To establish policy regarding the investigation of complaints of misconduct and allegations of violations of the Policy and Procedure Manual by members. When any member exceeds their authority, it reflects on every member, and it is the MPD’s collective responsibility to hold one another accountable with discipline and/or coaching.
Investigation
Sworn Members
Complaints of misconduct and allegations of violations of the Policy and Procedure Manual by sworn members are generally investigated by the Office of Police Conduct Review and by Internal Affairs (based on the nature of the complaint or allegation), in accordance with Minneapolis Ordinance Chapter 172.
Civilian Members
Complaints of misconduct and allegations of violations of the Policy and Procedure Manual by civilian members are generally investigated by Internal Affairs.
Both Sworn and Civilian Members
Complaints of workplace harassment, discrimination or retaliation are generally investigated by Human Resources and Internal Affairs.
Minor or lower-level allegations
Allegations which only describe minor or lower-level infractions by sworn members may be referred directly by the Director of the Office of Police Conduct Review and the Internal Affairs Commander to the member’s supervisor for coaching or may be referred to a program of mandatory mediation instituted by the Office of Police Conduct Review. Such complaints may also be referred for formal investigation.
Discipline
When investigations have concluded and when allegations have been sustained, the determination regarding discipline, if any, is made by the Chief of Police or the Chief’s designee (such as the Assistant Chief).
Coaching
- Coaching is an interactive process between a member and their supervisor. It should be used as a non-disciplinary management tool to assist a member to identify and use proper workplace processes and procedures to improve the member’s performance and to achieve the goals of the MPD and the City.
- Coaching is part of everyday work efforts.
- When coaching is needed to address work quality or quantity standards, the supervisor will schedule a private conversation between the supervisor and member about performance expectations.
- The supervisor and the member may develop a performance improvement plan, following the guidelines and procedures developed by the Human Resources Department.
- The supervisor may schedule follow-up meetings as needed.
- Coaching may be referenced in performance reviews. Coaching is not discipline.
- Coaching can occur in addition to discipline imposed by the Chief.
Definitions
Refer to the Commonly Used Terms page for general definitions.
- 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.
- 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.