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CALEA Update Magazine | Issue 105

SRIC Notes

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At the Fall 2010 meeting in Garden Grove, California, of the Commission’s Standards Review and Interpretation Committee (SRIC), four changes were finalized:

In the Standards for Law Enforcement Agencies —

  • Standards 31.2.1 and 31.2.2 relating to agency demographics and recruitment plans had major revisions approved.
  • In the Standards for Public Safety Communications Agencies —
    • Standard 4.1.3 relating to agency demographics and recruitment plans.
  • In the Standards for Public Safety Training Academies  
    • Standard 5.1.2 relating to agency demographics and recruitment plans.

(Please note the additional information below from Commissioner Lisa Womack concerning these new standards.)

The SRIC also adopted two new chapters, 18 and 91, for the Standards for Law Enforcement Agencies manual, which pertain only to campus law enforcement agencies. These chapters will be included in the Law Enforcement Change Notice 5.9, which was added to the CALEA website so that clients can immediately print and replace the pages in their standards manuals. 

Also included in the same Change Notice is a revision to Appendix H, which will reflect which standards accompany the newly adopted tiered law enforcement accreditation programs.

And during a very busy meeting of the Commission, the SRIC approved a new program, Campus Security Accreditation, and adopted the Standards for Campus Security manualThis new standards manual will be available April 4, 2011.

In other business:

SRIC accepted draft language for four Law Enforcement standards:

  • Standard 1.1.5 (new) relating to the Prison Rape Elimination Act;
  • Standard 34.1.7 relating to probationary periods for promotion;
  • Standard 35.1.6 relating to 90-day notification of poor performance; and
  • New standard relating to educational requirements for new recruits.

SRIC accepted draft language for three Communications standards:

  • Standard 2.5.4 relating to notification of CEO of potential liability;
  • Standard 4.4.7 relating to probationary periods for promotion; and
  • Standard 3.4.4 relating to 90-day notification of poor performance.

SRIC accepted draft language for two Training Academy standards:

  • Standard 5.4.6 relating to probationary periods for promotion; and
  • Standard 4.4.4 relating to 90-day notification of poor performance.

These standards were posted on the CALEA website for client comments until January 28, 2011.

 And finally, the SRIC granted a one year waiver to the Bernalillo County (NM) Emergency Communications Department on Standard 4.4.7 relating to probationary periods upon promotion.

Comments from Commissioner Lisa Womack, SRIC member:

CALEA has long been committed to the idea that the workforce composition of our law enforcement, and communication agencies and training facilities should strive to closely mirror the demographic make-up of the community they serve. This is held as a “best practice” by the Commission and further strengthens the professional delivery of the services agencies provide. Over the course of the last year, the SRIC has been assessing the standards that apply to agency demographics and workforce representation to ensure they properly address this commitment to workforce diversity.

Through discussion and input from client agencies, SRIC developed and recommended changes to Law Enforcement Standards 31.2.1 and 31.2.2, Communications Standard 4.1.3, and Training Standard 5.1.2, which were adopted at the Garden Grove Conference. These new standards represent a shift from focusing on diversity numbers to placing emphasis on recruitment plans and results.

The new standards now require a detailed Recruitment Plan for all agencies. The purpose is to place emphasis on the recruitment effort and process. The intent is to allow agencies to create recruitment plans that take into account the unique characteristics and possible impediments to recruiting efforts that exist in each community or workforce pool. In addition, the new standards require an annual analysis of the plan that includes results of recruitment efforts, progress toward hiring objectives, and changes to the plan, as needed. It is understood that agency hiring cycles may extend beyond the annual requirement. It is anticipated that the annual analysis will reflect these types of unique agency issues.

CALEA staff will be conducting assessor training regarding the new standards that will provide specific information and will outline Commission expectations. In addition, detailed information will be provided to client agencies and accreditation managers. This will include sample recruitment plans and other resource information that will be posted on the CALEA website. Client agencies can contact their CALEA Program Manager with any questions.

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