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.
Each year, the DPD 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.
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.
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:
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.
The department is made up of professional and committed men and women 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 DPD 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:
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.
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:
The Chief of Police is directly responsible for the internal affairs function but may direct another supervisor (Corporal, Sergeant or Lieutenant) 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.
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
The Dublin Police Department reviews the following for each individual officer on a trimester basis (every four months):
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.
Dublin Justice Center
Address: 6565 Commerce Parkway, Dublin, OH 43017
Phone: 614.410.4800 | Fax: 614.761.6535
Justice Center Hours: Open 24/7
Records Department Hours: Monday to Friday, 8 a.m. to 5 p.m.
Phone: 614.410.4920 | Fax: 614.761.6598
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Dublin, Ohio, 43017
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