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Recommendations

Chapter 7

Systems for Supervision, Accountability, Organizational Learning, Remediation, and Discipline

Finding 42

MPD does not analyze trends, patterns, or other issues associated with complaint data.

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Recommendation 42.1

MPD needs to evaluate and analyze complaint data to inform an develop appropriate interventions, training, and policy implications across the organization.

Recommendation 42.2

MPD should ensure that complaint data are tabulated by citywide, district, unit, and peer groupings to help supervisors understand overall employee performance and the specific factors at issue within their district to allow for active and engaged supervision.

Recommendation 42.3

MPD should ensure that complaint data are evaluated quarterly as part of the overall CompStat process to identify trends and patterns across the city.

Recommendation 42.3

MPD should ensure that complaint data are evaluated quarterly as part of the overall CompStat process to identify trends and patterns across the city.

Current:

Currently, MPD conducts an analysis of internally- and externally-generated complaint data every 6 months via the CompStat Data is tabulated for CompStat city-wide, by work location/district and unit. In addition, the commanding officers of each district are provided with data relative to their work locations for further analysis and to allow them to address specific issues at CompStat. Standard Operating Procedure (SOP) 450.50(F) – Personnel Investigations requires the commanding officer of IAD to cause a review of personnel investigations every six months to identify patterns of allegations concerning members of the department.

In 2012, in an effort to enhance EIP, MPD conducted extensive research into EIP programs and research nationally, which revealed very little research has been conducted on EIP best practices. MPD also engaged in reverse engineering of the EIP system by reviewing complaint data to identify specific misconduct behaviors. This entailed review of incidents of misconduct to create benchmarks for interventions. This method provided a starting point for determining the efficacy of EIP data, identifying at risk employees exhibiting linear behavior patterns and providing MPD indicators for behavior detection. The methodology included identifying those employees with the largest number of internal affairs complaints. As a result of the study, EIP indicators for alcohol, battery and sexual assault were added to the program, in addition to supervisor/peer referrals. The study’s methodology assisted MPD in developing a comprehensive EIP to provide empirical data, predictive analysis, and union and employee corroboration. In addition, a bi-annual review of complaint data is conduct by the EIP administrator to monitor employee trends and patterns of behavior.

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