Laserfiche WebLink
<br />Police Complaint System and Civilian Oversight Recommendations <br /> <br />Other Intake-Related Recommendations <br /> <br />Staffing and PhY$Jcal Location onhe Auditor's Offic~ <br />The intake model as described will require additional staffing to be successful. This includes, at <br />a minimum, an auditor and requisite staff (approximately 3 FTE) and additional investigative <br />capacity in the intemal affairs unit The commission recommends that physical location of the <br />auditor's office be separate from the police department but in close proximity to facilitate a close <br />working relationship with others involved in the complaint process. <br /> <br />I\nonymous and Third Party Complaints <br />Cu.rrent.ly, the Eugene Police Department has a practice of accepting anonymous and third party <br />cornplaints on a ca.."Ie-by-ca..<;e ba..<;is, but there are no formal, docmnented procedures in place. In <br />general, anon~t1nous and third party complaints can only be investigated if there is enough <br />credible and specific information provided to identify the incidentipersonnei involved. For <br />clarification, it was agreed that third party complaints include both those submitted by a witness <br />to the incident (can be either an involved party or not), or by a person who is did not witness the <br />event but is bringing the complaint forward on behalf of another person based on information <br />relayed to hisfher. In the latter case, the third party may be a parent or an advocate, for example. <br /> <br />Noting that anonymous and third-pa.:."ty complaints can serve an important role in the complaint <br />process and can offer a sense of safety to complainants who are fearful of coming forward, the <br />following is recommended: <br /> <br />o The police department should have a formal policy of accepting both anonymous and <br />third party complaints. <br /> <br />o Anonymous complaints should be documented and investigated until they either meet a <br />lack of credibility threshold or investigative leads are exhausted. It is acknowledged that <br />complaints alleging more serious misconduct or criminal behavior will be allocated more <br />investigative resources than other anonymous complaints. It is also recognized that. the <br />chances for successful resolution of anonymous complaints are low, particularly if the <br />investigator cannot contact the complainant for additional information, and th.at these <br />cases m~tY be closed after a preliminary investigation due to insufficient evidence or <br />infom1ation. <br /> <br />o In addition to accepting anonymous complaints, the department should allow <br />complainants to request that their personal infomwtion be kept confidential from named <br />employees if an investigation ensues. <br /> <br />o The policy should acknowledge the acceptance of two categories ofthird party <br />complaints: <br />" Those '''lith a reasonably direct relationship to the incident, such as a witness or <br />person with professional or organizational knowledge ofinddent (supervisor, <br />other employee). <br />· Advocates or others with a special relationship to complainant (e.g., parent <br />assisting a minor child who was directly aflected, advocates for persons with <br />disabilities, mental health issues, non-citizens or persons with language barriers). <br /> <br />13 <br />