Common use of CRITICAL RESPONSE TECHNICAL ASSESSMENT REVIEW Clause in Contracts

CRITICAL RESPONSE TECHNICAL ASSESSMENT REVIEW. Police Accountability—Findings and National Implications of an Assessment of the San Diego Police Department PERF’s review found that negative in- dicators were, in fact, identified in the background investigations of some of the officers who were involved in misconduct cases, but the indicators were mitigat- ed before hire for various reasons. This finding underscores the importance of the recommendation to have a clear and unwavering policy that specifies which negative indicators will be acted upon and describes how, when, and by whom these indicators can be mitigated, if at all. low-level use of illegal drugs at a young age or other minor offenses, should be seen as a youthful indiscretion and not as a lifetime xxxxxxxx- xxxx. Police agencies differ in how they define disqualifying factors in an applicant’s background, and San Diego should consider these issues carefully. In any case, the rules should be clear and should be adhered to without exceptions being made on an ad hoc basis. In addition to standard background checks, the SDPD directs each applicant to fill out an authorization and request for release of military records. This allows the SDPD to obtain any records from the military in cases involving applicants with military experience and to confirm whether or not the applicant served in the armed forces. This is im- portant, as it can bring to light a gap that may exist if an applicant was discharged from the military because of behavioral, medical, or legal issues but does not disclose his or her military service. SDPD background investigators can write a nonselect report at any time during the process, which is reviewed by the chain of command up to the chief of police prior to approval. This ensures that elimination of a candidate can occur at any point as a result of admitted or identified issues, such as drug use that exceeds standards, criminal activity, or serious credit issues. This also spares the depart- ment the unnecessary expense of continuing an applicant’s processing until the next review stage. In 2013, because of several cases involving sexual misconduct by on-duty officers, the SDPD has incorporated at least 24 new questions into the Pre-Polygraph Questionnaire that focus on past sexual behavior. For example, applicants are now asked whether they have ever engaged in any type of sexual conduct at work. According to interviews with SDPD recruiting staff and department psychologists, these questions are specifically designed to screen out applicants with questionable past behavior. Polygraph examination Applicants who reach this stage of the process are invited to take a polygraph examination. The polygraph examination is a helpful tool in verifying the findings of the background investigation and resolving outstanding questions or findings of concern to the department. Polygraphs are conducted by SDPD examiners. As of November 2014, there are two full-time examiners and a third in the hiring process. Each examiner typically conducts one or two tests a day. Each test lasts approximate- ly one and a half hours. The SDPD uses the Directed Lie Screening Test (DLST). Prior to meeting with the applicant, the examiner reviews all documentation collected to this point by the background investigator, including the PIQ and PHS. The examiner looks at all admissions made by the appli- cant and prepares for the exam. Once the applicant arrives, the examiner typically develops a rapport with the applicant and explains the make-up and rules of the exam. At this stage, applicants are encouraged to provide disclosures they may have omitted up to this point for various reasons. Applicants are also told that the purpose of the exam is to detect whether they are purposefully keeping any information concerning their background from the investigative process. After establishing baselines for detecting deception, applicants are asked a series of questions about illegal or appropriate conduct.

CRITICAL RESPONSE TECHNICAL ASSESSMENT REVIEW. Police Accountability—Findings and National Implications of an Assessment of the San Diego Police Department PERFXXXX’s review found that negative in- dicators were, in fact, identified in the background investigations of some of the officers who were involved in misconduct cases, but the indicators were mitigat- ed before hire for various reasons. This finding underscores the importance of the recommendation to have a clear and unwavering policy that specifies which negative indicators will be acted upon and describes how, when, and by whom these indicators can be mitigated, if at all. low-level use of illegal drugs at a young age or other minor offenses, should be seen as a youthful indiscretion and not as a lifetime xxxxxxxx- xxxx. Police agencies differ in how they define disqualifying factors in an applicant’s background, and San Diego should consider these issues carefully. In any case, the rules should be clear and should be adhered to without exceptions being made on an ad hoc basis. In addition to standard background checks, the SDPD directs each applicant to fill out an authorization and request for release of military records. This allows the SDPD to obtain any records from the military in cases involving applicants with military experience and to confirm whether or not the applicant served in the armed forces. This is im- portant, as it can bring to light a gap that may exist if an applicant was discharged from the military because of behavioral, medical, or legal issues but does not disclose his or her military service. SDPD background investigators can write a nonselect report at any time during the process, which is reviewed by the chain of command up to the chief of police prior to approval. This ensures that elimination of a candidate can occur at any point as a result of admitted or identified issues, such as drug use that exceeds standards, criminal activity, or serious credit issues. This also spares the depart- ment the unnecessary expense of continuing an applicant’s processing until the next review stage. In 2013, because of several cases involving sexual misconduct by on-duty officers, the SDPD has incorporated at least 24 new questions into the Pre-Polygraph Questionnaire that focus on past sexual behavior. For example, applicants are now asked whether they have ever engaged in any type of sexual conduct at work. According to interviews with SDPD recruiting staff and department psychologists, these questions are specifically designed to screen out applicants with questionable past behavior. Polygraph examination Applicants who reach this stage of the process are invited to take a polygraph examination. The polygraph examination is a helpful tool in verifying the findings of the background investigation and resolving outstanding questions or findings of concern to the department. Polygraphs are conducted by SDPD examiners. As of November 2014, there are two full-time examiners and a third in the hiring process. Each examiner typically conducts one or two tests a day. Each test lasts approximate- ly one and a half hours. The SDPD uses the Directed Lie Screening Test (DLST). Prior to meeting with the applicant, the examiner reviews all documentation collected to this point by the background investigator, including the PIQ and PHS. The examiner looks at all admissions made by the appli- cant and prepares for the exam. Once the applicant arrives, the examiner typically develops a rapport with the applicant and explains the make-up and rules of the exam. At this stage, applicants are encouraged to provide disclosures they may have omitted up to this point for various reasons. Applicants are also told that the purpose of the exam is to detect whether they are purposefully keeping any information concerning their background from the investigative process. After establishing baselines for detecting deception, applicants are asked a series of questions about illegal or appropriate conduct.