as possible after the need/deficiency is determined to exist.
Personnel assigned to remedial training are required to attend the assigned instruction. Failure to participate will be reported to his/her section commander. Any resultant disciplinary action will be in accordance with Department policy.
A record of training received by employees will be maintained by the Personnel Services Unit and updated as employees submit course verification information.
Training records include the following:
v Course title
v Hours of instruction
Training certificates received by employees will be forwarded to the Personnel Services Unit and will be maintained in their training file.
A record of training courses provided to personnel will be maintained by the Personnel Services Unit. In-house training course records will include:
v Lesson plan
v Roster of attendees
v Tests - if administered
v Instructor information
Information regarding outside training courses (e.g., WSCJTC Courses) will be documented and reported on the Personnel Services Unit's year-end operational summary. This summary will include the number of hours of training received by each Department employee.
Upon request, each employee will receive a year-end summary of his/her training.
With the exception of a release of training summary to each employee, training records will not be released by the Department to anyone outside the Department, without the approval of the Chief of Police.