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panel is comprised of nine members, including the patrol division captain <br /> with "the remaining individuals being minority community and/or business <br /> community leaders." This composition appears to be discriminatory.7 <br /> <br /> All three processes for promotion are of concern to the review team. Of <br /> particular note is the sergeant's written examination that is graded by <br /> sergeants within the Eugene Police Department. Again, this could be <br /> perceived as being unfair. Most police departments have a great deal of <br /> security surrounding the taking and processing of written examinations. <br /> While the number of written examinations is relatively small for the Eugene <br /> Police Department, consideration should be given to a more secure process <br /> that does not involve department employees. <br /> <br />Internal Affairs (IA) <br /> <br />The department does not have a typical IA unit. The Eugene Police Department's <br />Office of Professional Accountability is staffed by two members. The office is headed <br />by a sergeant who answers to the police chief in all matters regarding to internal <br />investigations and to the captain overseeing operations support in all other matters. <br />The sergeant is supported by one civilian assistant. Essentially, this function serves <br />as a clearinghouse for internal investigations rather than actually conducting them. <br />The unit's primary role is to ensure that complaints are properly received, tracked, <br />and field investigations conducted by supervisory personnel put in place. The chief <br />of police has determined the staffing needs on the streets of Eugene are such that <br />there is no opportunity to staff a full-service IA unit at this time.8 <br /> <br /> Minority community mmnbers also serve on the sergeant's panel, however, not on the lieutenant's panel. What <br />is the justification for having minority community members serve on the captain's and sergeant's panels and not <br />on the lieutenant's? <br /> <br />A complaint and workload analysis, coupled with police department appearance and perception factors, lnust <br />be considered in coining to this conclusion. <br /> <br /> 75 <br /> <br /> <br />