Professional Standards
The Professional Standards Bureau consists of one Lieutenant, one Training Sergeant and one PSD Investigator. This bureau is responsible for recruiting, hiring, promotional processes, training, policy development, background investigations, internal affairs complaints, Use of Force Reviews, and employee commendations.
Training
The process for training is based on the needs of the department and the individual employee to complete certain roles and responsibilities while meeting state mandated requirements of all employees. On-going efforts are being made to expand In-House and In-Service Training, along with networking with area Law Enforcement Training Coordinators.
Recruiting and Hiring
PSD hires for all positions within the Police Department, including Communications Operators, and Animal Services. The recruiting and hiring process has been on-going this past year attempting to fill vacancies created by exiting employees and growth. We are continually conducting testing processes, background investigations, polygraph and psychological exams. In fiscal year 2005 - 2006 the department underwent the transformation to a Civil Service agency. Civil Service rules will only affect the sworn police positions.
Once an employee starts out as a peace officer on the streets of Georgetown, they must complete a sixteen week field training program that will take them from watching a seasoned officer to completing calls on their own without assistance. Once the recruit is judged to be ready, they are released from the program to perform their duties as a Police Officer.
Internal Affairs Investigations
The current process for filing a complaint that leads to an investigation starts when a customer, either external or internal, files a written complaint. From there, a control number is issued in order to track the complaint and establish documentation. The complaint is investigated by either the affected employee's immediate supervisor, if possible, or by the Professional Standards Division. Once the investigation is completed, the investigation findings are submitted to the affected employee's Captain for approval and recommendation.
From there, the investigation findings and recommendations are forwarded up through the chain of command for final approval and dispositions. The appeal process for disciplinary action starts with the Chief of Police and then, if necessary, to the Civil Service Board.
* Sustained - The allegation is supported by sufficient evidence to justify a reasonable conclusion that the alleged misconduct occurred.
** Not Sustained - A determination that the facts presented are insufficient to clearly prove or disprove the allegations. The inquiry into this allegation is inactivated pending development of further information.
*** Exonerated - The incident occurred, but the conduct was lawful and proper.
**** Unfounded - It is found that the reported misconduct did not occur or did not occur as alleged.
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