2-103 - Complaint, Coaching and Disciplinary System

1. Investigation

1. Sworn Employees

Complaints of misconduct and allegations of violations of the Policy and Procedure Manual by sworn employees 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.

2. Civilian Employees

Complaints of misconduct and allegations of violations of the Policy and Procedure Manual by civilian employees are generally investigated by Internal Affairs.

3. Both Sworn and Civilian Employees

Complaints of workplace harassment, discrimination or retaliation are generally investigated by Human Resources and Internal Affairs.

2. Minor or lower-level allegations

Allegations which only describe minor or lower-level infractions by sworn employees may be referred directly by the Director of the Office of Police Conduct Review and the Internal Affairs Commander to the employee’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.

3. 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).

4. Coaching

1. Coaching is an interactive process between an employee and their supervisor. It should be used as a non-disciplinary management tool to assist an employee to identify and use proper workplace processes and procedures to improve the employee’s performance and to achieve the goals of the MPD and the City.

1. Coaching is part of everyday work efforts.

2. When coaching is needed to address work quality or quantity standards, the supervisor will schedule a private conversation between the supervisor and employee about performance expectations.

1. The supervisor and the employee may develop a performance improvement plan, following the guidelines and procedures developed by the Human Resources Department.

2. The supervisor may schedule follow-up meetings as needed.

2. Coaching may be referenced in performance reviews. Coaching is not discipline.
3. Coaching can occur in addition to discipline imposed by the Chief.