CPD InternalAffairsReport 2015

8/18/2019 CPD InternalAffairsReport 2015

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2015INTERNAL AFFAIRS

REPORTCOLUMBIA POLICE DEPARTMENT

Office of Professional Standards


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MESSAGE FROM THE CHIEFCitizens o Columbia,

It is my pleasure to present to you the Columbia Police Department’s 2015 Internal Affairs Report.

Our internal affairs process plays an integral role in building and maintaining community trustand confidence. Te Internal Affairs Unit within our Office o Proessional Standards is taskedwith producing this annual report to inorm the public o the process we use to investigatecomplaints o officer misconduct, use o orce incidents, vehicle pursuits and officer involvedcrashes. Te report provides a complete overview o our internal affairs activities along withsupporting data and inormation.

During the past year, we have continued our efforts to build strong relationships with those weserve. Te 2015 Internal Affairs Report highlights some o the organizational and operationalchanges the Department put into place to urther demonstrate transparency and accountability.

In 2015, the Columbia Police Department:▶ continued to review and modernize Department policies and procedures relating to use o

orce;

▶ established a Citizen Advisory Council;

▶ implemented a body-worn camera program, equipping and training all patrol officers;

▶ expanded community problem-solving partnerships;

▶ developed an Implementation Plan or the Recommendations o the President’s ask Forceon 21st Century Policing;

▶ became a participant in the White House Police Data Initiative; and,

▶ implemented strategies aimed at preventing and reducing crime in our neighborhoods.

With all that the CPD has accomplished in 2015, our work is ar rom done. We are making everyeffort to become a model 21st century police department or the citizens o Columbia. We willcontinue to work tirelessly to bridge any gaps through communication and engagement with allo our citizens and stakeholders.

It is my hope you find the Columbia Police Department’s 2015 InternalAffairs Report both helpul and inormative. For additional inormation

about the Department and all o our operations, please visit our websiteat www.columbiapd.net .

Sincerely,

William H. “Skip” Holbrook Chie o Police


6/442015 CPD Internal Affairs Report2

IN MEMORIAM

Stacy CaseCOLUMBIA POLICE OFFICER

End of Watch November 7, 2015


7/44“Policing Excellence through Community Partnerships”

TABLE OF CONTENTS

2015 Internal Affairs Unit Report – At-A-Glance 6

Introduction 7Summary of Findings – Calendar Year 2015 8

Use of Force and Officer Involved Shootings 9

Use o Force Policies o the Columbia Police Department 9

When Deadly Force is Used -- ransparency and Accountability 12

Independent Criminal Investigations 12

Body-Worn Camera Program – Policy and Implementation 12

White House Public Saety Data Portal 13

Release o Inormation to the Public 13 Department and Officer Wellness 13

raining 14

2015 Use o Force Incidents 14

Summary o 2015 Deadly Force/Officer Involved Shooting Incidents 20

Internal Affairs Structure and Process 21

CPD Internal Affairs Unit 21

Chain o Command Review Board 22 Citizen Advisory Council 22

Te Complaint Process 23

Making a Complaint 23

Investigations 25

Dispositions 26

Discipline Philosophy 26

2015 Complaints and Dispositions 28

Criminal Investigations Involving Employees 32In-Custody Deaths 33

Vehicle Pursuits and Collisions 33

Vehicle Pursuits – Policy and Practice 33

Employee Motor Vehicle Collisions 35

2016 and Beyond 37



MISSION, VISION AND CORE VALUES

MISSION STATEMENT

Te Columbia Police Department will provide proessional and ethical service inprotection o our citizens while preventing crime and reducing the ear o crimethrough problem solving partnerships.

We will accomplish our mission by:

Enorcing the law with integrity, airness and compassion

Solving crimes

Meeting the expectations o our community

Upholding the constitutional rights o our citizens

Building and maintaining public trust

Reducing victimization

Demonstrating fiscal responsibility

VISION STATEMENT

Trough our steadast commitment to policing excellence, the Columbia PoliceDepartment will be transormed to exhibit the innovation, engagement andproessionalism o an exceptional organization whose workorce truly reflects the values and diversity o the City o Columbia.



CORE VALUES

PROFESSIONALISM: We will conduct ourselves in a manner that is consistent with thelaw enorcement code o conduct, national law enorcement standards, best practices and theexpectations o our community.

INTEGRITY: Our commitment to the highest standards o honesty and ethical conduct willbe evidenced by our accountability to each other and the citizens we serve. Integrity is theoundation o trust internally and externally, and it is pursuant to this oundation that we willperorm our duties to protect and serve the citizens o the City o Columbia.

DIVERSITY: We will acknowledge and promote the acceptance, inclusion and proessionalcontributions o all, and our recruitment, hiring, retention, training and developmentpractices will reflect a strong commitment to diversity and the diverse populations we serve.

SERVICE ORIENTATION: We will improve the quality o lie o those we serve by

reducing ear, engaging the community and enhancing public saety.

FAIRNESS: We are committed to the air and equitable treatment o all citizens asundamental to the delivery o proessional police service.

COURAGE: We will remain physically and morally courageous in all our duties.

COLLABORATION: We believe that cooperation and teamwork will enable us to combineour diverse backgrounds, skills and styles with the capacities o others to achieve commongoals.

COMMUNICATION: Effective and open communication at all levels is the cornerstoneo a progressive organization. We value honest and constructive discussions o ideas,suggestions and practices that help accomplish the goals o our Department and thecommunities it serves.



2015 INTERNAL AFFAIRS REPORT AT A GLANCE

Department Personnel• Authorized Sworn Strength: 409• Sworn Officers: 346• Demographics: 295 Males / 51 Females• 230 White 66% / 102 Black 29% / 11

Hispanic 3% / 3 Asian 1%• Civilian Employees: 97• Demographics: 41 males / 55 emales• 36 White / 59 Black / 1 Hispanic

Columbia Population• Residents: 133,358*• Daytime Population: 205,764*• City Demographics*: 52% White /

42% Black / 4% Hispanic / 2% Asian

*Source: 2010 U.S. Census Report

Internal Statistics:• Calls or Service / Citizen Encounters: 163,555• Citizen Complaints: 127• Internal Complaints: 24• Arrests: 5,921• Use o Force Incidents: 89• Deadly Force Incidents: 1• Miles Driven: 4,197,793• Vehicle Collisions: 96

Public Encounters 2014 2015Calls or Service (CFS) 168,838 163,555

Types of Public Encounters ofCPD Personnel and Citizens 2014 2015Public Contact/Warnings 6,636 4,249Field Interviews 2,209 1,763raffic Citations 28,558 19,227Criminal Arrest 7,175 5,921Criminal Citations 8,491 8,243raffic Stops 24,013 17,280Arrest Warrants 3,034 2,650Bench Warrants 1,715 891

81,831 60,224

Others CFS 87,007 103,331

Examples o other type CFS would include reports, alarm calls, residence checks, suspiciouspersons or vehicles, etc.



INTRODUCTION

A

ll o us have witnessed the detrimental effects controversial police actions have had onrelationships between law enorcement agencies and various communities throughoutthe country. We understand that every interaction a Columbia Police Officer has

with a member o the public, whether through an enorcement action or communityengagement, is an opportunity to build trust and legitimacy, enhance the reputation o the policedepartment and increase citizen satisaction with the services we provide. On the other hand, i just one officer abuses the authority granted to him by our citizens, any trust and confidenceestablished can be quickly erased.

Te citizens o Columbia expect and deserve the utmost proessionalism rom Columbia PoliceOfficers. o ensure Department employees are demonstrating exemplary conduct in interactionswith the public as well as their coworkers, the Department is committed to an internal affairsprocess that handles complaints o officer misconduct and investigates use o orce incidents in aair, consistent and transparent manner.

Sir Robert Peel (1788-1850), the ounder o modern policing, created nine principles or lawenorcement. Although Peel established these principles in 1829, they remain pertinent topolicing in the 21st century, particularly in the context o community-police relations, officermisconduct and use o orce.

1. "Te basic mission or which the police exist is to

prevent crime and disorder.”

2. "Te ability o the police to perorm their duties is

dependent upon public approval o police actions.”

3. "Police must secure the willing co-operation o the public

in voluntary observance o the law to be able to secure

and maintain the respect o the public.”

4. "Te degree o co-operation o the public that can be

secured diminishes proportionately to the necessity o

the use o physical orce.”

5. “Police seek and preserve public avour not by catering

to the public opinion but by constantly demonstrating

absolute impartial service to the law.”

Sir Robert Peel’s principles remind us that the authority delegated to our police officers is grantedto them by the people we serve, and the Columbia Police Department cannot ulfill its mission without the trust, confidence and cooperation o our citizens. In summary, we can put Peel’s principle o “thepolice are the public and the public are the police” in modern and local terms – “WE are Columbia.”

6. “Police use physical orce to the extent necessary to

secure observance o the law or to restore order only

when the exercise o persuasion, advice and warning is

ound to be insufficient.”

7. “Police, at all times, should maintain a relationship

with the public that gives reality to the historictradition that the police are the public and the public

are the police; the police being only members o the

public who are paid to give ull-time attention to duties

which are incumbent on every citizen in the interests o

community welare and existence.”

8. “Police should always direct their action strictly

towards their unctions and never appear to usurp the

powers o the judiciary.”

9. “Te test o police efficiency is the absence o crime and

disorder, not the visible evidence o police action in

dealing with it.”

SIR ROBERT PEEL’S NINE PRINCIPALS

APPLIED TO MODERN DAY POLICING



SUMMARY OF FINDINGS

CALENDAR YEAR 2015

▶ 163,555 calls for service were received by the Columbia Police Department, all involving various levels o citizen interaction. Te North Region had the highest number of calls forservice.

▶ 151 complaint cases alleging misconduct by employees were processed by the InternalAffairs Unit, a significant decrease from the 170 processed in 2014. A dispositionof “sustained” was determined in 35 of the allegations, 20 of which were externalcomplaints made by the citizens of Columbia.

▶ 89 use of force incidents were reported, o which 1 involved deadly force with a firearm, with no atalities. Te most common type of force was Electronic Control Devices(ECDs), followed by personal or bodily force (hands).

▶ O the 89 suspects involved in use of force incidents, 15 were white, 70 were black, 1 wasAsian and 3 were Hispanic. Te overwhelming majority o suspects in the use o orceincidents were male. O the Columbia Police Officers in those same incidents 88 werewhite, 17 were black, 2 were Asian and 1 was Hispanic.

▶ 5,921 arrests were made; 89 use o orce incidents represents approximately 1.5% o arrests.

▶ 138 confirmed shootings occurred; 68.5% of the shooters arrested had previous criminalhistories; 475 firearms were seized.

▶ 81% of the shooters responsible for the 13 homicides in 2015 had previous criminal

histories; 46% of the homicide victims had previous criminal histories.

▶ 35 Columbia Police officers were assaulted in 29 separate incidents.

▶ 4,197,793 miles were driven by Department employees; 96 collisions were reportedwhich represents a significant increase compared to the 77 collisions reported in 2014.

▶ 28 vehicle pursuits were initiated by members o the Columbia Police Department. Temajority o pursuits were initiated or stolen vehicles.

▶ No in-custody deaths were reported.

▶ 1 Columbia Police Department employee was charged criminally for offenses allegedlycommitted while off duty.

Note: Te data reerenced in the 2015 Internal Affairs Annual Report is not static and may changeollowing publication. Every attempt is made to minimize changes by ully adjudicating complaintinvestigations prior to report publication. However, depending on the complexity and severity othe allegation, some complaints may take several months to adjudicate, and in certain instances, gothrough the appeal process. Please use this report to help understand the yearly trends related toour internal investigations and our commitment to thoroughly investigating all citizen complaints.



USE OF FORCE AND OFFICER

INVOLVED SHOOTINGS

Use of Force Policies of the Columbia Police Department

Vesting officers with the lawul authority to use orce to protect the public welare requires acareul balancing o all human interests. Te Use o Force or Response to Resistance Policy o theColumbia Police Department:

▶ Affirms the value o each human lie;

▶ Establishes that officers will only use the minimum amount o orce necessary to accomplishlawul objectives.

▶ Establishes that police officers may use deadly orce only when the officer believes that suchorce is necessary to protect the officer or others rom imminent danger o physical injuryor death, or to prevent the escape o a fleeing elon who the officer has probable cause tobelieve is attempting to escape by means o a deadly weapon or who, by conduct or othermeans, indicates that he presents an imminent threat o serious physical injury or death toothers unless apprehended without delay.

▶ Prohibits the discharging o firearms rom a moving vehicle or at a moving vehicle, exceptwhen the officer has probable cause to believe there is a threat o serious bodily injury ordeath and that deadly orce is the only means o protecting the officer’s saety or the saety oothers.

▶ Prohibits officers rom discharging their firearm when doing so would endanger the saetyo innocent persons.

▶ Prohibits discharging a firearm as a warning shot.

▶ Requires use o orce incidents resulting in serious bodily injury or death be reerred toSouth Carolina State Law Enorcement Division (SLED) or independent investigation.



Use o orce may range rom simple restraint to the discharge o a firearm and is categorized asnon-lethal or deadly orce. Te use o orce continuum set out below serves as a guideline oradministering orce.

FIGURE 1: Use o orce continuum. DATA SOURCES: CPD



Officers o the Columbia Police Department must report:

▶ Pointing or presenting o any weapons, lethal or nonlethal, or the purpose o gainingcompliance;

▶ Discharging a firearm m or purposes other than training or recreation;

▶ Application o use o orce using lethal or nonlethal weapons; and

▶ Weaponless orce that results in injury.

Police officers are authorized to use less-than-lethal techniques and/or weapons to protectthemselves or others rom physical harm, restrain or subdue a resistant individual, and bring anunlawul situation saely and effectively under control. In these situations, police officers willevaluate the totality o the circumstances in order to determine which approved weaponlesscontrol techniques and/or less-than-lethal weapons may most effectively deescalate the incidentand bring the situation under control in a sae manner.

Columbia Police Department policy prohibits the use o Electronic Control Devices (ECDs,i.e. asers) in a number o circumstances, such as to orce compliance rom a suspect whois passively resisting. ECDs will not be used on vulnerable populations, such as the elderly,children, those who have mental disabilities, and those who are known to be pregnant, unlessthese individuals have weapons and/or the ability to do serious bodily harm to the police officer,themselves or others. Department policy also prohibits the use o ECDs when a perpetrator isfleeing and does not pose an imminent threat to the officer or the public.

Te application o deadly orce is a measure to be employed only in the most extremecircumstances and only when all lesser means o orce have ailed or could not be reasonablyemployed. Te use o any level o orce carries the responsibility to render appropriate medical

aid.



WHEN DEADLY FORCE IS USED

TRANSPARENCY & ACCOUNTABILITY

Independent Investigations

I a Columbia Police Officer uses deadly orce, the S investigates the incident and presents thecompleted investigation to the 5th Circuit Solicitor’s Office. Te Solicitor determines whetherthe use o deadly orce was lawul or the officer should be criminally charged. An administrativeinvestigation is also conducted by members o the Department’s Internal Affairs Unit todetermine i Department policies were violated by the officer.

Body-Worn Camera (BWC) Program – Policy and Implementation

In December 2015, afer a successul BWC pilot program in the city’s entertainment districts, theColumbia Police Department announced all uniormed patrol officers o the rank sergeant andbelow would soon be equipped with BWCs.

Te Department developed a policy governing BWCs, which was submitted to and approvedby the South Carolina Law Enorcement raining Council. Te policy requires officers towear BWCs while on duty and perorming any uniormed law enorcement unctions. BWCsrecord dispatched calls or service, officer initiated calls, and public contacts that require lawenorcement response. BWCs are activated upon arrival at the location and remain on until thecall is cleared. Officers have some discretion, and in certain circumstances, may stop recordingprior to clearing the call. Officers are permitted to view their own BWC ootage, but not the videoootage recorded by other officers. BWC video/audio files are maintained by the Departmentor at least 60 days. Te video/audio files are not subject to release pursuant to Freedom oInormation Act (FOIA) requests, but the files may be released at the discretion o the Chieo Police. Te Columbia Police Department’s written BWC policy will soon be posted on theagency’s website.



White House Police Data Initiative (PDI)

In 2015, the Columbia Police Department began participating in the White House’s PoliceData Initiative (PDI) and has begun efforts to submit use o orce related datasets to the PoliceFoundation’s Public Saety Data Portal. Te data contained in the national Public Saety DataPortal will be available to the public or accessing, visualizing and analyzing local and national lawenorcement public saety open datasets. Housed in the portal are datasets which include officerinvolved shootings, calls or service, incidents, assaults on officers and national data.

Release of Information to the Public

It is the goal o the Department to be as open as possible without jeopardizing ongoinginvestigations or releasing any inormation not part o the public record that may harm thereputation o individuals. Only the Chie o Police will release inormation regarding internalaffairs investigations. Te decision to release inormation pertaining to an ongoing investigationwill be made by the Chie o Police or his designee.

Department and Officer Wellness

When a Columbia Police Officer uses deadly orce, the subject officer is placed on “Relieved oDuty” status pending reerral to the South Carolina Law Enorcement Assistance Program (SCLEAP), or another psychological service provider. Assignment to “Relieved o Duty” status isnon-disciplinary with no loss o pay or benefits. Officers remain on “Relieved o Duty” statusuntil determined “fit or duty” by the psychological service provider. Upon being determined “fitor duty” the officer is placed on “administrative duty” until final disposition is reached in bothcriminal and administrative investigations.



TRAINING

Prior to being authorized to carry lethal and/or less-than-lethal weapons, police officers must:

▶ Receive and sign or a copy o the Department’s Response to Resistance Policy

▶ Receive instruction on the Response to Resistance Policy

▶ Pass the written Response to Resistance test

▶ Demonstrate proficiency in the use o all authorized weapons.

All Columbia Police Officers are required to attend training, demonstrate proficiency with allapproved lethal and/or less-than-lethal weapons, and review the Department’s Response toResistance policy at least once every year. Columbia Police Officers also receive training on aregular basis on techniques to reduce use o orce incidents, such as conflict mediation, cultural

diversity, de-escalation techniques, responding to people with mental disabilities, and communitypolicing.

2015 Use of Force Incidents

In 2015, the Columbia Police Department reported 89 use o orce incidents, one (1) o whichinvolved deadly orce with a firearm, with no atalities. Te number o use o orce incidentsrepresents approximately .06% o the citizen encounters with Columbia Police Officers, andapproximately 1.5% o arrests.

FIGURE 2: Number o times officers used orce or made an arrest as a result o contact with thepublic. DATA SOURCE: CPD

Use of Force, Public Encounters and Arrests

Total Use of Force Events

Total Public Encounters

Total Arrests

108

168,838

7,175

89

163,555

5,921

2014 2015

-19

-5,283

-1,254

Change

2014-2015



Te most commonly used weapon in use o orce situations continues to be Electronic ControlDevices (ECDs), such as asers. Tese devices are categorized as a orm o less-than-lethal orce.

FIGURE 3: Weapons used by Officers during use o orce situations. Note: any single use o orceevent may have included the use o multiple weapons by one or more officers, which is why thenumber o weapons used is greater than the number o events. DATA SOURCE: CPD

0

20

40

60

80

100

120

TotalFirearmECDImpactOC SprayPersonal

2014 / 2015 Weapons Used by Officers

2014

2015

37

26

11

1 4 2

53

68

61

111

100



2015 USE OF FORCE INCIDENTS BY REGION

FIGURE 4: 2015 Use o Force Incidents by CPD Region DATA SOURCE: CPD

Columbia Police Officers discharged their firearms three (3) times in 2015: one (1) accidentaldischarge, one (1) aggressive animal shooting and one (1) deadly orce incident against a person.Te majority o use o orce incidents occurred in the South Region in 2015. Te East Region hadthe ewest (1) use o orce incidents in 2015.



COLUMBIA POLICE DEPARTMENT SHOOTING CALLS

JANUARY 1 — DECEMBER 31, 2015

FIGURE 5: Shots Fired Calls by CPD Region DATA SOURCE: CPD

ypically, patterns o gun crime correlate with higher numbers o use o orce incidents. In2015, the Columbia Police Department received 1,607 reports o shots fired and confirmed 138shootings within the City o Columbia.



O the 89 suspects involved in use o orce incidents in 2015, 15 were white, 70 were black, 3 wereHispanic and 1 was Asian. Te overwhelming majority o suspects were male. O the ColumbiaPolice Officers in those same incidents 88 were white, 17 were black, 1 was Hispanic and 2 wereAsian.

(3) Hispanic/Male

(89) Total

(59) Black/Male

(11) White/Male

(11) Black/Female

(4) White/Female

(1) Asian/Male

2015 Suspect Race / Gender in Use of Force incidents

(81) White/Male

(17) Black/Male

(7) White/Female

(2) Asian/Male

(1) Hispanic/Male

2015 Officer Race / Gender in Use of Force incidents

(108) Total

FIGURE 6 | DATA SOURCE: CPD


FIGURES 6 AND 7: Te race and gender o suspects and officers o the Columbia PoliceDepartment involved in the 89 use o orce incidents in 2015.



(1) Hispanic/Male

(108) Total

(70) Black/Male

(22) White/Male

(9) Black/Female

(5) White/Female

(1) Asian/Male

2014 Suspect Race / Gender in Use of Force incidents

(81) White/Male

(17) Black/Male

(6) White/Female

(3) Black/Female

(1) Hispanic/Male

(108) Total

2014 Officer Race / Gender in Use of Force incidents



FIGURES 8 AND 9: Te race and gender o suspects and Officers o the Columbia PoliceDepartment involved in the 108 use o orce incidents in 2014.

O the 108 suspects involved in use o orce incidents in 2014, 79 were Black, 27 were White,1 was Hispanic and 1 was Asian. Again, the overwhelming majority o suspects in the use o orceincidents were male. O the Columbia Police Officers in those same incidents, 87 were White,20 were Black, and 1 was Hispanic.



Summary of 2015 Deadly Force/Officer Involved Shooting Incidents

In 2015, there was one (1) deadly orce incident in which an officer discharged a firearm withoutinjury. A criminal investigation was conducted by SLED and orwarded to the Fifh CircuitSolicitor’s Office where it is pending final disposition. Upon disposition, an incident summary

will be made public and included in the 2016 Internal Affairs Report.

Te incident below occurred in 2014, but the case reached disposition in 2015.

Date/Time of Incident: October 24, 2014 @ 8:57

Location: 2715 Chestnut Street (Metro Region)

CPD Officer: Steven K. Sulser, Patrol Division, white male, 2 years police experience

Suspect: Mack Wells, black male

On October 24, 2014 Columbia Police Officer Steven Sulser was on routine patrol travelingon the 2700 block on Chestnut Street. Officer Sulser smelled a strong odor o what hebelieved to be marijuana in the area. Officer Sulser parked his patrol vehicle in a parkinglot on the 2700 block o Chestnut Street. Officer Sulser exited his patrol vehicle and beganto patrol the area on oot. Officer Sulser saw a male black, later identified as Mack Wells,sitting in the driver's seat o a Nissan Versa parked in the driveway at 2715 Chestnut Street. A emale subject, later identified as Shaquana Tompson, exited the passenger side o thevehicle. Officer Sulser observed smoke emitting rom the vehicle and the smell o marijuana getting stronger as he approached the vehicle. Officer Sulser questioned Wells and Wellsinormed Officer Sulser that he had just finished smoking a blunt (marijuana cigarette).Officer Sulser advised Wells to exit the vehicle. Wells told Officer Sulser he was not getting

out o the vehicle, Wells then placed the vehicle in reverse and proceeded to back into theroadway. Officer Sulser commanded Wells to stop the vehicle while he had his ColumbiaPolice Department issued nine millimeter handgun pointed at Wells. Wells ignored OfficerSulser's commands and proceeded to back into the roadway, Wells began to travel easton Chestnut Street as Officer Sulser began to run west on Chestnut Street towards his patrol vehicle. Wells turned his vehicle around and began to travel in the direction towardsOfficer Sulser. Te vehicle's ront bumper struck Officer Sulser in the right arm and leg. Afer being struck by Wells’ vehicle, Officer Sulser discharged his weapon three times intothe side window o the vehicle striking Wells twice in the stomach area. Wells fled the areaand came to a stop on Chestnut Street at wo Notch Road.

Conclusion: A criminal investigation was conducted by SLED regarding the shootingo Wells by Officer Sulser. Te Fifh Circuit Solicitor's Office reviewed the investigationand concluded that the use o deadly orce by the Officer Sulser was lawul under SouthCarolina law. An administrative investigation was conducted by the Columbia PoliceDepartment Internal Affairs Division regarding Officer Sulser's actions. Te administrativeinvestigation was reviewed by Officer Sulser's chain o command and Command Staff. Itwas determined that Officer Sulser's use o orce was justified and was not in violation oColumbia Police Departments Procedure and Directives.



THE INTERNAL AFFAIRS

STRUCTURE AND PROCESSWe recognize that despite our best efforts, there will be times when citizens, co-workers orsupervisors deem an employee’s behavior as inappropriate. When this occurs, a well-establishedprocess or receiving, investigating, and adjudicating complaints is utilized.

Columbia Police Department Internal Affairs Unit

Te Internal Affairs (IA) Unit acilitates the complaint process, investigates allegations o officermisconduct, and conducts administrative reviews o use o orce incidents, officer involvedshootings, criminal charges against employees and collisions involving Department vehicles. Testaff o the Internal Affairs Unit ensures that all complaints are handled airly, objectively and

thoroughly investigated. Te personnel assigned to the Internal Affairs Unit are dedicated toprotecting the rights o all persons involved in the complaint process and treating everyone withdignity and respect. Te IA Unit currently has a staff o one (1) Sergeant, three (3) Investigators,and one (1) Administrative Assistant. Te staff o the IA Unit reports to the Captain/Commandero the Office o Proessional Standards, who in turn, reports directly to the Chie o Police.

Complaints that involve the allegations listed below are reerred directly to the IA Unit orinvestigation. Te IA Unit will immediately notiy the Chie o Police o any these allegations:

▶ Use o orce (or any incident) involving serious injury or death;

▶ Criminal misconduct

▶ Moral turpitude

▶ Vehicle accidents involving on-duty personnel

All other complaints are investigated by the subject employee’s supervisors.

Complaint investigations, whereby the allegation would constitute a violation o law, misconduct,and breach o departmental directives, policies or procedures, are handled by an investigator inthe IA Unit or someone in the officer’s command.



Chain of Command Review Board

In 2015, the Columbia Police Department established a Chain o Command Review Board(Executive Order 2015-02 (revised)) or the purpose o providing a more transparent decision-making process or administrative investigations. Te Board is comprised o the ollowing

personnel, assigned by the Chie o Police or his designee:

▶ Chie o Police/Deputy Chie o Police will serve as Chairperson o the Board

▶ Proessional Standards Division Commander (advisory capacity)

▶ Bureau/Division Major

▶ Regional Commander/Captain (Chain o Command)

▶ Regional Executive Officer/Lieutenant (Chain o Command)

▶ Regional Sergeant/Corporal (Chain o Command)

▶ Peer Member (same job classification and/or tenure as accused employee)

▶ Columbia Police Department’s Citizen Advisory Council representative

Chain o Command Review Board hearings are convened to review completed internalinvestigations that result in an initial finding o sustained, with a recommendation or disciplinaryaction o suspension, demotion or termination, and make recommendations as to disposition anddisciplinary action. Te Chairperson o the Review Board, the Chie or Deputy Chie o Police,makes the final determination concerning disciplinary actions.

Te Chie o Police or his designee may convene a Chain o Command Review Board hearing or

any circumstance deemed appropriate.

Citizen Advisory Council

Te Columbia Police Department Citizen Advisory Council was ormed in 2015 to strengthenrelationships between the police department and the community by establishing open dialogueand transparency concerning Department policies and procedures. Te Citizen AdvisoryCouncil provides insights and recommendations on many issues, including but not limitedto, law enorcement and saety concerns in the community, policy review and development,police training and improving police-community relations. A member o the Citizen AdvisoryCouncil also serves on the Chain o Command Review Board which hears administrativecases concerning officer misconduct. Te Citizen Advisory Council is comprised o at least10 members representing the diverse demographics o the City o Columbia. Te Mayor/CityCouncil appoints 7 representatives and the Chie o Police appoints 3 representatives to theCitizen Advisory Council. Te Council meets on a quarterly basis.



THE COMPLAINT PROCESSEmployee misconduct complaints can originate externally (rom a citizen o Columbia or anyoneoutside o the Columbia Police Department), or internally (rom an employee o the Columbia

Police Department).

Making a Complaint

Complaints against employees o the Columbia Police Department can be submitted in a varietyo ways:

▶ Online – Visit CPD’s website at www.columbiapd.net , and select “Online Services,” then“Complaints” to complete the “Employee Complaints” orm.

▶ In person – Request to speak to the employee’s supervisor at any time, or file yourwritten complaint at the Columbia Police Department headquarters located at #1 Justice

Square, Columbia, SC. You can also visit any district or region office and ask to speak to asupervisor.

▶ Mail – Send a letter to the Chie o Police or the Internal Affairs Unit. Letters should be sentto the Columbia Police Department at #1Justice Square, Columbia, SC 29201

▶ Phone – Call the Internal Affairs Unit at 803-545-3583 or 803-545-3936.

Upon receipt o citizen complaints, the Internal Affairs Unit will notiy and provide theinormation submitted to the employee’s Unit/Section Commanding Officer and Region/DivisionCommanding Officer. All complaints are taken very seriously and every effort is made to process

them in a timely manner.o learn more, please visit www.columbiapd.net, select “Departments,” then “Chie o Police,” andthen “Proessional Standards.” Tis area o our website contains detailed inormation about thecomplaint process.

CPD INTERNAL AFFAIRS UNIT



Incident Complaints

Internal

External

Officer andComplainant

Notification

External

Reception

Anonymous

E-mail

In Person

Call

Internal

IA Office

Supervisor

InvestigationAssignment

FIGURE 10: Te Complaint Process DATA SOURCES: Building rust Between the Police andCitizens Tey Serve: An Internal Affairs Promising Practices Guide or Local Law Enorcement U.S.Department o Justice COPS Office 2009



Investigations

Afer a complaint is filed, the ollowing procedures will be ollowed:

▶ Te complaint is processed through the Internal Affairs Unit or tracking purposes andassigned to the employee’s supervisor or the Internal Affairs Unit to investigate.

▶ An investigator will contact the complainant and arrange an appointment or an interview.While the Internal Affairs Unit would like to communicate effectively with complainantsand assist complainants through the process, anonymous complaints are also investigated.

▶ At the time o the interview the complainant is placed under oath and a sworn statement istaken. Complainant interviews are recorded.

▶ Once the statement is prepared in writing, the complainant is given the chance to review thestatement or accuracy and signature.

▶ Interviews and statements are obtained rom all witnesses in each incident. All

documentation is assembled in the case file or review by the employee’s chain o command,the Department’s command staff, and in appropriate circumstances to the Chain oCommand Review Board.

Officer andComplainantNotification

Officer andComplainantNotification

Complaint Received

and Assigned to IA

InvestigationDetermination

DisciplinaryAction

ComplaintResolution

Investigation

Administrative

Investigation

Criminal

Sustained

Unfounded

Not Sustained

Exonerated

Sustained

Not Sustained

FIGURE 11: Te Complaint Investigation Process DATA SOURCES: Building rust Betweenthe Police and Citizens Tey Serve: An Internal Affairs Promising Practices Guide or Local LawEnorcement U.S. Department o Justice COPS Office 2009



Dispositions

Complaint dispositions are classified as one o the ollowing:

Exonerated - Te incident occurred but was lawul and proper.

Sustained - Te allegation is supported by sufficient evidence to indicate that theallegation is true.

Not Sustained - Tere is insufficient evidence to prove or disprove the allegation.

Unfounded - Te allegation is alse or there is insufficient evidence to support theallegation.

I an allegation is ound to be Exonerated, Not Sustained or Unounded, then the Commandero the Internal Affairs Unit will review the investigation with the subject employee’s chaino command. Completed investigations that result in an initial finding o Sustained and adisciplinary action o suspension, demotion or termination is recommended, the case is reerred

to the Chain o Command Review Board and a hearing will be scheduled. At the conclusiono the hearing, or each allegation o employee misconduct, the Board will recommend a finaldisposition to the Chair. Te Chie o Police or Deputy Chie serves as Chairperson o the Board.Board members will also make recommendations or corrective action to the Chair based on theDepartment’s Disciplinary Philosophy.

Upon disposition o a complaint allegation, Internal Affairs mails a letter to the complainant toadvise them their complaint has been thoroughly investigated and resolved. Te Columbia PoliceDepartment makes every effort to investigate and adjudicate all complaint allegations withina practical time rame rom the time a complaint is made. However, there are circumstances,including case complexity and witness availability, which prevent this goal rom being achieved in

every instance.

Discipline Philosophy

Te department is committed to a system o discipline that minimizes abuse o authority andpromotes the Department’s reputation or proessionalism.

Te Chie o Police makes the decisions regarding appropriate disciplinary actions, ensuringall such actions are consistent with the Department’s established Discipline Philosophy. TeColumbia Police Department’s Discipline Philosophy is based on the understanding thatemployees will occasionally make errors in judgment in carrying out their duties, and that some

errors call or greater consequences than others.

Employees o the Columbia Police Department are expected to conduct themselves, both ininteractions with each other and the public, in a manner that conveys respect, honesty, integrity,and dedication to public service. In turn, employees o the department can expect to be treatedairly, honestly and respectully, by their peers and other employees o the department holdingpositions at all levels o organizational authority.



Te Department has an obligation to make its expectations or employee behavior and theconsequences o ailing to meet those expectations very clear to employees. Disciplinary actioncan range rom counseling/retraining to a recommendation or employee termination. In manycases, employees receive additional training in the subject areas where violations occur.

When behaviors occur that are not in keeping with the expectations o the Columbia PoliceDepartment, the consequences or discipline imposed is based upon a balanced consideration oseveral actors. Tese actors are interactive and carry equal weight, unless there are particularcircumstances associated with an incident that would give a actor greater or lesser weight. All othese actors will not apply in every case. Some actors may not apply to a particular incident.

Te actors considered in disciplinary matters are:

▶ Employee motivation: An employee's conduct will be examined to determine whetherthe employee was operating in the public’s interest or i they were motivated by personalinterest.

▶ Degree of harm: Te degree o harm an error causes is also an important aspect in decidingthe consequences o an employee's behavior. Harm can be measured in terms o monetarycost to the department and community, personal injury, and by the impact o the error onpublic confidence.

▶ Employee experience: Te experience o the employee will be taken into considerationas well. A relatively new employee will be given more lenient consideration when errorsin judgment are made. Employees with more experience who make the same errors mayexpect to receive more serious sanctions.

▶ Intentional/Unintentional Errors: An unintentional error is an action or decision thatturns out to be wrong, but at the time it was taken, seemed to be in compliance with policyand the most appropriate course, based on the inormation available. An intentional erroris an action or a decision that an employee makes that is known (or should be known) to bein conflict with law, policy, procedures or rules at the time it is taken. Generally, intentionalerrors will be treated more seriously and carry greater consequences. Within the rameworko intentional errors there are certain behaviors that are entirely inconsistent with theresponsibilities o police employees.

▶ Employee's Past Record: o the extent allowed by law and policy, an employee's past recordwill be taken into consideration in determining the consequences o a ailure to meet thedepartment's expectations. An employee that continually makes errors can expect theconsequences o this behavior to become progressively more punitive. An employee that hasa record o ew or no errors can expect less stringent consequences.

Disciplinary actions are not taken i an employee resigns while under investigation. However,even when the employee resigns, the investigation continues until its completion.



2015 COMPLAINTS AND

DISPOSITIONSTe Internal Affairs Unit processed 151 complaint cases o misconduct against employees o theColumbia Police Department. Te vast majority o complaints were initiated by the citizens oColumbia.

0

50

100

150

200

ComplaintsInternalExternal

2014

2015

2014/2015 Complaints

147

127

39

24

170

151

FIGURE 12: Te total number o internal and external complaints received in 2014 and 2015.Please Note: Complaints may contain multiple allegations. DATA SOURCE: CPD



Te Columbia Police Department’s misconduct and rule violations are classified into 5 categories.

FIGURE 13: Te misconduct and rule violations alleged in complaints in 2015. DATA SOURCE:

CPD PLEASE NOTE: In some cases, a complaint event includes more than one officer and/or agiven officer may be accused o more than one act o misconduct in the same event; thereore, it isofen the case that the number o alleged rule o conduct violations is higher than the number ocomplaint events.

Categories of Alleged misconduct allegations and rules violations

External Internal Total

2014 2015 2014 2015 2014 2015Insubordination Offenses 1 1 2 0 3 1

Neglect of Duty Offenses 59 71 7 7 66 78

Unlawful Conduct Offenses 13 2 8 1 21 3

Improper Conduct Offenses 59 77 18 15 77 92

Harassment Directive 15 7 4 8 19 15

TOTAL 147 158 39 31 186 189

As can be seen in Figure 14, the most common complaint lodged by citizens against ColumbiaPolice Officers involved general dissatisaction with perormance, closely ollowed by courtesy, orlack thereo.

Most Common Alleged Directive and Procedures Violation


2014 2015 Change 2014 2015 Change 2014 2015 Change

Unsatisfactory Performance 43 60 17 0 10 10 43 70 27

Courtesy 41 54 13 3 3 0 44 57 13

Excessive/Unnecessary Force 13 8 -5 5 1 -4 18 9 -8

Conduct Unbecoming 19 5 -14 3 4 1 22 9 -13

Completion of Reports and

Documents

7 3 -4 1 0 -1 8 3 -5

Dissemination of Information 3 0 -3 2 0 -2 5 0 -5Profiling 4 0 -4 0 0 0 4 0 -4

Abuse of Position 4 1 -3 0 0 0 4 1 -3

Harassment 0 7 7 0 8 8 0 15 15

Willful Violation 0 2 2 0 0 0 0 2 2

FIGURE 14: Te most common violations o directives and procedures that account or themajority o misconduct allegations. DATA SOURCE: CPD



0

50

100

150

200

TOTALUnfoundedExoneratedNot SustainedSustained

2014 / 2015 Allegation Dispositions

2014

2015

39 35 38

24

39 46

54 61

166

170

FIGURE 15: Dispositions reached or internal and external allegations. Note: Complaints cancontain multiple allegations, thereore, the number o allegation dispositions can be greater thanthe number o complaints received. DATA SOURCE: CPD

O the complaints received and investigated in 2015, a disposition o “Sustained” was reached in35 o the allegations. O the 35 sustained allegations, 20 were external complaints made by thecitizens o Columbia.

FIGURE 16: Disciplinary actions as a result o the 29 sustained allegations in 2015 DATASOURCE: CPD


Counseling/ Retraining 6 1 9

Oral Reprimand 6 2 7

Written Reprimand 1 8 12

Suspension 5 1 4

Termination 0 1 2

Resignation (in lieu) 0 1 1

TOTAL 18 14 35

Te ollowing disciplinary actions were taken as a result o the complaints sustained.



0

2

4

6

8

10

12

Resignation

(In Lieu)

TerminationSuspensionWritten

Repimand

Oral

Reprimand

Counseling/

Retraining

2014 / 2015 Types of Disciplinary Action

2014

2015

8

9

11

7 7

12

5

2 2 2

1

FIGURE 17: Te types o disciplinary actions taken or policy or rule violations not related toa ormal complaint investigation. In 2015, one officer resigned prior to disciplinary action being

taken. Note: One officer resigned. DATA SOURCE: CPD

Disciplinary actions may also result rom policy or rule violations not related to ormalcomplaints.



CRIMINAL INVESTIGATIONS

INVOLVING EMPLOYEESWhen a Columbia Police Department employee is accused o a crime within the City oColumbia’s jurisdiction, the case is reerred to an independent agency, such as SLED, orinvestigation. I the alleged crime occurs outside o City o Columbia Police Department’s jurisdiction, the agency with jurisdiction in that area conducts the criminal investigation inaccordance with local procedures. Te acts revealed by the criminal investigation are presentedto the appropriate prosecutorial authority, or a determination o whether the officer should becriminally charged.

Te Internal Affairs Unit conducts independent administrative investigations that run concurrentwith, or at the direction at the Chie o Police, afer the criminal investigation has concluded.Te completed administrative investigation is presented to the Chain o Command or review todetermine i any directives and/or procedures were violated.

Decisions on the final disposition o the criminal and administrative cases are madeindependently o one another. Employees charged with a crime, including certain traffic offenses,are required to report the charges to their immediate supervisor and/or the Staff Duty Officer.Employees may be placed on Investigatory Suspension pending resolution o the charges.Depending on the outcome o the charges, the employee may be subject to disciplinary action, up

to and including termination rom employment.Charges were filed against one (1) employee o the Columbia Police Department in 2015. Techarges included pointing and presenting a firearm and assault and battery o a high andaggravated nature. Te employee was terminated. Tere were our (4) Department employeescharged criminally in 2014. At the time o the 2014 Internal Affairs Annual Report, the ouremployees had been placed on investigatory suspension without pay pending resolution o thecharges against them. One o the employees had resigned and another had been terminated.Since that time, another employee has been terminated and one employee was exonerated oall criminal and administrative violations. Tat employee has returned to ull duty status at theColumbia Police Department.



INCUSTODY DEATHSTe Columbia Police Department has several policies relating to prisoner care and transportation.Tese guidelines are periodically reviewed and updated to best guide employees in their handling

o persons in custody. Officers receive annual training on these policies.I a person dies while in the custody o the Columbia Police Department, the Richland/Lexington County Coroner’s Office and SLED are requested to respond to the scene to conductan independent criminal investigation. Te investigation is presented to 5th Circuit Solicitor’sOffice who reviews the criminal investigation and decides whether to file criminal charges againstinvolved officers. An Internal Affairs investigation is simultaneously conducted to ensure policycompliance. At the conclusion o the internal investigation, the case is reerred or a chain ocommand review or to the Chain o Command Review Board to determine the disposition, andany disciplinary action, i appropriate.

In 2015, no in-custody deaths occurred.

VEHICLE PURSUITS & COLLISIONS

Vehicle Pursuits – Policy and Practice

Pursuit driving is one o the most serious and dangerous duties and responsibilities o policeofficers. Te primary responsibility o an officer in pursuit o a violator is saety: the saety othe public, o the violator, and o police officers. Columbia Police Department policy authorizes

officers to engage in a vehicle pursuit only when they have probable cause to believe the necessityo apprehension outweighs the immediate danger to the officer and the public created by thepursuit. Except in exigent circumstances, pursuits or misdemeanor offenses and traffic offensesare prohibited. Te need or immediate apprehension o the violator must continuously beweighed against the inherent risks created by pursuit driving.

I a pursuit is initiated by an officer o the Department, the officer’s supervisor will takeresponsibility or the pursuit and ensure compliance with all policies. Supervisors respond tothe area o the pursuit while monitoring the pursuit on the radio and continuously evaluate thecircumstances surrounding the pursuit. Te supervisor completes an Afer Action Report andprepares a written summary o the incident.

Te supervisor orwards one copy o the Vehicle Pursuit Packet to the Staff Duty Officer andsubmits a second copy o the Vehicle Pursuit Packet directly to the Office o ProessionalStandards by 8:00 a.m. the next business day. Te Office o Proessional Standards reviews allpursuit packets and analyzes pursuits to identiy patterns or trends that indicate training needsand/or directive modifications.



0

5

10

15

20

25

30

35

TotalPursuits

UnjustifiedPursuits

JustifiedPursuits w/

Policy Violations

JustifiedPursuits w/o

Policy Violations

2014 / 2015 Dispositions of Pursuit Events

2014

201526 26

8

20 0

34

28

FIGURE 19: Dispositions o vehicle pursuit reviews. DATA SOURCE: CPD

FIGURE 18: Number o officer initiated vehicle pursuits as a result o contact with the public andresulting arrests. DATA SOURCE: CPD

Total Vehicle Pursuits and Resulting Arrests

Total Vehicle Pursuits

Total Arrests

28

22

2015

-6

+1

Change

2014-2015

34

21

2014



FIGURE 20: ype and number o violations officers encountered that initiated vehicle pursuits.DATA SOURCE: CPD

Violations that Initiated Vehicle Pursuits

Vehicle Pursuit Cause

Assault of Officer

Auto Breaking

Burglary

Carjacking

Threats to Kill

Discharging a Firearm within City Limits

Hit and Run (Attended)

Hit and Run Attended on Police Vehicle

Hit and Run Unattended

Home Invasion/Attempted Robbery

Narcotics Violation

Reckless Driving

Stolen Vehicle

Traffic Violation (Not DUI)

Total

2014

0

1

2

3

0

3

1

0

0

0

4

4

2

14

34

2015

2

1

12

2

1

1

0

0

0

2

3

10

3

28

Employee Motor Vehicle Collisionso provide police services throughout urban and suburban Columbia, department employeesdrive a significant number o miles in Department vehicles. Te geographic jurisdiction orthe Columbia Police Department includes the City o Columbia and the unincorporatedareas covering 134.9 square miles with additional annexations added requently. In total, thedepartment has approximately 497 vehicles in operation, with many vehicles being operated24-hours a day. Department vehicles were driven a total o 4,197,793 miles in 2015.

Te Columbia Police Department has many policies governing the use and operation o police vehicles. For example, Department policies require that when operating a police vehicle, officersmust:

▶ Observe all state and local laws and ordinances;

▶ Wear a astened saety belt;

▶ Be perorming official duties (city vehicles cannot be used or personal business); and,

▶ Rerain rom the use o electronic devices, i.e. cell phones; lap top computers (police radiosare excluded).



0

20

40

60

80

100

TotalNon-preventablePreventable

2014 / 2015 Collisions by Disposition

2014

2015

14

30 30

66

44

96

FIGURE 21: Dispositions reached in investigations o Department vehicle accidents.

DATA SOURCE: CPD

Te number o collisions associated with employee driving is displayed in the graph below.

When an employee is involved in a preventable collision, the Vehicle Accident Review Boarddetermines appropriate corrective action. In addition, the Board identifies patterns o driving,circumstances, equipment or training deficiencies that contribute to accidents and recommendsstrategies to resolve these issues.

When responding to emergencies, officers must:

▶ Come to a complete stop beore entering an intersection; and,

▶ Stay within 20 mph o the posted speed limit (does not apply during a pursuit).

In 2015, 96 collisions occurred involving Department motor vehicles. State law (Section 56-5-765) requires the State Highway Patrol to investigate all collisions involving law enorcement vehicles to make a determination as to whether the agency vehicle/motorcycle was operatedproperly within the guidelines o appropriate statutes and regulations.

Internal administrative reviews are also conducted on all collisions involving Department vehicles. An independent Vehicle Accident Review Board, appointed by the Chie o Police,reviews the results o the internal investigations to determine i the accident was preventableor not preventable. As seen in Figure 21, 30 o the 96 collisions that occurred in 2015 weredetermined to be preventable. O the 30 collisions determined to be preventable, the VehicleAccident Review Board attributed 11 collisions to “inattentiveness by the officer.”



2016 AND BEYOND

City of Columbia’s Implementation Plan for the Recommendations ofthe President’s Task Force on 21st Century Policing

Te Columbia Police Department has conducted a detailed review o the Final Report o thePresident’s ask Force on 21st Century Policing. Te Department developed an implementationplan to inorm stakeholders o the current status o the Department’s efforts and guide theconversation concerning collaborative implementation o additional recommendations. TeDepartment has also developed a matrix or chart to track progress on each recommendation.Te Columbia Police Department will be working with city government officials, the CitizenAdvisory council and other stakeholders to implement the recommendations o the President’sask Force on 21st Century Policing. o read more about the Columbia Police Department'simplementation plan go to www.columbiapd.net.

Citizen Survey and Officer Identification Cardso get citizen eedback regarding the Department’s perormance, a text message-basedsurvey was developed in partnership with Positive Reerral echnologies. Te citizen-policeencounter survey provides the Department with a much needed mechanism to measureand evaluate encounters, and provides another way or the voices o Columbia citizens to beheard. raditionally, reported reductions in crime rates have been the primary indicator olaw enorcement success, causing officer perormance measures to be based on enorcement-related encounters alone. Community policing, the oundation o the Department’s policingstrategies, has expanded the work o Columbia Police Officers to include engaging memberso the community as partners in crime reduction and problem solving initiatives. Te ability

to customize citizen survey questions enables Department leadership to measure and managethe complexities o police perormance in the 21st century, including non-enorcement citizen-police encounters. Te citizen eedback we get on the ull spectrum o encounters, will urtherguide our efforts to build trust and confidence between the members o our department and thecommunity.



Continuing to Enhance Transparency and AccountabilityTe Columbia Police Department is in the process o purchasing IAPro, a sofware program, thatwill greatly improve the Department’s ability to track use o orce incidents and officer involvedshootings. Te additional data will serve as an Early Intervention System, allowing commandstaff to identiy, address and prevent problematic behavior beore it escalates to a matter orInternal Affairs. Te program should be available or use in preparing the 2016 Internal AffairsReport.

A ull review o Department policies is ongoing, with the intent o improving organizationalefficiency, as well as enhancing transparency and accountability. Te Department’s website

is currently under construction and will soon accommodate the posting o the policies andprocedures relating to officer misconduct and use o orce. Te website will also officer citizensa mechanism to provide eedback on officer perormance, allowing or complaints o officermisconduct and commendations o Columbia Police Officers to be submitted online. TeColumbia Police Department’s newly designed website will be launched by summer 2016.

Currently under consideration is the establishment o a mechanism or peer review o deadlyorce incidents. Peer review would provide a orum to discussed lessons learned – what was doneright – what was done wrong – in a non-punitive setting.


44/44

City of Columbia Police Department

DEDICATED TO

THE BRAVE MEN AND WOMEN

OF THE COLUMBIA POLICE DEPARTMENT

WHO PROUDLY SERVE

THE CITIZENS OF COLUMBIA

WITH HONOR AND INTEGRITY

CPD InternalAffairsReport 2015

Documents

Transcript of CPD InternalAffairsReport 2015