At the May 2019 in Huntsville, AL the Standards Review and Interpretation Committee (SRIC) directed staff to post the following standard for client comments. Please post your comments or send to CALEA no later than Friday, July 5th, 2019.
SUMMARY OF ACTIONS RELATED TO RESERVE OFFICER STANDARDS
May 3, 2019
In response to requests from law enforcement CEO’s and others involved in the accreditation process, CALEA initiated a review of the standards regarding Reserve Officers. The need for the review and the requests from the field emanated from the changes made during the transition to the 6th Edition Standards. The focus of the requests from the field requested changes that would accommodate agencies in their effort to avoid the expense of training reserve officers for tasks they will not perform.
With that in mind, a comprehensive review of the history of the related standards, a revision was prepared and submitted to the SRIC. The submittal attempted to address the field concerns without compromising professional accountability. In summary, if an agency identifies a class of employees that has limited duties that are restricted by a job description, the agency can opt out of a full academy training by preparing a job task analysis which identifies tasks that are law enforcement related. As part of that analysis, a matrix that reflects the task to be performed and the commensurate training that is provided to ensure the individual is competent in performing it, can be submitted as an option to full academy training.
As we continue to refine this with input from the field, the expectation is that the chapter on reserve officers will be rescinded and replaced with a single standard. Additionally, the term “Reserve Officer” or “Auxiliary Officer” will be removed from the CALEA vocabulary. Since many agencies classify these types of functions with different titles, it is not CALEA’s intent to identify what a position should be called if it is providing law enforcement services to the agency, whether it is full-time, part-time or volunteer.
The agency requires all full-time, part-time or volunteer individuals charged with performing law enforcement duties to complete a recruit academy training program equivalent to that required of full-time sworn officers. Agencies who do not wish to include certain employee classifications with law enforcement responsibilities in a full academy may opt that classification out of a full academy by accomplishing the following:
a. Prepare a detailed job task analysis for the position which identifies tasks that are law enforcement related. These tasks may include but are not limited to
Community Interaction; Introduction to Basic Law; Post Crime Considerations; Introduction to Traffic; Field Activities; Use of Force; Firearms Training; Self-Defense tactics; Less-Lethal Force Training; Criminal Arrest Procedures; Criminal Law; Constitutional Law and Court Cases; Search and Seizure; First Aid for Criminal Justice Officers; Law enforcement Vehicle Operations; Personnel; and any other related task. The Detailed Job Task Analysis should also identify that the classification is prohibited from performing any law enforcement related duty for which specific training has not been provided; and
b. Develop a matrix that identifies the training and hours of training provided of that training for the classification. For any function performed by a classification of employee for a specific type of law enforcement function should be the equivalent of that provided to any full-time sworn law enforcement officer.
(Note that this standard eliminates the CALEA requirement for use of Reserve or Auxiliary. The agency may call the classification of employee anything it believes is appropriate or required by state and local law. However, the training provided for a specific function should be the equivalent of that provided to a full-time sworn law enforcement officer who performs the similar function.)