Review & Accountability

The Dublin Police Department prides itself on the processes in place that review police officers, their actions and the internal affairs in order to hold the agency accountable to the public.


The Dublin Police Department has been accredited by the Commission on Accreditation for Law Enforcement Agencies (CALEA) since 1990. In 2018, the department achieved dual CALEA accreditation by certifying the agency’s communications division, the Northwest Regional Emergency Communications Center.

The department uses the CALEA process as a guide to ensure the overall quality of operations. The process helps the agency ensure that quality and comprehensive policies are in place, that appropriate reports are compiled to assist leadership in decision-making, and that regular quality checks are conducted on agency operations.

Police continually use the standards provided by CALEA to evaluate internal operations in pursuit of continual improvement to enhance public safety services for the city. The accreditation process consists of three major activities: statistical and annual reporting, annual file review and leadership interviews, and an on-site assessment.

In 2022, the Dublin Police Department received its tenth law enforcement reaccreditation and its first communications reaccreditation. There are 460 standards in law enforcement accreditation, of which the agency is compliant with 99% of the applicable standards. There are 207 standards in communications accreditation, of which the agency is compliant with 96% of the applicable standards. The on-site accreditation compliance review occurs every four years.

CALEA provides a portal for the public to provide feedback on agency operations. Feedback goes directly to CALEA, not the agency, and will be reviewed as part of the Dublin Police’s next on-site assessment in 2025.

Motor Vehicle Pursuit Analysis

Each year, the Dublin Police Department conducts a documented analysis of motor vehicle pursuits. The purpose of this analysis is to provide any patterns or trends which would indicate a need for training or policy revisions.

Non-Bias-Based Policing Administrative Review

Each year, Dublin Police conducts a documented administrative review of traffic stops, complaints and suspicious person contacts to ensure compliance with the law and to determine any deficiencies.

In addition, data was analyzed to ensure gender and racial/ethnic characteristics were not being used against protected classes and minorities in traffic enforcement and self-initiated suspicious person contacts. Lastly, this report was used to determine if any patterns and/or trends exist that would require a need for further training or policy revisions.

Performance Evaluation

Annually, each Dublin Police sworn officer receives a written performance evaluation, as well as takes part in a structured discussion about their performance with their respective supervisor. The goals of these evaluations include:

  • ensuring the public that the agency’s personnel are qualified to carry out their assigned duties,
  • maintaining and improving performance,
  • fostering fair and impartial personnel decisions,
  • providing a medium for personnel counseling,
  • facilitating proper decisions regarding probationary employees,
  • identifying officer training needs,
  • identifying unsatisfactory performance,
  • and providing an objective and fair way to measure and recognize individual performance in accordance with prescribed guidelines.

In addition, probationary police officers are evaluated quarterly to ensure proper development, adherence to policy and procedure, and legal knowledge.

After the performance evaluation is completed by an officer’s supervisor (the rater), it is reviewed and approved by the rater’s supervisor to ensure consistency and accuracy.

Employee Recognition

The department is made up of professional and committed members who serve either as police officers or civilian employees. Members may be recognized for exceptional work or acts through the police department’s employee commendation program.

To start the process, any private citizen or employee of the Dublin Police may submit a letter of recommendation for an award to the Awards Committee. The committee then meets to review and discuss the nomination and, if approved, it is forwarded to the Chief of Police for presentation.

The Awards Committee includes police officers and civilian employees who have been appointed to the committee by the Chief of Police. Additionally, the department hosts an annual awards ceremony to recognize the protection, service and engagement of its members throughout the year.

The following are some of the awards employees may receive:

  • Medal of Honor — Awarded to an employee who voluntarily distinguishes themselves by displaying extraordinary heroism and/or bravery
  • Award of Valor — Awarded to an employee who is seriously injured or wounded during the apprehension or attempted apprehension of a suspect
  • Life Saving Award — Awarded to any employee whose exceptional actions prevented the death of any person
  • Chief’s Award of Excellence — A challenge coin issued by the Chief of Police to an individual employee or a team of employees who go above and beyond the expected and who exemplify the Dublin Police mission of excellence in service
  • Award of Merit — Awarded for exceptional service to the community, or under adverse conditions, or while performing acts involving personal danger if the line of duty
  • Award of Achievement — Awarded for exceptional service to the community or that significantly enhanced the efficiency of the department or significantly exceeding the expectations in the area of service to the community
  • Certificate of Merit — Awarded to an employee who performs an action or actions not otherwise covered in the awards program; such action must exhibit outstanding diligence, perseverance, alertness or a highly credible accomplishment
  • Leadership Award — An annual award given for demonstrating exceptional leadership in the agency
  • Employee of the Year — An annual award given to one police officer and one civilian employee for their contributions to the agency and/or community, as well as for their overall performance: Officer of the Year and Civilian of the Year
  • Military Service — Dublin takes great pride in recognizing employees who have served or are currently serving in the armed forces of the United States
  • Volunteer of the Year — Awarded to a volunteer of the Dublin Police Department for their contributions to the agency and/or community as well as for their overall performance as a volunteer

Response to Resistance

The Dublin Police Department recognizes the value of human life and is committed to protecting those the department serves. Officers regularly complete training in de-escalation and response to resistance to ensure officers understand and effectively interact with the public. Training includes both classroom policy review and practical scenario-based exercises. Learn more.

Pursuit of Motor Vehicles and Forcible Stopping

The department’s vehicle pursuit policy  aims to establish clear direction for officers, communications personnel and supervisors involved in a pursuit and address the conditions under which a pursuit can be initiated and conducted. This policy also addresses the use of forcible stopping techniques. Read the policy.

Internal Affairs and Complaint Process

In order to ensure public trust, transparency and the integrity of the agency, the Dublin Police Department thoroughly investigates all reports against the agency or its members.

The following are complaint classifications, which are investigated by the department:

  • Anonymous complaint – Submitted anonymously
  • Informal complaint – Complainant does not wish to formally pursue an allegation or complaint
  • Formal complaint – Complainant wishes to complete a complaint form and pursue the matter
  • Minor allegation — A minor allegation
  • Serious allegation — A serious allegation
  • Criminal allegation A criminal violation of the law is or may be involved in the allegation(s)
  • Serious misconduct  Conduct which could result in suspension or dismissal

The Chief of Police is directly responsible for the internal affairs function but may direct another supervisor (sergeant, lieutenant or deputy chief) to conduct all or part of an investigation. Typically, first-line supervisors will receive complaints and begin an investigation by meeting with the complainant and the involved officer(s) and gathering details. Depending on the seriousness of the complaint and the officer’s assignment, another supervisor may conduct the investigation.

After completing a thorough investigation, the investigating supervisor will provide a disposition (improper conduct, insufficient evidence to confirm or refute the allegation, policy failure, proper conduct by officer, unfounded complaint — officer exonerated, or unfounded — no further investigation possible).

The conclusion to each investigation is forwarded to the investigator’s supervisor, a bureau commander and the Chief of Police for review and final approval. Importantly, if a supervisor uncovers behavior or training needs during their review of a complaint that are not directly related to the allegation, they are expected to address these issues accordingly with the officer(s).

All internal investigations are completed within 60 days, unless the Chief of Police grants an extension due to extenuating circumstances.

Early Warning System

The Early Warning System (EWS) serves as the framework for establishing sound review processes, intervention when identified, and accountability that supports agency personnel. The purpose of the EWS is to

  • identify employees who exhibit patterns of improper behavior and/or receive complaints.
  • identify employees who may require additional training or remedial action to increase agency accountability.
  • develop action plans to ensure the identified personnel have access to resources to effectively meet their job duties and offer employees a better opportunity to meet the agency’s values and mission statement.

The Dublin Police Department reviews the following for each individual officer on a trimester basis (every four months):

  • Response to Resistance incidents
  • Vehicle pursuits
  • Internal affairs or complaints
  • Discipline
  • Employee counseling

Any employee who has three or more documented events within a four-month period will require, at a minimum, a review of their current evaluation file and a review of those specific events in an effort to identify or determine if a pattern of conduct exists that needs to be further addressed.

If this review does not satisfy the supervisor’s review and inquiry, the supervisor will meet with the employee to discuss their performance and/or behavior. This meeting will be conducted in an effort to determine or identify if a pattern of conduct exists and what intervention actions can be taken to remedy the situation (for example, counseling, progressive discipline, training, Employee Assistance Program, performance improvement plan, etc.). The supervisor will consider internal and external sources when developing comprehensive intervention plans. These plans should also consider prior efforts to remedy concerns and work in concert with other agency-endorsed actions.

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