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It is clear that a high proportion of our complaints are related to EPD uses of force. Generally, when we <br />receive a complaint alleging use of force and there is an injury, a thorough internal investigation is the <br />most responsible way forward, even when it appears that no policy violation occurred. The majority of <br />the use of force allegations (59 %) are found to be within policy. <br />The highest number of specific sustained allegations were for violations of the policies forjudgment and <br />performance (6 and 5, respectively). EPD policy requires that employees use good judgment at all times; <br />"good judgment" is determined using a standard of a reasonable employee in similar circumstances. <br />EPD policy also requires employees to perform all aspects of their job as well as they reasonably can. <br />Examples of poor performance include lack of knowledge of the law, unwillingness or inability to <br />perform assignments, failure to conform to standards established for the employee's rank or position, <br />failure to take appropriate action, and failure to perform professionally. In addition to performance and <br />judgment, there were sustained allegations for abuse of position, constitutional rights /discrimination, <br />courtesy, lack of knowledge of the law, person stops and contacts, unbecoming conduct, use of force, <br />and the vehicle pursuit policy. <br />(stained Specific Allegations <br />Abuse of Position, <br />1 Constitutional <br />Rights/ <br />scrimination, 1 <br />Vehicle Pursuit -- , <br />Policy, 2 <br />rce, 2 --ourtesy, 2 <br />Judgment, 6 <br />ibecoming ? Lack of <br />onduct, 2 nowledge of <br />the Law, 2 <br />Person Stops and <br />Contacts, 1 <br />20 1 Office of the Police Auditor 2012 Annual Report <br />