This policy describes complaint policies and procedures specific to the MPD.

1. Complaint Process Manual

1. The Complaint Process Manual outlines procedures for receiving complaints made against an employee or the Department, and for how complaints are processed. The Complaint Process Manual is available to all MPD employees on the MPD internal site, and on the OPCR’s public site under Complaint Review Process.

2. Complaints shall be processed according to procedures outlined in the Complaint Process Manual.

2. Chief may Determine Investigation

1. The Chief of Police may require that a complaint be investigated by Internal Affairs or other command staff that the Chief deems appropriate, except complaints about the Chief.

2. Complaints about the Chief shall be referred to the Mayor’s Office, who will determine which entity shall investigate the complaint.

3. Signed Complaints

An officer's formal statement may not be taken unless there is filed with the employing or investigating agency a written complaint signed by the complainant stating the complainant's knowledge, and the officer has been given a summary of the allegations.

1. Complaints stating the signer's knowledge also may be filed by employees of the law enforcement agency.

2. Before an administrative hearing is begun, the officer must be given a copy of the signed complaint.

4. External Complaint Reporting

1. Internal Affairs shall accept any and all citizen complaints of misconduct against any employee of the MPD, regardless of the manner in which the complaint is received (anonymous complaints, complaints via email, complaints reported by a third party, etc.).

1. Any person not employed by the MPD may make a complaint alleging employee misconduct by letter, email, phone, or online or in person to any employee in any area of the MPD.

2. If asked, all employees shall provide citizens with a Police Conduct Complaint Form without question.

1. The complaint forms are available at the precincts, at Internal Affairs Room 112 City Hall and at the Office of Police Conduct Review (OPCR), Room 239 City Hall.
2. The complaint form is also available online at:
   https://www.minneapolismn.gov/report-an-issue/police-officer-complaint/

3. If it is not feasible to provide the form to the citizen, the MPD employee shall provide the internet website address where the complaint form may be located online.

2. MPD employees shall never attempt to dissuade a citizen from lodging a complaint and shall not retaliate against any citizen for filing a complaint or participating in a complaint investigation.
3. At no time shall any employee, including supervisors, handle a complaint about themselves. If someone wants to initiate a complaint about the employee to whom they are speaking, the complainant shall be immediately referred to the employee’s supervisor.
4. All citizen complaints of misconduct by an MPD employee shall cause an investigation into the misconduct alleged.

1. The investigation shall continue to its logical conclusion, unless upon initial review by Internal Affairs there is undisputed evidence that the alleged complaint is unfounded and there is no indication of other misconduct in the incident that is unrelated to the original allegation. All cases that are dismissed after initial review shall be documented and filed for future reference.
2. At no time shall a citizen complaint of misconduct received by Internal Affairs result in an inquiry and not an investigation, unless an exception is made for cause by the Chief of Police.

5. Internal Complaint Reporting

1. An MPD employee who initiates a complaint of alleged misconduct regarding another MPD employee, per P&P 2-101, should refer to the Complaint Process Manual for appropriate procedures.

2. If the accused employee is the Internal Affairs supervisor, an Internal Affairs investigator, or MPD administrative command staff, the Chief of Police or the Chief’s designee shall determine how the complaint is investigated.
3. Complaints about the Chief shall be referred to the Mayor’s Office, who will determine which entity shall investigate the complaint.

6. Employees as Criminal Suspects

1. If any MPD employee is a suspect in a criminal case or the development of a case leads to an MPD employee being a suspect within the jurisdiction of the MPD, Internal Affairs will investigate the criminal case unless another entity is designated by the Commander of Internal Affairs or the Chief of Police. MPD’s Internal Affairs will also investigate all potential policy and procedure violations relative to the criminal case.

2. If the criminal case is outside the jurisdiction of the MPD, Internal Affairs will monitor the criminal case and handle the administrative case, unless the Chief of Police designates otherwise.
3. Officer-involved shootings will be handled in accordance with P&P 7-810 and the applicable labor agreement.

7. Garrity Decisions in Complaint Investigations

1. MPD employees are required to give a statement when ordered to do so regarding matters pertaining to the scope of their employment and their fitness for duty.

1. These statements or the fruits thereof, compelled as a condition of employment, cannot be then used in any criminal proceedings against the employee, except in cases of alleged perjury by the employee giving the statement (Garrity vs. New Jersey, 1967, U.S. Supreme Court).
2. All employees shall answer all questions truthfully and fully render material and relevant statements to a competent authority in an MPD investigation when compelled by a representative of the Employer, consistent with the constitutional rights of the individuals.

2. All statements of involved police employees shall be signed and sworn. Any employee found to have intentionally given a false statement shall be subject to MPD disciplinary procedures, up to and including dismissal.
3. Criminal violations shall be referred to the appropriate prosecuting authority for review, in accordance with section [F] of this policy. The administrative case involving alleged policy and procedure violations may proceed independent of the criminal case.

8. Internal Affairs Records and Other Complaint Data

1. All complaint records, case files, and hearing records shall be maintained according to the Complaint Process Manual and the MN Government Data Practices Act (MGDPA).

2. The Minnesota Government Data Practices Act (MGDPA) governs the information concerning investigations of alleged misconduct by MPD employees.

1. The specifics of an investigation are not public data and shall not be disclosed, except when authorized and required under the MGDPA or a court order.
2. Information regarding disciplinary action, including the basis or nature of discipline, is not public unless and until it reaches final disposition, and the information shall not be disclosed except when authorized and required under the MGDPA or a court order.
3. A Final disposition occurs when all the appeal processes afforded an employee have been concluded. This includes a Grievance Procedure, Binding Arbitration, and a Civil Service Commission Hearing Process.

3. All requests or inquiries for data shall be handled by Records Information and Internal Affairs.

The City of Minneapolis and the MPD are committed to providing members a work environment free from workplace discrimination, sexual harassment and other forms of workplace harassment, and workplace retaliation.

1. This policy applies to all forms of workplace discrimination, harassment, and retaliation, including conduct based on a person’s protected class status.
2. Workplace discrimination, harassment, and retaliation in the workplace are unacceptable and will not be condoned or tolerated. Every member has a responsibility to comply with the City of Minneapolis’ Anti-Discrimination, Harassment and Retaliation Policy (“ADH&R Policy”).
3. In addition to violating the City’s and MPD’s policies, workplace discrimination, harassment, and retaliation may be a violation of Federal and State laws as well as the Minneapolis Civil Rights ordinance, and may expose not only the City, but also individuals, to significant liability under the law.

3. Acts of workplace discrimination, harassment, and retaliation are forms of serious misconduct and will result in investigation and may result in disciplinary action, up to and including termination.
4. Supervisors are held to a higher standard of conduct and shall be subject to a higher level of discipline for engaging in any form of workplace discrimination, harassment, or retaliation, or for failing to enforce the Anti-Discrimination, Harassment and Retaliation Policy (“ADH&R Policy”).
5. It is the policy of the City of Minneapolis to encourage members who feel they have been subjected to workplace discrimination, harassment, or retaliation, or who have knowledge of, or believe that workplace discrimination, harassment, or retaliation has occurred, or is occurring within City government, to report these concerns to the Human Resources Department.

Investigative Authority

1. The Human Resources Department is the main investigative authority for all complaints alleging a violation of the City’s ADH&R Policy, and is obligated to promptly and thoroughly investigate all such claims of workplace discrimination, harassment, and ADH&R-related retaliation.

2. MPD Internal Affairs may investigate the complaint involving MPD members as requested by, in conjunction with, or separately from the City’s Human Resource Department.
3. The Commander of Internal Affairs or the Commander’s designee shall serve as the MPD’s liaison to Human Resources for complaints which are based on an alleged violation of the City’s ADH&R policy.
4. Other members may assist Human Resources as requested by Human Resources or as determined by the Chief of Police.

Investigative Process

1. Each investigative body has the responsibility for documenting their own investigative process.

2. The Human Resources investigative process will comply with procedures established by the Human Resources Department and the City’s ADH&R policy.
3. The complainant and subject of the investigation will be informed of the status by either Human Resources or the Minneapolis Police Department.

Complaint Reporting

1. The Human Resources Department is the first contact for all workplace discrimination, harassment, and retaliation complaints.

2. Supervisors who become aware of workplace discrimination, harassment, or retaliation, or who receive a complaint of workplace discrimination, harassment, or retaliation shall take immediate action.

1. In all cases supervisors shall document the information on the alleged incident and forward it to Human Resources, with a copy to Internal Affairs.
2. All documentation shall include, but not be limited to: the complaint activity, time, place, persons involved, witnesses, and supervisor’s response.

3. Managers, supervisors and all members shall immediately refer any threats, complaints of a criminal nature, or other attempts at workplace retaliation for reporting workplace discrimination or harassment to Human Resources and Internal Affairs.

1. If the Human Resources supervisor or an Internal Affairs investigator is not available, the Watch Commander shall be notified.
2. Watch Commanders shall take immediate action (e.g. separate parties) if the situation warrants. The Watch Commander shall document the incident and their response, and shall forward the documentation to Human Resources and Internal Affairs prior to the end of their shift.

Correspondence to Be Kept Confidential

All correspondence on workplace discrimination, harassment, and retaliation complaints is to be kept confidential with only the involved parties and those determined to have a need to know being notified.

To establish policy regarding responding to requests from the Office of Police Conduct Review (OPCR).

OPCR Investigative Authority: Minneapolis Code of Ordinances, Title 9, Chapter 172, Sections 172.10 and 172.20 provides OPCR authority to investigate complaints of misconduct on the part of officers of the Minneapolis Police Department and make recommendations regarding the merits of such complaints to the chief of police.

1. In accordance with the Minneapolis Code of Ordinances, Title 9, Chapter 172 Section 172.90, Office of Police Conduct Review staff shall have full, free and unrestricted access, to the extent authorized by law, to the records of the Minneapolis Police Department in order to conduct investigations of police misconduct; facilitate research and study projects for the Police Conduct Oversight Commission; and conduct special reviews and programmatic reviews at the request of the mayor, city council, internal auditor, city departments, or boards and commissions.

2. The failure by any official or employee of the Minneapolis Police Department to comply with such lawful requests for information, participation, or access shall be deemed an act of misconduct.
3. Sworn employees receiving notice from OPCR to arrange for an interview or mandatory mediation shall comply with such requests in a timely and professional manner. (See P&P 3-709 Overtime Policy for OPCR.)

Purpose

The purpose of a performance evaluation is to improve communication regarding performance expectations, develop and promote employee development process as well as to recognize the level of accomplishment in the performance of an employee’s duties. Performance evaluations for all MPD personnel shall be completed on the Minneapolis Police Department Employee Appraisal form (MP 9001 for civilians and MP 9002 for sworn officers). Copies of the forms can be found on the MPD's Intranet site.

Policy

The process is focused on a comparison of the employee’s actual level of performance measured against performance standards that are developed by supervisors and employees through open and ongoing communication. The comparison of actual performance with department expectations and standards serves both as a basis for recognition of individual accomplishment as well as a method to plan improvement where deficiencies are found.

The supervisor completing the performance review must review it with the affected employee, including those evaluations done because of a permanent assignment change. Employees will acknowledge performance reviews with their signature on the evaluation form. A signature does not indicate agreement with the evaluation. Each supervisor shall forward all performance evaluations to the Commander for final review. After the Commander has approved and signed the performance evaluation, it will be forwarded to MPD Human Resources. If requested, a supervisor shall provide an employee with a copy of their performance review.

An employee wishing to challenge a performance review may request an interview with their second level supervisor prior to the evaluation being forwarded to MPD Human Resources. The second level supervisor will notify the employee and their supervisor in writing of their decision, of the challenge, within ten days of the interview. Their written decisions will be included in the employee's performance review file.

Generally the employee may challenge their evaluations only to the second level of supervision. If the performance review is still in dispute, the employee may challenge to their Bureau Head. The request must be submitted through the Precinct/Unit/Division Commander. Bureau Heads may choose to review the documents or let the second level supervisor's decision stand. The Bureau Head will notify the employee, their supervisor and the commander, in writing, of their decision within ten days of the challenge. Bureau Head decisions will be final. Their written decisions will be included in the employee's performance review file.

Completed performance reviews with all attachments (employee input, challenges, etc.) must be returned to MPD Human Resources within ten days of the review or final challenge and maintained in the employee's personnel file for four years after the employee terminates employment with the City of Minneapolis.

Policy

Any MPD employee may initiate an award recommendation. A Recommendation for Award form (MP-1600) shall be completed and forwarded to the Commander of the person recommended. Commanders will forward only Life Saving, Medal of Honor, Medal of Valor, Medal of Commendation, Excellence in Investigation Award, Distinguished Service Award and Department Award of Merit requests within five (5) working days to the Chief's Administrative Assistant. The Administrative Assistant will assign an award log number and forward the award recommendation to the Awards Committee. The Committee will make a recommendation and return their recommendation and the Recommendation for Award Form to the Chief’s Administrative Assistant. He/she will then forward the form to the appropriate Bureau Head and the Chief for final approval. 

Nominations for Unit Citations will be requested annually by Police Administration. 

The Chief's Administrative Assistant will forward all award recommendations, approved or disapproved, to MPD Human Resources for inclusion in the employee's personnel file.

Policy

The Medal of Honor may be awarded to any MPD employee for an act of outstanding bravery or heroism. Demonstrated unselfishness, courage, and the immediate high risk of death or serious physical injury would characterize such an act. The award may also be given posthumously to an employee who has died while involved in action of demonstrated heroism.

The Medal of Honor sworn recipient shall receive a commemorative medal with a light blue ribbon, and a blue uniform bar. The Medal of Honor civilian recipient shall receive a plaque.

Policy

The Medal of Valor may be awarded to any MPD employee for an act of bravery that demonstrates obvious self-sacrifice in the face of death or serious physical injury.

The Medal of Valor sworn recipient shall receive a commemorative medal with red ribbon, and a red uniform bar. The Medal of Valor civilian recipient shall receive a plaque.

Policy

The Chief may award the Department Purple Heart Medal for injuries suffered of a potentially incapacitating nature requiring immediate medical attention and sustained while in the performance of official duties:

• While reacting to the actions of an offender,
• While engaged in the apprehension of an offender, or
• While protecting the life of another.

In addition, this award may be conferred if an injury was averted by the wearing of body armor that may have otherwise met the criteria.

The Department Purple Heart Medal recipient shall receive a commemorative medal with a purple ribbon, and a purple and white uniform bar.

Policy

The Medal of Commendation may be awarded to any MPD employee for an outstanding act that brings credit to the MPD and is highly recognized by other employees or citizens. This act is characterized by obvious self-sacrifice while facing personal danger. This award may also be granted to other law enforcement agencies, City of Minneapolis employees, or citizens.

The Medal of Commendation sworn recipient shall receive a commemorative medal with green ribbon, and a green uniform bar. The Medal of Commendation civilian recipient shall receive a plaque.

Policy

The Excellence in Tactics and De-escalation Award may be given to an MPD employee who utilizes sound judgement and exceptional tactical skills, verbal approaches, or other techniques to de-escalate a critical, volatile or dangerous situation to protect and preserve the life of another.

Sworn recipients of the award shall receive a blue and gold uniform bar. Civilian recipients shall receive a plaque.

Policy

The Department Award of Merit may be awarded to any MPD employee for an outstanding act or achievement that brings credit to the MPD. It involves performance above and beyond that required by the employee's basic work assignment or exceptional professional skill and conduct during a coordinated action or call for service. The award may also be awarded to any MPD employee for exceptional investigative work that brings credit to the MPD.

The Department Award of Merit sworn recipient shall receive a silver uniform bar. The Department Award of Merit civilian recipient shall receive a plaque.

Policy

The Life Saving Award may be awarded to any employee for a direct action in saving a human life that involved exceptional courage or performance, involved prolonged lifesaving efforts, or went beyond the call of duty and beyond standard or required training protocols. The Awards Committee may consider such things as the duration of lifesaving efforts such as CPR or negotiations, whether the officer was alone or assisted, whether the scene was chaotic or contained a significant biohazard, and the length of time before EMS or Fire arrived.

The Life Saving Award sworn recipient shall receive a white uniform bar. The Life Saving Award civilian recipient shall receive a plaque.

Policy

The Unit Citation Award may be awarded to a unit, precinct, or division, at the discretion of the Chief of Police for exemplary service or a specific action.

The award shall consist of a commemorative plaque to be displayed at the unit, precinct or division. An employee assigned for the entire time period considered or the specific action performed may receive this award. Officers will be awarded a black and gold uniform bar. MPD civilian personnel will receive a unit citation pin.

Policy

The Chief's Award of Merit may be presented to any MPD employee for performance resulting in improved operations, outstanding community service, or substantial savings in organizational costs. This award may also be granted to other law enforcement agencies, City of Minneapolis employees, or citizens.

The Chief's Award of Merit sworn recipients shall receive a purple uniform bar. Civilian recipients shall receive a plaque.

The recommendation for this award shall be completed and forwarded to the appropriate Precinct or Division Commander for approval. The recommendation shall then be forwarded to the Chief, who will make a final decision on the award. Recommendations shall then be sent to the Chief’s Administrative Assistant who will order the plaque for approved awards.

Policy

A Bureau Head, Precinct or Division Commander may award any MPD employee in their command an Outstanding Employee pin. Pins are given to recognize employees for exceptional activities that benefit the MPD. Anyone may write a letter to the appropriate Commander recommending a MPD employee for the Outstanding Employee pin.

Policy

The Distinguished Service Award may be presented to any MPD employee or unit having demonstrated compassion to those in need by providing understanding, empathy and confidence, in addition to a solution. Recipient(s) of this award will have demonstrated altruism while attending to the needs of a specific community or individual above and beyond the call of duty. The distinguished service provided will have resulted in a positive impact upon the individual or community and the Department.

Nominations may be made by employees of the MPD, employees of any City department, or members of the public who have witnessed or been the recipient of distinguished service provided by an MPD employee.

The Distinguished Service Award sworn recipients shall receive a tan uniform bar. The Distinguished Service Award civilian recipients shall receive a plaque.

Policy

The Excellence in Investigation Award may be presented to any MPD employee who conducts an investigation that demonstrates remarkable skill and determination to complete. This award may be given in cases where innovative or specialized investigative techniques are used, multiple jurisdictions are involved or the investigator demonstrates remarkable perseverance in the face of great challenges.

Sworn recipients of this award shall receive a maroon uniform bar. Civilian recipients shall receive a plaque.

To establish and authorize the 2020 Distinguished Service Ribbon as a formal Department award recognizing honorable, professional, and resilient service by Minneapolis Police Department members during the historic and multifaceted challenges of the year 2020, including the COVID-19 pandemic, civil unrest, and sustained emergency response operations.

It is the policy of the Minneapolis Police Department to formally honor members who exemplified exceptional dedication to duty and upheld the Department’s highest standards during the unprecedented conditions of 2020. The 2020 Distinguished Service Ribbon symbolizes resilience, integrity, and distinguished performance in the face of profound and overlapping crises. It acknowledges performance that exceeded the requirements of the employee’s basic work assignment, exemplifying dedication, professionalism, and resilience.

Eligibility Criteria

The ribbon may be awarded to sworn and non-sworn members who meet all of the following criteria:

1. Performed active duty for a cumulative minimum of 30 days between May 25, 2020 and December 31, 2020, during which they either:

1. Participated in field, supervisory, or support assignments in response to civil unrest, public health emergencies, or operational continuity needs within Minneapolis.

or

2. Provided essential administrative, public safety, or logistical support during the specified time frame.

2. Consistently demonstrated professional conduct, in alignment with the MPD code of ethics.
3. Were not subject to any sustained disciplinary findings related to misconduct during the qualifying period.

Award Ribbon Description

1. The 2020 Distinguished Service Ribbon consists of:

1. A ribbon bar:

1. Featuring a navy-blue field, symbolizing trust, dignity, confidence, and authority, qualities demonstrated through unwavering service in professional law enforcement.
2. The ribbon’s gold outline, 2020 insignia, and gold badge with a navy-blue center represent the noble profession of law enforcement and the enduring dedication of those who continued to serve. These elements serve as a lasting tribute to the strength, perseverance, and professionalism displayed by recipients during this pivotal period in MPD’s history.

2. An official certificate signed by the Chief of Police.

2. The ribbon may be worn in accordance with MPD uniform standards (P&P 3-122).

Nomination and Approval Process

1. Nominations may be submitted by any supervisor.

2. When submitting the Recommendation using the Award form (MP-1600), the supervisor shall include in the comments a description of nominated member’s role during the qualifying period and a brief justification for the nomination.
3. Nominations shall be routed through the chain of command to the Awards Committee, which will make recommendations to the Chief of Police (P&P 2-301).
4. Final award decisions rest solely with the Chief (P&P 2-301).

Policy

The MPD Awards Committee reviews and recommends approval or disapprovals for commendations for Medals of Honor, Valor, Commendation, Department Award of Merit, Distinguished Service Award, and Life Saving Award. The Awards Committee will have not less than 11 persons but no more than 15 persons sitting on the committee and will meet monthly. The Awards Committee shall consist of: (06/09/15)

• Chair – Deputy Chief, Inspector or Commander – One year commitment
• Co-chair – Deputy Chief, Inspector or Commander – One year commitment
• Two (2) Lieutenants – Two year term
• Two - Four (2-4) Street Sergeants – Two year term
• One (1) Investigator – Two year term
• Two- Four (2-4) Officers – Two year term
• One (1) Park Police Sworn Representative– Two year term
• One (1) MPD Civilian Employee – Two year term

The Committee Chair does not vote unless breaking a tie vote. MPD employees may be recommended for commendation up to one year from the date of the incident/occurrence. Separate documentation must be submitted for each employee being recommended for an award. Final approval for all awards, except for Citizen Appreciation Certificates will be made by the Chief or his/her designee.

Policy

The appeals process for an MPD Awards Committee decision is as follows:

After the MPD Awards Committee makes a decision regarding an award request and it has been processed by the Chief’s Administrative Assistant, an appeal can be initiated by the Commander who processed the award request. The appeal shall be submitted in the form of a letter to the Awards Committee Chairperson from the Commander. (06/09/15)

The Awards Committee Chairperson shall review the appeal with the Awards Committee. The committee will:

• Stand on their original award decision; or
• Concur with the appeal and change their award decision; or
• Request further detail from the Commander or his/her designee within ten days of a committee meeting, and review the decision based on the additional information. 

A modified awards decision will then be forwarded to the Chief’s Office. Once this appeals process has been completed, there will be no further action taken by the Awards Committee.

Policy

All MPD awards will be presented to the employee by the Chief or the employee’s Commander or their designee as soon as practical and reasonable. Certificates of Recognition will be presented at the annual MPD Employee Awards ceremony. 

Civilian employees will receive all award items with the exception of uniform bars. A plaque, certificate and/or letter of recognition from the Chief will be included instead of the uniform bar.

Supervisors or administrative personnel are also allowed and encouraged to write letters of appreciation or acknowledgment for their subordinates. A copy of the letter shall be sent to MPD Human Resources to be placed in the employee's personnel file.

Policy

MPD Employee Award Recipients will be honored at the annual MPD Employee Awards Banquet. This event will be coordinated by the MPD Administration. 

Policy

A Certificate of Appreciation may be presented to any citizen or community organization in recognition of outstanding service to the MPD or for assistance in law enforcement efforts. Any MPD employee may initiate a Citizen’s Appreciation Award. Recommendations, including supporting documentation, shall be forwarded to their Precinct or Division Commander.

The Commander will review the recommendation.

If the award is approved, the Commander or his/her designee may print out the Citizen’s Certificate of Appreciation (located on the MPD website), sign and date it, and present it to the citizen or community. 

Citizen Appreciation Awards are handled by the Precinct or Division.

Policy

The Citizen’s Award of Valor may be awarded to citizens for exemplary and heroic acts that expose them to considerable danger.

Any MPD Employee may submit a recommendation for a citizen for the Citizen’s Award of Valor to their Precinct or Division Commander. If the Commander approves the Citizen’s Award of Valor, the recommendation shall be forwarded to Police Administration for review. If approved, they will order the award for the Chief to present. 

Policy

The Chief of Police reserves the right to modify assignments to better allocate employee resources of the MPD as allowed per the employees’ collective bargaining agreements. Seniority will be considered when conflicts arise, but will not be the controlling factor. Assignments shall not be made punitively, but to help the department and/or the employee.

Policy

The Police Assistance Program (PAP) offers 24 hours per day, seven days per week emergency counseling and in‑office personal and group counseling for MPD employees and their family members or significant others. MPD employees trained to serve as peer counselors are available to other employees for crisis counseling. Employees may be referred to PAP by a supervisor, a peer counselor, or through self-referral. Employees needing program services should contact the Police Assistance Program staff at the phone number listed in the department directory.

The purpose of this policy is to outline procedures for participation in the Minneapolis Police Department Internship Program.

The Internship Program will allow selected students from recognized colleges and universities who are interested in the field of Law Enforcement and/or Criminal Justice to experience and observe the day-to-day operations and functions of the Minneapolis Police Department.

1. Eligibility

1. Internship candidates must currently be enrolled in a recognized college or university.
2. Internships with the Minneapolis Police Department will not exceed one year.

2. Application/Interview Process

1. MPD Human Resources manages the MPD Internship Program. MPD Human Resources will instruct internship candidates to submit a cover letter and resume which outlines their college program and interest in participating in the Internship Program.
2. MPD Human Resources will contact the appropriate MPD unit/division commander if a candidate indicates a desire for internship with a specified unit/division.
3. Interested commanders will contact candidates directly for further information and/or for interview purposes.
4. Commanders interested in utilizing the Internship Program should contact MPD Human Resources to review prospective candidates.

3. Background Investigation Requirements

1. Internship candidates are required to successfully pass a background investigation completed by the MPD Background Investigations Unit prior to the start of the internship.

1. The Background Investigations Unit shall obtain a copy of the cover letter and resume from the unit/division commander who requested the intern. The cover letter and resume will remain in the candidate’s background file.
2. Background investigations may take up to two months.
3. Upon the successful completion of the background investigation, MPD identification cards will be issued to the intern. The intern shall turn in his/her MPD identification card to his/her respective commander on the last day of internship.

4. The commander of the hiring unit/division will notify MPD Human Resources about the selected intern.

1. After hiring requirements are met the commander shall be responsible for the scheduling, supervision, and evaluation of the intern.
2. The intern may be released at any time at the discretion of the hiring commander.
3. The intern shall have a narrative evaluation completed by his/her designated supervisor prior to the conclusion of the internship. The evaluation must include a description of the projects completed by the intern.
4. A copy of the evaluation shall be forwarded to MPD Human Resources.

The purpose of this policy is to outline training program components, rules, regulations and procedures for Pre-Service Training, In-Service Training, Special Duty requests, the maintenance of Peace Officer Standards and Training (POST) licenses, and training record management.

1. On-going training is essential to providing a professional level of service in law enforcement. Training offered by the MPD Training Unit will be consistent with the MPD's mission, values, goals, and objectives.
2. The mission of the MPD Training Unit is to develop and present relevant and current Pre-Service and In‑Service training programs, special courses and seminars to all employees that promote trust, accountability and professional service.
3. Minneapolis Police Department training will be provided in compliance with federal, state and city mandates, including use of force, legal update training and competency testing, and will be consistent with the MPD’s mission, values, goals and objectives.
4. It is the responsibility of supervisors to ensure that subordinates are trained and able to carry out assigned tasks and responsibilities.
5. Records shall be maintained to document training of all Minneapolis Police Department employees.

Recruit Officer and Field Training Programs

1. Training for new officers consists of a Police Academy and Field Training Officer (FTO) program.
2. The Recruit Officer must pass Police Academy requirements prior to being sworn in as a peace officer and being accepted into the FTO Program.
3. The Officer in field training will work one-on-one with an FTO during the Field Training period.
4. FTO Program requirements must be satisfactorily completed prior to the end of the Field Training period.

Recruit Officer Program – Uniform and Personal Appearance

1. The Recruit Officer will wear the Recruit Officer uniform or other specified attire as directed by Training Unit personnel.
2. The Recruit Officer’s personal appearance and uniform standards shall conform to the regulations specified in MPD Policy and Procedure Manual, Section 3-100 Personal Appearance and Uniforms.

Recruit Officer Program – Firearms

1. The Recruit Officer shall successfully complete the MPD Range Qualification course.

2. The Recruit Officer is prohibited from carrying ammunition and/or a loaded firearm during academy training unless they are under the direct supervision of range personnel.
3. The Training Unit may authorize the Recruit Officer to carry their firearm while participating in academy training classes.
4. The Recruit Officer is not legally authorized to carry their firearm while off duty until they are sworn in as a peace officer.

Field Training Officer (FTO) Program

Selection of Field Training Officers (FTO’s)

1. Precinct staffing supervisors, following FTO program guidelines, shall recommend officers who are eligible to be Field Training Officers.
2. The Field Training Sergeant at each precinct shall be selected by a Sector Lieutenant.
3. The Chief of Police reserves the right to reject a volunteer who the Chief determines is not appropriate to serve as an FTO.
4. Field Training Officers and Field Training Sergeants will be trained by Training Unit personnel.

Field Training Officer Program Scheduling – FTO and Officer in field training

1. The Officer in field training shall work the same schedule as their assigned FTO.

2. A special request by an Officer in field training to deviate from their assigned FTO’s schedule must be approved by the assigned FTO, Field Training Sergeant and the Training Unit.

Field Training Evaluation

1. The progress of an Officer in field training will be evaluated by their assigned FTO and Field Training Sergeant.

2. Evaluations for Officers in field training shall be reported to the Training Unit in the format prescribed by the Field Training Manual.

MPD In-Service Training

1. MPD In‑Service Training is provided each year to meet or exceed the requirements of the Minnesota Board of Peace Officer Standards and Training (POST), the MPD, and the City of Minneapolis.
2. All employees shall attend and participate in In-Service Training, as assigned, regardless of the number of POST Credits or Continuing Education Credits accumulated.

Special Duty, Schools and Seminars

1. Employees applying for Special Duty time, department funds, or MPD sponsorship must forward a properly completed Special Duty Approval Form (MP-1002) to the Training Unit. Applications to attend or instruct at an outside department training shall be denied when the training conflicts with training provided by MPD (such as warrior-type or fear-based training on use of force or de-escalation techniques as opposed to MPD’s community policing training).
2. Training requests which involve funding beyond the endorsing Commander’s training budget shall be reviewed and approved or denied by the Deputy Chief of Professional Standards.
3. Employees attending specialized schools or seminars authorized by the MPD will provide event information, names of the speakers and their qualifications, reports and a class syllabus to the Training Unit.
4. Employees may be selected to attend or instruct advanced training programs in which the MPD participates.
5. MPD employees may attend specialized training schools or seminars on their own time, except MPD sworn employees must obtain approval in advance from the Deputy Chief of Professional Standards or their designee before attending or instructing at a training on use of force or community policing/de-escalation techniques to ensure there is no conflict with such training provided by MPD (such as warrior-type or fear-based training on use of force or de-escalation techniques as opposed to MPD’s community policing training), including through off-duty employment.
6. Probationary employee requests for special training shall be forwarded to the Deputy Chief of Professional Standards for review and final approval determination.

Professional Development Program

1. The Professional Development Program, administered by the Training Unit promotes the professional growth of MPD employees. The program includes the following components:

1. Career Enrichment Programs
2. Career Paths
3. Community Service
4. Higher Education
5. In-Service Training
6. Leadership Development
7. Mentoring Program

Unit Specific Training

1. To be considered verifiable Department Training the lesson plan, training material (e.g. PowerPoint presentation) and instructor qualifications/resume must be documented and forwarded to the Training Unit.

1. Prior to conducting Unit Specific Training a Course ID number shall be obtained from the Training Unit.
2. In the event that Unit Specific Training is required and prior notification of the Training Unit is not practical, the supervisor/commander will be responsible for documentation of the lesson plan and attendance roster.

2. Upon completion of Unit Specific Training the attendance roster shall be forwarded to the Training Unit.

Training Records Management

1. The Training Unit shall do the following:

1. Assign a Course ID for all training that is to be documented.
2. Perform data entry and editing of training records in Workforce Director. Items to be stored in WorkForce Director for each training:

1. Instructor biography/resume
2. Syllabus of the training
3. Handouts
4. Training materials (e.g. PowerPoint)
5. Sign in sheet
6. Grades (if assigned)

3. Respond to Data Practices requests for MPD training records.
4. Maintain training records in accordance with data retention guidelines.
5. Generate the Training Record Verification Report upon request.

2. Employees shall do the following:

1. Employees shall sign an attendance roster at training sessions where one is provided and the employee is present for the entire training.
2. Employees shall periodically review their training records for completeness and accuracy and contact the Training Unit if changes are necessary.
3. Employees wishing to have Outside Department Training (e.g. command schools or City training) documented in their respective MPD training and personnel files shall provide:

1. To the Training Unit: Proof of course completion, handouts, agenda and certification (if applicable).
2. To MPD Human Resources: Proof of course completion and/or certification.

4. Employees seeking POST certification credit for Outside Department Training shall contact the Training Unit upon receiving Special Duty approval, to ensure POST eligibility requirements are met.

3. Commanders shall do the following:

1. Commanders shall be responsible for reviewing subordinates training records to ensure compliance with required certifications and mandated Department Training.
2. The Training Record Verification Report is available from the Training Unit upon request.

To reinforce that it is the responsibility of sworn members to maintain a valid and active Peace Officer Standards and Training (POST) license.

All sworn members shall maintain a valid and active Peace Officer Standards and Training (POST) license as a condition of employment. Failure to maintain a valid and active POST license will result in a sworn member being relieved of enforcement duty and discipline, up to and including termination.

1. Sworn members shall report changes of name or address to the MN Post Board.
2. Sworn members must pay the required fee and complete 48 hours of POST-approved training every three years, prior to June 30, for re-licensing.

1. The MPD is not obligated to provide this training; however, participation in annual In-Service Training may meet or exceed licensing requirements.
2. Upon request, the Training Unit will provide appropriate forms and assistance to officers seeking MN POST Board credit for any training received, provided the training received is consistent with community policing.

1. The MN POST Board requires law enforcement agencies to maintain and retain records of all POST-approved training for police officers in accordance with POST Board requirements.

2. The MN POST Board recommends officers maintain their own documentation to prove successful completion of their required credits.

3. Sworn members who have instructed in MN POST Board approved training may apply for POST credit. The number of POST credits granted will be determined by POST guidelines. The Training Unit will provide officers with requirements and forms. For more information regarding POST, members should visit the MN POST Board website.
4. Sworn members who do not have a valid and active POST license shall not represent themselves as a police officer, whether on duty or off duty, and shall not take enforcement action under the authority of being a police officer.
5. Sworn members who do not have a valid and active POST license shall not carry any firearm while on duty, and shall not carry a firearm while off-duty unless they have an additional Permit to Carry as a private person issued by the jurisdiction in which they live.
6. Any formal action that is taken or pending against a sworn member’s POST license shall be immediately reported by the member to their Division Commander and the Internal Affairs Unit. Notification by the member may be made through the chain-of-command.
7. Upon being notified that a member’s license is no longer valid or active, regardless of the reason, Division Commanders shall take action to ensure that the affected member is not acting in a capacity that requires them to be a licensed police officer.

• Affected Member: A member who has experienced or been impacted by a critical incident, traumatic event or other work-related stressor.
• Bodily Harm: Physical pain or injury, illness, or any impairment of physical condition.
• Chemical Munition: Munitions designed to deliver chemical munition agents from a launcher or be propelled by hand. (P&P 5-313)
• Community Policing Training:

  Instruction on the following matters:

  1. Techniques for expanding the training of peace officers to include de-escalation and problem-solving.
  2. Techniques for organizing community members so that they are involved and trained in community policing activities.
  3. Techniques for relating to diverse communities.
  4. Techniques for relating to individuals with physical or mental limitations.
  5. Training on child development issues to enable officers to respond appropriately to perceived child protection situations.
• Course ID: A pre-authorized number assigned by the In-Service Training Unit for identification of training courses or programs.
• Crisis: An event or situation where a person's safety and health may be threatened by behavioral health challenges, to include mental health conditions, intellectual or developmental disabilities, substance use, or overwhelming stressors. A crisis can involve a person's perception or experience of an event or situation as an intolerable difficulty that exceeds the person's current resources and coping mechanisms and may include unusual stress in their life that renders the person unable to function as they normally would.
• Critical Incident:

  An incident involving any of the following situations occurring in the line of duty:

  • The use of Deadly Force by or against a Minneapolis Police Officer
  • Death or Great Bodily Harm to an officer
  • Death or Great Bodily Harm to a person who is in the custody or control of an officer
  • Any action by an officer that causes or is intended to cause Death or Great Bodily Harm
• De-escalation: Techniques and tactics to reduce the intensity of a situation. These strategies serve to increase the likelihood of voluntary compliance, minimize the need to use force, and uphold the sanctity of life by enabling members to resolve situations without the use of force or with the lowest degree of force necessary. (P&P 7-802)
• Department Training: Denotes any training instructed or coordinated by the Minneapolis Police Department (e.g., in-service, pre-service training).
• Direct Contact: In person or telephone communication between an individual delivering a message and an individual intended to receive the message (Does not include voice mail, or second party messages).
• Discharge a Firearm: Firing a bullet or projectile from the end or muzzle of the weapon.
• Feasible: Objectively reasonably capable of being safely done or carried out.
• Firearms/Ammunition/Firearm Accessories: A device that projects either single or multiple projectiles at high velocity. Ammunition is a term meaning the assembly of a projectile and its propellant. Accessories include but are not limited to holsters, gun cases, firearm optics, suppression devices, cleaning supplies, etc.
• Harassment/Restraining Order: Violating any term of a Harassment/Restraining Order issued by a judge or referee. The Offense code to use for a violation of a Restraining Order is RORDER.
• Investigation: A structured process of gathering, examining, and evaluating facts and evidence to determine what occurred, assess compliance with laws and policies, and support appropriate actions or decisions.
• Limited English Proficiency: Designates individuals whose primary language is not English and who have a limited ability to read, write, speak, or understand English. LEP individuals may be competent in certain types of communication (e.g. speaking or understanding), but still be LEP for other purposes (e.g. reading or writing). Similarly, LEP designations are context specific. An individual may possess sufficient English language skills to function in one setting, but may find these skills are insufficient in other situations.
• MECC: Minneapolis Emergency Communications Center is the city's 911 center that answers emergency and non-emergency calls and coordinates the appropriate response by public safety services.
• Minnesota Peace Officer Standards and Training: Oversees law enforcement licensing and training requirements for law enforcement agencies and officers.
• Munitions: Types

  Chemical Agent Munitions: Munitions designed to deliver chemical agents from a launcher or be propelled by hand.

  Less-Lethal Impact Munitions: Impact munitions which can be fired, launched, or otherwise propelled.

  Direct Fired Munitions: Less-lethal impact munitions that are designed to be direct fired at a specific target.

  Indirect-Fired Munitions: Less-lethal non-direct impact munitions that are discharged toward a surface in front of a target, intended to impact the subject following contact with the surface.

• Outside Department Training: Denotes training provided to employees away from the department (e.g., college courses, seminars in another city, International Association of Chiefs of Police (IACP), FBI National Academy).
• POST Board: Oversees law enforcement licensing and training requirements for law enforcement agencies and officers.
• Protected Class Status: Protected classes and statuses include race, ethnicity, color, national origin, ancestry, immigration status, sex, gender identity or expression, age, creed, religion, sexual orientation, marital status, parental status or familial status, disability (including pregnancy), genetic information, veteran's status, status with regard to public assistance, and any other protected class status under state, federal, and local laws.
• Sexual Harassment:

  Any unwelcome sexual advances, request for sexual favors, or other verbal or physical acts of a sexual nature when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
  • Submission to or rejection of such conduct by an individual is used as basis for employment decisions affecting such individual; or
  • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.
• Special Weapons and Tactics Team: A specialized police unit trained and equipped to handle high-risk situations beyond the scope of regular patrol, such as armed barricades, hostage rescues, and high-risk warrant service.
• Substantial Bodily Harm: Bodily injury which involves a temporary but substantial disfigurement, or which causes a temporary but substantial loss or impairment of the function of any bodily member or organ, or which causes a fracture of any bodily member (MN Statute section 609.02 Subd. 7a).
• Training Records: Job-related training documentation received throughout an employee's career including, but not limited to, in-service training, firearms training, unit specific training, seminars/workshops, courses which are law enforcement related or for development of administrative, managerial or leadership skills taken at accredited colleges/universities.
• Unit Specific Training: Training instructed by specialty units. This includes but is not limited to PowerPoint presentations, scenario-based training, practical exercises and videos.
• Use of Force:

  An intentional contact, directly or indirectly (such as through a weapon or force device), with someone’s body, that causes pain or injury or restricts, controls or directs someone’s movement. Intentionally placing someone in fear of such contact or threatening such contact can also constitute force. This includes, but is not limited to:

  • The use of any weapon, substance, vehicle, equipment, tool, device or animal that inflicts pain or produces injury.
  • Any physical strike to any part of the body.
  • Any physical contact or threat of contact by the member or a weapon that causes or threatens to cause pain or injury.
  • Any physical contact or threat of physical contact by the member that results in physical restriction or manipulation of movement.
  • Unholstering or displaying a weapon when engaged with a subject or subjects, or pointing a weapon at a person.
• Workforce Director: A computer information system that provides employee scheduling and timekeeping functions, personnel data management, training management, inventory management, Internal Affairs management, performance reviews, recruiting, and support for Field Training Officer programs.
• Workplace Discrimination: Conduct that interferes with or alters the terms or conditions of a person's employment based on the employee's protected class status, unless otherwise permitted or required by applicable law.
• Workplace Discrimination, Harassment, and Retaliation:

  Conduct that includes workplace discrimination, workplace harassment, or workplace retaliation.

  • Workplace Discrimination: Conduct that interferes with or alters the terms or conditions of a person’s employment based on the member’s protected class status, unless otherwise permitted or required by applicable law.
  • Workplace Harassment: Any unwelcome communication or other activity that occurs based upon a person’s protected class status which unreasonably interferes with the person’s ability to perform their job or creates a hostile, threatening, or intimidating work environment.
  • Workplace Retaliation: The imposition of adverse job consequences on a member because the member initiated or participated in an investigation of a bona fide discrimination, harassment, or retaliation complaint.

  Note: This definition covers ADH&R-related retaliation. P&P 2-105 covers retaliation that falls outside the scope of the City’s ADH&R policy.

• Workplace Harassment: Any unwelcome communication or other activity that occurs based upon an individual's protected class status which unreasonably interferes with the person's ability to perform their job or creates a hostile, threatening, or intimidating work environment.
• Workplace Retaliation: The imposition of adverse job consequences on an individual because the employee initiated or participated in an investigation of a bona fide discrimination, harassment, or retaliation complaint.