Chicago Police DepartmentSpecial Order S08-01-08
Nondisciplinary Intervention Program
Issue Date:04 May 2018Effective Date:04 May 2018
Rescinds:01 May 2004 Version
Index Category:Professionalism
I.Purpose
This directive continues the:
  • A.Non-disciplinary Intervention Program.
  • B.Non-disciplinary Intervention Tracking Number.
  • C.Non-disciplinary Intervention Report (CPD-62.216).
II.Policy
It is the policy of the Chicago Police Department to treat all members of the community with courtesy, respect, dignity, and professionalism.
III.General Information
  • A.The Non-disciplinary Intervention Program is designed to provide a more effective means of addressing incidents of verbal abuse and other program-eligible conduct. This program is non-disciplinary in nature and makes use of enhanced member awareness of the Department’s policy concerning interactions with the community, counseling, skills development and training, and other non-disciplinary intervention actions. The schedule of interventions is designed and intended to be the only consequence to a Department member for an incident handled within the scope of this program.
  • B.This directive establishes procedures for:
    • 1.the handling of incidents falling within the scope of the Non-disciplinary Intervention Program.
    • 2.providing appropriate non-disciplinary intervention actions that will assist Department members in maintaining the highest possible levels of professional conduct in their interactions with the community.
  • C.Nothing in this directive precludes obtaining a Log Number when it is deemed appropriate.
IV.Program-Eligible Conduct
For purposes of this directive, “program-eligible conduct” is defined as any remark, commentary, action, or behavior that is overtly insulting, mocking, or belittling which is directed by a sworn member of the Department toward any other person who is not a Department member.
V.Program Scope
  • A.The Non-disciplinary Intervention Program will include all incidents of program-eligible conduct, as defined in Item IV of this directive, except those incidents that:
    • 1.involve only an unknown or otherwise unidentified member after a preliminary investigation.
    • 2.are accompanied by other allegations of misconduct.
    • 3.are so extreme in nature and/or occurred with such wide public exposure that substantial discredit was brought not only upon the involved member but also the Department as a whole.
  • B.All program-eligible conduct falling within the scope of this program that is directly observed by or reported to any Department member will continue to meet the mandatory-reporting requirements of the Department directive entitled “Complaint and Disciplinary Procedures.” Supervisors are reminded of the general guideline to report all such alleged conduct to the Civilian Office of Police Accountability (COPA) within one hour.
  • C.For those incidents handled under this program, when the provisions of this directive are in conflict with the provisions established in the directive entitled “Complaint and Disciplinary Procedures,” the provisions of this directive shall take precedence.
VI.Program Responsibilities and Procedures
  • A.Upon receiving information, the receiving COPA member assigned to the complaint intake desk will:
    • 1.determine if the incident falls within the scope of the Non-disciplinary Intervention Program, as defined in Item V-A of this directive.
    • 2.if the incident falls within the established program scope:
      • a.issue a Non-disciplinary Intervention Tracking Number.
      • b.initiate a Non-disciplinary Intervention Report for the incident by recording:
        • (1)the corresponding Non-disciplinary Intervention Tracking Number,
        • (2)the involved member’s information, and
        • (3)a brief summary of the incident.
      • c.forward the corresponding Non-disciplinary Intervention Report to the command staff member of the Human Resources Division.
    • 3.if the incident does not fall within the established program scope, process and/or investigate the incident consistent with the existing procedures established under the Department directive entitled “Complaint and Disciplinary Procedures.”
  • B.The Chief, Bureau of Internal Affairs (BIA) will establish unit-level procedures to review incoming Log Number that correspond to incidents falling within the scope of this program, as identified in Item IV of this directive.
    • 1.If, during the investigation of a Log number - "type INFO" assigned to the BIA involving an unknown or unidentified member, the member is identified and it is determined that the incident is program-eligible, the Chief, Bureau of Internal Affairs may authorize that the investigation continue or administratively close the investigation. If administratively closed, the investigation will be returned to the Chief Administrator, COPA with the name(s) of the identified member(s) and a recommendation to reclassify the Log Number "type" as a Non-Disciplinary Intervention incident.
    • 2.In such instances, when an incident concerning program-eligible conduct is identified as having been incorrectly classified as a Log Number, the Chief, BIA will make a recommendation to the Chief Administrator, COPA that the investigation be reclassified and return the Log Number to the Chief Administrator, COPA.
    • 3.If the incident does not fall within the established program scope, process and/or investigate the incident as a Log Number Investigation consistent with the existing procedures established under the Department directive entitled “Complaint and Disciplinary Procedures.”
  • C.The Chief Administrator, COPA will:
    • 1.review those Log Number investigation incidents that are eligible for inclusion in the Non-disciplinary Intervention Program referred by the Chief, BIA for the reclassification under this program, and upon concurrence with the recommendation, ensure that the incident is appropriately reclassified.
    • 2.reclassify those incidents recorded on Non-disciplinary Intervention Reports identified by the command staff member of the Human Resources Division as falling outside the scope of the program as Log Number investigations consistent with the Department directive entitled “Complaint and Disciplinary Procedures.”
  • D.The Director, Human Resources Division will:
    • 1.develop Human Resources Division-level procedures to process and evaluate all incidents addressed under this program. These procedures will include provisions for the Director, Human Resources Division to administratively close, without further action, any incident that is determined to:
      • a.be obviously false or fabricated; or
      • b.have incorrectly identified the involved member.
    • 2.return to the Chief Administrator, COPA any Non-disciplinary Intervention Reports that involve incidents that do not fall within the program scope identified in Item V-A of this directive.
    • 3.assign a supervisor from the Human Resources Division to review and approve all properly prepared Non-disciplinary Intervention Reports completed within the scope of this program and processed by the Human Resources Division.
    • 4.ensure that all records relating to incidents handled under this program are destroyed after five (5) years after the date of the incident unless ordered otherwise by a court.
    • 5.monitor and evaluate the implementation of this program and report any program-related findings to the Superintendent of Police as directed.
  • E.Upon receiving a Non-disciplinary Intervention Report from COPA, the assigned Human Resources Division personnel will review the incident to verify whether the incident falls within the scope established for the program under Item V-A of this directive and:
    • 1.If the incident does not fall within the scope, forward the corresponding Non-disciplinary Intervention Report to the Director, Human Resources Division for:
      • a.return to COPA, and
      • b.subsequent reclassification by COPA for an investigation consistent with the procedures established under the Department directive entitled “Complaint and Disciplinary Procedures.”
    • 2.If the incident does fall within the scope:
      • a.obtain the member’s Non-disciplinary Intervention history;
      • b.ensure that the incident is processed consistent with the schedule of intervention actions identified in Item VII of this directive;
        NOTE:
        Any incident that is obviously false or fabricated will be referred to the command staff member of the Human Resources Division with a recommendation that it be administratively closed. Any such incident will not be counted under the member’s Non-disciplinary Intervention Program history.
      • c.complete the Human Resources Division section of the Non-disciplinary Intervention Report relative to the incident, recording the recommended intervention actions as identified in Item VII of this directive;
      • d.forward the corresponding Non-disciplinary Intervention Report, once approved by a Human Resources Division supervisor designated by the Director, Human Resources Division, to the involved member’s unit commanding officer; and
      • e.in writing, notify the citizen bringing the incident to the Department’s attention, that his or her concerns are being addressed by the Department.
  • F.Upon receipt of a Non-disciplinary Intervention Report forwarded by the Director, Human Resources Division, the member’s unit commanding officer will:
    • 1.upon receipt of the incident assign the Non-disciplinary Intervention Report to the appropriate Station Supervisor / Supervisory personnel for completion.
    • 2.ensure that the completed Non-disciplinary Intervention Report relative to the incident is returned to the Human Resources Division within three working days upon receipt from the Station Supervisor / Designated Supervisor.
    • 3.ensure the member’s response is attached to the completed Non-disciplinary Intervention Report and forwarded to the Human Resources Division when a member chooses to submit a written response.
    • 4.ensure that the maximum consequence of program-eligible conduct is strictly limited to the interventions required in the schedule of interventions.
  • G.Upon being directed to discuss a program-eligible incident with an involved member, the assigned supervisor or station supervisor will:
    • 1.read the program discussion guidelines before meeting with the member.
    • 2.inform the member that the discussion is part of a non-disciplinary process and a Log Number Investigation has not been issued regarding the identified incident.
    • 3.present the member with a copy of this directive.
    • 4.remind the member of the Department’s policies regarding interactions with the public and the proper treatment of all persons.
    • 5.allow the member an opportunity to respond to the incident.
    • 6.discuss effective communication strategies and techniques with the member.
    • 7.inform the member of the services available through the Professional Counseling Service.
    • 8.inform the member that he or she may choose, but is not required, to provide a written response concerning the incident to the unit commander / command staff member. If the member chooses to submit a written response, notify the member that they must submit the report to the assigned supervisor or watch operations lieutenant no later than forty-eight hours after the meeting has taken place. The written response will be attached to the Non-disciplinary Intervention Report prior to submission to the unit commanding officer. The member will not be allowed to have a bargaining unit representative present during the intervention.
    • 9.when required, review one of the Department’s training videos on courtesy and demeanor with the member and discuss the training video viewed with the member.
    • 10.complete the Unit Supervisor’s section of the Non-disciplinary Intervention Report relative to the incident.
    • 11.request the member sign the corresponding Non-disciplinary Intervention Report.
      NOTE:
      If the member refuses to sign the report, the preparing supervisor will indicate “Refused” in the box marked “Involved Members Signature.”
    • 12.forward the completed Non-disciplinary Intervention Report, and involved member’s written response if the option was elected by the member, to the unit commanding officer, via the station supervisor, if applicable, within three (3) working days.
      NOTE:
      If the involved member is on regularly scheduled day-off, medical roll, pre-approved use of compensatory time, personal day or baby-furlough day, or regularly scheduled furlough, the three-working-days limit will commence upon the date of the involved member’s return to duty.
VII.Schedule of Intervention Actions
Following the receipt of an incident concerning program-eligible conduct, unless such incident was administratively closed, the involved member will be included in a discussion regarding the matter with a supervisor and/or referred for training or professional services based upon the schedule of intervention actions listed below. When within the preceding five (5) years, the incident of program-eligible conduct is the members:
  • A.first incident, a discussion will be held between the involved member and his or her immediate supervisor.
  • B.second incident, a discussion will be held between the involved member and his or her station supervisor or unit commanding officer, which will include the member viewing one of the Department’s training videos on courtesy and demeanor, followed by a specific discussion of the training viewed.
  • C.third incident, a discussion will be held between the involved member and his or her station supervisor or unit commanding officer and the involved member will be scheduled to attend the Department’s Street Negotiation Training Course.
  • D.fourth incident, the Human Resources Division will place the member in the Behavioral Intervention System or Personnel Concerns Program.
  • E.fifth or more incident, the Human Resources Division will schedule the member for a psychological fitness for duty evaluation. Any additional provision of services or personnel action will be determined consistent with the established Department procedures for programs, services, or personnel actions.
    NOTE:
    The Director, Human Resources Division, may, at his or her discretion, elect a lesser intervention action from among those listed above, based on the facts of the current incident and the overall history of the involved member. However, the intervention action for an incident not administratively closed will, at minimum, include a discussion regarding the matter with the involved member. Department supervisors are required to ensure that the maximum consequence of program-eligible conduct is strictly limited to the interventions required in the schedule of interventions.
Authenticated by: KC
Eddie T. Johnson
Superintendent of Police
16-062 EW